Tuesday, May 26, 2020
Technology Integration Matrix, TIM, is a rubric for teachers. The matrix helps teachers to make the best decisions about the use of technology in their classrooms. There are five levels of technology curriculum integration: entry, adoption, adaptation, infusion, and transformation. The levels are from the teacher that uses technology to deliver the daily lesson to the teacher that encourages a student led advocacy environment. There are also five characteristics: active, collaborative, constructive, authentic, goal directed. The characteristics come from the studentsÃ¢â¬â¢ involvement. The lowest level of involvement is students receiving information from technology to the highest level when the student has taken ownership of their own learning (Technology Integration Matrix, n.d.). Technology Integration Matrix was developed in the early 1990Ã¢â¬â¢s. Dr. Russell Meigs from the Baker University realized the usage of technology was growing among classroom teachers. He wanted to help district leaders and local school administrators to build a program that could measure how technology was being intergraded into the classroom. The developers that helped Dr. Meigs communicated that they had developed an Ã¢â¬Å"instrument for measuring technology usage practices according to twenty-five indicators.Ã¢â¬ The matrix could help school leaders to develop specialized professional developments to meet the needs of their faculty (Meigs, 2010). Last summer, I attended a week-long conference andShow MoreRelatedCoe Framework And Ethical Dispositions Comparison Matrix Essay871 Words Ã |Ã 4 PagesCOE Framework and Ethical Dispositions Comparison Matrix Instructions:In the left-hand column, list seven instances of overlap between the Association of American EducatorsÃ¢â¬â¢ four principles of ethical teachers and the Teacher Candidate Proficiencies in Conceptual Framework. Be sure to cite each appropriately. In the right-hand column, state the priority from 1-7 (Ã¢â¬Å"1Ã¢â¬ being the most important) youwould assign this concept as an educator.State and defend your rationale. Use research to support yourRead More2010 Secondary Education Curriculum in English6955 Words Ã |Ã 28 PagesRepublic of the Philippines Department of Education Bureau of Secondary Education Curriculum Development Division Pasig City March 26, 2010 TABLE OF CONTENTS ii I. II. III. IV. V. Introduction Conceptual Framework in English Concept Matrix Performance Matrix Program and General Standards Three-Stage Curriculum Framework Annexes A. B. The Monitoring and Evaluation of the Implementation of the 2002 Secondary Education Curriculum: Findings and Recommendations Guide Questions for the Review of theRead MoreLesson Plan10685 Words Ã |Ã 43 Pagesis. They supported me every time that I need help of somebody. They mold me how to an effective, creative, resourceful, enthusiastic, friendly, lovable, equipped and professional teacher. They created a lot of changes in terms of my mindset of teaching. Mrs. Glecida Aliado and Mr. Elwin Fernandez, as my cooperating teacher in my in- campus duty. Mr. Norvin M. Luisen, as my cooperating in my off- campus. I am very blessed to know you personally and to be with you for almost two months. To my co- internsRead MoreProject Mgmt296381 Words Ã |Ã 1186 PagesManagement Chapter 8 Scheduling resources and cost 1.2 Project defined 1.3 Project management defined 1.4 Projects and programs (.2) 2.1 The project life cycle (.2.3) App. G.1 The project manager App. G.7 Political and social environments F.1 Integration of project management processes [3.1] 6.5.2 Setting a schedule baseline [8.1.4] 126.96.36.199 Setting a resource schedule 188.8.131.52 Resource leveling 7.2 Setting a cost and time baseline schedule (1.3.5) [8.1.3] 184.108.40.206 Critical chain method ChapterRead MoreSolution Manual, Test Bank and Instructor Manuals34836 Words Ã |Ã 140 PagesStakeholder Management, International Edition, 8th Edition_Ann K. Buchholtz, Archie B. Carroll (IM+TB) Business and Society Ethics, Sustainability, and Stakeholder Management, 8th Edition_Archie B. Carroll,Ann K. Buchholtz (IM+Ethics in Practice chapter matrix) Business and Society Ethics, Sustainability, and Stakeholder Management, 8th Edition_Archie B. Carroll,Ann K. Buchholtz (TB) Business communication Cengage Carol M Lehman Debbie D DuFrene 1st edition Test Bank Business Communication EssentialsRead MoreLgbt19540 Words Ã |Ã 79 Pagestransgender men in the Philippines. PinoyFTM is based in Metro Manila but has members from all over the country. * Order of St. Aelred: spiritual gay center (Metro Manila) * AKOD: gay support group (Davao Oriental State College of Science and Technology) * Gorgeous and Young (GAY): gay support group * Philippine Forum on Sports, Culture, Sexuality and Human Rights (TEAM PILIPINAS): promoting human rights, sexual and gender diversity and equality through sports, culture and recreation (PhilippinesRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words Ã |Ã 1573 PagesDecentralization 485 Ã¢â¬ ¢ Formalization 486 Common Organizational Designs 486 The Simple Structure 486 Ã¢â¬ ¢ The Bureaucracy 487 Ã¢â¬ ¢ The Matrix Structure 488 New Design Options 490 The Virtual Organization 490 Ã¢â¬ ¢ The Boundaryless Organization 492 Ã¢â¬ ¢ The Leaner Organization: Downsizing 494 Why Do Structures Differ? 496 Organizational Strategy 496 Ã¢â¬ ¢ Organization Size 498 Ã¢â¬ ¢ Technology 498 Ã¢â¬ ¢ Environment 499 Organizational Designs and Employee Behavior 501 Summary and Implications for Managers 502 CONTENTS
Friday, May 15, 2020
it was that night that I had to stay in room 1408 my boss told me to do a report that nobody in the office would EVER do...two days after that day, that night i couldnÃ¢â¬â¢t sleep the bed had stiff springs and the thermostat was broken so i got up and called the front desk to send someone up to fix it, the maintenance guy got to the room and knocked on the door i opened the door he said Ã¢â¬Å"what seems to be the problem?Ã¢â¬ Ã¢â¬Å"the thermostat is stuck at 80 degrees... the thermostat is right over here if you could come inÃ¢â¬ i said. Ã¢â¬Å"do you know what happened in this room sir?Ã¢â¬ he said. Ã¢â¬Å"yes i doÃ¢â¬ i said. Ã¢â¬Å"he said take off the panel of the thermostat any fool can fix itÃ¢â¬ i said Ã¢â¬Å"okayÃ¢â¬ Ã¢â¬Å"do you see the silver mercury tube?Ã¢â¬ Ã¢â¬Å"yesÃ¢â¬ I said. Ã¢â¬Ëtap it reallyÃ¢â¬ ¦show more contentÃ¢â¬ ¦So i got home i took a shower and i started to think about that last homicide it didn t seem to be a homicide it seemed to be like an accident or like something inside had undone the deadbolt and made the guy seem like someone had broke in but i got out of the shower and i put on some clothes and I i couldn t stop thinking about my daughterÃ¢â¬ ¦...my daughter had leukemia and the doctors said that she had five months left to live...I heard some ruckus in the kitchen and i sprung out of bed and i got a baseball bat and i went down stairs to see who it was but there was nobody there, there was nobody there it was just him in his apartment. the alarm went off at six oÃ¢â¬â¢clock beeb beeb beeb beeb beeb, I hit the button and I brushed my teeth and I got some clothes on and I went to the office and i asked my boss that liked to yell a lot like peter parker s boss does I asked himÃ¢â¬ when do you want me to stay in that hotel room? Ã¢â¬ Ã¢â¬Å"I want you to stay in room
Wednesday, May 6, 2020
Whole Foods Whole Foods Market is the worldÃ¢â¬â¢s largest natural and organic foods retailer with 289 locations in the United States, Canada, and the United Kingdom, articulates its business mission through the following motto: Whole Foods, Whole People, and Whole Planet. The company has stated core values elaborate on this motto: Levens, Michael (2011-01-11). Marketing: Defined, Explained, Applied (2nd Edition). Whole Foods product definition We will begin with mindset, Whole Foods instead of pursuing the large sales volume and small margins, of Walmart, Kmart and other Florida retailers such as Winn Dixie, and Publix, Whole Food targets a selected group of upscale customer and offer them Ã¢â¬Å"organic, natural, and gourmet food. This brings in the Synopsis: The ultimate way to Ã¢â¬Å"NOTÃ¢â¬ compete against a mega-retailer is to create a differentiated market from them. This case provides an excellent illustration of how this relatively small retail chain can thrive in the face of a dominant market leader. In addition, the key is positioning away from the strengths of the competition, creating your own unique and distinct position. Successful in doing this Whole Foods has brilliantly identified a retail segment of shoppers who are not interested in the items that prevalent mass discount retailers deliver. Instead, it has taken many strides to deliver and identify what they do want and is providing that value to the customer in mass quantity. So what is Whole Foods Product? Whole Foods endShow MoreRelatedWhole Foods Case980 Words Ã |Ã 4 PagesWhole Foods Market Case Whole Foods Market has evolved into one of the largest retailers of natural and organic foods. This company s rapid growth and market success has to do with being a mission-driven company. Whole Foods is highly selective about what they sell and are dedicated to their core values. Whole Food s integrated strategy consists of growth, differentiation, merchandising, and customer service. This strategic plan was aimed at expanding its operations to offer high quality andRead MoreWhole Foods Strategic Plan1261 Words Ã |Ã 6 Pages Whole Foods Ã¢â¬â Strategic Plan IST 7100 September 20, 2014 Kunal Parekh Whole Foods Market, Inc. which is headquartered in Austin, Texas, is an American foods supermarket chain it was founded by John Mackey who currently serves as the CEO of Whole Foods. To sum up their mission and vision statement, Whole foods as a company strives to help out in promoting positive health and well-being of people, this includes team-members, customers and the whole planet inRead More1.The Disruption Of Significant Supplier Relationships1383 Words Ã |Ã 6 Pagesrelationships could negatively affect the business. The company is overly dependent on its supplier (United Natural Foods, Inc.), more than 30% of their total purchases in 2016 are from the same supplier. If the relationship with the supplier become difficult or it is cancelled the company may face serious problems of supplying. 2. A loss in consumer confidence in the safety and quality of certain food products could materially impact the results of the operations. One of the companyÃ¢â¬â¢s competitive advantageRead MoreWhole Foods Market: Changing The Shopping Experience. German1496 Words Ã |Ã 6 PagesWhole Foods Market: Changing the Shopping Experience German A. Padilla Saint Leo University Abstract Whole Foods Market is probably the world leader in retailing natural and organic foods, with over 433 stores in North America and the United Kingdom (Whole Foodsmarket.com). With a commitment to provide the highest quality of natural and organic foods at competitive prices; they steadily continue to expand globally. This paper will provide some insight on the advantages and disadvantages of perhapsRead MoreCase Analysis On Whole Foods Market1577 Words Ã |Ã 7 Pages Case Analysis on Whole Foods Market Wanda I. Ramos Trident University BUS 599: Title of Course ProfessorÃ¢â¬â¢s Name July 16, 2015 Abstract Case analysis are detailed descriptions of real management situations. In the case analysis below on Whole Foods Market, the objective was to analyze the organizationÃ¢â¬â¢s strategy in the market, as well as looking at their mission and values, and how they have applied them and grown. By applying concepts to actual cases, we improve your ability to thinkRead MoreWhole Foods Market1449 Words Ã |Ã 6 PagesÃ¯ » ¿Whole Foods Market, Inc. A. SIC/NAICS #Ã¢â¬â¢s - The SIC number for Whole Foods Market, Inc. is 5411, which implies grocery stores. The NAICS number for Whole Foods is 445110, which means supermarkets and other grocery (except convenience) stores. (Mergent Online) B. Mission Statement - Barbara Farfan who writes for about.com states, Ã¢â¬Å"The mission statement of the Whole Foods Company and Whole Foods Markets begins with its motto, which is Whole Foods, Whole People, Whole Planet The Whole Foods missionRead MoreSample Resume : Speedy Stallions Company1091 Words Ã |Ã 5 Pagescompletely organic. The company started with the production of milk and extended towards various products. Ã¢â¬ ¢ The products are as follows: Ã¯Æ'Ë Milk Ã¯Æ'Ë Butter Ã¯Æ'Ë Cream Ã¯Æ'Ë Half Half Ã¯Æ'Ë Cheese Ã¯Æ'Ë Sour cream Ã¯Æ'Ë Cream cheese Ã¯Æ'Ë Cottage cheese Ã¯Æ'Ë Eggs Ã¯Æ'Ë Milk products include various products such as Ã¯Æ'Ë Fat free/Skim Milk. Ã¯Æ'Ë Low fat 1% milk. Ã¯Æ'Ë Reduced 2% milk. Ã¯Æ'Ë Whole milk. Ã¯Æ'Ë Soy milk. Ã¯Æ'Ë Grass milk. Ã¯Æ'Ë Lactose Free Milk. Ã¯Æ'Ë Chocolate Milk. Ã¯Æ'Ë Omega 3 Milk. Ã¯Æ'Ë Specialty. Ã¯Æ'Ë Organic Fuel- Chocolate. Ã¯Æ'Ë Organic Fuel- VanillaRead MoreBoston Has Some Of The Best Natural Health Food Stores1624 Words Ã |Ã 7 PagesBoston has some of the best natural health food stores in New England. With many people becoming more food conscious than ever before, natural health food stores and groceries are spring up everywhere. In these you will find all natural, organic, and often vegan foods. Harvest Supermarket Located on 57 South Street in Jamaica Plain, Harvest Supermarket is an all-natural health food store. It s foods are certified organic and fair trade, a wonderful addition to the food industry today. Harvest supportsRead MoreWhole Foods Market ( Wfm ) Essay1191 Words Ã |Ã 5 PagesWhole Foods Market (WFM) is a leading natural and organic food supermarket founded in Austin, Texas by four local business people: John Mackey and Renee Lawson Hardy, owners of Safer Way Natural Foods, and Craig Weller and Mark Skiles, owners of Clarksville Natural Grocery. WFM opened its first store in 1980, they staffed their first store with only 19 workers, the store was an immediate success partly because at the time there were less than half a dozen organic stores in the entire country. Read MoreWhole Foods Market s Vision Essay1672 Words Ã |Ã 7 PagesWhole Foods Market opened its first store in Austin, Texas way back in 1980. Ever since then, Whole Foods Market has grown to become the worldÃ¢â¬â¢s largest natural and organic foods supermarket. They have partnered with all kinds of suppliers and customers since they first started that have helped them grow to where they are now. Whole Foods MarketÃ¢â¬â¢s motto is Ã¢â¬Å"Whole Foods, Whole People, Whole Planet.Ã¢â¬ This motto makes it clear what Whole Foods MarketÃ¢â¬â¢s vision is, and that vision is for a better
Tuesday, May 5, 2020
Question: Discuss about theStrategic Human Resource Management and Training. Answer: Introduction Employers and employees of different organisations today face significant human resource management issues. With the development of both large and small-scale businesses, there is an increase in the growth of foresight as well as ability to solve the issues that accompany it. Some of these issues include training and recruitment of employees, career planning, and management, learning and development, rewarding human resources, as well as performance management among other issues. This paper presents a detailed analysis of employees selection and recruitment as a human resource management issue affecting the performance of different organisations. It focuses on the analysis of the issue with Coca-Cola Company as a case study and compares the HRM practices depicted in the organisation as compared with the industrial best training and recruitment practices. It then proposes recommendations for change as well as actions that can be taken to initiate the changes. Selection and recruitment as an HRM issue According to Gary and Ray (2010, p. 170), recruitment and selection forms the core part of the central activities that underlines human resource management such as development, acquisition, and reward of workers. The recruitment process thus aims at affecting the type and number of individuals who apply for the vacancies as well as the likelihood that the applicants will accept the positions they have applied for if they are offered. The process objective is to refurbish the organisation with the precise kind of people who meet the criterion provided. The process of recruitment is dependent on the vacancy characteristics, applicants qualification, job choice, human resource policies, recruitment sources, and recruiter traits and behaviors as shown in Figure 1. Once the employees have been selected through the due process, it is then the responsibility of the company to make sure that the employees fit in the industry. They do so, through teaching the employees, specific knowledge, and skills that are necessary to the particular organisation so as to improve the performance in their current roles. It is then followed by basic learning and proper orientation to make the employee familiar with major operations in the industry. Selection in an industry is not only entangled to the knowledge and technical skills but knowledge in social skills and techniques as well. Recruitment and selection processes are vital in any organisation. The key to the success of a business is hence effective recruitment (Charan, 2011). For a company to thrive, it has to abide by the best practices of recruitment and training. Best practices of recruitment process enable an organisation to select the best candidate for a post while best practices of training facilita te quick adaptation followed by higher productivity with minimal flows. Description of Coca-Cola Company Companys Profile. Coca-Cola Company is an organisation that thrives in the soft drinks industry. Despite the industry being so competitive, Coca-Cola owns and markets more than 500 non-alcoholic brands, predominantly beverages such as waters, juices and juice drinks, energy and sports drinks and enhanced waters. The reach of Coca-Cola products extends beyond America to all parts of the world including Eurasia, Africa and Pacific Asia, approximately more than 200 countries. The company is widely known for its principle product Coca-Cola even though other strong brands such as Fanta and Sprite are also widely known. The growth of this company in the soft industry is undisputable. The Company's segments include Latin America, Africa and Eurasia, Europe, Asia Pacific, North America, as well as bottling investments and corporate. It owns and markets of nonalcoholic sparkling beverage brands such as Diet Coke, Coca-Cola, Sprite and Fanta (Coca-Cola 2016). Employees profile. The growth of this company to those heights can be attributed partly to the human resource. The company boost to have more than 50, 000 direct employees all over the world accompanied by a countless number of indirect employees all over the world. The employees in Coca-Cola Company, commonly referred as associates by the company entails specialists in all fields including but not limited to food and beverages production, marketing, logistic, accounting and business among others. Coca-Cola Company is considered to be one of the companies with the best employees regarding qualification and technical skills. Each and every employee brings out the uniqueness of ideas and talents that enable the company to thrive. Through the employees, the company philosophy and brand are well- represented. In their study, Kumari, JyotI, and Pandey (2010, p. 445) points out that 70 out of the 120 employers interviewed said that Coca-Cola spends about 20%-30% of its expenditure on selec tion and recruitment. 100% of the employees also accepted that coca-cola follows effective selection and recruitment procedures. Recruitment and selection practices of Coca-Cola Company Coca-Cola Company engages in the process of recruitment and training as one of its role in human resource. The company selects suitable employers through a series of activities in order to identify the best candidates. Recruitment practices According to Charan (2011), the selection process enables an employer to select a suitable individual to occupy a particular vacancy. Developing recruitment strategies in Coca-Cola entails involvement of line managers and recruitment specialists. Through the line managers, the company is able to determine the number of workers needed for a particular line of production. Additionally, the right skills needed shall also be established. The plan developed by the recruitment specialist include determination of where job announcements need to occur, management of the materials handled in by the candidates in combination with key competencies and qualifications needed for that particular position. A clear recruitment strategy needs to respect the wishes of the line managers while also keeping ion consideration the vision of the company. Coca-Cola Company conducts its recruitment through two methodologies, either through internal methods or external methods. Internal recruitment. Internal methods entail seeking to hire someone already in the company for a higher-responsibility position. Recruitment can be internally conducted by transfer or promotion of the existing personnel or even referrals by staff member, friends, and families (Margaret 2011, p. 5). In Coca-Cola, the process is done through referrals and promotion and promotion programs in the organisations. It is through referral, the company questions the current employees on the best person they know. Additionally, the process is achieved through creating forums to the employees and informing them of current job openings in the company. Lastly, through e-mailing of employees about the job situation in the organisation. Referrals have been successful in Coca-Cola as it accounts about 15% of employees in Coca-Cola Company. Forums to contribute to pushing towards garnering employees. The company has established a routine of organizing monthly and annually job fairs and forums that a im at getting the right candidates for some of the positions. External methods. External methods entail external agencies and media platforms aimed at reaching the general public. In normal circumstances, Coca-Cola job advertisements include media advertisements, e-recruiting platforms, employment agencies, executive firms and college recruitment drives. In the recent days, social media platforms and websites portals have become increasingly common in the market and Coca-Cola has been on the forefront. A lot of job Coca-Cola Job advertisements are done through social media platforms such as Facebook, twitter, and LinkedIn. Selection process. The process of selection does vary basing on the level of the job. For instance, the process of selection for the post of a CEO is different from the process of selection of other posts such as line managers. Margaret (2011) denotes that where internal recruitment is the chosen method of filling vacancies, job openings can be advertised by job posting, that is, a strategy of placing notices on manual and electronic bulletin boards, in company newsletters and through office memoranda. However, in most circumstances, the process of selection entails collecting resumes from applicants and storing the information in the database. The process proceeds through preliminary interviews to eliminate the unqualified applications. Later on, the company conducts employment interviews which seek to identify the best candidate from the available options. During the employment interview session, formal and deep conversations take place aimed at understanding the applicants knowled ge. Selection practices The process of selection for different positions in Coca-Cola takes while considering factors such as orientation, induction and training, promotional levels, refresher qualifications as well as the job training. All these selection factors are conducted by Coca-Cola to facilitate employees competency while improving the performance. Since the demands keep on increasing, there is a need for training of the employees. Through its commitment to proper selection and recruitment of qualified employees, the company initiated Coca-Cola University (CCU), an institution which provides a range of courses from classroom learning to field training. CCU focuses on installing the employees with the right skills for the job. The major focus is on leadership, diversity, ethics and compliance, sustainability in addition to other core competencies. Induction selection is one of the prevalent methods of the recruitment process in Coca-Cola. As part of the human resource management policy, every employ ee getting into the industry must undergo a thorough selection procedure that enables him to showcase his qualification in the workplace. It is at this preliminary selection, where the employee is subjected understanding their ethical practices and policy skills towards the organization. The need for improvement of recruitment and selection The current practices incorporated by Coca-Cola in human resources are considered helpful in gaining the objectives of a company. However, the practices being carried have some loopholes that need improvement. If these improvements are made, then the recruitment and training processes would be effective and appropriate. The need to improve is depicted by the challenges and flaws that are detected in the organisation which occurs as a result of recruitment problems. The major problems experienced include lack of innovation in the company, overstaffing, high training of workers and imbalanced staff. However, Margaret (2011) also points out that ensuring and maintaining equity and fairness in recruitment is often difficult despite the fact that there are laws protecting individuals and vulnerable groups from discriminatory practices. Overstaffing is an issue that occurs when one department in an organisation becomes more saturated than the other. The reason for overstaffing is due to lack of proper communication during the recruitment process on the number of workers required in a given department. Coca-Cola Company has been involved in cases involving overstaffing. In January 2015, the company was forced to entrench some of its workers in Pakistan due to overstaffing. The problem of overstaffing in Coca-Cola is attributed to the complexity of the organisation. However, measures to improve the situation can be carried out. High recruitment and selection procedure is also required for the staff portrays the skills required in the competent process of selection. When a selection process is conducted in the right way, the best candidates take the job. He/she requires little time and training to adapt to the organisation. In the event of a right selection process, the need for high levels of training would be minimiz ed. Lack of innovation denotes poor selection methods. The employees lack the creativity capacity to initiate new ideas to the organisation. The cause of this is attributed to poor recruitment strategies such as advertisement problems as well as poor interviewing processes. Comparison of practice with industries best practices The company needs to align itself with the best practices of recruitment and selection. According to Kumari, JyotI, and Pandey (2010, p. 441), Coca-Cola has a slogan and motivation of being a great place of work where employees can be inspired to nature a winning network of suppliers and customers to create a mutual and enduring value. Through the applications, the organisation has ensured selection of the best candidates that perform their jobs diligently. Some of the best practices in recruitment that these companies have adopted include e-recruitments, strategic planning, and recruitment as trainers. On the other hand, the best practices adopted by these organisations concerning selection involve e- learning programs and systems, learning management systems, evaluation of selection and evolvement of the HR office given the mandate of recruitment in the organisation. E Recruitment is one of the emerging trends in the process of recruitment where an organisation establishes a portal system for the application. The system is designed in a way that any detail needed about the applicant shall be obtained. The information filled by a candidate shall then be filled in the database, and then the appropriate action shall follow. Once the details have been submitted, the information can be used at the time or at a later time. The process is different from the current one used in Coca-Cola where candidates send resumes to the organisation. The process of gathering information is tedious and complicated and hence the process of considering the best candidate may be compromised Kumari, JyotI, and Pandey (2010, P. 446). Another process widely used is the recruitment of trainees. Many organisations are involved in programs of management trainees that seek to identify and nurture talents in the training program. The program has been successfully initiated in Ap ple, where interns form a good population. Through the program, an organisation can best pick the best candidates from the trainees. Recruitment from external sources should be embraced just like the recruitment from the inside. As depicted previously, real- time selection and recruitment is needed in Coca-Cola to eliminate irrelevance and unqualified staff. Coca-Cola University (CCU) needs to implement courses that are in line with the recent technology. Selection and recruitment needs to be conducted regularly in case there is a need to replace a staff or fill a vacant position. Any delay can increase the load of work to other employees and would call for additional payment for workers who do the extra work. Companies such as Sony and Microsoft always emphasize on the just in time selection and recruitment hence proving its necessity. In addition to that, selection and training need to be incorporated with the current technological management systems to get employees that are technologically qualified for the current market system. Through the system, the organisation can determine the general needs of the organisation in terms of training gaps. Recruitment and selection play a pivotally important role in shaping an effective performance of an organization. If the organization is not able to acquire workers with relevant knowledge, skills, and aptitude, they are not able to make accurate predictions towards their expectations (Gary Ray 2010, P. 171) Recommendations for improvement and change Upon comparison with the best practices of recruitment and selection, the Coca-Cola Company needs to implement the following strategic actions implement e-recruitment strategy Abolish referrals and promotions which inhibit innovations Implement fully the management selection programs Develop a strategic plan for human resource Establish real-time training programs Implement a learning management database system Initiate a program for training of selected workers and establish an evaluation plan for the trainees. Conclusion Recruitment and selection practices must ensure garnering the right people for the job while also ensuring high productivity from them. Any organisation must ensure that its practices are well suited to achieve the stated objectives. As in the case of Coca-Cola, recruitment and selection take place as a normal routine just following the right procedures. However, much is not achieved through recruitment which includes advertisements and selection. There is a need for change in its practices to reach levels that are in standards with the companies that ensure the best practices of recruitment and selection. List of references Charan, T, 2011, The process of recruitment and selection in Coca-Cola India. University of Chester, United Kingdom https://www.scribd.com/doc/208342035/recruitment-and-selection-in-coca-cola Coca-Cola., 2016. Reuters. Coca-Cola Co (KO) United States. Retrieved from https://www.reuters.com/finance/stocks/companyProfile?symbol=KO Gary R, Ray F,2010, Managing and Developing People: A free sample chapter from Leading, 3rd edition https://www.cipd.co.uk/NR/rdonlyres/01F95685-76C9-4C96-B291-3D5CD4DE1BE5/0/9781843982579_sc.pdf Kumari, G, JyotI, B, Pandey, K, M, 2010, Recruitment and Selection Process: A Case Study of Hindustan Coca-Cola Beverage Pvt.Ltd, International Journal of Innovation, Management and Technology, 1 (4), 441-446 https://www.ijimt.org/papers/77-M469.pdf Margaret A. R. (2011) Recruitment strategies managing/effecting the recruitment process, Retrieved from https://unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN021814.pdf Nirmala, S, 2015, Innovative Human Resource Practices-A Study in Indian Context.International Journal of Management Research and Social Science,2(4), pp.100-104.
Monday, April 13, 2020
The elf and the vampire Review Paper Essay on The elf and the vampire Familiarity with samizdat became for me an acquaintance with the authors of Russian fantasy, one of the first in the list was Yelena Cartura. Started reading the book in electronic form, I like the old-fashioned lady, hurried to find her on paper. What do we have in the end? Adventure novel in the fantasy world of the series: our there, or simply popadantsy. Popadanka in this particular case the girl Nastya, nevovremya met in mortal life with icicle (which is very important for our present urban reality) and, as it turns out later, just in time with an experimental necromancer from another world. Through the efforts of this pundit, she received the body of an elf like, all right, but the thing now it is a boy, and sitting in the same cell with a vampire! But, as befits any decent heroine, Anastasia will solve this problem. How? Thats right, with the help of his neighbor vampire. On this about the story all begin debriefing. We will write a custom essay sample on The elf and the vampire Review specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The elf and the vampire Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The elf and the vampire Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The book seemed patchy, in some places too stretched and artificially-dynamic (action is not always good, sometimes you want to, and the inner world of the characters to learn more), and places of it could not be put down. In terms propisaniem worst mid it was when visited thoughts: Do not throw the reading? Like, not entirely nonsense, and the heroes are buried in a sea of Ã¢â¬â¹Ã¢â¬â¹adventure but something is missing. But I had survived the crisis, and for good reason the final pleased Language.. I have big issues to the Editor, and smaller to the author. Honestly, I got my permanent yeah at the end of sentences and repetition of the phrase good kalamburchik 3 pages in the first section. Thank God kalamburchik by mid-ended, and aha thinned out a bit. Jokes. There are some places funny Emphasizing skirmish with Tay Eulmont and the description related to them, Anton, but in general not Ilf and Petrov. Too much strained his ears, though elfyachi)))) Summary: a good book to pass the evening. Spitting will not, can even re-read, but to your favorite list it is unlikely to fall. Just fun well made mean fantasy, which, in itself, is not bad.
Wednesday, March 11, 2020
Seven Chances essays Out of Dawn, SunLight, and Dove, which brand of dish-washing detergent performs best at a variety of tests? Three brands of dish-washing detergent will be tested for pH level, flash-foam formation, foam stability, relative viscosity, cost per liter, and a standard cleaning test. I think the brand Dawn will perform the best overall. 1 15 mL sample of each brand of detergent; 3 test tubes; 1 universal pH tester ink with dropper; 3 test tube stoppers; 3 50 mL graduated cylinders; 1 stopwatch; 15 BBs; 1 bottle vegetable oil; 3 500 mL beakers. 1.) Dilute 1 mL of each detergent into 100 mL of water. 3.) Put 10 mL of the solution into a test tube and then place the Universal Indicater into the test tube. B.) Determination of Flash Foam Formation 1.) Pour 25 mL of solution into a 125 mL graduated cylinder. 2.) Put a stopper (or hand) over it. 4.) Measure volume of foam produced (Amount of foam = total volume - 25 mL). 1.) Continuing from part B, uncap the graduated cylinder. 2.) Continue measuring volume of foam every sixty seconds for five minutes. D.) Detemination of Relative Viscosity 1.) Fill a test tube with water and measure the time it takes a BB to reach the bottom once dropped from the top. 2.) Fill a new tube with detergent and measure and record the time. 3.) Repeat five times and record the data. 4.) Return the detergent to its bottle. E.) Determining the Cost per mL of Detergent 1.) Divide the total volume of the bottle by the cost in cents. total volume (mL) x 1 mL = cost/ ...
Monday, February 24, 2020
ACCOUNTING - EXECUTIVE SUMMARY - Case Study Example Since CCL is an existing client for GE Capital, it should approve the loan at a lower interest rate of 4% and, on the other hand, extend the loan payment period to ten years. By doing this, it will achieve their strategy of keeping existing customers. The CCL financial statements indicate that it generates sufficient cash flow of a net earnings of $97.120 that is able to finance the interest payment of the new loan on a monthly basis. On the other hand, the CCL debt to equity ratio will not exceed 4: 1 when the new loan is included as required by CEF (Dirubbo). Loan disapproval to CCL: Disapproving loan to CCL will not favor the companyÃ¢â¬â¢s strategy of keeping existing customers. In case the company loses CCL, It will have to find a new client to replace, and this requires the company to incur some costs hence not economical in the end. Hence, the cost of replacing existing clients could enable the company to find and win new businesses. The cost of losing existing clients as compared to finding new ones outweighs in the end. Therefore, to minimize the impact of losing CCL as well as the extra costs of finding new businesses, the company should approve the loan (Plumlee et al.). Short-term plan: The loan approval for $ 306, 000 to CCL to finance the trucking contract between Ford and the supplier is recommendable. The company should reduce the rate of interest from five percent to four percent and extend the period of payment to ten years. This will reduce the monthly payments facilitating provision of monthly reports of financial activities of CCL for the first year of loan repayments. The implementation of the loan approval on an immediate time is required since CCL meets the companyÃ¢â¬â¢s requirements. This will motivate CCL to continue being clients and even attracting new businesses as well. Medium Term Plan: After the first year, the payments are separated to quarterly submission until the first loan of $ 36,000 is financed within the period of 8 years