level 3 qualification in Human Resources Practice to gain more knowledge across the HR sector to enable me to be more efficient in my HR position for a small business services company. I am currently the only member of staff in the HR department and have the task of structuring and implementing all human resource practices across the business. As I have a background in sales I also manage the sales office and the telesales staff. A highly researched tool that will help me to discover areas of personal
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It has however a wider connotation implying all the means by which the youth are prepared for the adult experience and‚ indeed‚ the young and not so young equipped to play their part in society. It is in this wider sense that extra- curricular activities be considered along with education in developing the country. Obviously‚ for a country like Philippines‚ education is crucial since every aspect of our society reflects the failure to achieve a harmony between aspiration and performance or even
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Activity 4 For this activity we were required to perform a library search for resources relating to our field of professional expertise or research interest. My field of research interest is marketing‚ hence I researched Marketing Mix. Logging into the library at Northcentral University (NCU)‚ I typed Marketing Mix into the Roadrunner program using the search limiters: Full Text and Scholarly/Peer Reviewed Journals. Surprisingly‚ the Roadrunner program took me to the EBSCO
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The four marketing planning activities undertaken by all corporate headquarters are a. Product – The corporate headquarters focus on this activity is product variety‚ quality‚ design‚ features‚ brand name‚ packaging‚ sizes‚ services‚ warranties and returns. They focus on customer feedback and utilize market intelligence services to make sure the customer is happy and is impressed from the product. b. Price – The focus is on List price‚ discounts‚ allowances‚ payment period and credit terms. c
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Procedures. | Title: Event on 70th Birthday Party | | Name: - Zain Sajjad Merchant | | Roll No: 7 | College: Rims International School of Business & Technology (Mumbai)‚ India. Course: BBA - HNC – 1st Semester. Assignment Cover Sheet UNIT | Unit 48 – Administrative Practise and Procedures | Course | HNC-Business | Author | Mr. Ritesh Kochhar | VERIFIER | Ms. Reena Cliffton | HAND OUT DATE | 15.10.10 | SUBMISSION DATE | 16.12.10 | STUDENT | Zain Sajjad Merchant
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Physical Activity in the Workforce In 2008 the U.S. Department of Health and Human Services released the 2008 Physical Activity Guidelines for Americans‚ a comprehensive resource that provides guidance on the importance of being physically active. Relevant to policy makers‚ physical educators‚ health professionals‚ and the public‚ the Physical Activity Guidelines present information about the value of physical activity and the health benefits that can be gained through regular physical activity. The
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trends within both and deciding which company is best to invest in. 1. Liquidity & Activity Ratios- What are the trends? Liquidity and Activity Ratios consist of: Current Ratio‚ Acid-Test (Quick Ratio)‚ Receivables Turnover‚ Inventory Turnover‚ and Asset Turnover. Current Ratio is the determination of a firm’s ability to meet current financial obligations and necessities in order for the business to survive. SBUX had an average of 1.76 for the years 2010-2012
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I. ACTIVITY TRAINING TO IMPACT TRAINING A. Training for Activity 1. The HRD dept. is held accountable for its activity‚ not for its results · There is no formal output of results so managers are left to decide weather it is beneficial or not. 2. The HRD staff is held accountable for design and delivery of training programs. · In training for activity‚ trainers are held accountable for the number of programs they deliver or design. · 80% of their time is activity so there’s
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Unit 4DEP (HR) Activity 1.1 Summary of the CIPD HR Profession Map The HRPM is a visual illustration of the activities‚ skills and behaviours required to be effective in an HR role. It based on information and best practice shared globally by HR professionals. Many organisations around the world now use it to benchmark their HR capability. The map is designed as follows: At the core of the HRPM are two crucial areas: Strategy‚ Insights & Solutions Develop an understanding of
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Activity 1 1. There are many different factors that affect an organisation’s approach to attract talent. The list below includes some of them. SALARY: compensation is clearly an important factor for employees and it is one of the main reason for them moving to a new job. Successful professionals appreciate generous salary because giving them a high compensation the company shows to recognize properly and appreciate their skills and competencies. WORK ENVIRONMENT: a workplace where you can enjoy
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