USER DATAGRAM PROTOCOL(UDP): The User Datagram Protocol(UDP) is called a connectionless‚ unreliable transport protocol. It does not add anything to the services of IP except to provide process to process communication instead of host to host communication. USER DATAGRAM: UDP packets‚ called user datagrams‚ have a fixed size header of 8 bytes. The below diagram shows the format of a user datagram. User datagram format: Source port number: This is the port number used by the process
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Page Introduction 1 Activity 1 1/2 Activity 2 2/3 Conclusion 4 Bibliography 4 Introduction This report will look at how to develop you as an effective Human Resource Practitioner. It will summarise the Human Resource Profession Map (HRPM)‚ also identify different effective communication skills‚ understanding customer needs and how to delivery effective service. Activity 1 Human resource professional map The Human Resource
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its Authorised Service Centre will perform necessary service on the product without charge for parts or labour if‚ in the opinion of Panasonic‚ the product is found to be faulty within the warranty period. 2. This warranty only applies to Panasonic products purchased in Australia and sold by Panasonic Australia or its Authorised Distributors or Dealers and only where the products are used and serviced within Australia or it’s territories. Warranty cover only applies to service carried out by
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importance of interface design and how much interface presents in our everyday life. The most of our daily tasks is accomplished with a use of at least one type of interface. The basic purpose of an interface is to help use to communicate with a machine. The three most common kinds of an interface are: touch sensitive interface‚ menu interface and graphical user interface. Using smart phones‚ laptops‚ going to the ATM machine is considered as using interface. Even writing this case study is done with
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TMA 02 – Question: Do person-centred care services enable service users to lead ‘normal lives’? This essay will establish whether person-centred care services enable service users to lead ‘normal lives’. The author will examine identity and the concept of ‘normalization’ by exploring Goffman’s work on ‘stigma’ and stereotyping (K217‚ Chapter 5‚ p.6) . In addition‚ the concept of normalization will be challenged by the social model of disability‚ and finally person-centred care will be analyzed
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1.2 Explain factors that affect an organisations approach to talent planning: There are obviously many different factors that affect an organistions approach to talent planning. External factors such as the economic environment can have a massive effect in how an organisation resources and retains talent. For example‚ in times of high unemployment it is far easier to attract high levels of talent‚ as there are many unemployed suitable candidates in the job market. Similarly it is easier to
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Zoey Abbott A0000140 4DEP The CIPD introduced the HR Professional Map in 2009‚ which set out the new foundations for professional competency in HR and the criteria for new and revised CIPD qualifications. The map highlights 10 professional areas at four different levels and the eight key behaviours HR professionals need to operate. The HR Profession Map sets out the following eight behaviours: 1. Decisive thinker. Able to analyse information quickly and use it to make robust decisions. 2
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displays a clear idea about the required HR skills‚ knowledge and behaviour to lead the organization to successes. The HRP Map covering of 10 professional areas‚ 8 behaviours and 4 bands. Sarah Miles (2009)‚ CIPD organizational development director‚ said: "This is a complete rethink of professional standards‚ not just a simple face-lift‚ and that ’s not something you can turn around in a short time." Human resource professional areas describes what HRs need to know (knowledge) and what need to
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Introduction of the company: 2 Organisation strategic and organisational plans to determine human resources requirement: 3 Consultation approaches with senior management to identify human resource needs within their area: 4 Options for delivery of human resources services: 4 Methods to ensure option for human resource services comply with legislative requirements and organisation policies: 5 Strategies and action plans for delivery of human resource service: 5 Document roles and responsibilities
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Lanka Telecom The Company Vision "All Sri Lankans seamlessly connected with world-class information‚ communication and entertainment services.“ Mission "Your trusted and proven partner for innovative and exciting communication experiences delivered with passion‚ quality and commitment" Organizational Structure Recruitment and selection process HR Planning SLT regional branches inform available vacancies to the head office. Each department decides number of employees to be recruited.
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