Tag: director

Categories
Writers Solution

Life of Pi（Director: Ang Lee） is a movie that connects deeply with religions with both plain narratives and symbolic metaphors

allegories, parables, and fables are the language of religion. Life of Pi（Director: Ang Lee） is a movie that connects deeply with religions with both plain narratives and symbolic metaphors. 

-Did the story make you believe in God? Did it inspire real faith?

-how this movie tries to teach its audience about religion and your feeling about it.

– The theme is not restricted to Christianity. Any religious, pantheism, or atheism perspective is welcomed.

– There’s no need to repeat the entire plot.

  • GET SOLUTION FOR THIS ASSIGNMENT

    CLICK HERE TO MAKE YOUR ORDER

    TO BE RE-WRITTEN FROM THE SCRATCH

    NO PLAGIARISM

    • Original and non-plagiarized custom papers. Our writers develop their writing from scratch unless you request them to rewrite, edit or proofread your paper.
    • Timely Delivery. capitalessaywriting.com believes in beating the deadlines that our customers have imposed because we understand how important it is.
    • Customer satisfaction. Customer satisfaction. We have an outstanding customer care team that is always ready and willing to listen to you, collect your instructions and make sure that your custom writing needs are satisfied
    • Privacy and safety. It’s secure to place an order at capitalessaywriting.com We won’t reveal your private information to anyone else.
    • Writing services provided by experts. Looking for expert essay writers, thesis and dissertation writers, personal statement writers, or writers to provide any other kind of custom writing service?
    • Enjoy our bonus services. You can make a free inquiry before placing and your order and paying this way, you know just how much you will pay. Life of Pi（Director: Ang Lee） is a movie that connects deeply with religions with both plain narratives and symbolic metaphors
    • Premium papers. We provide the highest quality papers in the writing industry. Our company only employs specialized professional writers who take pride in satisfying the needs of our huge client base by offering them premium writing services.

    Get Professionally Written Papers From The Writing Experts 

    Green Order Now Button PNG Image | Transparent PNG Free Download on SeekPNG Our Zero Plagiarism Policy | New Essays
Categories
Writers Solution

Assessment Method/Finalist for the job of Human Resources Director

Topic: Assessment Methods/Finalists for the Job of Human Resources Director
This assignment requires you to apply the concepts learned to date and especially those in Chapter 9. This is an interesting case about filling the position of HR Director at a law firm, Guilty, Guilty & Guilty.
Please read the case and answer the following:

  1. In the case below, there are seven (7) methods listed as selection techniques. For each method listed, decide whether you would or would not use it in the selection process and discuss why. Are there any selection tools that are not listed that you would suggest? Why?
  2. There is a discussion regarding the three (3) finalists and the selection method that was used by Guilty. Do you think that the 6 selection methods used by Guilty were appropriate? Why or why not?
  3. For each finalist, decide whether you would be willing to hire the person, discuss and state why.
  4. If the FINAL decision was yours to make, which finalist would YOU choose? Discuss your rationale.
    Insert your name as a header on each page. Please do not use a cover sheet, let’s save some trees.
    The Guilty Case
    Guilty, Guilty & Guilty (Guilty) is a law firm specializing in criminal law. However, due to recent economic conditions, the firm has expanded into new areas such as equal employment opportunity, workplace torts, business litigation, and sports/entertainment representation. These new areas of practice have resulted in growth for the firm. The firm has 55 partners and approximately 120 employees. It does business in three (3) states and has offices in 3 major metropolitan areas. The firm has no federal contracts.
    Guilty plans to expand into three (3) additional states with three (3) major metropolitan areas. This is a rather ambitious expansion plan and Guilty is faced with the challenge of how to staff, compensate, train, and retain individuals who fill the positions in the new
    offices. In order to effectively manage these challenges, Guilty wishes to hire an HR director to oversee the recruitment, selection, training, performance appraisal, and compensation activities resulting from the business expansion. In addition, the newly hired HR Director will supervise the HR activities in the existing Guilty offices. The newly drafted job description for the HR Director is set forth below.
    The firm recognizes that this is a critical position which can substantially impact its expansion strategy. The firm wishes to design and then implement a selection system for assessing applicants that will achieve two (2) objectives: (1) create a valid and useful system that will do a good job of matching applicant KSAOs to job requirements, and (2) be in compliance with all relevant federal and state employment laws. Guilty’s managing partner, Mick Miranda, is considering numerous selection techniques for possible use. He wishes that the new HR Director was on-board so he didn’t have to mess with this selection system exercise. This selection system work is taking away from his billable hours. He found a file in his drawer that contained information regarding some positions filled by one of his clients that he is using as a resource. He has decided to consider these methods below:
  5. Job knowledge test specifically designed for HR professionals that focuses on an applicant’s general knowledge of HR management.
  6. Medical exam and drug test at the beginning of the selection process in order to determine if applicants can cope with the high level of stress and frequent travel requirements of the job and are drug free.
  7. Integrity test
  8. A structured behavioral interview that will be specially designed for use in filling only this job.
  9. General cognitive ability test
  10. Personality Assessment
  11. A standard set of interview questions that the firm currently uses for filling any position. The questions in the set include:
    a. Tell me about a problem you solved on a previous job
    b. Do you have any physical impairments that would make it difficult for you to travel on business?
    c. Have you ever been tested for AIDS?
    d. Are you currently unemployed, and if so, why?
    e. This position requires fresh ideas and energy. Do you have those qualities?
    f. What is your definition of success?
    g. What kind of sports do you like?
    h. How well do you work under pressure? Give me some examples.
    For each method listed, decide whether you would or would not use it in the selection process and discuss why. Are there any selection tools that are not listed that you would suggest? Why?
    Attorney Miranda decides, after weighing all of the options, to use the following selection methods to assess applicants for the HR Director job at the firm: resume, cognitive ability test, job knowledge test, structured interview, and questions (f) and (g) from the list of standard questions.
    Guilty advertised for the position extensively, and out of a pool of 35 initial applicants, it was able to come up with a list of three (3) finalists. Shown in the chart that follows are the results from the assessment of the finalists using Miranda’s chosen selection methods. In addition, information from an earlier resume screen is included for possible consideration and context.
    Using the information in this case study that follows:
     There is a discussion regarding the three (3) finalists and the selection method that was used by Guilty. Do you think that the 6 selection methods used by Guilty were appropriate? Why or why not?
     For each finalist, decide whether you would be willing to hire the person, discuss and state why.
     If the FINAL decision was yours to make, which finalist would YOU choose? Discuss your rationale.
    Results of Assessment of Finalists for Human Resource Director Position
    Finalist 1
    Lola Vegan
    Finalist 2
    Sam Fein
    Finalist 3
    Shawanda Jackson
    Resume
    GPA 3.9/Cornell University
    B.S. Human Resource Management
    5 years experience in HRM
     4 years in recruiting
    No supervisory experience
    GPA 2.8/SUNY Binghamton
    B.B.A. Finance
    20 years experience in HRM
     Numerous HR assignments
     Certified HR professional
    15 years supervisory experience
    GPA 3.2/Auburn University
    B.B.A. Business and English
    8 years experience in HRM
     3 years HR generalist
     4 years compensation analyst
    5 years supervisory experience
    Cognitive ability test
    90% correct
    78% correct
    84% correct
    Knowledge Test
    94% correct
    98% correct
    91% correct
    Structured Interview
    (out of 100 points)
    85
    68
    75
    Question (f)
    Ability to influence others
    To do things you want to do
    Promotions and earnings
    Question (g)
    Golf, Shuffleboard
    Spectator sports
    Basketball, Tennis
    Job Description for Human Resources Director
    JOB SUMMARY
    Performs responsible administrative work managing personnel activities. Work involves responsibility for the planning and administration of HRM programs, including recruitment, selection, evaluation, promotion, training, compensation, and recommended change of status of employees, and a system of communication for disseminating information to workers. Works under general supervision, exercising initiative and independent judgment in the performance of assigned tasks.
    TASKS
  12. Participates in overall planning and policy making to provide effective and uniform personnel services.
  13. Communicates policy through organization levels by bulletin, meetings, and personal contact.
  14. Supervises recruitment and screening of job applicants to fill vacancies. Supervises interviewing of applicants, evaluation of qualifications, and classification of applications.
  15. Supervises administration of tests to applicants.
  16. Confers with supervisors on personnel matters, including placement problems, retention or release of probationary employees, transfers, demotions, and dismissals of permanent employees.
  17. Initiates personnel training activities and coordinates these activities with work of officials and supervisors.
  18. Establishes effective service training rating system and trains unit supervisors in performing employee evaluations.
  19. Supervises maintenance of employee personnel files.
  20. Supervises a group of employees directly and through subordinates.
  21. Performs related work as assigned.
    JOB SPECIFICATIONS
  22. Experience and Training
     Should have considerable experience in area of HRM administration. Six years minimum.
  23. Education
     Graduation from a four year college or university, with major work in human resources, business administration, or industrial psychology. Master’s degree in one of these areas is preferable.
  24. Knowledge, Skills, and Abilities
     Considerable knowledge of principles and practices of HRM, including staffing, compensation, training, and performance evaluation.
  25. Responsibility
     Supervises the human resource activities of 7 office managers, 2 clerks, and one assistant.

……………………………………………………………………………………………………

SEE SOLUTION BELOW

ASSIGNMENT COMPLETED AT PrimeWritersBay.com

MAKE YOUR ORDER AND GET THE COMPLETED ORDERNO PLAGIARISM

Guilty, Guilty & Guilty (Guilty)

Assessment Methods/Finalists for the Job of Human Resources Director

            When organizations expand or its employees retire, some vacancies arise. These vacancies must be filled with the right candidates, who possess the organization specific qualities and competencies required to fulfill the roles as advertised (Edenborough, 2007). However, the ability to select the right candidate depends on the outcomes of the assessment method(s) employed. Numerous assessment techniques have proven to be successful and are recommended in employee recruitment process.

Whether the Six Selection Methods Used by Guilty Were Appropriate

            Some of the selection methods used by guilty are appropriate, however, the nature of questions asked especially parts b, c & d deemed inappropriate. The knowledge test is an appropriate method in that it gives an assessment of the ability of the individual to meet the job responsibilities since it provides an assessment of the individual capabilities. The use of cognitive test is valid and provides the ability of the candidates to learn new ideas in their workplace environment (Thomas, 2010). Furthermore, cognitive tests provide a measurement of how fast a candidate can learn new ideas. On the hand, medical and drug test, are appropriate and recommended for assessment of workplace safety.           Furthermore, the integrity is important in determination of the suitability of the candidate within the company values. Similarly, the personality test is a very important assessment tool as it provides an understanding of the consciousness of the applicants…………………

…………………………………………………………………………………………………….

GET THE COMPLETED ASSIGNMENT

ASSIGNMENT COMPLETED AT PrimeWritersBay.com

MAKE YOUR ORDER AND GET THE COMPLETED ORDERNO PLAGIARISM

Categories
Writers Solution

Human Resources Director for a global organization that is headquartered in the United States

 Analyze the importance of managing a diverse workforce.

Scenario Information

You have been hired as the Human Resources Director for a global organization that is headquartered in the United States. Your job is to evaluate and make recommendations in the area of diversity for your company. Each section will contain specific areas within diversity for you to focus on. You will be tasked with choosing from one of the diversity areas that are provided to you. Be sure to conduct research using the university library and other relevant sources.

Diversity Areas (Select one, and continue to use for all modules)

  • Race

Instructions

As the Director of Human Resources, the CEO and other executive leaders have requested you to design a training session on “Best Practices” for managers on diversity in the workplace. You will need to create a presentation to be included in your company’s online training platform. In your training guidelines, you will want to address the following areas:

  1. Introduce diversity importance to managers.
  2. Assess some common mistakes or problems that may happen if management of diversity is not used.
  3. Provide suggestions for best practices managers can take away from the training.
  4. Conclude your training.

Grading RubricFFCBA01234Not SubmittedNo PassCompetenceProficiencyMasteryNot SubmittedIntroduction did not summarize or stress the importance of the diversity training program.Introduction included overview and importance of diversity training program.Introduction included overview and importance of diversity training program using clear examples.Introduction included overview and importance of diversity training program using clear examples and a well-defined synopsis of the presentation.Not SubmittedUnclear discussion on common mistakes managers could face if diversity is not addressed.Discussed common mistakes or problems managers could face if diversity is not addressed.Discussed common mistakes or problems managers could face if diversity is not addressed using clear examples.Discussed common mistakes or problems managers could face if diversity is not addressed using clear examples and well-defined reasons.Not SubmittedUnclear discussion on best practices for management.Provided best practices for managers.Provided best practices for managers using clear examples.Provided best practices for managers using clear examples and well-defined reasons.Not SubmittedNo noticeable attempts to summarize or conclude the presentation.Conclusion summarized the importance of diversity planning for managers.Conclusion summarized the importance of diversity planning for managers using clear examples.Conclusion summarized the importance of diversity planning for managers using clear examples and demonstrated an understanding of best practices for management

Categories
Writers Solution

Imagine you are the director of Medical Imaging department in Northwest Memorial hospital and are tasked with presenting to the C-Suite about your department’s operating budget

For this assignment, create a PowerPoint presentation that addresses the following:

Imagine you are the director of Medical Imaging department in Northwest Memorial hospital and are tasked with presenting to the C-Suite about your department’s operating budget. You need to describe the department priorities and capital investments priorities. Be sure to include the following in your presentation:

1. Explain how you would prioritize the capital investments.

2. What was your methodology in producing the budget and why?

3. What was your role as the director in producing the budget?

The PowerPoint presentation should consist of 12-15 slides, not including the title slide and reference slide. Images may be included in the presentation but be sure to keep all image file sizes low for this presentation. Save images as small files.

Refer to the resource, “Creating Effective PowerPoint Presentations,” located in the Student Success Center, for additional guidance on completing this assignment in the appropriate style.

While APA style is not required for the body of this assignment, solid academic writing is expected, and in-text citations and references should be presented using APA documentation guidelines, which can be found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

 You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance. 

Benchmark Information

This assignment assesses the following programmatic competency:

MBA Health Systems Management

MPA Health Care Management

MS Health Administration

MS Health Care Informatics

MBA: 5.1: Develop financial plans to support the viability of health care organizations.

Categories
Writers Solution

Marketing Director at Villiard Ltd

EMBA MARKET RESEARCH 

Following a fifteen year experience in product development, market research, marketing planning, customer relations, channel management, consultative selling, distribution, direct marketing, sales promotion, brand management, advertising, and public relations at Nolan Plc, you were appointed Marketing Director at Villiard Ltd, a newly established but promising Health Management Organization (HMO) based in Victoria Island. Villiard aims to be a premium brand operating mainly within the A, B, C1, and C2 socioeconomic segments of the market. You are scheduled to resume for work on the first Monday of August. Given your broad, extensive, and all-embracing experience in marketing management, you understood that being a new market entrant with zero track record, it will be challenging to sell Villiard’s HMO premium service to a maturing market already dominated by major operators with deep pockets without undertaking a strategic brand visibility exercise. Put another way, you are fully and incontrovertibly convinced that if Villiard was to achieve its marketing goal of acquiring 15% of current market share within its first year of operations, it must pursue, among other things, a strategic corporate marketing and communications campaign that creates brand recognition and presence and drives a switch in favor of Villiard’s products. Based on your rich industry experience, you are convinced that if Villiard’s marketing goals are to be accomplished within the first year, all marketing activities must be underpinned by credible insights from a market research exercise that gauges what customers want or prefer & why, how they want it, where and where they want it, how they want it and how much they are happy to pay for Villiard’s services. In view of this conviction, you are to undertake a market research exercise that gives: (1) in-depth understanding of the HMO target audiences and the influences that shape their attitudes, belief systems and decision-making processes (2) insight into the buying behavior, product and media usage, psychographic and lifestyle patterns within socioeconomic (SEC), geographical, age and gender groups (3) insight into general lifestyle issues amongst the identified groups in the HMO market, and forge opportunities to develop a corporate marketing communication strategy and media programming as a means of appealing to the market. The outcome of the study must address these issues comprehensively. In essence, findings from the study must be capable of aiding the development of a corporate marketing communication strategy in support of Villiard’s entry into the marketplace. Note  The study must indicate the approach that was deployed in pursuing the assignment.  Assignment to be submitted on the very 1 st day of your written examination Suggested structure Students are advised to follow this structure religiously. Also each section must start on a new page. Table of contents Please ensure there is a table of contents in your work for easy mapping and direction Section one: Executive summary Candidate identifies problem excellently and comprehensively and maps out a structure of how this challenge would be resolved. This may also include the objective, a map into the entire document etc Section two: Methodological approach, methods & research design Students are required to put forward a comprehensive discussion of the methodological approach and the rationale for the choice of this approach. Rationale for instance may be discussed within the context of the conditions under which a chosen methodology is often deployed. This section should also highlight and underscore how the research objectives fit into the methodological approach. Students must discount other popular methods by discussing why other popular market research methods are not chosen within the context of this research. The proposed methodology should at least contain two methods or instruments: these are discussed below:  Method I It would be truly useful to have a clear and excellent discussion of the method deployed and the rationale for the deployment of method. Student makes a detailed cum excellent analysis of the method with the use of visual materials, references to tradition etc to drive point home  Method II Same as Method I Section three: Data analytical approach & discussion of findings The method for analyzing data is presented and discussed. Findings are addressed comprehensively in relation to the core objectives of the market research. The student demonstrates this excellently by presenting a practical analysis of the implication of findings for the firm and indeed the market. Section four: Recommendations Student puts forward a well-articulated strategy recommendation for the pursuit of the findings in the research. Students do so by offering some graphic illustration of how their recommended strategy can be opertionalized Section five: Conclusion Student highlights the problem, the key objective, the research methodology deployed and the rationale behind the decision to follow the methodology. Student highlights the challenge in data collection, makes references to how this challenge was addressed References References follow Harvard style religiously with no flaws Appendix This may include copies of interview schedule, questionnaire etc I would like about 5-7 refrences