Processes And Threads

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College essay writing service1 Pageadd References Respond to the following questions with your thoughts, ideas, and comments. A process can be described as a data structure containing different fields or attributes. What information is stored in a process data structure, and how is that information used by the operating systems? How do processes communicate with each other, even when the processes are in different machines? Purchase the answer to view it.
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Cheap Custom Essay:Exploring Cognitive Processes

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Cheap Custom Essay:Exploring Cognitive Processes
Exploring Cognitive Processes
Please read the case study and answer the questions that follow. The Ethical Dilemma at Northlake: https://uwaterloo.ca/centre-for-accounting-ethics/resources/ethics-teaching-cases/ethical-dilemma-northlake.
What might be the moral decision framework that Frank could have used?
What might be the conclusions based on deontology theory with Frank’s decision.
Can you think of another ethical theory that might apply? Why?
With Jean Letourneau, what ethical reasoning could he apply and why?
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Specific protocols and processes to implement communication strategy

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XXXXXXXXXXXXXX Diploma of community service 25/03/2017
XXXXXXXXXX Unit code: CHCCOM003 Page 1 of 13Lecturer: Chris Gale Assignment Two: Organisational
communication reportDiploma of community Services
HolmesglenUnit code: CHCCOM003
Unit name: Develop workplace communication strategies
Assessment Two: Organisational communication reportStudent name: XXXXXXXXXXXXXXStudent number: XXXXXXXXXDue date: 18/04/2017Lecturer: Chris GaleXXXXXXXXXXXXXX Diploma of community service 25/03/2017
XXXXXXXXXX Unit code: CHCCOM003 Page 2 of 13Lecturer: Chris Gale Assignment Two: Organisational
communication report
Table of Contents
Page
1.
Introduction
3
2.
Organisational Chart
3
3.
Stakeholders
4
3.1 Internal Stakeholders
4
3.2 External Stakeholders
5
4.
Funding
6
5.
SWOT analysis
8
5.1 Strengths
8
5.2 Weakness
8
5.3 Opportunities
8
5.4 Threats
8
6.
Digital communication strategy
9
6.1 Specific protocols and processes to implement
communication strategy
9
6.2 Etiquette considerations
9
6.3 Plan to market strategy
10
7.
Crisis communication plan
10
10
10
7.3 Resources needed to implement plan
10
7.4 Step-By-Step action plan
11
7.5 Contingency plan
11
7.6 Evaluation of plan
12
8.
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For example, should additional ITIL processes be adopted, or should the existing processes be…

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Structure, presentation and introduction 10% Your report should include a letter of transmittal, executive summary and introduction to the report. Part 1. Ongoing ITSM at HBZS 15% Based on the first and second phase of the ITIL adoption as described in the case study, advise Mr Gurny on future improvements to ITSM at HBZS. For example, should additional ITIL processes be adopted, or should the existing processes be improved? Part 2. Service Transition 20% Mr Gurny is aware that the Service …

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Urgent Essay Help-Describe the relationship between processes and information systems, including a flowchart and a discussion of security and ethical concerns.

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Urgent Essay Help-Describe the relationship between processes and information systems, including a flowchart and a discussion of security and ethical concerns.
you will describe the relationship between processes and information systems, including a flowchart and a discussion of security and ethical concerns.
you will describe how you plan to select the appropriate hardware and software and the different approaches for managing data.you will describe the benefits of using transaction processing systems, customer relationship systems, functional area information systems, and supply chain management.
you will describe the potential benefits of using business intelligence.
you will explain systems planning, and identify and describe multiple systems planning methods.
you will explain utility and cloud computing services and how these services might replace or augment the initial system design
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suggest the key processes that DSM needs to provide within its system in order to successfully link its key success factors (KSF). (Note: See Exhibit 4.) Provide a rationale for your suggestions.Select three (3) drivers

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and examine the central manner in which DSM management has aligned its business strategies to performance measurement.Critique or defend DSMâ€s competitive advantage by using three (3) of the six (6) assessment points from the textbook. Justify your response.Use two (2) external sources to support your responses. Note: Wikipedia and other Websites do not qualify as academic resources.Your assignment must follow these formatting requirements:Be typed

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Report on Recruitment and Selection Processes

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Healthcare United is an organisation that endeavours to employ the best healthcare professionals. They aim to be the number one Healthcare professionals in Australia, currently employs 1500 Healthcare professionals in VIC and NSW and they wish to widen their operation and open another office in Hobart. Comparing the newly developed 2012 Healthcare United recruitment and selection policy and relevant legislation, I have identified some basic problems still existing in the 2012 recruitment and selection guidelines. Through a detailed analysis on the recruitment and selection procedure, Healthcare United can improve the procedures and the overall process. Timeframes
The policy in 2007 has an estimated timeframe of 30 days plus. This is now within a whole timeframe of 2 – 3 weeks maximum. There really needs to be a specific timeframe so Managers can be guided with that, in the 2007 guidelines the managers knew for example that reporting a position vacant had to be done in 2 – 3 days, this could drag out the initial starting process without this timeframe for each process. I feel each process needs a timeframe to keep the processes in the timely manner not just casual 2 – 3 week maximum timeframe, this is outdated compared to current research and practice. Personnel
The manager and HR are involved. Analysing the vacant position should already be done by the Manager of department, there should be a template already done for all positions. This would speed the process up and can then be advertised as soon as the Manager notifies HR of the position vacant within their department. Approval of the position to be advertised should be done at this point. Documentation
The Manager and HR complete the “permission to recruit form” together in the 2007 policy, however there is no mention of this in the 2012 policy which could lead to confusion at a later date, documentation should be recorded from the start of the process to the employment of the new employee. Policy should be in place at every process. Training & Support
Managers are offered the support for HR in training of personal in 2012 policy, however nothing is mentioned in the policy about the processes of how this will be done? There needs to be a clear process of this as new employees will be asking what it is and how it is conducted? There is no mention of training in the 2007 Guidelines for training either and no mention of induction processes. The manager of each department should be able to identify knowledge, skills, abilities and competencies required for each employee. Support systems needed to implement policy and procedure. Eg: change to the workplace physical setting or new equipment. This all comes under the WHS legislation.
Monitoring and Evaluation
Mangers should be monitoring and evaluating there department in an ongoing manner, this should be recorded and updated in a formal document or record management system? In the 2007 guidelines and the 2012 policy nothing is mentioned about these processes at all? This is outdated for policies compared to current research and practise. Any monitoring and evaluation tools used must be accessible to relevant employees, valid and reliable and also comply with relevant legislation. Recommendations
Position vacant analysis – needs to be conducted by managers and then approved by senior management and paperwork to be provided for each and every position as per 2007. HR not managers to deal with legislative and award requirement needs not managers. Position Description – It must be current and as accurate as possible. Templates reviewed on a quarterly basis for each position, and make sure they are in line with current legislation and it is listed within the advertisement. Timeframes – Estimated timeframes for each process need to be added to the policy as it was with the 2007 policy.
This will give a clear indication of what the correct process and timeframes that will and are expected to maintain the outcome required in the specified time stated. Personnel – HR and managers – the lines of each duty in the selection process are not clearly identified it is uncertain what the managers duties are and what the HR departments are, so is contrary to 2007 guidelines? For example does the Manager short list and short though resumes? Special exemptions to internal recruitment?? This is not in line the EEO legislation. Managers create advertisement with the support of HR for HU newsletter on intranet. Managers send advertisement with the support of HR advertisement to publications department to post on the intranet. Documentation – I suggest documentation being done for each position vacant and that the position be analysed by the Manager to determine whether the position is still required to be filled by a new employee or for example the duties can be provided and divided amongst current employees or only a part time employee? This should be every time a position becomes vacant. A process with documentation is imperative. Training and Support
HR is in charge of the whole procedure in 2007 guideline, it should be the manager’s duty with some support from HR as stated in 2012. Monitoring and Evaluation
Senior managers will sign off on the position description; and give approval of position this is consistent with the 2007 policy.
Position descriptions are developed by managers using a position description template and Senior or HR management to sign off on position description and approve. Advertisement include: Position title – should be an updated template of each position title including: Key tasks and objectives with required targets.
Qualifications required
Skills, knowledge, attributes and experience
WHS requirements
Terms and conditions
Advertisement
Advertisement does not have a timeframe however the whole process needs to be completed in 2 – 3 weeks, maximum. But in Healthcare United’s 2007 policy, position must be advertised internally and externally for 10 working days. It is contrary to 2012 as in 2007 all positions were firstly advertised internally for a minimum of ten working days and then will be advertised externally for another 10 working days. The 2007 procedure is too long. There is no mention to comply with the anti-discrimination legislation mentioned in either policy? Shortlist
The 2012 policy states the managers will conduct most of this work? With the support of HR department, processes need to be clear on who is responsible for each process of the selection process? In the 2007 Guideline the HR department did the shortlisting and reading of all of the applicants, after a shortlist has been complied I think they then should be sent to the manager to decide who he/she would like to interview for the position. The internal applicants will go through the same application procedure as per EEO legislation. Administration staff to collate all resumes and give to managers. Managers to read and screen each external and internal application and divide them into ‘yes’, ‘no’ and ‘maybe’ piles and decide on the shortlist to interview. Managers then collate all documentation from short-listed applicants. Managers organise administration staff to send all external applicants not short-listed are standard letter by post or email. Interview documentation and preparation
Should be prepared by the manager with assistant from admin staff. Manager organises interview panel, two members of HR department with one of the HR members being the chairperson. Manager chooses and advises the staff member of their role as ‘expert’ and requests that they think of three job related interview questions. Position description
Resumes for each shortlisted candidates
Consent to check and release police record form.
Standard interview questions for HR members of interview panel. Interview assessment forms for interviewers.
Use checklists for documentations.
Interview Applicants
Selection panel consist of two HR members and one staff member of job related department, with Chairperson being the HR member. It is contrary to 2007 because all the responsibilities are of Managers. It is outdated as current research says that the interview must involve the managers. It does not comply with the current legislation either. Knowledge of relevant equal
opportunity, fair work, privacy and anit-discrimination legislation is required within the panel. Interview Applicant
To be conducted in a comfortable and quite location
Food and beverages for interview panel
Interview schedule and timing needed.
Managers and HR to organise interview documentation as listed above. Chairperson greets candidate and makes introductions.
Chairperson opens interview.
Manager and HR member of panel ask applicant a series of standard interview questions. Manager from job-related department ask three question
Chairperson asks applicant if they have any question
Chairperson informs the candidate of the process.
Panel thank candidate for attending
Panel complete an interview assessment
Panel select applicant
Gain approval from senior management subject to reference check. Reference check
Reference checking should be done by managers according to 2012 policy while in 2007 it was done by HR. Reference checks are an important part of the selection process. Healthcare united reference check must be conducted on both internal and external applicant by the managers and support of HR department. Procedure:
Obtain applicants permission
Phone workplace of applicant and speak to manager/referee.
Introduce self and organisation and purpose of call.
Only ask standard questions about applicant’s knowledge and job related skills, competencies, knowledge and attributes.
Job offer
The job offer is to be finalised by the department manager. It can be verbal offer made quickly in order to ensure preferred candidate is hired. A verbal offer of employment and a candidates verbal acceptance creates a contractual relationship. Any negotiation on employment terms and conditions must be on
a ‘Without Prejudice” basis. Procedure:
HR department organise written contract to be drawn up with terms and conditions. Administration to post or email contract to applicant. Upon receiving of the signed contract HR post new employee advice about induction program. A letter of engagement will then be issued including, start date, position, hours or work and pay and entitlements. Conclusion
The 2012 recruitment and selection process will take a maximum of 2-3 weeks. However, the 2007 recruitment and selection process has an estimated time of 35+ days, which is far too long for the stream lined 2012 policy. Even though it takes a much longer time in the process, the 2007 policy has included procedures into recruiting and selecting which is more accurate and detailed, which has a higher chance of recruiting the best possible healthcare professionals. This means they can have the best possible human resources so they can provide the good quality service. With all the existing problems in 2012 recruitment and selection process identified, Healthcare United should adopt the recommendations made above to make the recruitment and selection process more efficient and effective and in line with all current legislation. The policy should further specify what training needs to be undertaken and how it is to be supported. Identify training needs of workforce

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  Assignment Purpose: To identify data security processes in a disaster. Assign

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 Assignment Purpose:To identify data security processes in a disaster.Assignment Description:You are the HIM director of a 200-bed acute care hospital, which has recently been struck by a tornado. Unfortunately, the main computers and back-up tapes have been destroyed; however, the HIM department in the basement with paper charts remains intact.Calls are coming in requesting information on injured patients. Nurses and physicians are in the department looking for information on patients. Since, the computers are down, no one is sure what to do.How do you control the situation? How do you protect the data? How do you track the data?  What should be included in a disaster recovery plan to address this type of situation?Develop a checklist of 25 items that can be used in this type of situation that addresses at minimum the above four questions.

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Strategy Formulation and Processes Due date: Tuesday – June 19, 2018 At least 1

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Strategy Formulation and ProcessesDue date: Tuesday – June 19, 2018At least 1700-1850 words, APA FormatFollow the key assignment outlinePlease follow the key assignment outline, include the criteria and plot the perceptual map. Also, please compare three other restaurants that are competing with your chosen fast food industry.RECOMMENDATIONS:    Please add to the vision and mission statements.  How are we taking the old vision and mission statements and making them our own.  He wants elaborations on these too.Objective:Understand strategic planning terminology, concepts, theories and models.Develop the capacity to think strategically about a company, its business model and position within the industry, and the attainment of a competitive advantage.Acquire skills in conducting strategy, developing strategic options, analyzing action alternatives, making strategic decisions, and effective policy and strategy implementation.Develop the ability to manage the organizational process by which policies and strategies are formed.Enhance the ability to create results-oriented action plans and effective business policy.Assignment DetailsFor this assignment, select a real company in the fast food industry. You have just been hired by (your selected company) as its new vice president of strategic planning. The corporation’s performance in recent years as well as the changes with business and economic conditions will be a central focus of your new job. Given the size of the corporation and the fact that it is in a highly competitive industry, the chief executive officer (CEO) to whom you report has already given you permission to hire a staff of recent Master of Business Administration (MBA) graduates to assist you in your efforts. You recently completed the interviewing and hired four people with minimal real business experience. In coming months, you and your team will be creating a completely new—and, presumably, more effective—strategic plan. You plan to begin by holding a kick-off meeting with your team.Length: 1,700–1,850 wordsTo feel confident that all of the employees in your strategic planning team understand all that you have taught them, you require each to prepare a streamlined version of the key elements of a strategic plan. You require each employee to prepare the following sections of a strategic plan for the corporation’s next 3-5 years:—  Mission and Vision Statements (Simply copying from an existing real company is unacceptable.) —  Specific, Measurable, Achievable, Realistic, and Time-Bound (SMART) Goals and Objectives —  Industry Analysis —  Strengths, Weaknesses, Opportunities, Threats, and Trends (SWOTT) Analysis —  A Perceptual Map —  Choose any criteria that you think are important to plot. —  Explain why you picked the criteria. Your task is to create a plan, following the same parameters, which will be the sample standard that your employees’ submissions should match.

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Manage recruitment, selection and induction processes

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Read the 2015 Dandenong Health care recruitment, selection and induction policy • Critically analyse the new/revised 2015 Dandenong Health care recruitment, selection and induction policy and compare it with the existing 2012 recruitment & selection guidelines. • Identify the areas for each procedure which require updating and write a report listing recommendations for revising key areas of the existing 2012 guidelines The areas of revision would include the points which are either contrary to 2015 policy, outdated compared to current research and practice and don’t comply with current legislations •  another office in Adelaide. Part of their HR plan is to employ 150 workers in three stages. Dandenong Health Care strategic and organisation plan is to provide: • the best qualified and trained human resources available for clients • up-to-date technology in all services for both clients and staff • Modelling best practices and using state of art facilities in a competitive environment. Key tenets of our recruitment and selection policy are: • Departmental managers will assume major responsibility for the recruitment and selection of staff, the training of required personnel and supporting documentation • HR department will support managers in this role • timeframe for recruitment and selection will be 4 weeks maximum • position analysis followed by job description will be conducted on all vacant or new positions with the assistance of HR personnel • all vacant and new positions will be advertised internally and externally for ten working days unless special exemptions apply and be advertised online on seekcom.au and in leading national newspaper, Morning Herald for at least 3 weeks, once a week. • special exemptions to internal recruitment must be approved by the general manager • all external applications which are not shortlisted in the initial process need to be notified via email before the end of the selection process • all interviews must be conducted by a trained selection panel consisting of at least 3 members, with one HR person • selection of staff is subject to reference checks conducted by the departmental manager • Dandenong hospital is an equal opportunity employer Dandenong Health care 2012 recruitment and selection guidelines Policy statement: Dandenong Health care is an organisation that seeks to employ the best possible aged care professionals. It is an equal opportunity employer. Purpose: The purpose of the recruitment and selection process is to ensure that Dandenong Health care has the best possible human resources available to effectively provide its service. Dandenong Health care recruitment and selection process has been developed in line with organisational strategies, relevant legislation and best practice recruitment. Recruitment and selection process The recruitment and selection process involves the following procedures: 1. position analysis 2. position description 3. advertisement 4. short-list 5. interview preparation 6. interview applicant 7. reference check 8. job offer 1. Analyse the vacant position When a position becomes vacant it is important to analyse the position to determine whether it is still required. Department Manager Estimated timeframe: 2 days When a position becomes vacant the following procedure must be completed. Procedure 1. Manager notifies HR about vacant position and requests ‘permission for position form’. 2. Manager completes their section of ‘permission to recruit form’ stating reasons why position needs to be filled and submits it to HR department. 3. Position needs analysis conducted by HR department who then completes rest of ‘permission to recruit form’. Note: HR may need to question manager about position. 4. Completed ‘permission to recruit form’ to be approved by senior management. 5. Once permission is obtained then HR department explore implications, options, legislative and award requirements.

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