annotated bibliography made for these 5 sites. http://online.wsj.com/articles/SB10001424053111904583204576542342696584366 http://www.cisco.com/web/solutions/trends/unified_workspace/docs/Expanding_Role_of_Mobility_in_the_Workplace.pdf http://focus.forsythe.com/articles/55/Mobile-Devices-in-the-Workplace-5-Key-Security-Risks http://www.eweek.com/mobile/mobile-devices-still-unsecured-in-the-workplace.html http://www.businessweek.com/articles/2012-10-02/the-risks-and-rewards-of-personal-electronics-in-the-workplace
After reading Chapter 2: Strategy and Human Resource Planning, respond to the questions in Case Study 2: “Staffing, Down to a Science at Capital One” found on Pages 85-87 in your textbook. Be sure to use the instructions below when preparing this assignment. Because some on-line and older versions of the textbook do not include the text from case studies, I have attached it in a PDF document within this assignment and in the Learning Module for your convenience. Write a 1 1/2 to 2-page paper responding to each question in case study indicated above. The student should include the actual questions he/she is answering in the body of the paper. Title pages are not required; however, the student’s name, chapter, and title of the case study must be at the top of the assignment. Students are expected to express their opinions and experiences related to the case study, as well as information learned from textbook reading and any other accessed references. This assignment must be submitted here in the Assignments feature using an MS Word-compatible NOT PDF digital (electronic) format. All assignments should be double-spaced with 1” margins and use a standard 11- or 12-point font such as Ariel, Calibri, or Times New Roman. Staffing, Down to a Science at Capital One When the financial services industry tumbled into crisis in June 2007, Capital One chairman andCEO Richard Fairbank issued a mandate to strip $700 million out of the company’s operatingcosts by 2009. The cost reduction plan includes consolidating and streamlining functions,reducing layers of management, and eliminating approximately 2,000 jobs. The mandate didnot set off a mad scramble in workforce planning, however. Instead, the planning staff simplyadded new defined variables to their simulations and modified their projections for thecompany’s talent needs. “The key to workforce planning is to start with the long-term vision of the organization and itsfuture business goals and work back from there”, says Matthew Schuyler, chief humanresources officer for Capital One and its 27,000 employees. “We anticipate the strategic needsof the business and make sure that we have the workforce required to meet those needs. The$700 million mandate gives us goals and boundaries that we didn’t have before. We made theadjustments.” Capital One and other leading companies are developing a set of best practices for workforceplanning that reach into the future for each business unit and evolve with corporate strategicplanning. In an increasingly unstable global business environment, the value of a long-termvision is clear, but effective workforce planning requires dedicated resources, heavy analytics,and, perhaps most important, the full engagement of business unit leaders and line managers. The workforce planning at capital one stems from a process executed by a metrics and analyticsgroup of 20 people, plus hundreds of executives, managers, and analytics pulled from all thebusiness lines and corporate functions. Leaders and analysts from the business lines work inblended teams with human resources generalists and members of the metrics group to buildmodels for each line and the entire world force. The models flow to Schuyler, who reports directly to the CEO. “You have to garner your longtermvision of the organization from your seat at the table and from the time you spend withbusiness leaders, immersed in places where you can get data”, Schuyler says. “You have toprobe the business leaders and know the business leaders and know what their endgame lookslike.” Planning varies by business line. Some lines are stable, while others are restructuring ormoving through rapid growth. Part of Schuyler’s job is to ensure that senior business line leaders are engaged in the process.“Their door is open”, he notes. “Your ticket through the door is to show business leaders thebundles of money they can save if their workforce is the right size with the right mix and theright skills. Once you’re inside, you have to act on the promise.” The potential cost savingscome from minimizing the inherent costs associated with the size of the workforce, plus savingsfrom lower recruiting and severance costs and avoiding the costs of a disengaged workforce.“The cost of disengagement is difficult to quantify, but business leaders intuitively understandthe cost”, Schuyler says. “There is a toll paid when a workforce is disempowered, disengaged,and not sufficiently busy.” Workforce planning at Capital One forecasts not only the head count required to meet futurebusiness needs, but also the staffing mix—the ratio of internal to external resources—and theskills mix, including any changes in that mix that are required as the business moves forward.Schuyler also looks at any changes in “spans of control”, which determine the number oforganizational layers, optimal methods for staffing managerial positions, and the related costs.The planners also document both rational and emotional employee engagement, which affectcurrent and future productivity and recruiting, training, and turnover costs. The responsibility for workforce planning at Capital One resides in human resources, but thehard work takes place inside the business units, where the blended teams operate. Thisgrounding in the business units keeps workforce planning focused on corporate goals.Workforce planning really gets traction when it is linked to the line managers who understandbusiness needs and can project their business growth and productivity changes. The timeframes for workforce planning at Capital One vary by unit and function. The legal function, forexample, is very stable and can easily plan out two to four years. The credit division, however, israpidly evolving, so its forecasts stretch out two to four years but are reviewed every quarter.Likewise, the demand for some jobs follows the business cycle. Collections and recoveries workat Capital One was stable and predictable several years ago, for example. “But because of thecurrent economic conditions, this work is now more important, and we had to ramp up veryquickly”, Schuyler explains. Schuyler refuses to choose between overshooting and undershooting staffing. “The beauty ofworkforce planning is that it allows the flexibility to be right on target”, he says. “We don’t haveto wait for the next budget cycle to get it right.” That flexibility derives from a more sophisticated approach to planning that looks at a range ofpossible scenarios about business conditions and then calculates the labor needed to matchthem. Capital One’s workforce planning models allow business leaders to anticipate the talentrequirements for each business option and the human resources and labor cost consequencesof the choice they make. Especially for companies that are just beginning to implement a workforce planning process, the best approach is to focus first on the critical roles in theorganization and then expand out to cover more positions in greater detail. Avoid the tendencyto drown managers in data by breaking the data down on a critical-jobs basis. At Capital One,the workforce planning process reached down through the entire executive structure for eachbusiness unit—five or six levels of leadership plus groups of managers. Business leaders see thetalent management costs and consequences of the business options at hand. Each optioncarries its own implications for internal and external staffing levels, recruiting, training,promotions, engagement, attrition, and total compensation costs over time. More important,workforce planning allows business leaders and line managers to see how different approachesto talent management can actually expand their business options and boost performance. “Ifworkforce planning is done right, human resources can help business leaders think about whattheir endgame can be”, Schuyler says. Questions Why do you think it’s imp
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Barbara Maddock, the Director of Information Technology, stopped you on your way to lunch to inquire about ways to evaluate some training. She is planning some training in the area of providing better customer service in the technical support center. You had to rush off to a meeting, so you told her that you would send her a memo outlining some ways to evaluate the training. Write a brief memo explaining the major concepts of evaluating and validating training to the Barbara Maddock, the Director of Information Technology. Be sure to explain the concepts in such a way that someone without a comprehensive background in training will understand the ideas and be able to apply them. (If you must use training jargon, be sure to provide an explanation). Address the 4 levels of evaluation You should include an example to help demonstrate each level.
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Auditing discussion question.. Why it is common to verify total officers' compensation even when the tests of controls and substantive tests of transactions results in payroll are excellent, What audit procedures can be used to verify officers' compensation? Is it possible to identify the major differences between the audit of inventory and an account such as accounts receivable Why do you think the tests of controls and substantive tests of transactions are rarely relevant for the capital acquisition and repayment cycle?
Annotated Bibliography An annotated bibliography is a list of references to articles, books, and other resources. Each reference is followed by the annotation, which is a brief description and evaluation of the resource. This may summarize the information, evaluate if the information is correct, review the author’s authority on the topic, describe how the information is related to the topic, etc. Often, an annotated bibliography is quite lengthy (maybe hundreds of pages) and contains an introduction, the references themselves, and an index. Please see the PowerPoint presentation in the course for more information. Prepare an annotated bibliography for your chosen topic; it will be the topic you chose for your dissertation. Find at least 15 new resources that relate to your topic; Consider if each resource is relative to your topic and if it is reliable. Each resource should be from a scholarly work such as a professional journal and be dated within last 10 years. Include at least one book and one journal article. Be sure that you do not use more than two articles from one journal issue. Cite each reference using APA style. For each source write an annotation that summarizes the information, evaluates if the information is correct, reviews the author’s authority on the topic, and describes how the information is related to the topic. Then, go back and write a brief introduction to the annotated bibliography, which introduces the topic and summarizes the information you located; include your reflection on the process of preparing the annotated bibliography. Clearly present your statement of the problem in your introduction. My topic is to research whether increased academic advising and tutoring leads to better student success/community college graduation rates? Each response to each Annotated Bibliography must adhere to the topic and the above-listed directions. I have attached the list of Annotated Bibliography entries which must be used, read and referenced in the annotations. See attachment. All work must be APA formatted for Annotated Bibliography.
this is a anthropology class it is a final essay. I need 6 pages 3 pages for the first section and choose one question from the second section. I need it a simple essay not a perfect form. the source is the book ( Homegirls) Language and cultural practices among Latina youth gangs. by Norma Mendoza- denton
I have a assignment for Annotated Bibliography writing. I'll attach all information about this assignment. However, this assignment is highly prohibited about Academic Misconduct which means you should use your own world. If you use someone's idea or sentences, you should cite exactly. Also, English is not my 1st language, so you should use easy words and grammar as possible as you can. Finally, another important thing is that must return before the deadline which I selected. I cannot extend the deadline because this is the real deadline for me which means I have to turn in this assignment before that time. Thank you.
Write paper describing the development, trends, issue, and application of technology in business. The goal of this paper is to challenge you to think about the impact of technology on users, society, and culture. What role does technology play in business? what was the impact over the last several years, what is it now, and what do you expect it to be over the next few years? what is the impact of technology on people and society? what about the impact on world cultures and the environment? Doubled spaced, 12 point font, 1 inch margins, 3-5 pages. not including title or reference pages References either APA or MLA. Paper Format is in the attached file
Assignment: Theory Exercise Use Chapter 2 for this Assignment. Look at the below activities: Assaults in bars Disorderly youth at a movie theater Shoplifting at the mall Red light running Auto theft in a residential neighborhood Selecting one of the above types of activity, develop questions that need to be answered to analyze each aspect of the problem analysis triangle: Crime Offender Victim Place Handler Guardian Manager Instructions: Each assignment response needs to be 500- 1000 words, with APA 6thedition citations and references. Do Not Use MLA or any other form of reference. Remember each assignment post needs to be submitted as an attachment. The assignment should be written in 12’ font, using Times Roman. The font must be uniform and not consist of several different fonts. Margins will also need to be 1 inch. The papers must be written in the third person. Do not write I or us in your paper. If you are stating your opinion, you need to use the term “this student.”The student must download the assignment document and should follow the directions for each separate project. Each assignment response should be completed and uploaded as an attachment to the professor in the student's Student Folder by the due date as a WORD DOC. Please submit these assignments as attachments and save them as under their assignment designation, i.e., assignment 1, assignment 2 with your full name. For example, John Smith Assignment 1Each assignment will need to include the following information:·the original question at the top of the essay·the body of your answer in several paragraphs·A titled reference section that has been formatted according to APA 6thed style. i.e.References·A minimum of three references per assignment. One reference can include the textbook. However, you will need to include two additional academic sources which can include academically based books, journals, and government papers being acceptable. Examples of journals include: Journal of CriminologyCrime and Public OpinionJournal of Criminal Justice and Public PolicyJustice Quarterly: JQYou will not be allowed to use web pages or web groups such as Wikipedia found athttp://www.wikipedia.org/and Answers.com, as the information contained in these web pages are academically questionable. Furthermore, you will not be permitted to cite encyclopedias, dictionaries, web pages or questionable origin, newspapers (unless permitted) and popular magazines. It is important to remember that this is a college-level class and you are required to submit college-level work which is backed up with the academically credible material. If you have a question about the quality of a potential resource, please e-mail me. Most of this material that you need can be found in the AMU library. You are encouraged to use the library to locate the material required. Additionally, at the bottom of this syllabus is a list of acceptable organizations and groups found on the World Wide Web which you can use to find material for your assignments.
Application: When Single-Factor and Multifactor Authentication Controls Fail Imagine you are a rookie cop on your first solo patrol. While walking your beat, you stop a man for suspicious behavior and ask him for his ID. While examining his ID, you ask a few probing questions. His answers seem consistent and his ID seems genuine. However, something still seems amiss and you ask for an additional form of ID. Fortunately, he has his passport with him. Everything appears to be in order. But as one last precaution, you “run” his name for warrants. He comes back “clean.” You hand him back his ID and passport, wish him a good day, and continue on your patrol. A few days later during a briefing, your sergeant is passing out pictures of suspects. The second one is the man you stopped a few days ago—he is wanted for identity theft. Authenticating users is difficult. Regardless of how sophisticated your authentication controls are, they still can fail under the right circumstances. For example, a hacker might crack a bunch of weak passwords (single factor) or a pickpocket might steal a wallet containing a bank card that has its PIN written on it (two factor). To prepare for this Assignment, read the Unit 2 Notes, located in this week’s Learning Resources, and find two cases within the last two years where single-factor and multifactor authentication controls have failed. For this Assignment, write a 1- to 2-page paper that analyzes why these authentication controls failed and recommends mitigating controls. —