Compare main job roles and function in two organisation Essay

Bolton College Principle & Chief Executive: College is to develop a strategy which keeps the College at the forefront of educational innovation and outstanding achievement and which maintains its position within its local community as a key. The Principal will be expected to lead and develop the management team and staff, maintaining at all times. She manages all the department of the college but she have less chain of command. Principle get all feedback from two source i.e. Vice principle (curriculum) & Vice principle (Finance & Resources) Responsibilities of Principle: Provide effective leadership to the College in fulfilling its mission. Determine the College’s academic and other activities. Organise, direct and manage the College and lead the staff, providing inspiring and motivating leadership to those engaged in teaching and training. Vice Principle Vice principals aid the principal in the overall administration of the college. It is often Vice Principle duty to handle matters such as student discipline, parent conference meetings, asset inventory and ordering, school improvement planning, bus and lunch supervision, and teacher observations. Additionally, Vice principals frequently serve as testing coordinators, training staff on procedures related to standard assessment, as well as accounting for testing materials. Most importantly however, in the event that something happens to the principal, such as an extended leave of absence, the vice principal would act as the interim principal. Because of this, many see this position as a stepping-stone to the larger role of principal and is often used as such in Bolton College. Organisation structure, roles and functions (Tarmac) Managers – organise and plan their departments to exceed the expectation of internal and external customers. They work closely with other managers across the company to promote a range of benefits, including; continuous process improvements, improving accuracy, reducing the need to repeat work and driving up efficiency year on year. Supervisors – work with managers to ensure that operators apply procedures and practices consistently. This involves using best practice to create value-added services across the business. Operators – are responsible for day-to-day operations of the business. This is the level at which a university graduate might enter the organisation in order to learn all aspects of the business. The role requires accuracy, efficiency and a high level of individual responsibility. The Operations function at Tarmac is key to overall business performance. This is where a number of processes come together to make the products and services to satisfy customer needs. However, the Operations function needs the support of services in: Finance – to manage the flow of money across the business. Finance managers produce financial and management accounts not only to ensure legal compliance but also to contribute to the strategic decision-making process by forecasting financial performance. Budgets enable Operations to have the resources (raw materials, equipment and people) to carry out processes. Human Resources (HR) this includes planning and forecasting staff requirements and managing recruitment and selection. The HR team ensures that managers apply HR policies and procedures consistently across the business. The development of staff is a key priority within the Tarmac business. Without the right people, Operations may not be able to achieve targets. Additionally, Tarmac also needs the services of: Marketing by understanding customer needs, the marketing function can inform the overall business strategy and ensure that the Tarmac image and brand reflect its high quality. Procurement is the acquisition of goods and/or services at the best possible price. Within Tarmac this function secures cost effective contracts and establishes long term partners to ensure business continuity. IT services install equipment and applications, manage  databases and computer networks to provide the business with strong and effective information and communication channels. M2, Job and Personal specification for Administration. Job description: Job title: Administration Assistant Location: Wallsend Salary:  £13500.00 –  £14500.00 per year Main task: Providing full administration support to a team, including typing of letters, and contract agreements – ideally with experience of Audio typing Recording of invoices for payment Use of both Microsoft Access database and Excel spread sheets Communicating with clients via phone and taking detail information First point of contact for all visitors and callers to the business, including taking and recording accurate phone messages Filing and archiving experience Responsibility for all office machinery and supplies, including refilling photocopiers and fax machines Ordering supplies and stationary on a regular basis Scanning of documentation as requested The role of Administration Assistant is offered on a permanent basis – working full time office hours Mon- Fri Salary  £ 14,000 free parking provided Personal specification: Experience of Microsoft packages, including Word & Excel Excellent communication skills both written and verbal Ability to work as part of a team Accurate keyboard skills Ability to adapt to the challenges of a fast paced commercial business My current Skill & Knowledge: Organised Good communication skills IT skills for data entry Working knowledge of Microsoft Excel are required Maths skills BTEC Level 2 Business What I need to develop: Vocational qualifications in accounting (NVQs/SVQs) or BA in Accountancy Accountancy skills Experiences Time Management — managing one’s own time and the time of others Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, Knowledge of business and management principles involved in strategic planning, Negotiation — bringing others together and trying to reconcile differences. Questioning

Performance Rating Written Report

For example, If the benchmark of dealing 52 cards In 0. 0 minutes Is established, a complete and specific description should be given of the distance of the four hands alt with respect to the dealer, as well as the technique of grasping, moving and disposing of the cards. The benchmark example should be supplemented by a clear description of the characteristics of an employee carrying out a normal performance. A representative description of such an employee might be as follows: a worker who Is adapted to the work and has attained sufficient experience to perform the Job In efficient manner, with little or no supervision.The worker possesses coordinated mental and physical qualities, enabling him or her to proceed from one element to another without hesitation or delay, In accordance with the principles of motion economy. The worker maintains a good level of efficiency through knowledge and proper use of all tools and equipment related to the Job. He or she cooperates and performs at a pace best suited for continuous performance.However, Individual differences between workers still exist Differences in inherent knowledge, physical capacity, health, trade knowledge, physical dexterity, and training can cause one operator to outperform another consistently and progressively. Sound rating characteristics The first and most Important characteristic of any rating system Is ACCURACY. Perfect consistency in rating is impossible. The rating plan with variations greater than Ð’Â ± 5 percent should either be improved or replaced. Time study analysts who to conduct such studies.It is not difficult to correct the rating habits of an analyst who consistently rates high or consistently low. But it is very difficult to correct the rating ability of an analyst who is inconsistent, rating too high today and too low tomorrow. Inconsistency, more than anything else, destroys the operator's confidence in the time study procedure. A rating system that is simple, concise, easily explained, and keyed to well-established benchmarks is more successful than a complex rating system requiring involved adjustment factors and computational techniques that may confuse the average shop employee.Workstation rating Performance rating should only be done during the observation of elemental times. As the operator progresses from one element to the next, using the prescribed method, analyst should carefully evaluate speed, dexterity, false moves, rhythm, coordination, effectiveness, and the other factors influencing output. Once the performance has been Judged and recorded, it should not be changed. However, this does not imply that the observer always has perfect Judgment. If the rating is questioned, the Job or operation should be restudied to prove or disprove the recorded evaluation.Immediately after completing the study and recording the final performance factor if overall rating even elemental rating was used, the analyst can approximate the operator's performance. This gives the operator an opportunity to express his or her opinion about the fairness of the performance factor, and to give his opinion directly to the person responsible for its development. Rating elements versus Overall study On short-cycle repetitive operations, little deviation in operator performance is realized during the course of the average-length study (1 5 to 30 minutes).In such cases, it is perfectly satisfactory to evaluate the performance of the entire study and record the rating factor for each element. Remember power-fed or machine- controlled elements are rated normal, or 100, as their speed cannot be changed at will by the operators. In short-cycle studies, an observer who endeavors to reference rate each element in the study will be so busy recording values that he or she will be unable to effectively observe, analyze, and evaluate the operator's performance.When the study is relatively long (over 30 minutes) or is made up of several long elements, operator p erformance may vary during the course of the study. They can consistently and accurately rate elements longer than 0. 10 minute as they occur. If a study is comprised off series of elements shorter than 0. 10 minute, then no effort should be made to evaluate each element of each cycle of the study, as time does not permit such action. It is satisfactory to rate the overall time of each cycle or a group of cycles.RATING METHODS Speed rating – Is a performance evaluation method that only considers the rate of accomplishment of the work per unit time. In this method, the observer measures the effectiveness of the operator against the concept of a qualified operator doing the same work, and then assigns a percentage to indicate the ratio of the observed performance to performance determine whether it is above or below normal. 100 percent is usually considered normal.A rating of 110 percent indicates that the operator was reforming at a speed 10 percent greater than normal, and a rating of 90 percent would mean that the operator was performing at a speed 90 percent normal. Two tasks were suggested by Preserve (1957) to develop an initial mental model ; (1) walking 3 miles per hour (4. Km/her), that is, 100 feet (30. 5 m) in 0. 38 minutes and (2) dealing a deck of 52 cards into four equal piles closely spaced In one half minute. Time study analysts use speed rating for elemental, cycle, or overall rating.The Westinghouse system One of the oldest used rating system was developed by the Westinghouse Electric Corporation. Then termed leveling, it is outlined in detail in Lowry, Maynard, and Estrangement. This method considers four (4) factors in evaluating the performance of the operator: 1. Skill Lowry defines skill as † proficiency at following a given method,† and further relates it to expertise, as demonstrated by a proper coordination of mind and hands. A person's skill in a given operation increases over time, because increased familiarity with the work brings speed, smoothness of motions, and freedom from hesitations and false moves.The Westinghouse rating system lists these six degrees or lasses that represent an acceptable proficiency for evaluation: Poor, fair, average, good, excellent, and super. 2. Effort This rating method defines effort as a â€Å"demonstration of the will to work effectively. † Effort is representative of the speed with which skill is applied, and can be controlled to a high degree by the operator. The six effort classes for rating purposes are: Poor, fair, average, good, excellent, and excessive 3. Conditions In this performance rating procedure affect the operator and not the operation.Time study analyst rate conditions as normal or average in more than a majority of instances, as conditions are evaluated in comparison with the way they are customarily found at the workstation. Elements affecting working conditions include temperature, ventilation, light and noise. The six general classe s of conditions, with values ranging from +6 percent to -7 percent, are ideal, excellent good, average, fair, and poor. 4. Consistency Elemental time values that constantly repeat would have perfectly consistency.This situation occurs very frequently, as there always tends to be dispersion due to the and effort, erroneous watch readings, and foreign elements. The six classes f consistency are perfect, excellent, good, average, fair and poor. Perfect consistency is rated +4 percent and poor consistency is rated -4 percent. Once the skill, effort, conditions and consistency of the operation have been assigned, and their equivalent numerical values established. For example, if a given Job is rated CA on skill.CLC on effort, D on conditions and E on consistency, the performance factor would be as follows; The Westinghouse rating system demands considerable training to differentiate the levels of each attribute. The procedure generally followed is; 1 . A film is shown and he operation ex plained. 2. The film or tape is reshow and rated. 3. The individual ratings are compared and discussed. 4. The film or tape is reshow and the attributes are pointed out and explained. 5. Step 4 is repeated as often as necessary to reach understanding and agreement.Synthetic rating Morrow (1946) established a procedure known as synthetic rating. This procedure determines a performance factor for representative effort elements of the work cycle by comparing actual elemental observed times to times developed through fundamental motion data. The performance factor may be expressed algebraically HO Where; P= performance or rating factor. Fundamental motion time. 0= observed mean elemental time for the elements used in F. Objective Rating Developed by Mendel and Dander (1994), eliminates the difficulty of establishing a normal speed criterion for every type of work.This procedure establishes a single work assignment to which the pace of all other Jobs is compared. After the Judgment of pa ce, a secondary factor assigned to the Job indicates its relative difficulty. Factors (1) Amount of body used, (2) Foot pedals, (3) Femaleness, (4) Eye-hand coordination, (5) Handling or sensory requirements, and 6) Weight handled or resistance encountered. The rating (R) can thus be expressed as follows: where: P= Pace rating factor. Difficulty adjustment factor. Rating Application R=PIX job The value of a rating is written in the R column of the time study form.After the stopwatch phase is complete, the analyst multiplies the observed time (OR) by rating (R), scaled by 100, to yield the normal time (NT). RATING ANALYSIS TO X 100 Four criteria determine whether or not time study analyst using speed rating can consistently establish values within 5 percent of the rating average calculated by a rope of trained analyst. These are: 1. Experience in the class of work performed. 2. Use of synthetic benchmarks on at least two of the elements performed. 3.Selection of an operator who gives performances somewhere between 85 and 115 percent of standard pace. 4. Use of the mean value of three or more independent studies and/or different operators. To assure speed rating consistency, both with their own rates and with the rates established by the others, analyst should continually participate in organized training programs. One of the most widely used training methods is the observation of audiotapes or motion-picture films illustrating diverse operations performed at different productivity levels.Figure 10-3. A straight LINE indicates perfection, whereas high-irregularities on both sides of the line indicate inconsistency, as well as an ability to evaluate performance. The analyst rated the first film 75, but the correct rating was 55. The second was rated 80, while the proper rating was 70. In all but the first case, the analyst was within the company's established area of correct rating. Note, that due to the nature of confidence intervals, the Ð’Â ±5 percent accu racy criterion is valid only around 100 recent or standard performance.When performance is below 70 percent of standard or above 130 percent of standard, an experienced time study analyst would expect an error much larger than 5 percent. The closer the time study analyst's rating comes to the x-axis, the more correct he/she is. To determine quantitatively an analyst's ability to rate performance, compute the percentage of the analyst's rating contained within specified limits of the known ratings. This can be done as follows: 1 . Compute the mean difference ( CD )between the analyst's rating and the actual rating for n test (n should be at least 15 observations). Compute the standard deviation (SD )of the differences in rating 3. Compute the normal deviate(Z), where; 4. Compute the normal deviate (Z ), where; Z = +5 (or some other figure of accuracy) – CD 5. Compute the area under the normal distribution curve between Ð’Â ±5 (for some figure of accuracy) centered at CD, w hich is assumed to be equal to deed, and Sd which is assumed to be equal to ad Analyst overrated low performance levels and underrated high performance levels. This is typical of novice raters who tend to be conservative raters and afraid to deviate too far from standard performance.In statistical applications, this tendency is termed regression to the mean and result in a relatively flat line compared to the expected line with a slope of one. The novice rater who rates higher than the true value for performance below standard performance produces a loose rate. For performance above the standard, a novice rater who rates lower than the true value produces a tight rate. Straight Speed Rating The performance rating plan that is easiest to apply, easiest to explain and gives the most valid results. Rating Training -To assure speed rating consistency, both with their own rates and with the rates

Heidrick & Struggles International, Inc

Strategic Recruitment is critical to the success of an organization in meeting its goals and mission because the organization needs people that can think out of the box and grasp concepts that are different from the normal. An organization is only as successful as it is able to keep up with change. By bring in strategic and aggressive people it allows the organization to bring in new and fresh ideas to motivate the current staff that maybe stale with confident from tenure. Summary of the Case Kelly, CEO, has been running Heidrick & Struggles making sounds, low risk, and financial investments in order to get his company to the next level; he now looks to more high risk, but yet higher dividend investment into technology. The technology investments do not have a long track record of dividend which concerns the company of its financial stability. How can Kelly convent them, that he is making an aggressive decision in order to get his company to the next level? Issues The company probably has for years been buying stocks and bonds, and these investments are low risk and low pay out investments. Kelly no longer wants to maintain the organization, but he wants to grow the organization instead. Alternate Courses of Action There are likely better investments with a proven financial track record. I am sure that the organization trust Kelly’s judgment but simply wants more proven assurance that the decision being made are wise decision. Being able to track an investment returns over a longer time period can be proof enough of it financial worth. Recommendations My recommendations are to do more research on more technology funds in the technology field, look for companies with tenure within management and strong financial security. Even thought technology may be the current investment venture I would do more research to predict future market trends so that I could stay ahead of the curve. Conclusion Kelly wants to see his organization grow, but in the future make sure homework is done and brought to the table first for consideration. Kelly must be to do his homework and is able to actually believe in his research before he will be able to convent anyone else of his idea.

Political science Assignment Example | Topics and Well Written Essays - 500 words - 2

Political science - Assignment Example Normally, the cycle is considered complete when feedback is given from decision maker. National security assistant behavior should involve strong team ethics, excellent people skills, reasonable level of fitness and sound judgment in all situations. Since matters of security are crucial a national security assistant should always be non partisan. Bureaucratic politic model deals with advocates for proper accountability; it strengthens participation and also ensures reasoned decision making by giving guidelines to be taken .This model promotes growth in the government as it enhances participation in policy formulations (Waterman,2004). The war resolution power of 1973 is a federal law which was formed for the intention of checking the president’s power to commit United States to an armed conflict without congress consent. The resolution was passed by two-thirds of the congress, further it requires president to notify the congress within 48 hours of committing armed forces to military actions. However, it forbids armed forces from staying there for more than 60 days with a further 30 days withdrawal period. In the past it has been alleged that the War powers resolution has been violated for instance President Clinton in 1999, on the bombing campaign n Kosovo. Isolationism is the coherent and complete grand strategy, it involves economic isolation, military and diplomatic non-intervention and cultural seclusion. In the past, isolation ideas have greatly influenced American foreign policy, most notably in the late 1930s and with disastrous consequences. According to George Herring, isolationism did not become fixed in the American political lexicon way until twentieth century. Realism just like other social sciences has analysis and prescription. It involves n efforts to explain both behavior of individual states and the characteristic of international system as whole. Realism ontological

Week 5 Individual Assignment Essay Example | Topics and Well Written Essays - 2000 words

Week 5 Individual Assignment - Essay Example is one-tailed (Left tailed) and we want to determine whether there has been a reduction in the weight of individuals who joined Weight Reducers International. Since the z-test statistic is less than -1.645 therefore at the 5% significance level, we have sufficient evidence to conclude that those who will join Weight Reducers International on average will lose less than 10 pounds. Dole Pineapple, Inc., is concerned that the 16-ounce can of sliced pineapple is being overfilled. Assume the standard deviation of the process is .03 ounces. The quality control department took a random sample of 50 cans and found that the arithmetic mean weight was 16.05 ounces. At the 5 percent level of significance, can we conclude that the mean weight is greater than 16 ounces? Determine the p-value. We will reject the null hypothesis if the z-test statistic is greater than 1.645 (z > 1.645) since the test is one-tailed (Right tailed) and we want to determine whether 16-ounce can of sliced pineapple is being overfilled. A recent article in The Wall Street Journal reported that the 30-year mortgage rate is now less than 6 percent. A sample of eight small banks in the Midwest revealed the following 30-year rates (in percent): We will reject the null hypothesis if t-test statistic is less than -2.998 since the test is one-tailed (left tailed) and we want to determine whether the 30-year mortgage rate is now less than 6 percent Since the t-test statistic is greater than -2.998 therefore we will not reject the null hypothesis. At 1% significance level we have sufficient evidence to conclude that the 30-year mortgage rate is not less than 6 percent. The minimum significance level (p-value) at which the null hypothesis can be rejected is between 5% and 10% since the value -1.61 lies in between -1.415 and -1.895 for a t-distribution with degrees of freedom = 7 The null hypothesis is that there is no difference in the population mean number of times men and women buy take-out dinner in

Why is a Hard Days Night culturally important Essay

Why is a Hard Days Night culturally important - Essay Example The Beatles band had developed a unique lifestyle. Many young people developed an obsession for the Beatles band a phenomenon described as â€Å"Beatle mania†. The production of the movie afforded many young people an opportunity to experience a day in the life of the four members of the Beatles band. Richard Lester adopted a concept of realism in developing the first rock and roll film that registered a remarkable cultural impact. This paper will discuss the cultural importance of A Hard Day’s Night. The film features John, Paul, George, and Ringo on their way to London, where they were scheduled to perform on television. The film allows the audience to engage in the activities that the four members of the Beatles band indulged in before they can get to the real performance. The film features press conferences as well as rehearsals that they undertake on their way to London. Most importantly, the film goes deeper to depict the real life of the four boys making the Beatles. The Beatles band members were young and energetic. For this reason, they afforded the time to have fun amidst their official rehearsals and press conferences. As they move from place to place, they meet their fans who exhibit high levels of excitement. Notably, Beatle mania had spread to different cities, although it began in Liverpool. The audience can also see the relationship between the Beatles and their managers who accompany during their trip to London (Frontani 2007, p. 68). The film becomes more intere sting as the boys interact with Paul’s grandfather who proves to be highly mischievous. The film also depicts many of the famous songs by the band. For many people, especially the youths who were obsessed with the Beatles band were able to connect more with the band members after the release of the movie. The release of the movie A Hard Day’s Night exhibited remarkable cultural impacts. In order to understand the cultural impacts of the movie, it is

Clinical immunology Essay Example | Topics and Well Written Essays - 1000 words

Clinical immunology - Essay Example The allergen specific test is conducted using IgE antibodies which are found in mucous membranes, lungs and even the skin. The skin prick test on the other hand is external and more of an observation of the skin’s reaction to the allergens therefore house dust termites allergen cannot be detected through it (Sicherer,2012). Question 3 The major allergens in milk are casein and whey which are the components of milk that trigger reaction with the IgE. In peanut, there is the Ara h1 which is contained in the cotyledon and looks like vicilin (Tan , Lebeck & Nehlsen-Cannarella , 2012). Peanut and tree nuts may both test positive to a test but this does not necessarily mean that the said person is allergic to both since there are false positives. This means the child can test positive but still eat the food without having any problem. It is a kind of seed storage that triggers the reaction with IgE. In eggs, there are the ovamucoid and ovalbumin which have been identified as the maj or allergens, there are lesser ones. These two are found in the egg white (Bellanti, 2011). Question 4 Th-2 cells triggers the activation of mast cells, B cells and eosinophils that produce IgE antibodies. Th-2 produces IL-4, IL-5, IL-6, IL-13 and it also regulates eosinophil and B cell mediated responses. IL-17 is a group of cytokines that support inflammation that are produced by activated memory cells. This cytokine takes part in the creation of an immunological response that is dependent on Th-2 cells. This happens through the introduction of cytokines derived by Th-2 (Tan, Lebeck & Nehlsen-Cannarella, 2012).This is supported by the inflammation of the eosiniphil. The characteristics of response induced by different IL-17 all comes down to their structure. These differences therefore determine their functions biologically. Question 5 Histamine is organic and also a nitrogen compound that is normally involved in immune responses and it also regulates the physiological functions o f the gut. It activates inflammatory response when it acts as a neurotransmitter. Basophils produce histamine and by studying their release assay, the physician is able to determine the main allergy/asthma.PGD2 binds to receptor PTGDR and CRTH2; it is produced by mast cells and is very critical when it comes to the development of asthma and other allergic diseases. This makes it an important aspect when treatment of an allergy victim is done. The release assay can show the intensity of the allergy hence helping the physician determine the best medication or therapy. Eosinophil Cationic Protein can also be called ribonuclease 3 and is related to allergies because when an allergic reaction occurs, there number of ECP in the body rises significantly especially in areas with inflammations. Question 6 Hygiene hypothesis states that when one is not exposed to infectious agents at an early childhood stage, their chances of being susceptible to allergic diseases since the development of the ir immune system is suppressed hence making them have an immune system that can barely defend the body (Tan , Lebeck & Nehlsen-Cannarella , 2012).The polarized response by Th1 is not introduced to the system early enough