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Which of the following statements is true? The master budget

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Question Which of the following statements is true? The master budget process for a manufacturing firm…

1.What generic strategies has Teva Pharmacueticals adopted in each of

Question 1.What generic strategies has Teva Pharmacueticals adopted in each of the industry segments it has chosen to operate in (i.e., innovation pharmaceuticals and generic pharmaceuticals)?2. Do these strategies allow Teva to favorably position itself relative to the five competitive forces in each industry segment?3.Could Teva successfully balance opportunities in generic pharmaceutical production and innovative drug development simultaneously? Why or why not?4.. Evaluate Teva’s acquisitions of Sicor and Ivax. Explain what were the difficulties associated with Ivax’ acquisition?.5. What is Teva’s pharmacueticals level and type of diversification?

Assignment DetailsWrite a 4–5-page APA-formatted paper on international project management within the

Assignment DetailsWrite a 4–5-page APA-formatted paper on international project management within the context of planning, controlling, and improving global operations management projects For this project, select a well-known, global manufacturer or provider of services. Examine the methods and systems with which this organization plans, controls, and improves global operations management projects. Be sure to include concepts from any or all of the units in this course.The following are some project ideas:Submitting your assignment in APA format means, at a minimum, you will need the following:

After doing necessary online research, document and evaluate the distribution

Question After doing necessary online research, document and evaluate the distribution of Toyota production facilities in North America.  Here be sure to include Canada and Mexico, as well as the USA. You can start by updating the 2017 production data found here. 

b. Has Toyota been wise with this distribution of North

Question b. Has Toyota been wise with this distribution of North American production? Would you improve it – if so, how? Please explain your answer, remembering that there are three major motor vehicle country markets within North America – Canada, Mexico, and the USA.

provide a detailed answer for the following questions.

Please answer the following questions in the attached document. There is a misture of True and False/ Multipul Choice / and 5 Essay Questions.

Task summary As the Human Resources Manager for Grow Management

Question Task summary As the Human Resources Manager for Grow Management Consultants, you are required to identify the organisation’s objectives for recruitment, selection and induction and develop a briefing report on this, as well as effective use of technology in human resources. Following approval to proceed based on your briefing report, you will be required to develop recruitment, selection and induction policy and procedure, as well as a position description template and interview guidelines. You will also provide an information and training session to senior management on the recruitment, selection and induction policy and procedure and supporting documents Instructions Carefully read the following: Grow Management Consultants is a small management consultancy business specialising in leadership development services. Paul Burn, the Principal Consultant, established the company in 2010 and was a sole operator for a number of years. However, in the last two years, the number of clients has grown, and an increasing number of staff have been employed. Currently the company employs three senior consultants on an annual contract basis. The company also employs a full-time Client Relations Manager and an Administration Officer. Due to expected continued expansion of the company and therefore staff, the company has recently employed a Human Resources Manager whose primary role in the first instance will be to formalize the human resources functions. Currently the only formal document used for human resources is the staff employment contract template, which is customized according to the staff member employed. The company does have a new Strategic Plan, which includes objectives for staffing. As part of the formalisation of the human resources function, you (in the role of the Human Resources Manager) have been asked as a first step to develop an appropriate recruitment, selection and induction policy and procedures. This will also involve developing supporting documents, including a request for position form and a sample position description template that can be used to document all new positions. In addition, as part of this work you have been tasked with conducting research into recruitment and selection methods to ensure that the policy and procedure reflects a range of recruitment and selection methods that can be used to ensure high quality candidates are attracted to roles and then selected. You are also required to research technology that can improve the efficiency and effectiveness of the recruitment and selection process Complete the following activities: 1. Analyse company information and conduct research  Review the documents provided to you as resources for this assessment task, the Strategic Plan, Employment Agreement Template and the Staff Code of Conduct.  Analyse the information included in these documents to identify objectives for human resources, existing human resources policies and practices and recruitment needs. Identify any gaps in the existing human resources documentation.  Conduct research on the range of recruitment and selection methods that can be used. You should review as a minimum three recruitment and selection methods. You should also research the role of assessment centres in recruitment and selection, as well as outsourcing.  Conduct research on effective human resources policies and procedures, as well as supporting forms/documents that need to be developed. Make notes on areas to be included in a policy and procedures, as well as supporting forms and documents that need to be developed.  Conduct research on the effective use of technology in human resources as per your analysis of the company’s strategic objectives and operational priorities. Make notes for use in the briefing report that you will develop in the next activity.  Make notes for use in the briefing report that you will develop in the next activity. 2. Develop a Human Resources requirements briefing report Use the Briefing Report Template to guide your work on this activity. This part of the assessment requires you to develop a briefing report for the Principal Consultant that addresses:  Purpose of the report.  An analysis of strategic objectives and operational priorities of the organization and an outline of current and future human resources requirements based on the analysis, including the need for recruitment of staff.  An outline of existing human resources policies and practices.  A review of at least three recruitment and three selection methods, as well as the role of assessment centres and psychometric and skills testing in recruitment and selection and the concept of outsourcing.  Review of relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction and that need to be addressed within the policy and procedure. An outline of a recommended human resources policy and procedure and supporting forms/documents required. See also minimum inclusions outlined below.  A review of options for technology for the human resources function and that will improve the efficiency and effectiveness of the human resources function. 3. Send an email to the Principal Consultant (your assessor) The text of the email should be in grammatically correct English and written in a professional style. It should introduce and summarise the contents of the attachment and seek their approval to move forward with the project. Attach your briefing report to the email. Your assessor, in the role of the Principal Consultant, will review the report and email you with feedback and approval to proceed to developing the required human resources policies and procedures and forms. 4. Develop a recruitment, selection and induction policy and procedures. Use the Policy and Procedures Template to guide your work. It should be written in clear and concise English in order to ensure usability by all. You may also include other areas as identified through your research, but as a minimum it should address the following:  Purpose of the policy  Scope: who it applies to, as well as relevant Commonwealth and state/territory legislation addressed by the policy and procedure  Other regulations, standards and codes of practice that affect recruitment.  Objectives of the policy and procedure, including equality and diversity  Roles and responsibilities  Relevant procedures relating to recruitment, selection and induction.  A range of appropriate recruitment and selection processes for the organisation. 5. Develop a Position description template This will support the human resources policies and procedures. Use the Fair Work Australia Position Description to guide your work. As a guide, this document should be about one page. This must include a position description form/template that can be used by managers to develop position descriptions. As a minimum, it should include the following headings:  Job title  Location  Reporting responsibilities (who is the manager/supervisor)  Main duties/responsibilities  Skills and experience  Performance goals The position description form should also provide brief notes under each heading to guide managers in completing the form.6. Develop guidelines for conducting effective interviews that could be used to assist managers in conducting interviews with potential employees. As a minimum, the interview guidelines should include:  Developing interview questions  Note-taking during interviews  Getting the best out of candidates As a guide, this document should be about one page. 7. Send an email to the Principal Consultant (your assessor). The text of the email should be in grammatically correct English, written in an appropriate polite, business-like style. The email should introduce and summarise the contents of the attachments and seek their approval to move forward with the project. Attach the following to the email:  recruitment, selection and induction policy and procedures  position description template  guidelines for conducting effective interviews Carefully read the following Paul Burn, the Principal Consultant, has asked you to present the new recruitment, selection and induction policy and procedures and supporting forms and documents to senior management. You are to conduct an information and training session with your colleagues. The focus will be on seeking support for the documents and providing information and training. It will also be an opportunity to get feedback on the forms and documents that you have developed. You will then use the feedback from your colleagues to update the documents. 8. Conduct an information and training session The session will last for approximately 30 minutes and be attended by three staff members (your assessor role-playing a Senior Consultant and two students role-playing another Senior Consultant and the Client Relations Manager). At the information and training session you will need to:  Carefully explain the importance of the new recruitment, selection and induction policy in relation to the way the organisation manages its industrial relations.  Carefully explain the new recruitment, selection and induction policy and procedure you have developed.  Carefully explain the position description template and interview guidelines you have developed.  Trial the position description you have developed by getting participants to complete it based on the sample job description you identified.  Following this activity, discuss any changes that need to be made to the documents, including the position description template you trialled. Prior to the information and training session you should source a job description as an example job description to input into the position description template. Use Seek or any other source to identify an example. The focus is on providing training to staff, rather than the job description itself. Staff members present at the session will ask you questions and provide feedback on the policy and procedure and supporting documents you have developed. You will need to incorporate this into the final versions, so you will need to take notes. You are to demonstrate effective communication skills including:  Speaking clearly and concisely  Using non-verbal communication to assist with understanding  Asking questions to identify required information  Responding to questions as required  Using active listening techniques to confirm understanding Your assessor will advise you of the place, date and time that you will deliver your information and training session. 9. Update documents Update your policy and procedure and supporting documents according to the feedback provided at the session you conducted. You should make at least one change to each document based on the feedback you receive. 10. Send an email to the Principal Consultant (your assessor). The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. The email should introduce and summarise the contents of the attachments and seek their approval. . Meeting this timeline is assessable. Attach your final drafts of the following to the email:  recruitment, selection and induction policy and procedures  position description template  guidelines for conducting effective interviews You must submit:  Email with briefing report attached  Email with the following attached: o recruitment, selection and induction policy and procedures o position description template o guidelines for conducting effective interviews  Email with the updated versions of the following documents attached: o recruitment, selection and induction policy and procedures o position description template o guidelines for conducting effective interviews

Do you think or feel that the Christian Worldview promotes

Question Do you think or feel that the Christian Worldview promotes doing business in a particular way or not. If possible, see if you can support your position with related Bible verses or passages.

Assessment Task 1: Briefing paperThis first assessment task requires you

Question Assessment Task 1: Briefing paperThis first assessment task requires you to research concepts associated with organisational diversity learning for an organisation of your choice. The following tasks require you to plan, implement and evaluate a diversity learning strategy so you will need to negotiate access to the organisation and both permission and authority to carry out the tasks described on the following pages.For your chosen organisation you are to assume that you are working as the Diversity Manager at the Global Head Office in Brisbane, Australia. The Chief Human Resources Officer has asked you to briefing paper for the Board of Directors explaining some fundamental concepts associated with organisational diversity learning.Your assessor will assume the roles of Chief Human Resources Officer and the Chair of the Board of Directors.Your report and must include the following. 1a     A rationale for having an organisational diversity learning strategy1b    The Legislative and Regulatory requirements that apply to an organisational diversity learning strategy1c     A description of at least three types of organisational learning and assessment strategies that can be used to support organisational diversity learning and/or incorporate valuing and leveraging diversity principles Assessment Task 2: Research and analysis report Thanks to your briefing paper, the Board of Directors now has a better understanding of the learning required by the organisation. As a result, the Chair wants you to conduct the research and analysis required to plan a learning and workforce training strategy. The culmination of your research and planning will be a report for the Chair of the Board of Directors (your assessor). Your report must include the following. 2a            The outcome of consultation with relevant organisational stakeholders for ideas on strategic diversity learning requirements for the organisation. This should include identifying the stakeholders by organisation or role, briefly describing their interest in diversity learning within the organisation, their suggestion for diversity learning requirements and the rationale for those.2b           A description of two different approaches to learning and workplace training directed at supporting the valuing and leveraging of diversity. The descriptions should include the methodology, resources required, target audiences, how they would support the valuing and leveraging of diversity, and how the outcomes could be assessed/measured2c            An evaluation identifying which learning/workplace training approach would be best suited to support the valuing and leveraging of diversity in the organisation and why. The evaluation should balance the advantages and disadvantages of each approach to come to a defensible recommendation. The evaluation must be accompanied by a plan for implementation. The plan must contain sufficient detail for the Board of Directors to be able to make a decision on whether to go ahead. This means a rough outline of timeframes, costs, personnel required and other major resource considerations.  2d           An analysis showing the alignment of the chosen organisational diversity learning strategy with the human resources and learning requirements of the organisation. The analysis should clearly identify how the chosen strategy will align with existing human resource practices and help achieve the learning requirements of the organisation. 2e            An analysis of the technological and systems requirements to support the chosen organisational diversity learning strategy. The analysis should specify the required/desired technologies and systems and how they contribute to the effectiveness of the learning strategy.2f             A plan indicating how the technology and systems requirements could be acquired and implemented. The plan should include suppliers (internal and external), installation/implementation lead times, resources required to install/implement and an estimate of cost. 2g            Commentary on how various diversity dimensions may affect individuals and their experiences, and inclusive social interactions within the organisation. The commentary should explain the dimensions of diversity in the organisation (eg gender, religious beliefs, race, marital status, ethnicity, parental status, age, education, physical and mental ability, income, sexual orientation, occupation, language, geographic location), how those may affect individuals representative of those dimensions in terms of their experiences with others in the organisations and the promotion of socially inclusive interactions within the organisation. for this commentary, choose the four dimensions of diversity that are most challenging within the organisation.2h           Recommendations for learning that would support individual staff members recognise and manage the effects outlined in 2g. The recommendations should focus on identifying one’s own behaviour and its effect on others, and one’s own response to the behaviour of others.2i             A review of the organisation’s policies and procedures to determine their continuing relevance, operational effectiveness, forward thinking and to identify any gaps. The review should focus specifically on the relationship of the policies and procedures to organisational diversity learning.Assessment Task 3: Strategy DesignYour report was well received. The Board of Directors now wants an organisational diversity learning strategy to be designed and developed. The design will need to be signed off (endorsed) by the Chief Human Resources Officer (your assessor). The strategy must meet the following criteria.3a    Be clearly based on the information provided in the Briefing Paper and Research and Analysis Report. 3b    A well-defined focus on valuing and leveraging diversity within the organisation. This should be obvious in the goals, targeted participants and targeted organisational activities.3c     A design that addresses the requirements of the following.                                i.           Learners – transparency in determining eligibility of participants, access to learning during work hours, flexibility in learning activities, access to resources, instructors and other support required to meet training outcomes                              ii.           Instructors – training in the training delivery requirements, access to learning materials and resources in and outside work hours, support network among instructors and other personnel supporting the training                            iii.           Organisational strategic priorities relating to diversityThe requirements of learners and instructors and how they will be addressed should be described. Similarly, the organisation’s strategic priorities and how they will be addressed should be outlined.3d    The strategy must identify potential changes in the organisation’s circumstances and priorities. External and internal factors that may change the organisation’s circumstances and priorities in terms of diversity should be identified.3e     The learning strategies must permit and promote responsiveness of the organisation to the changes outlined in 3d. The detail of the learning strategy must be sufficiently flexible to accommodate and respond to the changes identified in 3d. Examples would include learning activities being initiated by context and conditions rather than by timetable.3f      The strategy must include procedures for liaising with stakeholders such as such as diversity organisations, cohort organisations, educators, and learners to gain their feedback on the effectiveness of the learning strategies and learning resources in achieving the organisational diversity learning targets. Stakeholder organisations may include Diversity Council Australia, Aboriginal Affairs, National Disability Services, NSW Council for Intellectual Disability, Federation of Ethnic Communities’ Councils of Australia. 3a     The strategy must include a procedure for monitoring and incorporating national policy issues and system changes. The procedure must include regular scanning and analysis of the external environment for changes that have the potential to affect the manner or success of organisational diversity learning. 3b    Assuming your strategy meets all the requirements, have the Chief Human Resources Officer (your assessor) sign off (endorse) the plan. The recommendations and plan must be logically based on the information provided in 2d – 2i. They should address methodology, technology, resources, people, targets, timeframes, and potential benefits to be gained from the changes. Assessment Task 4: Implementation and ReviewYour plan has been endorsed and you now must implement the organisational diversity learning strategy. This will require the cooperation of your chosen organisation. This requires the following to be implemented in a work environment.4a     Implement the organisational diversity learning strategy as planned and endorsed. In particular, ensure the learning strategy supports valuing and leveraging diversity and is appropriate to organisational and regulatory requirements. 4b    Source diversity learning resources suitable for the desired learning outcomes and compliant with international, national, industry, workplace and regulatory requirements. For example, if the learning outcome relates to the target cohort (eg LGBTI), the resources should be from an organisation known to represent the interests of that community (eg ACON).4c     Validate the organisational assessment tools and methods to ensure they are consistent with the learning and wider operational needs.This assessment task also requires you to review and report on the learning strategy. After a period of time (between 3 and 6 months) agreed to by your Chief Human Resources Officer (your assessor) you are to report on the following. Your report is to be presented to the Chief Human Resources Officer (your assessor).4d    Feedback from the stakeholders such as diversity organisations, cohort organisations, educators, and learners, on the effectiveness of the learning strategies and learning resources in achieving the organisational diversity learning targets.4e     Feedback from internal relevant stakeholders summarising the contribution of the learning strategy to the achievement of the organisation’s diversity-related strategic goals and how that was measured. 4f      Recommendations for updating policies and procedures outlining which require amendment, the nature of the changes, and why. The “why” should reflect the feedback gained through 4d and 4e.4a     An evaluation of the entire implementation process, identifying successful aspects and aspects that require improvement. The evaluation should describe the following.                          i.           The extent to which the original goals were achieved, the proportion of targeted participants who engaged in the strategy and how well the targeted organisational activities supported the learning (refer to 3b)                         ii.           Whether the needs of the learners and instructors were met (refer to 3c). 4b    Commentary on the performance of resources used. The commentary should include feedback from the users, cost-benefit (if applicable), re-usability, and other factors that would influence a decision to continue with the same resources or seek alternatives.4c     Commentary on the performance of people supporting the learning strategy. The commentary should include feedback from persons involved in the learning and consider the intended role of each support person, the extent to which they were able to carry out that role, whether others may have been more suitable or better positioned in the organisation, and any other factors that would influence a decision to continue with the same people, provide intervention, or seek alternatives.4d    A plan for improving the diversity organisational learning strategy on the assumption it will be continued.4e     The plan (4j) is to be presented to the Chief Human Resources Officer (your assessor) as a document as well as an oral summary at a mutually agreed time and place (can be via electronic communication such as Skype). 

Topic 7 Knc 6-9 6.What are some key strategic considerations

Question Topic 7 Knc 6-9      6.What are some key strategic considerations to include for certain locations?             a. Access to customers b. Access to innovation c. Flexibility d. All of the above e. None of the above     7.If the situation requires it then you need to have enough ________ to reverse an outsourcing and/or location change decision.            a. Guts b. Glory c. Game d. Giggles e. Green      8.When considering implementation in Stage 4 of the of the outsourcing/offshoring process, what issues should you consider?            a. How to communicate expectations and monitor performance? b. What level of intensity should the relationship be? c. How will continuous improvement be driven? d. Who will be on the team? e. All of the above f. Only A, B,

Is the Rome actually needed to complete the Market Entry

Question Is the Rome actually needed to complete the Market Entry Strategy?

ALL WOPRK MUST BE ORIGINAL. NO PLAIGIARISM. WORK REQUIRES IN TEXT CITATIONS

ALL WOPRK MUST BE ORIGINAL. NO PLAIGIARISM. WORK REQUIRES IN TEXT CITATIONS AND REFERENCES FROM SCHOLARLY SOURCES.● Think of a possible change initiative in your selected organization. This could be the one you identified in Unit 3. Briefly describe the initiative. ● Identify the possible stakeholders – those people or organizations that would positively or negatively affect a successful outcome. ● Identify two key stakeholders who would be supportive of the initiative and two who would resist it. ● Provide recommendations for actions to take that would mitigate or change the position of the resisting stakeholders.

The strategic plan of an organisation:

Question The strategic plan of an organisation:

Discuss a concrete example that demonstrates the relationship between objectives

Question Discuss a concrete example that demonstrates the relationship between objectives and goals.

Discuss the importance of employees knowing the strategic plan of

Question Discuss the importance of employees knowing the strategic plan of their place of work.

ALL WORK MUST BE ORIGINAL. NO PLAIGIARISM. WORK REQUIRES IN TEXT CITATIONS

ALL WORK MUST BE ORIGINAL. NO PLAIGIARISM. WORK REQUIRES IN TEXT CITATIONS AND REFERENCES FROM SCHOLARLY SOURCES.

How the business lifecycle affects projects as well as how

Question How the business lifecycle affects projects as well as how the PMO fits into the organizational structure..- Define business strategy, marketing, voice-of-the-customer, finance and accounting, operations, and human resource management?- Explore business lifecycles and their impact on project management?- Explain the role of PMO in your organization or one that you are familiar with?

Involvement in the budgeting process should:

Question Involvement in the budgeting process should:

HRM metrics and measurements can be powerful in showing areas where healthcare

HRM metrics and measurements can be powerful in showing areas where healthcare organizations can improve and better meet the needs of the organization, employees, and patients or customers. HRM metrics can also help provide meaningful data to help make better decisions and changes.In a minimum of 200 words, post to the Discussion Area your responses to the following:Provide reasons and evidence in support of your responses.To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.Your initial posting should be addressed at 300-500 words. Submit your document to this Discussion Area by the due date assigned. Be sure to cite your sources using APA format.Respond to your peers throughout the week. Justify your answers with examples, research, and reasoning. Follow up posts need to be submitted by the end of the week.Use the following rubric as a guide to complete your discussion responses.

Which of the following statements is false?

Question  Which of the following statements is false?

Which of the following is a purpose or advantage of

Question Which of the following is a purpose or advantage of the master budget process?

The post Which of the following statements is true? The master budget appeared first on Smashing Essays.

 
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