Author: admin

 

This article review assignment should contain an explanation of the article and an analysis and evaluation of its strengths and weaknesses.

 

A
Job Seekers Are Frustrated With
Automated Recruiting
Automation is putting off job applicants
By Aliah D. Wright
Aug 25, 2017
new report reveals that 82 percent of job seekers are frustrated with an overly automated recruiting experience.
That’s especially true for candidates who apply for jobs online and never hear back from potential employers about
the status of their applications.
Randstad US, one of the largest national staffing and HR service organizations based in Atlanta, released the report in
August. About 1,200 respondents from the U.S. were surveyed. While most candidates found value in technology, they said
they are frustrated when it supplants the human aspect of the recruiting process.
The report also found:
◾ 95 percent said technology should be used to assist the recruiting experience, not replace it.
◾ 87 percent said technology has made looking for a job more impersonal.
◾ 82 percent said the ideal interaction with a company is one where innovative technologies are used behind the
scenes and come second to personal, human interaction.
“The findings reinforce what we’ve believed for quite some time, that successful talent acquisition lies at the intersection of
technology and human touch,” said Randstad North America CEO Linda Galipeau, who is based in Atlanta. “If done correctly,
the right combination of personal interaction with the power of today’s intelligent machines can create an experience that is
inherently more human.”
Job Seekers Are Frustrated With Automated Recruiting Page 1 of 3
https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/candidates-soured-too… 9/17/2017Artificial intelligence (AI) programs may help

improve the candidate experience (www.shrm.org/resourcesandtools/hrtopics/talent-acquisition/pages/recruiting-trends-2017-technology-change.aspx), said

William Tincup, SHRM-SCP, an expert
on recruiting technology and president of recruitment media company RecruitingDaily.
For example, “recruiters are horrible at letting candidates know where they are in the recruiting process,” he said. “AI will
make it so that feedback is consistently given.”
Too much technology with too few recruiters has hurt the process, said Dave Marko, managing director, On-Demand
Analytics Solutions and Information Management for Acumen Solutions in Washington, D.C. Increasing automation without
increasing staff creates an imbalance “that forces people to be less personable.”
Every touch point that an organization has with candidates is significant, he said. “The goal is to increase candidates. But with
all the technology, there’s not enough [recruiters] to make that human connection.”
Recruiters need to be better at blending new technologies with a human touch, experts say. Traditional recruiting methods
can make a difference. (/resourcesandtools/hr-topics/talent-acquisition/pages/high-tech-tools-high-touch-recruiting.aspx)
“I think certainly being highly responsive” helps, said Pete Lamson, CEO of JazzHR, a recruiting software company based in
Massachusetts and Pennsylvania. “Respond back. It reflects back on the employer’s brand.”
[SHRM members-only toolkit: Recruiting Internally and Externally (www.shrm.org/ResourcesAndTools/tools-

andsamples/toolkits/Pages/recruitinginternallyandexternally.aspx)]
Reputation Matters
Job Seekers Are Frustrated With Automated Recruiting Page 2 of 3
https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/candidates-soured-too… 9/17/2017Contact Us (www.shrm.org/about-shrm/Pages/Contact-

Us.aspx) | 800.283.SHRM (7476)
© 2017 SHRM. All Rights Reserved
SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its

content
for a particular purpose.
Disclaimer (www.shrm.org/about-shrm/Pages/Terms-of-Use.aspx#Disclaimer)
“Employers today and in the future will be judged by the experience they create for prospective new hires,” said Galipeau.
“Job candidates are empowered to provide instant feedback on employers, rating a company’s candidate experience just as
they would rate a movie. In a tightening labor market, companies cannot afford to lose potential talent due to a poor hiring
experience. And in a technology-driven world of talent, it’s not only about how a company markets itself but what others say
about the company that has a positive impact on employer branding.”
Jerome Ternynck, founder and CEO of San Francisco-based recruiting firm SmartRecruiters, called for recruiters to bring
back more one-one-one interaction with candidates. The emergence of the applicant tracking system (ATS) has “turned what
is essentially a social activity of meeting people into an automated activity,” he said. “Recruitment is social, and we have to
make it social again”—even if it’s just making sure recruiters add personal notes to their communications with candidates or
that a company has a portal so applicants can see and track the status of their applications. Better technology might facilitate
better relationships.
“You cannot provide a good candidate experience with a bad ATS,” he said. Legacy ATSs were designed 20 years ago to
turn paper applications into online web forms. “They were never designed for interaction. Start with a great candidate
experience and make candidates feel welcome.”
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including
compliance updates, sample policies, HR expert advice, education discounts, a growing online member community
and much more. Join/Renew Now (www.shrm.orghttps://membership.shrm.org/?
PRODUCT_DISCOUNT_ID=MART) and let SHRM help you work smarter.
Job Seekers Are Frustrated With Automated Recruiting Page 3 of 3
https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/candidates-soured-too… 9/17/2017

 

 

Toxicology
Question 1:
A doctor can send hair samples from a newborn infant to be analyzed in the lab to see if the mother drank alcohol during the pregnancy. This is one test that can be performed to assist in diagnosing fetal alcohol syndrome. Recalling what you know about elimination of toxicants, briefly explain why this test can be used to determine exposure to alcohol.

Your response should be at least 300 words in length.

Question 2:
Identify the factors that can affect the distribution of a toxicant in the body. Explain how manipulation of these factors can increase toxicity.

Your response should be at least 300 words in length.

Question 3:
Identify the three systems of the body in which toxicants can enter, give a brief description of how this may occur, and provide an example of a toxicant that can enter the body through each system.

Your response should be at least 300 words in length.

Question 4:
Explain the processes used by the body to eliminate a toxicant. Provide an example of a situation where one of these processes might be inhibited and how the inability to eliminate the toxicant might impact the individual.

Your response should be at least 300 words in length.

Any in-text citations need to have references, APA format.

Please log into the follow website with username & password to access my ebook for the textbook

find two (2) scholarly resources or websites to reference and cite as references for your paper.

pick 1 of these topics

1. Discuss the social-emotional, cognitive and physical benefits of physical activity.
2. Discuss how you think teachers can help lessen the impact of the potentially harmful effects of teasing directed at those children who are at the extremes of developmental trends (e.g., early or late maturers).
3. Discuss the significance of brain development and the impact of both nature and nurture on human brain development.

For whatever topic you choose, the primary goal is to explore your own thoughts and opinions, use examples from your own life, or examples you have witnessed in your discussions.

use appropriate in-text citations, and reference according to APA guidelines.

It is useful to learn team dynamics as an observer in other situations because there is no bias on your part; you can be neutral in the situational analysis. As part of leadership, it is up to you to have all the information before you make a decision. It can be easier to jump in and evaluate what that team should have done, but you need to hear and see everything possible before making a decision. A leader can learn from others; it should be an ongoing process, as there can be new leadership tactics to learn.
For this paper, you are an observer of a team and its dynamics. Please read the “Arsenic and Old Lace: A Study in Turnaround Management” (document is attached to the files).

Please, write your paper by responding to the following questions:
• Describe the group size, composition, its purpose, and any other information that gives a “feel” for how the group appears (look for verbal and nonverbal cues).
• Analyze the team dynamics:
o Examine common obstacles you observed and the effect those had on communication.
o Compare and contrast the nature of the team members toward each other and toward the leader.
o Assess how effective the team was at communicating.
o Distinguish the effective techniques used by the leader and those that were ineffective.
• Compose an argument in favor of or against Robinson’s plan.

Please write this kind of papers in the format below:
1. Title page
2. Abstract
3. Body
4. Conclusion
5. Reference page

Please write a paper between 1050-1150 words in length.

 

What are health indicators and how are they used? Present your answer in an example format in which you explain what the health indicator is and how it can

be used.

 

 

For “Turning the Tide” assignment, you have been assigned a specific country, and all your report will focus on this country. Each report should be 2-3

pages long and will be related to the topic being covered that week. The Turning the Tide assignment will be on:
You will use the GBD data visualization tools(https://vizhub.healthdata.org/gbd-compare/) to identify temporal trend in DALY (1990 vs 2015) associated

with the aforementioned topics. You will look at the historical trend and explore what might have contributed to the observed trend in DALY associated

with the specific risk factor or disease outlined above. You will compare your country’s DALYs to that of China and discuss the similarity/differences.

China is chosen as a reference country because China has managed to make significant stride over the past few decades in addressing these issues.

Finally, you will come up with set of policy recommendations or changes that you think will contribute to additional improvements and lead to reduction

in DALYs related to these risk factors/diseases in the country you are assigned. Your report (2-3 page) should include:
• Abstract/Summaray – Clearly summarizes the intro, results, and discussion/conclusion in short (≤100 words)
• Introduction- what does your topic mean/ how it is impacting health/ what it means to you? What are the underlying causes?
• Results- Use the data visualization tools outlined in the syllabus (GBD compare, gapminderetc) to describe how the identified risk factor is

impacting the population, how are DALYs affected by the specific risk factor, and how they compare with the neighboring countries/ Distinct trends

observed?
• Discussion/Conclusion-Interpreting the results/ potential reasons behind the distinct trends or how the results compares to China/ neighboring

countries? Is the country doing better or worse? Policy recommendations so your country does better in the future.
• Brief background (what is the main problem under consideration? Why should we care?)
• Results/Discussion (What did you observed? What is your main finding? What does it mean in the larger context?).
• How does your country compare to China or any neighbouring country of your choice?
• What do you think should be done to further reduce the DALY associated with the specific risk factor or the disease?
• Conclusion (What is the punchline?)
• References (5-10)
• Appendix

 

 

How do you account for the failure of the Weimar Republic and the success of Hitler and his Nazi Party in seizing power by 1933?

This is a blog assignment that requires you to share your thoughts with other classmates in a open forum. To complete this assignment, click on the

link to open the Think-Jot-Share Exercise, Elements of Leadership Click for more options
.

Review the handout and jot answers from work applications 1-5. Then click on the “lecture notes: T-J-S Elements of Leadership link to review the

assignment instructions and participate in the blog.
HANDOUT 1.1 – Elements of Leadership

THINK – JOT – SHARE

Leadership is the influencing process of leaders and followers to achieve organizational objectives through change. There are five key elements of

the definition of leadership, which are discussed below.

Leader–Followers

Good followers perform leadership roles when needed. And followers influence leaders. Thus, in our definition of leadership, the influencing process

is between leaders and followers, not just a leader influencing followers. Knowing how to lead and developing leadership skills will make you a

better leader and follower.

Leadership is part of a manager’s job. However, there are managers who are not effective leaders. There are also non-managers who have great

influence on managers and peers. Therefore, in this book we do not use the terms manager and leader interchangeably. The term manager means a person

who has a formal title and authority. The term leader means a person who may be either a manager or a non-manager. A leader always has the ability

to influence others; a manager may not. Thus, a leader is not necessarily a person who holds some formal position such as a manager.

A follower is a person who is being influenced by a leader. A follower can be a manager or a non-manager. Good followers are not “yes people” who

simply follow the leader without giving input that influences the leader. In short, effective leaders influence followers, and their followers

influence them. The qualities needed for effective leadership are the same as those needed to be an effective follower.

WORK APPLICATION 1

Recall a present or past job. Were you both a leader and a follower? Explain.

Influence

Influencing is the process of a leader communicating ideas, gaining acceptance of them, and motivating followers to support and implement the ideas

through change.

Leaders and followers often change roles throughout the influencing process.

WORK APPLICATION 2

Briefly explain the influencing relationship between the leader and followers where you work(ed).

Organizational Objectives

Effective leaders influence followers to think not only of their own interests but also of the interest of the organization through a shared vision.

Leadership occurs when followers are influenced to do what is ethical and beneficial for the organization and themselves.

WORK APPLICATION 3

State one or more objectives from an organization where you work(ed).

Change

Influencing and setting objectives is about change. Organizations need to continually change, in adapting to the rapidly changing global

environment.

Leadership involves influencing followers to bring about change toward a desired future for the organization.

To be an effective leader and follower you must be open to change. The people who advance in organizations are those who are willing to take a risk

and try new things.

WORK APPLICATION 4
Are the managers where you work(ed) effective at influencing the followers to bring about change? Explain.

People

Effective leaders and followers enjoy working with people and helping them succeed.

Research, experience, and common sense all point to a direct relationship between a company’s financial success and its commitment to leadership

practices that treat people as assets.

WORK APPLICATION 5

Do managers where you work(ed) treat their employees as valuable assets? Explain.

Chapter 1

Understanding Leadership

Chapter Summary

Leadership Explained

Trait Approach
Behavior Approach
Situational Approach
Relational Approach
“New Leadership” Approach
Emerging Leadership Approaches

Global Leadership Attributes

American Perspective
The GLOBE Studies

Practicing Leadership
Demand for Leadership
Effective Leadership

Leadership Snapshot

IndraNooyi, CEO, PepsiCo

Case Study: King of the Hill

Chapter 1

Understanding Leadership

Chapter objectives

Review the evolution of leadership.
Examine the different perspectives on leadership.
Understand the impact of culture on leader effectiveness.

Lecture Notes

Whichdimension of leadership seems closest to how you think of leadership?
How would you define leadership?

Defining Leadership
The evolution of leadership
Leadership has been the topic of extensive literature for centuries.
Studies of leadership have emerged from every discipline.
As a result, there are many approaches to leadership.
Leadership is a trait.
Early trait theories were called “Great Man” theories.
Identification of “The Big 5” personality factors
Definition: A trait is a distinguishing quality of an individual, which is often inherited. Thus the view that, “leaders are born, not

made.”
Most important is that leaders have the traits that a particular situation demands.
Effective leadership is a result of utilizing the right traits at the right time.
Leadership is ability.
Definition: Ability refers to a natural capacity, but can be acquired.
Example: Athletic ability can be both innate and learned through exercise and practice.
Individual’s abilities create outstanding leadership.
UCLA Coach John Wooden’s four principles: explanation, demonstration, imitation, and repetition.
Leadership is a skill.
Definition: Skill is a competency developed to accomplish a task effectively.
Example: Fund-raising
People can learn or develop competencies.
Leadership is a behavior.
Research began in 1930s at OhioStateUniversity and University of Michigan on how leaders act in small groups.
Definition: Behavior is what leaders do when in a leadership role; observable actions.
Task behaviors get the job done.
Process behaviors help people feel comfortable with other group members and feel included.
Challenge for leaders is to combine the two behaviors to achieve desired outcomes.
Leadership is situational.
Premise is that different situations demand different kinds of leadership.
Serious research began in 1960s with Hersey, Blanchard and Reddin.
Path goal theory and contingency theory are outgrowths of this early research.
Leadership is a relationship.
Research began in the 1990s.
Research evolved into Leader-Member Exchange Theory, which predicts that high quality relations generate more positive leader outcomes

than lower-quality relations.
Leadership is not one-way, but interactive.
Leadership is not restricted to the formally designated leader in a group.
Ethical overtone; working together for a common good.
Leadership is transformational.
Research began in the mid 1980s.
Leadership can change people and organizations.
Charismatic leadership.
Leadership is multi-dimensional.
Authentic leadership
Spiritual leadership
Servant leadership
Gendered leadership
Cultural and global leadership
Leadership is an influence process.
Definition: Leadership is a process whereby an individual influences a group of individuals to achieve a common goal.
Not a trait or ability but interactive event.
Stresses common goals.
Leadership and management overlap at times.
Managers are people who do things right, whereas leaders are people who do the right thing.

Global Leadership Attributes
Are there global leadership attributes?
The leadership concepts in this book are from an American perspective.
The GLOBE studies (2004)
Surveyed 17,000 people in 62 countries
Identified 22 positive leader attributes, 8 negative leader attributes.

Practicing Leadership
Strong demand for effective leadership today.
Effective leadership is intended influence that creates change for the greater good.
Challenge is for each of us to be prepared to lead when we are asked to.

Leadership Snapshot
IndraNooyi, CEO, PepsiCo
One of top female executives in the US.
Masters in Management from Yale
Chief dealmaker for PepsiCo during Tropicana and Quaker Oats acquisitions.
Invested in R&D to create healthy alternatives to traditional snack products.

Case Study

Assignment Steps
Select two subjects from the following list of topics and write a 1,050-word analysis:
Active monetary and fiscal policy
Increased government spending to fight recessions
Reducing federal government’s discretionary powers
Zero-inflation target
Balanced government budget
Tax incentives for saving
Evaluate both the advocates’ position and the critics’ position.
Determine which position you support and defend your position.
Cite a minimum of three peer-reviewed sources not including your textbook.
Format consistent with APA guidelines.

Write an argumentative essay that needs to be written from the writers point of view, who agrees and disagrees with more gun control laws in the wake of mass shootings. Please take into consideration laws that have either tried to be put in place or have been for gun control as well as ideas from the side of say the NRA who oppose more gun control laws.