The Obomsawin Is A Canadian Film Maker Who Is Well Known...

Alanis Obomsawin is a Canadian film maker who is well known for directing numerous documentaries on the plights of the Indigenous people. Alanis Obomsawin was born August 31, 1932 outside of Lebanon in New Hampshire but raised in Quebec. Obomsawin is a member of the Abenaki Nation but left there when she was just a baby â€Å"returned with her family to the Odanak reserve near Sorel, Quà ©bec, at the age of six months. Her father was a guide and a medicine maker, and her mother ran a boarding house.† (historica) Alanis lived happily on the reserve â€Å"She recalls those times as beautiful because of the colors of the brilliant ash wood splints used in making baskets, the smell of the sweet grass in everyone s homes, and the fond memories of beloved relatives.† (collections) until the age of 9 when her parents decided it was time to move and packed the family up and moved to Trois-Rivià ¨res, located only 48 kilometres from their Reserve. According to the articles thi s was a difficult move for Obomsawin and adjusting to being the only native child was to be a struggle. As Alioff and Levine are quoted in the Celebrating Women s Achievements â€Å"as she was the only Native child at school and was not fluent in French or English. As well, she experienced prejudice and racism on a daily basis and was regularly beaten up by her schoolmates. In history classes she was forced to listen to teachings about martyred priests being tortured to death by Indians.† (collections) Obomsawin struggled

Dream Job Functional Consultant - Free Essay Example

Sample details Pages: 3 Words: 938 Downloads: 8 Date added: 2019/02/20 Category Career Essay Level High school Tags: My Dream Job Essay Did you like this example? IBM India Private Limited gives equipment, programming, IT benefits, and counseling. It offers programming items that incorporate business investigation, undertaking content administration, data the executives, lotus, programming the executives, benefit the executives, frameworks programming, and capacity programming; and WebSphere, a joining and streamlining programming. The organization likewise gives frameworks and servers, for example, control frameworks, centralized computers, edge focuses, UNIX servers, and Linux servers; and capacity frameworks that incorporate circle frameworks, tape frameworks, stockpiling territory systems, arrange joined capacity, and different stockpiles. JOB ANALYSIS Job Analysis is a procedure to distinguish and decide in detail the specific occupation obligations and necessities and the general significance of these obligations for a given occupation. Employment Analysis is where decisions are made about information gathered on a vocation. The motivation behind Job Analysis is to set up and report the job relatedness of business strategies, for example, preparing, determination, pay, and execution examination. Don’t waste time! Our writers will create an original "Dream Job: Functional Consultant" essay for you Create order Methods of Job Analysis There are several ways of collecting information for job analysis: Interviews (Unstructured/Structured) Questionnaires (structured, open-ended or both) Diary Method Observation Interviews with incumbents and supervisors uantitative Method- PAQ, DOL Methodology adopted for this job analysis is Interviews, Questionnaire and Quantitative method – DOL-O*NET Questionnaire included the following questions Name Profile Minimum education requirement? Any minimum experience required? Describe a typical day at work. Are the task well defined? Do you supervise others? How you connect to clients? Describe in brief those matters which you must refer to your superior for approval before you take action. What are the technical skills associated with your role? What are the soft skills needed for your role? JOB DESCRIPTION IBMs Purpose is to be fundamental to our customers, to the world and each other and we are sure that together as IBMers we will drive this reason. Joining IBM is tied in with joining a culture of responsiveness, coordinated effort, trust, and the welcome and want to have a voice. Oblige IBM and do Best Work Ever. IBM is perceived best quality level for incorporation, reflected in winning, to name few, the 2018 Catalyst Award for propelling ladies in business, the National Award Best Employer of People with Disabilities and being named one of the top 5 2018 Top Companies for Women Technologists for building a comprehensive working environment. IBM advocate for decency and balance as everybody seems to be, and dependably has been. At IBM Global Business Services (GBS) are a dynamic gathering of Business, Strategy and Technology experts an explicit wellspring of market-driving Industry Consulting, Application and Business process the executives, upheld by the business most advanced result based conveyance demonstrate. All intended to be the Digital Reinvention accomplice for driving customers over the world offering some incentive drove and resource fueled end to end arrangements. With a worldwide impression in more than 170 nations, IBM is engaging customers to expand upon their colossal lega cy in Application Innovation forms and furthermore change them to a Cloud, Cognitive and Social driven world. With abilities crosswise over six areas and 17 enterprises, all significant administration lines and capabilities, IBMs GBS is a promising specialty unit in itself to be a piece of. Through IBMs extraordinary worldwide conveyance arrange; it offers worldwide ability combined with a profound comprehension of neighborhood capacities, markets and societies you could be a piece of and accomplice on some incredible activities with probably the best enterprises on the planet crosswise over geologies. JOB ROLES Collect and analyze business requirements for Oracle financial projects. Write business requirement documents and other functional and technical documentations. Assist in design, development, testing and implementation of Oracle financials projects. Provide suggestions to customize Oracle applications for optimal performance. Resolve technical and operational problems in a timely fashion. Respond to customer queries and concerns promptly. Identify functional gaps and provide corrective actions. Ensure that project deliverables meet customer specifications. Support project team in developing reports, tables, fields, data interfaces and application extensions. Develop testing scenarios and write test scripts. Work with documentation team to develop user guides and training material SKILLS REQUIRED Involvement with execution and additionally take off venture is required Hands on involvement in designing Oracle Financials by getting ready BR.100 record Comprehend business necessities and have the capacity to change over into framework arrangements in money related modules Involvement with structuring RICE Components (Report, Interface, Customization and Extension) Capacity to compose Functional determination reports to configuration RICE segments Candidate will utilize his/her business information, and bundled arrangement aptitude to viably incorporate bundled innovation into the customers business condition so as to accomplish customer expected business results. KSA Learning of Tax and Statutory prerequisites for nation explicit restrictions is an additional preferred standpoint Comprehension of mixes/information stream between different Oracle modules Information of Oracle recommended execution approach and their work items (AIM/OUM) Earlier active involvement with Accounting space information (or) having worked in bookkeeping firms Working knowledge of Interfaces, Customization and Extensions is expected Execution and Roll Out Project Experience (European/APAC nations favored) Strong comprehension of beneath business process territories favored (at least two): O2C (Order to Cash) R2R (Record to Report) A2R (Acquire to Retire) P2P (Procure to Pay) HOW JOB WILL ENHANCE SKILLS One will approach all the specialized and the executives instructional classes to develop once skill. One will gain specifically from master engineers in the field; group drives love to coach. One will have the chance to work in a wide range of regions to distinguish what truly energizes. REFERNCE Glassdoor.co.in www.glassdoor.co.in/job-listing/package-consultant-oracle-erp-financials-ibm- Careers at IBM careers.ibm.com/ShowJob/Id/349603/Package-Solution-Consultant/?lang=zh-hans Wikipedia.org en.wikipedia.org/wiki/IBM_India

Process Costing - 818 Words

EXERCISE 3–1: Process Costing and Job-Order Costing [LO1] Which method of determining product costs, job-order costing or process costing, would be more appropriate in each of the following situations? * a. An Elmer’s glue factory. * b. A textbook publisher such as McGraw-Hill. * c. An Exxon oil refinery. * d. A facility that makes Minute Maid frozen orange juice. * e. A Scott paper mill. * f. A custom home builder. * g. A shop that customizes vans. * h. A manufacturer of specialty chemicals. * i. An auto repair shop. * j. A Firestone tire manufacturing plant. * k. An advertising agency. * l. A law office. EXERCISE 3–2: Job-Order Costing Documents [LO2] Cycle Gear Corporation†¦show more content†¦* a. $80,000 in raw materials were purchased on account. * b. $71,000 in raw materials were requisitioned for use in production. Of this amount, $62,000 was for direct materials and the remainder was for indirect materials. * c. Total labor wages of $112,000 were incurred. Of this amount, $101,000 was for direct labor and the remainder was for indirect labor. * d. Additional manufacturing overhead costs of $175,000 were incurred. Required: Record the above transactions in journal entries. EXERCISE 5–1: Fixed and Variable Cost Behavior Espresso Express operates a number of espresso coffee stands in busy suburban malls. The fixed weekly expense of a coffee stand is $1,200 and the variable cost per cup of coffee served is $0.22. Required: * 1. Fill in the following table with your estimates of total costs and cost per cup of coffee at the indicated levels of activity for a coffee stand. Round off the cost of a cup of coffee to the nearest tenth of a cent. ï‚ · 2. Does the average cost per cup of coffee served increase, decrease, or remain the same as the number of cups of coffee served in a week increases? Explain. EXERCISE 5–3: High-Low Method The Cheyenne Hotel in Big Sky, Montana, has accumulated records of the total electrical costs of the hotel and the number of occupancy-days over the last year. An occupancy-day represents a room rented outShow MoreRelatedJob Order Costing And Process Costing Essay1234 Words   |  5 PagesJob-order costing and process costing are two basic types of accouting systems. Costing systems provide cost data to help managers plan, direct and motivate, control, and make decisions (Garrison). These cost systems differ from entity to entity but most are based on one of the two. The costing systems can be seen and are explained in more depth in the following companies which each have different ways in which they produce products. Biolea is a family-owned/operated company specializing in theRead MoreProcess Costing1436 Words   |  6 PagesPAPER On Process Costing Submitted in fulfillment of the requirements for the 3rd SEM MBA Management Accounting and Control Systems Submitted to: Submitted by: Prof. G V M Sharma Vandana Rajput Dept. of MBA 1PB11MBA60 INTRODUCTION: Process costing is a form of operations costing which is used where standardized homogeneous goods are produced. This costing method is usedRead MoreProcess Costing1282 Words   |  6 PagesI. Discuss Process Costing, clearly bringing out its advantages and disadvantages. DEFINITION Costs are accumulated in costing systems. According to Glautier and Underdown (2001), the development of costing systems reflects the manner in which accounting methods have been adapted to the needs of different forms of activity and technology, and also to the appearance of advanced manufacturing techniques that have been a feature of recent years. Cost accounting systems allow full product costs toRead MoreProcess Costing1831 Words   |  8 PagesProcess Costing Vs. Job Order Costing Manufacturers use different types of costing systems to allocate production costs to their products and services. Two types of common product costing systems are process costing and job-order costing. While each system applies the same production costs to products, there are distinct variances in the application method. Process Costing o Process costing applies production costs to products based on the process they go through in the manufacturing process.Read MoreProcess Costing820 Words   |  4 PagesProcess costing Process costing is a system which mostly practices by a company whereby the manager of the company wants to know the cash flow from one department to another. Process costing give a clarify information to managers, therefore this activities is very important. Process costing is consisting of three ingredients which are direct materials, direct labor and manufacturing overhead. Direct material is the raw material which needs to produce a product, for example rubber for shoes,Read MoreCars And Process Costing System928 Words   |  4 PagesPart 1: Vans and Process Costing System In manufacture, determining unit production cost plays an important role. Through a managerial cost system, managers use cost data to plan, control, and make decisions with the goal to gain the highest profit. Managerial cost system includes two common methods: process costing and job order costing. Job order cost is used to cost specific products or group of products whereas process costing is used for the mass production of similar products. Vans, a manufacturerRead MoreThe Costing Method Is An Accounting Process1134 Words   |  5 PagesA1. Costing Method Costing Method is an accounting process that assesses itemized input costs of production and fixed costs to determine overall costs of production. (Kucera, n.d.) Competition Bikes is performing this analysis so management can determine the optimum sales units to breakeven from its San Diego plant based on the current sales mix of 9 Titanium bicycles for every 5 CarbonLite bicycles produced. Traditional costing is an easily implemented costing method that aligns with generallyRead MoreJob Order and Process Costing Systems - Quiz Essay1908 Words   |  8 Pages  1. | Question : | (TCO F) Assume there is no beginning work in process inventory and the ending work in process inventory is 100% complete with respect to materials costs. The number of equivalent units with respect to materials costs under the weighted-average method is: | |    | Student Answer: | x | the same as the number of units put into production. |    | | | less than the number of units put into production. |    | | | the same as the number of units completed. |    | | |Read MoreAc552 W3 Lecture Process Costing Quiz706 Words   |  3 PagesTop That manufactures baseball-style hats. Material is introduced at the beginning of the process in the Cutting Department. Conversion costs are incurred (and allocated) uniformly throughout the process. As the cutting of material is completed, the pieces are immediately transferred to the Sewing Department. Data for the Cutting Department for the month of February 2005 follow: Work in process, January 31-- 50,000 units 100% complete for direct materials, 40% completed for conversionRead MoreIntroduction. Muddled Is An Acfi2003 Student And As Many1398 Words   |  6 Pagesthe course including a fundamental principle, the differences in the costing systems and cost management systems. The purpose of this essay is help Muddled understand the fundamental costing principle that management systems should reflect the fact that different costs are relevant for different purposes, and how this principle affects the way that job costing and process costing systems are designed. Along the way several costing concepts will be explained and laid out for Muddled to understand in

Organizational and Managerial Functions †MyAssignmenthelp.com

Question: Discuss about the Organizational and Managerial Functions. Answer: Introduction Human resource management is a concept that has emerged in the past few decades in the business world and has become one of the most important managerial functions. Management of human resources is aimed at maximising the performance of individuals by establishing better relations between employers and employees and by improving the work conditions for the employees Invalid source specified.. To achieve its objectives, human resource management uses a number of core and non-core functions, such as recruitment and selection, performance management, career development, training and development, motivation, retention and attraction, etc. With the rapid increase in market competition, the reliability of business organisations on human resources, in order to achieve market competencies, has increased even further. Where all other resources and processes can be replicated over a period of time, human resources cannot be replicated and a talented pool of employees is always a plus point for any business. Thus, human resource management is considered to be important from a business point of view and also because of its ability to add value for the stakeholders Invalid source specified.. In this report, we will discuss the way in which human resource management can create a sustainable value for the stakeholders. Human resource management in creating a long term value for stakeholders The recent developments in the field of human resource management has changed the way in which most business organisations perceive it. Most of the business organisations have shifted their focus from human resource management to strategic human resource management, which further aims at aligning the human resource management practices of a company with its organisational strategies in order to become more efficient and productive. To understand the way in which human resource management systems can help in creating a long term value for the stakeholders, it is important to identify the stakeholders involved. The most important stakeholders involved in the process are employees, employers, investors and the customers. Human resource management systems can definitely prove to be beneficial for all stakeholders and can also help in creating a long term value for them in the following ways: First of all, for the employees, human resource management systems can add value because of their ability to shift the focus of an organisation towards the training and development of its employees. Human resource management systems aim at increasing the skills, knowledge and competencies of the employees as it helps business organisations in becoming more competitive and in outperforming their competitors Invalid source specified.. Training and development programs add value for the employees because of their ability to help the employees in developing their careers and achieving higher positions in the organisational hierarchy. Further, human resource management systems also aim at improving the work conditions for the employees and to keep them motivated, which depicts the importance that an organisation attaches to its employees. Secondly, for the employers, human resource management systems are of a great importance because they add maximum value for them in the long run. Effective human resource management systems can help employers in maintaining strong and peaceful relations with the employees, which can help in optimising the overall performance of an organisation. Human resource management systems also aim at implementing strategies that can help the employers in retaining their skilled workforce and attracting fresh talent in the market. Implementing strategies to attract, retain and motivate the employees can help the employers in establishing a strong image in the market as an employer Invalid source specified., which is beneficial because the fresh talent in the market is always eager to work with such organisations Invalid source specified.. Further, human resource management systems can also add value for the employers by introducing performance management systems in the organisation. Performance management systems are aimed at setting up performance goals, measuring the performance, performance appraisals and identifying the gap in performance levels of individuals, teams and of the organisation on the whole. Performance management systems can foster a performance oriented environment in the workplace, which can ultimately help an organisation in outperforming its competitors. Human resource management systems also aim at dealing with problems that can increase the employee turnover rate in an organisation, which in turn can prove to be a burden on the resources of a company. Using human resource management systems to deal with high labour turnover rates can also help a business organisation in bringing down its attrition rates and reducing its operational costs. Last, but not the least, human resource management systems help business organisations in make their recruitment and selection programs more efficient and cost effective. Having efficient recruitment and selection programs can help employers in identifying the right fit for a right job at the right point of time, which saves the employers from wastage of efforts and money that is spend in carrying out recruitment and selection process over and over again. Thus, human resource management systems add a great deal of long term value for the employers. Fourthly, for the customers, effective human resource management systems can add a lot of value in the long run. A company that uses efficient human resource management practices will always be able to ensure high job satisfaction levels amongst its employees, which keeps the employees motivated to serve their customers in the best possible manner Invalid source specified.. A well-managed workforce will always demonstrate exceptional performance levels and will be able to develop innovative and creative products that will be able to satisfy the demand of the customers in the market. Human resource management systems can help business organisations in establishing a strong market reputation and being associated with such companies is perceived as a thing of high value by the customers. Lastly, for the investors or the shareholders, effective human resource management systems can add value by minimising the operational costs and maximising the share value by increasing the overall profitability of a company. Effective human resource management systems can assist business organisations in designing appropriate compensation and benefit plans for the employees, which do not act as a burden on the resources of a company but are also able to keep the employees motivated and engaged in their jobs Invalid source specified.. An engaged and motivated workforce can be really helpful in serving the customers in a better way and developing products and services that are better than those of the competitors. Thus, the overall profitability of the company is increases, which in turn will result in an increase in the values of the shares held by the investors. Further, effective human resource management systems can help business organisations in becoming more efficient and in pre forming better, which establishes a strong reputation of a company in the market. Stakeholders or the investors attach a high value when they are attached to an organisation that has a strong market reputation. Thus, effective human resource management systems can also add a long term sustainable value for the investors or the stakeholders as well. Conclusion From the above information, it is evident that human resource management systems are not just important for achieving better results but can also be helpful in adding long term sustainable value for all stakeholders that are related with the business of a company. Therefore, business organisations should shift their focus towards strategic management of their human resources in order to outperform their competitors and to ensure high satisfaction levels amongst the stakeholders. References Barrett, M., 2016. Value adds for employers of choice: talent-retention. HR Future 1, 1 January.p. 46. Boxall, P. Purcell, J., 2011. Strategy and Human Resource Management: Third Edition. s.l.:Palgrave Macmillan. Brewster, C., 2017. The integration of human resource management and corporate strategy. In: In Policy and practice in European human resource management. s.l.:s.n., pp. 22-35. Lengnick-Halla, M. L., Lengnick-Hall, C. A., Andrade, L. S. Drake, B., 2009. Strategic human resource management: The evolution of the field. Human Resource Management Review , June, 19(2), pp. 64-85. Meijerink, J. G., Bondarouk, T. Lepak, D. P., 2015. Employees as Active Consumers of HRM: Linking Employees HRM Competences with Their Perceptions of HRM Service Value. Human Resource Management, 9 April.55(2). Rees, G. Smith, P., 2017. Strategic Human Resource Management: An International Perspective. s.l.:Sage. Vermeeren, B. et al., 2014. HRM and its effect on employee, organizational and financial outcomes in health care organizations. Hum Resour Health, 17 June.Volume 12.