Unit 16 Assignment 1 P1

One of the assignment I chose for math was a test. I chose this assignment because one of the hardest test †hey I have ever done. Even though received a C I am still proud of it because for me it was a challenge. The assignment was about “Linear Equations, Getting m & b and Scatter Plots. The problems that are in the test is for number seven which is about how the given data represents a linear function and to complete the table of solutions and write equation. That is part of the test questions that I had for this test which at first did not know what to at first so it came back to my head and got the answer correct. The point of this assignment was to get it done at the time it was giving in which I did not completed. Even though

III. Mass Transportation- Encourage usage of mass transportation to improve air quality and traffic congestion.

When setting up a new website or business online, one of the most important steps in the process is the creation of a domain name. A domain name is the name that those on the Internet will use to find your website. It is contained in the URL for that particular page. It is a quick means to give users a glimpse into your site. The name you choose might be the name of your company or the services that you provide. It may include your location or any other information you wish to include. No matter what information you include, when a user encounters your domain name they should be able to tell who you are or what service you offer.

Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

By extension, intellectual assets and the organizational system that attract, develop and retain them are emerging as significant elements in the strategic decision making. This evolution in the role of human resources (HR) follows directly from the demand of rapidly changing product markets and the corresponding decline of command and control organizational structures. A skilled and motivated workforce providing the speed and flexibility required by new market imperatives has increased the strategic importance of human resources management (HRM) issues at a time when traditional sources of competitive advantage ( quality, technology, economics of scale etc. ) have become easier to imitate. In effect, while the markets for other sources of competitive advantage become more efficient, surrounding the development of a (High Performance Work) force. Remains a significant unrealized opportunity for many organizations.

The external factors include government sector, natural sector, economic conditions, technology sector, and financial resources. All of these factors will play a role in how the organization plans and operates and executes their

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

Companies in the beginning or growth phases can benefit from identifying training needs for existing staff. It's much less expensive than the cost to hire additional staff or more qualified candidates. In addition, it's a strategy that also can reduce turnover and improve employee retention.

This paper reviews and explains why organisations are increasingly taking a more strategic approach to managing their human resources function and integrating this function with the corporate strategy development of the organisation. The paper is divided into three key parts:

A Definite Link Between an Organisation 's Business Strategy and Human Resources Strategy is Essential for Business Success

Human resources strategy as well as other strategy of business components will need to be able to follow after some kind of business strategy. If the business is to be successful, or "Strategic", human resources professionals will have to be the ones that must recognize the business of their organization and also communicate the language of both the finance and business finance. Whenever this is done right, human resources professionals will have the knowledge to establish a strategy together and then make arrangements consistent with business needs. Moreover, some of strategy is the capability to acquire "buy in" from key shareholders. HR method can comprise of a lot of various elements that have something to do with human capital. Traditionally, a lot of these could be things such as benefits, recruiting, compensation, and risk management of individuals concerns, total rewards, employment law, and more. If all of these concerns come close to the human capital, it would be suitable for human resources management to assist in putting together a strategy. In addition to the old-style places of human resources, other things can be included such as that was not generally thought to fall within human resources. For instance, if the sales individuals in a company are not creating, Human Resources can turn out to be a highly

Human Resource planning is a process of identifying current and future human resources needs for an organization to achieve its goals and strategic objective. It involves, but not limited to forecasting an organization's future demand and supply for different types of employees directly linked to its business needs. Implementation of gap analysis between future HR supply and future demand is taking place first. Strategies are then developed in order to minimize the gaps and may involve recruitment, internal staffing, development and training, and activities relating to rightsizing. Forecasting future needs implies proper understanding of the future

Strategic planning helps a company to predict and manage their future needs based on their trends in business while human resource planning helps a business implement their recruiting methods based on the needs of a department in the business and the needs of the consumers. Each of these things go hand in hand with one another and they help make the overall company more successful and reliable in the eye of not only its employees but the people who choose to buy or use them in any way. This paper is going to further examine the different roles of the human resource development as well as the strategic growth of the overall company based on its staffing process and all other activities associated within the business.

It is critical for human resources management to be a strategic partner at all times in the business environment. The leaders of management are required to make sound and competent decisions that will have a positive impact on their organization. Some reasons why human resource departments choose to be strategic may be partly due to profit, perceptions, funding resources and the overall values of the company. First, “the concept of profitability is the primary driving force behind strategic management” (Mayhew, 2015).

Human Resources is an important department with in many larger companies and one that is greatly needed for such functions as; hiring, firing, insurance, and public relations. While in the past Human Resources has been able to operate with little friction from any outside influences, it would seem over the years some new challenges for this department have complicated their fairly standard sets of operations. These challenges while difficult to deal with are may not be enough to break down the functioning capacity of human resource departments, but challenges that are being faced by Human Resources because of technology, economic relations, and job descriptions are changing at a much more rapid pace than they once did. These ever changing