State v. Metzger 319 N.W.2d 459 (Neb. 1982) History Douglas E. Metzger was convicted in the municipal court of the city of Lincoln‚ Nebraska‚ of violating statute 9.52.100 of the Lincoln Municipal Code. Metzger appealed to the Nebraska Supreme Court. Facts At about 7:45 a.m. on April 30‚ 1981‚ a man was pulling into a parking space directly in front of Mr. Metzger’s open front apartment window. While doing so he witnessed Mr. Metzger standing in the window completely nude from the thighs
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who do not have sufficient qualifications to undertake CIPD intermediate or advance level qualifications Learners will need to relate these skills and techniques to their own organisations and to the environmental context in which it operates. Recommended Text Book for HRP MARTIN‚ M.‚ WHITING‚ F. and JACKSON‚ T. Human Resource Practice. 5th ed. N.B. ALL learners must join the Chartered Institute of Personnel and Development (CIPD)‚ who will require an initial registration fee and a pro
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CHAPTER 5 Recruitment and selection learning outcomes After reading this chapter you will: ●● ●● ●● ●● ●● understand why it is important to adopt sound recruitment and selection practices be able to identify the constraints and opportunities presented by legislation in this area and be prepared to keep up to date with forthcoming changes appreciate the need for rigorous HR planning and job analysis as a starting point for the whole recruitment and selection process be able to choose appropriate
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3PRM ACTIVITY B What did I do? Before I started the appraisal i had to look at the current personal development plan that was in place. I also went through what targets were in place and checked that the objectives that had been set where smart. I wanted the employee to feel comfortable so I decieded to make this and informal meeting. I wanted to enable the employee to feel at ease and not nervous are anxious. The model that I decided to use was the GROW model which is used often
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CE5205 Transportation Planning Project Briefing I A/Prof. Lee Der-Horng TA: LI Siyu (lisiyu@nus.edu.sg) Department of Civil and Environmental Engineering National University of Singapore 1 NUS Campus Concept Plan 2030 areas: Kent Ridge and UTown New Campus Area • Current NUS has two major campus • Future development include two new campus areas. The purpose of such development is to aggregate all education resources nearby and make the new area a major college park. Major deployment
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Seaport Infrastructure Capacity: A Case Study with the Port of Guangzhou Siyu Li A0082707Aa a 1 Engineering Drive 2‚ E1 08-20‚ National University of Singapore‚ Singapore‚ 117576 Abstract The report is prepared for TP5027 and serves the purpose of understanding basic concepts and evaluation of seaport capacity management. Port of Guangzhou‚ China is selected. The port is among the top 10 container ports of the world and ranked 6th among ports in China in 2013. A simple capacity and throughput
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West Cheshire College C.I.P.D. Certificate in Human Resource Practice Unit: 3MER (HR) Tutor: Sean Banning Student Name: Sian Maudsley Date Submitted: 4th June 2014 I hereby confirm that the work submitted is my own work and that all source materials have been acknowledged. Signature Date 04/06/2014 3MER Describe 4 factors‚ 2 external‚ which impact on the employment relationship. A number of factors impact on the relationship between employees and employers. Below
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The Human Resources Profession Map consists of 10 HR professional areas including (Organization design‚ Organization development‚ Leading and managing the human resources function‚ Strategy‚ Insights and solutions‚ Service delivery and information‚ Resourcing and talent planning “also known as Recruitment and selection”‚ Employee engagement‚ Performance and reward “also known as Compensation and benefits”‚ Employee relations and Learning and talent development ”also known as Training and development”
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TABLE OF CONTENTS Page no 1. Introduction – About mentoring 3 2. Mentoring programmes 3 3. Conclusions and recommendations 5 4. References 5 Introduction "Mentoring is to support and encourage people to manage their own learning in order that they may maximise their potential‚ develop their skills‚ improve their performance and become the person they want to be." Eric Parsloe‚ the Oxford School
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UNIT 2 WEEK 2 CUSTOMER SERVICE HR Meeting user needs “Schneider” Main components – Service level agreement‚ Stakeholder‚ Service quality‚ Service needs. Top down “Culture” unconditional positive regard‚ good service climate – training. What do management do to achieve this – reward‚ incentives Managing customper expectations – exceeding customers expectations Timeliness‚ consistent levels of support. Rewards / pros / cons – debate. Schneider – management should focus on service quality
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