When comparing both subjects it is clear that Subject 2 (Humza) has a larger vital capacity and lower breathing rate than Subject 1 (Mohamed.S). This experiment clarified that many factors can be taken into account and influence vital capacity and breathing rates. Referring back to my hypothesis which states that height and physical activity are large factors‚ Subject 2 being taller required his body to take in more oxygen through his lungs as oxygenated blood coming from the heart needed to travel
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Question: Compare and contrast two methods of delivering tertiary-level education TOPIC TO SENTENCE OUTLINE Topic: Distance learning and face to face learning are two methods of delivering tertiary education. Thesis: Both distance and face to face learning are methods used to provide tertiary education; however they differ in their mode of delivery‚ evaluation and duration. Topic | Sentence Outline | Mode of delivery | While‚ both types of learning are used to deliver tertiary level
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MODERN METHODS OF RECRUITMENT [pic] Presented By: Chhatrapal Surve(160) S.Y.BBA INDEX |SR.NO |DESCRIPTION |PAGE NUMBER | |1) |WHAT IS RECRUITMENT? |3 | |2) |TYPES OF RECRUITMENT |4-10
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Employee Training and Career Development Paper Gretchen Baker HRM 300 August 4‚ 2012 Dr. Tim Lolatte Employee Training and Career Development Paper Training and development programs help increase both employee morale and performance. Offering training programs that are relevant to the job will send a message to your staff that professional development is a priority within the organization. Training employees so they can improve their skill set or learn new technologies will increase their
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financial perspective are the elements of a balanced scorecard that are important. The learning and growth perspective of a balanced scorecard guides employee training and organizational improvement. It contributes to the knowledge that is an important resource in the company due to management guiding the training programs designing employee training according to the needs of the company. The learning and growth perspectives also develop open organizational culture that the workers are provided with information
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Developing Languages Skills in the classroom FPMTFL Master in Teaching English as a Foreign Language Professor: Dr. Names and surnames: Rosilaine Aparecida Asunção Group: FP_TEFL_2013-06 Login: BRFPMTFL151775 January 26th‚ 2014 INDEX Contents Contents 2 Introduction 2 Features of the units 4 Approaches
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Peter Cocks Student Number: D099912345 Assignment 2 14 January 2013 Introduction The Catholic Education Office Melbourne (CEOM) is a leading provider of school education in Melbourne. It represents the sixth-largest education system in Australia‚ operating in the third-largest Catholic diocese in the world. In 2012 about 146‚400 students are enrolled in 329 Catholic schools in the Archdiocese of Melbourne‚ supported by more than 16‚700 teaching and non-teaching staff. The CEOM is the central
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Training and Development In today’s global scenario‚ just to do business is not enough. What is needed today is proactive style of management rather than reactive style. So‚ comes the concept of Competency based training and development in almost every type of organizations. To have this shift‚ the managers‚ the employees and the management together has to work to build a competent employee. Need for competence based Training: In order to use the best out of the employees in the organization‚
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economic forces. The study of individual’s behavior when it comes to supply and demand is an important element to microeconomics. The law of demand says that the quantity demanded increases as the price falls or decreases as the price rises. An individual can have many wants‚ but it is restricted by their ability to pay for the goods. The law of supply says that as the quantity of supply rises as the price rises and falls as the price falls. Macroeconomics studies the economy as a whole. It mainly
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a structured training program. To what extent do you think the training has achieved a Return on Investment? The training program of Tesco was created to develop their workforce. It gives the opportunity to survey and evaluate their process according to their performance. This method brings the occasion to see if the employees make progress. They can also measure their work and improve it‚ in case of fail‚ concerning the objective that they have and want to achieve. Training is beneficial
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