of secondary storage is to store programs and data when they are not being used. 2) secondary storage is used to store data that is not being used 3) The most widely used form of secondary storage is magnetic disks because they are nonvolatile. 4) They are portable‚ inexpensive‚ lightweight‚ nonvolatile‚ and easily accesible. 5) It must be formatted‚ formatting defines the disk surface and erases any pre-existing data. It also scans the disk for any defects. 6) 1‚ the recording density. 2‚ the
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CAN HR THEORY MAKE A DIFFERENCE TO ORGANISATIONAL EFFECTIVENESS? JUNE 2008 Contents Page Introduction 3 HR Theory in Context 1.1 An Evolutionary Overview 4 1.2 Contemporary HRM 6 1.3 HR Policies
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McDonald’s USA Nutrition Facts for Popular Menu Items We provide a nutrition analysis of our menu items to help you balance your McDonald’s meal with other foods you eat. Our goal is to provide you with the information you need to make sensible decisions about balance‚ variety and moderation in your diet. Carbohydrates (g) Calories from Fat Saturated Fat (g) Cholesterol (mg) Dietary Fiber (g) % Daily Value** % Daily Value** % Daily Value** % Daily Value** % Daily Value**
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Lecture Notes 1 Data Modeling ADBMS Lecture Notes 1: Prepared by Engr. Cherryl D. Cordova‚ MSIT 1 • Database: A collection of related data. • Data: Known facts that can be recorded and have an implicit meaning. – An integrated collection of more-or-less permanent data. • Mini-world: Some part of the real world about which data is stored in a database. For example‚ student grades and transcripts at a university. • Database Management System (DBMS): A software package/ system to facilitate
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Ajeet Singh H.N.-100/4‚Hans Enclave‚ Near Rajiv Chowk‚ Gurgaon. Mobile No.: 08527814196‚ 09549053795 jeetuhr@yahoo.com‚ jeetyadav86@gmail.com PROFESSIONAL SNAPSHOT An astute professional having over 4.9 year’s experiences in HR‚ Personnel Management‚ Administration etc. and handling a gamut of Human Resource Development functions. Hands on experience of manpower management‚ recruitment involving resume generation‚ screening‚ short-listing with appropriate compensation. Proficient at
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BTEC L3 DIPLOMA /EXT . DIP.- BUSINESS 2- RECRUITEMENT AND SELECTION IN BUSINESSES 1- PLANNING & RECRUITEMENT PREPARED BY : RAED FADEL BANNA DATE: 15/11/2014 Human resources management introduction Human resources management seemed to be like the heart of the human body ‚ it manages 75% of the company ’s duties ‚ as well as the difficulties that face this department made it the strongest department of a company‚HUMAN RESOURCES
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Studying in UK By Group 6 Kingsley Ibeji 1101620 COURSE TITLE: Communication in Business April 6‚ 2011 Table of Content 1.0 Executive summary…………………………………………………………2 2.0 Introduction…………………………………………………………………..3 3.0 Findings……………………………………………………………………...4. 3.1 Expectation role from teacher/ student ………………………………….5 3.2 Ethical challenges/ policies………………………………………………..5 3.3 Method of assessment as it defer…………………………………………6 3.4 Ability to
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Integrating Practices for Future Business Sustainability 1. ORGANISATIONAL HEALTH- ANALYSIS TO SOLUTIONS 2. ORGANISATIONAL HEALTH- ANALYSIS TO SOLUTIONS 3. FUTURE SHR PRACTICES & THE CHANGING ROLE OF HR 4. FUTURE SHR PRACTICES & THE CHANGING ROLE OF HR FRAMEWORK ON SHRM HR Perspective -Human Resource Mgt- the policies‚ practices‚ systems that influence employee’s behaviour‚ attitudes and performance which need to be linked to organisational strategy and goals. -Strategic Human
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HR Metrics for Employee Engagement Submitted by: Abhishek Bansal (A003) Pranav Kamath (A012) Aanchal Maria (A018) Kritika Thakur (A029) Contents INTRODUCTION ...................................................................... 3 EMPLOYEE ENGAGEMENT ...................................................... 4 HR METRIC ............................................................................ 5 HR METRICS & EMPLOYEE ENGAGEMENT .............................. 6 Annexure ......
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Impact of Accountability The accountability movement has impacted the leadership of the school organization significantly. It has forced the administrator to be more focused on data collection which reinforces the organization’s position of being progressive and substantiates the staff’s work. However‚ the candidate’s administrator has proven to be inconsistent with holding certain individuals accountable choosing instead to focus on specific personnel and possible infractions‚ whether they
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