In order to do this assignment, you will have to do 4 questionnaires, 1 is for myself doing it(23, Asian), and others 3 questionnaires. You can make all the
questionnaires up by yourself (the questionnaires sheet will be uploaded, do not for get to make 1 questionnaire up by 23 years old, Asian).
After you finish doing questionnaire, you will have to calculate as in examples in excel file that will be uploaded.
Once you finish doing questionnaires and rate them, you can do the assignment.
If you have any questions, feel free to contact me by email, I always check my email 24/7.
Use charts/figures as appropriate. For calculations show formula; data; workings and results.
We can write this or a similar paper for you! Simply fill the order form!
Human Resource Policy Development Order Instructions: Please make sure that all referencing are in Harvard style, and follow the following instructions please: Reflect on the knowledge and skills you have developed throughout the topics in this module relating to HR policy development, including
Human Resource Policy Development
• Trends impacting on HR policy;
• Implementing HR policy;
• the impact of HR policy on business performance;
• Supporting diversity through HR policy;
• HR policy in global organizations
With this in mind, consider the HR policies in place within an organisation – you might use the Internet to seek these policies out.
You might identify an organisation where you currently work (or have previously worked); it may be an organisation in which you have set aspirations to work at in the future; or it may simply be an organisation with which you are familiar e.g. Apple, Google, Coca Cola.
• What are the key elements to consider in writing a new HR policy, or impacting upon existing policies?
• What have you learned from the module content and further readings that you would keep in mind when doing this?
• Which of the authors have informed your views on this and why?
Thank you,
Human Resource Policy Development Sample Answer
HR Policy Development
Introduction
This paper seeks to establish the practical approaches Apple Inc can employ in developing HR policies. HR policies are a set of written procedures that guide the manner in which a wide range of organizational issues are handled through the incorporation of descriptive principles that define the responsibilities and the rights of the managers and employees. The paper will use Apple Inc. in determining the manner in which HR policies are developed.
Human Resource Policy Development and the Key Elements to Consider In Writing a New HR Policy
Apple Inc is one of the largest American multinational organizations that develops and markets computer software’s, electronics and personal computers, with its best-selling products including iPhone’s Macintosh and iPads. The key elements that the organization needs to consider in the development of a new HR policy would include:
Management Support
In developing a new HR policy, it is essential to have the support of the senior management in the development and modification of the organization’s policies, especially in a case where these policies relate to the behaviors of employees (Creelman, 2015, pp.16). The modeling and endorsements of these policies by the senior management of this company will result in the staff’s capacity to take these policies as important.
Staff Consultation
The development of policies at Apple requires the involvement of staff members since this would ensure that stronger understanding and awareness is promoted (Ostroff, & Bowen, 2016, pp. 197). The involvement of staff members on the other hand will help in establishing how these policies may be applied and the manner in which unintentional outcomes of these policies may be managed.
Defining the Terms of the Policy
Apple would need to be explicit in defining the terms of the new policy to increase the employee’s level of understanding. This would require the HRM to clearly explain to the employees the acceptable and unacceptable practices and behaviors in the organization (Ostroff, & Bowen, 2016, pp.198). For instance, an employee may be deemed as unfit for work when under the influence of alcohol, especially when the alcohol content in the blood exceeds the specified levels.
Publicizing the Policy
The organization should ensure that these policies are publicized and given to the employees, and should be written in English that can be easily understood by the workers (Guest, & Woodrow, 2012, pp.115). To ensure that diversity is embraced, some copies need to be translated into the appropriate languages of the employees who reside from different cultures.
Regular Referrals and Training
Apple would ensure that the developed policies are explained to its staff members through training sessions, inductions and staff meetings regularly to ensure they are relevant with them (Guest, & Woodrow, 2012, pp.116). This should be enhanced by making sure that the policies are available and manuals are easy to be accessed within the organization’s intranet system.
Human Resource Policy Development and The Aspects Learned in this Module
Some of the significant elements I have learnt in this module include the manner in which policies impact the performance of several businesses. This is attributed to the fact that solid and effective HR policies enable an organization to take actions in improving the poor performance of employees and avoiding inappropriate claims of dismissal. For instance, Armstrong (2014) informs my view by alleging that an organization that fails to have an absenteeism policy may result in unethical ways of terminating its employees without cause instead of relying on its policies to inform its approaches in managing performance issues (pp.18).
The implementation of HR policies requires an organization to place efforts that ensure its productivity and success are achieved. This clearly details that the implementation of HR policies is an integral element for organizations and HR professionals who are required to initiate appropriate strategies that support an organization’s direction (Armstrong, 2014, pp.19). In order to achieve this, the HR practitioners need to develop an organization’s strategic vision that directs the organization in meeting its objectives.
Lastly, I learned how to support diversity within the workplace through the inclusion of HR policies. As detailed byArthur, Herdman, & Jaewan, 2016who informatively impacts my view in relation to this, the need to develop, support and maintain an effective culture that embraces diversity remains essential in enabling the employees realize their full potential irrespective of their color, race, age, disability, religion, creed or ethnic origin (pp.420). Organizations have the task aimed at ensuring employees are treated in a fair manner through an approach that upholds their respect and dignity, an aspect that can only be achieved through the initiation of policies that define these elements.
Human Resource Policy Development Conclusion
As established, it is critical to establish that the functions of HRM remain essential in the running of an organization’s function effectively (Chadwick, Super, & Kwon, 2015, pp.365). Organizations such as Apple Inc. need to ensure that policies are developed to enhance their activities and practices.
Human Resource Policy Development References
Armstrong, M. 2014, ‘Armstrong’s handbook of human resource management practice’, 13th ed. London: Kogan Page.pp.12-45, Business Source Complete, EBSCOhost. Retrived From:http://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=280321&site=ehost-live
Arthur, J, Herdman, A, & Jaewan, Y 2016, ‘How Top Management Hr Beliefs And Values Affect High-Performance Work System Adoption And Implementation Effectiveness’, Human Resource Management, 55, 3, pp. 413-435, Business Source Complete, EBSCOhost, viewed 9 June 2016. Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=115746382&site=ehost-live
Chadwick, C, Super, J, & Kwon, K 2015, ‘Resource orchestration in practice: CEO emphasis on SHRM, commitment-based HR systems, and firm performance’, Strategic Management Journal, 36, 3, pp. 360-376, Business Source Complete, EBSCOhost, viewed 9 June 2016. Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=100576785&site=ehost-live
Creelman, D 2015, ‘HR in the Middle (Hot) Seat: Implementing the Right Talent Management System’, Workforce Solutions Review, 6, 5, pp. 15-18, Business Source Complete, EBSCOhost, viewed 9 June 2016. Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=111478873&site=ehost-live
Guest, D.E. & Woodrow, C. 2012, ‘Exploring the boundaries of human resource managers’ responsibilities’, Journal of Business Ethics, 111 (1), pp.109-119. Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=67168757&site=ehost-live
Ostroff, C, & Bowen, D 2016, ‘Reflections On The 2014 Decade Award: Is There Strength In The Construct Of Hr System Strength?’, Academy Of Management Review, 41, 2, pp. 196-214, Business Source Complete, EBSCOhost, viewed 9 June 2016. Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=114307460&site=ehost-live
Professional Database Development Plan Order Instructions: REQUIREMENTS: 1. To complete this application, you will need to access the following databases: CINAHL, MEDLINE, Cochrane Library, and the Joanna Briggs Institute.
Professional Database Development Plan
You may access these databases through the Chamberlain College of Nursing Online Library.
2. The APN Professional Development Plan paper is worth 150 points and will be graded on the quality of information, use of citations, use of Standard English grammar, sentence structure, and overall organization based on the required components as summarized in the directions and grading criteria/rubric.
3. Create your manuscript using Microsoft Word 2007 (a part of Microsoft Office 2007), which is the required format for all Chamberlain College of Nursing documents. You can tell that the document is saved as an MS Word 2007 document because it will end in “.docx”
4. Follow the directions and grading criteria closely. Any questions about this paper may be posted under the Q & A Forum.
5. The length of the paper is to be no less than 6 and no greater than 8 pages excluding the title page and reference pages.
6. APA (2010) format is required with both a title page and reference page. Use the required components of the review as Level 1 headers (upper and lower case, centered):
a. Introduction to the APN professional development plan
b. APN Scope of Practice
c. Personal Assessment
d. Networking and Marketing Strategies
e. Conclusion
PREPARING THE PAPER
The following are best practices for preparing this paper:
1. Review Chapter 29- Role Transition: Strategies for Success in the Marketplace in
DeNisco and Barker (2013).
2. Nurse practitioners need to take into account the state rules and regulations that guide advanced practice. Research and review the Nurse Practice Act and APN scope of practice guidelines in your particular state (FLORIDA). Identify information regarding educational requirements, licensure, and regulatory requirements, as well as practice environment details. Review information regarding full, limited, or restricted practice limitations as well as prescriptive authority.
3. Review Guidelines for APN Role Transition Using Benner’s Self-Assessment Tool in Course Resources. Prior to engaging in pursuit for employment, APNs should complete a comprehensive, honest, affirmative personal assessment to identify their strengths and weaknesses as well as their goals and objectives. Research assessment tools, conduct a personal assessment and reflect upon your strengths, weaknesses, goals, and objectives.
4. To complete the transition from students to expert nurse practitioners working in the healthcare field, graduating APN students will need to secure their first position. Research local and national professional organizations that advertise employment opportunities for APNs. Identify networking and marketing strategies and provide a rationale for your selections.
5. Write your Curriculum Vitae (CV). Refer to the template on pages 618-619 in DeNisco and Barker (2013). Your CV should not exceed 2 pages in length.
6. When concluding the paper, summarize important aspects of the APN professional development plan.
Professional Database Development Plan Sample Answer
Professional Development Plan
Students who have completed their nursing undergraduate studies often undergo a transition process from being a nursing practitioner (NP) to advanced practice nurse (APN) especially within the first year or practice. By definition, a nursing practitioner refers to a nurse who is currently undertaking his or her masters’ education in nursing while an advanced practice nurse must have a master’s degree in nursing and successfully completed an APRN specialization exam. Evidently, the roles played by RNs and NPs are quite different and this alteration distinguishes the former from the latter. Students often try to achieve the most successful transition though there is a limited amount of research that defines the factors involved in attaining a successful transition. The changes concerning the transition not only involve the knowledge that one has acquired but also the scope of practice that one has. More often, RN tends to assume that with prior experience as a registered nurse will result in smoother clinical rotations and ultimately have an easier transition in becoming APNs. Nonetheless, the scope of practice of NP and APN are entirely different, which places an experienced nursing practitioner in a position to experience challenges while transitioning to this new role. This process also involves identifying areas where one can get work upon completion of studies. Therefore, it is beneficial for nursing practitioners to conduct a professional development plan, which aids in the transformation process to become successfully advanced practice nurses and to acquire employment in recognized institutions.
APN Scope of Practice
The scopes of practice In Florida, the Congress facilitated the enactment of the Florida Nurse Practice Act under chapter 464 within the Florida Statutes in order to ensure that every nursing practitioner within the region acquires the minimum requirements in facilitating safe practice. According to section 464.003, “any person licensed in this state to practice professional nursing and certified in advanced or specialized nursing practice, including certified registered nurse anesthetists, certified nurse midwives, and nurse practitioners” (Florida Board of Nursing, 2016). In relation to advanced registered nursing practitioners, the state of Florida identifies that apart from obtaining the nursing professional certificate, APRNs need to obtain a post-basic specialized training, education, and experience as well as acquire certification from the Board of Nursing to carry out advanced degrees of nursing acts (Wyckoff, Houghton & LePage, 2013).
The education requirements of advanced practice nurses involved having at least a Master’s Degree within nursing before undertaking the specialized exams that qualify one to be identified as an APN. Certification and licensure are equally significant aspects in identifying whether an individual can be recognized as an APN. According to the state of Florida, an APN needs to acquire the right documentation prior to beginning their practice in health and other related institutions (Buppert & R2 Library (Online service), 2015). The certification of clinical nurse specialists including advanced practice nurses is acquired via the American Nurses Credential Center (ANCC) while those who have specialized in midwifery acquire their certification from the American Midwifery Certification Board (AMCB) (Buppert & R2 Library (Online service), 2015). On the other hand, APNs who have specialized in anesthetist acquire their certification from the National Board of Certification and Recertification for Nurse Anesthetist (NBCRNA). Currently, the Clinical Nurse Specialists is considered as part of APNs and they obtain their licensure from Florida Nurse Practice. These boards serve the purpose of assessing an APN by identifying if they have the required education qualifications as well as the specific requirements for them to take practice as an APN. Having the required licenses allows the trained APN to carry out the stipulated roles by the state.
Contrary to the RNs, APNs have specific roles that they carry out while providing care to patients. Typically, the duties of APNs vary depending on the specialization of the nurse. Nurse anesthetists focus primarily in surgical environments while nurse midwives work on the healthcare of women. According to the Florida Administrative Code Rule 64B9-4.010(1), “An Advanced Registered Nurse Practitioner shall only perform medical acts of diagnosis, treatment, and operation pursuant to a protocol between the ARNP and a Florida-licensed medical doctor, osteopathic physician, or dentist” (Florida Board of Nursing, 2016). In relation to prescribing medications, not all APNs have the authority to prescribe drugs depending on the specialization such as a nurse anesthetist cannot prescribe medication in the midwifery section (MidlevelU, 2013). Furthermore, APNs are capable of working in virtually any healthcare environment including private practice clinics, long-term care institutions, and hospitals. They are also capable of working in healthcare policy settings or educational settings.
Nevertheless, APNs in Florida experience several barriers or limitations while offering care to patients (Hader, 2011). For instance, they are allowed to prescribe various medications but they are restricted from prescribing controlled substances. Furthermore, APNs are often unable to obtain the medical staff privileges offered in health institutions including hospitals (Wyckoff, Houghton & LePage, 2013). In relation to professional liability, APRNs are subject to malpractice on insurance requirements whereas physicians are allowed to go free without facing the consequences of their actions (Wyckoff, Houghton & LePage, 2013). In addition, there are other factors, which facilitate the limitations that APNs face. These include the fact that most insurance plans such as Medicaid and HMOs do not offer a direct means of paying for the services offered by APNs (Wyckoff, Houghton & LePage, 2013). Moreover, the laws that govern APN practice are out-of-date and they need to be updated and revised in order to reflect the current training, education, and experience. The presence of such barriers limits the APNs from practicing their acquired knowledge and skills in health institutions.
Professional Database Development Plan and Personal Assessment
Prior to beginning the practice as an APN, it is ideal for an individual to reflect on the personal accomplishments, challenges, experiences, talents, expectations and learning needs. Evidently, honest appraisals require self-knowledge. Self-reflection is also important since it can be useful when done in partnership with other professional reflection activities. For instance, professional nurses such as CNSs often advise colleagues, families, and patients to save some time for self-evaluation. The process of evaluating the self is accomplished using the Benner’s Novice to Expert model (Hamric, Hanson, Tracy & O’Grady, 2014). This model works based on the principle that a person’s perception regarding certain aspects often change as he or she gains more experience. The personal assessment will mostly focus on the strengths, weaknesses, objectives, and goals.
I have several short term goals that I aim at achieving by the end of the next year my first short term goal includes completing my Masters of Science studies in Nursing from the University of Central Florida by August 2016. Once I have completed my Master’s degree program, I aim at locating an advanced nursing position as a trained CNS. Before the completion of the studies, I aim at working part-time at a medical clinic in Central Florida. Thereafter, I aim at beginning my Doctorate studies in Nursing at the University of Central Florida in this year’s fall where I expect to graduate in the following year. The achievement of these goals can only be facilitated by hard work on my part and having a clear understanding of what I aim at achieving. In relation to my career, I want to place more focus on CNS. Being a complex yet interesting field, I believe that my work will help me in improving the life of others and that of their families by providing quality care to patients. It also involves considering the flexibility, which is inherent in the role of a CNS and evaluating the most and least appealing aspects.
However, in the course of becoming a proficient CNS, I exhibit certain weaknesses. These include the personal fear of taking risks and fearing to take up new tasks because of the fear of failure. Evidently, failing to challenge the self affects one’s work as a CNS since I will not be able to fully work as expected and offer good quality services as expected. Nonetheless, these weaknesses can be overcome by dealing with them one at a time. One can employ other strategies that counter them. For instance, in cases where the routine is not appealing while working on different projects, the most efficient approach is to deal with systems issues and take risks that require quick change sounds such as a CNS role involving focusing on data-driven systems, six-sigma organizations or short term projects. In addition, while dealing with stressful situations, the adoption of three strategic moves helps to lessen the stressful effect. This involves getting a clear understanding of the root of the experienced stress, identifying factors that propel the stress and finally identifying ways of eliminating stress such as focusing on another issue in other cases. Therefore, it is clear that I am at stage four since I focus on situations as a whole rather than in smaller segments.
Networking and Marketing Strategies
Many nursing organizations both locally and internationally are experiencing a decline in membership. This trend is often related to certain aspects. The professional organizations offer nurses with the opportunities to develop their professional networks and enhance their clinical expertise as well as appraising their knowledge concerning both international and local issues. Some of the organizations include the American Psychiatric Nurses Association (APNA), American Association of Critical-Care Nurses (AACN), Oncology Nursing Society (ONS), Association of Perioperative Registered Nurses (AORN) and the Association of Rehabilitation Nurses (ARN) among many others (Online Nurse Practitioner Programs.com, 2016). These organizations help nurses to create connections and networks within the nursing industry. In relation to getting employment opportunities, certain organizations become handy because they offer advertisements relating to such. For instance, the American Association of NPs is a comprehensive organization since apart from offering employment opportunities for nurses it provides them with ways of becoming more involved with their careers (Online Nurse Practitioner Programs.com, 2016). The NP Jobs site also offers employment opportunities though it focuses primarily on experienced oncology nurses (Online Nurse Practitioner Programs.com, 2016). The site mainly offers both local and international information regarding several employment opportunities. The American Nursing Association is also another organization that helps APNs to expand their knowledge regarding diverse fields and offers them job opportunities (Online Nurse Practitioner Programs.com, 2016). Through such organizations, APNs are capable of expanding their knowledge and territory in the nursing field and acquire a deeper perspective concerning their role as APNs while getting channels of accessing employment at the same time.
Professional Employment: (list most recent nursing position first)
Dates of employment Employer Position title: a brief description of responsibilities and achievements
Licensure and Certifications:
List licenses License number State(s) were qualified to practice List certifications Certification number Credentialing body Dates certification is valid
Professional Honors and Recognition: (list most recent first)
Professional and community awards, scholarships, honorary degrees, fellowship and/or prizes Name of the award Presenting organization Date Reason for the award
Research/Grant History:
Research fellowships Master’s theses Doctoral dissertations Grants (do not list a project if funding was denied)
Lectures, Courses, and Presentations: (may include presentations given to colleagues, healthcare professionals, or the community)
List of names of course/lecture/presentations Dates given
Professional Service:
Peer review groups/grant study sections Journal service: (served as a reviewer for a journal)
Dates of service Journal name
Professional organizations:
Names of organizations in which current membership is held Dates of membership Offices held Committees served in each organization
Consultative service:
Names of organizations where salaried consulting work was provided Address of the organization Type of consulting work Dates
Organizational service:
Dates Committees and task forces Role on the committee (i.e., member or chairperson) If appropriate, note any major accomplishment of the committee
Hospital boards and committees
Public/Community Service:
Community agency where volunteer work was completed Type of service (e.g., parish nursing, fundraising, educational sessions to non-nursing groups) Population served Date
Professional Database Development Plan Conclusion
The transition from a nursing practitioner to an advanced nursing practice involves a complex yet exciting process that a nurse undergoes upon completion of their master’s program in nursing. In order to have a full understanding of the process, a nurse should be able to comprehend the various aspects involved in this transformation. This includes having a broad understanding of the scope of practice of APNs, which varies considerably from that of NPs. The role of the nurse transforms and comprehending what they should expect help in preparing nurses to become better practitioners. In addition, it is beneficial for one to conduct a personal assessment in order to identify whether he or she is ready to work as an APN. Finally, identifying the most appropriate areas of finding employment is effective in helping a student to acquire a job upon completion of studies. The curriculum vitae help in identifying the various stages that an individual has achieved in becoming an efficient APN both nationally and internationally.
Shiv LLC manufactures and distributes solar panel
for the consumer market. Your job is to submit a proposal that meets their criteria.
Current Implementation/Concerns:
• The company will have 3 locations (Los Angeles, Dallas, and Houston) but are planning to grow rapidly due to the high demand in solar panels. Main staff will
be at Dallas and Houston offices.
• Data security is the priority since patent and trademarks are at stake.
• Los Angeles sales personnel will need secure remote access to the Houston office.
• The WAN connectivity is in place and it is not an issue. There is ample bandwidth in place.
• Feel free to make other assumptions but they need to be noted in the paper.
Topic to Cover:
Your document should cover the content presented in the course. The outline below contains recommended points to cover. You are free to add other related
information.
Describe the technical and business reasons for each choice, citing other resources as appropriate. The Windows Server 2012 operating system should be used
for all aspects of the solution.
The topics include:
Active Directory:
• What forest/domain model should Shiv LLC implement? What is the domain name?
• Where should the domain controllers be placed? Should RODC be part of the consideration?
• FSMO Roles placement
• Plan for AD backup and recovery
Group Policy:
• Is Group Policy needed?
• What settings might be considered via Group Policy?
DNS:
• What namespace should Shiv LLC implement?
• What types of zones needed?
File Services:
• How will the shares be secured?
• Will quotas be used? FSRM be configured?
• Will DFS be implemented?
Remote Services:
• What technology will be implemented to provide secure remote access for users?
• Who should have remote access?
WSUS:
• How will the servers and clients be updated?
• How will new servers be deployed?
Windows Network Technology Proposal Submission Requirements
There are specific requirements for the assignment: The final submission should contain at least 6 pages’ worth of text written by the student (not counting
title page, images, diagrams, tables, or quotations), but maybe longer, not to exceed approximately 10 pages’ worth of student-supplied text. (With the
required diagram, and other images, title page, etc., the final submission may end up being more than 10 pages in length.) It must be double-spaced, have 1-
inch margins, and use 12-point Times New Roman or 10-point Arial/Helvetica font. A title page is required; APA format for the title page is optional.
• At least one diagram must be included (not counted towards the minimum length described above). You can have more.
• The submission must cover all of the 6 major topics outlined above. Each choice should be explained with technical and business reasoning. The solution
should be reasonably detailed.
• The structure of the final submission is flexible. There is no specific format required, although it should be organized logically and represent a single,
unified solution. It is likely that the format will include separate sections for each of the 6 topics required, as well as a summary.
• At least one non-textbook, non-LabSim, non-Wikipedia reference is required; preferably, this would be a “best practice” guide or similar content from
Microsoft or an experienced provider of Microsoft solutions.
• Be sure to properly quote or cite any sources used. APA format is required for in-text citations and the list of works cited at the end. It is expected
that you are already familiar with UMUC’s “Policy on Academic Dishonesty and Plagiarism.” It is available in the Academic Policies section of the Syllabus;
there are also links in the Webliography. In its simplest form, if you are using text from a source, you must cite and/or quote it. If plagiarism is found,
then there will be a penalty to the grade.
Computer Program and System Analysis and Design Order Instructions: Write in the steps (processes) that you observed (when you played Sudoku) and documented that will allow a “user” to complete the puzzle. Sudoku is completely logic based and therefore lends itself quite well to becoming a computer program or application.
Computer Program and System Analysis and Design
Any systematic series of steps can be developed into an application.
Basically, write down all the steps how to solve a puzzle explaining to someone that doesn’t know how to play this game.
Computer Program and System Analysis and Design Sample Answer
System Analysis and Design
Sudoku is a popular puzzle and numbers game that is played all over the world by a lot of people. The game is played on a grid of 9×9 spaces. Each square in a column or a row needs to be filled out with numbers 1-9, without repeating any numbers in the row or column (Wang et al., 2015). Initially, the grid comes with five places already filled in. However, as the spaces get filled the game gets easier though it sounds complex and difficult at the initial stages. There are typically many ways to play the Sudoku game. It is like a puzzle that needs to be filled with puzzle pieces. These puzzle pieces are the remaining number to be filled out in the rows or columns. This paper is going to show us the appropriate method for solving this kind of puzzle.
Step 1: Look through the grids to scan for the missing numbers.
Step 2: Identify the grid that has the least amount of missing numbers. This will help in filling out the easiest grids first.
Step 3: By seeing which numbers are missing from the grid or square, use deductive reasoning and process of elimination to decide which numbers will fill in the blank spaces (Wang et al., 2014). If you fail to deduce clearly the numbers to be filed in. Try another square or grid and put it through the same process. But don’t guess.
Step 4: Repeat the above steps from step one after following through the three steps first.
Ideally, there are million varied combinations of numbers that can fill the blank spaces in the grid. However, one important thing to consider is that the game is based on the simple principles of using the numbers 1-9 to fill in the blank spaces using deductive reasoning and elimination process without repeating any number in a row or column.
Computer Program and System Analysis and Design References
Wang, L., Ni, H., Yang, R., Pardalos, P. M., Du, X., & Fei, M. (2015). An adaptive simplified human learning optimization algorithm. Information Sciences.
Wang, L., Ni, H., Yang, R., Fei, M., & Ye, W. (2014). A Simple Human Learning Optimization Algorithm. In Computational Intelligence, Networked Systems and Their Applications (pp. 56-65). Springer Berlin Heidelberg.
Your company desires to get in on the action; company executives
believe that using advanced data analysis will enable the company to make smarter decisions and improve business performance. Business analytics gives
companies the ability to look at past realizations and performance as well as set up new expectations and performance goals. Analytics-as-a-Service is a new
delivery model that uses cloud technology to provide business insights without enormous infrastructure enhancements. The executive team has heard great
things about analytics and cloud technology but is apprehensive because they are unfamiliar with the look and feel of the technology. The executive team is
interested in your recommendations and eagerly awaiting your forward-thinking viewpoint.
Section 1: Design Document
1. Write a four to six (4-6) page design document in which you:
•Support the need for the use of analytics and cloud technology within this company.
•Create a workflow diagram to illustrate how analytics and cloud technology could align with the company’s business processes. Note: The graphically depicted
solution is not included in the required page length but must be included in the design document appendix.
•Create three to five (3-5) screen layouts that illustrate the interface that organizational users will utilize. Note: The graphically depicted solution is
not included in the required page length but must be included in the design document appendix.
•Give one (1) recommendation for solution providers that could help your company secure a firm advantage by using analytics and cloud technology.
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA
Include charts or diagrams created in MS Visio or Dia as an appendix of the design document. All references to these diagrams must be included in the body of
the design document.
The cost of building and maintaining an organizational computing ecosystem has become a bigger part of most organizations’ budgets. Organizations have been looking for ways to reduce this cost. One of the solutions has been to look to the delivery of computing as a service by outside vendors. The delivery and provisioning of computing as a service by vendors such as Amazon, Microsoft, IBM, Google, and many others is known as Cloud Computing. There are public, private, and hybrid cloud computing environments. In this assignment, consider only the public cloud computing environments.
Cloud computing provides scalable computing resources, software applications, data storage, and networking infrastructure at cost below what would cost an organization to provide an equivalent infrastructure internally.
Write a two to three (2-3) page paper in which you:
Describe the hardware, software, and network architectural design of the infrastructure used to build cloud computing infrastructures. Use Microsoft Visio to generate the architectural diagrams. Note: The graphically depicted solution is not included in the required page length.
Compare and contrast scalability, disaster recovery, benefits, and opportunities for businesses when using cloud-based computing environments compared to a non-cloud-based environments.
Analyze hardware virtualization (virtual machines, virtual desktops, and virtual networks) used by most Cloud Computing environments.
Determine if you would prefer a virtualized environment to a non-virtualized environment for a mid sized business or organization. Explain why or why not.
Compare the cloud computing cost models used by Amazon EC2 and Microsoft Azure.
Choose the cloud computing cost model that you would use for a public cloud solution and support your selection.
Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
Include charts or diagrams created in Excel, Visio, MS Project, or one of their equivalents such as Open Project, Dia, and OpenOffice. The completed diagrams / charts must be imported into the Word document before the paper is submitted.
The specific course learning outcomes associated with this assignment are:
Demonstrate the importance of application maintenance for an organization.
Demonstrate how processing and storage components communicate in a computing environment.
Explain the types and role of distributed software architecture.
Use technology and information resources to research issues in computer architecture.
Write clearly and concisely about computer architecture using proper writing mechanics and technical style conventions.
We can write this or a similar paper for you! Simply fill the order form!
I need a Pricing Strategy completed .I need a Pricing Strategy for a BUSINESS SEMINAR COURSE AT KELLER WHICH IS A MGMT 600 COURSE
PLEASE VIEW THE ATTACHED FILE
SAMPLE ANSWER
Information Security Consulting
Introduction
The main responsibility of an information security consultancy firm is to monitor, analyze, translate, and decode data for both foreign and counter foreign objectives. The firm has the mandate to protect systems that deal with both communication and information and belong to the US government. These systems are protected against hacking and unauthorized entries. It does all these activities while maintaining high levels of confidentiality. Some of these secret activities involve placing bugs to collect data. It also destroys and intercepts data using complex software and algorithms. The firm, however, does not have any authority in conducting human intelligence. This function is run by government agencies like the FBI and the CIA (McAvoy, 2010). In the US, the information security consulting industry is stable and growing fast. The occurrences of security breaches in the US gives investors confidence in investing in the country’s information security industry. The industry has faced a tremendous upward growth with estimates close to fifteen percent over the last decade. Within the next half decade, the securities companies expect a growth rate of over ten percent. To enjoy this enabling business environment in information security, firms have to come up with efficient pricing strategies. This move coupled with good product marketing will assist the company to enjoy maximum profits in the already lucrative industry (Winkler, 2011).
KOPSS’ pricing strategy
Pricing is one of the major elements in marketing that KOPSS, an information security consulting company,must be conscious. The price of a product proves an important factor because it relates to where the product will be positioned in the market. The price also has effects on promotion, product features, and channel divisions that are also key elements of the market mix. A pricing strategy can, therefore, be described as an action plan to come up with pricing objectives. Such strategies are essential when marketers such as KOPSS are setting prices for their goods and services. There are numerous ways for the marketers to set prices for various products. The products may be new in the market or may have been existent in the market (Wasserman et al., 2009).
KOPSS can adopt couple of strategies for setting prices for new products to ensure that they remain competitive in the market. These are penetration pricing or skimming prices. They can be used simultaneously or each used alone and calculation done for a set duration of time. Price skimming is where they charge the highest price for the product. This price is usually for a short duration when the new product that is either innovative or improved is launched into the market. The key objective is to get the most out of client that are willing to pay extra for the product within the shortest time possible. However, the price is lowered once the product has settled into the market, or its demand has fallen. Penetration pricing, on the other hand, is setting a lower price for the product during the initial market introduction period. The key aim of this move is to establish and maintain a market share for the product fast. The seller’s aim is to discourage their competitors from market entry by establishing a large market share within the shortest time possible (Cohen, 2011).
New Information Security Consultancy firms often make an initial mistake of setting very low prices for their products. They often fall for this move because most of their competitors do not divulge their trading prices. Another reason could be that new consultants have a relatively low number of clients. This reason could be due to the minimal barriers to entry into the industry. They also have to compete with industry giants like McKinsey and Co. The small companies like KOPSS, therefore, compete for clients by offering lower product prices than their established competitors. Many of these new consultants are usually oblivious of the production and operating costs in their businesses. These consultants are in most cases unable to pay bills. The companies may also be unable to raise their prices in the future due to their initial product pricing. This scenario happens when they fail to convince their clients fully on the quality of their services. Product prices are varied by the location and the industry they are targeting. However, a methodology commonly used to come up with a pricing structure exists. This methodology creates an attractive price to both KOPSS and its potential customers (Lassiter, 2010).
KOPSS has its own pricing strategy that has contributed to its success. One of the strategies is penetration, especially when the company is focusing on winning over new customers. The charges are low when the company enters a new market. It has also maintained low prices on its services as a strategy to retain its customers and win over new customers. The prices areaffordable coupled with flexible payment options offered through its state of art services. The company focuses on the most important aspects or services and this has enabled it to manage its costs effectively compared to other players in the industry. It also negotiates for competitive prices for its innovative hardware and software technological products something that keeps its administrative and operating costs low. This therefore, ensures continuous provision of quality services and products to its customers at affordable prices at the same time.
The pricing of the company also puts into consideration the location of the agency. Agencies in the urban or coastal areas charge relatively higher prices than their counterparts in other geographic and demographic locations. It does not come as a surprise to realize that the name and expertise of the company determine the pricing of their products. More experienced companies charge higher than the newbies in the industry (Weiss, 2011).
It is common for most consultants in the information technology to charge hourly. Some high-level consultants, on the other hand, charge according to the entire project. Accountancy, Law and wealth managers also charge on an hourly basis (Weiss, 2011). New arrangements are typically more viable and agreeable to charge on an hourly basis. This arrangement is also easier to manage. On deciding the amount to charge, high-end consultants ask for the steepest fees. Due to the level of secrecy in consultancy prices in the market, deciding the actual amount to charge is very tricky. Most consultants, therefore, set a price for their products by doubling or tripling the average hourly rate charged by similar consultants (Wasserman et al., 2009). As mentioned earlier, KOPSS charges will vary and the charges will only be negotiated in case other products or services are innovative.
Some firms use a daily rate to come up with the price of their products. The daily rate can be randomly selected after looking at the cost of operations and the profit margin expected. The hourly rate can also be decided by multiplying the hourly rate determined above and then multiplying with the number of working hours. Daily rates may seem expensive to clients if they are randomly selected. However, a factor of the hourly rate is an acceptable way to charge for consulting services in the information security industry (Weiss, 2011). KOPSS, however, does not use this pricing strategy.
Information security consultants can set their product prices according to a set project. They first have to estimate the number of hours they think they will spend on the project. The number of hours is then factored into the hourly rates the company has uses. Some consultancy firms can set the prices depending on how much money their clients will make from the services they offer. This method takes a certain percentage of the benefits accrued by the company resulting in the consultant’s advice (Lassiter, 2010). KOPSS should consider using this strategy as it would give it a wider dimension when consulting for other companies.
KOPSS may decide to receive payment for their services by accepting a share of the client’s future profits or commissions. Here, the consultancy will be pushed to receive payment according to their level of performance. Some clients may offer the firm a commission on the service performance benefits based on the results of the work done by the consultant. This pricing strategy is, however, risky. The client’s performance may directly affect the manner in which KOPSS works resulting to underperformances. The client may also not be fully cooperative to adhere to the consultants recommendations. The company, however, has not adopted this strategy when deciding the amount to charge for its services.
KOPSS may make the decision to use real-time data when determining the amount to charge a client. The data may involve checking the client’s bad debt rate where a client with a higher rate of accruing debts is given stricter payment terms. A payment structure can also be set by using the number of actual working hours. A working and competitive structure cut costs to some amount on the hours the consultant may be paid for just being present and doing nothing. The consultant may also charge for the actual days that they have to work and leave out days they are not actively working for the client (Lassiter, 2010). However, KOPSS may find this strategy expensive and time consuming. Data collection may prove expensive and strain the company’s small operational costs even further.
The consultancy may also decide to charge what all other consultancy firms are charging for their services. This way the firms compete on the quality of services they offer to get clients rather than charging discretely. KOPSS has adopted this strategy in part, as it focuses on quality services but charged at an affordable price. This strategy can only be possible where the rates are open to all. However, this is not often the case, as most consultants to client rates are kept confidential (Winkler, 2011).
A more viable long-term strategy would be to settle for a price that represents the kind of service the firm offers. Such a strategy allows the firm to move from the limitations of hourly charges to a more open scope in business (Cohen, 2011). KOPSS pricing strategy is actually essential in enabling it achieve its goals. Even though the prices are low, the quality of services is high. It is also able to negotiate for higher prices on products and services that it deems innovative, something that helps it mange its costs.
Conclusion
Coming up with an initial pricing strategy may seem difficult at first for an Information Security Consulting Services such as KOPSS. However, once a working strategy that is attractive to both the company and the clients has been designed, then the business is ready to grow. KOPSS can occasionally revise its pricing strategies by considering experience, feedback from clients, and the activities of its competitors. Regardless of how it chooses to set its consultancy fees, the pricing structure, and contract agreement have to be followed to the latter. KOPSS indeed has adopted a low price strategy as well as negotiated strategy that has enabled it to remain competitive in the market. It offers quality products and services that meet the threshold of its customers too.
References
McAvoy, N. (2010). Coded messages: How the CIA and NSA hoodwink Congress and the people. New York: Algora Pub.
Winkler, V. J. R. (2011).Securing the Cloud: Cloud Computer Security Techniques and Tactics.Burlington: Elsevier Science.
Lassiter, P. (2010). The new job security: The 5 best strategies for taking control of your career. Berkeley, CA: Ten Speed Press.
Cohen, W. A. (2011). How to make it big as a consultant.New York: AMACOM.
Wasserman, P., McLean, J. W., & Gale Research Company.(2009). Consultants and consulting organizations directory. Detroit, Mich: Gale Research Co.
Weiss, A. (2011). The consulting Bible: Everything you need to know to create and expand a seven-figure consulting practice. Hoboken, NJ: Wiley.
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DAY TO DAY OPERATIONS OF INFORMATION SECURITY FIRMS
THE SECOND TAB IN THE EXCEL SPREADSHEET
SAMPLE ANSWER
FireEye Cyber Security
Introduction and Background
FireEye Cyber Security is an information technology security firm that deals in combating advanced persistent threats; providing security that is far beyond the usual firewalls, antivirus and sandbox tools. FireEye assists over 2,200 organizations in 60 countries in storage, protection and management of vital information. The company’s vision is to ensure that the clients’ most valuable information is protected and runs by the mantle ‘Security Reimagined’. FireEye aims at investing in the best technology to detect and fix malware; in such a way that its innovation strategies are as quick as attackers.
The main activities at FireEye include information technology security, aimed at protecting clients’ data from malicious possession including hacking; protection from cyber attacks; resolving data security issues; information technology risk assessment; debugging of information systems; data back up; and installation and provision of technical support for information security systems.
Process flows
On typical day, engineers at FireEye spend their day doing surveillance on client systems to detect any bugs, threats, potential attacks and hacks on client data. The aim is to move from ‘alert to fix’ in the shortest time possible through timely detection, analysis and threat elimination. Brewer (2015) notes that in the current in the face of rising cyber criminal activities, companies providing data security services should aim at reducing the time period between detection and response to reduce damage; an aspect that FireEye uses to maintain its current niche in the market. The figure below is an illustration of FireEye’s approach to managing IT security.
Once a threat has been detected, the team goes ahead to launch an investigation and eventually clear the threat to save the clients data. A flow chart showing how an information breach is addressed is shown by the diagram below:
The process begins by detection of an incident, followed by a notification to the owner. The team then goes ahead to investigate whether to quarantine the hosts that have been compromised. In the event that the hosts are in the white list, the team requests the system owner to contain the incident using predesigned plans. The incident handler then goes on to recover the data once it has been identified not to be of high criticality. Data with high criticality and restricted data have to go through the critical incident response; a process that involves a series of investigations and corrective measures including confiscation of hardware, up to the point where data breach is confirmed. The critical incidence flow is illustrated as follows:
Besides solving data breach issues, employees at FireEye must ensure that the clients’ needs are addressed as far as information management is concerned. Activities at FireEye on a day to day basis can therefore be summarized as follows:
Risk assessment and tactical planning to ensure protection of data
Evaluation of system bug reports
Incidence preparedness including initial set up of systems to support security of information such as virus detection systems, software licenses, content filtering systems and firewall among others
Review of security exploit reports, system bug reports and security alerts in systems and mails
Information security program management
Management of projects meant to respond to unexpected breaches of information security.
Provision of technical support and consultancy for clients on matters related to information security
Email and data backup services
Responsibilities and Interfaces
FireEye’s activities are mostly executed by data handlers, who consist of engineers and IT specialists, under the authority of the chief technology officer. Data handlers can be considered the ‘ground men’, whose role is to capture all threat signals and re-direct them to the right channels to ensure they are resolved as soon as possible. The chief technology officer and chief information work together, to ensure continuous investment in research to promote the company’s ability to resolve data threats.
FireEye data handlers take attack notification as the input to begin investigating the process. The user and the system are at the same time prompted to manage process execution by checking the possibility of dealing with the attack using the installed security programs. The system at this juncture may invoke external applications and other predesigned programs with the possibility of blocking the attack. The data handlers and chief information officer continue to monitor the process to establish the need for further action if the attack is not automatically managed by the system. These interfaces are outlined in the diagram as below:
Equipment and logistics
Being a service company, FireEye interacts directly with customers and therefore employs over 2000 staff to ensure that the needs of clients are well addressed. The company does not advocate for outsourcing because the management believes in providing first hand service to clients and thus assure quality service delivery. This philosophy can be explained by Parliament of Australia (2015), who notes that the use of intermediaries in the service sector to a large extent distort the quality of service, hence the relevance of direct service.
Servers and computers remain the most equipment in managing IT security. Servers can be described as computers whose primary role is to provide a location for shared storage. A single server can connect several computers in a network, allowing authorized persons to access available information. FireEye’s high capacity servers ensure that data handlers, IT security manages and other IT security staff can access client files and thus easily detect and correct any attacks on data.
FireEye has invested in both cable and wireless internet to ensure that data is always accessible when needed and that attacks can be remotely accessed at any time. The company also ensures that the clients have reliable internet connection as this helps in sending signals to FireEye’s server whenever there is an information threat on their side (Castelluccio, 2015). In consideration of how important internet connection is, FireEye has a team of engineers whose role is to ensure that all servers and rooters are connected and that any mishap disconnection is addressed immediately before it can compromise client data.
Quality control
In a field that is highly competitive, quality assurance cannot be underestimated (Sherry, 2014). In this regard, FireEye seek to maintain the highest possible standards through investing in the most current technology. FireEye aims at providing clients with the best value for their money and thus constantly engages in research to identify new trends in information technology management. FireEye has invested in winning technologies to ensure that threats are detected and blocked in a matter of minutes. Engineers and IT specialists are trained to be vigilant and move in the same speed or even faster than attackers to ensure that they can manage any kind of new threat. This to a large extent reduces the need to physically deal with the malware or visit client offices, except during installation; thus saving time and increasing customer satisfaction. Borrett, Carter and Wespi (2013) notes that investing in innovative technology should be the main concern for IT security companies that seek to succeed and FireEye has been successful in achieving this. Sherry (2014) further maintains that organizations must now be vigilant in identifying new threat intelligence to promote detection of cyber threats.
Wang, S., Liu, J., Shon, T., Vaidya, B., & Chen, Y. (2015). Security and privacy information technologies and applications for wireless pervasive computing environments. Information Sciences, 321147-149. doi:10.1016/j.ins.2015.07.037
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Need to analyse How Quirky used IT to develop a competitive advantage (both techniques and applications)
First, Identification and Discussion of Information Technology (IT) techniques and how it gave them competitive advantage. How it works and how the
information technology help business improve the process or something.
Second, applications implementations and how it gave them competitive advantage.
Please answer the questions separately by making the necessary references.
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