ShantanuT01/DACTYL-Pretraining huggingface dataset:
To start answering this question, it is essential to identify what consulting and consultants are. There are several definitions of what consulting is, but they generally follow that consulting involves aiding other people per their request. In turn, consultants are professionals that use their expertise, knowledge, skills, and tools to resolve problems, assisting them in improving their condition. As such, consulting requires certain skills and abilities in working with people, increasing the professional’s efficiency regarding conveying his or her recommendations to the client (Sipes, 2016). In every area of expertise, especially in medicine, the consultant will have to identify a problem, assess the current situation, search for solutions, or, if there is none, search for alternatives (Sipes, 2016). Sometimes, after the decision of the client, situations call for the development of the solution. Regarding the consulting of nursing informatics, the process remains essentially the same, though specific skills, in addition to the analysis and communications, are required. Basic computer skills are essential for any consultant working in the field. Those skills include good typing skills, information browsing, the ability to use word processors, databases, and information systems, and to use multimedia (Sipes, 2016). Besides that, correct and secure information management is vital in protecting the patient’s security and anonymity of their data. Collecting, processing, and processing data are also essential for accurate decision making, resulting in applying correct data for decision support and ensuring data integrity (Green, Hardie, Dohan & Tan, 2016). In addition to that, a high level of information literacy is required to ensure both the hospital and the patient are given relevant, accurate, and timely information. Deciphering and classifying of information to determine whether it is relevant or irrelevant requires critical thinking and proper usage of data (Sipes, 2016). The decision-making process begins with assessment and diagnosis, searching for relevant information, and planning of the treatment/intervention. However, not all medical help providers use that process (Green et al., 2016). Information technology and consulting have shown support to the decision-making for nurses, using such technology as a decision support tool. They are called decision support systems and are easily adaptable and flexible, supporting, and facilitating decision making among the staff, providing them with solutions (Green et al., 2016). Decision support systems are mechanisms used to assist decisions within some organizations such as electronic health records or enterprise content management systems. Enterprise content management systems are decision support instruments, which can positively influence decision quality, decision making analysis, and e
Introduction Homeless families and individuals live without adequate shelters and basic needs. The homeless is a category of people who face severe forms of economic and social conditions. There are hardly any homeless conditions that do not compromise human health or complicate their ability to access basic needs including, food, health, education and financial services. The homeless individuals with mental illnesses particularly face a higher risk or becoming casualties of some unlawful acts. The risk factors related to homelessness commonly happen concurrently with other societal factors such as intolerance, poverty and unemployment. For example, the homeless people are denied access to formal education, health care, banking facilities and are exposed to crime and abuse among others. Liberalists argue that homelessness results from the general nature and the poor economic structures and the manner in which finances and resources are distributed in the society (Hurley, 2002). The liberalists claim that the poor economies cause unemployment making it difficult for the affected individuals to pay for housing and other essential services. Conversely, the conservatives view the homeless as deserving and lazy individuals given to drug addiction and as people who should not be offered any help. Conservatives believe that the society should not intervene in the conditions of the homeless population. Some extremists go to an extent of preventing people from offering help to the homeless population. They claim that many cases of homelessness occur due to personal faults and that the individuals ought to blame themselves for their condition (Hurley, 2002). Homelessness predominantly occurs in the developing countries and cities such as Cairo and Tunis where material resources are often insufficient and underdeveloped. The increase in homelessness in the developed countries usually indicates the uneven distribution of national resources. This is particularly evident in countries such as Canada and the United States. The condition is basically a consequence of the increasing poverty levels and lack of affordable housing which arise due to many other factors including the rise in the cost of rental housing. This paper seeks to address homelessness as a major problem experienced in both the developed and underdeveloped nations. It then highlights the severe impacts of homelessness to individuals and the society at large. The paper then gives significant comparison between the different ideologies regarding homelessness including the liberal, conservative and extremist viewpoints. The paper also emphasizes on the major similarities and differences between homelessness in the developed and developing countries. Background to Homelessness Several definitions are used to give the meaning of homelessness. According to Tipple & Speak (2010), homelessness can be described as a housing situation that does not satisfy the minimum housing standard for an individual or a group of individuals for a period of time, exposing the affected ind
Introduction In the wake of globalization, swift technological revolution, and the ever-shifting complexity of the human society, human resource management has become critical in the realization of organizational goals. This set of circumstances has forced many companies around the globe to revisit the role of strategic human resource management. This paper discusses the strategic role of human resource management based on the different departments of the Kingdom of Saudi Arabia. It examines the current status of HRM in KSA by comparing the expectations of the investors with the existing macro-factors that influence the human resource departments. It also provides insight into the economic, social, and cultural issues that affect the role of human resource management. It further elaborates the employment and labor laws, meso-organizational factors, the nature of businesses, organizational cultures, management styles, and micro-individual factors. HRM in the Kingdom of Saudi Arabia Most managers attest that human resource management is a set of procedures, practices, and policies that must be included in the entire organization. The success of the HRM department in any organization is seen in terms of the ability to promote investment, development, motivation, and performance improvement. Managers must ensure that perfect recruitment, obligations on contract basis, training and motivation, proper planning, handling of employee welfare, and their grievances are handled in every department for the success of human resource management. Policies, procedures, and programs must be established and properly executed to boost performance. Work ethics must also be addressed at length without excluding any loopholes with a view of encouraging employee loyalty (Sims 3). The strategic role of human resource management (HRM) departments in the Kingdom of Saudi Arabia (KSA) has been critical to the success of organizations within the region. This situation is underpinned by the fact that various multinational companies are increasing in Saudi Arabia. As a result, the current system of management has been shifting away from the traditional to Western ways of organization in the Kingdom (Sims 3). Current Status of HRM The current status of HRM in KSA is seen to be treading towards a shift whereby the inclusion of foreign workers in the management systems is on the rise. This situation has been noted due to the tremendous increase in the control of international oil companies and crude resources based in the Kingdom (Mababaya 34). Due to such funds for further investments, the country has undergone both social and economic development to encompass increased numbers of foreign employees. A rise in the development in of the labor market has raised the need for skilled personnel. This situation has compelled the government of KSA to come up with plans to increase the number of foreign workers thereby calling for the implementation
In the 20th century, mankind experienced unprecedented growth in the business world because of the advent of computers. When computers were further enhanced by software, it seemed that the sky was the limit when it comes to developing creative solutions to solving problems as well as streamlining operations – resulting in reduced operating cost while at the same time improving the company’s bottom line. For many, it is not enough to simply use computer hardware and software. The next step is to develop a business information system able to consolidate relevant information that in turn can be used by management to make crucial and timely decisions. The need to upgrade a business information system is due to pressure from competitors. In a highly competitive world of airline carriers, it is imperative for a company to distance itself from its rivals, and one of the best ways to do this is to increase efficiency by improving communication and monitoring. Aside from the need to have a competitive advantage, upgrading of the business information systems is vitally important since computer hardware requires regular replacement due to wear and tear. This is not only a wise management practice, but this will ensure that a company will be able to handle increased growth. COMAIR was a successful airline carrier in the latter part of the 20th century, but because it was unable to make timely upgrades in its business information system, COMAIR suffered a public relations nightmare and lost $20 million when its Crew Scheduling System crashed on December 25, 2004. Discuss Comair’s information systems and information technology strategy and whether it supports their business strategy At first COMAIR was content to use ink and paper to manage their business. But due to tougher regulations, they were forced to adhere to new rules and decided to use a business information system that they leased from SBS International. This system comprised of software (SBS) which was written in a computer language called Fortran and then run on an IBM AIX version of the UNIX operating system. This software is COMAIR’s first attempt to use a Crew Scheduling System. The SBS provided COMAIR the ability to track flight crews, which flights the crews were assigned to, and how many hours they were flying (Laudon & Laudon, 2007). The use of this software application enabled them to experience efficient management of their resources and so COMAIR was able to experience early success. The only problem is that they were content in using the same business information system for the past 18 years. The computer language used to create the SBS legacy software became popular in the 1950s, and since then, there are other computer languages that came out that are much better, at least in the point of view of many computer program
Introduction Recruitment is one of the management functions that are usually conducted through the human resource department. Technically, recruitment is defined as the “process of identifying and hiring the best qualified candidate from within or outside an organisation for a job opening in the most timely and cost effective manner” (French & Rumbles 2005, p.170). In this process, the management plays pivotal roles in ensuring that the process is administered effectively and efficiently so that an organisation reaps optimally from the benefits of the candidate selected from a pool of applicants who possess different experiences and technical expertise. The implementation of the recruitment process is also done in a manner that ensures precise compliance to the set recruitment policies. Some of these policies include “affirmative action, equal opportunity employment, and non-discrimination” (French & Rumbles 2005, p.170). For this reason, the specific things that the recruiting personnel look out from the applicants are set out before the recruitment is done. These specifics are laid out in the form of the job description. To come up with a concise and accurate job description, the human resource must work in collaboration within the hiring manager to develop it. In the same light, Fernando (2008) argues, “reviewing a job description is an efficient procedure to continually improve an organisation’s structure, as well as evaluating the competencies and wages for each position within the organisation” (p.8). Given the set out procedures and policies by an organisation for the administration of the process of recruitment, the main interrogative is how effective the concepts of recruitment are in ensuring that an organisation only hires those persons who only have outstanding qualifications. The focus of the paper is to give response to this query. Effectiveness of concepts of recruitment Merging talent management with recruitment An immense scholarly body of knowledge exists that attempts to set out the roles of recruitment in management of an organisation. Many approaches and models of recruitment have also been proposed with the chief intention of availing paradigms of approaching recruitment so that an organisation would secure highly professional capable workforce. These models include executive search, RPO, retained search, outplacement, and contingency hiring among others. While fully aware of the alternative ways through which an organisation can conduct recruitment, Fernando (2008) argues that talent management is a noble function that the recruitment team needs to consider (p.2). Indeed, he advocates for adoption of a holistic approach by management as the most suitable, effective and efficient approach of conducting recruitment. The main reason why an organisation commits its resources to conduct the recruit
Executive Summary The Wikispaces website usability evaluation was done using Nielsen’s principles of efficiency, memorability, ‘learnability’, errors, and user satisfaction, and the results led to the discovery of the strengths and weaknesses of the platform. The results of the study showed that the website provides a good interactive platform that guides new and experienced on how to navigate to the desired webpages with little effort. However, to perform new tasks, visitors find it necessary to understand how to use the new web pages. Besides having good usability, the website lacks error handling mechanisms to prevent users from making reduce errors when interacting with the webpages. However, further design improvements were suggested to give the user personalized control. Evaluation criteria  1. Opening the homepage of the target website  2. Navigating through the web pages  3. Interacting and controlling the website  4. Functionality, control, language, error prevention, feedback, consistency, and visual clarity. General overview The Wikispaces provides a flexible platform for users to navigate through the homepage without experiencing difficulties (Agarwal and Venkatesh 2). Experienced and less experienced people find it easy to open new web pages without being trained on how to use the website. The website provides clear guidelines on how to move to the desired location without prior knowledge about it. After one has opened a new web page, it always guidelines what to do by supporting their actions, making it easy to navigate, read, and access the website, leading to positive user experiences and the desire to come back again. Evaluation According to Reward, the usability principles used to evaluate the website as proposed by Nielsen, include ‘learnability’, efficiency, memorability, few errors, and user satisfaction (12). Learnability Learnability is the ease with which users learn how to use the website and understand its functionality. A critical analysis of the website showed that the homepage provides guidelines for users to select the web page of their choice with ease from the two options available. After clicking on the education icon, it automatically creates the classroom web page on a new page, which automatically takes one to the free classroom. The classroom page provides a summary of the users’ expectations without providing links to navigate to those expectations such as creating a new schedule and assessing students’ engagements in real-time, among others. Efficiency A critical evaluation of the efficiency of the wiki website shows that engagements to the target audience of students happen in real-time (Kessler and Bikowski 5). However, the user must take some time to learn how to use the new classroom before starting to interact with the students (Waddell and Burks 4). However, the webpages can be designed with links that guide the user to a specific task. Besides, each task should be
Abstract Dubai, in the United Arab Emirates (UAE), has a vibrant Islamic banking sector. The region has over 50 banks with upwards of 40 foreign banks office representatives. Largely oil revenues fuel the United Arab Emirates economy, which serves as an enhancement for profitability of these banks. The key aspects of the Islamic banks in the region are the profit and loss sharing, transparent dealing, lack of interest, lack of speculation and no gambling. The banks also do not deal with unethical business and have just policies of employment. Dubai bank is the example used to support the Islamic bank concept in the Middle East. Many previous works have been undertaken in this field with no clear-cut research on its drawbacks. This document aims to support research on the customer perspective of the benefits and loops of the Islamic banking concept. Customers of the Islamic banks weigh various options while considering the services offered. The banks are non-remunerative with extra returns for depositors of deposit accounts. There is greater risk in adjusted returns for customers who invest in Islamic banks indices. This study aims to characterize the problems endured by the Islamic banks and together with their customers. Secondary data studies were used as customer sample from Dubai bank. Findings will indicate the problems encountered by the Islamic banks. The study will look into the legal system, political issues, risks, low profitability, loans, lending rates, management and limited transparency. The quality of service that is offered and client problems will also be looked into. Introduction Background Information The new millennia brought in new features and changes in the banking industry key of them being banking systems. The tremendous changes in the industry can be linked to the need for better customer friendly service. These custom-made changes were to aligned to maintain completion with other institutions in the same field and keep up with economic and political developments globally. The Islamic banks were developed due to religious requirements; hence, the competitive edge in the global field was edged out. The Islamic banks cannot compete globally and are ranked poorly out of the top hundred brackets. It is inevitable for the Islamic banking industry to explore future limits for a clearer vision to predict challenges obstacles and effective counter measures. Most of these banks operate well in specific environments. It is estimated that Islamic banking systems manage over US$ 250 billion with clientele around the world. Their client base is not restricted to Muslim countries but is spread well over Europe. The Islamic banking system continues to grow tremendously. There are more than 260 worldwide Islam financial institutions in operation. Dubai Islamic Bank is the first fully-fledged Islamic bank. It has combined the best Islamic values and their traditional values as well. This is coupled with advanced technology and innovations of modern banking at its best. Dubai Islamic Bank was formed in 1975 and is established
The companies NTL Electronics (India) and Lemnis Lighting (Netherlands) entered into a partnership in order to promote LED lighting. NTL Electronics India has replaced several millions of incandescent lamps and CFL lamps to LED. NTL Electronics is a major supplier in the lighting market with sales of over 18 million items a month. In 2012, NTL Electronics and Lemnis Lighting created a venture capital company NTL Lemnis. For NTL Electronics this meant the ability to produce a full line of lighting products under the brand name Pharox. It implied that the perspective mart was sectioned to Europe, Asia, and Africa. However, the establishment of the new collaboration meant that the new company has to consider its structure, organization, and operations to be able to address the needs of the business-to-consumer market effectively. The aim of the joint venture was to admission to the B2C section. Pharox was planned to meet the needs of the Indian customers as well as of the international ones. The assumed rivals of the venture on the market were three major electrical producers that have been operating in the international market successfully. They were Crompton Greaves, Havells, and Phillips Lighting. All of the competitors were manufacturers and sellers of the electrical commodities that were produced on high-t
Choosing the right spokesperson is crucial, as a spokesperson becomes the key representative of the company. His or her image and the ability to connect with the audience will largely influence the organization’s reputation. According to Dianova, it is essential to choose a person who has authority within the company. A spokesperson does not necessarily have to be the chief, as chiefs have a lot of other duties to fulfill: “Although they may be a great leader, they may not always be the best person to be put in front of the media” (Fisher). However, selecting someone from top management is important. Top managers are usually very familiar with the company and have extensive knowledge of their needs and strategy, which helps them plan media interactions. Also, they have excellent leadership skills, which are also important for choosing a spokesperson (Rhynard). Moreover, it is crucial to choose a person who is good at making quick decisions in high-stress situations and can stay calm under pressure (Dianova). Every interaction with the media can prove stressful; however, in case of a crisis, the spokesperson will be under tremendous pressure and will have to handle unpleasant comments and questions. According to Dianova, “Being able to control stress and act calmly while representing your company are key characteristics of the right spokesperson.” Previous experience in public relations is also very beneficial to spokespersons, as it eliminates the need for additional training. As noted by Rhynard, previous media experience can reduce the pressure and help the spokesperson act more effectively in crisis circumstances. Overall, many qualities and abilities have to be taken into account when selecting a perfect spokesperson. However, choosing a person who meets all the requirements can help the company promote efficient interactions with the media and achieve its goals. Works Cited Dianova, Yulia. “The Ultimate Guide to Finding the Right Spokesperson.” Axia Public Relations , 2016, Web. Fisher, Adam. “How to Choose the Right Media Spokesperson.” Media First , 2016, Web. Rhynard, Paul. “Selecting the Right Spokesperson for Crises.” The Crisis Communicator , 2014, Web.