CS 320 Artificial Intelligence: Version Space Search

CS 320 Artificial Intelligence: Version Space Search

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CS 320 Introduction to Artificial Intelligence

Questions:

  1. [10 Marks] Consider the following table of examples.

Number Major  Co-op Year Grade  decision

1

cs

yes

one

a

positive

2

ee

no

one

c

negative

3

cs

no

two

a

positive

4

math

yes

three

a

negative

5

cs

yes

three

c

negative

  • Apply the version space search with specific to general strategy to learn concept from the table.
  • Apply the version space search with general to specific strategy to learn concept from the table.

You need to show the detail steps for each method.

  1. [10 Marks] Consider the following table:

outlook temp.  humidity windy  play

sunny

hot

high

false

no

sunny

hot

high

true

no

sunny

mild

high

false

no

rainy

mild

high

true

no

rainy

cool

normal

true

no

sunny

cool

normal

false

yes

sunny

mild

normal

true

yes

overcast

hot

high

false

yes

overcast

hot

normal

false

yes

overcast

mild

high

true

yes

overcast

cool

normal

true

yes

rainy

mild

high

false

yes

rainy

mild

normal

false

yes

rainy

cool

normal

false

yes

Use the ID3 algorithm to build a decision tree. You can consider any variable order.

  1. [30 marks] Write a summary of what you have learned in this class. It should be about 1000 words.

CS 320 Introduction to Artificial Intelligence

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Tellus molestie nunc non blandit massa enim nec dui. Tellus molestie nunc non blandit massa enim nec dui. Ac tortor vitae purus faucibus ornare suspendisse sed nisi. Pharetra et ultrices neque ornare aenean euismod. Pretium viverra suspendisse potenti nullam ac tortor vitae. Morbi quis commodo odio aenean sed. At consectetur lorem donec massa sapien faucibus et. Nisi quis eleifend quam adipiscing vitae proin sagittis nisl rhoncus. Duis at tellus at urna condimentum mattis pellentesque. Vivamus at augue eget arcu dictum varius duis at. Justo donec enim diam vulputate ut. Blandit libero volutpat sed cras ornare arcu. Ac felis donec et odio pellentesque diam volutpat commodo. Convallis a cras semper auctor neque. Tempus iaculis urna id volutpat lacus. Tortor consequat id porta nibh.

Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Hac habitasse platea dictumst vestibulum rhoncus est pellentesque. Amet dictum sit amet justo donec enim diam vulputate ut. Neque convallis a cras semper auctor neque vitae. Elit at imperdiet dui accumsan. Nisl condimentum id venenatis a condimentum vitae sapien pellentesque. Imperdiet massa tincidunt nunc pulvinar sapien et ligula. Malesuada fames ac turpis egestas maecenas pharetra convallis posuere. Et ultrices neque ornare aenean euismod. Suscipit tellus mauris a diam maecenas sed enim. Potenti nullam ac tortor vitae purus faucibus ornare. Morbi tristique senectus et netus et malesuada. Morbi tristique senectus et netus et malesuada. Tellus pellentesque eu tincidunt tortor aliquam. Sit amet purus gravida quis blandit. Nec feugiat in fermentum posuere urna. Vel orci porta non pulvinar neque laoreet suspendisse interdum. Ultricies tristique nulla aliquet enim tortor at auctor urna. Orci sagittis eu volutpat odio facilisis mauris sit amet.

Tellus molestie nunc non blandit massa enim nec dui. Tellus molestie nunc non blandit massa enim nec dui. Ac tortor vitae purus faucibus ornare suspendisse sed nisi. Pharetra et ultrices neque ornare aenean euismod. Pretium viverra suspendisse potenti nullam ac tortor vitae. Morbi quis commodo odio aenean sed. At consectetur lorem donec massa sapien faucibus et. Nisi quis eleifend quam adipiscing vitae proin sagittis nisl rhoncus. Duis at tellus at urna condimentum mattis pellentesque. Vivamus at augue eget arcu dictum varius duis at. Justo donec enim diam vulputate ut. Blandit libero volutpat sed cras ornare arcu. Ac felis donec et odio pellentesque diam volutpat commodo. Convallis a cras semper auctor neque. Tempus iaculis urna id volutpat lacus. Tortor consequat id porta nibh.

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Tellus molestie nunc non blandit massa enim nec dui. Tellus molestie nunc non blandit massa enim nec dui. Ac tortor vitae purus faucibus ornare suspendisse sed nisi. Pharetra et ultrices neque ornare aenean euismod. Pretium viverra suspendisse potenti nullam ac tortor vitae. Morbi quis commodo odio aenean sed. At consectetur lorem donec massa sapien faucibus et. Nisi quis eleifend quam adipiscing vitae proin sagittis nisl rhoncus. Duis at tellus at urna condimentum mattis pellentesque. Vivamus at augue eget arcu dictum varius duis at. Justo donec enim diam vulputate ut. Blandit libero volutpat sed cras ornare arcu. Ac felis donec et odio pellentesque diam volutpat commodo. Convallis a cras semper auctor neque. Tempus iaculis urna id volutpat lacus. Tortor consequat id porta nibh.

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BUS4002 Management Information Systems: Functional Areas Of Organisations

BUS4002 Management Information Systems: Functional Areas Of Organisations

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BUS4002 Management Information Systems

Questions:

As part of the formal assessment for the programme you are required to submit a Management Information Systems report. Please refer to your Student Handbook for full details of the programme assessment scheme and general information on 

preparing and submitting assignments.

1. Demonstrate an understanding of information needs within different functional areas of organisations. 

2. Identify and compare information systems within different functional areas of organisations. 

3. Use information systems to produce management information at middle and senior management levels of organisations. 

4. Identify and examine the legal implications associated with information handling and security.  

5. Identify and examine the ethical implications associated with information handling and security. 

 

Please note that exceeding the word count by over 10% will result in a reduction in grade by the same percentage that the word count is exceeded. You must not include your name in your submission because Arden University operates anonymous marking, which means that markers should not be aware of the identity of the student. However, please do not forget to include your STU number.

 

You have been engaged as a MIS consultant for the following organisation Walmart is the largest retail company in the United States . Currently Walmart operates over 4,700 retail facilities globally (Walmart Inc., 2020) with revenues of more than 510 Billlion U.S. Dollars (according to the Fortune 500 index). Recently, Amazon implemented  a  new  innovative  strategy  called  ‘Amazon  Go’  convenient  stores,  where customers  can  simply  pick  up  items  and  walk  out  of  the  store  without  checking  on  a cashier. In the same vein, Walmart is currently looking for counter-strategies in order to increase their e-commerce shares.  

 

For the specified focal organisation (Walmart), you should contact your own research in order to provide a report to the board of directors, which will answer the following: 

 

Describe  how  the  different  business  units  of  Walmart  are  interconnected.  In  your analysis, you should provide an organisation chart and data flow diagrams to represent the  dependence  of  each  of  the  business  units  to  each  other  and  the direction  of  data flows within the organisation and provide the reasons behind this structure. 

 

Describe the different forms of data and the role of data warehousing in Walmart. In your analysis, you should evaluate the current Information Systems and provide recommendations  to  the  board  of  directors  about  big  data  solutions.  In  order  to  fully answer the question, a detailed description of the proposed solution is needed providing the advantages and disadvantages of the system in response to Amazon’s strategy.  

By  taking  into  account  information  from  the  latest  programme  of  Walmart  (ethics  and compliance) and the new GDPR data protection legislation, provide a summary of your key concerns about ethical, legal and professional implications associated with information handling and security.

 

Formative Feedback 

 

You have the opportunity to submit a draft assignment to receive formative feedback The feedback is designed to help you develop areas of your work and it helps you develop your skills as an independent learner. If you are a distance learning student, you should submit your work, by email, to your tutor, no later than 2 weeks before the actual submission deadline. If you are a blended learning student, your tutor will give you a deadline for formative feedback and further details. Formative feedback will not be given to work submitted after the above date or the date specified by your tutor – if a blended learning student.

 

You MUST underpin your analysis and evaluation of the key issues with appropriate and wide ranging academic research and ensure this is referenced using the AU Harvard system. The My Study Skills Area contains the following useful resources Students are required to indicate the exact word count on the title page of the assessment. The word count excludes the title page, executive summary, tables, figures, diagrams, footnotes, reference list and appendices. Where assessment questions have been reprinted from the assessment brief these will also be excluded from the word count. ALL other printed words ARE included in the word count. See ‘Word Count Policy’ on the homepage of this module for more information. Assignments submitted late will not be accepted and will be marked as a 0% fail. Your assessment should be submitted as a single Word (MS Word) or PDF file. For more information please see the “Guide to Submitting an Assignment” document available on the module page on iLearn.  

 

You must ensure that the submitted assignment is all your own work and that all sources used are correctly attributed. Penalties apply to assignments which show evidence of academic unfair practice. (See the Student Handbook which is on the homepage of your module and also in the Induction Area). 

BUS4002 Management Information Systems

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Tellus molestie nunc non blandit massa enim nec dui. Tellus molestie nunc non blandit massa enim nec dui. Ac tortor vitae purus faucibus ornare suspendisse sed nisi. Pharetra et ultrices neque ornare aenean euismod. Pretium viverra suspendisse potenti nullam ac tortor vitae. Morbi quis commodo odio aenean sed. At consectetur lorem donec massa sapien faucibus et. Nisi quis eleifend quam adipiscing vitae proin sagittis nisl rhoncus. Duis at tellus at urna condimentum mattis pellentesque. Vivamus at augue eget arcu dictum varius duis at. Justo donec enim diam vulputate ut. Blandit libero volutpat sed cras ornare arcu. Ac felis donec et odio pellentesque diam volutpat commodo. Convallis a cras semper auctor neque. Tempus iaculis urna id volutpat lacus. Tortor consequat id porta nibh.

Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Hac habitasse platea dictumst vestibulum rhoncus est pellentesque. Amet dictum sit amet justo donec enim diam vulputate ut. Neque convallis a cras semper auctor neque vitae. Elit at imperdiet dui accumsan. Nisl condimentum id venenatis a condimentum vitae sapien pellentesque. Imperdiet massa tincidunt nunc pulvinar sapien et ligula. Malesuada fames ac turpis egestas maecenas pharetra convallis posuere. Et ultrices neque ornare aenean euismod. Suscipit tellus mauris a diam maecenas sed enim. Potenti nullam ac tortor vitae purus faucibus ornare. Morbi tristique senectus et netus et malesuada. Morbi tristique senectus et netus et malesuada. Tellus pellentesque eu tincidunt tortor aliquam. Sit amet purus gravida quis blandit. Nec feugiat in fermentum posuere urna. Vel orci porta non pulvinar neque laoreet suspendisse interdum. Ultricies tristique nulla aliquet enim tortor at auctor urna. Orci sagittis eu volutpat odio facilisis mauris sit amet.

Tellus molestie nunc non blandit massa enim nec dui. Tellus molestie nunc non blandit massa enim nec dui. Ac tortor vitae purus faucibus ornare suspendisse sed nisi. Pharetra et ultrices neque ornare aenean euismod. Pretium viverra suspendisse potenti nullam ac tortor vitae. Morbi quis commodo odio aenean sed. At consectetur lorem donec massa sapien faucibus et. Nisi quis eleifend quam adipiscing vitae proin sagittis nisl rhoncus. Duis at tellus at urna condimentum mattis pellentesque. Vivamus at augue eget arcu dictum varius duis at. Justo donec enim diam vulputate ut. Blandit libero volutpat sed cras ornare arcu. Ac felis donec et odio pellentesque diam volutpat commodo. Convallis a cras semper auctor neque. Tempus iaculis urna id volutpat lacus. Tortor consequat id porta nibh.

Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Hac habitasse platea dictumst vestibulum rhoncus est pellentesque. Amet dictum sit amet justo donec enim diam vulputate ut. Neque convallis a cras semper auctor neque vitae. Elit at imperdiet dui accumsan. Nisl condimentum id venenatis a condimentum vitae sapien pellentesque. Imperdiet massa tincidunt nunc pulvinar sapien et ligula. Malesuada fames ac turpis egestas maecenas pharetra convallis posuere. Et ultrices neque ornare aenean euismod. Suscipit tellus mauris a diam maecenas sed enim. Potenti nullam ac tortor vitae purus faucibus ornare. Morbi tristique senectus et netus et malesuada. Morbi tristique senectus et netus et malesuada. Tellus pellentesque eu tincidunt tortor aliquam. Sit amet purus gravida quis blandit. Nec feugiat in fermentum posuere urna. Vel orci porta non pulvinar neque laoreet suspendisse interdum. Ultricies tristique nulla aliquet enim tortor at auctor urna. Orci sagittis eu volutpat odio facilisis mauris sit amet.

Tellus molestie nunc non blandit massa enim nec dui. Tellus molestie nunc non blandit massa enim nec dui. Ac tortor vitae purus faucibus ornare suspendisse sed nisi. Pharetra et ultrices neque ornare aenean euismod. Pretium viverra suspendisse potenti nullam ac tortor vitae. Morbi quis commodo odio aenean sed. At consectetur lorem donec massa sapien faucibus et. Nisi quis eleifend quam adipiscing vitae proin sagittis nisl rhoncus. Duis at tellus at urna condimentum mattis pellentesque. Vivamus at augue eget arcu dictum varius duis at. Justo donec enim diam vulputate ut. Blandit libero volutpat sed cras ornare arcu. Ac felis donec et odio pellentesque diam volutpat commodo. Convallis a cras semper auctor neque. Tempus iaculis urna id volutpat lacus. Tortor consequat id porta nibh.

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Question:

Barns Group Limited is a locally owned public listed company that derives revenue from insurance building, restoration and commercial construction and building services. The company operates in Australia and the United States of America, employing 1600 people and is administered by its head office in Bendigo, Victoria. Beginning as Jack & Barns Builders in 1953, their core business was originally built on their ability to remediate most building types, especially after major events such as floods and fires. Today over 60 years later, they continue to provide specialist building services for which we have become renowned. Over those years they have grown in so many other ways. They now offer a truly diverse range of construction, building and support services. 

Continually adding new ventures to the Barns Group business mix has become part of their culture. From software products, home maintenance services and call centre operations to shop fitting, retail and glazing, the list is ever growing. Their platform is based on four core values: Respect, Integrity, Courtesy and Honesty. Delivering to time, cost and quality is expected of any reputable building company. At Barns Group they understand that currently it’s about delivering more. Keeping promises not only to their clients but also to their contractors and suppliers, is their prime objective. They don’t treat people as a commodity, they treat them as human beings. They don’t just finish our projects on time, they also meet their financial obligations on time. Their commitment to those who work for them is second to none in the industry. This creates confidence, loyalty, and market distinction. 

Identify one situation from each of the departments listed below. Analyse each of the situations on any four ethical philosophies taught to you in this unit.

Departments

Department 1:

The IT department looks after the installation and maintenance of computer networks within the company. Following are the different responsibilities of this department:

• Technical support

• Communication

• Company website

• Application development.

 

Department 2:

The primary function of the Operations department includes design and management of products, services, and processes. Following are the different responsibilities of this department:

• Supply chain management

• Product design

• Delivery management 

Department 3:

The activities expected from a Finance department cover a wide range from basic bookkeeping to providing financial information of the company. Following are the different responsibilities of this department:

• Financial controls

Department 4:

The Human Resources function is concerned with the following:

• Recruitment and selection. Ensuring that the right people are recruited to the right jobs.

• Training and development. Enabling employees to carry out their responsibilities effectively and make use of their potential.

• Employee relations. Including negotiations related to pay and conditions. 

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On successful completion of this subject, students should be able to: Subject Learning Outcomes Contribution to Graduate Attributes a) Apply methods and tools of analysis for identifying and resolving ethical issues using philosophical frameworks b) Discuss professional and ethical responsibilities, including the purpose of codes of ethics for computing professionals c) Evaluate risks and liabilities of computer based systems and the critical characteristics of information d) Analyse legal, social, ethical and security issues in IC

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THE Course TEXTBOOK : Barbara C McNurlin, Ralph H. Sprague, Jr. and Tung Bui (2008) Information Systems Management in Practice 8E, Pearson Prentice Hall ISBN: 0-13-243715-5. Note : For Question #2 , #3 ,#4 You should answer these questions FROM THE COURSE TEXTBOOK and in addition you may use other a …

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CPCCBC4013A Prepare And Evaluate Tender Documentation Management

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CPCCBC4013A Prepare And Evaluate Tender Documentation

Question:

Q1. Explain the process you will use to obtain the clients acceptance of your tender application and how you will action any amendments and or conditions to the tender. (no more than 50 words)

Q2. List ten (10) documents that need to be attached to a tender application. (by you or your organisation, to the client)

Briefly explain why you should attach these documents to your tender application.

Q3. What should you review in tender documents in order to determine your business’s capability to perform work? (in no more than 50 words)

Q4. Describe the steps you will take to calculate the cost of materials and labour required for your tender application? (in no more than 100 words)

Materials: Labour

Q5. List six (6) risks you need to identify and analyse when creating tender documents, why do you need to consider these risks? (in no more than 50 words)

Q6. What should you check / include in an evaluation of your first / preliminary draft? (in no more than 50 words)

Q7. Identify the appropriate building and construction codes, standards and government regulations that apply to builds in Victoria and where you can find them.

List 5.

Q8. Research on the internet what software is available to you to assist you in the calculating of costs you need to include in a tender document?

Select a software package and describe its key features.

Q9. What business guidelines do you need to consider when creating a tender application?

Q10. Identify three (3) different ways you can hire labour:

Q11. List three types of drawings and plans and three specifications required in a construction project?

Q12. What are the policies in your business for selecting contracts? (in no more than 50 words)

Q13 Who needs to approve / endorse tender applications before they can be submitted for your business?

Q14. When responding to tender opportunities tenderers must be aware of the risks that may arise from taking the tender opportunity that could put the proposed project and/or a company’s future in jeopardy.

Provide an explanation of a contingency for each the tender risks listed below that you could adopt to ensure the risk does not escalate to an unacceptable level.

  • Breach of contract
  • Material delivery delays that delay the contracted completion date
  • Progress payment delays that interrupt cash flow
  • Labour shortages
  • Inclement weather
  • Underquoting on a tender opportunity
  • Use of costing software

Q15. Research and identify two (2) advantages and two (2) dis-advantages of using employees versus subcontractors to complete a building and construction project.

  • Employee advantages:
  • Employee disadvantages:
  • Sub-contractor advantages:
  • Sub-contractor disadvantages:

Q16. Explain the difference between open tendering and selective tendering (in no more than 50 words)

Q17. List ten (10) types of supporting documentation that should be included when putting a tender response together.

Q18. Which Australian Standard for tendering would you consult that may guide you in responding to tender requests and why?

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Dear Expert, Hope you are doing well today. I want you to write the proposal for my minor project. I shared with you the proposed protocol to guide you on how to write and what you should write. The title will be The Effect of early mobilization protocols on postoperative outcomes following abdominal and thoracic surgery.

Just open the proposed protocol and keep the heading and write under each heading. Also, I will share with you the systematic review baseline and this is my baseline for my minor project and our project aim in my current subject is to do a rapid review, not a systematic review. The systematic review I shared was published in 2015 and you can take the information from this systematic review but also you should bring new information from any primary research related to my topic published after 2017.

Also, you should mention from which database you bring this information during searching. I shared with you the assessment rubric and assessment requirement and keep focusing on proposal protocol and go through it to write the proposal. Please keep in your mind Zero plagiarism and zero-copy past. The percentage of similarity should be below as you can Free from Grammar mistakes. Because this assignment will go through Turnitin.

Use the assessment rubric attached for good marking my assignment. Follow the step of the assignment In case you want to ask anything for more clarification don’t hesitate to ask me. Note: I want The one who will do my assignment to have a Ph.D. in nursing research or a professor in nursing. Last assignment I am not satisfied with the solution because is not related to what I wanted exactly. Your reference to write this protocol is the article attach name of: The Effect of early mobilization protocols on postoperative outcomes following abdominal and thoracic surgery.

The Project Proposal will provide an overview of your individual project. It will include an overview of the problem and a detailed plan to solve your problem.

Structure:

You are required to write a Project Proposal (30% of total subject mark) outlining how you might address significant problem related to health-related policy, practice, education or leadership. This requires you to develop an initial plan as to how you might design and undertake the project successfully.In addition, are required to outline where this project fits within the existing literature and what might be the expected value of the project in terms of the current knowledge base in Healthcare Leadership. 

Your proposal (marked out of 100) will follow the structure of the JBI SUMARI protocol relevant to your PICO question. For example, depending on the type of question you are asking your protocol will include different subheadings.

Reference list (not included in the word count)

Appendices (not included in the word count)

All included Appendices MUST be referred to in the main text.

The first Appendix (Appendix A) should be the Gantt chart/ Proposed Time Frame – using the PredicTER Software

Critical Appraisal of Baseline Systematic Review

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INF70005 Strategic Project Management

Question:

We often hear or read about various success and failure stories of projects, but what is success or failure and what criteria should organisations use to identify success or failure? What factors lead to a successful or failure project? Cleland &

Ireland [2004] argue that since each individual or group of people who are involved in a project have different needs and expectations, they likely interpret their project’s success in the context of their own way of understanding.

Thomsett [2002] provides as an example, the Sydney Opera House Project. The Sydney Opera House project went 16times over budget and took 4 times as long to finish as had been originally planned. However, the final impact of the completed project was so big that no one remembers the original missed goals. The project was a big success for the people involved and at the same time a big failure from the project management perspective. While a project may go over budget and schedule [and deemed a failure], its success may be measured by the response to the actual use of the project over time.

On the other hand, the Millennium Dome in London was an example of a project that was completed on time and on budget, but in the eyes of the British people was considered a failure because it did not deliver the awe and glamour that it was supposed to generate. In the same way that quality requires both conformance to the specifications and fitness for use, project success requires a combination of product success [service, result, or outcome] and project management success [Duncan 2004].

The difference between criteria and factors is fuzzy for many people. The Cambridge Advanced Learner’s Dictionary describes a criterion as “a standard by which you judge, decide about or deal with something” while a factor is explained as “a fact or situation which influences the result of something”. The success or failure of a project can be judged differently by people based on their purposes and criteria. It is clear now that critical factors can lead to a series of events that ultimately meet the overall success criteria of the project, so they should not be used as synonymous terms. Davis [2013], Atkinson [1999], and Mir & Pinnington [2013] provide other insights into this topic and suggest many other criteria for success.

Details

This assignment requires you firstly to identify a real world case: either a successful project or a failed project, and then based on the criteria you identified [from the literature] explain why the project either succeeded or failed. There are many references on the theme of project success or failure, and hence you will need to do some research to set up your criteria.

The following references will help you start the process. The case needs to be a ‘project’ and not a product or organization as such. It needs to have been completed since the year 2000 (in the past twenty years).

You can select a case from secondary data available in the public domain or from within your own organisation. The report should include the following information:

  • Background of the company and the project case that you have selected.
  • Discussion of standard criteria, such as those emerging in the reference section.
  • Critical identification and justification of the criteria you think appropriate.
  • Critical analysis of the case based on the criteria chosen.
  • Presentation of appropriate conclusions.
  • Provision of suggestions or recommendations in the event that the project should be re-run in the future.

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Select an organisation and apply all four of the questions below. Ensure work is supported with evidence from research (academic theory and company research) A brief introduction and conclusion is also required which is included in the word count. Word count is 2,500 (+/- 10%) 1. Identify one operation management practice within a chosen organisation 2. Critically analyse how this operation management practice impacts the organisation in regards to efficiency 3. Evaluate how technology could be embedded in this process or evaluate how this has already been achieved 4. What supporting functions are linked to this operation management practice and evaluate how can they assist with ensuring organisational success?

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Question:

The questions must be answered based on the case study presented below ( DrainfFlow )

Title of this assignment: “Training, Performance & Compensation Plan for Drainflow, 2022”

  1. What are the priority training needs for the staff? What recommendations do you have for the training content and methodologies?
  2. How will you evaluate the performance of the staff?
  3. What changes, if any, do you recommend to the compensation / reward structure?

DrainFlow Case Study

DrainFlow is a medium-sized company employing 500 people in the northern province of Greece, with headquarters in Thessaloniki. It provides plumbing maintenance to commercial and private customers in the region and is generally perceived to be a successful company with strong brand recognition. The CEO – Lee Reynolds – has recruited you as the new HR Director. She tells you that she is not happy with the culture of the company. The staff seem to be either aggressive or dissatisfied and this is having an impact on customer service and satisfaction. She recently sent out customer surveys which indicated that 60% of customers were satisfied, but 40% were unhappy with their experience and would probably use a competitor in the future.

Lee tells you:

“We have three main categories of staff: the licensed plumbers (100 people); the assistant plumbers (around 300 people); and the call-centre order processors (50 people). The licensed plumbers are the highest paid at around €40 an hour. The assistant plumbers and call-centre staff receive around €15 an hour. Private customers can pay the plumber or assistant plumber by cash or credit card with a minimum fee of €50 per call out, which is generally less than our competitors charge. The customers contact us by phone or through the internet and the call-centre operator decides whether to send a plumber or an assistant plumber to deal with the issue. If it is a commercial customer, we generally send both a plumber and an assistant. If it is a private customer, the call-centre operators will usually send an  assistant, since they are cheaper and there more of them available. I spoke to the Manager of the callcentre and he said that some 25% of calls do not end up being ‘sold’ perhaps because the diagnostic questions the customers were asked were too technical. But the questions are important for the operator to decide whether to send a plumber or assistant. We provide a week’s initial training to our assistant plumbers, mostly around the basics of plumbing and how to deal with emergencies. If they want to become a certified plumber, they attend a local technical college to take a part-time course which usually lasts six months (no, we don’t pay for this, as it’s partly subsidized by the government).

The most frequent complaints from customers are about response time, the cost of the repairs, and the lack of competence of the person sent to do the repairs. But it is difficult to recruit and retain licensed plumbers because they’re in such high demand. And there is high turnover amongst the call-centre staff as well – when I talked to some of them, they said they were fed up dealing with so many angry customers complaining all the time. Our HR processes you ask? Well, we have ten offices spread across the region in different cities and each office is responsible for the recruitment and management of their staff. We do the initial training week for assistant plumbers four times a year here at headquarters, but other than that, we don’t really know the staff in other cities. Each office has its own Administrator, of course, who is responsible for the payroll and generally managing staff issues. The Office Manager is the person who conducts the recruitment and if necessary, the firing of staff. We’re very cost conscious here at DrainFlow and we don’t want to spend a lot of money on any changes, so your main objective is to improve our recruitment, compensation and training so that we can keep our competitive position in this region. What do you suggest we do?” –

Having done some research into Drainflow’s records, you discover the following information

  1. Each office has an average of ten qualified plumbers and 25 assistant plumbers. There is also an Administrator in each office as well as some support staff such as invoicing clerks, purchasing clerks, and sales agents.
  2. The Call Centre (CC) is centralized at the HQ in Thessaloniki. The CC staff do not know the plumbers personally and are issued a daily “availability sheet” for each office which they use to allocate plumbers and assistant plumbers to jobs as they are called in. There are often mistakes in the allocation sheets (personnel are ill; have already been allocated jobs by their Admnistrator etc).
  3. The turnover amongst plumbers is high – usually around 30 certified plumbers exit the company every year. Amongst CC staff, the average operator stays only around 6 months and the CC Manager spends most of her time recruiting and interviewing replacement candidates. Assistant plumbers vary widely in expertise and the replacement numbers fluctuate widely between different offices.
  4. There appears to be little managerial control – The Administrators complain of being over-worked and unable to complete their work schedules since they spend so much of their time having to deal with ‘people issues’. The only centralized management process is that plumbers and assistant plumbers have to call the CC when they have finished their jobs and to be allocated the next one. The number of jobs completed per day per plumber varies between two and six. Only emergency repairs (charged at an additional €50) are undertaken after 17:00 on weekdays or at the weekends.

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Question 1 (5-10 pages)

Let us assume that you have secured a grant from a large foundation to develop a faith-based nonprofit program to treat female drug addicts. You have hired a staff of 15 trained social workers, and 7 drug treatment specialists, and 3 clerical workers. It is a daunting task to develop a working organization from scratch. Your first step is to develop an action plan to begin the process of developing a coherent human resource management infrastructure. Describe the process as well as a tentative description of the final set of policies and practices

1.    Develop a program for employee training and development.

2.    Developing a performance management system to motivate employee performance and cultivate teamwork (include a performance appraisal system description).

3.    Develop a workplace health and safety plan.

4.    Develop a client and employee drug testing policy

Question 2, (5-7 pages)

Discuss how you plan to apply the human resource tools and techniques discussed in class and in the readings (special emphasis on the Berman et al. and Roberts texts) to improving your own present and future work effectiveness. Secondly, how do you plan on using the tools and techniques to improving the quality of management in the organizations that you will work for? Provide both a short and a long term perspective with at least six clear personal examples.

Please critique the strengths and weaknesses of the listed personnel policies and practices of an organization that you have worked for either as an employee or a volunteer.  An alternative is to interview the personnel manager of an outside government, nonprofit or private organization. For each of the three areas, the student should develop a “best practice” model of at least six key practices to serve as the foundation of your analysis (total of 18 best practices). Based upon the results, present at least three specific recommendations (9 total for all three areas) with supporting rationale for improving HR practices and a discussion of their feasibility from a Christian servant leadership perspective as found in the Berman et al. and Roberts texts and supplemental materials;

Practices to Critique

1.    Performance appraisal (Berman chapters 10 and Roberts chapter 8) 

2.    Compensation (Berman chapter 7, Roberts chapter 11) 

Question 1 (5-10 pages)

Let us assume that you have secured a grant from a large foundation to develop a faith-based nonprofit program to treat female drug addicts. You have hired a staff of 15 trained social workers, and 7 drug treatment specialists, and 3 clerical workers. It is a daunting task to develop a working organization from scratch. Your first step is to develop an action plan to begin the process of developing a coherent human resource management infrastructure. Describe the process as well as a tentative description of the final set of policies and practices

1.    Develop a program for employee training and development.

2.    Developing a performance management system to motivate employee performance and cultivate teamwork (include a performance appraisal system description).

3.    Develop a workplace health and safety plan.

4.    Develop a client and employee drug testing policy

Question 2, (5-7 pages)

Discuss how you plan to apply the human resource tools and techniques discussed in class and in the readings (special emphasis on the Berman et al. and Roberts texts) to improving your own present and future work effectiveness. Secondly, how do you plan on using the tools and techniques to improving the quality of management in the organizations that you will work for? Provide both a short and a long term perspective with at least six clear personal examples.

Please critique the strengths and weaknesses of the listed personnel policies and practices of an organization that you have worked for either as an employee or a volunteer.  An alternative is to interview the personnel manager of an outside government, nonprofit or private organization. For each of the three areas, the student should develop a “best practice” model of at least six key practices to serve as the foundation of your analysis (total of 18 best practices). Based upon the results, present at least three specific recommendations (9 total for all three areas) with supporting rationale for improving HR practices and a discussion of their feasibility from a Christian servant leadership perspective as found in the Berman et al. and Roberts texts and supplemental materials;

Practices to Critique

1.    Performance appraisal (Berman chapters 10 and Roberts chapter 8) 

2.    Compensation (Berman chapter 7, Roberts chapter 11) 

GOV. 630 Public Human Resource Magt

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