The first stage, analysis requires an analyst to contact the customer and find out what they want from the program, the customer may not know exactly what is possible and so it is the analyst’s job to determine exactly what the customer wants the software to do and helps the customer understand what can and can't be done. A list of requirements will be drawn up, and will include essential and desirable requirements
Meet with a union representative (your assessor) to receive and discuss the results of the survey. Anticipate possible resistance by this stakeholder and promote your plans to gain acceptance. Ask for additional input to help you revise your change management communications strategy. 4. Draft revised communications plan and overall project plan (from Assessment Task 2) in consideration of barriers identified through consultation process (with your assessor acting as a union representative) and those identified in risk analysis provided in Appendix 3.
Objective; MMPI b. Projective; TAT c. Functional; NEO-PI-R d. Intelligence; Stanford-Binet 3. Which of the following is a multicultural issue for any of the psychological instruments customarily used in the United States? a. Level of acculturation b. Preconceived notions c. Theoretical orientation d. Distortion of information 4. One of the common concerns associated with IQ testing is that a. a wide variety of human behaviors is being measured b. a person's performance is compared against others’ performances c. testing is used to learn about cognitive strengths and weaknesses d. there is a possibility of racial bias 5.
The CARE CERTIFICATE Understand your role What you need to know THE CARE CERTIFICATE WORKBOOK Standard Your role - Tasks, Behaviours and Standards of work Your role will have a job description. This tells you what your main duties and responsibilities are and who you report to. Ask your employer for a copy if you do not have it. You should know what is expected of you but also what is not included in your role. It will be almost impossible for a job description to list every task you will do but it should largely reflect your role.
Second alternative is Peer Review. Peer Review can be described as “a problem-solving process where an employee takes a dispute to a group or panel of fellow employees and managers for a decision. The decision is not binding on the employee, and s/he would be able to seek relief in traditional forums for dispute resolution if dissatisfied with the decision. The principal objective of peer review is to resolve disputes early before they become formal complaints” (U.S. Equal Employment Opportunity Commission, 2014).
If something is not the way a customer wanted it to be, we try our best to accommodate the customer. Rather than being hostile, this company embraces correction and uses it as a learning tool. Being precise about what will be provided is key to reducing complaints. During operations managers will always be on site. That manager and key staff member will asked the customer before, during and after the event is there anything they would like to change.
The technical and non-technical staff needs to give the manager as much feedback as necessary in this stage. If the plan is working and what can make it better. The manager needs to realize that it is alright to change if something is not working. Running head: Technology Implementation 6 The final step of the process is institutionalizing the new business processes. This is the stage that some managers miss.
The methods I used to help communicate the importance of the change and provide direction to staff were: • One on one coaching sessions to communicate the changes whereby I knew I would encounter less resistance; • A group team meeting to follow up on any concerns staff had and reiterate the importance of the changes; • Keeping all meetings centred on change highly positive; • Providing a clear document to staff that explained the changes in detail; • Creating tip sheets for staff with techniques to help them meet
The PDP may help with own knowledge & understanding of where you are in your job role. Also where you would like to be in the future. Avii - supervisor - line manager - other support workers Aviii - training - personal development plan - putting it into practice Aix - recognise training needs - to discuss any care areas I may be unsure of - to expand my training needs to match cutomers needs ie:makaton / BSL - to raise & discuss any problems I may have within the care setting. Task B Case Study Jenna should encourage her customer to follow their beliefs whether she likes them or not. She should not have an opinion on a customers beliefs that the customer can pick up on.
Figure 2 – SMART objectives 4. Implementing a personal development plan When creating a PDP I would speak to my managers and ask them for their support in identifying where I could take the qualification and help me to ask for colleagues (assessors) to support me in achieving my goal. As I will need to assess our assessors and their learners work to ensure that quality and standards are met. When I have enrolled on the qualification I will have support from my personal tutor who will guide me through each unit and will give me an achievement date that I will need to ensure I work to so that I finish the qualification on time. I will have an assessment plan and reviews with my tutor to see my progress and discuss any issues or difficulties I face.