Can someone create a Test bench for this 4 Bit USR code so that it can shift left, shift right and Load. This is in VHDL. Please type out the code.

library IEEE;
use IEEE.STD_LOGIC_1164.ALL;

entity Uni_reg is
port( LR,SP,clk,clear,shL,shR: in std_logic; -- shL = shift left shR= shift right
Da,Db,Dc : in std_logic; --inputs for load
Qa,Qb,Qc : out std_logic); --out puts from the flipflops
end Uni_reg;

architecture Structural of Uni_reg is

signal lr1,lr2,sp1,sp2,R1,R2,R3 : std_logic;
signal L1,L2,L3,LOAD1,LOAD2,LOAD3:std_logic;
signal c1,c2,c3 : std_logic;
signal Qas,Qbs,Qcs : std_logic;

component andgate
port(a,b,c : in std_logic; z : out std_logic);
end component;

component orgate
port(a,b,c : in std_logic; z : out std_logic);
end component;

component notgate
port(a: in std_logic; z : out std_logic);
end component;

component Dflipflop
port(D,clk: in std_logic; Q: out std_logic);
end component;

begin

NOTGATE1: notgate port map (LR,lr1);--1st notgate for LEFT/RIGHT
NOTGATE2: notgate port map (lr1,lr2);--2nd notgate for LEFT/RIGHT
NOTGATE3: notgate port map (SP,sp1);--1st notgate for SERIAL/PARRALLEL
NOTGATE4: notgate port map (sp1,sp2);--2nd notgate for SERIAL/PARRALLEL

ANDGATE1: andgate port map (shR,sp2,lr2,R1); --for right shift of 1st bit
ANDGATE2: andgate port map (sp2,lr1,Qbs,L1); --for left shift of 1st bit
ANDGATE3: andgate port map (lr2,sp1,Da,LOAD1);--for load of 1st bit
ANDGATE4: andgate port map (Qas,sp2,lr2,R2); --for right shift of 2nd bit
ANDGATE5: andgate port map (sp2,lr1,Qcs,L2); --for left shift of 2nd bit
ANDGATE6: andgate port map (lr2,sp1,Db,LOAD2);--for load of 2nd bit
ANDGATE7: andgate port map (Qbs,sp2,lr2,R3); --for right 3rd bit
ANDGATE8: andgate port map (sp2,lr1,shL,L3); --for left 3rd bit
ANDGATE9: andgate port map (lr2,sp1,Dc,LOad3);--for loading 3rd bit

ORGATE1: orgate port map (R1,L1,LOAD1,c1);--for the 1st flipflop
ORGATE2: orgate port map (R2,L2,LOAD2,c2);--for the 2nd flipflop
ORGATE3: orgate port map (R3,L3,LOAD3,c3);--for the 3rd flipflop

FLIPFLOP1: Dflipflop port map (c1,clk,Qas);
FLIPFLOP2: Dflipflop port map (c2,clk,Qbs);
FLIPFLOP3: Dflipflop port map (c3,clk,Qcs);

process(clk,clear)
begin
if clear ='1' then
c1<='0';
elsif (clk'event and clk = '1') then
c1<=c1;
Qa <= c1;
end if;
end process;

process(clk,clear)
begin
if clear ='1' then
Qbs<='0';
elsif (clk'event and clk = '1') then
Qbs<= Qbs;
Qb <= Qbs;
end if;
end process;

process(clk,clear)
begin
if clear ='1' then
Qcs<='0';
elsif (clk'event and clk = '1') then
Qcs<=Qcs;
Qc <= Qcs;
end if;
end process;

end Structural;

Human Resource management subject

Circle the ONE best answer.
1. What HR activity determines what, where, when, and how work tasks are done?
a. defining and designing work
b. human resource planning
c. recruitment and selection
d. employee relations

2. What HR activity provides the resources to assist employees in developing the necessary knowledge and skills to do their jobs today and in the future?
a. job descriptions and design
b. human resource planning
c. training and development
d. strategic planning


3. What HR process ensures that people in the organization are the right people with the right skills at the right time in the right place?
a. human resource planning
b. job descriptions and work design
c. recruitment and selection
d. employee relations


4. Which of the following is NOT an emerging area in the field of HRM?
a. high performance work groups
b. incentive compensation
c. organizational development
d. human resource information systems


5. What are two emerging areas in the field of HRM?
a. organizational development and flexible work arrangements
b. incentive compensation and labour relations
c. pay and benefits, and safety
d. performance management and job design


6. What are two emerging areas in the field of HRM?
a. executive compensation and labour relations
b. safety and unions
c. performance management and staffing
d. high performance work groups and HRIS


7. What emerging HR activity is an extension of training and development?
a. on the job coaching
b. learning and organizational development
c. human resource planning
d. employee development


8. Which term describes the structure of HR processes and activities and their relationship to the organization and the employees?
a. linear
b. integrated
c. functional
d. dynamic


9. Why is it important that line managers understand HRM?
a. it allows managers to meet their goals through the achievement of organization goals
b. it allows managers to apply HRM principles in the execution of their technical skills
c. managers are the key link between the employee and the customer
d. managers are responsible for a wide range of HRM activities


10. Jayne Carter, the Vice President of HR for Starline Hotels is focused on ensuring that Starline Hotels is staffed with the most effective human resources to achieve the organizations strategic goals. What is Jayne’s role?
a. operational
b. strategic
c. staffing
d. administrative


11. What actions must managers or HRMs take to ensure privacy legislation is upheld?
a. ensure that all personal information is NOT discarded
b. do not collect employees’ personal information, only collect work-related information
c. provide employees limited access to their online or paper personal files
d. acquire written consent when collecting and using employees’ personal information

12. Which legislation is paramount over other employment laws?
a. labour law
b. employment equity law
c. human rights law
d. criminal law

13. What are the two basic employment laws for companies that are federally regulated?
a. Canada Human Rights Code and Canada Labour Act
b. Canada Labour Code and the Canadian Human Rights Act
c. Canada Human Rights Code and Labour Standards Act
d. Canada Labour Standards Act and Canada Human Rights Act

14. What is acceptable grounds for discrimination?
a. religion
b. handicap or disability
c. lack of qualifications
d. race or colour

15. Which example is systemic discrimination?
a. asking female candidates to demonstrate tow-motor ability, but not male applicants
b. requesting only persons with disabilities undergo pre-employment medicals
c. using word-of-mouth hiring practices
d. administering a personality profile assessment during the selection process


16. What is a justifiable reason for discrimination based on business reasons of safety or effectiveness?
a. a bona fide occupational stipulation
b. employee wellness
c. a bona fide occupational qualification
d. reverse discrimination


17. What is the term for employers’ attempts to adjust working conditions and employment practices in order to prevent discrimination?
a. prohibited ground of discrimination
b. bona fide occupational qualification
c. reasonable accommodation
d. undue hardship

18. Why does health and safety concern managers and supervisors?
a. because customer service as well as safety is extremely important
b. because of global competition
c. because cutting costs is essential
d. because occupational health and safety accidents are numerous and costly

19. Which of the following is a factor that causes an occupational illness?
a. stove burns
b. fracture (workplace accident)
c. inhalation of fumes
d. back injury


20. Which of the following is a factor that causes an occupational injury?
a. chemical exposure
b. fracture (workplace accident)
c. inhalation of fumes
d. stress


21. Which of the following is an occupational injury?
a. chemical exposure
b. fracture (workplace accident)
c. inhalation of fumes
d. stress


22. Which of the following is an occupational illness?
a. chemical burns
b. leg fracture
c. inhalation of asbestos
d. cumulative trauma disorders


23. In all jurisdictions, to whom are employers required to report any accidents that cause injuries or diseases?
a. the Occupational Health and Safety officer
b. the company doctor
c. local health officials
d. the Workers’ Compensation Board


24. Which of the following is an employee responsibility for health and safety?
a. perform all duties assigned regardless of risk of exposure to hazards
b. implement health and safety programs
c. follow all safety rules and regulations
d. report all unsafe conditions to the Workers’ Compensation Board

25. In defining work, what does the line manager determine?
a. the rank order of positions in the organization
b. the method of job analysis to be used
c. the rate of pay for jobs
d. the tasks and activities to be performed

26. In the future, what will companies use to describe the work to be done instead of focusing on job descriptions?
a. work profiles
b. roles
c. competencies
d. position

27. What are two reasons that the line manager should take the primary role in defining work?
a. because the line manager is responsible for defining performance standards and rate of pay
b. because the line manager determines the duties to be performed and knows what skills the job requires
c. because the line manager knows what knowledge the job requires and the rate of pay
d. because the line manager determines the tasks to be performed and the rate of compensation


28. Which of the following HRM processes does NOT make use of information about the work or job?
a. training and development
b. recruitment and selection
c. information systems requirements
d. performance evaluation

29. What do the duties of a job consist of, ideally?
a. related tasks among various jobs
b. tasks and activities that are distinct from each other
c. natural units of work that are similar and related
d. a blend of complex and routine tasks


30. Which best describes the relationship between job requirements and HRM processes?
a. Job design effects can correct almost all employee motivation problems.
b. All HRM processes use information on jobs.
c. A major use of job analysis information is to identify performance deficiencies.
d. Unions generally use job information from job analysis



SHORT ANSWER QUESTIONS

1. Identify and briefly describe any four HR activities in an organization.

2. List six competitive challenges faced by Canadian organizations. Describe and give an example of any one of the six challenges faced by an organization you are familiar with.


3. Define strategic HRM and how it is linked to an organization’s business strategy. Provide an example.


4. Define and give three examples of one human right legal concept affecting managers and HRMs


5. Choose two of the situations below. Describe whether you think the workplace behaviour is discrimination or not. Describe the factors that influenced your decision. Ensure you list the human rights prohibition and include at least one human rights legal concept for both of your answers.

1.) How can we tell if the inlA and inlB genes are expressed constructively or are induced in the presence of the human receptors?

2.) Might these genes be normally expressed at low levels, but undergo increased transcription once in contact with intestinal epithelial cells? how could this be determined?

Consider the many examples contained in the lecture. Do you find some to be more important than others? Identify one that you believe to have an enduring legacy on human history. Explain why you believe that it may still have an impact on us today.

Two cannons are mounted as shown in the drawing and rigged to fire simultaneously. They are used in a circus act in which two clowns serve as human cannonballs. The clowns are fired toward each other and collide at a height of 0.95 m above the muzzles of the cannons. Clown A is launched at ?_A = 76.0

Let's say there is a group of five receptors (A1,A2,A3,A4,A5) that are expressed in various types of tissues on the human body. But the A1 receptor, is the only family expressed in 1 type of cell. How does the A1 receptor but not the other A receptors are expressed on the cell?

1. Which bones in the human forelimb are present in the dog, whale, and bird forelimb? Why do you think these inclusions are significant?

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