Sugar Rush Inc Human resources policy;

A Shared Responsibility; Managers have the prime responsibility for building and sustaining an environment where people have a sense of personal commitment to their work and give their best to ensure our Company’s success. They care for and develop the leaders of tomorrow. Managers decide on all people matters under their influence, within the boundaries set by the policies and principles, acting as the final decision makers. The Human Resources (HR) structure enables and empowers them in establishing business needs and their corresponding people requirements. With a “Sugar Rush Inc. in the Market” approach, HR has adopted a streamlined approach to ensuring functional leadership and the highest level of focus, clarity, and efficiency.  

Joining Sugar Rush Inc;  The long‐term success of the Company depends on its capacity to attract, retain and develop employees able to ensure ongoing and sustainable growth. This is a primary responsibility of all managers. Our Sugar Rush Inc. policy is to hire employees with personal attitudes and professional skills enabling them to develop a long‐term relationship with the Company. Therefore, special attention will be paid to ensure there is a strong alignment between a candidate’s values and the Sugar Rush Inc. culture. Only relevant skills and experience and adherence to the Sugar Rush Inc. principles will be considered in employing a person. No consideration will be given to a candidate’s origin, nationality, religion, race, gender, disability, sexual orientation or age. Whilst adequate recruitment tools may improve the hiring process, the decision to hire a candidate remains in the hands of the responsible manager, supported by the HR team.

Employment and Working Conditions; We are committed to providing our employees with good working conditions, a safe and healthy work environment, and flexible employment possibilities that support a better balance of private and professional life consistent with our ambition as a leading Company. As such, we provide flexible working conditions whenever possible and encourage our employees to have outside interests especially community involvement. Those with line management responsibilities are required to take personal ownership of safety and health within their area of responsibility and are encouraged to develop their capability in this area. HR ensures that a respectful dialogue is present and the voice of the employees is heard.

Talent, Development and Performance Management; At Sugar Rush Inc., a high performance culture supported by differentiated rewards and development is key to the delivery of individual and business objectives. This is driven by the alignment of clear and challenging responsibilities and ensuring that employees are aware of how their work impacts Sugar Rush Inc. The line manager and employee work together to ensure that challenging objectives are set and effectively evaluated throughout the year. This further enables managers to acknowledge high performance and reward employees accordingly, while ensuring low performance is properly managed with integrity. Employees receive regular feedback on their performance and career aspirations through a variety of tools and processes such as the Performance Evaluation process (PE), the Progress and Development Guide (PDG) and 360° assessments. We aim to retain and motivate employees by offering attractive but realistic career moves allowing them to develop their skills in the long‐term.

Employee Relations; Since its founding, Sugar Rush Inc. has built a culture based on values of trust, mutual respect and dialogue. Sugar Rush Inc. management and employees work daily to create and maintain positive individual and collective relationships, and are expected to do so as a core part of their job. Sugar Rush Inc. not only upholds the freedom of association of its employees and the effective recognition of the right to collective bargaining, but also ensures that direct and frequent communication is established in the workplace. While dialogue with trade unions is essential, it does not replace the close relationship that our management maintains with all employees. In the spirit of continuous improvement, we encourage two‐way dialogue with our employees that go beyond the traditional aspects of collective bargaining in order to share knowledge and to jointly find opportunities.

A Flexible and Dynamic Organization; Sugar Rush Inc. is committed to continue the journey to establishing flat and flexible structures with minimal levels of management and broad spans of control, which enable people development, increase efficiency, and ease implementation of our “Sugar Rush Inc. Management and Leadership Principles”. Less hierarchical layers call for increased cooperation between colleagues. This is what will make the organization more flexible and more accountable.

Question; You will need to review the current Sugar Rush HR Policy. You will need to recommend two (2) additional Policies that you feel are pertinent and missing from the current policy. When thinking of the two policies to add, make every attempt to select two policies that would assist Sugar Rush with the current problems they are encountering. You do not need to redraft the entire policy. Just add the Addendums to your paper. (Hint: There are a few major policy issues missing).

This assignment has been adapted from the Society for Human Resource Management (SHRM), Managing Virtual Work Teams – A SHRM case study by Frankie S. Jones, PhD.

After your team discusses all three parts associated with this case, the team will prepare a 7-10 page paper that includes your team’s responses and addresses the questions in each of the three parts properly. This paper will serve as your team voice to coach Lauren on how to lead her cross-functional team to success and overcome the issues presented in the case study. In other words, the team members will collaborate to write the paper, and each team member will submit this paper to the assignment section to facilitate grading. Your team paper should include a minimum of 10 references from sources published within the last ten years.

Part I: An Introduction to Virtual Teams

Lauren is assigned team leader of a cross-functional team for a very important project to the company. Lauren reviews the profiles of the six team members her boss gave her. She is both intrigued and anxious when she sees that team members are geographically dispersed.

Lauren works in the Atlanta office. One team member is in India; another is in Germany; and the rest live in the United States, but in different time zones. Two staff members are in the eastern time zone (Virginia and North Carolina) and two staff members are in the central time zone (Texas and Louisiana).

Lauren has never managed a virtual team and is unsure what special skills it will take to be successful. She begins to wonder what competencies are necessary for virtual team leaders and members. She studies the team member profiles and creates a matrix to evaluate each member’s strengths and weaknesses from the perspective of working virtually. She includes herself because she realizes she needs to evaluate her own strengths and weaknesses. Lauren thinks about the challenges and opportunities she will face managing this virtual team.

In your assigned groups, you are to:

Review the supplied team member matrix.

Brainstorm the challenges and/or opportunities Lauren’s team might face.

Record your ideas in the group discussion forum.

Team Member Matrix

1. From now until 2050, the human population is expected to grow bigger, more slowly, older, and more urban. Of these four factors, which do you think will have the biggest effect on the climate or environment?

2. In the U.S., more and more people are living alone in their own homes and buying their own cars instead of living with family or carpooling. How can materialism and capitalism impact climate or environment?

3. The author proposes three lines of action to reduce both poverty and global greenhouse gas emissions: universal secondary education, voluntary contraception, and maternal health services, and smarter urban design and construction. Of these three, which do you think will have the greatest impact and why? Alternatively, suggest a different line of action and explain why you chose that.

4. Demographic factors (household size, city size, population density), institutional and economic factors (availability of public transport at reasonable cost/convenience), and a host of behavioral factors (propensity to walk, bike, carpool, or drive solo to work) can influence a person’s carbon footprint. Think about your personal carbon footprint. What do you think is your number one contributing factor to CO₂emissions? What is one way that you think you could reasonably reduce your carbon footprint?

Language C++

Most people know that the average human body temperature is 98.6 Fahrenheit (F). However, body temperatures can reach extreme levels, at which point the person will likely become unconscious (or worse). Those extremes are at or below 86 F and at or above 106 F.

Write a program that asks the user for a body temperature in Fahrenheit (decimals are ok). Check if that temperature is in the danger zone (for unconsciousness) or not and produce the relevant output shown below. Also check if the user entered a number greater than zero. If they didn't, display an error message and don't process the rest of this program.

If the entry was valid, convert the temperature from Fahrenheit to Celsius. and output it to the user.

F to C formula: (temp - 32) * 5 / 9

Prompts:

Enter a body temperature in Fahrenheit: [possible user input: 107]

Possible Outputs:

This person is likely unconscious and in danger
Temperature in Celsius is: 41.6667

This person is likely conscious
Temperature in Celsius is: 37

Invalid entry

Notes and Hints:

1) This exercise is testing your knowledge of Flags and Logical Operators. Use both!

2) Do not use constants for the numbers in the F to C formula. Write it as-is.

3) Hint: The order in which you do your decision/conditional statements makes all the difference

4) Remember: Do not let this program do any math if the user's entry is invalid!

Please Submit Different Answer Than Already Posted.

You are a Human Resources representative for your company. Your manager gives you a bulleted list of notes she took in a meeting, describing a new company position. She asks you to use her notes to draft a paragraph describing the job so that she can post it on the company’s internal careers website. Below are your manager’s notes. Use them to draft your job listing paragraph in a Word document. Make sure you include a topic sentence and transitional expressions if appropriate.

Brand new position in the marketing department—social media marketing role.

The hiring team doesn’t have much time to hire, so we won’t keep this position posted very long.

Looking for candidates who know a bunch about Twitter, Snapchat, Instagram, Facebook, etc.— they should know a lot about how to use all that stuff!

Mid-level position, so they won’t make a lot of money, but this department is always growing, so there is lots of opportunity if they stick around for a while.

Needs to be someone who is a real go-getter, nobody too lazy. This department is exciting and the candidates need to show that they can fit in with that kind of attitude.

Everyone who applies needs to have examples of the kinds of postings they would do if they get the job—they want to be able to see what kinds of ideas they have about marketing on social networking sites.

Applications will only be received through the company intranet—make sure nobody drops off their resumes at the HR office front desk.

Psychologists have found that human memory involves three processes: encoding information into memory, storing information in memory, and retrieving information from memory. Psychologists have also identified specific strategies to help people encode, store, and retrieve information. How can this research help you study for this class more efficiently? What strategies could help you encode and store information in your memory as you study? What strategies could help you retrieve this information when you take a test?

In a multi-paragraph essay, describe how you could use specific memory strategies to improve your study skills. Be sure to explain how each strategy will improve how you encode, store, or retrieve information in memory. Include details from class materials, readings, and research on memory to support your discussion.

Social cognitive theory posits that human functioning results from reciprocal interactions among personal factors, such as cognitions, emotions, behaviors, and environmental conditions. It contends that learners set goals that they feel self-efficacious about attaining and believe that when attained will result in positive outcomes. Bandura's theory identifies two types of expectations—outcome expectation and efficacy expectation. Outcome expectations are beliefs about the likely consequences of actions (Bandura, 1986).Efficacy expectations, or self-efficacy, refer to personal beliefs about an individual's capabilities to learn or perform actions at designated levels (Bandura, 1997).

Based on your understanding of the above and relevant research, answer the following questions:

What is self-efficacy and what is the self-efficacy model based on?

Consciousness

Psychologists have discovered that human beings experience several different states of consciousness during the course of a day. For example, people have times when they are especially alert and times when they are awake but not alert, often called "daydreaming." Also, while people are asleep, they experience different stages of sleep, each characterized by different patterns of brain and bodily activity.

In a multi-paragraph essay, discuss the different states of consciousness that you have experienced in the past 24 hours, including any periods when you were asleep, alert, or "daydreaming." Be sure to describe both the brain and bodily activity you experienced during each state of consciousness. Include information from class materials, readings, and research on states of consciousness to support your discussion.

Human resource Mangament, benefits and compensation:

Based upon the information above, place each item in a specific Category. An Item can only be placed in one category.

The categories are:

1. BASE PAY
2. OTHER CASH / INCOME BENEFITS
3. INSURANCE BENEFITS
4. RETIREMENT BENEFITS
5. TIME OFF BENEFITS
6. MANDATED BENEFITS
7. SPECIAL BENEFITS

Twocombinationdrugtherapies(TreatmentAandTreatmentB)have been developed for eradicating Helicobacter pylori in human patients. The effectiveness of these treatments depends on whether or not the patient is resistant to the chemical compound Metronidazole, but apatient’s resistance status is not routinely determined before beginningtreatment. Treatment A successfully eradicates Helicobacter pylori in 92% of resistant patients and 87% of non-resistant patients. The corresponding proportions for Treatment B are 75% and 95%.

(i) Denote by θ (0 < θ < 1) the proportion of the affected population that is resistant. If a patient from this population is unsuccessfully treated with Treatment B, write down an expression for the probability that the patient is resistant.

(ii) For what values of θ would a greater proportion of patients from this population be successfully treated by Treatment B than by Treatment A?

(iii) Suppose that θ = 0.2. If 20 patients, selected at random from the affected population, are independently treated with Treatment B, find the probability that at least 18 of them will be treated successfully.