this slide is about KIng Ludwig of Bavaria.
A part of my german language study.
if you feel any corrections are needed please feel free to inform me of the same.
This document contains a list of candidates who participated in job interviews on February 25-26, 2012 for various positions including Personalia, IT, Finance, Marketing, Radiographer, Pharmacist, Nutrition, Physiotherapy, and Laboratory. It includes the candidate ID, name, program or major, interview time and result. A total of 27 candidates interviewed for Personalia on February 25, 108 candidates interviewed for various majors from February 25-26, and the interviews were held in Kudus on February 22, 2012.
Hotel Schulerhof: XSUND und VITALSCHLOESSL - Wellness SPA in SüdtirolHotel Schulerhof
Erleben Sie pure Entspannung. Gönnen Sie sich wohltuende Schönheitsund
Massageanwendungen und fühlen sie sich hinterher wie neu geboren.
Im XSUND & VITALSCHLÖSSL, dem traumhaften Schulerhof-Beauty- und
Vitalbereich, findet der Erholungssuchende alles, was das Herz begehrt:
die neue Ruheoase mit Wasserbetten zum angenehmen Verweilen, ein
Ambiente mit wohltuender Musik und entspannenden Düften.
this slide is about KIng Ludwig of Bavaria.
A part of my german language study.
if you feel any corrections are needed please feel free to inform me of the same.
This document contains a list of candidates who participated in job interviews on February 25-26, 2012 for various positions including Personalia, IT, Finance, Marketing, Radiographer, Pharmacist, Nutrition, Physiotherapy, and Laboratory. It includes the candidate ID, name, program or major, interview time and result. A total of 27 candidates interviewed for Personalia on February 25, 108 candidates interviewed for various majors from February 25-26, and the interviews were held in Kudus on February 22, 2012.
Hotel Schulerhof: XSUND und VITALSCHLOESSL - Wellness SPA in SüdtirolHotel Schulerhof
Erleben Sie pure Entspannung. Gönnen Sie sich wohltuende Schönheitsund
Massageanwendungen und fühlen sie sich hinterher wie neu geboren.
Im XSUND & VITALSCHLÖSSL, dem traumhaften Schulerhof-Beauty- und
Vitalbereich, findet der Erholungssuchende alles, was das Herz begehrt:
die neue Ruheoase mit Wasserbetten zum angenehmen Verweilen, ein
Ambiente mit wohltuender Musik und entspannenden Düften.
This document contains lists of students who were interviewed for admission to undergraduate nursing programs (S1 and D3) on specific dates and time slots from February 25-26, 2012. A total of 79 students are listed with their student ID numbers, names, intended degree program (S1 or D3), and admission decision (LULUS, meaning "passed"). The interviews were held at various times on Saturday and Sunday at the nursing school in Kudus.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
Prof. Helmut Reichberger: Produzentenverantwortung und Design for Recycling f...UrbanMiningAT
1. Internationaler BBB-Kongress 2011 Hörsaalzentrum der TU Dresden, 15.09.2011
Copyright: Prof. Helmut Reichberger, TU Vienna, Austria
Institut für Wassergüte, Ressourcenmanagement und Abfallwirtschaft
The document discusses Tuckman's model of team formation, which outlines 5 stages - forming, storming, norming, performing, and adjourning. It provides tips for leaders at each stage, including establishing clear objectives during forming, building trust and resolving conflicts in storming, allowing independence in norming, delegating tasks in performing, and celebrating achievements in adjourning. Using this model, leaders can help their team progress efficiently through the stages to become high-performing.
The document discusses colour theory and how to use colour effectively in designs. It explains the colour wheel and the three components of colour - hue, saturation, and brightness. Complementary colours that are opposite each other on the colour wheel as well as analogous colours that are adjacent create colour harmony. Nature also provides examples of colour harmony. Understanding colour theory can help one select colours that create a pleasing visual experience.
This document contains lists of students who were interviewed for admission to undergraduate nursing programs (S1 and D3) on specific dates and time slots from February 25-26, 2012. A total of 79 students are listed with their student ID numbers, names, intended degree program (S1 or D3), and admission decision (LULUS, meaning "passed"). The interviews were held at various times on Saturday and Sunday at the nursing school in Kudus.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
Prof. Helmut Reichberger: Produzentenverantwortung und Design for Recycling f...UrbanMiningAT
1. Internationaler BBB-Kongress 2011 Hörsaalzentrum der TU Dresden, 15.09.2011
Copyright: Prof. Helmut Reichberger, TU Vienna, Austria
Institut für Wassergüte, Ressourcenmanagement und Abfallwirtschaft
The document discusses Tuckman's model of team formation, which outlines 5 stages - forming, storming, norming, performing, and adjourning. It provides tips for leaders at each stage, including establishing clear objectives during forming, building trust and resolving conflicts in storming, allowing independence in norming, delegating tasks in performing, and celebrating achievements in adjourning. Using this model, leaders can help their team progress efficiently through the stages to become high-performing.
The document discusses colour theory and how to use colour effectively in designs. It explains the colour wheel and the three components of colour - hue, saturation, and brightness. Complementary colours that are opposite each other on the colour wheel as well as analogous colours that are adjacent create colour harmony. Nature also provides examples of colour harmony. Understanding colour theory can help one select colours that create a pleasing visual experience.
The document outlines the performance appraisal process and objectives at an organization. It discusses that performance appraisals involve two-way feedback between managers and employees to discuss progress, setbacks, and update objectives. The process involves an ongoing discussion, a performance development planning meeting to set objectives and expectations, and a review meeting to assess performance and development opportunities. Objectives should be SMART (Specific, Measurable, Attainable, Relevant, Time-bound) and help employees work towards goals. Feedback can be positive, negative, or constructive and employees should actively seek it to improve performance.
Marex Spectron offers a variety of technology solutions for professional traders, including Marex FX Black for interbank liquidity access, E-Trader for enhanced electronic trading, and Global Vision as their OTC trading platform. They have data centers globally and a fast, secure network to deliver direct market access services worldwide. Additional offerings include co-location, managed connectivity, secure internet services, and mobile market data applications.
This document provides guidance on interview skills, including preparation, body language, communication, and follow up. It discusses appearing professionally, communicating effectively through words, tone, and body language during the interview. Competency and STAR approaches are outlined for answering behavioral questions. Ethical questions from interviewers and appropriate responses are addressed. The importance of sending a thank you note after the interview and following up are also covered.
This document provides guidance for holding difficult informal conversations with staff. It recommends [1] preparing for the conversation by asking key questions and practicing what will be discussed. [2] When having the conversation, acknowledge any emotions and keep focused on the purpose while suggesting open-ended ways to begin. [3] Work toward a successful outcome by listening without judgment, repeating back the other perspective, advocating for your own position respectfully, and finding areas of agreement or identifying next steps if no consensus is reached.
This flowchart outlines the performance management process, beginning with identifying a performance issue and determining whether it requires an informal discussion or a formal process. It involves clarifying responsibilities and expectations, ensuring adequate resources, addressing motivation issues, and developing a performance improvement plan with training if needed. If performance does not improve, disciplinary procedures are initiated.
This flowchart outlines the disciplinary process for addressing employee performance and conduct issues. It begins with either an informal discussion or a formal investigation depending on the seriousness of the misconduct. For minor misconduct, the issue is addressed informally. More serious or gross misconduct results in a formal investigation and potential suspension. If misconduct is found, a disciplinary hearing is held where allegations are presented and a decision on sanctions is made. Sanctions include warnings, dismissal, or for performance issues, a performance improvement plan. The final outcome can be appealed.
This document discusses managing employee performance. It covers:
- The importance of managing performance to set goals and address issues.
- Having a structured performance management process for fairness and avoiding legal issues.
- The performance management cycle of setting objectives, monitoring, reviewing, and providing development opportunities.
- Informal performance management involves blank meetings to discuss issues and solutions.
- Formal performance management is for addressing allegations through an investigation and meeting process with potential sanctions.
- Scenarios are provided to demonstrate how performance issues would be handled.
This document discusses having difficult conversations in the workplace. It outlines that people dislike difficult conversations because they take time, involve emotions, and can cause conflict. However, having the conversations (action) is better than no action, as problems will escalate without action. The document provides a 3-step process for handling difficult conversations: 1) gain clarity on the issue by separating facts from feelings, 2) overcome the instinct to avoid the conversation, and 3) deliver the message in a direct but sensitive way using "I" statements. The goal is to have productive discussions to improve relationships and work productivity.