Description Of The Bunbury Investigation

4. The key methods of collecting primary data (1.1). Justify the choice and application of data collection methods and research instruments to explore an area under investigation (2.3). Evaluate their relative strengths and weaknesses (2.4)

Guidelines are created to ensure a success interview process. Setup meeting time with the individuals, which will be interviewed and be prepared and on time. When conducting the interview examine the background of the organization and have a checklist readily available. Be on time for the interview be sure to pay close attention to what the user is saying and what the company are looking for. Refrain form using computer and information technology jargon. Collect both qualitative and quantitative information from the user. Distinguish between what is a desirable and essential requirement. Repeat back to the user what is

I am a bit comfortable with this company because they have been very cooperative in the past when I had to interview them for another class. What worked for me at the time was sticking to the pre-selected questions I created as well as asking non-probing open-ended questions.

The topic I have chosen for the assignment is the human impacts that are placed on the beaches and coast of Warrnambool, namely areas around the Merri Island Sanctuary. This also incorporates locations including Stingray bay, the breakwater, Shelly beach and Middle Island.

Our mangers supervisors and even some services users where appropriate may be on the interview panel

The purpose of this report is to provide information for submission in funding a new service. The service will be based in Kingaroy and provide services throughout the South Burnett region. This submission of funding will join in partnership with a local Aboriginal and Torres Strait Islander agency. The information was gathered from a variety of sources.

The students had prepared a thorough social survey of the Aboriginal living conditions in the towns they visited including housing, education, employment, health and the attitudes between the white and indigenous population. The survey provided the students with

I had the privilege to interview a member of the HR department at Liberty Diversified, International (LDI). LDI is a family of seven companies in different markets such as: custom packaging solutions (Harbor Packaging), retail solutions (Immedia), and office furnishings and solutions (Safco), to name a few. Being a freshman at the Carlson School I was really nervous about this assignment because I didn’t want to make a bad impression by interviewing someone I had no connections with. Thus, I decided to interview Erin Hanson who is and HR specialist for Liberty Diversified, International who aligns with their workplace furniture and solutions business Safco. Erin is actually a graduate of the University of Minnesota-Twin Cities so it was really cool to have the opportunity to meet an alumnus. I met with Erin because I have a relative in Safco who works as a business analyst who was able to set a meeting with her and even drive me to it. I asked Erin a series of ten questions relating to various facets of HR that we had discussed in class prior to my meeting with her.

The interview will be approximately 20-30 minutes in duration. The interviewees will be contacted no later than 10 business days after their interview

The interview was scheduled a month in advance and the interview questions were shared with the leader ahead of time (see Appendix). This allowed the leader to think about how she wanted to answer the questions. When the leader was asked to participate in the interview she was humbled by the request and enthusiastically agreed to take part. The interview questions were geared towards understanding leader’s leadership style and attributes as it relates to the leadership theories and the LEADS framework. The interview was conducted in leader’s office, lasted approximately 45 minutes and recorded with leader’s consent. The atmosphere during the interview was relaxed, the leader was open to answering the questions and the answers seemed

The agency I chose to conduct my interview at was Southwest Network; they are a behavioral health agency. Southwest Network is a nonprofit charitable organization that provided services from infants to adults. They take an integrated approach to caring for the client’s mind and body for overall total health and wellness. I chose Southwest Network because I wanted to gain more knowledge on all the services they have to offer. I currently have serval clients that are serviced by Southwest Network, but wanted to gain a deeper insight on what other services they have to offer. As my clients are all different they may not receive every service that is available by the agency. Additionally, I wanted to gain more knowledge of the behavior health

For my Human Resources perspective I interviewed Judie Crudo the Human Resource Director for St. Anthony Foundation (St. Anthony’s). She has been with the organization in that capacity for 25 years. Being a native San Franciscan being offered a position with St. Anthony’s was a calling to her, “working for the best” is what she wanted to do and felt St. Anthony’s really offered that opportunity. Prior to working at St. Anthony’s, she was worked in Human Resources for Macy’s and a small startup company.

I reside in Bendigo and the postcode for this region is 3550. The traditional custodians of this land are the clans of the Djadjawurrung language group which are also known as Jaara people (Peter Martin, 2015, pg. 194) also known as the direct descendants of the First People of this country who have the agency in relation to the culture whilst protecting, preserving and managing it. The Jaara people comprised of 16 individual clans, each with their own slightly varied form of the tribal language of Djadjawurrung (Wurrung Council, G. B. C, 2010, pg. 11). The Djadjawurrung people show a relationship to country in terms of using natural resources of the residing land like plants, animals, including managing the resources and maintaining cultural practices (Elizabeth Willis, 2011, pg. 13.4).

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.

(2) What is the priority needs relating to community action in Railton? (3) What are the priority strategic areas for community action in Railton? During the earlier phases of the research process and additional research question emerged: (4) what are the important historical events and data that need to be taken into account in understanding the Railton context? This study also involved elven phases, along with the main activities. Phase one was preparation, which focused on the ethics process, research team training, marketing and initial interviews. The second phase was the contextual analysis, which was the document analysis, school essays, and elder’s workshop. Third part of the phase was key informant interviews that where the workshop interviews with twenty-nine key stakeholders. Phase four was community asset-mapping workshops for the youth, elders, adult and service providers. Fifth phase consisted of survey questionnaire from two hindered youth and adult households with in the right zones of Railton. The Sixth Phase was the Photo-story-telling, which focused on getting photo-documentary on historical site or events and community assets. Seventh Phase was GIS mapping assets of the GPS locations of key sites and community assets. Eighth phase was the triangulation analysis, which was pulling it all together around the four research objectives. Phase nine was presenting the findings in