Newton University Case

Facts: Stephen R. Newton (Newton) was an employee of Henderson City as a police officer. Newton had been assigned to the DEA in October 1987 until he resigned in 1991. Newton claims he was not compensated for all the overtime hours he worked as a Task Force Officer. The city of Henderson entered an agreement with the DEA to remain Newton’s employer consequently rendering them responsible for “establishing the salary benefits including overtime of the Henderson Police Department officer assigned to the Task Force, and making all payments due.” Prior to 1990, Newton had not received authority from the City to work any overtime.

The training development team will evaluate this and make any relevant training. The method of monitor effectiveness of the training will include testing of the trainee at the end of the course to see if the skills were mastered. The success of the mastered skills will be compared to the problems identified by the needs assessment to see if there were any reductions in the complaints. For example, The prior rate 78% of returns should be used as a baseline when making a comparison to monitoring for

|Self-Assessments |You decide to have them take a series of self-assessments to aid you in your evaluation. | | |

Human Resource aspects of DeVry University is one of its largest assets due to the substantial investment it takes to recruit, hire, train, and retain quality

The support in developing members is through regular performance feedbacks, career development sessions and goal settings. Additional development in capabilities and skills opportunities are also offered through online modules, instructor-led training and on the job training. Throughout the year of 2013, approximately 38,228 online enrolments resulted in 18,265 online training hours also 9810 team members took part in 8734 hours of instructor-led development training.

(a) There are typically six assessment methods that we can chose to employ within your role. These are listed below along with examples of when and how they could be implemented:

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

KeyCite on WestlawNext allows you to validate the case law that you find. KeyCite uses flags to indicate the status of the case. A red flag warns that the case is no longer good law for at least one of the points of law it contains. A yellow flag warns that the case has some negative history but has not been reversed or overruled. A blue H indicates that the case has some history. A green C indicated that the case has citing references but no direct history or negative citing references. You always need to read the case and check out the points that have a red or a yellow flag because they may or may not relate to your particular topic.

1. How has the Investment Office selected, compensated, and controlled private equity fund managers? What explains the differences between their strategy in private equity with that in other asset classes (e.g., real estate)?

The customers are students who have to pay for studying in NU. The more students were enrolled, the more revenue the university would generate. However, when Freeland took over NU, there was a reduction in the students’ enrollment. Increasing the number of students was crucial for sustaining NU’s business development. Freeland’s taking over of NU was in a time when people began to realize the importance of education background, which was the opportunity for NU to expand its scale of business. However, NU was faced with challenge from numerous other universities to compete for gaining more students.

It covers a range of different assessments including competence, knowledge and understanding skills.’ Pg 35.

When planning assessment you need to gauge a clear idea of what level the candidate is at to see if they are ready to complete your planned assessment. There are many ways of achieving this knowledge. One method is observation in performance or another by taking an initial assessment test which have seven levels with the basic entry level 1 being the first.

“…anointing winners and losers on the basis of 12 months’ worth of performance is silly in the context of portfolios that are being managed with incredibly long time horizons.” — David F. Swensen, Chief Investment Officer, Yale University1

Training and development activities include: Inductions, Health & Safety training/law, organisation and delivery of training courses, structuring appraisals & Personal Development framework, holding, recording and updating training information and managing training budgets.

Training and development is defined as the heart of a continuous effort deigned to improve employee competency and organisational performance (Mondy, Robert and Shane 2002). Training provides trainees with information and skills needed for their current job, while development arms them with the knowledge needed for the future role.