Best Writer

Discuss about the contraception and its relation to breast cancer risk.

Develop a business editorial that presents your position on a timely business issue.

2 – 3 sentences per question. the questions just need to be answered thoroughly.
Class Discussion 3: Chapters 6 and 7
Topics : (Chapter Five) Avoiding Predators and Finding Food; and (Chapter 6) The Evolution of Habitat Selection, Territoriality, and Migration
Answer all questions:
Chapter 6 Questions:
1. Some people might say that the fact that most noctuid moths have ultrasound-sensitive ears is simply a reflection of their shared ancestry, a holdover from the past, and therefore that ultrasound sensitivity is not an adaptation in these species (Brooks and McLennan 1991). Others disagree, arguing that it makes no sense to define adaptations in a way that limits them to just those traits that have diverged from the ancestral pattern (Reeve and Sherman 1993). Who is right?
2. Assassin bugs are honey bee killers that sometimes prey on bees as they are settling down for the night. Devise at least three alternative hypotheses on the possible anti-assassin bug value of these sleeping clusters, and list the predictions that follow from each hypothesis.
3. When Scott Creel and colleagues studied elk (Cervus canadensis) behavior in Montana, they found that elk tended to form larger groups when foraging in the open far away from forest cover (Creel et al. 2005, Creel and Christianson 2008). Why might this result lead us to interpret large group formation by elk as an antipredatorresponse? Creel and company noted that the elk aggregated only on days when wolves (Canis lupus) were absent. In the presence of wolves, elk remained in smaller herds. What is the significance of these observations for the antipredator hypothesis about the tendency of elk to group together under some conditions? In scientific terms, which label should be given to these observations: hypothesis, prediction, test data, or scientific conclusion? What is the significance of this work for studies of puddling by butterflies?
4. Why might game theory be useful in analyzing decision making by Adlie penguins (Pygoscelis adeliae) as they wait to enter the water by the edge of their breeding colonies? The penguins gather in groups before diving into the ocean where a huge predator, a leopard seal (Hydrurga leptonyx), may be lurking. How might one individuals decision to dive in be dependent on what other penguins are doing?
Chapter 7 Questions:
1. The dear enemy effect has been explained in terms of familiarity (individuals learn who their neighbors are, and as they become familiar with these others, they become less aggressive toward them). An alternative explanation can be labeled the threat level hypothesis, which states that the dear enemy effect results from the reduced threat to the fitness of a territory holder offered by neighbors that no longer challenge the territory owner next door. Could both of these hypotheses be right? The banded mongoose (Mungos mungo) is a group-living, territorial mammal in which individuals react more aggressively to members of neighboring bands than to strangers (Mller and Manser 2007). If the threat level hypothesis is right, what prediction can you make about the nature of interactions between two neighboring bands versus the band and an intruding stranger?
2. In one study of brown bears (Ursus arctos) in Sweden, 15 of 16 males left their mothers and natal territories behind while only 13 of 32 females dispersed. Older and heavier females were less likely to be part of the dispersing cohort (Zedrosser et al. 2007).So here, as in Beldings ground squirrels and many other mammals, males disperse while most females remain on or near their natal territories (see Box 7.2). Given the information above, do the explanations given for the pattern of ground squirrel dispersal also apply to brown bears? What other information would be useful in order to evaluate these hypotheses?
3. Data on the travel routes of migrating birds today largely come from extremely lightweight radios, geolocators, and satellite tags, which can be safely attached to individual birds.The use of geolocator backpacks has revealed that migrant wood thrushes and purple martins take much longer to travel from Pennsylvania to the Amazon basin in the fall than they do when going in the opposite direction in the spring (Stutchbury et al. 2009). For example, one martin completed its spring migration in about 2 weeks, which required an average trip of 600 kilometers each day. Why the difference in speed of travel between the fall and spring migrations?
Just answer these questions.

Qualitative data has been described as voluminous and sometimes
overwhelming to the researcher. Discuss two strategies that would help a
researcher manage and organize the data.

Ms. Jones is 60 years old and obese. She has been diagnosed with type 2 diabetes and will be started on glyburide. She is very nervous about this diagnosis and concerned that she will need to give herself shots.
Explain the difference between diabetes mellitus type 1 and type 2.
How does glyburide help decrease blood sugar levels?
What are the key teaching points for patients taking oral antidiabetic agents?

Submission Instructions:
Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources.
Below I attached a document with all the answers, the only thing you need to do is rewrite the information because I copied and pasted from the book. You dont need to use any other source or any other information please just use the information I provided, remember that it should be at least 500 words. Thank you.

Background
Time is money…and so are vacant positions, adding pressure to Human Resource departments to find qualified candidates. The job recruiting process is one of the most important functions of Human Resources. The goal is to search for the right person for the right job at the right time. There are five steps in the recruiting process to be thorough and achieve consistency. However, the steps may vary depending on the company and its organizational structure. Lets take a look at the general structure.

Step 1: Planning

The first step in job recruiting is to identify the companys needs. This requires the identification of skills and expertise required of a new employee, also known as job analysis. From the job analysis comes the job description and job specification. Lets learn more about each one:

A job analysis is the determination of the precise characteristics of a job or position through detailed observation and critical examination of sequential activities, facilities required, conditions of work, and the qualifications needed in a worker usually as a preparatory step toward a job description (Job analysis, n.d.). Once prepared, this analysis will be used in determining the need and preparing the job description. An analysis ensures a thorough understanding of key roles, requirements, responsibilities, and processes, in addition to helping streamline the system. A good job analysis can determine the following:
Who can perform the job
When and where the job must be done
The perks, salaries, and benefits related to the job
Educational qualifications, skills set, and work experience required
Criteria for recruitment, selection, performance evaluation, and compensation (Job analysis, 2020).
A job description can be defined as an orderly record of the essential activities involved in the performance of a task that is abstracted from a job analysis and used in classifying and evaluating jobs and in the selection and placement of employees (Job description, n.d.). Thats a mouthful, but just remember that a good job description is necessary because this defines what you are searching for in terms of an employee.
The job description will include educational requirements, skills, and physical capabilities. Once the job description has been written, it will be shared or posted on multiple job listing sites. This could include Internet sites, such as monster.com, or it could be posted on local job boards. The company may decide to work with a recruiter in order to find the best applicants.
Finally, the job specification focuses on the specific parameters needed to complete the job, such as skills required, completed training, professional qualifications, and the key responsibilities and characteristics needed to complete the job (Job analysis, 2020). This component is a briefer version of the job description and narrows in on the most critical needs for the job.
You can see in the graph below how these three elements overlap yet provide valuable information. Keep in mind that not only do these tasks assist HR managers, but they also help new employees understand what is required of them related to goals and objectives.

Click to view media
Image of three circles connecting. Circle 1 says Job Analysis. Circle 2 says one title position location, two duties, reporting, three machines, workplace environment. Circle 3 says one education, work experience, skills, two responsibilities, trainings, three personal and emotional characteristics.

Beyond the processes mentioned above, here are some additional factors you should consider during the planning process:

Do you have financial limitations or budget concerns?
What is your time limit? Do you need to recruit now, or do you have some time?
How is the labor market in your area?
What is your business strategy?
How many people do you need to hire?
Once you have determined the answers to these questions, you are ready to move on to step two.

Step 2: Sourcing/Recruitment options

This step forms your recruitment strategy, which is defined as a structured plan to effectively and efficiently identify talent pools, attract candidates, and find the best fit (Ghosh, 2020). In the HR world today, your strategy should be relevant, innovative, driven by business needs, and people-focused. Here are a few benefits of a proper recruitment strategy:

Lower costs: save time and money with a plan
Objective decisions: guiding strategy removes bias
Acumen for agility: foundation in place with fine-tuning when necessary
Competitive advantage: studying the market and upcoming trends keep you ahead of the curve (Ghosh, 2020).
Part of your strategy will include if you are hiring internally, which involves former employees, applicants, referrals, and transferring or promoting current employees, or externally, including job sites, headhunters, employment agencies, job fairs, and professional associations. Now lets look at some common recruiting methods in the table below:

Strategy What it is Pros Cons
Automated systems Mid-size to large companies are likely to use automated systems, or applicant tracking systems (ATS), to screen candidates, such as LinkedIn or Indeed. They can also use software such as Peoplesoft or Workday to filter candidates.
ATSs can filter large volumes of candidates.
ATSs reduce the amount of time you or your team needs to spend vetting 100s of applicants.

ATSs can miss quality candidates whose resume doesn’t flag according to filters.
ATSs lack human instincts.
Recruiting company These agencies work as the middleman between employers and job seekers.
Recruiting companies provide faster hiring.
They find higher-quality candidates.
They have specialist knowledge.
Recruiting companies have a higher cost.
They dont do cultural fit assessments.
There is a lack of employer branding.
It can also be risky to hunt employees who are not actively searching for a job.
Internal recruiter This person works for the company already, likely in HR, and assesses current staff to fill vacancies by internal transfer or promotion.
Internal recruiters are less expensive since they are in-house and already under salary.
Internal recruiters understand company culture best.
They can assist with the interview process since in-house.
Internal recruiters may be less motivated.
They must rely on passive methods to find candidates.
Their salary is maintained even if the company is not actively searching for candidates.
Employee-leasing company
The Professional Employer Organization

(PEO) handles payroll, insurance, and liability for the employee for a specified amount of time. Your company just pays a fee.

PEOs offer flat rate cost and limited liability.
PEOs allow hiring companies to focus on other tasks.
PEO handles legal formalities.
If you want to keep the employee, then you can make them an offer.
PEOs mean you have less control over employees.
There is a lack of employee loyalty and motivation.
Some employees chose to stay as leased employees.
Now its time to move to the third step: screening.

Step 3: Screening

Once the position has been posted, applications will begin coming in, and these must be screened. Screening involves skimming cover letters and resumes to find a close match. In doing so, consider qualifications, skills, and experience. Screening applicants is a skilled process of using a candidates resume and interview to determine who will be the best fit for the position.

The human resources hiring manager will identify which candidates will be offered an interview. To reach this point, consider the following steps:

Start by eliminating candidates who do not meet the minimum criteria. Some people will apply for positions that they aren’t qualified for, maybe to fulfill application submissions (which is a requirement for some work programs), or they are just hoping for a chance.
Once the first set of candidates is narrowed down, closely examine the resumes for the top candidates (the number will vary). Those can move into a pre-screen or interview phase. Consider the following:
Check the basic requirements: the mandatory fields for the position.
Scan for preferred qualifications: good-to-have skills.
Match the overall picture of the candidate to the position.
Remember that how well this stage is done determines the kind of hire you end up making.
Once the pre-screen or interview phase is done, use screening notes to narrow the candidates further. If the company has a panel or group interview criteria, then schedule your candidates for the next round of interviews.
Job boards can often result in hundreds of applications; therefore, the screening and the short-listing process are critical. Now it is time for selection, step four.

Step 4: Selecting

One of the most important tasks youll have is hiring decisions. So by the time you arrive at step four, you want to be certain of the candidate fit, skills, and qualifications. Here are some tips to guide you:

Note candidates who have overcome difficult obstacles in the past.
Place value on work ethic, attitude, and motivation.
Remember that charm and eloquence dont always equate to the best candidate.
Once you select your candidate, you or the resource you have used for recruiting should notify them and offer the position. Now you are ready for step five: hiring.

Step 5: Hiring

The hiring process is where the candidate provides the necessary credentials and completes paperwork to become an employee. Paperwork is part of the hiring phase and can be completed in person or remotely. Forms may include:

Background Check
I-9
W-4
State withholding
Contract
Benefit set-up
Employee handbook
Step 6: Onboarding

The final phase is onboarding to get your new hire ready to start their position by offering internal training. New employees should also receive a warm welcome letter before their start date. Their workspace should be cleaned and equipped with what theyll need to perform their job. If they need to attend orientation, that scheduling occurs during this step. In addition, many employers today are assigning mentors to new employees as a way to help them settle into their new job.

Wrapping Up

As a future HR manager, remember you will play varying but vital roles in your company. Some of your duties will be overlapping, and youll be expected to be resilient and adaptable. You will advocate for the organization and the people working in it. And youll head up the recruitment process, and in doing so, youll have an important role in building company culture. Knowing how to work through the recruitment process, which can be challenging at times, will lead to employee productivity, a positive impact on the work environment, and a successful employment relationship.

References

Ghosh, P. (2020, June 1). Top 10 employee recruitment strategies for 2020 to hire the best talent. Toolbox HR. Retrieved on June 27, 2020. https://hr.toolbox.com/articles/top-employee-recruitment-strategies/

Job analysis. (2020, May 16). MBA Skool. Retrieved on June 27, 2020. https://www.mbaskool.com/business-concepts/human-resources-hr-terms/1797-job-analysis.html

Job analysis (n.d.). Merriam-Webster. Retrieved on June 27, 2020. https://www.merriam-webster.com/dictionary/job%20analysis

Job description. (n.d.). Merriam-Webster. Retrieved on June 27, 2020. https://www.merriam-webster.com/dictionary/job%20description

Sources of Information

Bika, N. (n.d.). The most common recruiting challenges and how to overcome them. Workable. Retrieved on June 27, 2020. https://resources.workable.com/stories-and-insights/common-recruiting-challenges

Doyle, A. (2019, May 17). How to get your resume past the applicant tracking system. The Balance Careers. Retrieved on June 27, 2020. https://www.thebalancecareers.com/how-to-get-your-resume-past-the-applicant-tracking-system-2063135#:~:text=Automated%20Systems%20That%20Screen%20Resumes%20To%20screen%20this
,significant%20number%20of%20mid-size%20organizations%20do%20the%20same

Doyle, A. (2020, June 3). Inside the recruitment and hiring process. The Balance Careers. Retrieved on June 27, 2020. https://www.thebalancecareers.com/recruitment-and-hiring-process-2062875#:~:text=The%20recruitment%20phase%20of%20the%20hiring%20process%20takes,in%20for%20
interviews%20and%20other%20methods%20of%20assessment.

Ghosh, P. (2019, October 23). Candidate screening and selection process: The complete guide for 2020. HR Technologist. Retrieved on June 27, 2020. https://www.hrtechnologist.com/articles/recruitment-onboarding/what-is-candidate-screening-and-selection/

Harness, J. (2019, August 9). The recruitment and selection process of HR. Biz Fluent. Retrieved on June 26, 2020. https://bizfluent.com/info-8212981-recruitment-process-hr.html

Heathfield, S. (2020, June 14). Job specification sample: Human resources director. The Balance Careers. Retrieved on June 27, 2020. https://www.thebalancecareers.com/job-specification-sample-human-resources-director-1918559#:~:text=3%20Essential%20Components%20of%20a%20Job%20Specification%201,…%203%20
Required%20skills%2C%20knowledge%2C%20and%20characteristics.%20

Knowles, E. (2019, May). Recruitment agencies. Prospects. Retrieved on June 27, 2020. https://www.prospects.ac.uk/careers-advice/getting-a-job/recruitment-agencies

Reddy, C. (n.d.). Employee leasingTop 20 advantages and disadvantages. Wise Step. Retrieved on June 27, 2020. https://content.wisestep.com/top-advantages-disadvantages-employee-leasing/

The pros and cons of using internal versus external recruiters. (2019, December 23). Connexis. Retrieved on June 27, 2020. https://blog.connexissearch.com/employersblog/the-pros-and-cons-of-using-internal-versus-external-recruiters

Zojceska, A. (2018, November 15). Pros and cons of using recruitment agencies. TalentLyft. Retrieved on June 27, 2020. https://www.talentlyft.com/en/blog/article/230/pros-and-cons-of-using-recruitment-agencies

PROMPT
How would you compare the application and recruitment process from your first job to what you are learning about today’s recruitment process? How do you foresee the process changing in the future?

For your citation, you might use articles that show tips forscreening applications. You can also find articles from experts that suggestthe best-recruiting methods for small, medium, and large businesses.

Write a paper on a Medical Assistance in Dying (MAID) for those suffering from mental health issues.

Students will be responsible for analyzing four hypothetical legal situations that may be encountered as a school administrator. For each hypothetical, the student will write a 2-3 page analysis outlining the legal issue(s) presented, the relevant statutes, policies, and case law, and other readings using the IRAC (Issue, Rule, Application, Conclusion) format. The student will apply the principles of law to the hypothetical situation to answer the specific question posed.

Two different hypotheticals will be available for each assignment session (see choices attached below). Students will have an opportunity to select the particular hypothetical vignette they would like to analyze. Students will turn in their analyses to CANVAS by the date the assignment is due.

A coach encourages a group of athletes to organize a chapter of the Fellowship of Christian Athletes. He agrees to be the sponsor, and indicates that the group can meet in his classroom. He plans to attend the meetings regularly and agrees to advise on the agenda and activities of the organization. Another student athlete goes to the principal and objects to the formation of the FCA and to the coachs proposed role.
What actions would you suggest that the principal take?

A student comes to your office requesting the use of a classroom for an hour in the morning before school starts one day a week. The student wants to hold a prayer service for students, faculty, and staff led by the pastor from her local church.

As the principal, how would you respond to this student? Do you see any possible legal issues that may arise in the future by having the service open to students and school employees?

Write a discussion paper about ,what makes an ideal society?

Discuss the safety and effectiveness of alternative and complementary medicine for the treatment of specific illnesses such as cancer, diabetes, and hypertension. Share your opinions about holistic and allopathic care.
Would have any conflicts or concerns supporting a patient who chooses holistic or allopathic medicine?