Application Architecture, Service Oriented Architecture

I have executive level and technical expertise and skill in all architectures including but not limited to: cloud architecture, systems architecture, service-oriented architecture, application architecture, web-based solutions, data architecture and security architecture. I possess extensive experience and skill in developing and implementing mobile solutions, big data, business intelligence and e-commerce. I have the ability, knowledge and skill to understanding and implement future trends and the ability to drive innovation justifying technology investments that deliver improvements in current technology services and standards. I have experience in the identification and analysis of emerging trends, applying state-of-the-art†¦show more content†¦My experience inside the research and development community and product development has given me the unique perspective to understand the mission viability of solutions and its power in making or breaking technology advancement. This perspective enhances my ability to make the most appropriate technology decisions today and tomorrow to ensure the ultimate goal of adoption is not lost in chasing unattainable solutions, those â€Å"Technical baubles†. In my current position, as the deputy director for the Office of Organizational Policy and Governance, within the office of Chief Information Officer, U.S. Patent and Trademark Office (USPTO), I.... The USPTO consists of 15K employees and 3 billion annual budget. The CIO office is a 700 million dollar IT operations with over 1000 personnel that consists of a mix of 500 federal and 500 contractors. USPTO is one a very few federal agencies that develops its own applications in house and spends roughly 230 million a year in application development. One of my major objectives as the deputy is facilitating the movement towards a cloud architecture by advancing the associated underlying infrastructure to support the implementation and configuration. Currently the USPTO cloud computing services is recognized as state-of-the-art within the federal government and industry. Specifically, the USPTO has adopted the strategy to use Red

Genogram Family and Grandmother Essay - 1357 Words

Family Genogram Project Liberty University Family Genogram Project The purpose of a student construing a genogram is to help a student gain an understanding of his/her family background. By gaining knowledge of one family it can help the student assist other understand how to help their clients. However, genograms backbone is a graphic depiction of how different family member are biologically, legally, and emotionally related to one another from one generation to the next (McGoldrick, Gerson amp;Petry, 2007, p.21). A genogram display â€Å"family information graphically in a way that provides a quick gestalt of complex family patterns; as such they are a rich source of hypotheses about how clinical problem evolve in the context†¦show more content†¦I have a close relationship with my family. My example of a good relationship is my mother and grandmother interaction with one another. They are so awesome to be around, they act like they are still in their youths. For example, when we go to my grandmother home for holidays my mother has the same job of preparing the food for my grandmother. However, that has been her job since she was a young girl. My mother is my favorite person in this entire world. She raised me and taught me everything I know about how to be a woman. I love her more than anything on this earth. I dont think words can express how much I love and appreciate her for being there to guild me though my good and bad times. The following paper outline the assessment and analysis of the three generation of Knight and Spears’ families, its relationship, health pattern, habits, tradition and structure. â€Å"Assessing the family will help me understand my family so I can be able to know the key developments in relationship, health, and so on over the life cycle of the family† (McGoldrick, Gerson amp;Petry,2007.p 3). It will help provide myself with a clear understand of my family. The interview was conducted by my maternal grandmother first generation of ten and my mother in law a second generation of one. When I take a look at my family genogram it is really amazing how much was known on my mother’s side of the family and how little is known about my father’sShow MoreRelatedCase Study : Family Systems Theory943 Words   |  4 PagesA family rarely enters therapy with the clear-cut idea of where exactly it’s problem lie, and the therapist’s job during the first interview is to organize the facts and the characteristics of the family and analyze the emotional process in a way that locates the trouble spots in the relationship system. The choice of a particular method of evaluation depends on the ideology of the therapist, as well as the state of the family that enters therapy. In family systems theory, the family isRead MoreFamily Dynamics Can Be Composed By Emotional And Health Patterns962 Words   |  4 PagesFamily dynamics can be comprised by emotional, physical and health patterns. A family can have negative and positive emotional, physical and health functionality. The structured links’ navigate the interactions and commonalities between the family members. The connections are based upon a three generational genogram chart. The genogram begins with the grandparents on the father’s side then connects to the mother’s side of the family. The genogram depicts relational patterns structured with emotionalRead MoreThe Life Of Ileyna Gil1108 Words   |  5 Pagesof Ileyna Gil Genograms are like family trees with more details. Within a Genogram you can clearly see patterns and connections amongst numerous family members. Before I made my genogram, I had to do an interview with my client, Ileyna Gil. In this interview we discussed her family line, cultural background and religious beliefs. Religion was an important piece of her family’s life. After conducting the interview, I structured her genogram utilizing three generations of Ileyna’s family. After reviewingRead MoreThe Importance Of A Counseling Session For The Clinician And The Client1181 Words   |  5 PagesGenograms can be a very important to a counseling session for the clinician and the client. Genograms is a used by many health care disciplines to help understand the family dynamics and certain health care information of the client or patient. According Butler (2008) genograms were first developed by a man named Murray Bowen and his students. Butler (2008) suggest that genograms where first acknowledged as â€Å"Bowen theory† (pg.169). However, it would soon be a normal practice for family counselorsRead MoreMental Illness And Its Effects901 Words   |  4 Pages I have chosen to include seven immediate family members in my family genogram. These family members include my grandfather, John Brown, who was a deacon at a Baptist church before his passing. My grandmother, Susan Brown, who is currently caring for my sister and her child. Also included is my mother, Yvonne and her two younger sisters Pamela and Adrienne. Both my mother and her sisters are currently unemployed. In this genogram, I have also included my brother Aaron, and my sister Kristin. MyRead MoreMy Best Friend B. Jr.852 Words   |  4 Pages Genogram When selecting a family for this project, I looked for a family that had a large complexity in within each generation. I decided to interview my best friend B. Gibson Jr. A little history about Mr. Gibson. Mr. Gibson is a junior to his father. He is 43 years of age. Is in his second marriage for 15 years with to P. S. Gibson. They have 4 children, a set of twin’s boys that are 15 and two girls ages 13 and 12. B. G. Jr., is a retired military veteran of 15 years with a degreeRead MoreWhat A Genogram Is More Than A Family Tree1293 Words   |  6 PagesIntroduction A genogram is more than a family tree. It is a visual interpretation of a family and their relationships. A genogram says a lot about a family. It uses symbols to describe the relationships between family members. One can use a genogram to tell the dynamics of a family. Sometimes, there are patterns that are passed down generation to generation. The purpose of this paper is to go into more detail about what a genogram is and what it means. Also, I have provided a genogram of my family on theRead MoreThe Issue Of Concern : A Interview With My Client835 Words   |  4 Pagesaccording to Journal of Family Social Work, the average time for genogram interviews was 20 min. After performing the structural interview, I was able to create a genogram to visually show Mickey the divorce pattern in his family generations. Mickey mouse last three generations have all gotten a divorce, just as he did. This allowed myself and Mickey to know that it has become a pattern in his family and gave us a starting point for what issue to address. After displaying the genogram to him, he asked meRead MoreMy Experience With My Family1002 Words   |  5 PagesWhile working on my genogram I found it a bit difficult to put it all onto a page. I have information dating back to my great great, grandparents on both side of my parents. Although I do not have all the information pertaining to my great aunts and uncles etc. I do have most of the information from my great great, grandparents down to my parents. My great grandfather on my mom’s side died of old age at 96 years, while his first wife died of breast cancer sometime in the late 40’s. His second wifeRead MoreGenogram: A Graphic Representation559 Words   |  2 Pagesï » ¿A genogram is a graphic representation of a family tree that provides detailed information on relationships among individuals.  More than a traditional family tree, it provides data that can be used to analyze hereditary patterns and psychologi cal factors that characterize relationships (GenPro, 2012). One use for the genogram is therapeutic; genograms provide a visual for a therapist and his/her patient that can help quickly identify and understand various patterns in the patients family history

Importance of Employee Development-Free-Samples-Myassignmenthelp

Question: What is Human Resource Development ? How can Human Resource Manager ensure that Employee Development is beneficial to the Organisation. Answer: Introduction The research essay is presented with the aim of bringing about general aware ness of functions and importance of Human Resource Department in an organization. Out of all important functions in the organization, human resources department is crucial to efficient functioning of the business. While HRD is mostly attributed to employee recruitments, selection and handling employee exits. It is in fact involvement at all levels to various other functions. The essay shall portray different functions of human resources department, its importance as well as describe its influence on employee development function in the organization. It shall cover ways in which human resource managers impact the employee development in the business environment with examples The Discussion Human Resource Department is the body of human resource professionals who follow human resource management in the organization. Human resource management is a tactical and intelligible approach to managing the organizations most valued resource its employees. The organization cannot accomplish its business objectives without combined support from HRD. HRD has long been attributed to just the function of personnel management i.e. managing people in the company. As of today, with increasing complexity of business environment, policies, market paradigms etc., this image has rapidly evolved into a much larger field. Human resource department is an active professional activity involved with attending the theoretical and practical practices of dealing with organizational workforce. A human resource management includes various functions of any organization. One of the most vital one is to understand the staffing requirement, choose to hire or choose to work with contractors, recruitments, provide proper training, ensuring employee satisfaction, employee efficiency, set performance parameters and responsibility metrics, ensuring that the practices abide by law, manage the employee benefits and compensation, handle employee records, create and apply employee policies. So, in short, human resource development is the set of activities carried out in an organizational setup, designed by the organization itself. It provides its members or employees opportunities to learn key skills and perform efficiently for their current and future assignments. HRD process involves developmental activities to bring about expertise in an employee through organizational development, training and development etc. It extends across human resource management, quality improvement as well as occupational progress (. Main functions of human resource development are Training and Development these are set of activities conducted by the human resource professional to improve the skill level, knowledge and attitude of employees in organization. Training entails providing employees with necessary knowledge and skill development opportunities, focusing simultaneously on making the employee ready for future job responsibilities that could come on him by improving his capabilities. Example when an employee joins the organization, an orientation programme is held which familiarizes the new entrant to the organizational environment and warms him up in terms of setting their expectations right on what is required of them. Once they become proficient in their job roles, with further development programmes prepare them by advancing their skills and make them ready for next level (Lahap et al., 2015) Organizational Development It is an important procedure of increasing the efficacy of the company alongside the welfare of its employees. This is done with assistance of planned interventions combined with science of behavioural science. Member participation packages needing necessary alterations in work anticipation, reportage, techniques and incentive methods are directed at cultivating an effective organization. The HRD professionals act as catalysts in this process. They advise the line manager through consultations, various strategies that could be employed to bring about the change, when necessary they also involve themselves directly. Example when a new incentive policy is introduced in the organization, HRD team works closely with managers to smooth out teething issues Occupational progress An employee joining an organization carries ambitions to progress in his career and the HRD professionals are supposed to help them achieve this goal. Example Leadership workshops carried out by HR team to prepare the next level managers in the organization It is important for human resource managers to ensure that the employee development activities are beneficial for the organization. Some of the reasons of employee development could be: Performance appraisals point out that there is a gap between required and achieved level of performance As part of the total professional development program To benchmark the development position at every level of a performance improvement program (Almeida, 2014) Succession planning which would prepare the employee for the next level To test a new system Specific requirements of training Employee development programmes could be around: Communication improvement skills Customer service skills Quality initiatives Safety training Ethics awareness program Respecting diversity Policies and regulations Improvement of human relations at workplace Ensuring that these are beneficial are vital as they help achieve: Increased job satisfaction Improvement in employee morale Enhance motivation in employees (Gagne and Howard, 2016) Improvement in efficiency standards eventually leading to financial gains for the business (Nda and Fard, 2013) Improved capacity in adapting to changing technologies or processes (Jehanzeb and Bashir, 2013) Influence innovation in building products, tactical plans etc. Reduced employee attritions (Reio Jr., 2013) Positive brand image Enhanced capability in risk management such as sexual harassment, diversity disputes etc. In absence of efforts to ensure that the employee development has achieved the goals mapped out could be quite harmful for the organization. Employees could feel demotivated, feel stagnated in their current job role, look out for jobs, may exhibit deteriorated morale and attitude to their tasks, enter conflicts frequently and create a negative atmosphere. It would also be difficult to plan for future as there would not be people with right skills to take new challenges (Cummings and Worley, 2014). Bringing in new talent all the time involves revenue and is time consuming as they would need time to settle down in their profile and start giving results (Lewis and Donaldson-Feilder, 2014). A popular model that is followed by human resource development team is the Kirkpatricks staff development model. Developed in 1950s, it still finds its way to todays modern organizational culture when it comes to employee development initiatives. source - https://www.slideshare.net/BizLib/measuring-effectiveness-and-impact-092514h The model is rampantly used to measure effectiveness of employee training, objectively. As per the figure, there are four levels namely, reaction, learning, behavior and results (Mellor et al., 2017). In the first level, it is important to observe and record the reaction to the development program by trainees. Then it is important to measure the learning by the trainees. This could be done by matching the learning objectives to the achievements. By observing and recording how the trainees applied the knowledge practically are pointers to the behavioral learning. It is important to note that, in absence of seeing application of knowledge necessarily does not point out that the trainee didnt learn the concept, it could also be owing to other reasons that the trainee is not able to apply the knowledge practically, reasons need to be sought for this. The final level is the result if the outcomes sought for setting up the development programme were finally achieved and how it helped the organization (Moldovan, 2016). Conclusion The essay was presented to find out what human resource development is and how the human resource managers ensure that the employee development measures undertaken are beneficial to the organization. The essay has briefly outlines what human resource management is and what are the functions of human resource development what are its chief functions. In order to find out if the employee development program is beneficial it has presented the expected outcomes of a good program set up by the professionals in HRD. The essay also sheds light on one of the popular models the Kirkpatricks model of staff development which is an effective way to find out the efficacy of the employee development programme of any nature. References Books Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Journals Mellor, P., Gregoric, C., Atkinson, L.M. and Greenhill, J.A., 2017. A Critical Review of Transition-to-Professional-Practice Programs: Applying a Standard Model of Evaluation.Journal of Nursing Regulation,8(2), pp.23-30. Moldovan, L., 2016. Training outcome evaluation model.Procedia Technology,22, pp.1184-1190. Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study.European Journal of business and management,5(2). Reio Jr, T.G., 2013. Human Resource Development and Employee Engagement: Examining the Connection between Employee Turnover Intentions Brad Shuck and Devon Twyford University of Louisville Angie Shuck, MS. Lewis, R. and Donaldson-Feilder, E., 2014. Managing for Sustainable Employee Development.WINNING IDEAS., p.25. Nda, M.M. and Fard, R.Y., 2013. The impact of employee training and development on employee productivity.Global Journal of Commerce and Management Perspective,2(6), pp.91-93. Lahap, J., Ibrahim, S.Z., Said, N.M., Azmi, A. and Syuhirdy, M.N., 2015. Training and Development Program as a Source of Improving Employee Job Performance. Gagn, M. and Howard, J., 2016. 5. A motivational model of employee attachment to an organization.Handbook of Employee Commitment, p.59. Almeida, R.L.D., 2014.How training evaluation can be used to potentiate employee development in an organization(Doctoral dissertation, NSBE-UNL).