Sunday, May 24, 2020
Sembler Is the French Verb for What Seems to Happen
Sembler is a very common intransitive French verb. It is a regular -er verb that can be personal or impersonal, and it may be followed by the subjunctive. It means seem or appear, which gives it a lot of utility in everyday speech. Common Uses of Sembler    Tu me sembles bien fatiguà ©Ã‚   You seem / look very tired to me    Il ne semble pas convaincu   He doesnt seem convinced Sembler can be followed by an adjective or an infinitive.    Ton idà ©e semble intà ©ressante   Your idea seems interesting    La maison semble secouer   The house seems to be shaking    Cela semble indiquer que nous avions raison   This seems to indicate that we were right Il semble constructions Il semble is an impersonal construction that means it seems. It can be followed by an adjective de infinitive or que subjunctive.    Il semble important dessayer.   It seems important to try.    Il ne semble pas quil soit prà ªt.   It doesnt seem like hes ready. However, when il semble is modified with an indirect object pronoun, it takes the indicative.    Il me semble que tu as raison.   It seems to me that youre right.    Il nous semble que Paul peut le faire.   It seems to us that Paul can do it. Expressions withSembler    comme bon me/te semble as I/you see fit   Faites comme bon vous semble. Do as you please; do what you think is best.    Il me semble que oui (non).  I (dont) think so.    Prenez ce que bon vous semble.  Take what you wish.    Que vous en semble ?  What do you make of it?   à ce quil semble; semble til apparently, seemingly Conjugationof Sembler (Present Tense Regular) je sembletu semblesil semblenous semblonsvous semblezils semblent Additional Resource All sembler tenses
Wednesday, May 13, 2020
The Impact Of Telemedicine On Health, A Systematic...
Introduction To evaluate and study the impact of telemedicine in health, a systematic literature review was conducted. An electronic research through the University of Maryland library was done the articles selected dated from 2000 to 2014. A total of 12 articles was reviewed that dealt with clinical outcomes, efficacy, patient and provider satisfaction. Telemedicine as an emerging field can greatly improve the outcomes of healthcare thus resulting in decrease the delivery cost of healthcare. While the results of the studies are inconclusive on some of the areas, there are some strong supports for patient satisfaction. The literature reviews cost effectiveness, provider satisfaction, patient satisfaction and clinical outcomes.†¦show more content†¦Several managed care organizations were represented. All of the organizations interviewed indicated that there is a market demand for complementary and alternative medicine such as Telemedicine. The study showed that while cost and clinical e fficacy were important, both of these were less important than market demand. This unexpected result show that consumer demands are actually more important in shaping the demand for telemedicine and should be used to pursue development of telemedicine among healthcare providers that will essentially lead to better reimbursement from health insurance companies (Whitten and Kuwahara, 2003). Whitten and Kuwara states that payers must answer both patients need and suppliers concerns of telemedicine cost Methods and Organization of the Report. Qualitative reports on 12 peer reviewed articles were researched through the University of Maryland to get information on the cost effectiveness, clinical efficacy, individual and provider satisfaction. The 12 articles printed dates ranged from 200 and 2014. The articles represented articles that have been published on the topic of telemedicine subject in various areas. The review articles began with searching the database looking for articles o n telemedicine and found a possible 100 articles on the topic and were narrowed down to just a few dozen that fit the standards the matter was searching for. Review of the
Wednesday, May 6, 2020
No Lift Policy Free Essays
The given scenario has provided a clear perspective to the correct attitude and compliance ability of the nurses to the ‘no lift’ policy of The Area of Health Services. The complaint has a certain gravity of issue to address but analyzing the situation further may lead to a conclusive approach whether the nurses have actually done the right thing or not. The ‘no lift’ policy was designed to prevent and reduce nurses’ injuries when lifting or moving patients (Morieson, 2000). We will write a custom essay sample on No Lift Policy or any similar topic only for you Order Now As stated in the complaint of the relative, Mrs. McDonald was forced to lift herself up in bed. This phrase may lead to a conclusion that the patient is actually capable of doing the act without any assistance from the nursing staff. She is at least aware of her capability to do a minimal procedure by herself. Although the core service for a nurse is to provide assistance, there are some restrictions that are implemented to benefit both the staff and the patient. Apparently, there is a motion on the nursing profession that provides a chance for the patients to be more independent. This will eventually permit the individual to carry his tasks for self fulfillment. The complaint also stated that the two nurses were negligent of the patient. This may seem to be the case for the relative but the staff actually had the good attitude of complying with the regulations of the ‘no lift’ policy. They have provided a rather complementary act by protecting their own health as well as giving opportunities for Mrs. McDonald to eventually start rehabilitating herself. As a matter of fact, if they had neglected the ‘no lift’ policy just to satisfy the relative’s impressions, they might have been subject to a very high risk of injury. This is one good example on how competent a nurse can be. A professional acts in accordance with own competency level and recognized standards of enrolled nursing practice (ANMC). There is another consideration that should be realized regarding the nurses’ manner in the situation. They have attempted to assist Mrs. McDonald in the most effective way by helping her climb up in bed without lifting her. The patient was able to receive sustainable assistance by guiding her body and gently holding her up to the correct position. This somehow shows that the nurses were still aware what was happening and that made them consider implementing the correct nursing practice enveloped in the nursing practice policy. In a bigger picture, the nurses did the most appropriate approach by not lifting Mrs. McDonald. They were just following a simple rule for the benefit of both parties involved, the patient and themselves. However, the submission of a complaint could have been avoided if there was a complete transparent communication between the nurse and the relative. As stated in the nurse code of ethics, the nurse has a responsibility to inform people about the nursing care that is available to them, and people are entitled morally to accept or reject such care (ANMC, 1993). In this case, it would have been ideal to inform the relative about the ‘no lift’ policy for mutual understanding. Moreover, the nurses should have at least questioned Mrs. McDonald if she actually is capable to lift herself independently. This affirmation may have provided a different perception on the side of the relative since it is the patient’s own judgment about her capability that is of great importance. The complete cooperation of Mrs. McDonald and the nurses should have been the most effective factor to avoid this kind of complaint scenario. References: ANMC. 1993. Code of Ethics for Nurses in Australia. Australian Nursing and Midwifery Council. Retrieved May 18, 2007 from http://www.anmc.org.au/docs/ANMC_Professional_Conduct.pdf. ANMC. National Competency Standards for the Enrolled Nurse. Australian Nursing and Midwifery Council. Retrieved May 18, 2007 from http://www.cshisc.com.au/docs/upload/ANMC%20competencies%20for%20the%20Enrolled%20Nurse.pdf. Morieson, B. 2000. Australian Nursing Federation. Retrieved May 18, 2007 from http://www.anfvic.asn.au/media_releases/010622.html. How to cite No Lift Policy, Essay examples
Monday, May 4, 2020
Bajaj Allianz Hr Overview Essay Example For Students
Bajaj Allianz Hr Overview Essay | | | | | | | | | | | | | Bajaj Allianz Life Insurance Company HR Overview Introduction: Bajaj Allianz General Insurance Company Limited is a joint venture between Bajaj Finserv Limited (recently demerged from Bajaj Auto Limited) and Allianz SE. Both Bajaj Allianz enjoy a reputation of expertise, stability and strength. Bajaj Allianz General Insurance received the Insurance Regulatory and Development Authority (IRDA) certificate of Registration on 2nd May, 2001 to conduct General Insurance business (including Health Insurance business) in Pune, India. The Company has an authorized and paid up capital of Rs 110 crores. Bajaj Finserv Limited holds 74% and the remaining 26% is held by Allianz, SE. Human Resource Management Human Resource Management maybe defined as an art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. Roopa A. Kochhar Head of Human Resources Bajaj Allianz General Insurance Says†in Bajaj Allianz we are creating a culture where ordinary people come together To make a great team†The Allianz Human Resource Values: The Allianz human resource Values introduced in 2003 helped the organization to use these values as a guideline and set more precise targets with regard to human resource development. These values were developed to link business targets and desired leadership behaviors, to support and foster cultural to improvements and organizational change, to accelerate the development of a high performance culture, raise the employee performance in the whole Allianz group. The responsibilities of human resource department have increased many folds. Nevertheless, with a structured organization and dedicated personnel, Bajaj Allianz has exceeded the expectations. HR Operations at Allianz: The three sub departments of Human resources operations are . The Human resources department 2. The Employee relation hub 3. Business HR department. Each of these departments is interdependent having independent roles. HR Operation Structure: Roles and Responsibilities in Business HR -Internship period The roles handled by me during the internship period i. e. , 5april-25june are †¢ Sourcing †¢ Recruitment Process †¢ Exit Interview †¢ Elearning †¢ PF grievances †¢ Full and Final settlement Process Sourcing: Sourcing, a primary step played in the HR department by the Internship Trainee. Sourcing of potential candidates can be done in various methods like Web Portals: Bajaj Allianz has tie up with the web portal www. Nakurai. com to source the candidate from their website. Once the company is registered with Naukari. com, they have allocated a specific Employer’s Zone where the HR Trainee is accessible to download the resume from the website . The payment for downloading the resumes is Rs. 2000 per month and every month the company has to reset the password in order to avoid the usage of the external user. As per the Branch recruitment candidates can be recruited. Once the resumes are downloaded by Trainee , the next step would be calling up the candidate and inform them about the vacancies available in the Bajaj Allianz Life Insurance . If a candidate is interested he would be put up in a interested list and call for the interview process. 65% of candidates are sourced through the web portal and sourcing through the web portal proves to be a worthy effort for recruitment Walk-in: Bajaj Allianz provides opportunity for the candidates who walk-in into the HR Department and are looking to work in the Sales field. The responsibilities as a intern is to review the resume and find out the candidate general information , experience and his communication skills and then forward to the HR Executive . If the HR Interviewer feels the candidate is ready to take up the challenges and work in the sales field then he would provided opportunity to work in the Bajaj Allianz life Insurance Recruitment Process Elizabeth Cady Stanton EssayIn Bajaj Allianz Life insurance , the PF segment has been outsourced to another consultant , so normal process time would be 4 -5 months . Full and Final Settlement (FNF Settlement) Full and Final settlement includes when a employee resigns from the company he has to complete the exit Process in a proper way . A permanent employee has to provide one month notice period, if the notice period is to be waivered then the employee has to pay three month basic pay in favor of Bajaj Allianz Life Insurance Payable at Pune. For temporary employee the notice period is one week, if the notice period is to be waivered the employee has to pay one month basic pay towards the company. As a trainee the role played by me is to check the Exit Report and verify whether the details written by the candidate are in order , update the same in the FNF MIS and forward the same to HO. PROCESS FLOW OF FF SETTLEMENT Learning from Bajaj Allianz Bajaj Allianz, a leading insurance provider in the Private sector has large number of workforce in the organization. Generally Insurance sector is a running around to convince the people to buy the insurance products, if he is not able to achieve the targets within the specified time he will be terminated and many employees resign as a result of work pressure, therefore retaining a employee is a very tough job, so when a employee resigns a job, HR department has to find a replacement immediately †¢ Sourcing, a primary work in the HR Department helped me to understand the nuvansances of sourcing a candidate in the insurance sector. It also helped to me understand the expectations of a candidate who is ready to work in the insurance sector. Recruitment process provided me a clear picture of how the actual Recruitment process work in the insurance sector , right from the interview followed by Background verification to generation of appointment and Employment code . Each and every process are organized in a systematic manner which helps me to understand the process in a precise way. †¢ Exit interview is a wonderful learning experience, it helped me to interact with large number of workforce and able to understand their working conditions in the Bajaj Allianz and also able to get their opinion about the company . E-learning, a soft skill process developed by Bajaj Allianz for the employee’s help me to understand the techniques used by them to approach and handle customers and also I was able to act as intermediatory between the Employee’s and the Company. †¢ P. F Grievance- helped me to learn various section and also the procedure which are required when applying for P. F †¢ Full Final Settlement, a process which helped me to learn about the settlement process that works in Bajaj Allianz. Updation of MIS Rejection/Retention Prashanthini Jayaprakash Phase 1-Internship Report Period: 5th April -25th July
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