i want rfliction about my assigment

the rfliction will be a pragraph and please see sample but donot do the same sample excatly make it different

read the guidlines well please

refliction 2 can you finisht with 30 minutes ?
Reflection on Genetic Testing Persuasive Presentation I prepared this Genetic Testing persuasive presentation for the Oral Communication course Furthermore, for the purpose of developing myself, I am going to evaluate my performance during doing this assignment using the standard Communic ation Indicators. I consider myself intermediate in determining the nature and extent of information needs due to my ability to understand the nature, topic and scope of the ass ignment with a minimal assistance form my instructor. I also believe that I am intermediate in accesses needed information. Although it was hard to find reliable resources in the form of doctors’ opinions, I solved this problem by asking my sister (who is a doctor) to help me find medical articles that contain the needed information f or my assignment. Based on the huge amount of help I required to critically evaluating the quality of information in relation to need, I think I stand in the beginning level in this indicator. Reflecting on the way I presented my work in class, I believe I am Intermediate in preparing and delivering effective written and oral communications. I practiced presenting many times, prepared notes to facilitate the information for the students, in case I noticed that they do not comprehend any information, and I w as very organized during presenting. Finally considering my excellent skills in referencing and performing the in -text -citation, I evaluate myself as advanced in adhering to ethical practices in the use and communication of information.
refliction 2 can you finisht with 30 minutes ?
Guidelines for Writing Reflections For each competency webpage, you are required to upload two artifacts (assignments) and write one reflection for each assignment. A reflection paper ( one paragraph only ) should contain the following: Title and topic of the assignment ( no further explanation is required) For which course did you prepare this assignment (the course name, don’t define the course) Performance evaluation. Refer to Measuring Degrees of Success document to help you evaluate and assess your performance during working/delivering your assignment. Use the Indicators of Success to identify your level in mastering and understating the corresponding competency. For each indicator use the levels table to identify whether your level was Beginning, Intermediate or Advanced and explain why you think that this is your level. Use the indicators of success to allocate a weakness /obstacle that you experienced during working on your assignment; and discuss how did you overcome this weakness /obstacle
refliction 2 can you finisht with 30 minutes ?
Human Resource MANAGEMENT QUESTIONS 3 to 7 P: 91 Name: Lulu Al. Nassar ID: 201101480 Sec: 203 3. We discussed several methods for collecting job analysis data—questionnaires, the position analysis questionnaire, and so on. Compare and contrast these methods, explaining what each is useful for and listing the pros and cons of each. Interviews are likely the most broadly utilized technique for gathering data for occupation investigation. The Interview permits the officeholder to report exercises that may not generally become visible (mental exercises and exercises that happen just infrequently). Perception is valuable for employments that comprise fundamentally of physical action that is plainly recognizable. Questionnaires are a fast and productive method for getting data from an expansive number of representatives; in any case, improvement expenses can be high. Member journal/logs can give a thorough photo of a vocation, particularly when supplemented with interviews; be that as it may, numerous representatives don’t react well to the demand to record all their day by day exercises. Quantitative employment examination systems, for example, PAQ, DOL, and Functional Job Analysis, are more suitable when the point is to allot a quantitative incentive to each occupation with the goal that employments can be looked at for pay purposes. 4. Describe the types of information typically found in a job specification. It ought to incorporate a rundown of the human characteristics and experience expected to play out the occupation. These might incorporate instruction, aptitudes, practices, identity attributes, work involvement, tangible abilities, and so on 5. Explain how you would conduct a job analysis. There are six noteworthy strides in a very much led job investigation: Determine how the employment examination data will be utilized and how to gather the essential data; Collect foundation data, for example, association outlines, handle diagrams, and sets of expectations; Select delegate positions to be broke down; Collect occupation examination data; Review the data with the members; Develop sets of responsibilities and employment details 6. Do you think companies can really do without detailed job descriptions? Why or why not? Either side is a satisfactory position to take. The way to evaluating this answer is the nature of the “why or why not” clarifications. Search for understudies to plainly clarify their position as far as the impacts of the absence of sets of expectations on the execution, inspiration, and capacities of the general population doing the employment. In light of the Americans with Disabilities Act, examinations ought to likewise touch upon how an organization can satisfactorily recognize the “fundamental capacities” of employments without sets of expectations. 7. In a company with only 25 employees, is there less need for job descriptions? Why or why not? It is obviously more hard to compose sets of descriptions for positions that may have expansive obligations as a result of the organization’s size. This does not, in any case, imply that it is less essential. Search for sound contentions and thinking. Once more, the ADA applies to organizations with as few as 15 workers. What different ways can a little manager effectively report the “fundamental capacities” of a vocation?