![<br />
(Hudson Global, 2018)
Performance Experts (2017). 360 Degree Feedback. Retrieved
from https://www.youtube.com/watch?v=FDgtrg7k8Y4.
(Performance Experts, 2017)
Optional Material
Bracken, D. W., Rose, D. S., & Church, A. H. (2016). The
evolution and devolution of 360° feedback. Industrial and
Organizational Psychology, 9(4), 761-794. Retrieved from
ProQuest in the Trident Online Library.
Brett J, Atwater L. 360° Feedback: Accuracy, Accuracy,
Reactions, and Perceptions of Usefulness. Journal Of Applied
Psychology [serial online]. October 2001;86(5):930-942.
Available from: Business Source Complete in the Trident
Online Library
Nguyen, T., & Massingham, R. (2011). Using 360 degree peer
review to validate self-reporting in human capital measurement.
Journal of Intellectual Capital, 12(1), 143-74. Retrieved from
ProQuest in the Trident Online Library.
Internships/Apprenticeships
Required Material
10 Benefits of Starting an Internship Program. Retrieved from
http://www.internships.com/employer/resources/setup/benefits
The American Apprentice. (2013). HR Magazine, 58(11), 32-36.
Retrieved from ProQuest in the Trident Online Library.
Career and Professional Development Center (2016). Tips on a
successful internship, sponsored by General Electric. Retrieved
from https://www.youtube.com/watch?v=QHhV3_AxRLE.
Houston, L. (2014, Apr 23). Top law company hails benefits of
on-the-job training. Belfast Telegraph. Available in the Trident
Online Library.
Intern Queen Inc. (2016). How to run a successful internship
Program?|The Intern Queen. Retrieved from
https://www.youtube.com/watch?v=hnSqhSaLFW8.](https://image.slidesharecdn.com/abstractinthisexperimentexaminingtheequivalencepoi-221203135336-514443a2/85/Abstract-In-this-experiment-examining-the-equivalence-poi-docx-6-320.jpg)
Abstract In this experiment, examining the equivalence poi.docx
- 1. Abstract: In this experiment, examining the equivalence point in a titration with NaOH identified an unknown diprotic acid. The molar mass of the unknown was found to be 100.78 g/mol with pKa values of 2.6 and 6.6. The closest diprotic acid to this molar mass is malonic acid with a percent error of 3.48%. Introduction: The purpose of the experiment was to determine the identity of an unknown diprotic acid. The equivalence and half-equivalence points on the titration curve give important information, which can then be used to calculate the molecular weight of the acid. The equivalence point is the moment when there is an equal amount of acid and NaOH. Knowing the concentration and volume of added NaOH at that moment, the amount of moles of NaOH can be determined. The amount of moles of NaOH is then equivalent to the amount of acid present. Dividing the original mass of the acid by the moles present gave the molar mass of the acid. In this particular titration, there were two equivalence points as the acid is diprotic. Consequently, the titration curve had two inflection points. The acid dissociated in a two-step process with the net reaction being: H2X + 2 NaOH Na2X + 2 H2O This was important to take into consideration when calculating
- 2. the molar mass of the diprotic acid. If the first equivalence point was to be used, the ratio of acid to NaOH was 1:1. If the second equivalence point was used in the calculations, the ratio became 1:2 as now a second set of NaOH molecules reacted with the acid to dissociate the second hydrogen ion. The titration curve also showed the pKa values of the acid. This happened at the half-equivalence point where half of the acid was dissociated to its conjugate base (again, because of the diprotic properties of the acid, this happens twice on the curve). The Henderson Hasselbalch equation pH = pKa+log(A-/HA) shows that at the half-equivalence point, the pKa value equaled the pH and was visually represented by the flattest part of the graphs. Discussion: The titration graph showed that the data was consistent with the methodology and proved to be an precise execution of the procedure and followed the expected shape. One possible source of error was the actual mass of the acid solid. While transferring the dust from the weigh boat to the solution, some remained in the weigh boat this could have altered the molar mass calculations and shifted the final the final mass lighter than actual. The Vernier pH method was definitely a much more concrete method of interpreting the results. It was possible to see which addition of NaOH gave the greatest increase in pH ( greatest 1st derivative of the titration graph). The relying solely on the indicator color would make it very
- 3. difficult to judge at which precise point the color shifted most, as the shift was a lot more gradual compared to the precise numbers. This may have been a more reliable method if there was a device like a colorimeter to observe the precise wavelength of the solution. The unknown was most likely malonic acid as both the calculated molar mass pKa values are closest to it than the other diprotic acids. The judgment would be questionable if molar mass was the only indicator as the calculated mass may have been a more severe skew of a different diprotic acid. However, the pKa values confirmed that the closest acid to the one identified is malonic acid. The color shifted from yellow to an almost clear color right before it switched to blue. This happened right around the equivalence point. That would make the pKa value of Bromocresol Green to be around 4.5. The pKa value of the other indictor was somewhere around 9.5-9.7. Discussion: Cooperative Training Previous Next creativecommons.org cc by First Post—Module 3 A common form of training is cooperative training. There are two widely used cooperative training methods: internships and apprentice training. In both forms of training, there is a
- 4. combination of classroom training (formal education) and on- the-job training (experience) that can be used for career development. Based on your experiences, discuss the added value of cooperative training. How do we as HRM professionals objectively determine the "value" of cooperative training? Then, discuss the problems of cooperative training that should be taken into consideration by human resource professionals. Finally, make a recommendation as to how cooperative training can be assessed and used for succession planning. Support your post with additional information from at least two reputable sources (library and/or web-based). Cite your sources. Bring in your own personal experiences, if applicable. Module 3 – Background Metrics & Analytics For the past several years, HR has been all abuzz about metrics and analytics. Everyone is talking about how to measure the effectiveness of HR programs and assess their impact on organizational outcomes. Well, what’s this talk all about? What are metrics? What are analytics? What is benchmarking? How are metrics, analytics, and benchmarking developed and used in the HR context? Also, what are scoreboards and dashboards? Answers to these questions will come from the reading and research in this module. Required Material ASQ.org. (n.d.) What is a decision or Pugh matrix? Retrieved from https://asq.org/quality-resources/decision-matrix. Higgins, J. (2014). Bringing HR and finance together with analytics. HR Magazine, 59(11), 44-46. Retrieved from ProQuest in the Trident Online Library. Lowisz, S. (July 2008). Six good metrics. Recruiting Intelligence (ere.net). Retrieved from http://www.ere.net/2008/07/07/6-good-metrics/. Mahoney-Phillips, J., & Adams, A. (2010). Getting the measure of HR. Strategic HR Review, 9(1), 5-9. Retrieved from
- 5. ABI/INFORM Global in the Trident Online Library. Roberts. M. (Nov. 17, 2018). How hiring managers screen job applicants. Retrieved from https://www.thebalancecareers.com/how-do-hiring-managers- screen-job-applications-1669574. Shah, S.; Horne, A.; and Capella, J. (April 2012). Good data won’t guarantee good decisions. Harvard Business Review. Retrieved from https://hbr.org/2012/04/good-data-wont- guarantee-good-decisions Zielinski, D. (2014). Get analytical. HRMagazine, 59(11), 61- 62. Retrieved from ProQuest in the Trident Online Library. Optional Material Boyd, N., & Gessner, B. (2013) Human resource performance metrics: methods and processes that demonstrate you care. Cross Cultural Management 20.2 (2013): 251-273. Available in the Trident Online Library. Chhinzer, N., & Ghatehorde, G. (2009). Challenging Relationships: HR Metrics and Organizational Financial Performance. Journal Of Business Inquiry: Research, Education & Application, 8(1), 37-48. Available in the Trident Online Library. Five steps to effective metrics. (2005). Strategic HR Review, 4(3), 7. Retrieved from ABI/INFORM Global in the Trident Online Library. Mirza, B. (2011). Cost-per-hire metric standard open for comment. HR Magazine, 56(3), 80. Available in the Trident Online Library. Wroe, N. (2012). Innovations in Talent Analytics. T+D, 66(8), 30-31. Retrieved from the Trident Online Library. 360-Degree Feedback Required Material Custom Insight (2018). What is 360 Degree Feedback? Retrieved from https://www.custominsight.com/360-degree- feedback/what-is-360-degree-feedback.asp Hudson Global (2018). What is 360 degree feedback? Retrieved from https://www.youtube.com/watch?v=eT4tohLWeUw.
- 6. <br /> (Hudson Global, 2018) Performance Experts (2017). 360 Degree Feedback. Retrieved from https://www.youtube.com/watch?v=FDgtrg7k8Y4. (Performance Experts, 2017) Optional Material Bracken, D. W., Rose, D. S., & Church, A. H. (2016). The evolution and devolution of 360° feedback. Industrial and Organizational Psychology, 9(4), 761-794. Retrieved from ProQuest in the Trident Online Library. Brett J, Atwater L. 360° Feedback: Accuracy, Accuracy, Reactions, and Perceptions of Usefulness. Journal Of Applied Psychology [serial online]. October 2001;86(5):930-942. Available from: Business Source Complete in the Trident Online Library Nguyen, T., & Massingham, R. (2011). Using 360 degree peer review to validate self-reporting in human capital measurement. Journal of Intellectual Capital, 12(1), 143-74. Retrieved from ProQuest in the Trident Online Library. Internships/Apprenticeships Required Material 10 Benefits of Starting an Internship Program. Retrieved from http://www.internships.com/employer/resources/setup/benefits The American Apprentice. (2013). HR Magazine, 58(11), 32-36. Retrieved from ProQuest in the Trident Online Library. Career and Professional Development Center (2016). Tips on a successful internship, sponsored by General Electric. Retrieved from https://www.youtube.com/watch?v=QHhV3_AxRLE. Houston, L. (2014, Apr 23). Top law company hails benefits of on-the-job training. Belfast Telegraph. Available in the Trident Online Library. Intern Queen Inc. (2016). How to run a successful internship Program?|The Intern Queen. Retrieved from https://www.youtube.com/watch?v=hnSqhSaLFW8.
- 7. (Intern Queen, 2016) Jones, D. A. (2011). Apprenticeships back to the future. Issues in Science and Technology, 27(4), 51-56. Available in the Trident Online Library. Optional Material 10 Internship Characteristics that Attract Exceptional Interns. Retrieved from http://www.internships.com/employer/resources/setup/10- internship-characteristics-that-attract-exceptional-interns Apprenticeship. (1992). Occupational Outlook Quarterly, 35(4), 26. Retrieved from ProQuest in the Trident Online Library. Blackhurst, J. (2013). Collaborative training. Training Journal, 9-12. Retrieved from the Trident Online Library Google (2013). Google Interns’ first week. Retrieved from https://www.youtube.com/watch?v=9No-FiEInLA. > (Google, 2013) Lerman, R. I. (2011). In support of apprenticeships. Issues In Science & Technology, 28(1), 12. Available in the Trident Online Library.