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Regular exercise, balanced nutrition, and adequate rest all contribute to good health. People receive medical treatment to maintain the balance, when necessary. Physical well-being involves pursuing a healthful lifestyle to decrease the risk of disease.
Good health depends on a wide range of factors.
Genetic factors
A person is born with a variety of genes. In some people, an unusual genetic pattern or change can lead to a less-than-optimum level of health. People may inherit genes from their parents that increase their risk for certain health conditions.
Environmental factors
Environmental factors play a role in health. Sometimes, the environment alone is enough to impact health. Other times, an environmental trigger can cause illness in a person who has an increased genetic risk of a particular disease.
Access to healthcare plays a role, but the WHO suggests that the following factors may have a more significant impact on health than this:

where a person lives
the state of the surrounding environment
genetics
their income
their level of education
employment status

It is possible to categorize these as follows:

The social and economic environment: This may include the financial status of a family or community, as well as the social culture and quality of relationships.
The physical environment: This includes which germs exist in an area, as well as pollution levels.
A person’s characteristics and behaviors: A person’s genetic makeup and lifestyle choices can affect their overall health.

Key Method
Educator provides evidence of their understanding of communication and outlines and provides evidence of a lesson that uses technology to support students’ use of communication in learning.
Method Components
What are the 4Cs?
The 4Cs for 21st century learning are Creativity, Critical Thinking, Communication, and Collaboration. They are part of the framework for 21st Century Learning and are designed to support student learning in today’s world and are skills they can use in college and career.
What is communication (and what isn’t it)?
The P21 framework emphasizes effective use of oral, written, and nonverbal communication skills for multiple purposes (e.g., to inform, instruct, motivate, persuade, and share ideas). It also focuses on effective listening, using technology to communicate, and being able to evaluate the effectiveness of communication efforts—all within diverse contexts (adapted from P21). Note that working in partners is a great way to collaborate or build shared understanding but a critical part of communication is sharing with an authentic audience.

The Covid-19 pandemic has created upheavals across industries and the year 2020 has seen unprecedented levels of unemployment. This means that hiring is becoming increasingly competitive due to the sheer volume of applicants, making the job of recruiters even more challenging. If at this time, your recruiters are busy doing their tasks manually, then most probably the goals that you would have laid out for your staffing firm this year are not going to be met or it would be challenging to meet them. Recruiters need to start thinking strategically for your firm to succeed in these times.
Technology is known for easing the challenges of any industry and staffing is no different. Irrespective of this global crisis, a strong technology stack can empower your recruiters and ensure that they face the challenges of the industry head on.
In this blog, we have listed some of the tedious tasks that recruiters have to do while hiring and how they can be eased with the use of technology.
 

 
Deal Sheets
Deal sheets, especially for healthcare staffing firms, require recruiters to perform the complex mathematical calculations and to determine rates and margins profitably. Deal sheets need to change on a client-by-client or job-by-job basis. This means changing burden types and rules for every single client or job.
This is just the tip of the iceberg. Taxes need to be loaded in the calculation, orientation rates need to be set, overtime thresholds need to be set up, and more. Recruiters need to refer to the GSA database to populate lodging and per diem rates based on the location of the job.
If done manually this can be extremely complicated with a high risk of human error. An ATS that supports deal sheets configuration can be invaluable in such cases and can save a lot of time and improve productivity for recruiters.
How can TargetRecruit Help?
TargetRecruit’s Deal Sheets with Pay Packages feature helps recruiters dynamically confirm rates for both candidates and clients on the fly while adhering to contractual rates and maintaining margins. All the calculations are done on a deal sheets template, which can then be assigned to a client or a job. See this video and pdf to learn more.
To help close the loop, we offer the ability to send Pay Packages. Every time a job is created, including those from your VMS, and every time an applicant is created, including those from your website, you can automatically send formatted and personalized customized pay package emails to your candidates based on criteria you determine.
 
Emails
Most recruiters receive a huge volume of emails a day, from candidates or clients. In a scenario without the right technology in place, the recruiter will be moving back and forth between email and the ATS. So every time, a recruiter gets an email from a new contact or a candidate, he has to go to the ATS and create the profile manually. When a client sends a job order in an email, the job needs to be created in the ATS separately.
This may be manageable for smaller volumes but can easily tie up too much of a consultants time when the number of applicants increases, and can result in delays making candidates and jobs live, or result in only a selection of candidates making it into the ATS.
But, email is still the preferred communication channel for staffing firms, and it’s not going to change anytime soon.  The solution is an ATS with a fully integrated email solution, allowing seamless blending of data between the email client and the ATS database.  Candidate resumes and job briefs can be added in seconds and are immediately available for consultants to work on.
How can TargetRecruit Help?
With TargetRecruit Email Connector, TargetRecruit ATS can be integrated with Outlook or Gmail, you can view and access information about clients, candidates, and contacts directly from your inbox. Email integration will allow you to track all candidates and client emails automatically. You can quickly add a contact or a candidate from Outlook or Gmail, create job orders, parse resumes or add notes- all from your inbox. See this video and pdf to learn more.

Before spectroscopic analysis (IR, NMR) became commonplace in the organic chemistry lab, chemical tests were heavily relied upon to support compound identification. A chemical test is typically a fast reaction performed in a test tube that gives a dramatic visual clue (a color change, precipitate, or gas formation) as evidence for a chemical reaction. For example, addition of an orange chromic acid reagent to some compounds causes the chromium reagent to change to a blue-green color (Figure 6.37a). This is considered a "positive" test result, and in this case indicates the presence of a functional group that can be oxidized (alcohol or aldehyde). A negative test result is retention of the original color of the reagent, in this case the orange color
 
https://chem.libretexts.org/Bookshelves/Organic_Chemistry/Book%3A_Organic_Chemistry_Lab_Techniques_(Nichols)/06%3A_Miscellaneous_Techniques/6.04%3A_Chemical_Tests/6.4A%3A_Overview_of_Chemical_Tests
 

Management theories help organizations to focus, communicate, and evolve. Using management theory in the workplace allows leadership to focus on their main goals. When a management style or theory is implemented, it automatically streamlines the top priorities for the organization. Management theory also allows us to better communicate with people we work with which in turn allows us to work more efficiently. By understanding management theory, basic assumptions about management styles and goals can be assumed and can save time during daily interactions and meetings within an organization.
Theories can only reach so far, and management theories are no exception. There is no such thing as a one-size-fits-all management theory. What may work for one organization may not be relevant for another. Therefore, when one theory does not fit a particular situation, it is important to explore the option of developing a new theory that would lead in a new, more applicable direction. While some theories can stand the test of time, other theories may grow to be irrelevant and new theories will develop in their place.
We can find  many management theories introduced on : 

Scientific Management Theory
Administrative Management Theory
Bureaucratic Management Theory
Human Relations Management Theory
X&Y Management Theory


REF: https://courses.lumenlearning.com/wmopen-organizationalbehavior/chapter/management-theory-and-organizational-behavior/
 

 
In our last post, We had a close look at Credentialing and what it entails. We also gained insight into how healthcare companies and providers manage this very important function in healthcare recruitment. Having understood why healthcare credential management is so crucial not only from a business perspective but also ensures there are no legal implications, the stage is just right to introduce another factor closely related to Credentialing, namely Compliance.
Join me in exploring why Compliance in Credentialing is so important and how this need not be such an onerous task with specialized apps, customized specifically for online healthcare recruitments. Credential compliance is achievable with minimal stress. Let us understand how, but first-a brief background.
What is Compliance in Credentialing, and Why does it matter?
I am using the the term ‘Compliance’ to mean meeting the requirements for Credentialing and participating in effective Compliance programs as set forth by the Office of Inspector General (OIG) and the National Committee for Quality Assurance(NCQA). This includes internal auditing, monitoring, credentialing education and training, developing plans of corrective action in responding to related problems as well as enforcing credentialing standards. Most Compliance programs, while generally operating as independent entities, report to their respective boards of directors or other committees providing assistance and oversight to the process.
So, what happens if a healthcare fails to verify accurately? Without careful oversight and auditing, it is all too possible for omissions or errors to occur before, during, or immediately following the process, which could lead to enrollment issues as well as open a pandora’s box to legal problems if the process is incomplete or the provider’s privacy is compromised. Furthermore, the 1960s case of Darling vs. Charleston Hospital established the responsibility of hospitals and other healthcare facilities in verifying the professional credentials of the physicians and other providers practicing under their roof.
 
 
 
REF : links :https://targetrecruit.com/the-importance-of-compliance-in-credentialing/
 
YouTube: https://youtu.be/C6YrPt1ygX8

REF: https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/what-is-organizational-behavior
In a nutshell, organizational behavior is the study of how human behavior affects an organization. Organizational behavior aims to learn how an organization operates through the behaviors of its members. Instead of taking a strictly numerical approach to determine an organization’s operations, it takes a more psychological approach. By understanding people, you can better understand an organization
 
The academic study of organizational behavior can be dated back to Taylor’s scientific theory . However, certain components of organizational behavior can date back even further. In this section we will discuss how organizational behavior developed into a field of its own.
Looking back thousands of years we can find components of organizational behavior. Famous philosophers like Plato and Aristotle discussed key components of today’s organizations including the importance of leadership and clear communication. While these seem like very basic and broad concepts today, at the time they were innovative ideas and helped to lay the foundation for organizational behavior.
If organizational behavior were a simple topic, this course would be short and sweet. We could simply say that organizational behavior is how people and groups act within an organization. But it’s not so simple!
When organizational behavior grew into an academic study with the rise of the Industrial Revolution, it began to complicate what could appear to be simple topics. People began asking a lot of questions and started critiquing how organizations operated. Like many academic ventures, people began to deep dive into how behavior plays a role in organizations and why changes in behavior alter the way organizations operate. Along the way, organizational behavior has grown to incorporate components of management, psychology, leadership, personality traits, motivation, etc.
Organizational behavior has grown into its own niche within a wide variety of other genres. This is exciting because it allows us to really investigate each and every aspect of behavior within an organization! Today, organizational behavior is recognized as an essential component of an organization. Scholars and businesses alike recognize its importance and continue to help it adapt to current issues and new findings.

Make a master schedule your child can use to block off time to work on his or her assignments. This will help your child prioritize projects and provide a structure to help keep him or her on track to meet due dates. Use a different color for each subject so your child can follow the schedule quickly and easily.
 
 
https://www.youtube.com/watch?v=NCzf0_oFO6g&ab_channel=LearnGoogleSpreadsheets