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In business and project management, a responsibility assignment matrix [1] (RAM), also known as RACI matrix [2] (/ ˈ r eɪ s i /; responsible, accountable, consulted, and informed) [3] [4] or linear responsibility chart [5] (LRC), is a model that describes the participation by various roles in completing tasks or deliverables [4] for a project or business process.
A supervisor is responsible for the productivity and actions of a small group of employees. A supervisor has several manager-like roles, responsibilities and powers. Two key differences between a supervisor and a manager are: a supervisor typically does not have "hire and fire" authority and a supervisor does not have budget authority ...
An employee handbook, sometimes also known as an employee manual, staff handbook, or company policy manual, is a book given to employees by an employer. The employee handbook can be used to bring together employment and job-related information which employees need to know. It typically has three types of content: [1]
.wbk – Legacy Word document backup; referred as "Microsoft Word Backup Document" OOXML Office Open XML (OOXML) format was introduced with Microsoft Office 2007 and became the default format of Microsoft Word ever since. Pertaining file extensions include:.docx – Word document.docm – Word macro-enabled document; same as docx, but may ...
Word 2007 uses a new file format called docx. Word 2000–2003 users on Windows systems can install a free add-on called the "Microsoft Office Compatibility Pack" to be able to open, edit, and save the new Word 2007 files. [32] Alternatively, Word 2007 can save to the old doc format of Word 97–2003. [33] [34]
The term template, when used in the context of word processing software, refers to a sample document that has already some details in place; those can (that is added/completed, removed or changed, differently from a fill-in-the-blank of the approach as in a form) either by hand or through an automated iterative process, such as with a software assistant.
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Employee engagement can be measured through employee pulse surveys, detailed employee satisfaction surveys, direct feedback, group discussions and even exit interviews of employees leaving the organization. [29] Employee engagement mediates the relationship between the perceived learning climate and these extra-role behaviors. [30]