The two full backs were really poor on United's goal but I don't think
we need change of personnel there.
So if like you say,
we need a change of personnel, that means the whole team has to go which I think you'll all agree that its not the solution.
Not exact matches
This is an incredibly difficult question to answer for a variety
of reasons, most importantly because over the years our once vaunted «beautiful» style
of play has become a shadow
of it's former self, only to be replaced by a less than stellar «plug and play» mentality where players play out
of position and adjustments / substitutions are rarely forthcoming before the 75th minute... if you look at our current players, very few would make sense in the traditional Wengerian system... at present, we don't have the
personnel to move the ball quickly from deep - lying position, efficient one touch midfielders that can make the necessary through balls or the disciplined and pacey forwards to stretch defences into wide positions, without the aid
of the backs coming up into the final 3rd, so that we can attack the defensive lanes in the same clinical fashion we did years ago... on this current squad, we have only 1 central defender on staf, Mustafi, who seems to have any prowess in the offensive zone or who can even pass two zones through so that we can advance play quickly out
of our own end (I have seen some inklings that suggest Holding might have some offensive qualities but too early to tell)... unfortunately Mustafi has a tendency to get himself in trouble when he gets overly aggressive on the ball... from our backs out wide, we've seen pace from the likes
of Bellerin and Gibbs and the spirited albeit offensively stunted play
of Monreal, but none
of these players possess the skill - set required in the offensive zone for the new Wenger scheme which requires deft touches, timely runs to the baseline and consistent crossing, especially when Giroud was playing and his ratio
of scored goals per clear chances was relatively low (better last year though)... obviously I like Bellerin's future prospects, as you can't teach pace, but I do worry that he regressed last season, which was obvious to Wenger because there was no way he would have used Ox as the right side wing - back so often knowing that Barcelona could come calling in the off - season, if he thought otherwise... as for our midfielders, not a single one, minus the more confident Xhaka I watched played for the Swiss national team a couple years ago, who truly makes sense under the traditional Wenger model... Ramsey holds onto the ball too long, gives the ball away cheaply far too often and abandons his defensive responsibilities on a regular basis (doesn't score enough recently to justify): that being said, I've always thought he does possess a little something special, unfortunately he thinks so too... Xhaka is a little too slow to ever boss the midfield and he tends to telegraph his one true strength, his long ball play: although I must admit he did get a bit better during some points in the latter part
of last season... it always made me wonder why whenever he played with Coq Wenger always seemed to play Francis in a more advanced role on the pitch... as for Coq, he is way too reckless at the wrong times and has exhibited little offensive prowess yet finds himself in and around the box far too often... let's face it Wenger was ready to throw him in the trash heap when injuries forced him to use Francis and then he had the nerve to act like this was all part
of a bigger Wenger constructed plan... he like Ramsey, Xhaka and Elneny don't offer the skills necessary to satisfy the quick transitory nature
of our old offensive scheme or the stout defensive mindset
needed to protect the defensive zone so that our offensive players can remain aggressive in the final third... on the front end, we have Ozil, a player
of immense skill but stunted by his physical demeanor that tends to offend, the fact that he's been played out
of position far too many times since arriving and that the players in front
of him, minus Sanchez, make little to no sense considering what he has to offer (especially Giroud); just think about the quick counter-attack offence in Real or the space and protection he receives in the German National team's midfield, where teams couldn't afford to focus too heavily on one individual... this player was a passing «specialist» long before he arrived in North London, so only an arrogant or ignorant individual would try to reinvent the wheel and / or not surround such a talent with the necessary components... in regards to Ox, Walcott and Welbeck, although they all possess serious talents I see them in large part as headless chickens who are on the injury table too much, lack the necessary first - touch and / or lack the finishing flair to warrant their inclusion in a regular starting eleven; I would say that,
of the 3, Ox showed the most upside once we went to a back 3, but even he became a bit too consumed by his pending contract talks before the season ended and that concerned me a bit... if I had to choose one
of those 3 players to stay on it would be Ox due to his potential as a plausible alternative to Bellerin in that wing - back position should we continue to use that formation... in Sanchez, we get one
of the most committed skill players we've seen on this squad for some years but that could all
change soon, if it hasn't already
of course... strangely enough, even he doesn't make sense given the constructs
of the original Wenger offensive model because he holds onto the ball too long and he will give the ball up a little too often in the offensive zone... a fact that is largely forgotten due to his infectious energy and the fact that the numbers he has achieved seem to justify the means... finally, and in many ways most crucially, Giroud, there is nothing about this team or the offensive system that Wenger has traditionally employed that would even suggest such a player would make sense as a starter... too slow, too inefficient and way too easily dispossessed... once again, I think he has some special skills and, at times, has showed some world - class qualities but he's lack
of mobility is an albatross around the necks
of our offence... so when you ask who would be our best starting 11, I don't have a clue because
of the 5 or 6 players that truly deserve a place in this side, 1 just arrived, 3 aren't under contract beyond 2018 and the other was just sold to Juve... man, this is theraputic because following this team is like an addiction to heroin without the benefits
To enforce vital
change of personnel in all those owning and (mis --RRB- running our club, things
need to get far worse, with hostilities shown to Wenger, the board and owner, making last years displays look like a children's tea party by comparison.
Although it will be incredibly difficult to ever match his contributions on the pitch, it's vitally important for a former club legend, like Henry, to publicly address his concerns regarding the direction
of this club... regardless
of those who still feel that Henry has some sort
of agenda due to the backlash he received following earlier comments he made on air regarding Arsenal, he has an intimate understanding
of the game, he knows the fans are being hosed and he feels some sense
of obligation, both professionally and personally, to tell it like he sees it... much like I've continually expressed over the last couple months, this team isn't evolving under this current ownership / management team... instead we are currently experiencing a «stagnant» phase in our club's storied history... a fact that can't be hidden by simply
changing the formation or bringing in one or two individuals... this team
needs fundamental
change in the way it conducts business both on and off the pitch or it will continue to slowly devolve into a second tier club... regardless
of the euphoria surrounding our escape act on Friday evening, as it stands, this club is more likely to be fighting for a Europa League spot for the foreseeable future than a top 4 finish... we can't hope for the failures
of others to secure our place in the top 4, we
need to be the manufacturers
of our own success by doing whatever is necessary to evolve as an organization... if Wenger, Gazidis and Kroenke can't take the necessary steps following the debacle they manufactured last season, their removal is imperative for our future success... unfortunately, I strongly believe that either they don't know how to proceed in the present economic climate or they are unwilling to do whatever it takes to turn this ship around... just look at the current state
of our squad, none
of our world class players are under contract beyond this season, we have a ridiculous wage bill considering the results, we can't sell our deadwood because we've mismanaged our
personnel decisions and contractual obligations, we haven't properly cultivated our younger talent and we might have become one
of the worst clubs ever when it comes to way we handle our transfer business, which under Dein was one
of our greatest assets... it's time to get things right!!!
Wagner explained why he may
need to
change the
personnel in his starting line - up, gave the latest injury news and admitted how badly he wants to progress into the next round
of the competition.
However, as Gerry Adams pointed out, what is
needed is not a
change of personnel but a
change of policy and Labour's disastrous right wing course in government Ireland has strong lessons for Labour in Britain.
In addition to instructional discussions about online textbooks, she has championed implementation
of a portal for employee self - service, eliminating the
need for paper processing
of employee benefits, check stubs, and
personnel changes.
As Fenton has evolved through the years, it has brought many
changes to the current climate
of instruction, and I think that our staff has done a wonderful job in using its resources including
personnel, instructional data, and current research available to meet the
needs of all our learners.
It identified
changes needed to the current business processes, identified
needed policy
changes, assisted in development
of the technical solution for FAA, facilitated initial assessment
of workload
changes in future on
personnel security specialists, and identified preliminary resource requirements.
These systems, written for the specific company and its
needs, not only
need updating and revision, but also require a whole new set
of training whenever
personnel changes take place.
com for all your hacking
needs I met him in 2014 when he helped me fix my credit score and that act totally
changed my life, you can bet that he will see your job through as he pays adequate attention to jobs and treats all clients with equity you will find an adequate
personnel who will help you make sense
of your failures... if we are all sinners, why can't we all be winners, don't tell the dish washer what you did with your dishes... keeping it lowkey is key and i assure that all your problems could become a thing
of the past as you will have it taken care
of by a veteran....
Through our bar association
of attorneys who represent vaccine claimants, we have retained lobbyists and had meetings with congressional staffers and court
personnel to discuss these
needed changes.
You can throw money, resources, and
personnel at a problem and may effect some
change, but when you know exactly what
needs to be managed, you can get the same or better result with a fraction
of the cost and effort.
A federal resume
needs to keep pace with government policies and procedures for hiring, which means following mandated
changes required by the Office
of Personnel Management (OPM).
Additional responsibilities
of the Lead Customer Service Representative include: • Initiating conversations with customers to uncover their
needs and referring them to the appropriate business partners to meet personal and financial center referral and sales goals • Personally maintaining a balancing record, finding and correcting errors and asking for help in this process as
needed • Handling customer issues with professionalism and seamlessly directing complex issues to management staff • Training and developing new and current Customer Service Representatives and identifying other Customer Service Representatives who are capable
of training new staff members • Monitoring operations behind the Customer Service Representative line, delegating work and taking issues to the Customer Service Manager as
needed • Acting as the contact person for financial center
personnel in regards to Customer Service Representative activity, answering questions and helping management to keep Customer Service Representatives up - to - date on all
changes • Maintaining up - to - date knowledge
of financial center policies, procedures, products and services
• Greet customers and assist them with the queries regarding product location • Provide customers with information on product features and aftersales services • Clean and stock shelves and display cases and tables • Ascertain that all displayed items have current price tags on them • Receive merchandize from vendors and suppliers and compare invoices to items that have been actually received to ensure accuracy
of shipment • Make arrangements for received merchandize to be stored in the warehouse or delivered to the front end for displaying purposes • Physically wheel received items to the store and display them according to company policy • Take inventory
of merchandise to determine items that
need to replenished or reordered • Maintain communication with procurement officer to provide them with information on required items • Stamp, attach and
change price tags in accordance to evolving store policies • Handle cycle counts
of inventory and assist in packing products into kits • Provide product availability information to customers and assist them throughout the purchasing process • Handle shelf allocation and rotation procedures, along with building displays and handling loading and unloading
of merchandize onto / from delivery trucks • Take customers» complaints, refer them to appropriate store
personnel and assist in resolving customer complaints in a proactive manner
Founded in 1947 as the Phoenix
Personnel Club, the organization has continued to
change to meet the growing
needs of human resource professionals.
KEY ACCOMPLISHMENTS • Processed loan servicing files to create a collateral file system at Metro Corporation • Implemented
changes to the filing system established by supervisory
personnel as organizational
needs dictated • Got the «employee
of the month» award on the basis
of professionally keeping track
of materials removed from the files
PA Reps for staff development and growth opportunities * Plan, assign, and direct work, appraise performance, reward and discipline employees, address complaints and resolve problems within the team * Assist in the hiring process * Assist in the preparation
of performance reviews * Deliver performance reviews in conjunction with the Prior Auth Manager * Meet monthly with each staff member to go over performance status * Assist with training as
needed * Lead weekly Team meetings with staff to keep them informed
of changes to policy and procedures and corporate communications * Meet with the Prior Authorization Management team weekly to report on clinical call center performance and
personnel issues Required Qualifications: * High School Diploma or equivalent * Current and unrestricted Pharmacy Technician license * 2 years» experience supervising Pharmacy Technicians in a Call Center environment * Prior Authorization experience * Knowledge
of the Pharmacy Benefit Management and / or Health Insurance * Knowledge
of Call Center industry through work experience and as obtained through related courses * Proficient in Microsoft Word and Excel Preferred Qualifications: * Bachelors» Degree * PBM experience * National Pharmacy Technician Certification Required Competencies: * Must have strong leadership and problem solving skills * Strong written and verbal communication skills * Strong interpersonal skills * Ability to effectively present information and respond to questions from groups
of associates, managers and clients * Ability to comprehend ACD statistical reporting and apply it to the operation
of the department * Ability to interpret a variety
of instructions furnished in written, oral, diagram or schedule form * Ability to maintain a high level
of consistency while working with team members * Ability to recognize the
needs of the staff, heighten morale, and decrease stress and burnout * Ability to understand what style
of conflict resolution is best suited for a particular situation * Ability to determine the
needs of each individual team member and assist them in achieving set goals * Demonstrate a clear understanding
of company and client confidentiality * Excellent organizational skills * Exemplary coaching / motivational skills at both an individual and team level * Adaptable and able to move with
change while maintaining a positive attitude and strong role model for the Team.
Recommended and helped customers select merchandise based on their
needs.Exchanged returned merchandise for customers quickly and efficiently.Served as liaison between customers, store
personnel and various store departments.Confirmed that appropriate
changes were made to resolve customers» problems.Informed customers about sales and promotions in a friendly and engaging manner.Tracked down sources
of special products and services to meet customers» special
needs.
Designed electronic file systems and maintained electronic and paper files.Handled all media and public relations inquiries.Maintained the front desk and reception area in a neat and organized fashion.Served as central point
of contact for all outside vendors
needing to gain access to the building.Facilitated working relationships with co-tenants and building management.Made copies, sent faxes and handled all incoming and outgoing correspondence.Created weekly and monthly reports and presentations.Organized files, developed spreadsheets, faxed reports and scanned documents.Properly routed agreements, contracts and invoices through the signature process.Managed the day - to - day calendar for the company's senior director.Received and screened a high volume
of internal and external communications, including email and mail.Managed daily office operations and maintenance
of equipment.Maintained detailed administrative and procedural processes to improve accuracy and efficiency.Coordinated meetings with other department managers and served as main liaison between sales and field staff.Scheduled and confirmed appointments for entire management team.Provided support for CEO and sales team in managing operation work flow.Successfully established effective systems for record retention by creating database for daily correspondence tracking.Developed more efficient filing systems and customer database protocols.Qualified competitive subcontractor bids prior to execution
of contracts.Submitted all project closeout documents in accordance with the contract.Assigned projects and tasks to employees based on their competencies and specialties.Accurately provided status information on project progress to the project management.Monitored the safety
of all construction activities, making on - site
personnel safety the top priority.Acted as the liaison with company safety representatives to promote awareness and understanding
of safety protocols.Increased the employee base by 50 % to meet
changing staffing needs.Advised managers on organizational policy matters and recommend
needed changes.Conducted new employee orientation to foster positive attitude toward organizational objectives.Directed
personnel, training and labor relations activities.Served as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work - related problems.