| Sequence diagram (Offical documentation) |
Create sequence diagram using mermaid |
|
| Flowchart (Official documentation) |
Mermaid Flowchart |
|
| State diagram (Official documentation) |
Mermaid state diagram official documentation as a prompt |
|
| ER diagrams (official documentation) |
Official ER diagram documentation as a prompt |
|
| User Journey Diagram(official documentation) |
Mermaid User Journey Diagram official documentation as prompt |
|
| Class diagram(Official documentation) |
Mermaid class diagram official documentation as a prompt |
|
| Mindmap (Offical documentation) |
Mermaid mindmap official documentation as a prompt |
|
| Image forgery detection |
Create a UML diagrams for IMAGE FORGERY DETECTION |
|
| Use Case Diagram |
Create a Use Case Diagram using mermaid code |
|
| CCTI project (AUC diagram) |
Develop a Centralized Cyber Threat Intelligence Actor Use Case Diagram with the Analyst as the primary actor. Key use cases include Log Collection, IOC Identification & Parsing, Threat Feed Gathering, Report Generation, IOC Reporting, and Stakeholder Reporting. Connect IOC Identification to the Threat Intelligence Platform for feed integration and link Report Generation to the AI & Machine Learning System for insights. Include RDS for IOC storage and EDR for network prevention, highlighting data flow among components and decision-making in the Senior Analyst & Reporting Block. |
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| ord diagram |
Stichting Vuur en Vlam / Stadsklooster Dordt
Externe Geestelijk Adviseurs
Fennegien Wietses
Jim Howard
Steve Smith
Bestuur Stichting Vuur en Vlam / Stadsklooster Dordt
Jeroen Spijk – Penningmeester
Marco de Jong – Secretaris
Erik Groeneveld – Voorzitter (technisch)
Alg. Directeur Stichting Vuur en Vlam
Erwin Wietses
Just Real Estate
Laurence Roose
Bart Kuiper
Robert-Jan Roose
Stadsklooster Dordt
Manager Stadsklooster Dordt
Rob Veenstra van Amerongen
Extern Betrokkenen
Diana en Marian – DDMK Marketing
Jaap – Suprvisual huisstijl en design
Jan Willem – SOW media, Website
Eelco van den Berg – Horeca adviseur
Project Teams
Bouwteam
Laurence Roose – Investeerder
Ranko Hamelink – Projectleider vanuit de architect
Theo Malschaert – Architect
Erwin Wietses – Project manager/exploitant
Lennard van Es – Bouwbeg. hoofd Aannemer
Voorbereidend Projectteam Stadsklooster Dordt
Erwin – Projectleider
Rob – Toekomstig manager
Eric – Relatiebeheer en redacteur
Danielle – Vrijwilliger
Anne Sophie – Medewerker kantoor, groepsbooking en events
(Ruth) – Staat in de wacht
(Phillian) – Staat in de wacht
Stichting Stadsklooster Dordt (Commercieel)
Horeca
Zie formatie document
Organisatie Kernteam (Erwin, Rob, Anne Sophie, etc.)
Property management (Bookingen, voorraadbeheer, content beheer)
Marketing / PR / Sales
Administratie / Kantoor
Personeelszaken
Training personeel
Events / Trainingen / Verhuur
Hospitality
Zie formatie document
Klus/Onderhoud
Zie formatie document
Aannemers en Project Inrichters
Hollmris – Pod’s
Officious – Interieur Leverancier
Metos – Keuken Inrichter
Hoofdaannemer – Van der Ende
HOL – Technische installaties
Styling, kleuren, vloeren, gordijnen en wanden – Joker van der Wiel
Hoogendoorn – Badkamers, hotelkamers, cafe en buffet ombouw restaurant
DECIA – Keukens
Garshagen – PVC Vloeren BG en 1e Verd
Hotelbedding – Matrassen en linnengoed
Stadsklooster (Ministry)
Huis van Gebed
Phillian
Trainingen (D-Track, etc.)
Michel en Danielle
Erwin en Fennegien
David
Worship/Studio
Zie formatie document
Evangelisatie (Intern)
Zie formatie document
Discipelschap Coaching
Charlotte
Simon van den Berg
Rob Veenstra
Erwin Wietses
Horeca Leverancier
80 Days Coffee – Biologisch & direct trade
Frank about Tea – Biologisch & direct trade
Jetdrinks – Biologische dranken en snacks
Van Ouwerkerk – Wijnhandel
Kleiburg – Kloosterbier uit de Bijlmer
Hert Bier
Bidfood |
|
| Diagramme |
organigramme d'un centre culturel municipal |
|
| Diagramme |
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|
| Process flow diagram |
### The Legends Agency Employee Management and Onboarding System
This document outlines the processes and components required for the development of The Legends Agency’s Employee Management and Onboarding System. The aim is to streamline operations, improve efficiency, and enhance user satisfaction across clients, employees, and administrators.
---
### **Business Justification**
#### **1. Efficiency and Scalability**
- A centralized system ensures streamlined data management and faster onboarding for employees.
- Automated workflows reduce manual intervention, saving time and resources for both clients and administrators.
#### **2. Improved Client and Employee Experience**
- A user-friendly interface provides clients with real-time visibility into recruitment, payroll, and compliance.
- Employees benefit from a seamless onboarding experience, clear policies, and accessible support.
#### **3. Compliance and Transparency**
- Standardized policies and automated compliance tracking reduce the risk of legal and regulatory issues.
- Comprehensive audit logs and reporting ensure transparency for all stakeholders.
#### **4. Competitive Edge**
- Offering advanced digital tools strengthens The Legends Agency’s market position as a reliable partner for offshore recruitment.
- Improved operational efficiency leads to faster service delivery, enhancing client satisfaction.
---
### **Process Flow of Main Components**
#### **1. Onboarding Process**
1. **Initiation**:
- Admin initiates the onboarding process and assigns a checklist to the employee.
- The system generates a unique link sent to the employee’s email.
2. **Form Completion**:
- Employee completes personal, banking, and tax details.
- System validates submitted data for correctness.
3. **Validation**:
- Admin reviews submitted forms and documents.
- Status is updated to “Validated.”
4. **Contract Generation**:
- Standard contract templates auto-populate with employee details.
- Contracts are digitally signed by the employee and admin.
5. **Checklist Completion**:
- Employee completes onboarding tasks (e.g., IT setup, equipment collection).
- Status changes to “Onboarded.”
#### **2. Client Setup**
1. **Registration**:
- Admin creates a new client profile.
- Standard ‘As Standard’ policies are pre-applied to the client account.
2. **Customization**:
- Client modifies default settings (e.g., probation length, leave policies).
3. **Approval**:
- Admin finalizes and activates the client account.
4. **Portal Access**:
- Client accesses the dashboard to track onboarding, placements, and payroll.
#### **3. Placement Management**
1. **Position Assignment**:
- Admin assigns roles to employees, specifying details like start date and probation period.
2. **Probation Monitoring**:
- System tracks probation periods and sends reminders near the end date.
3. **Feedback & Review**:
- Managers provide feedback on employee performance during probation.
4. **Status Updates**:
- Admin updates employee status to “Permanent,” “Terminated,” or “On Hold.”
#### **4. Pay and Billing Process**
1. **Salary Calculation**:
- System calculates gross pay, deductions, and net salary.
2. **Payroll Integration**:
- Data syncs with third-party payroll tools.
3. **Billing to Clients**:
- Clients are invoiced for payroll, benefits, and EOR fees.
4. **Reporting**:
- Itemized reports are generated for each billing cycle.
#### **5. Compliance Management**
1. **Policy Application**:
- Standard policies are applied automatically during onboarding and contract generation.
2. **Document Management**:
- System stores and organizes all compliance-related documents.
- Notifications are sent for renewal or updates.
3. **Auditing**:
- Detailed audit logs track changes and ensure transparency.
4. **Notifications**:
- Alerts clients and admins about upcoming compliance deadlines.
---
### **Key Features**
#### **Employee Features**
- Self-service portal for completing onboarding tasks and accessing documents.
- Standardized benefits and policies, including probation periods, leave, and allowances.
- Seamless access to support for queries and compliance requirements.
#### **Client Features**
- Comprehensive dashboard for tracking onboarding, placements, and payroll.
- Tools for customizing employment policies and reviewing reports.
- Real-time notifications for compliance updates and payroll activities.
#### **Admin Features**
- Automated workflows for onboarding, contract generation, and document management.
- Centralized control over client profiles, employee placements, and compliance tracking.
- Integration with payroll systems for accurate and timely salary processing.
---
### **Deliverables**
1. **Onboarding System**:
- Automated forms and checklist management for employee onboarding.
2. **Client Dashboard**:
- Real-time tracking of onboarding, payroll, and compliance.
3. **Placement Tools**:
- Role assignment, probation tracking, and status updates.
4. **Payroll Integration**:
- Salary calculation and invoicing tools synced with third-party systems.
5. **Compliance Management**:
- Document storage, audit logs, and notifications for legal adherence.
---
This document provides a detailed framework for the development of The Legends Agency’s Employee Management and Onboarding System, ensuring a seamless and efficient experience for all stakeholders.
|
|
| Diagramme |
Peux tu me creer une carte mentale avec ces elements • Animateur coordonnateur
• Chef de service du centre culturel
• Elus référents culture
• Elus référents jeunesse et sport
• Les familles
• Assistante maternelle
• Animateur complexe sportif
• Responsable du cinéma
• Responsable médiathèque
• Responsable espace nautique
• Directeur école élémentaire A
• Directeur école élémentaire B
• Responsable centre de loisirs
• Directeur de l’EHPAD
• Directeur du théâtre
• Principal de lycée
• CPE de lycée
• Maire
• Service technique
• Service urbanisme
• Service espace vert
• CCAS
• Commerce de proximité
• Artistes locaux
• Association A
• Association B
• Association C
• Association D
• Association E
• ALAE
• Office de tourisme
• DRAC
• |
|
| Sequence diagram for a maize plant disease detection system using cnn |
Sequence diagram |
|
| sbom |
Create an image of ORAS/ratify/gatekeeper kubernetes validating webhook configuration for snyk generated sbom and vulnerability reports |
|
| sbom |
Create an image of ORAS/ratify/gatekeeper kubernetes validating webhook configuration for snyk generated sbom and vulnerability reports |
|
| Procedimiento |
Procedimiento
Preparación de los recipientes**
Llena tres frascos o vasos con agua y añade 1 cucharadita de bicarbonato de sodio a cada uno. Mezcla bien para disolver.
*Colocación de la planta**
- Corta tres trozos de la planta acuática de aproximadamente 10 cm
longitud. de
Coloca un trozo en cada frasco.
Configuración de la luz**;
-Coloca los frascos a diferentes distancias de la lámpara:
**Frasco 1**: A 10 cm de la lámpara (alta intensidad).
-**Frasco 2**: A 30 cm de la lámpara (intensidad media).
-**Frasco 3**: A 50 cm de la lámpara (baja intensidad).
*Observación y cronometraje**
Enciende la lámpara y comienza el cronómetro.
- Observa y cuenta el número de burbujas de oxigeno que se producen en el frasco.
Repetición**
-Repite el experimento tres veces para cada distancia y toma un promedio de las burbujas producidas.
|
|
| Data Analytics Platform x |
A Gantt Chart with 5 Phases:
Phase 1: Discovery and Planning (1 month)
Phase 2: Platform Design and Prototyping (2 months)
Phase 3: Development and Testing (3 months)
Phase 4: Deployment and Training (1 month)
Phase 5: Maintenance and Support (Ongoing)
Start Date: August 1
Continuous monitoring and performance tuning of the platform (Weekly)
Regular updates and enhancements based on user feedback and emerging requirements (Monthly)
|
|
| Pmo |
|
|
| s3 |
|
|
| Succession Planning in Nampol |
To create a detailed conceptual framework diagram for your study on succession planning in the Namibian Police Force (NAMPOL), consider the following instructions:
1. Create a large central circle labeled "NamPol Competency Framework" as the core element.
2. Arrange five smaller circles around the central circle, each representing one of the key models:
- Seven-Pointed Star Model (Rothwell)
- Acceleration Pool Model
- Leadership Pipeline Model
- Talent Management and Development Framework
- Resource-Based View (RBV) Theory
3. Connect each model to the central NamPol Competency Framework with double-headed arrows, indicating bidirectional influence.
4. For each model, add key components as sub-elements:
- Seven-Pointed Star Model: Add seven small circles around it, each labeled with a step (Commitment, Assessing current needs, etc.)
- Acceleration Pool Model: Add three rectangles for challenging assignments, mentoring, and special training
- Leadership Pipeline Model: Create a pipeline graphic with stages from junior to senior roles
- Talent Management Framework: Add four connected boxes for key roles, assessing talent, training programs, and updating the plan
- RBV Theory: Include four connected diamonds for valuable, rare, inimitable, and non-substitutable capabilities
5. Use dotted lines to show interactions between the five models.
6. At the bottom, add a large rectangle labeled "Effective Leadership Continuity in NAMPOL" with arrows pointing to it from all elements.
7. Use color coding to differentiate between models and their components.
8. Add a legend explaining the meaning of different shapes and colors used in the diagram.
9. Include brief explanatory notes for each model and how it relates to NAMPOL's succession planning.
This detailed instruction set will help create a comprehensive visual representation of your conceptual framework, emphasizing the central role of the NamPol Competency Framework in NAMPOL's succession planning efforts.
Citations:
[1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/32751234/a1b83a6f-5600-49cd-a0a7-d5e4650db1df/paste.txt |
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