Information Technology Of Knowledge Management - Myassignmenthelp.Com

Question: Discuss about Information technology for knowledge management. Answer: Introduction Strategic information systems are becoming an integral part of the organizational strategies. Currently, organizations are implementing SIS for aligning the business strategies with various organizational information systems. It helps in supporting the present strategies of the business and also helps in assisting the change in the business structure as well as strategies (Altaf and Khalil 2016). SIS facilitates the senior management group to make appropriate strategic decisions by accurately channelizing valuable information. Organizations have become aware of the benefits of SIS, and their current focus is on utilizing the functionalities of SIS to resolve the existing inefficiencies in the business processes (Altameem, Aldrees and Alsaeed 2014). SIS efficiently utilizes information for enhancing operational efficiencies of the strategic business units as well as departments. This literature review describes the services and products that are offered by the organization. It focuses on the structure of Woolworths. It discusses the existing processes of Woolworths and identifies the gap in the processes. This literature review discusses specific issues that can be resolved by the new system. It explains IS strategy and briefly outlines the various difficulties that Woolworths can face while implementing the IS strategy. It also provides suggestions for overcoming the difficulties. The following literature review critically analyses the main causes responsible for the IS project failures and recommends remedies for preventing project failures. Discussion Woolworths is known as the largest supermarket chains in Australia. It operates 995 stores in the country, and it has 11500 employees across its distribution centres, support offices and stores (Woolworthsgroup.com.au 2018). Its main focus is on giving superior range, value, convenience and services to the customers. It ensures best quality services and products to the consumers. Woolworths is one of the innovative retailers in Australia which allows customers to buy the products from the store as well as the online app. Woolworths- Structure, Services and Products a) Organizational Structure: The hierarchical structure of Woolworths has divided the entire organization into various levels such as operation or first level, tactical or second level and the strategic or the top management level. The informational needs of the various levels are different. Operation level requires daily operational information for executing regular activities. The tactical level of the organization needs information for achieving short-term objectives of the organization. The highest level of the organization needs information for making strategic decisions. b) Products and services: Woolworths mainly sells groceries. It provides fresh fruits and vegetables to the customers. It offers best quality dairy products to its customers. Woolworths offers various household products, products for infants as well as health products. It has different sections that also sell beauty products, clothes, pet supplies, stationery items and magazines. It is a supermarket chain that provides all kinds of products that are needed by the consumers. For improving customer experience, it has developed its app for facilitating the customers to buy online and save time. Functionality and Operations a) Woolworths- current processes: The various processes of Woolworths focus on inventory management, customer service management and financial accounting methods. Organizational change management process is considered to be one of its main processes. The purchasing process of the supermarket chain is centralized, and the inventory levels of the company are reported by the frontline managers. Based on the level of inventory the order placing is done by the managers to its suppliers. The inventory process monitors and manages the inventory based on the FIFO technique. The core focus of senior executive processes of Woolworths is on improving its customer experience by providing quality products and controlling business procedures (com.au 2018). The accounting or finance process of Woolworths constitutes the methods for handling sales data, financial data and payroll. The marketing and sales processes are part of the main processes of the supermarket chain. b) Gap Identification: The increase of competition in the market is responsible for slowing down the market growth of the Woolworths retail chain (com.au 2018). Lack of innovative marketing strategies has affected its productivity and sales. Woolworths offers products at a higher price as compared to its competitors. The traditional management techniques followed by the top management team of Woolworths led to the development of improper pricing strategy. The ineffective business models and strategies affected the business growth and caused a fall in its share price. The low morale of its employees has a negative impact on the organizational performance. Lack of strategic information systems has prevented the organization to align its business strategies with the IS and affected its present working procedure as well. c) Specific issues or problems that will be fixed by the new system: The gaps in the marketing strategies of Woolworths can be resolved by implementing the new system or SIS. It will help in solving issues related to fallen share price and low employee morale. Woolworths will be able to achieve competitive advantages and strategic goals by implementing the new system. The new system will help in improving business performance by lowering product price and satisfying the customers. Woolworths will be able to improve its market position by implementing the new system. d) Criteria for proving that the proposed or new system meets its requirements: One major criterion is the new system performance. Verification and validation of the system is essential for proving whether the new system meets the requirements or not. System verification and validation methods can be utilized for checking whether the system requirements are met or not. Software and hardware functioning of the proposed system are one of the main criteria for proving that the proposed system is meeting its requirements. The operational requirements of the customers need to be met and this is another main criterion (Bajdor and Grabara 2014). System testing and evaluation can be performed for understanding the performance of the system. System throughput along with system reliability forms the main criteria for proving whether the new system meets its requirements or not (Cassidy 2016). The other criteria include vendor support, documentation quality and system scalability. Information Systems Strategy Alignment of IS structure and organizational strategies are supported by IS strategies (Amrollahi, Ghapanchi and Talaei-Khoei 2014). Woolworths supermarket chains need this strategy for the purpose of supporting its current IS structure for making sure that the valuable information of the current systems is utilized accurately for achieving the business goals. IS strategies play a major role in synchronizing the existing technology platforms of Woolworths with its IS (Whittington 2014). Competitive advantages can be achieved by Woolworths by carrying out integration between IS and organizational strategies (Sakas, Vlachos and Nasiopoulos 2014). IS strategy helps in identifying informational needs at the different organizational levels and gives insight into the business issues (Pearlson, Saunders and Galletta 2016). Organizations get proper direction and new business development opportunities by implementing IS strategies . The above discussed benefits clarify why Woolworths requires IS strategy to be incorporated into its organizational strategy. Woolworths will be able to improve its operational efficiency and productivity by integrating the IS and organizational strategy (Argenziano, Severinov and Squintani 2016). IS strategy can help Woolworths to enhance its customer experience and relations. IS strategy will help in enhancing customer experience by improving the internal processes (Peppard and Ward 2016). The top management team will get access to the strategic information and make correct decisions regarding strategic approaches and procedures. Woolworths will be able to improve its products and strategies by implementing information system strategy that will facilitate in optimally utilizing strategic information. Difficulties in developing IS Strategy a) Human challenges: Employees of Woolworths might lack technical skills and competencies. Some of them might not be ready to support the implementation of IS strategy. Absence of employees belonging to technical domains can cause difficulty in IS strategy development. Problems in developing IS strategy can take place due to communication gap in the organization. b) Management challenges: The top management team might lack the understanding of the benefits of implementing IS strategy. They might not support the development of IS strategy. This can act as a barrier to implementing IS strategy (Boonstra 2013). Internal communication gaps can also cause difficulty in implementing IS strategy. c) Technical and time-related issues: Technical issues such as system failure can affect the IS strategy implementation process (Liu and Wang 2014). Woolworths might face serious problems in migrating to the new system from its existing system. Extension of the intermediate processes and plans can stop the IS implementation. Solutions provided for the above discussed difficulties: a) Solution for overcoming human challenges: Technical training sessions can be held for enhancing the technical skills and knowledge of the existing employees. Hiring staffs with technical experience can help in the successful implementation of IS strategy in Woolworths. Regular group discussions must be held for improving employee coordination. b) Solution for overcoming management challenges: The advantages of implementing IS strategy must be explained to the top management team for getting their approval and support. Attractive presentation must be prepared for demonstrating the role and need of IS strategy in the organization and removing the internal communication gaps. c) Solution for overcoming technical issues: Regular maintenance of the current IS and appropriate determination of the technical specifications can help in resolving the technical difficulties. Effective plans can be scheduled for accomplishing the tasks of implementing IS strategy without delay or failure. Information System Failures a) Problems or issues that might arise within the IS projects: System failures are considered to be the main problem that might arise within IS projects. If the top management is unable to define the project goals and support the implementation of IS strategy then it can lead to the failure of IS projects (Cecez-Kecmanovic, Kautz and Abrahall 2014). Unclear responsibilities and communication gaps can lead to the failure of IS projects. Improper determination of technical specifications is also responsible for the IS project failure (Rainer et al. 2013). Software crisis due to irregular maintenance of the system can lead to low productivity and harm IS projects (Petter, DeLone and McLean 2013). Sometimes the management team is unaware of the need of IS projects that can act as a barrier in the success of the IS projects. When the project budget and schedule are not properly designed then it can harm the IS projects (Mir and Pinnington 2014). Improper alignment of business strategies w ith the IS of the organization, and the changing dynamic environment of the business can also create problems within IS project. b) Recommendations for solving the above mentioned problems i) System failures can be prevented by properly defining the IS project objectives. Regular group discussions and meetings can be held before starting with the project work for clarifying the need of the IS project and gaining the support of the management team. Decision making process must be participative for clarifying the responsibilities of the staffs. ii) The system can be regularly maintained by IT specialists and technical staffs for avoiding the issue of software crisis. iii) Technical competencies of the employees can be enhanced through training programs. Competent staffs will be able to prepare accurate project schedule, project budget and properly align the business needs with the IS of the organization. Dynamic staffs can be hired for adjusting with the changing needs of the market. Conclusion It can be seen from the above literature review that strategic information systems can help Woolworths to achieve competitive advantages and enhance its operational efficiency. This supermarket chain can enhance its productivity by implementing IS strategy. The above discussion has shown that IS strategy will enable Woolworths to align the business strategies with the current IS structure. The current processes of Woolworths include customer service, marketing, inventory, sales and accounting process. It has been found out that the gap in the current processes of Woolworths has decreased its market growth. Lack of innovative marketing strategies can be overcome by the new system. According to this literature review, system performance is one of the main criteria for proving that the new system has met the requirements. Woolworths can face certain challenges such as lack of technical staffs, lack of top management support and technical issues while implementing IS strategy. Technical training, effective communication and proper identification of technical specifications are suggested for overcoming these problems. This literature review suggested that the software crisis issue can be resolved by regular system maintenance and gaining top executive support. This literature review concludes that Woolworths will be able to overcome its current limitations and achieve market growth by developing and implementing SIS. References Altaf, M. and Khalil, M., 2016. Strategic Information System: A source of Competitive Advantage. Altameem, A.A., Aldrees, A.I. and Alsaeed, N.A., 2014, October. Strategic information systems planning (SISP). InProceedings of the World Congress on Engineering and Computer Science(Vol. 1). Amrollahi, A., Ghapanchi, A.H. and Talaei-Khoei, A., 2014. Three Decades of Research on Strategic Information System Plan Development.CAIS,34, p.84. Argenziano, R., Severinov, S. and Squintani, F., 2016. Strategic information acquisition and transmission.American Economic Journal: Microeconomics,8(3), pp.119-155. Bajdor, P. and Grabara, I., 2014. The Role of Information System Flows in Fulfilling Customers Individual Orders.Journal of Studies in Social Sciences,7(2). Boonstra, A., 2013. How do top managers support strategic information system projects and why do they sometimes withhold this support?.International Journal of Project Management,31(4), pp.498-512. Cassidy, A., 2016.A practical guide to information systems strategic planning. CRC press. Cecez-Kecmanovic, D., Kautz, K. and Abrahall, R., 2014. Reframing Success and Failure of Information Systems: A Performative Perspective. Mis Quarterly, 38(2). Liu, S. and Wang, L., 2014. Understanding the impact of risks on performance in internal and outsourced information technology projects: The role of strategic importance.International Journal of Project Management,32(8), pp.1494-1510. Mir, F.A. and Pinnington, A.H., 2014. Exploring the value of project management: linking project management performance and project success. International journal of project management, 32(2), pp.202-217. Pearlson, K.E., Saunders, C.S. and Galletta, D.F., 2016. Managing and Using Information Systems, Binder Ready Version: A Strategic Approach. John Wiley Sons. Peppard, J. and Ward, J., 2016. The strategic management of information systems: Building a digital strategy. John Wiley Sons. Petter, S., DeLone, W. and McLean, E.R., 2013. Information systems success: The quest for the independent variables. Journal of Management Information Systems, 29(4), pp.7-62. Rainer, R.K., Cegielski, C.G., Splettstoesser-Hogeterp, I. and Sanchez-Rodriguez, C., 2013.Introduction to information systems. John Wiley Sons. Sakas, D., Vlachos, D. and Nasiopoulos, D., 2014. Modelling strategic management for the development of competitive advantage, based on technology. Journal of Systems and Information Technology, 16(3), pp.187-209. Whittington, R., 2014. Information systems strategy and strategy-as-practice: a joint agenda. The Journal of Strategic Information Systems, 23(1), pp.87-91. Woolworthsgroup.com.au., 2018. Woolworths Supermarkets - Woolworths Group. [online] Available at: https://www.woolworthsgroup.com.au/page/about-us/our-brands/supermarkets/Woolworths [Accessed 4 Jan. 2018]. Holtshouse, D.K., 2013.Information technology for knowledge management. Springer Science Business Media. Liebowitz, J. and Frank, M. eds., 2016.Knowledge management and e-learning. CRC press. Willcocks, L., 2013.Information management: the evaluation of information systems investments. Springer.

Iq Test Essays - Psychometrics, Intelligence, Educational Psychology

Iq Test The task of trying to quantify a persons intelligence has been a goal of psychologists since before the beginning of this century. The Binet-Simon scales were first proposed in 1905 in Paris, France and various sorts of tests have been evolving ever since. One of the important questions that always comes up regarding these tools is what are the tests really measuring? Are they measuring a persons intelligence? Their ability to perform well on standardized tests? Or just some arbitrary quantity of the persons IQ? When examining the situations around which these tests are given and the content of the tests themselves, it becomes apparent that however useful the tests may be for standardizing a groups intellectual ability, they are not a good indicator of intelligence. To issue a truly standardized test, the testing environment should be the same for everyone involved. If anything has been learned from the psychology of perception, it is clear that a persons environment has a great deal to do with their cognitive abilities. Is the light flickering? Is the paint on the walls an unsettling shade? Is the temperature too hot or too cold? Is the chair uncomfortable? Or in the worst case, do they have an illness that day? To test a persons mind, it is necessary to utilize their body in the process. If everyones body is placed in different conditions during the testing, how is it expected to get standardized results across all the subjects? Because of this assumption that everyone will perform equally independent of their environment, intelligence test scores are skewed and cannot be viewed as standardized, and definitely not as an example of a persons intelligence. It is obvious that a persons intelligence stems from a variety of traits. A few of these that are often tested are reading comprehension, vocabulary, and spatial relations. But this is not all that goes into it. What about physical intelligence, conversational intelligence, social intelligence, survival intelligence, and the slew of others that go into everyday life? Why are these important traits not figured into intelligence tests? Granted, normal standardized tests certainly get predictable results where academics are concerned, but they should not be considered good indicators of general intelligence because of the glaring omissions they make in the testing process. To really gauge a persons intelligence, it would be necessary to put them through a rigorous set of real-life trials and document their performance. Otherwise the standardized IQ tests of today are testing an extremely limited quality of a persons character that can hardly be referred to as intelligence. There are a few other common criticisms of modern IQ tests. They have no way to compensate for cultural differences. People use different methods to solve problems. Peoples reading strategies differ. Speed is not always the best way to tackle a problem. There is often too much emphasis placed on vocabulary. Each of these points warrants individual treatment, and for more information refer to The Triarchic Mind by RJ Sternberg (Penguin Books, 1988, p18-36). It is possible to classify all the reasons that IQ tests fail at their task into two main groups. The first grouping is where the tests assume too much. Examples of this flaw are the assumption that speed is always good, vocabulary is a good indicator of intelligence, and that different test taking environments wont affect the outcome. The second grouping comes because the tests gauge the wrong items. Examples of this are different culture groups being asked to take the same tests as everyone else, and the fact that the tests ignore so many types of intelligence (like physical, social, etc). These two groupings illustrate where the major failings of popular IQ tests occur and can be used as tools for judging others. IQ tests are not good indicators for a persons overall intelligence,but as their use has shown, they are extremely helpful in making predictions about how a person will perform in an academic setting. Perhaps the problem comes in the name intelligence tests when it is obvious this is not what they really are. The modern IQ test definitely has its applications in todays society but should be be used to quantify a persons overall intelligence by any means. Psychology

Free Essays on The Tyger”

; ‘Tyger / Tyger’ this heavy, steady rhythm continues almost throughout and reinforcing it is the repetition of the first stanza as the last. The one small change made the substitution of Dare for Could is important as it creates a double stress Dare frame in replacement of the iambic Foot Could frame. The heavy, hammering sound of this foot reflects the fact that the poem’s question has grown; that the more the speaker ponders the tyger, the more astounding its Creator’s power seems. This power that the Creator is indicated to have is important to the development of the poem’s message and it is here that ambiguous areas of the poem must be interpreted; that the tyger is unable to be framed may be read as the inability of anything to control or capture it. Not even the immense power of the Creator is able to constrain the evil that it has created. It is here that the main point of the poem is made, and this is done principally through Irony – the Creator has created a beast burning so brightly of evil that it even shines from the forests of E... Free Essays on The Tyger† Free Essays on The Tyger† Patricia Sayles ENGL 1302 March, 13 2004 The Tyger is perhaps, apart from the words to the hymn Jerusalem the best known of all Blake’s work. As the contrary poem to The Lamb, The Tyger is straight from the heart of the Songs of Experience. The Tyger it is a poem that addresses our constant struggle to decode, interpret and master the world around us, as well as a satire on the ways we attempt to carry this task out, I prefer to interpret The Tyger as a poem that addresses the creation of evil in the world. The Tyger is a poem full of rich, powerful imagery and sound. We will address Blake’s use of the variations within it as a mechanism used to communicate to the reader this attack on the Establishment. Metrically, The Tyger is principally trochaic which creates a forceful drum-beat reflecting the power of both the tyger and its Creator. Beginning from the first two words; ‘Tyger / Tyger’ this heavy, steady rhythm continues almost throughout and reinforcing it is the repetition of the first stanza as the last. The one small change made the substitution of Dare for Could is important as it creates a double stress Dare frame in replacement of the iambic Foot Could frame. The heavy, hammering sound of this foot reflects the fact that the poem’s question has grown; that the more the speaker ponders the tyger, the more astounding its Creator’s power seems. This power that the Creator is indicated to have is important to the development of the poem’s message and it is here that ambiguous areas of the poem must be interpreted; that the tyger is unable to be framed may be read as the inability of anything to control or capture it. Not even the immense power of the Creator is able to constrain the evil that it has created. It is here that the main point of the poem is made, and this is done principally through Irony – the Creator has created a beast burning so brightly of evil that it even shines from the forests of E...

Midnights Children of Colonial Empires Essay Example | Topics and Well Written Essays - 1250 words

Midnights Children of Colonial Empires - Essay Example The British had lost America in the Revolution and they clung to India with all .their might and cunning. Many of the men in power believed that imperialism was a natural part of human struggle for survival in which the fittest emerged rulers. In other words, they believed that the white Europeans, being endowed with' superior qualities' had all the right to rule others. The European powers had a sense of moral superiority as the Industrial Revolution had brought them previously unheard of prosperity. They also needed a market for the goods they produced. Prosperity had whetted their appetites and they had developed taste for exotic goods .There was a fierce competition between European nations to go ahead of others and conquer farther territories. The hunger for empire building was such that many times they resorted to barbaric means .King Leopold of Belgium unleashed a reign of terror in Congo which he deemed to be his private property. The people in charge, like the clerk Clive of the East India Company, amassed huge fortunes by exploiting the local population. The Europeans brought Christianity to the conquered lands, and tried to root out the old traditions. The British empire was the largest of the European empires, and 'the jewel in the crown' was India .In spite of the might of the greatest empire in history, India gained her independence in 1947, after almost two centuries of British rule, without the use of force or violence, but became the heir to the colonial legacy of division left by the British.. "Midnight's Children" is a seminal work by Salman Rushdie, written in the style of Indian oral story telling, which explores the experiences of various characters in colonial and post - colonial India .It is the story of Saleem Sinai who was born on the midnight of 14th August 1947 exactly at the time when India became independent. The story spans some three generations, beginning with Dr. Aadam Aziz who came to Agra from the Kashmir valley with his family. Of his three daughters , one marries Sinai and another , Zulfikar and emigrates to Pakistan. Beginning with the Jallianwalla Bagh massacre, the story goes on to the frenetic days before the Transfer of Power in India and the days that followed. In a style reminiscent of the Arabian Nights the book recounts the story of some of the children born on that fateful midnight. It touches upon the formation of Bangla Desh. The reader gets a glimmering of the legacy of colonialism. To continue in power, the colonial rulers used every means, even killing without provocation., as in the infamous Jallianwala Bag Massacre. . On the 13th April 1919, a British officer named General Dyer entered an enclosed compound in Amritsar where thousands of Indians had gathered for a peaceful protest against the British ,and opened fire on the unarmed men, killing and maiming hundreds of people. .Rushdie begins his book with this incident. "They have fire a total of one thousand six hundred and fifty rounds into the unarmed crowd. Of these , one thousand five hundred and sixteen have found their mark."(Rushdie 41) Rushdie describes the sound of the gunfire evocatively-"There is a noise like teeth chattering in winter". (Rushdie 41) After the massacre, there was approval for Dyer's action in the House of Lords. This incident rang the death knell for the empire

Costa Rican Economy Essay Example | Topics and Well Written Essays - 1000 words

Costa Rican Economy - Essay Example (Culture in Costa Rica 2002) Recently, Costa Rica has been trying to shift its economic trend, and adopting a more global approach. Plans are to turn Costa Rica, from a coffee exporter, to a silicon based company. Skilled labor, new opportunities, global participation is the new goal, as it is with most developing countries. (Costa Rica Businesses 2008) A small scale chain of grocery stores in a developing country can go both ways when it comes to 'making it'. If we talk about the current world events, then there are many going on right now. With the phenomenon of global inflation taking over the planet, businesses, both small and large scale, are feeling the thump. A global issue that engulfs us all, are the prices of fossil fuels, namely; oil. As oil prices sky rocket above, everyone is feeling the shock. Major steps are being taken such as the development of alternative fuels, international talks, visits and conferences. This is an issue that affects the global economy. A grocery store chain in Costa Rica wo uld be no exception. It is simple economics that, the inflation caused by the rise in oil prices, would result in higher prices of goods and products all across the globe. Products will be more costly to produce and thus, will be exported at a higher price. The local Costa Rican grocery store will have inflated prices as well, of both, local and imported products. As prices of products increase, their demand goes down. Extreme conditions could result in recession or worse. Local producers would find it costly to produce with input costs going high because of the oil prices, and thus, a decrease in production could result in loss of jobs and a lower standard of living. This situation can be seen in many regions around the world including many third world countries. Obama vs. Clinton Another major global event is the U.S presidential elections. The ongoing rivalry between Hillary Clinton and Barack Obama is heating up day by day. (Troy 2007) The United States being a neighboring country and a trade partner can have a significant role in the Costa Rican economy. A change in government often results in a change in trade policies and international relations. New government expenditure would result in creation of employment in the country. This would open up newer opportunities to earn and contribute to a raise in the GDP. Demand for local and imported goods would increase and people would be willing to buy more. If situation in the U.S improves further and employment over there increases, such activity can bring about a rise in the demand for Costa Rican imports. As a result, employment is created in Costa Rica, with production increasing and firms hiring more skilled and unskilled labor, resulting in a higher aggregate income level. This would stimulate demand for products locally and people would have a higher level of disposable income. In this way, the chain of grocery stores could experience higher levels of business and revenues. War and Unrest Another major issue is the ongoing unrest in the Middle East. Though the whole scenario may seem geographically far away but the world is a global village now. War and unrest in the Middle East is causing countries around the world to experience threats to national security, strained international relations and so forth. (Yahoo News 2008) With many countries, including the United States,

Distinguish Between Personnel Management And Human Resource Management Commerce Essay

Distinguish Between Personnel Management And Human Resource Management Commerce Essay Personnel Management is an independent function of an organization whereas HRM is considered to be an intrinsic part of an organizations workings. HRM has a much broader scope as it involves personnel and management tasks while developing teams of workers for the benefit of the organization by working to their maximum level of efficiency (Ulrich, 2005).   Personnel management have a tendency or have idea to motivate employees using external factors such as rewards and praises. By this way employee satisfaction is use as improve performances. And HRM believes how to implement and effective uses of the strategy make better performance and thus results in employee satisfaction. (Truss Gratton, 2004). PM is as describe a reaction based style of management, it is providing feedback to concerns and response when demanded. But HRM is more practical and provides ongoing strategy to improve the organisations workforce (Ulrich, 2005). 1.2 Assess the function of the human resource management in contributing to organisational purposes HRMs main function is to recruit, select, train and develop staff. It means finding the right people, training and developing them, so they can achieve their potential and creating systems which is leading to success of the organisation through high levels of morale and motivation (Mockler, 2002).  Ã‚   So Yo Dud need a HRM manager to make all department up-to-date means they use different types of training such as ongoing, training framework, care skills, health safety, legal and multi- skill. Jack will understand that motivated employees are essential for the continued growth of the Yo Dud magazine. HRM personals provide its staff with an ongoing and continuous training and development programme with appropriate and timely reward and recognition. The various levels of the company are well supported with work groups, strategies to meet new challenges and a chance to move higher up the order. Appraisal is a very important part of Human Resource Management (Fombrun et al, 1994). And it can helps Jack to get the desired result and get success. 1.3 Evaluate the role and responsibilities of line managers in human resource management The roles and responsibilities of Human Resource managers at any organization are demanding and vital. In Yo dud have strategically integrated HR into their overall plans. Managers have been to utilise aspects of HR in their decision making.  Ã‚  HRM managers have to balance organisational needs with the individuals expectations. Some employees will develop their career with one employer, while others require transferable skills. The manager requires employees with the right skills to ensure and sustain competitive advantage. They put increased emphasis on staff training and try to incorporate the learning into the organization. There is constant reviewing of the intervention and adjustments are made where necessary. It is also up to the HRM managers to see that the employers are motivated. 1.4 Analyse the impact of the legal and regulatory framework on human resource management Legal and regulatory requirements of HRM require protecting employees from unfair discrimination at the workplace. Define the 40 hour work week, the pay rate for working overtime and the minimum wage. It also requires protecting employee investments in their pensions. So Yo Dud need to go through a good beneficial scheme which is provides long-term benefits to their employees. Require that firms provide the same pay for men and women who are doing the same work. Labour relations describe the process by which unions can be formed and indicate what the parties can and cannot do. Provide clean and safe environment at the work place. Prevent unwelcome sexual advances, requests for sexual favours other inappropriate verbal and physical conduct or hostile conditions. So these terms will be strict to maintain and aware legal restrictions. Task 2.1 Analyse the reasons for human resource planning in organisations The main goal of human resource planning is to ensure that a company always has candidates lined up to fill a new available post or position so that time and productivity are not lost. Long delay times in between one departure and new hire could be more weigh on the company. Forecasting is an important factor of the process that can tell how long the process to hire new employee, and make speedy the process. In case of when the large number of employee needed and job market is stiff for workers with requiring skills, then HR department will have to secure these workers. And it will be more difficult when the rivals are also seeking people with these skills, and secure the new talents to step up recruiting efforts and increase compensation packages to attract talent (Grant, 2005). If a company did not engage in human resource planning, it would not know how difficult it would be to hire the necessary workers until too late. Potential employees would be lost to rivals, and the  business  would be unable to build the team it needs.. This helps the HR department to stay in pace with the needs of staff and employees for Tesco. 2.2 Outline the stages involved in planning human resource requirements Stage 1: Establish a Competency Architecture and Competency Dictionary that will support Strategic Human Resource Planning. For each group to be profiled, define the roles and career streams to help identify current and future human resources needs. Determine how competencies will be integrated with the existing HR Planning process and systems (e.g., Human Resource Information Management systems; other computer-based tools, for example forecasting models) (Grant, 2005). Stage 2: Build or revamp HR Planning tools, templates and processes to incorporate elements as determined in Stage 1.Train managers and / or facilitate corporate HR Planning process. Continuously monitor and improve processes, tools and systems to support HR Planning (Grant, 2005). 2.3 Compare the recruitment and selection process in two organisations Need to seek the process, Jack For the development of their magazine, Tesco: As the market leader in the UK, Tesco mainly uses the means of in-store advertising, local agency and recommendations from existing employees to recruit. Meanwhile, Tesco chooses the new staff through online video conferences which favour the rapidest efficiency as well. In addition, unlike other common businesses, the interviews at Tesco will be conducted by the line manager in order to build up the loyalty with the recruit and help to make decisions. Sky B2B: The core elements of Sky B2B recruitment and selection process are similar to that of Tesco. They pay important attention to the reasonable treatment of its staff. The most focus is to deal with its candidates with its equality and diversity policy at all times. That policy is framed to recruit and select people without discrimination as well as aim to choose employees with the diverse personality and ability. But the aspect that is different is they tend to select and recruit employees based on their skills and technical ability due to the nature of their business. 2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organisations Workforce planning is important for any organisation if they have to meet their future demands for staff. It is a way to train their existing staff to get responsive new staff to fill the vacancies (Armstrong, 1992). So if the Yo Dud goes through this technique then they will get talented employees which can improve the performance of the company and get the desired outcome and they can grow new job talents or job opportunities, including management, graduate, school leaver and apprentice posts. They need to have people with the right skills and behaviours to support its growth and development and have clear organizational structures, detailed job descriptions and person specifications. It has provides a user-friendly way, that is indicating how can applying for jobs and reliable approach to recruitment and selection. It can fulfil and manage the demanding need of staff. Task 3.1 Assess the link between motivational theory and reward Motivation is a concept used to describe the factors within an individual which produce, maintain and channel behaviour towards a targeting goal.  Motivation is a complex concept. Remuneration is also complex.  According to People thinking, that money is a motivator. Money does have an effect, but motivation is not just money and involves lots of things. It wills Positive effects coming through good financial and non-financial rewards (Grant, 2005). It is very important to motivate employees fro the growth of the organisation. Managers can create a positive environment and employees feel comfortable and motivate towards the organisational goal and some of their own goals. These goals could be appreciation of hard work,  a sense of achievement,  responsibility and empowerment,  opportunity for advancement, and a sense of challenge and enjoyment. There sis many non financial rewards also helpful to make an employee motivate. Rewards come through many ways like health benefits, flexibility in working time, staff discount, shares of the company etc. Financial compensation is an important factor to motivate employees and non financial rewards also make long term effects on the mind of the employee. So it is your (organisational) responsibility to ensure they using all the available resources to motivate them (Ulrich,2005). 3.2 Evaluate the process of job evaluation and other factors determining pay Definition: Job evaluation is the generic term applied to a variety of ways in which the relative worth or value of different jobs may be established. It helps to determine internal relativities by relating different rates of pay to different elements in the job (Truss Gratton, 2004). Lets start with the one of the UKs leading retailers example every year Tesco invites staff to and arrange a satisfaction within their employees to find about their job aspects it is called viewpoint. It aims to identify how much more valuable one job is in relation to another and so lay the foundations for a fair and orderly pay structure. One of the most widely known examples of schemes which have been developed by individual management consultancy companies is the Hay scheme. In its original form this relies on three factors know-how, problem solving, and accountability (Ulrich, 2005).  Ã‚  Ã‚  Ã‚   Know-how is the sum of every kind of knowledge; skill and experience required for standard acceptable job performance. Problem solving is the self-starting thinking required by the job for analysing, evaluating, creating, reasoning, arriving and drawing conclusions. Accountability is the answerability for action and for the consequences of that action. It is measured effect of the job on end results (Fombrum et al, 2004).   While job evaluation is concerned with the value which companies put on jobs pay can also be focused on the individual and group i.e. pay is linked to assessment of individual or team performance, skills, competence or contribution. It could be skill based or performance based. Tesco uses a performance related method to reward its employees by bonuses and promotion (Grant, 2005). 3.3 Assess the effectiveness of reward systems in different contexts The reward system is good method to keep the employees motivated. Reward will be given thorough annual, weekly, or monthly bases or hourly rate of pay for a capable worker to perform a job (Armstrong, 1992). Reward power will be involve on two factors; First, indirect pay which is coming through giving a lifestyle break, free or reduced health benefits, discount gym membership, staff discount and company share options. Secondly, non-financial rewards which are the intrinsic rewards related to peoples needs and expectations such as those provided by any organisation which include career development and opportunities for personal development by providing a career break. Achievement, recognition and responsibility are some of the other intrinsic rewards.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The main aim of the rewards system is to Attract enough recruits with the right qualities and qualifications to satisfy organisational requirements. Retain employees with the core skills and competencies needed by the organisation. Motivate employees with a view to improving their on-the-job performance and commitment to the organisation. (Grant, 2005) The HRM is a department which puts a lot of stress on their reward system in order to apply its effectiveness. The idea that it might be possible to match a payment system and a set of circumstances in such a way as to achieve stated objectives deserves consideration. 3.4 Examine the methods organisations use to monitor employee performance In an effective organization, assignments and projects are monitored continually. Monitoring is a time after time measuring and providing ongoing feedback to employees and work groups on their progress toward achieving goals (Ulrich, 2005). Regulatory requirements for monitoring system is that which comparing employees performance according to the required standards. The process is provides the opportunity to review the performance how well employee meet the programmed standards and to make changes to unrealistic or problematic standards. So monitoring process is a way to avoid and rectify the unacceptable performances and provide the assistance. With this process an organisation can get better support to its staff on all level and thats why they are able to monitor and also assist when needed (Mockler, 2002). Task 4.1 Identify the reasons for cessation of employment with an organisation Resignation An employee can resign, or terminate his own employment, for a number of reasons. like employee is not satisfied with the job or unhappy, and could get better offer for the same job and some time some personal reason also effects their decision to leave the job. If the employee resigns, then employer need to find the cause behind and arrange interview to verify the cause, and employer should ask for the resignation in writing and retain that documentation (Fombrun et al, 1994). Layoff If there is a lack of work, if the company is in financial trouble, and May the specific job is not necessary or not needed then the company can layoff employee. So this process will be under the legal regulation. For example it is under the notification of the employee, Worker Adjustment and Retraining Notification (WARN) Act, employers must give employees advance notice of closings and layoff. It is make employee and their family to adjust and make new arrangement for them or seeking unemployment benefits (Fombrun et al, 1994). Merger/Buyout A merger is another possible cause to affect the employees. Even though the employer doesnt want to do so, in some cases employers offer a severance package to employees terminated under these circumstances (Boxall, 1992). For Cause It happens when employee behaviour effects the companys reputation and other workers. For instance, if employee making some falsifier their time card or physically attacks a co worker, and this will be the cause of their termination, then employer should systematically document the employees behaviour when terminating Them (Boxall, 1992). Poor Performance Poor performance is other biggest cause of employee termination when employee doesnt fulfil their job commitment and fail to comply with the position. Before terminates that employee, employer will given the time to rectify the deficiency performance and given a time frame to keep correct it. And the documentation also needed before termination of the employee (Fombrun et al, 1994). 4.2 Describe the employment exit procedures used by two organisations Employment exit procedure used at a software company Every day in companies, people begin and terminate their employment. This continual movement of people can, and often does, result in a major security exposure, specifically in cases of employee separation. It is not uncommon to hear stories of retribution by terminated employees who feel they have been treated unfairly. This may be in the form of computer hacking, sabotage, illegal entry onto company property, and other forms of wrongdoing. The damage caused can be severe and can seriously affect the company and its employees. An  employee exit procedure  should be formally prepared, documented, and published to provide consistency for managers in dealing with terminated employees, i.e., items to be collected from an employee leaving the company, and computer / system access to be expediently inactivated. Briefly, as an example, the manager of an employee leaving the company should do the following: Collect keys, parking passes, ID cards, access cards, company credit cards, and travel call cards. Collect any off-site equipment, such as computers, cell phones, and pagers.   Arrange to have network IDs disabled, and delete or inactivate any other system access. Deactivate voice mail, and remove or re-assign phones. Employment exit procedure commonly used in Banks Resignation letter in written form Process on resignation letter Employee exit interview Acceptance of resignation Exit check list Clean out the office desk, files, etc, and return all supplies to production, take all personal belongings. Return all company credit cards Hand in all copies of reports and manuals Delete software from personal laptops or home computers 4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements Upon receiving notice to layoff and redesign job descriptions of employees, specific areas were reviewed in order to make a decision that would provide the best outcome for the company.  Ã‚  These areas include job performance, productivity, special achievements, job responsibility, educational qualifications, absenteeism and status (Truss Gratton, 2004). Length of service should play a role to make decision for reduction in company (non union) but it should be taken into thought along with skill level. An employee can not save their job only because of the several year services with the organisation. So an employee needs to be reviewing their performance (Fombrun et al, 1994). An existing employee is assets of the organisation because of their best services and know how to performing and cop with requirement and he/she is a strong candidate because new employee needs to further training to meet the required standard. So one very important thing is that new hire may have lots of experience and education than employee then who have been with the organization, this is complex, which will need to be taken into consideration. Some of the employees that have been with the organization for a long time may be looking to retire or would be interested in a severance package (Ulrich, 2005). Longest service generally is the basis of determining severance payment for every one but it is considering the most senior employee. One weeks salary per year of service is the most common term, based severance benefit for exempt and non-exempt employees, while two weeks is the median for officers and other executives (Truss Gratton, 2004).

African Americans unnoticed :: Essays Papers

African Americans unnoticed For too many years, African Americans have lived without knowing the people who have influenced their way of life. We walk around without taking the time to appreciate the people that have allowed us to go to these black colleges and universities, or the African Americans that have dedicated life their to make life better for all mankind as well as blacks. Women as well men have gone out of their way to make life better for their future. We know that women have influenced life from the beginning of time whether the role of the women is a mother, wife, doctor, or educator. But women have not always been able to advance in society, as men have been able to. As a black women I am proud to hear of women such as Lucy Laney, who she dedicated her life to get funding for black Georgia schools. She believed that women are better teachers than men and that an educated Negro woman is what is needed to teach students of all ages. Annie Julia Cooper was an active participant in the women's organizations in the 1980s. She believed that higher education of the black woman was too rare and did what she could so that young women like me can attend college. Fannie Barrier Williams realized that racism was a major problem, but also realized that sexism was an even greater problem in equality. For, as she said, "to be a colored woman is to be discredite d, mistrusted and often meanly hated." Through times of strife and stress she worked, sometimes successfully, to eliminate discrimination against black women. Booker T. Washington, W.E.B. Dubois, Marcus Garvey, Malcolm X, Martin Luther King Jr., and Stokely Carmicheal; these names when said are ones to which black people respond to, because all of these men improved social conditions for African Americans. All were part of large organized mass movement in black history. Each on of these men played a different part in influencing black America. Washington was skilled at politics. He was powerful and influential in both the black and white communities, Washington was a confidential advisor to presidents. DuBois was a public speaker who noted how America tactically sidestepped the issues of color, and how his approach of "educate and agitate" appeared to fall on deaf ears. Marcus Garvey drawing on a gift for oratory, he created "Garveyism" eventually evolved into a religion of success, inspiring millions of black people worldwide who sought relief from racism and colonialism.