...Twenty Four - Best Show on TV I. INTRO: 1. Attention: Which CTU agent was executed in season three of "24"? When did the vindictive Nina and Sherry die? How does Jack Bauer return to CTU after being assumed dead at the conclusion of season four? 2. Credibility: I have not missed a single episode of twenty four since its deputed 5 years ago. Tonight the show is on from 8pm-9pm but you better believe that the TIVO is set. 24 revolutionized the after work action/drama genre for me. It deals with contemporary issues, real and more or less plausible terrorist threats, and a real-time hourly format, 24 redefined my expectations for all shows going forward. 3. Thesis: 24 is a great alternative to mindless, dull, and uninteresting television shows that flood the airways today. 24 is sure to grasp your attention away from other shows such as “The Apprentice©”, “Americas Funniest Home Videos©”, and “Gilmore Girls©” that sure the same time slot. II. BODY: 1. NEED STEP: A. There are many shows on television that just don’t catch the attention of the viewers. If any of you are like my uncle you may just watch whatever show the remote takes you too. While this can be entertaining, it does may not satisfy you as much as it could. B. Although “CSPAN©” may teach you politics, “Iron Chef©” may enhance your cooking skills, and “WWE Raw©” may give some that macho soap opera experience; none of these shows will give you the overall satisfaction...
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...Systems Consideration in HRIS In today’s knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities,...
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...HRM is the responsibility of every manager. Human Resource Management refers to the policies and practices involved in carrying out the people or the human resource aspects of a management position and are defined as the process of acquiring, training, appraising and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. The components of Human Resource Management are Selection, Motivation, Productivity, Trade Unions, Training, Rewards System, Development, Discipline, Employment Legislation and Recruitment. Basic Human Resource concept states that HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals. The intensely competitive nature of business today means human resource managers must defend their plans and contributions in measurable terms. Current economic challenges require that HR managers develop new and better skills to effectively and efficiently deliver and manage HR services. The personnel aspects of a HR manager’s job include conducting job analysis, planning labor needs and recruiting job candidates, selecting job candidates, orienting and training new employees, managing wages and salaries, providing incentives and benefits, appraising performance, communicating, training and developing managers, and building employee commitment. Also, the HR manager’s today should also know and be concerned about notions such as equal opportunity and affirmative...
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...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
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...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
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...Assignment #1 1) Define HUMAN RESOURCES MANAGEMENT and outline what HRM does. 2) Briefly discuss the External Environmental Influences on HRM. 3) Outline a brief history of HRM. Discuss the three stages through which HRM has evolved. 4) LIST (!) the main prohibited grounds of discrimination common to all Canadian jurisdictions. Assignment 1 - Answers 1. The book Human Resources Management in Canada briefly defines Human Resources Management (HRM) as “the management of people in organizations”. The Educational Portal, however, offers a more detailed definition of the same subject: “Human Resources Management (HRM) is the process an organization undergoes to manage people in order to achieve goals”. In order to accomplish the aforementioned goals, “HRM involves formulating and implementing HRM systems (such as recruitment, performance appraisal, and compensation) that are aligned with the organization’s strategy to ensure that the workforce has the competencies and behaviours require to achieve the organization’s strategic objectives” (Dessler). In other words, “Human Resources Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels” (http://www.businessdictionary.com). 2. The external Environmental Influences discussed...
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...Essay Human Resource Management (HRM) is the main function of all organizations, as it practices managing human resources to accomplish an organization’s goal and also to operate effective and efficiently (Dessler, 2011). There are two kinds of managers in an organization who takes responsibility and make sure the job is finished, and both of this managers are varies through the types of the power that they are based on (Rao, 2009). Line manager is a manager who has the right to direct the work of subordinate and is responsible for achieving the organization objective (Dessler). A line manager has line authority, and it give the management to direct activities of the employees who is responsible for carrying out certain task. On the other hand, staff manager has staff authority, and it give the manager the power to advise the employees and also other managers (Dessler). It also helps the line managers to have a better understanding of the employees’ characteristic in the organization. To sum up, line authority constructs a superior-subordinate relationship and staff authority constructs an advisory relationship (Dessler). According to Purcell, Kinnie and Hutchinson (2003), line managers were found to be the fundamental element in creating an effective organization as they did not only see the importance of human resource policy and procedures for themselves, nevertheless they have to see how they could use them to contribute to create an effective organization. In many organizations...
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...Trends in the Workplace: HRM, Laws, Aging, Diversity, and Flexibility Dornisha Freeman Dr. Jo-Rene Queensberry HRM 500 Human Resource Management Foundations January 25, 2014 Trends in the Workplace: HRM, Laws, Aging, Diversity, and Flexibility Functional Areas It is necessary in today's time that organizations have a HR unit. The HR unit started off as a department with less duties and responsibility. Now the HR unit has evolved. According to McNamara, Human Resource Management (HRM) includes an array of functions and activities. Some activities include compensation, employee records, policies, and managing approach. “Human resource management refers to the practices and policies you need to carry out the personal aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employees” (Dessler, 2009, p.2). According to Dessler, such practices and policies include recruiting applicants, selecting candidates, train employees (new and current), job analysis, and planning. The major functional areas of Human Resources Management are planning, staffing, employee development, and employee maintenance. These areas and their contributions share the same objective to furthering organizational goals. In the planning function, the number and types of employees are determined. Planning requires collection and analysis of information to predict needs...
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...COURSE OVERVIEW This course presents key theoretical concepts and examples of HR issues in practice today. We will cover material on the origins, the nature and the likely future of HRM, including legal aspects and international perspectives. Discussions will center on HRM policy and practice concerning recruitment and selection, organizational exit, performance management, careers, training and development, job design and reward. We will also examine employee relations and equal opportunities in the context of their relationship with HRM. LEARNING OUTCOMES Upon successful completion of this course students will be able to: 1. Understand HRM from a systemic and strategic perspective. 2. Explain the practice of HRM as it relates to managers and employees in organizations. 3. Appreciate fundamental employment laws in a global context (e.g. France, North America and/or Europe). 4. Conduct a basic job analysis and apply this understanding of job requirements to other HRM systems such as selection, performance appraisal, and compensation. 5. Analyze business challenges involving HR systems. 6. Critically assess and evaluate HR policies and practices. TEACHING AND LEARNING METHODS A combination of the following teaching methods and tools will be used in this course: § Lectures (“CM” or ‘Cours Magistraux’)—There ...
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...and of attending to their labor relations, health and safety, and fairness concerns (Dessler, 2011). Human Resource management is tied into the concept of the management process which includes planning, organizing, staffing, leading, and controlling. Planning is when goals are established, along with standards, developing rules, procedures, plans and forecasts. Organizing is when each subordinate is given a task, authority is delegated, and departments are established. Staffing is the process of when you determine what type of people you need to hire, developing them, and evaluating them. Leading may be the most important because it involves getting other to get the job done while maintaining morale and motivation. The last step is controlling which is when standards are set, performance is checked, and taking corrective actions implemented. This process is very similar to the steps that are involved in Human Resource Management. This process includes conducting job analyses, planning labor needs and recruiting job candidates, selecting job candidates, orienting and training new employees, managing wages and salaries, providing incentives and benefits, appraising performance, communicating, training and developing managers, and building employee commitment. Now the question that many may have is, “Why is Human Resource Management important to all managers?” Many don’t understand that HRM needs to be established in every company to be run effectively and efficiently. Without...
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...performance and how it brings advantages for the company. Not only that, solutions for HRM department to handle workplace diversity will be discuss further. | Nico Dharmaputra (CT0143972) | Content Page Content Page 1 Introduction 2 Advantages of Diversity to Organization 2 Problems of Employee Diversity to Organization 3 Employee Diversity Solution 4 Conclusion 4 References 5 Introduction As the time goes by, the number of external labour force will keep increasing rapidly. Human resource Manager must be able to adapt this trend in order to keep the firm success. But, employee diversity has been a big issue in selecting the best people for the firm. Simply said, employee diversity is different kind of employee. The difference may be the gender, age, religion, culture, skin tone, nationality, and other characteristics that reflect differences. Below will be the chart that compare the measures the diversity of different group (Ivancevich, 2010). Percent of Measures Which Varied Significantly by Group Identity | Race | 78% | Organization Level | 56% | Department | 46% | Gender | 41% | Age | 27% | As we can see, race had the most intense effects on work experience in most organization among the others. To face this trend, HR Managers are implementing Diversity Management into HRM policies and practices. Stone (2008) define diversity management as a process of managing...
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...throughout the world. Therefore, International Human Resource Management is universal. National issues have effected the IHRM practices. According to Dessler (1991), training and development, recruitment, reward systems are areas used to analyze in IHRM practices. Dessler (1991) also suggested four areas that could be used for the same purpose (Dessler, 1991). These areas are; selection, evaluation, development and rewards. The concept of globalization has been facilitated by the European Union. International Human Resource Practices Effected Gender Equality According to Rodrigues (2004), the European Employment Commission (EEC) identified that gender equality is an area that contribute to quality in work (Rodrigues, 2004). Since European governments found this aspect having a profound effect on employees’ rewards, they affirmed it through legislation. Neal (2004) proved that EU used the ideas of this aspect and they passed as laws that govern employment procedures (Neal, 2004). Health and Safety Neal (2004) suggests that in the past decade, European countries have made significant changes to the structures that promote, regulate and enforce rights in relation to their health, safety and hygiene at work (Neal, 2004). With considerations that healthy people work more efficiently and effectively, the European Employment Committee on HRM recommended that those responsibilities of monitoring and assessing the health condition of employees should be given to employers. Worker Organizations...
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