...College of technology Department of information technology Project proposal on online crime management system BY TSEGAY GEBREHIWET ID TER/1918/03 Contents 1. INRODUCTION 2 1.1Back ground of the organization 4 1.2 Mission 4 1.3 Vision 4 1.4Purpose 4 1.5 Tasks undertaken by the organization 5 2. Statement of the problem 5 2.1 Proposed System 6 3 Objective of the project 8 3.1General objective………………………………… 8 3.2 Specific objective…………………………………. 8 4.Scope of the project 9 5.Significance of the system 10 6. Methodology and tools 11 6.1 System development methodology…….. 11 6.2Programming and database tools………. 11 6.3 Hardware specifications hardwarerequirements…………………………… 12 7. Feasibility analysis 13 7.1 Economic feasibility……………………………. 14 7.2 Technical feasibility……………………………. 14 7.3Operational feasibility……………………………….. 14 8. Limitation and requirements 14 9. Data collection methodology 15 10. Time schedule 15 11.Buget analysis 16 Chapter one proposal 1. INRODUCTION * Peoples need their basic needs for survive their life in a good condition. * For their achievement of basic need the peoples need peace and security to full fill their basic need then peace and security is the key concept in the living environment for any work that you help for your life. * Governments and peoples support to peace and security for their sustainable development for their country. * Government and society needs to control any activity that face the...
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...------------------------------------------------- Case study Managerial Communication Communication driven An evolution from ‘information’ to ‘improvement’ Mahindra Farm Equipment has implemented a unique method to Reach-Out to its employees resulting in high employee engagement and effective communication. Mahindra Farm Equipment, a major SBU of Mahindra & Mahindra, considers it human resource to be a vital element in the success of its business. Mahindra Farm Equipment believes that effective communication is most important and it is its key driver of employee engagement amongst others. The organization has researched widely and proven to add significant value to the organization on all metrics from productivity to customer satisfaction. In fact Mahindra Farm Equipment not only recognizes the value it brings but also institutionalizes it with a lot of vigor and commitment. Like many other organization, Mfg has been conducting an annual employee engagement survey through Gallup for the last seven years. The results of the survey done in March 2005 had revealed that areas such as information and feedback about the business; alignment of business goals and individual Mo Ps; hierarchical/bureaucratic work culture; work environment and work life balance remuneration/promotion system; and superior-subordinate relationship needed more attention. The survey results had also pointed that employees were not...
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...Tuition Reimbursement Implementation Report Business is all about finding the right balance between performance, integrity and employee retention. “Success in business is seen as making profits and advancing private interest and having an unlimited ambition for money, position and power whereas the moral life by contrast, focuses on duties to others and places others’ interest over self,” said by M.V. Subbiah, Chairperson, National Skill Development Corporation (NSDC). The value of providing tuition reimbursement from a company such as ours is priceless to its employees and its shareholders. It may seem impartial advice, because I am one of those who would benefit from tuition reimbursement. As an active shareholder in my company and a working member of management I see the need for this benefit to be offered. By having benefits such as this one I believe that our company shall see a large return for its investment in education. Consider the following when addressing the question of tuition reimbursement: The retention of people and the decrease in turnover; improved performance within our organization; motivation for our associates to succeed; stronger promotions within our company. As a four year associate of our company I have found working at Wal-Mart to be one of the best choices of my life. I have come to work with long term associates who have dedicated so many years to a belief that we provide our customers the lowest prices and best customer service in retail....
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...Essentials of Managerial Communications Instructor: David Harris Week 7 Assignment Claudia Pino Our company has had a very profitable 2012, and the goal is to continue this raising trend. In order to continue achieving these results our company is looking to expand employee benefits by adding tuition reimbursement. I currently work in the benefits department and I have been recommended by my manager to prepare a report regarding the benefits of adding a tuition reimbursement program for our employees. This program will cover tuition reimbursement for qualified employees that will be enrolling to complete their Bachelor’s Degree. The report will present the effects and benefits that adding tuition reimbursement will have on both our company and our employees. The report is also going to present the type of degrees that should consider for reimbursement through this program. “Employers have vested interest in making sure employees have the knowledge and skills that will help them succeed at work. By earning a degree in a field related to their job, they can become better employees and they will be more likely to stay with the company. Employers often see less turn-around and more employee loyalty when they provide...
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...benefits to any dentist in the country. This provides employees with great flexibility in choosing the right dentist for their needs. The company not only has fitness centers at many locations but sometimes will offer employees discounted gym memberships at local establishments. This helps an employee choose a place that is comfortable (which could influence how often the person goes to the gym). The second facet is improved recruitment and retention. In providing some great benefits Geico hopes to find the right workers and ones that will stay with the company for the long haul. Employees are looking for balance when it comes to their work and life. This is one of the benefits of working for Geico. The company offers programs that can help employees juggle work and their outside of work lives and if employees are looking for this it is a great way to attract and keep excellent talent. Good employees seek out opportunities to grow (Heathfield, n.d.). Geico offers paid training for those individuals that need or want to gain more knowledge. The company also offers tuition reimbursement for full-time associates which not only helps the employee gain knowledge but allows that employee to then share that knowledge with the company or other employees....
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...WPS05 Employee Engagement SIES College of Management Studies Working Paper Series The Working Paper Series would attempt to disseminate the findings of research in specific areas and also to facilitate discussions and sharing of perspectives and information about the identified areas. The papers carry the names of the authors and should be cited accordingly. The views, findings, and interpretations expressed in this paper are entirely those of the authors. They do not represent the views of SIESCOMS and its management. These working papers would be available online at www.siescoms.edu. No part of the paper can be reproduced in any form without the prior permission of the author. However, they can be quoted by citing the reference. 1 Working Paper 05/07 Employee Engagement Nitin Vazirani Dean in OB and HR SIES College of Management Studies Nerul nitin@siescoms.edu Abstract Employee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. The paper focuses on how employee engagement is an antecedent of job involvement and what should company do to make the employees engaged. The paper also looks at the Gallup 12 point questionnaire, twelve-question survey that identifies...
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...Tuition Reimbursement Implementation Report Ronald Ahrens XCOM/285 Essentials of Managerial Communication University of Phoenix The following report was helping us explore why we should expanding employee benefits with in this he company. We had a good year but without a good year it would benefit the company so adding tuition reimbursement as an employee benefit would be great. It would help the employees working on their degree in business or communication as they are working for us so this can be a positive in more than one way showing we care about their interest expand their career by going back to school. The company is in the perfect position to proceed with the education reimbursement employee benefit due to the fact that the company has already approved a budget inclusive of this additional employee benefit costs by paying 100 percent for a A 70 percent for a B and a 50 percent for a C. Expanding the benefits to include tuition reimbursement will increase the way we retain people because they will stay with a company that helps with their school I did when I went to college because the company paid for it so it help make the choice. Study show during the last decade, more companies are offering a tuition reimbursement benefit and are spending more money helping employees get degrees the last two company I have been at have done it. Universities and community colleges have started offering more flexible way to go to college for working students and even offer...
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...Employee engagement From Wikipedia, the free encyclopedia Jump to: navigation, search Employee engagement, also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work". Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture. Origins Employee Engagement is the extent to which employee commitment, both emotional and intellectual, exists relative to accomplishing the work, mission, and vision of the organisation. Engagement can be seen as a heightened level of ownership where each employee wants to do whatever they can for the benefit of their internal and external customers, and for the success of the organization as a whole. Employee engagement was described in the academic literature by Schmidt et al. (1993). A modernised version of job satisfaction, Schmidt et al.'s influential definition of engagement was "an employee's involvement with, commitment to, and satisfaction with work. Employee engagement is a part of employee retention." This integrates the classic constructs of job satisfaction (Smith et al., 1969)...
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...This year has been a very profitable year for RJ Welch Marketing Inc. To ensure that we have continued years of success it is important to use our profits to reinvest into our employees. Until now our employee benefits have consisted of medical, dental and life insurance. We would like to add tuition reimbursement to make a more rounded benefits package. An excellent benefit is to add tuition reimbursement for the bachelor’s degrees in business and communication. The benefits of adding tuition reimbursement are endless within our company. This tuition reimbursement program is beneficial to both RJ Welch and its employees. This would offer new opportunities to our employees such as better careers, a higher earning potential and higher company moral. The company would benefit from this addition by being a more attractive company to work for and will increase employee retention. Tuition reimbursement would better employee careers by offering an education that they otherwise may not be able to obtain financially on their own without school loans. The cost of a degree at the end of 2011 will cost approximately $13,000 to $62,000 per student based on research done at (http://www.geteducated.com/online-college-ratings-and-rankings/best-buy-lists/best-buy-online-bachelor-business-managementand). With the cost of this schooling I don’t believe loans of this size are not profitable for enough for employee’s to obtain on their own. With this type of tuition assistance our employees will...
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...Compensation and Benefits Strategies Recommendations Dave Tauala, David Cosme, Luana Pa'ahana, Rolly Alvarado, Sharon Losalio HRM/531 May 28, 2014 Arlis Liu Compensation and Benefits Strategies Recommendations A competitive and affordable total rewards system will not be effective if potential employees do not know what benefits are available. Communication of the package is just as important as the package itself. Employees tend to perceive the value of competitive benefits as excessive costs versus value (Cascio, 2013). The intent in the design of compensation programs is to incorporate salary and benefits into a package that will achieve Landslide Limousines' organizational goals. The team from Atwood and Allen Consulting put together recommendations for a total rewards package for 25 employees with projected revenue of $50,000 for the first year and a 5% revenue growth over the next two years. Limousine Market Landslide Limousines is a new business entering the marketplace. According to Austin Ground Transportation (n.d.), there are more than 70 limousine services. Landslide Limousines will need to market their service comparable to other limousine businesses. Austin is a tourist destination known for its diverse shops, bars, and restaurants. With today's unpredictable economy, limousine services are feeling the pinch as shuttle buses are gaining more business (Breslow, 2014). Entering the market as a new company, the ability to pay employees will be constrained...
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...Introduction Benefits are incentives used to attract and retain quality employees. Benefits can range from short-term to boost production and employee moral to long-term to make employees want to stay and be loyal to the company. There are benefits that are required by law and those that common in most work places but surprisingly not required by labor laws but are used to attract and retain employees as well as keeping the organization competitive in the job market. There are different types of benefits ranging from fringe to ones only designated to special groups. We will explore these different types and who is entitled to them. Federally Mandated Benefits Almost all employers are legally required to provide certain benefits for employees. These include Medicare, Social Security, Workers Compensation and Federal and State Unemployment Insurance. Companies with 50 or more employees must also provide workers with unpaid family and medical leave benefit under the Family and Medical Leave act or FMLA. Worker Compensation The Office of Workers' Compensation Programs administers four major disability compensation programs which provide wage replacement benefits, medical treatment, vocational rehabilitation and other benefits to certain workers or their dependents who experience work-related injury or occupational disease. The of the divisions is the Division of Federal Employee's Compensation in which the Federal Employees' Compensation Act provides workers' compensation...
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...American labor movement in the 1990s, < (1990’s?) (reference: William P. Quigley, ‘A Fair Day’s Pay for a Fair Day’s Work’: Time to Raise and Index the Minimum Wage, 27 ST. MARY’S L.J. 513, 544 n.141 (1996)) but for most Americans, “fair” compensation means so much more than salary. Employee benefits play a crucial role in the American labor market, and the benefits that an organization offers employees has an immense impact on its hiring ability, turnover rate, and employee satisfaction and productivity. The rise of the tech industry created a flood of new and unique benefits that companies used to attract the best talent to come to work, specifically in an explosively expanding market. As workers nation-wide hear about the exotic and enticing benefits that organizations, like so many of these tech giants offer, some companies are responding and diversifying the benefits they offer to maintain their relevance in an evolving global economy and social climate. When one thinks of unique benefits, they might imagine the free cafes and childcare facilities that companies like Google provide. Had they read about the entire town that Facebook created for its workforce, images of free bus rides, discount employee stores, and company provided housing might come to mind. Even with unique benefits like the ever-expanding offerings of company gyms and cafeterias, West Coast organizations, such as those ever-so talked about tech giants in Silicon Valley, can blanket one’s thoughts on where these...
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...Determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. Business leaders charged to remain competitive within their industries are discovering a corresponding need to develop and implement programs to develop the competitiveness of their employees within their fields. They are discovering that in order to attract and keep the best employees, they will have to offer these employees opportunities for educational and vocational development that address the need to remain relevant and aggressive in pursuing their career goals. The main objective of compensation strategy is to provide or create an optimal and significant rewards package in anticipation of enticing and rewarding certain employee behaviors. When developing or making improvements to employee benefit programs, companies should compare the benefit packages to competitors. The best benefits are the ones desired by the workforce and are competitive in the marketplace. Compensation strategy can reinforce the organizational culture that the company desires to promote. In the public sector, many aspects of employee compensation is governed by legislation. In most cases, there is not much room for innovative ideas in formulating compensation strategy. When making improvements to your employee benefits it gives you the upper hand in attracting talented employees. Whereas many companies develop a plan and sticks to it, it causes employees to begin to feel...
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...feature on the "Review" tab to ensure that your answer is not too brief or too verbose). Be sure to answer each question fully, because you are subject to point deductions for incomplete answers. Use 1.5 line spacing. Also, please remember you will be using information supporting your position from sources such as our textbook, articles, and the Internet. You MUST use proper APA citations and references. See the Syllabus for an APA tutorial. Also, do not rely too heavily on borrowed material. It should NOT dominate your work. Point deductions will occur if more than 15% of the answer is borrowed. I want to read YOUR thoughts on these questions. Case Application 12: A Perky Way to Productivity Imagine working in an organization where employee morale is low, turnover is high, and the costs of hiring are astronomical. If that were the case, you'd imagine such affected employers do whatever they can to find, attract, and retain quality employees....
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...Running head: “Allstate Insurance Company” “Goal setting techniques of the Allstate Insurance Company” Strayer University BUS 520 Dr. Farshid Moghimi 25 July 2011 “Does Allstate have an effective goal setting program?” Goal setting is the process of specifying desired outcomes toward which individuals, teams, departments, and organizations will strive and is intended to increase organizational efficiency and effectiveness. The process of implementing goal setting initiatives can prove to be a difficult task. Many companies have goal setting strategies because they serve as a motivational tool for teams and individuals. The goal setting model consists of many variables. The first and most important variable is the challenge. The challenge is where goal difficulty, goal clarity, and self-efficacy are accessed. The second variables are the moderators which establish ability, goal commitment, feedback, and task complexity. The third and last variables are the mediators which involve direction, effort, persistence, and task strategy. These variables make up the goal model and give individuals a guideline for how to achieve an organization’s goals. Allstate’s goal setting process has the same basic variables that the goal-setting model includes. Allstate formulated has four steps for its employees to achieve the goals of the company. Succession programming, development, measurement, and accountability are the four steps that Allstate uses to help employees...
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