...workload to support undeserving employees. Deciding how much to pay an employee is an issue that Mark will face as just about every employer struggles with at one time or another. It's often a fine line between paying enough to attract (and retain) the best employees like Simon, Wesley and Kyle .Mark has to ensure he offers a competitive wage. Mark can ask his poor performers to suggest and implement process improvements in their respective areas. Marie and Anne were trained to make customer service a priority, yet those two acted like...
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...Recognition Essay As highlighted in the book “Making Their Day! Employee Recognition That Works,” employee recognition is an often mismanaged part of many managers to employee relationships. As a manager for over ten years, I have had the privilege of being on both ends of the recognition exchange. As an employee, I have the great opportunity to be awarded numerous promotions and bonuses because of my performance, but these acts of recognition by my employers felt more process driven or driven by business needs. Although these promotions and bonuses were greatly appreciated, they left much to be desired in recognizing the value of my contribution to the organization, this level of appreciation was found in more simple acts of recognition, ones which were more personal and intentional. One specific example of this type of recognition actually came during a time in our company that was uncertain and unsettling. During this time, my employer was concerned about losing top and critical talent. As part of the efforts to retain this talent, the company offered a substantial monetary bonus to certain employees to remain with the company during this time of uncertainty. As a leader of a critical department, I was selected as person to receive this bonus. However, the bonus itself was not the recognition that left an impression with me; the real recognition was in the method of which I was informed of my selection to receive the bonus. Prior to receiving the standard form letter...
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...Employee Recognition Program - write a 6-8 page double space describing recent trends around the issue. * Summary of key issues pertaining to the topic. * List strategies that are being implemented by organization and why. * Paper should be backed by substantial research which may include an interview with a manager at organization of more than 100 employees. * Paper should highlight the particular strategy you would implement as a manager and why. * The cover page and bibliography page does not count as a page. * Written Assignment/Oral Presentation will be presented in on April 1. I found a couple of websites: http://humanresources.about.com/od/rewardrecognition/a/recognition_ten.htm: Baudville (www.baudville.com) Crestline (www.crestline.com Awards Ideas Green Award – presented to an individual/team that has shown consistent initiative in making our company environmentally friendly. Safety Award – presented to an individual/team that has shown consistent efforts in safety across the board…driving, elevators, steps, hallways, studios, and offices. Environmental safety, removing hazards (products/chemicals) or any other measure of safety in your area. Innovation & Idea Submission Award – presented to an individual/team that is consistently coming up with new and innovative ways to improve upon the work of the department. Peer to Peer Award – presented to the individual who’s peers consistently praise their work. (if applicable) Rising...
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...History and uses of Biometrics HISTORY AND USES OF BIOMETRICS By Marie C. Smith Gerard Beatty SEC310 March 10, 2014 Table of Contents I. First uses of Biometrics Facial recognition------------------------------------------------------------------------------3 Ancient finger prints---------------------------------------------------------------------------4 II. Types of Biometrics A. Physiological-------------------------------------------------------------------------------4 DNA fingerprinting-----------------------------------------------------------------------5 IRIS Recognition--------- ----------------------------------------------------------------5 B. Behavioral-----------------------------------------------------------------------------------6 HISTORY AND USES OF BIOMETRICS Biometrics which is a Greek term for bio-life and metrics-measure has been used since caveman time on cave paintings by putting a handprint next to the painting to distinguish the artist so everyone knows who painted it and later in in china parents hand printed and foot printed their children to identify while and Egyptian merchants and traders were identified by physiological descriptions to tell who were the trusted traders of successful transactions and those new to the marketplace. Today biometrics is the use of both physiological and behavioral sciences to identify and secure work sites that are critical to the ways we bank and do business...
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...Technical Report Topic Ideas any major: technology management issues in technical writing or communications multi-cultural/multinational issues competition for consumers professional problem professional code of ethics implementing an ombudsman program product liability on site security--data, people or materials workplace violence outsourcing new overtime regulations accounting: inventory systems pension/ stock option problems corporate contributions to political parties executive compensation prevention of accounting fraud risk analysis agriculture: land use management genetically altered plants control of crown gall in ornamental plants methods of crop estimation/pricing/futures bioterrorism in crops architecture: options in environmental or natural disaster proof structures (floods, fires, earthquakes, etc.) landscape designs for different environments (drought, boggy, etc.) solar heating or cooling designs lighting systems for large structures restoration methods for old and/or historic buildings aviation: wind shear problems and solutions pilot retirement or retention issues training and safety procedures global positioning systems runway incursion solutions aircraft fatigue competing materials for aircraft structures screening/security issues options in aircraft for corporate use small airport management biology/pre-med liability insurance/malpractice reform options in diagnosis or treatment ...
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...employees use a private network that they only can access. Club IT' employees use their internal intranet to log in to their website with a username and password, club it. It provides the club’s employees with access to information such as their schedules, medical and insurance forms, news, and the company’s policies, which only the company’s employees can access and not the public. Nevertheless, the security of long in needs to be reinforcing, the problem is that the employees have the same login and password giving them access to the same information that the owner have. The best solution would be that each employee should have his or her own username and password. Club IT information resources are found on the web-sites homepage, which there are seven informational (About Club IT, Club IT Music, Dining and Menu, Merchandise, Club IT Staff, Club IT Layout, and Employee Portal) sections of the website are very basic. As...
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...Corp was formed in 1986 to develop and commercialize advanced speech recognition technology. The company's mission was to deploy a new generation of speech transaction technologies, products, and systems that could be easily integrated into telephone and computer networks. The company's goal was to become the leader in a new realm of human communications. SR Corp was financed by private investors. For the past eight years the company focused on developing its core technologies of large-scale speech recognition systems. SR Corp based their solution requirements on feedback from large companies in their target market segment. The solutions developed by SR Corp are targeted at three distinct niches within the telephony segment of the speech recognition market: • Fortune 500 corporations • Telephone companies • Telephone switch OEM's Each niche market provides both opportunities and risks. SR Corp products have shown to be much further advanced then the leading market research firms and industry experts expected at this point in time. The company also had several other advantages including: • Seven US and foreign patents with other pending that will be in force into the next century • SR Corp technology is different then AT&T and other larger competitors • The product and solutions are distinguished by o Speaker-independent with continuous speech recognition. Internal testing proved the solution had a 98 to 99 percent accuracy...
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...What is a Biometric Time and Attendance System? Biometrics is the identification of people based upon their physical characteristics; most commonly their fingerprints, hands, eyes, or facial features. While time and attendance systems are used to manage employee attendance, scheduling, and associated payroll tasks. Within time and attendance, biometric devices are often used as a punch clock in order to add an extra layer of security, accountability and efficiency. How Does Biometric Time and Attendance Software Work? Step 1: Biometric Devices: Using biometric time and attendance systemsallows employees to clock in and out using their fingerprint, retinal scan, etc. Often times this process is also accompanied by a PIN (Personal Identification Number) which must also match the fingerprint or other scan. Step 2: Time and Attendance Software: Pairing your biometric device with a time and attendance software allows for more efficient payroll and attendance processing. Rather than spending hours adding up manually submitted clock-in and clock-out times, your biometric time and attendance software will allow you to automatically import data into your payroll software. This will significantly cut down on processing time and will eliminate errors derived from manually inputting information. Different Types of Biometric Devices Fingerprint Scanners are probably the most common type of biometric time and attendance device, simply because they are easy to use and are generally quite...
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...reservation, buy a ticket, reserve a seat, check in, and even print their boarding passes online before they get to the airport. * Using the airlines example mentioned above, propose several possible IT solutions and how they would benefit a smaller airline to become more successful or attract more clients. * Tell us if the availability of information technology services has influenced your decision to travel on a particular airline. What airline was it? Response: When thinking about IT concepts that might benefit smaller airlines, a few ideas come to mind. Enterprise collaborative systems, this would allow better communication with employees which would in turn, increase production. When a customer is in need of assistance and the employee is unable to provide a response, instead of trying to contact one person at a time they could broadcast the issue to several employees which would provide multiple angles of aid. Also if a manager needs to relay a message to several employees for example weather delays he could easily accomplish this using an enterprise collaborative system. MIS (management information systems) which provides data to managers to help them make decisions would also benefit smaller airlines. It would provide smaller airlines with the ability to increase production and revenue by reducing things that are rarely utilized. Although there isn’t a particular airlines that I like to travel on, I do decide to fly more instead of driving because IT systems make flying...
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...© 2000 American Accounting Association Accounting Horizons Vol. 14 No. 2 June 2000 pp. 235-250 Earnings Management: Reconciling the Views of Accounting Academics, Practitioners, and Regulators Patricia M. Dechow and Douglas J. Skinner Patricia M. Dechow is an Associate Professor and Douglas J. Skinner is a Professor, both at the University of Michigan. SYNOPSIS: We address the fact that accounting academics often have very different perceptions of earnings management than do practitioners and reguiators. Practitioners and reguiators often see earnings management as pervasive and probiematic—and in need of immediate remediai action. Academics are more sanguine, unwiiiing to beiieve that earnings management is activeiy practiced by most firms or that the earnings management that does exist should necessarily concern investors. We explore the reasons for these different perceptions, and argue that each of these groups may benefit from some rethinking of their views about earnings management. INTRODUCTION Despite significant attention on earnings management from regulators' and the financial press,^ academic research has shown limited evidence of earnings management. While practitioners and regulators seem to believe that earnings management is For example, SEC Chairman Levitt delivered a major speech on earnings management in the fall of 1998 in which he advocated a niunber of initiatives to improve the quahty of financial reporting (Levitt 1998). As part...
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...Designing Compensation Systems and Employee Benefits 1. Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. Job analysis is the fundamental process that creates the support of all human resource activities. It is also explained in a clearer way as the process of gathering, documentation and analyzing information about the work needs for a job. The information collected in a job analysis, and reflected through a job description; contain a description of the framework and the principal requirements of the job, and information about the skills, responsibilities, mental models and methods for job analysis. They include, the Position Analysis, Questionnaires, which converge on generalized human behavior and interviews, task inventories, fundamental job analysis and the job element method. A job analysis gives a goal picture of the job, not the person implementing the job, and as such, provides fundamental information to aid all subsequent and related HR activities, such as recruitment, training, development, performance management and succession planning. Job analysis is the method for acknowledging responsibilities or behaviors that describe a job. Separately from attesting the integrity of selection methods, job analysis is the support of virtually scales every other section of industrial psychology, involving performance appraisal training and human elements. Furthermore, job analysis is...
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...piece rates as his or her production varies from that expected for the standard time. Also known as accelerating incentive. 2. Define Sales Commission, and explain the conditions that should exist/be met within a position for this pay-for-performance methodology to be successful. Answer: The amount of money that an individual receives based on the level of sales he or she has obtained. The sales person is provided a certain amount of money in addition to his/her standard salary based on the amount of sales obtained. Conditions that should exist: 1. Organizations must tailor pay for performance systems to their mission and environment 2. A pay for performance system can only be effective if employees value the pay or recognition that the organization offers in return for high performance, understand what is required of them, believe that they can achieve the desired level of performance, and believe that the organization will actually recognize and reward that performance. Those conditions are not likely to be achieved unless an organization meets certain requirements. These requirements...
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...Compensation: Compensation Package is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation includes payments such as bonuses, profit sharing, overtime pay, recognition rewards and sales commission. Compensation can also include non-monetary perks such as a company-paid car, company-paid housing and stock options. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. Importance of Compensation Package: The current competitive conditions in the business world make it difficult to acquire and retain the top talents. Once the organization is able to identify, it can be unable to offer the right pay and to manage the pay increases to retain top talents. The compensation strategy is the extremely important piece of the overall HR Strategy to keep the company competitive and successful. On the other hand, the compensation strategy is important to keep the personnel budget under the control and to manage the jobs in the right salary (pay) brackets. The compensation strategy differentiates the organization on the job market and builds the attractiveness of the company for the top talents. They love to be hired by the attractive organization, they do not like to be hired by the average company offering the same conditions as any other average organization in the...
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...HRM? HRM is a central element of any successful business, as it maintains the most valuable investment a business makes: it's people. Employee satisfaction and compensation ensures companies can capture the highest potential efficiency in operations from their employees, and maintaining the appropriate level of compensation and benefits is largely where this is derived. Both employer and employees can benefit from HRM. As an employer I can benefit from HRM by giving my employees benefits so they can work harder and earn more for the company. Also giving my employees benefits will help me to retain good employees and so that I would not spend money and time on searching for another one. On the other hand, as an employer I can benefit from HRM in several ways. As an employee by giving me HRM benefits I will be motivated to work more and be excited to come to work and it will make me more productive. These benefits can go some way in meeting employee's psychological needs and can be financial or non financial, long term or short term, and may include the following: * Remunerative wage structure which motivates me as employee to contribute my maximum worth to the enterprise; * Bonus to the employees either on festive occasions or as a reward to the employee for their high performance; * Social security benefits for employee welfare in the form of provident fund, gratuity, medical facilities, compensations ad insurance policies; * Different type of leave benefits...
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...Chapter 1: Introduction to Employee Benefits Be able to describe the increase in the percentage of compensation devoted to employee benefits over time. Be able to explain what factors are responsible for this increase. Why does the percentage of your salary devoted to employee benefits matter to you? What are some of the public policy issues related to employee benefits, and what are the implications? What are some of the likely future trends in employee benefits that we discussed in class? Chapter 2: Employee Benefit Management and Planning What are some of the employer objectives when designing a benefit plan? How specific are these stated goals, and how easy are they to measure? How do employers determine who should receive benefits, and how do they decide what types of benefits to offer? What are the advantages and disadvantages of a market research approach? What are the advantages and disadvantages of using top management’s perception to design an employee benefit plan? What is the life-cycle approach’s main recognition? What is the work-life approach’s main recognition? What are some of the methods used by employers to control costs? How could self-funding control costs? What methods do employers use to communicate employee benefits information to employees? What factors influence the outsourcing of employee benefits? What is meant by outsourcing serving as a “buffer” function? Chapter 3: Social Security and Medicare Why does social insurance...
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