...environment will bow down to local needs at the time of recruitment but allow freedom within the workplace for ideas to flow. By the same token, a highly democratic country may have businesses that demand blind faith in the management among the employees. The researcher proceeded to conduct a survey of similar sized firms operating in USA and Iran. One country stands for freedom of expression while the other is known for religious fundamental beliefs. A survey of managers was carried out in a bid to understand attitudes with respect to strategy, communication, technology and human resource management. The finding was that while local culture creates a certain competitive environment, the running of business is determined by the belief system of the business owner and manager style of functioning. The business management style of open communication and employee engagement in business purpose was universally experienced, more so in Iran than America. The use of technology in developing countries is much lower than in the developed countries. Concepts of mutual loyalty and obedience...
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...IT426-1302B-02 System Integration and Organization Deployment Academy Carpets Integration Project 06/24/2013 Contents Project Outline 3 Integration Model and Tasks 5 Standards and Regulations 7 Support Strategies 9 Best Practices 11 Cultural Implications 15 References 17 Project Outline The organization I have targeted for this assignment is Academy Carpets. They are a small business located in my hometown of Colorado Springs, Colorado. They have three locations, and currently employ about 100 employees. They are relatively small company but over the last three to four years business has been steadily rising. Before the influx of new business the slow systems didn’t really bother the business or the employee’s production, but over the past years the need to upgrade their systems processes has become apparent. Academy Carpets now desperately needs a new system integrated, some salesmen are still using a pen and pad to track sales and request their orders, as a result of this their orders are constantly getting misconstrued up due to the lack of organization. The goal is to get the entire organization on an integrated computer system and provide the staff with a user friendly system that will give them the organization and performance that is needed for the company to continue to grow. Academy Carpets hopes by achieving this goal, not only will the salesmen have a less complicated workplace but Academy Carpets will have the ability to place, track and...
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...TECHNOLOGICAL FACTORS ON INFORMATION SYSTEMS SUCCESS IN THE ELECTRONICGOVERNMENT CONTEXT R. Hussein Department of Information Systems, Kulliyyah of ICT, International Islamic University Malaysia, Jalan Gombak, 53100, Kuala Lumpur, Malaysia. ramlah@iiu.edu.my H. Selamat Department of Management Information Systems, Faculty of Computer Sc. & IT, Universiti Putra Malaysia, Serdang, Selangor, Malaysia. N. S. Abdul Karim Department of Library and Information Science, Kulliyyah of ICT, International Islamic University Malaysia, Jalan Gombak, 53100, Kuala Lumpur, Malaysia. shariza@iiu.edu.my : ABSTRACT Intensive research and discussion activities on the Information system success have been found to take place since the past two decades. As systems and technologies are being improved and developed, discussions on their effectiveness and evaluation on their success have been continuously debated by researchers, scholars and practitioners. Besides the major concern on IS effectiveness, factors influencing IS effectiveness are also important. Hence, this study was conducted to investigate the influence of technological factors on Delone and McLean’s IS success dimension. Using a survey method, data were gathered from 201 users from four electronic government agencies in Malaysia. The technological factors were represented by IS competency, IS facilities, IS integration, IS structure and user support. The IS success dimensions used in the study were systems quality, information quality, perceived...
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...Unit 1 Individual Marion Nina Scuderi AIU Unit 1 Individual Metaphysics is the part of philosophy that studies existence. What is real? This is a question that really gets people thinking. How do you know what is real and what is not? Many people only believe what they can see or touch. They don’t believe if there isn’t written proof. So when we talk about whether there is a physical world more or less real than a spiritual or psychological world, I believe that each person has their own beliefs. Growing up many of us may have been taught about the spiritual world from our family. Therefore, strongly believing it is just a real as our psychological world. Is there such a thing as a soul? Until recently, I can honestly say, I have never thought of the existence of a soul. However, my dad recently passed, due to cancer, and I was by his side until the very end, and his last breath. After watching my father die in front of me, after it hit me, where did my father go? I got the feeling when I was looking at him, as though his body was just an empty shell, it no longer resembled my father. I guess a part of me was hoping to see his soul, rise from him, as crazy as that sounds. You see, many people have always told me they can feel their dead loved one around them, but unfortunately I have never got to experience that presence. Perhaps all the talk about souls could be true and his will still be around. I was brought up to believe that our souls...
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...MN 3301 Midterm 1. Briefly describe the purpose of the Pre-System Acquisition and Systems Acquisition phases of the Defense Acquisition Management System. Explain the entrance and exit criteria for each of the phases of the Defense Acquisition Management System. Additionally, discuss the relevant Technology Readiness Levels associated with each phase. The Defense Acquisition System is a management process which the Department of Defense (DoD) can provide effective, affordable, and timely systems to users. DoD 50000.01 The three core elements, pre-system acquisition, system acquisition, and sustainment, consist of five phases, milestones and reviews acquisition programs must advance through. The five phases of the Defense Acquisition Management System are Material Solution Analysis (MSA), Technology Development (TD), Engineering & Manufacturing Development (EMD), Production & Deployment (P&D), and Operations & Support (O&S). Prior to advancing into the next phase a program must pass a Milestone review, by the Milestone Decision Authority (MDA), to ensure it meets both Department of Defense (DoD) and federal relguations. The pre-system acquisition element consists of the MSA and TD phases. Prior to entering into the MSA phase a Material Development Decision (MDD) will be made for a program and an Initial Capabilities Document (ICD) must be issued. This helps to determine which acquisition phase it will enter based on user needs, technology...
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...Business Case Consumer Products International Business Case Project Name: HR-Intranet & Virtual University Project Cost Centre: HR Project Manager : John Martin / Roger Beckam Project Sponsor : Christopher Martin / James Cameron This business case was prepared for educational purposes by Professors Bradley C. Wheeler and George M. Marakas of the Kelley School of Business at Indiana University (1999) . Page 1 Business Case Table of Contents Project Cost Centre: HR ..................................................................................................................................... 1 1. DEFINITION OF PROJECT: .................................................................................................................................... 3 1.1. 1.2. 1.3. 1.4. Description of Problem ............................................................................................................................................... 3 Brief Description of Project ........................................................................................................................................ 4 Project Objectives ....................................................................................................................................................... 4 Project Scope............................................................................................................................................................... 5 2...
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...Youku & Tudou Integration Plan MMA Final Project Video Our Soul ------Integration plan for Youku.com & Tudou.com By Sean / Jack / Stephen / Bing On March 12th 2012, Youku, a leading Chinese online video Web site, is buying its biggest domestic competitor, Tudou, in an acquisition valued at $1.1 billion. This acquisition is expected to create an online video goliath, whose domestic market share will have achieved 35.5 % by the end of the merger. As two Hi-tech Internet company with limited operating history, the integration work in the real world may face unexpected and troublesome problem in the fast changing online video industry. Our final project tries to give a comprehensive integration scheme to this case. Contents 1. Integration Plan Introduction Brand management / corporate culture / company objectives / integration framework 2. Human Resource Overall strategy / Action Plan 3. Information System Combined or Separate Action Plan? / Server System / R&D / Procurement 4. Finance Overview / Financial needs 5. Integration plan summary 1 / 29 Youku & Tudou Integration Plan MMA Final Project 1. Integration plan introduction In this part we will introduce how we decide the new company’s corporate strategy and how to design specific integration action plan accordingly. Highlights: We decide to preserve Youku and Tudou’s brand but use different brand positioning. The united corporate culture – speed, innovation, diverse, client service The united...
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...assessing the extent to which there is vertical integration between an organisation’s business strategy and its HRM policies and practices. This is where an understanding of the strategic management process and context can enhance our understanding of the development of SHRM, both as an academic field of study and in its application in organisations. The notion of a link between business strategy and the performance of every individual in the organisation is central to ‘fit’ or vertical integration. Vertical integration can be explicitly demonstrated through the linking of a business goal to individual objective setting, to the measurement and rewarding of that business goal. Vertical integration between business strategy or the objectives of the business and individual behaviour and ultimately individual, team and organisational performance is at the core of many models of SHRM. Inherent in most treatments of fit is the premise that organisations are more efficient and /or effective when they achieve fit relative to when a lack of fit exists (Wright & Snell 1991:757) . This vertical integration or ‘fit’ where ‘leverage’ is gained through procedures, policies and processes is widely acknowledged to be a crucial part of any strategic approach to the management of people (Dyer, 1984; Mahoney & Deckop, 1986; Schuler & Jackson, 1987; Fombrun, Tichy & Devanna, 1984, Gratton, Hope-Hailey,Stiles and Truss, 1999). Vertical integration therefore ensures an explicit link or relationship...
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...for growing annuity - a stream of cash flows that grows at a constant rate for a fixed number of periods C= First year revenue r = Discount rate = 12% g = Annual Revenue Growth T = Product Life Time = 3 years Total development hrs available with 4 developers in a year= 4 X 2500=10000 hrs Assumptions 1. In NPV calculation, we assume all projects are completed on same date 2. 3 years of Product Life time starts from date of completion of individual projects Please refer the attached excel sheet for complete calculation Project# Project Type Project Name Dev Hrs NPV (Refer Excel sheet) Project Rank (Based on NPV) 1 Update Integration of calendar and email 1250 1575155.23 4 2 Update Expense report 400 607862.11 6 3 Update Portfolio tracking system 750 1218324.22 5 4 New Product Spreadsheet Program 2500 2501024.51 3 5 New Product Web Browser 1875 6779898.70 1 6 New Product Trip Planner 6250 2944042.97 2 Q1: As per NPV ranking and available development hrs. (i.e. 10000) following 4 projects can only be undertaken. By taking up these project total 9775 hrs. will be utilized. Project Name Dev Hrs NPV (Refer Excel sheet) Project Rank (Based on NPV) Integration of calendar and email 1250 1575155.23 4 Expense report 400 607862.11 6 Web Browser 1875 6779898.70 1 Trip Planner 6250 2944042.97 2 9775 Weighted Scoring Method for Project Selection There are two strategic considerations...
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...Section 1 Riordan HR Integration Project University of Phoenix FUNDAMENTALS OF BUSINESS SYSTEMS DEVELOPMENT BSA/375 JOHN DUNN July 24, 2011 Riordan HR Integration Project Riordan Manufacturing has submitted a service (SR-rm-004) request for the analysis of the current HR system with the goal of the integration of the currently existing variety of tools into a single integrated application for corporate wide use. The Systems development life cycle process, also known as SDLC will be used to design a new HR system for Riordan Manufacturing. This report will focus primarily on the analysis, design, and implementation phases of SDLC. The HR Integration Product Manager has solicited and received approval for the project from Hugh McCauley, COO (Riordan Manufacturing, 2008). Section 1 of this report will detail the scope and feasibility of this project. Additionally, Section 1 will describe the information-gathering techniques and design methods for Riordan Manufacturing service request SR-rm-004. Analysis of the HR system will be discussed, followed by identifying key factors, which will help ensure that the information required for the project is gathered successfully, and give an explanation of the scope and feasibility of the project. Section 2 will describe the application architecture and process design. In Addition, section 2 will illustrate how the tools of systems analyses are used to describe the information system’s architecture in terms of data, processes, interfaces...
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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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...CHAPTER-1 THE CONTEXT OF HRM 1: APPROACH, ORGANISATION AND LEGAL FRAMEWORK Definition of Human Resource Management “Human Resource Management is a central philosophy that people in the organization are managed and transition of this into policies and practice. To be effective the policies and procedures must be aligned with business or organizational strategy.” (Torrington and Hall) Nature of the human resource in organizations Human Resource Management brings organizations and people together so that the goals of each are met. The nature of HRM includes: 1. Broader function: HRM is a comprehensive function because it is about managing people in the organisation. It covers all types of people in the organisation from workers till the top level management. 2. People Oriented: Human resource is the core of all the processes of human resource management. So HRM is the process which brings people and organizations together so that their goals can be achieved. 3. Action Oriented: Human resource management believes in taking actions in order to achieve individual and organizational goals rather than just keeping records and procedures. 4. Development Oriented: Development of employees is an essential function of human resource management in order to get maximum satisfaction from their work so that they give their best to the organization. 5. Continuous function: As human resource is a living factor among all factors of production therefore it requires...
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...Riordan Manufacturing: Human Resources Integration Proposal Riordan Manufacturing: Human Resources Integration Proposal In service request SR-rm-004 from Riordan Manufacturing, Chief Operating Officer Hugh McCauley writes, “Analyze the HR system to integrate the existing variety of tools in use today into a single integrated application” (Apollo Group, 2007). The company wants to use a more updated approach to handling Human Resources (HR) tasks. The following document provides a detailed proposal of how to fulfill Hugh McCauley’s request. The document is presented in several sections that are outlined below. 1. Information Gathering Techniques 1.1 Keys to Successful Information Gathering 2. Project Scope 3. Feasibility 4. Application Architecture 5. Data Flow 6. System Implementation 6.1 Coding 6.2 Testing 6.3 Installation 6.4 Documentation 6.5 Training 6.6 Support 7. Conclusion Information Gathering Techniques The information gathering process should begin with an Internet search using key Phrases such as human resources information systems (HRIS), human resources software, human resources handbook, and human resources model. All of these search phrases will return many results that will provide information on HR system designs, software specifically for HR departments, and other companies’ policies and capabilities. One may also receive results reflecting ideas for HR systems that may not currently be in use, and testimonial...
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...THE ROLE OF ICT IN HR PROFESSION By BABATUNDE OGUNDIRAN Introduction: The role of HR has changed significantly over the past couple of decades and is continuing to change as the HR profession strives to gain acceptance as a strategic business partner. In many organizations, HR is performing a very different role to that of 20-30 years ago. Its role from payroll clerk and welfare supporter, through corporate and industrial relations expert, to that of a business partner role. The HR Profession is slowly being transformed by information technology. Technology today is the driver of new business processes for dealing with customers, consumers and suppliers. But it is also reshaping important functions and processes that only those inside the organizations may care about such as accounting, payroll, and human resources management etc. Taken together, the internal and external impact of new ICT technologies is changing the way organizations manage and make decisions. Human Resource Information Systems Human Resource Information System (HRIS), refers to the systems and processes at the intersection between Human Resources Management (HRM) and Information Technology. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing...
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...Hugh McCauley, COO, has requested that the HR system be integrated into a single application. This proposal documents my approach to gathering requirements and scoping the HRIS. In the following weeks I will outline the approach for implementing the entire HR system. The aim of this proposal is to help Riordan deploy a new HRIS. The new, modern HR system will make sure that each location can have a high level of compatibility through a standardized operating system. They will begin to implement the new system in six months, and it will be operational by next year's second quarter. Riordan's HRIS system will be updated by a developing team, who will come up with a project plan and tell management what resources they need. To understand the project goal, the problem's domain and stakeholders must be identified. Interviewing different users will pinpoint particular problems in the system and begin to develop a possible solution. “Requirement elicitation must focus on the creation of requirements, not design activities, in order to adequately address users’ concerns and not just developer needs” (Christel & Kang, p. 18, 1992). Sometimes it is an indefinite goal to gather a problem's requirements, and it is possible that design language makes the unclear specifications unverifiable. The following techniques will be used to find specific user requirements. * Workshops- that facilitating meetings with many stakeholders. * Surveys – collecting information from...
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