...SESSION: MARCH 2011-SEPTEMBER 2011 NIPS COLLEGE OF IT AND MANAGEMENT ALL AHABAD [Synopsis and Project Guidelines] MCA-6th Semester BCA-6th Semester PGDCA-2nd Semester And MBA-4th Semester IMPORTANT DATE S ynopsis Approval Last Date Project S ubmission Date MBA S ynopsis Approval Last Date MBA Project S ubmission Date : : : : 20/05/2011 27/07/2011 30/05/2011 10/08/2011 IMPORTANT INFORMATION MCA-6th S em Project Coordinator PGDCA-2nd S em Project Coordinator BCA-6th Sem Project Coordinator MBA- 4th S em Project Coordinator : Mrs Seema S rivastava : Mr.Gangesh Kumar :Mr.Deepak Mishra Ph:9451686685 :Mr. Jitendra Kumar Keswani Ph: 8081313153 SYNOPSIS GUIDELINE SYNOPSIS AND PROJECT GUIDELINES MCA- BCA- PGDCAMCA -6 BCA-6 & PGDCA -2 Synopsis Format 1. Introduction Of Project 2. Objective Of The Project 3. Scope Of The Project 4. Project Plan 5. The Existing System 6. Background Of The Organization 7. Current Problems 8. Areas For Improvement 9. Proposed System 10. Input/Output Requirement 11. Hardware And Software Requirement 12. Database Requirement 13. System Design 14. Tables And Fields For Database 15. Database Dictionary 16. E-R Diagram 17. ‘0’ Level DFD 18. ‘1’ Level DFD 19. Security Control 20. Future Scope Of The Project 21. Conclusion NIPS COLLEGE OF IT & MANAGEMENT ALLAHABAD Ph: 0532-3291133 th th nd 1 SYNOPSIS AND PROJECT GUIDELINES 22. Reference Or Bibliography Some Suggested Project Title 1. Bank Transactions Management 2. Hotel...
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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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...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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...UNDERGRADUATE BUSINESS PRE/CO-REQUISITES: NONE LEARNING HOURS: 200 hours, the exact of which is specified in the module guide LEARNING OUTCOMES: Upon successful completion of this module, students will: Knowledge based outcomes: K1 Demonstrate a critical understanding of the range of approaches to HRM strategy formulation K2 Be able to identify and critique the key components of HRM within an international context K3 Demonstrate a critical awareness of strategic HRM interventions in a specified range of organisational activities. Skills based outcomes: S1 Be able to utilise an appropriate range of HRM techniques S2 Be able to apply strategic HRM to a range of national and international contexts CONTENT SYNOPSIS: The module is designed for students wishing to specialize in HRM who require an awareness of a wide range of modern strategic human resource management concepts, approaches and techniques. The central theme of the module is the consideration of how HRM may be used strategically to deliver organisational aims and organisational success. In particular the module will focus on the mechanisms for achieving the necessary integration of HRM and corporate strategy, in a range of contexts through the linkage of employee resourcing, employment relations, employee development, employee reward and employment law considerations. AMPLIFIED CONTENT: The nature of HR strategy Theories and models of HR strategy The relationship between HR strategy...
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...Principles of organisation 561 Span of control 562 The chain of command 563 The importance of the hierarchy 564 Formal organisational relationships 566 Project teams and matrix organisation 569 Effects of a deficient organisation structure 572 Organisation charts 573 Empowerment and control 574 Synopsis 576 Review and discussion questions 577 Management in the news: A taxing merger 577 Assignments 1 and 2 578 Personal awareness and skills exercise 579 Case study: Zara: a dedicated follower of fashion 580 Notes and references 582 15 Patterns of Structure and Work Organisation 585 Variables influencing organisation structure 586 The contingency approach 586 Size of organisation 588 Technology 589 The Woodward study 589 Major dimensions of technology: the work of Perrow 593 Environment 594 The Burns and Stalker study 594 ‘Mixed’ forms of organisation structure 595 The Lawrence and Lorsch study 597 Evaluation of the contingency approach 598 Contribution of contingency theory 600 Culture as a contingent factor 601 The changing face of the workplace 603 The demand for flexibility 605 The shamrock organisation 608 Structure and organisational behaviour 611 Synopsis 613 Review and discussion questions 614 Management in the news: Independents will always have their day 614 Assignments 1 and 2 615 Personal awareness and skills exercise 616 Case study: John Lewis, Waitrose and Ocado: distinctively successful 616 Notes and references 619 16...
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...Synopsis for Part A of Assignment 2 There are a number of elements that can help in the study of HRM that have been covered in the two guest lectures. The first of these lectures was from Consult Capital on the 23rd January 2012 and the second was on 27th February 2012 and was from Caroline Willgoose. Caroline is the Personnel Manager from the John Lewis store in Cardiff. There is one difference between these two companies that stands out above any other element. This is the idea that each company conducts itself with either a ‘hard’ or ‘soft’ approach to Human Resource Management (HRM). ‘In essence, the ‘soft’, or what others have called ‘high commitment’ HRM, sees employees – both managerial and non-managerial – as part of the solution rather than the problem’, Bratton & Gold (2003 p.32). ‘Soft’ HRM is the idea that the employees are treated as the most important resource the organisation possesses and their needs are paramount. The hierarchy is far less highly stacked than that of the ‘hard’ approach. ‘The ‘hard’ version emphasized the term ‘resource’ and adopted a ‘rational’ approach to managing employees, that is, viewing employees as any other economic factor, as a cost that had to be controlled’, Bratton & Gold (2003 p.6 ). So, ‘Hard’ HRM is different in the fact that an organisation with this approach sees its employees and workforce as just another resource and offers little to them in regards to incentives and opportunities. John Lewis takes the approach...
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...MBA – II WINTER 2011 COURSE: HUMAN RESOURCE MANAGEMENT (MGT 604) INSTRUCTOR: PROF. F. A. FAREEDY TEACHING ASSOCIATE: HAADIAH QAISER SYLLABUS 1. Case Study Method: How to prepare and present a case analysis. Why to do case studies? Traditional/Lecture approach versus the Case Method, Oral Presentations and Preparing a Written Case Analysis. Constructing Visual Aids and Answering Questions. 2. Introduction to Human Resource Management: Human Resource Management at Work. The changing environment and role of HRM. The Human Resource Managers’ Proficiencies. 3. Strategic Human Resource Management: The HR Scorecard: The Strategic Management Process. Human Resource Management’s Role in Creating Competitive Advantage. Human Resource Management’s Strategic Roles. Creating the Strategic HRM System. 4. A Review of concepts in Organizational Behavior: Motivation. Communication. Leadership. Management and corporate culture. 5. Recruitment and Placement: Job Analysis. Job Specification. Job Description. Human Resource Planning and Recruiting. Planning and Forecasting. Recruiting a more Diverse Workforce. 6. Employee Testing and Selection: Interviewing Candidates. Designing and conducting an effective interview. Structured and Unstructured Interviews. 7. Training and Development: Training and Developing Employees. Management Development systems and programs. 8. Performance Management and Appraisal: Appraising Performance; Problems and Solutions. Managing...
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...[pic] Jordan C. Davis 5524 South Mosley Court Wichita, Kansas 67216 Phone: 316.227.9440 Email: weightcarried@gmail.com [pic] Objective: Aspiring to attain career enrichment through senior level managerial opportunities in Human Resource Management (HRM) / General Administration with a growth oriented organization, where I can explore my skill-sets and contribute towards productivity maximization through effective manpower management. Professional Career Synopsis: An adept HR Professional with over 19 years of experience in Human Resources Management that has helped organizations transform strategies in to profits. • Experienced in developing innovative HR strategies, compensation management, recruitment outsourcing and employee retention, planning and change management. • Proficiency in managing tasks involved in recruitment process including sourcing, screening, short-listing candidates, scheduling/ conducting interviews and finalizing salaries. • Coordinated accounts for several multi-national corporations. • Initiated successful venture into key affiliate markets . • Developed online network linking salesmen, retailers, and factories. • Strong background in sales, marketing, merchandising, and staff development. Career Development: Bobby Dodd Institute, Contract, Atlanta, GA |Operations |(2014 - 2015) | Perry Farms Distribution Center, Highway 247, Perry, GA |Director Human Resource ...
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...Job Description and Recruiting Strategies Ronald Hahn HRM 300 July 9th, 2012 Maribel Hines Job Description and Recruiting Strategies There are different people from different walks of life that make up the melting pot of individuals who help to support the work industry in America. Each person finds himself performing specified job functions. Not everyone can be a police officer, a teacher, or the chief executive officer of a large corporation. Many people in the American job force find herself running an injection mold machine, performing custodial duties at the local high school, or even checking out patrons at the cash register at the local Wal-Mart. Even though a cashier position at a large retail outlet may not be the most glamorous of positions it is a necessity for society to function. In the context of this paper one will be able to find the duties and job responsibilities associated with the position held by a cashier, the types of knowledge, skills, and abilities that are needed to accomplish successfully the job responsibilities, and whether or not any physical tasks are required of the position. One will also be able to find three recruiting strategies that can be used to recruit for a cashier’s position. Finally, one will be able to compare and contrast the recruiting strategies that I have chosen for recruiting for a cashier’s position. Duties and Responsibilities The individual interviewed, Mary Jacobs, has been a cashier...
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...of: Greenwich University Subject: Strategic Financial Management Case Study: The News Corporation Students Name: Students ID: Total word count: Table of Contents 0. Table of contents……………………………………….……………….3 - 4 1. Report Abstract / Synopsis………..………….……………………………5 2. Introduction………………………………………………………………..6 1. Identification & nature of the News Corporation…….…………………...……..……..6 2. Company Overview………………………………………………………………….....7 Internal Audit Review 3. Financial Analysis….…….………..………….…………………………...8 . Segmented Financial Analysis…….…………………………..…………………….….8 . Financial Performance, Profitability & Investment Analysis…………………….…….8 . Financial Evaluation & Conclusion…………………………………………………….8 4. Marketing Analysis…….…………..…….…………………………....…..9 . News Corporation’s Marketing Strategy.……………………..………………….….…9 . Marketing Evaluation & Conclusion……………..……………………………………10 5. HRM Analysis...….…………..……..………………………………....….11 . News Corporation’s HRM Strategy.………………………..…...……………….…….11 . HRM Evaluation & Conclusion…...……………..…………………………………….11 6. Operations Analysis...….…………..……..…………………………....… 12 . News Corporation’s Operations Strategy.………………………..…...………………. 12 . Operations Evaluation & Conclusion…...……………..……………………………….13 7. Strengths & Weaknesses…………………………………………………...
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...limited company which manufactures women cosmetics and healthcare products. The company has total 800 employees in different levels according to work division & departments. In this report the human resource policy and practices of the company will be illustrated. The human resource functions will be presented & also the process of selection; recruit; training; development & employee benefits will be demonstrated. The principal focus of the report is to show the implications of human resource management practices into real life situation. Through this the scholars of the course Fundamentals of human resource management will able to adapt the HR policies & practices which will enhance their ability to apply the functions of HRM in their career....
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