...A. Table of Content Contents Table of Contents.............................................................................. Proposal Summary............................................................................ Purpose of Proposal.......................................................................... Problem or Need............................................................................... Background....................................................................................... Benefits of The Proposal.................................................................. Description of Solution..................................................................... Human Resources Audit........................................................ Compensation/ Benefits Study.............................................. Job Description..................................................................... Recruiting, Selection, and Orientation Design and Delivery..................................................................................... Managers training............................................................................. Evaluation Plan................................................................................. Qualifications of Personals............................................................... Time Schedule.................................................................................. Cost.............................................
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...purchasing and supply topics for research proposal Quality Management Quality Management. Search for White Papers and Other Software Related to Quality Management. In today’s global market, providing quality products and services is essential for any manufacturer’s continued growth—but maintaining a competitive edge is not always easy. For success, quality awareness must begin at the conception of the product and continue throughout the various stages of its development. To improve in this area, many manufacturers are now adopting the total quality management (TQM) approach. CASH MANAGEMENT RESEARCH PROPOSAL SAMPLES: Quality Management Quality Management Source: 3i Infotech Document Type: White Paper Description: In today’s global market, providing quality products and services is essential for any manufacturer’s continued growth—but maintaining a competitive edge is not always easy. For success, quality awareness must begin at the conception of the product and continue throughout the various stages of its development. To improve in this area, many manufacturers are now adopting the total quality management 7/3/2007 1:15:00 PM Alfanar HR Management Alfanar IT, an information technology company operating in Saudi Arabia since 1995, introduces the alfanar human resources (HR) Management module for Microsoft Dynamics AX. This module enables the HR department staff, without any programming capability, to identify, capture, maintain, and adjust employee information required...
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...To centralize or not to centralize? It's a hard call made harder by power struggles. CEOs can force a more thoughtful debate by asking three critical questions The chief executive of a European equipment manufacturer recently faced a tough centralization decision: should he combine product management for the company's two business units--cutting and welding--which operated largely independently of each other but shared the same brand? His technical leader believed that an integrated product range would make the company's offerings more appealing to businesses that bought both types of equipment. These customers accounted for more than 70 percent of the market but less than 40 percent of the company's sales. "You cut before you weld," he explained. "You get a better weld at lower cost if the cutting is done with the welding in mind." Managers in both divisions, though, resisted fiercely: product management, they believed, was central to their business, and they could not imagine losing control of it. The CEO's dilemma--were the gains of centralization worth the pain it could cause?--is a perennial one. Business leaders dating back at least to Alfred Sloan, who laid out GM's influential philosophy of decentralization in a series of memos during the 1920s, have recognized that badly judged centralization can stifle initiative, constrain the ability to tailor products and services locally, and burden business divisions with high costs and poor service.1 Insufficient centralization...
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...leader in using polymer materials with future goals of achieving and maintaining reasonable profitability to ensure and sustain growth (Apollo, 2005). In response to Hugh McCauley’s, Riordan Manufacturing Chief Operations Officer‘s (COO) concern about the antiquated processes and his requirements the team analyzed the manual and redundant processes of the current Human Resources System Integration (HRIS). The team has determined with the use of state-of-the art information technology system the current manual intensive, multi-functional processes can be integrated into a single system. The team has kept in consideration that the integrated HRIS has to be accessible by all of Riordan’s plant locations. Based on the request the new system should be completed and available for use by the second quarter of next year. The team along with Hugh McCauley will determine how to develop the project test plan, determine resources, and how best to acquire the staff to meet the needs of the project. From initiation to lifecycle management will allow flexibility and future growth modification to the HRIS system. The HRIS...
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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 about...
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...Running head: INTERCLEAN INC-STRATEGIC ALIGNMENT-MBA-530 InterClean Inc-Strategic Alignment-MBA-530 Brian R. Duncan University of Phoenix February, 2008 InterClean Inc-Strategic Alignment-MBA-530 Introduction In developing human resources (HR) management approaches to the InterClean Inc. scenario, fundamental principals are necessary for the completion of a unified plan. The creation of business unit interdependence, based on a central company vision that is communicated throughout the organization is considered the primary key to achieving sustained competitive advantage. Rather than viewing the InterClean Inc. transition as a problem, this paper attempts to organize the process as an enterprise opportunity to address real issues necessary for the new products/services campaign. Included in this analysis through the 9 step PBL model, are concepts meant to support informed business decisions that have proven to help real world companies succeed in growing from change proposals, to achieving and maintaining effective HR practices. Describe the Situation Restructuring the framework of InterClean Inc. requires an organizational commitment towards accomplishing new objectives. The main focus for management should be to communicate clearly with all departments how important operational effectiveness and strategy is, for making the products services vision work. Each business unit must be aware of the necessity for activities to interrelate, while consistently...
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...InterClean Inc-Strategic Alignment-MBA-530 Brian R. Duncan University of Phoenix February, 2008 InterClean Inc-Strategic Alignment-MBA-530 Introduction In developing human resources (HR) management approaches to the InterClean Inc. scenario, fundamental principals are necessary for the completion of a unified plan. The creation of business unit interdependence, based on a central company vision that is communicated throughout the organization is considered the primary key to achieving sustained competitive advantage. Rather than viewing the InterClean Inc. transition as a problem, this paper attempts to organize the process as an enterprise opportunity to address real issues necessary for the new products/services campaign. Included in this analysis through the 9 step PBL model, are concepts meant to support informed business decisions that have proven to help real world companies succeed in growing from change proposals, to achieving and maintaining effective HR practices. Describe the Situation Restructuring the framework of InterClean Inc. requires an organizational commitment towards accomplishing new objectives. The main focus for management should be to communicate clearly with all departments how important operational effectiveness and strategy is, for making the products services vision work. Each business unit must be aware of the necessity for activities to interrelate...
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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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...PROJECT APPROACH This section describes the nature of solution that can be established through the project and/or the scheme of conveying that solution. This approach identifies the setting, solution and commitment to which the project will be delivered. The content of project approach are Measured Options also known as (Options Considered), chosen options, Objectives and Practically HRIS is a system used by human resources departments to track employees and information about them. A HRIS is often a database system or a series of inter-related databases. Toolwire’s proud to inform you that our software application will combines many human resources functions, incorporating benefits administration, payroll, recruiting and training, and performance analysis and review into one package. Any organization that needs to keep track of a larger number of employees than they can handle with paper records or spreadsheets may be in need of a human resource information system software application. I typically say that companies with greater than fifty active employees, probably needs to at least start looking into what is available within the HR software market. HRIS software has pricing structures that can solve more complex or short statement that you may have can. Author: TEAM B Owner: TOOLWIRE Client: RIORDAN MANUFACTIRUNG'S Document Number: 001002003 Project name RIORDAN MANUFACTIRUNG'S HRIS UPGRADE Draft/ Final Release Date: 11-10-2011 Document History ...
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...Syllabus NT2799 Network Systems Administration Capstone Project SYLLABUS Credit hours: 4.5 Contact hours: 56 (34 Theory, 22 Lab) Prerequisite(s): Completion of a minimum of 72 credits earned in the program of study including NT2640 IP Networking or equivalent. © ITT Educational Services, Inc. All Rights Reserved. -1- 13/01/2013 Network Systems Administration Capstone Project SYLLABUS COURSE SUMMARY COURSE DESCRIPTION This course provides an opportunity for students to work on a comprehensive project that includes the design, planning and implementation of a network solution for solving specific business problems. Common project management processes are applied to identify deliverables and outcomes of the project. MAJOR INSTRUCTIONAL AREAS 1. Project Management Techniques 2. A Fundamental Review of the Basics of Electronics in the AASNSA Program 3. Capstone Project 4. Research of Current and Emerging Technology COURSE OBJECTIVES 1. Apply important concepts of project management to the actual capstone project proposed for this course. 2. Use Microsoft Office Project to help plan and manage the actual capstone project. 3. Analyze the requirements for the capstone project. 4. Integrate and apply the knowledge acquired in the program to provide effective technological solutions for given problems. 5. Work in teams on a large-scope project. 6. Document solutions to a problem in detail by...
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...Problem Solution: Riordan Manufacturing Riordan Manufacturing (Riordan) is a global plastics company owned by a Fortune 1000 enterprise, Riordan Industries. It produces plastic beverage containers in Albany, Georgia, custom plastic parts in Pontiac, Michigan and plastic fan parts in Hangzhou, China. Riordan's Research and Development is conducted in San Jose, California, corporate headquarters. Declining sales and profits has forced Riordan to change its sales processes and adopt a customer-relationship management system (CRM). A team approach was implemented with the expectation that sales will improve. Each sales team consists of a sales person, product engineer, and customer service representative (Apollo Group, Inc., 2004). Riordan's managers have noticed that there is a decline in morale and work ethic. An annual employee survey indicated that employees are dissatisfied with the current reward system as well as benefits and overall satisfaction. The company is concerned that dissatisfied employees will find employment elsewhere. Riordan's President does not feel comfortable with changing the compensation system and the company has allocated $50,000 to hire an independent human resource (HR) consultant to analysis the issues in the employee survey. The HR consultant presented a proposal to redesign Riordan Manufacturing’s compensation and reward system which suggested a salary survey of the company's positions be conducted to determine current market positioning and...
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...The importance on MA in HR Human resources oversees the people assets that push and pull an organization toward its goals and objectives. Senior management regards HR policies and programs as success factors because they guide worker performance, which has an impact on profitability. Successful HR professionals in today's competitive global market need to be financially intelligent. Like their counterparts in sales and marketing, they need to understand the language spoken by management: accounting. Budgeting HR managers develop and control departmental budgets. An accounting background prepares them to regard budgeted items such as training, recruitment, staffing, incentives and performance evaluation in terms of their cost and dollar benefit to the organization. When accompanied by and based upon payback analyses, HR budget requests give senior management the information it needs to decide how to allocate available funds. Exposure to accounting also helps an HR manager appreciate corporate cash flow in the budgeting process. Employee vacation costs, for example, might be charged monthly rather than when actually incurred for quarterly financial reporting. Managerial accounting is also helpful when it comes to proposing changes or introducing new policies. Belief that the new activity will solve a problem is not enough; the cost must be justified. The HR manager must anticipate senior management’s questions. If he/she has studied accounting, he/she will be able to demonstrate...
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...the guardian organization Riordan Industries, Inc. a Fortune 1000 undertaking with incomes in overabundance of $1 billion (Apollo Group, 2013). Mr. Hugh Mccauley, COO of Riordan Manufacturing has issued a Service Request SR-rm-022 to Smith Services Consulting Inc. coveting to incorporate the current mixture of HR devices into a solitary coordinated application utilizing today's current apparatuses as a part of the HR framework. This solicitation will influence all plant areas of Riordan Manufacturing. Riordan might want to exploit a more complex, state-of-the-workmanship, data frameworks engineering in their Human Resources division. The normal results will characterize the business necessities for the improvement of a HR framework to backing the target of this appeal. The destination is to make a point by point framework configuration and an undertaking usage arrangement needed to finish the venture. The venture ought to be finished in give or take six months, so the new framework can be used in the second quarter of one year from now (Apollo Group, Inc. 2011). Smith Services Consulting Inc. has gotten my administrations as a frameworks examination to investigate the HR framework at Riordan Manufacturing. The business needs and current specialized assets must be characterized first before the investigation is started. The current...
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...To: Kristine Smith (Human Resources Manager) From: Joyce Holt (IT Manager) Date: June 1, 2014 Subject: Proposal for Online Résumés and possible upgrade to Electronic Résumés Kristine as per your memo to me about the mounts of paperwork your department wade through and the frustration you employee face reading the many résumés. This letter is to proposal a solution to the amount of paperwork in the hiring process at Memorial Hospital. The problem is the many résumés your department must store, and the employee must read to find the most qualify applicants for the position. I present a two part solution to this problem the first part of the solution, which is a quick fix the will help with the amount of paperwork your employees must read. Online Résumés: a résumé an individual submit to online résumé databanks, such as www.AMNhealthcare.com, www.rxrecruiters.com, or www.recruitersonline.com. Online résumés databanks are a temporary fix to this problem offering the needed qualify applicants for a specific job decreasing the number of résumés your employees must read to find the right persons for the position. Websites that host job boards and resume banks are in the business of making information about available jobs and job searchers accessible with relative ease and little cost (Brencic, 2014). In this regard, the websites’ potential to improve the workings of the labor market is considerable (Brencic, 2014); the websites can shorten the time that it takes to end the search...
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...Statement To create a multinational recruitment system that would be applicable cross-nationally and cross-regionally. PESTL Economic * Managers salaries depended on locations * APAC plants were the top selling ones-Wrong HR decisions would prove costly * Unique economic conditions of each country cause difficulty in implementing a common selection process Social ANGLO | ASIAN | * Low Power Distance * Masculine Society * Individualist Society | * High Power Distance * Feminine Society * Collectivist Society | Cultural * There were substantial cultural differences between Anglo (Ex: German) and Asians (Ex: Chinese) nations. ANGLO | ASIAN | Informal Interactions Disagreements & differences were not treated as threat; free expression Hate waffling Governed by own conscience and internal sense of right and wrong. | Formal Interactions Emphasis of politeness, respect & emotional restraint. Circling around the topic More focussed on what others would say; led down when publically challenged. | Legal * Faulty HR policy can create legal issues. SWOT Analysis of Present System STRENGTH * The selection process varied amongst different countries hence it catered to cultural differences in a better way. * 90% of candidates were from the same country as the one they would be working in * Structured interviews by HR Specialist and department representative |...
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