...INTRODUCTION Microsoft is considered by many to be an ideal place to work. The company has won several awards for innovation, for their commitment to diversity, and for their flexible work arrangements. It has always been a leader in the market with regard to its compensation. With a total strength of about 80, 0004 employees across the globe, and a total revenue exceeding $15 billion, it is one of the biggest and best‐known technology companies in the world. The organization believes in providing the employees whatever tools and technologies they need to achieve the best results possible; and the employees are expected to create software and entertainment products that could sell millions of copies worldwide. The office campuses at most locations are considered the benchmark of technology hubs, with fir trees, forested trails, snow‐capped mountain vistas, basketball courts, and even shuttle buses for employees to make use of. Employees at Microsoft are recognized as the intellectual fuel and are provided with various benefit plans and resources, which are designed to retain them. The way the business and HR strategy have been intertwined at Microsoft is an example of how the businesses that are run with common goals and vision make money for their investors and employees. The amount of investment that Microsoft has done for its employees and how well the HR Managers have been able to align the work culture to the business strategy is clear from the results the company has...
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...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, web- based platform, report friendly, and interoperability with Microsoft Offices. The graphical user interface of this...
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...------------------------------------------------- Academic Task No.: 1 Academic Task Title: Company Based Assignment ------------------------------------------------- Date of Allotment: 08/30/2014 Date of submission: 9/12/2014 ------------------------------------------------- Student’s Roll no: RQ1405B58 Student’s Reg. no: 11401812 ------------------------------------------------- Evaluation Parameters: Solely based on the basic introduction and overview of the business of Hexaware Technology ltd. Learning Outcomes: From this task we came to know about the overview of company, History of the Company, Business of the Company, Management of the Company, Competitors, Future plans of the Company, SWOT of the Company. Declaration: I declare that this Assignment is my individual work. I have not copied it from any other student’s work or from any other source except where due acknowledgement is made explicitly in the text, nor has any part been written for me by any other person. Student’s Signature: Evaluator’s comments (For Instructor’s use only) General Observations | Suggestions for Improvement | Best part of assignment | | | | Evaluator’s Signature and Date: Marks Obtained: _______________ Max. Marks: ______________ Introduction to company | * History of company Atul Nishar, the founder of Hexaware, started Ap tech computer education in 1984, which went on to become a noted Indian...
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...Existing DBMS and Applications There is neither enterprise level application nor database exist in Huffman Trucking as of now. Each department has their own way of doing things. Huffman trucking has operations, human resources, sales and marketing, finance and accounting departments. Driver log application is using FoxPro DBMS and all the other departments use Microsoft ACCESS as their DBMS. Enterprise DBMS Selection New Application is a web based system with front end developed in .Net and backend database is SQL Server 2005. Main page of the application will have menu options that link to the corresponding departments. The menu options are HR, Operations, Finance and Accounting, and Sales & Marketing. As per the business specifications databases will be created for each department. There will be sub menus under each option on the main menu to provide the detail business functions of that department. For example under operations department there will be options for truck maintenance, driver logs, etc. Truck maintenance database will have tables such as part inventory, parts catalogue, vendors, vehicle maintenance. Similarly for other departments tables will be created with the help of the stake holders such as business users, developers, DBAs. Database Selection Process Mission statement of Huffman states that “Technology - we will be the industry leader in leveraging technology to the maximum to provide customer service and business efficiencies”...
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...EMPLOYABILITY SKILLS TITLE OF ASSIGNMENT: PERSONAL CAREER REPORT AN ANALYSIS OF CAREER PLAN,PERSONAL SKILLS AND ABILITIES BY USING P.I.E MODEL MODULE LEADER'S NAME:AREEBA ZAFAR STUDENT NAME : STUDENT NUMBER: DATE OF SUBMISSION:05th MAY 2013 INTRODUCTION : My personal career report is about my future career as Human Resource Manager (HR) using my Job Occupational Pie (KEVIN GALLIGHER,2010) powerpoint presentation in University of Sunderland .This report also explains the context in detail about how to improve my skills to be a efficient HR applying my earned knowledge from B.A (HONS) Business and Management in University of Sunderland. 1.JOB PROFILE A HR Manager or Advisor is a strong generalist .The HR Manager will be responsible for day-to-day management of Employee Relations, Compensation and Benefits, Policy and Procedures implementation and various other HR related processes..(A.D. Diamantidis and P.D. Chatzoglou,April 2011) Key Role of the HR Manager: • Manage employee relations including grievances, investigations, complaints, assistance/communication, terminations and any other applicable issues.(Janet H. Marier,2012) • Advising managers on disciplinary and grievance issues and running meetings whenever necessary.(Janet H. Marier,2012) • Covering policies, procedures, induction and other HR related processes(Janet H. Marier,2012) • Ensure that all HR processes are at global standard of legislation(Bruce E. Kaufman,2012) • Recruitment...
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...HR POLICIES Anshuman Joshi Avishek Dasgupta Prabudh Jain Sandeep Chatterjee Sohan Shetty Versha Mangla Group 6 C Batch HR policy is a formal statement of a principle or rule that members of an organization must follow. Each policy addresses an issue important to the organization's mission or operations. * Communicate values and expectations for how things are done at your organization * Keep the organization in compliance with legislation and provide protection against employment claims * Document and implement best practices appropriate to the organization * Support consistent treatment of staff, fairness and transparency * Help management to make decisions that are consistent, uniform and predictable * Protect individuals and the organization from the pressures of expediency A policy should include purpose, scope, responsibilities, definitions, questions, effective date, review date and approval. Organizations commonly have written policies in the following areas for code of conduct, confidentiality, conflict of interest, working conditions, attendance, hours of operations, termination, recruitment, compensation, performance management, learning and development, overtime, privacy, employee information, compassionate leave, vacation, sick Leave, unpaid leave, health and safety and workplace Violence Nestlé Nestlé is committed to the following Business Principles in all countries, taking into account local legislation, cultural and...
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...Job Description Recruitment Paper 1) JOB DESCRIPTION Job Title: HR Generalist Job Statement: The HR Generalist is accountable for providing support to all employees and management through effective communication and administration across all functions of the workplace. Under the direction of the Director of Human Resources, the HR Generalist oversees recruitment, employee development, employee relations/labor relations, policy/contract interpretation, compensation administration, and legal compliance. Essential Functions: * Acts as liaison between employee and management to answer questions or address concerns regarding company policies, practices and regulations. * Assists in the development and improvement of human resources programs, policies and procedures, employee professional development, employee safety and training related activities. * Coordinates and monitors the recruitment and selection program; assists with the development of job descriptions, provides support in all phases of recruitment and selection processes including inputting, tracking, screening applicants and scheduling of interviews. * Maintains compliance with federal and state regulations concerning employment. Stays up-to-date on new developments in employment law. * Identifies training needs, develops training modules for training programs, as needed. Develops and delivers training materials. * Performs benefits administration to include claims...
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...Microsoft cuts jobs as profits fall US software giant Microsoft is to cut up to 5,000 jobs over the next 18 months - including 1,400 immediately - due to a slowing economy and weak spending on technology. Microsoft employs 1,200 people at Sandyford in Dublin, but a spokesperson said the cuts would have only 'a very minor impact' in Ireland. It is believed fewer than 20 jobs will go. Microsoft said net profit fell by 11% in the second quarter of its financial year compared with a year earlier to $4.17 billion. Revenue was $16.63 billion, 2% more than the same period a year ago. The world's biggest software firm said that 'in light of the further deterioration of global economic conditions', it was eliminating up to 5,000 jobs. The cuts will be in research and development, marketing, sales, finance, legal, human resources and IT over the next 18 months. Microsoft employs some 91,000 people and the job cuts announced today amount to a reduction of about 5.5%of its global workforce. Rumours of job cuts at the firm had been circulating for weeks. Microsoft is cutting 5,000 jobs over the next 18 months, nearly 5% of its workforce, following a deterioration in the PC market. The layoffs are thought to include 60 jobs from the firm's UK workforce of 2,900 in London, Reading, Manchester, Edinburgh, Cambridge, and Chertsey in Surrey. Around the world, Microsoft employs 95,000 people and today's announcement represents a 5% cut. Announcing the redundancies, Microsoft said it...
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...|FOUNDATION CHRP CL&D ASSESSMENT | | | |[pic] | |Resourcing Talent (3RTO) | | | | | |3RTO F204A_June – Optional Unit Assessment – Version 3 June 2012 | | | | | |Student name: | | | | | | |CRITERIA |PASS/REFER |COMMENTS | |LO1: ...
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... Page Abstract 3 Purpose 4 PROJECT MANAGEMENT 6 Project Scope 6 Project Plan 7 PROJECT COMMUNICATION MANAGEMENT 8 Human Resource Communication 8 PROJECT CONTROLLING 8 Integrated Change Control 8 PROJECT COST MANAGEMENT 9 Costs and Benefits 9 PROJECT QUALITY MANAGEMENT 10 Quality Control 10 PROJECT RISK MANAGEMENT 10 Project Risk Plan 10 PROJECT EXECUTION 10 Executing Processes 10 SYSTEM IMPLEMENTATION 48 Integration Plan 48 Conversion Plan 48 APPENDICES Appendix A: Eastern Carolina Vocational Center Business Statement 14 Appendix B: Project Charter 16 Appendix C: Scope Statement 19 Appendix D: HRMS Work Breakdown Structure 21 Appendix E: Stakeholder Communication Analysis 23 Appendix F: Status Report 25 Appendix G: HRMS Cost Estimates 26 Appendix H: Risk Management Plan 28 Appendix I: Business Requirement Use Case 29 Systems Analysis Use Case 30 Appendix J: Benefits Use Case 32 Business Activity Use Case 33 Appendix K: Organizational Structured Web...
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...punctual. I am versatile and a very fast learner with a strong desire for efficiency. I have great communications and people skills. I have the ability to fit in and work well with new people and new environments. EDUCATION Los Angeles Recording School Hollywood, CA Jan 2006 – Dec 2006 900 Hr. Audio Recording Engineer Program: Music Theory, Tracking and Mixing on various consoles including SSL 9000 K & 4000 G+, Neve VR, Digi Design Pro Control, Sony DMX R-100, Yamaha 02R 24/96, and Mackie. DAW's including Pro-Tools HD for Tracking, Mixing, Editing, Mastering, Post-Production, and 5.1 Surround Sound Mixing. Hands on training and lectures on Signal Flow, MIDI, Microphones, Live set-up, Patchbay Configuration, Outboard Equipment, Studer and Otari tape alignment, Foley, ADR and Post-Production, Soldering, Wire Construction, and Advanced Mixing Theory. SKILLS I have worked with Digital and AnaIog tape decks. I am proficient on Fast Track Editware. My other duties included editing, tape operator and prompter operator for ESPN’s “Around the Horn” and “Pardon the Interruption” I am also skilled in route and use patch bays. I am PC/MAC literate and am well versed with Microsoft word applications. I have worked in reception answering phones, filing, faxing, and general office duties. I have excellent problem solving and troubleshooting skills. I work very well under pressure. I am detail oriented and have strong multi tasking skills. EMPLOYMENT HISTORY 2009 – Present...
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...Microsoft: Competing on Talent (A) In the summer of 1999, a front page Wall Street Journal article was attracting attention on the Redmond campus. Under the headline “As Microsoft Matures, Some Top Talent Chooses to Go Off Line,” the article reported: “Tired of grueling deadlines, frustrated by the bureaucracy that has accompanied Microsoft’s explosive growth, or lured away by the boom in high-tech start-ups, dozens of the company’s most capable leaders, all around 40, have opted out—at least temporarily . . .”i (See Exhibit 1 for the article’s list of senior level departures.) Steve Ballmer, the company’s recently appointed president and COO, was quoted as saying that some of the departures were voluntary and some were not, opening opportunities for fresher, smarter replacements. “We have a bench that is very deep,” he said. “We have people who are fired up—driven—to lead the next generation.”ii Yet despite the positive outlook, Ballmer clearly recognized that Microsoft had to change or adapt some of the human resource practices that had allowed it to assemble and retain what CEO Bill Gates proudly called “the best team of software professionals the world has ever seen.” Just six weeks before the WSJ article was published, Ballmer had announced a package of changes that sweetened salaries, allowed more frequent promotions, and softened some of the pressures that had long been part of the ”hard-core” Microsoft culture. Still, there were some who wondered if the rumblings...
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...Human Resources Data Migration Project Implementation Plan Human Resources Data Migration Project Implementation Plan Project Group 1: Information Technology Group March 4, 2013 Project Group 1: Information Technology Group March 4, 2013 VERSION HISTORY Version # | ImplementedBy | RevisionDate | RequestedBy | ApprovedBy | Description of Change | 1.0 | student | 03-04-2013 | | | Preliminary draft | | | | | | | | | | | | | | | | | | | Table of Contents 1.1 Purpose 4 1.2 System Overview 4 1.2.1 System Description 4 1.2.2 Assumptions and Constraints 4 1.2.3 System Organization 5 2 Management Overview 5 2.1 Problem Statement 5 2.2 Description of Implementation 6 2.3 Points-of-Contact 6 2.4 Major Tasks 7 2.4.1 Project Tasks 7 2.4.2 MS Access to Oracle Tasks 7 2.4.3 Oracle to Mongo Tasks 7 2.5 Implementation Schedule 8 2.6 Security and Privacy 8 2.6.1 System Security Features 8 2.6.2 Security Set Up During Implementation 8 3 Implementation Support 8 3.1 Hardware, Software, Facilities, and Materials 9 3.1.1 Hardware 9 3.1.2 Software 9 3.1.3 Facility 9 3.1.4 Materials 9 3.2 Documentation 9 3.3 Personnel 9 3.3.1 Staffing Requirements 9 3.3.2 Training of Implementation staff 9 3.4 Outstanding Issues 10 3.5 Implementation Impact 10 3.6 Communications Plan 10 3.7 Change Management 12 4 Implementation Risks and Contingencies 13 4.1 Technical Risks and Contingencies 13 5 Acceptance Criteria 14 ...
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...2001 CHRISTOPOHER A. BARTLETT Microsoft: Competing on Talent (A) In the summer of 1999, a front page Wall Street Journal article was attracting attention on the Redmond campus. Under the headline “As Microsoft Matures, Some Top Talent Chooses to Go Off Line,” the article reported: “Tired of grueling deadlines, frustrated by the bureaucracy that has accompanied Microsoft’s explosive growth, or lured away by the boom in high-tech start-ups, dozens i of the company’s most capable leaders, all around 40, have opted out—at least temporarily . . .” (See Exhibit 1 for the article’s list of senior level departures.) Steve Ballmer, the company’s recently appointed president and COO, was quoted as saying that some of the departures were voluntary and some were not, opening opportunities for fresher, smarter replacements. “We have a bench that is very deep,” he said. “We have people who are fired ii Yet despite the positive outlook, Ballmer clearly up—driven—to lead the next generation.” recognized that Microsoft had to change or adapt some of the human resource practices that had allowed it to assemble and retain what CEO Bill Gates proudly called “the best team of software professionals the world has ever seen.” Just six weeks before the WSJ article was published, Ballmer had announced a package of changes that sweetened salaries, allowed more frequent promotions, and softened some of the pressures that had long been part of the ”hard-core” Microsoft culture. Still, there were some who...
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...KEL156 MARK JEFFERY A&D High Tech (A): Managing Projects for Success In his twelve years as a technology project manager at A&D High Tech, Chris Johnson had a strong track record of delivering projects on time and on budget. His techniques for project planning, estimating, and scheduling had become best practices at the St. Louis-based computer products company. He had just led a project team that successfully revamped the supply chain systems in less than eighteen months. He was especially proud since many observers had doubted that the project could be completed on time. As part of the strategic initiatives set forth by its CEO and founder, Ted Walter, A&D was to be second to none in utilizing technology to increase operational efficiency and reduce costs. The supply chain project therefore received notable attention in the boardroom and with its competitors. Time and again, Johnson was asked to tackle difficult assignments that were critical to the company’s growth and profits. He had already been mentioned as the successor to the vice president of e-business, Chuck Gagler, pending his retirement. (See Exhibit 1 for the A&D High Tech organizational chart.) In early May 2002 Johnson received an urgent message from the company’s CIO, Matt Webb. Webb asked Johnson to join him for a meeting with A&D’s senior managers to discuss taking over the company’s online store project. Johnson realized that up to that point the company’s top brass had virtually ignored the Internet...
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