...Department of Industrial Engineering and Management Systems College of Engineering and Computer Science University of Central Florida ESI5531: Discrete Systems Simulation (Spring 2015) Discrete Systems Simulation Project Proposal Student: Felipe Cesar E-mail: _________@knights.ucf.edu UCF ID: XXXXXXX Xtra Gas Station Model: More revenue through Simulation Table of Contents 1. INTRODUCTION .............................................................................................................. 1 1.1. 2. GAS STATION DESCRIPTION ................................................................................ 1 PROBLEM DESCRIPTION .............................................................................................. 2 2.1. PROJECT OBJECTIVES ........................................................................................... 3 2.2. PROPOSED PERFOMANCE MEASURES TO BE EVALUATED ........................ 3 3. PROPOSED INPUT DATA, DATA SOURCES AND COLLECTION METHODS ....... 4 4. PROPOSED ALTERNATIVE SYSTEMS DESIGN ........................................................ 5 4.1. 4.2. 5. PROPOSED DESIGN 1 .............................................................................................. 5 PROPOSED DESIGN 2 .............................................................................................. 6 PROJECT PLAN ................................................................................................................ 7 List of Figures...
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...Introduction The primary responsibility of Human Resource [HR] management is to manage the workforce of an organization with an emphasis on minimizing financial risk while maximizing profit for the business. One aspect of minimizing risk is ensuring that the workforce is performing their jobs efficiently and effectively. So, the question is how do we gauge the efficiency and effectiveness of the workforce? The answer is, through the implementation of a competent performance appraisal system. In light of the results of the recent employee survey conducted, there are both real and perceived issues that exist between HR and the management team. The lack of cohesion within the organization has resulted in low employee morale which affects performance and ultimately, profitability. The purpose of this presentation is to explain the merits of a good performance appraisal system, for both individuals and teams of the organization and to show how it will help to resolve the problems uncovered by the survey. Moreover, my intention is to describe the process for assessing team performance and the differentiating factors for executing an appraisal for an individual versus a team in an organization. Lastly, the board of directors asked for a report with regard to succession planning in the last board meeting. I want to describe the benefits of succession planning and propose a solution for the implementation of succession planning in our organization. Performance Appraisals Performance...
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...GLOBUS QUIZ 2 Latest Click below link for Answer http://workbank247.com/q/globus-quiz-2-latest-version/26584 http://workbank247.com/q/globus-quiz-2-latest-version/26584 1) A dependable and attractive strategy for managers to use in trying to boost their company’s EPS is to 2) Which of the following actions is unlikely to help make a company’s multi-featured camera offering more competitive vis-à-vis the brands of rival firms? 3) In which one of the following situations does it make the most sense for a company to consider shifting away from pursuit of a strategy to strongly differentiate its multi-featured cameras from the multi- featured camera models of rival companies and sell its multi-featured cameras at a premium price? 4) If a company has an unappealingly low market share of entry-level cameras sales in North America because it is being outcompeted by various rival companies, then company managers should 5) The most important (or essential) result from the latest decision round that company managers need to review/study in order to guide their strategic moves and decisions to improve their company’s competitiveness and rank among the top-performing companies in the upcoming decision round are 6) Assume a company’s Income Statement for a given quarter is as follows: Based on the above data, which of the following statements is false? 7) Assume a company’s Income Statement for a given period has the following entries: Based on...
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...Performance management is an integral business tool for managing people from all levels in an organisation.(Armstrong, 1994). Nowadays organisations integrate performance management systems into its business models as a key driver for the development of its employees. The employee is given a specific set of objectives over a set period of time usually annually and measured to see if employee has achieved desired outcomes. Such targets can be defined by current job description and desired outcome of performance over the set time period. (Potgieter, 2002). Each organisation can tailor and facilitate a wide and varied range of designs and methods of performance systems which will meet the objectives of the organisation.(Gunnigle, et al., 2002). Performance management can be described as tool for employee development with constructive feedback from an appraiser encouraging continuous improvement. This process should be frequent in helping employees set and achieve goals and in turn the appraiser identifying possible guidelines in an effective manner. Performance management is a strategic and integrated approach that capitialises on employee performance and capabilities to achieve high levels of organisation performance by a continous process of reviews focusing on the future instead of the past. (Armstrong & Barron, 1998). Performance management is no longer a discrete event but rather a continuous process where performance appraisal is owned and driven by managers than the...
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...vanilla ERP system.Answer | | | | | Selected Answer: | 1. Total integration and standardization 2. Re-engineering of business processes | Correct Answer: | 1. Less expensive2. More likely to come in under or on budget.3. Easier to implement.4. Uses industry best practices. | | | Response Feedback: | [None Given] | | | | | * Question 2 Needs Grading | | | List 5 tangible benefits with an ERP.Answer | | | | | Selected Answer: | Tangible benefits: 3. Inventory reduction 4. Personnel reduction 5. Productivity improvement 6. Order management improvement 7. Financial close cycle reduction | Correct Answer: | 1. Inventory reduction.2. Personnel reduction.3. Productivity improvement.4. Order management improvement.5. Financial close cycle reduction.6. IT cost reduction.7. Procurement cost reduction.8. Cash management improvement.9. Revenue/profit increase.10. Transportation/logistics cost reduction.11. Maintenance reduction.12. On-line delivery improvement. | | | Response Feedback: | [None Given] | | | | | * Question 3 Needs Grading | | | List 5 intangible benefits with an ERP.Answer | | | | | Selected Answer: | Intangible benefits: 8. Information/ visibility 9. New/ improved processes 10. Customer responsiveness 11. Integration 12. Standardization | Correct Answer: | 1. Information/visibility.2. New/improved processes3. Customer responsiveness.4. Integration...
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...SCHOOL OF ACCOUNTANCY COLLEGE OF BUSINESS BKAM3033 ADVANCED MANAGEMENT ACCOUNTING SECOND SEMESTER 2014/2015 (A142) GROUP E GROUP PROJECT TITLE: HUMAN RESOURCE ACTIVITIES IN UNIUTAMA PROPERTY SDN BHD (UPSB) PREPARED FOR: DR HASNAN AHMED PREPARED BY: NAME | MATRIC NO. | MOHAMAD AMIRUL BIN AHMAD ROSLAN | 222191 | SUBITHA VELAYUTHAM | 225322 | LEONG CHAI HUA | 226152 | YEOH CHOOI CHYI | 226156 | POOGANESWARY KESAVAN | 226298 | SUBMISSION DATE: 5TH MAY 2015 Table of Contents 1.0 Introduction 1 2.0 Literature Review 2 2.1 Gaining Competitive Advantage Through Human Resources Management Practice 2 2.2 Human Resources Development: Performance Is The Key 4 2.3 An Intellectual Capital Perspective of Human Resource Strategies and Practices 5 2.4 Influence of Supervisory Feedback on Goal Orientation of Employees 8 2.5 Human Resources Now More Than Personnel 10 2.6 New Developments in Employee Training 12 2.7 Managing Human Capital in a Privately Owned Public Hotel Chain 14 2.8 Strategic Human Resources Management: Where Do We Go From Here? 16 2.9 Motivation of the Human Resources for a Sustainable Organizational Development 18 2.10 The Effect of Human Resource Management Practice on Corporate Perfomance: A study of Graphic Communications Group Limited 19 3.0 Objective of the Study 20 4.0 Methodology 21 5.0 Findings 22 5.1 Recruitment 22 5.2 Job Training 24 5.3 Privileges and Rewards 26 5.4 Employee...
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...QUESTION TWO (i) Human resources forecasting involves projecting labor needs and the effects they’ll have on a business. Human Resource department forecasts both short and long term staffing needs based on projected sales, office growth, attrition and other factors that affect a company’s need for labor. Potential human resource requirement is to be estimated keeping in view of the organisation's plans over a given period of time. It involves estimating the future human resource requirement of right quality and right number. Human Resource Forecasting provides Various benefits to the organisation like; * Production and Scheduling Human resource forecasting plans for labor needs change as sales rise and fall. For that human resources manager should keep in close touch with sales manager to be aware of any spikes or declines in sales that affect labor needs. This prevents falling behind on order fulfillment or paying idle workers. A simple example of labor forecasting is a restaurant that has nights with many bookings and large parties and other nights when few diners make reservations. The manager forecasts the restaurant’s wait staff, bar and kitchen needs. * Succession Human resources forecasting helps to avoid long-term holes in staffing needs by keeping on top example employees might be retiring, leaving or asked to leave. Using that information, Human Resource managers plans to fill holes with internal staff or prepares for a quick recruiting effort. * Budgeting...
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...Our Strength Is In Our Diversity: Fact Or Fancy? Effective management of diversity is based on recognition of commonalities and awareness of differences. Role modeling behaviors of those who readily accept the differences could help alter the organizational culture, and thereby improve perfonnance outcomes. Globalization and diversity have increased the need for investigation into workplace attitudes towards diverse others. In a study of topical relevance, Strauss and Connerley (2003) explored the relationships between race, gender, agreeableness, openness to experience, contact and cognitions, feelings & behaviors. The Universal-Diverse Orientation (UDO) construct was employed as a measure of attitudes towards diversity. This metric has three components: realistic appreciation (cognition), comfort with difference (feeling) and diversity of contact (behavior). Based on a survey of 252 undergraduate business students from two different institutions in the US, the study found partial support for the hypothesis that women and non-Whites have more positive UDO attitudes. Gender plays a role only as a first step. Persons who rate high on openness to experience would have more positive UDO attitudes. Surprisingly, the findings did not support the view that people living in more heterogeneous environments would have more positive UDO attitudes. Contact, gender and race would interact with openness and agreeableness to predict UDO attitudes. Women had more favorable...
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...Virginia University of Lynchburg Academic Advisor for Athletics Strayer University-Professor Frankenhauser Bus 520 Virginia University of Lynchburg Academic Advisor for Athletics In this paper I will discuss and explain the variety of motivational theories and job design considerations. To include, how workplace stress contributes to individual performance along with how the communication process has an impact on an organization. I will use resources to research issues in organizational behavior. Lastly, I will clearly and concisely talk about the organizational behaviors. The mere definition of an Academic Advisor for Athletics is a professional who promotes the integrity of their profession by providing principles and quality servers to support one another as they share information, resources and expertise in their efforts to empower student-athletes to become more productive individuals through educational and personal development (nfoura.org, 2012). To include academic advising, based in the teaching and learning mission of higher education, is a series of intentional interactions with a curriculum, a pedagogy, and a set of student learning outcomes. Academic advising synthesizes and contextualizes students' educational experiences within the frameworks of their aspirations, abilities and lives to extend learning beyond campus boundaries and timeframes (wikipedia.org, 2012). Some of the duties of an Academic Advisor of Athletics are as follow develops academic...
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...FACULTY OF SCIENCE UNIVERSITY OF KRAGUJEVAC WEB TECHNOLOGY Mentor: Author: Radmila Paunovic-Stajn Aleksandar Stefanovic 81/11 Kragujevac, 2011 INTRODUCTION WWW (World Wide Web) represents the most significant revolution in the mass media since the beginning of the television. Made by Tim Berners in the Cern laboratory in Switzerland in 1989 as an application which should provide on-line exchange of information among scientists. WEB gets the correct meaning in 1993. when MOSAIC WEB BROWSER appeared. MOSAIC WEB BROWSER was developed by Mark Anderson, student of Illinois University, and he later became the owner of Netscape protocol. In 1994. when first graphical browser Mosaic appeared, pages of internet were made by developers who have sufficient understanding of HTML (Hyper Text Markup Language), and graphic artists and web design experts did not exist as a form of occupation. Most of the early web sites did not have an intuitive interface and attractive design. Most important to any owner of the page was that it works, and that the code is done well. It was hard to come up with links and informations, but it did not matter. In 1996, things changed. There were two types of web developers: site designers who took care of more intuitive layout and graphic designers who understand the power of color on the site. HTML code is expanded, so that the page design has become compatible...
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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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...HOLY ANGEL UNIVERSITY S.Y. 2012-2013 YORGBEV PIXAR MAGIC CASE STUDY Submitted to : I. Viewpoint II. Significant Case Facts * Robert Iger, Walt Disney Co. new CEO, first task was to acquire Pixar Animation Studios. * Walt Disney Animation Studios, the studio that brought us Mickey Mouse and The Lion King, had become moribund over the past decade because of Pixar’s award-winning productions. * John Lasseter, now the Chief Creative Officer of both Pixar and Disney Animation Studios, explained that from the very beginning, they had to get the best people from the computer science world and from the artistic film making animation world and get them working together. * In this case, Pixar also stated how they enabled people to work together in several ways; First, is the company relies on long-term employment rather than short-term project contracts. Second, Pixar’s campus in Emeryville, California, was designed to cluster people into teams yet also encourage chance encounters with people from other projects. And third, Pixar’s egalitarian, no-nonsense, perfectionist culture is another reason the animation studio’s staff work effectively. III. Problems / Questions 1. Explain Pixar’s effectiveness as an organization using any two perspectives of organization effectiveness. 2. Scanning through the chapter titles of this book, which topics seem to dominate Pixar’s organization practices? Why would these practices be emphasized...
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... Norway”. It will also be studied the internal consistency of HR of both firms and how they achieved competitive advantages, success and conclusively touched the highest position through HPWS theory into the practices. Yet, both travel firms were monitored accordingly different methods like age, ownership, range of the company, competitive strategy, labour law and national framework, whereas both travel companies were accomplished success applying theory of HPWS into the practice. Generally, the Airport Express Train (AET) and the Southwest Airlines (SA) travel businesses are suggested to follow ‘the chain of impact framework’ as a recommendation for future success in travel business. This report will explain also how the HR and HPWS models are applied in this case. For example, SA company considered they can gain success continuously in any hard position like time of Great Recession (2009) because of the strengths of employee that’s why they contribute main concern to the employee of their company. Contents Page Number of page...
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...APPRAISAL 5 3.1 EFFECTIVE PERFOMANCE APPRAISAL SYSTEM 5 3.1.1 DESIGN INPUT 6 3.1.2 TRAINING APRAISERS 6 3.1.3 FORMAL AND INFORMA METHODS 6 3.1.4 APPRAISAL SYSTEM EVALUATION 7 3.2 EVALUATION OF THE THREE COMPANIES 7 3.2.1 ZULULAND ANTHRACITE COLLIERY (PTY) LTD (ZAC) 7 3.2.2 ST JOHN 8 3.2.3 CHEP 9 4 REWARDS SYSTEMS 12 4.1 THE AIMS OF REWARDING EMPLOYEES 12 4.2 REQUIREMENTS FOR AN EFFECTIVE REWARD SYSTEMS 12 4.2.1 Attract talented employees 13 4.2.2 Retain talented employees 13 4.2.3 Motivation 13 4.2.4 Legal considerations 13 5 PERFORMANCE APPRAISAL AND REWARD SYSTEMS 14 5.1 ZULULAND ANTHRACITE COLLIERY 14 5.2 ST JOHN 14 5.3 CHEP 14 6 IMPROVING PERFORMANCE APPRAISAL AND REWARDS SYSTEMS 15 6.1 OBSERVATIONS AND RECOMMENDATIONS 15 6.1.1 ST JOHN 15 6.1.2 CHEP 16 7 CONCLUSION 17 8 LIST OF SOURCES 17 EXECUTIVE SUMMARY Grobler et al (2011:293), describes performance management as a process which significantly affects organisational success by having managers and employees work together to set expectations, review results and reward performance. In www.wikipedia.org; it is said that performance management includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. Performance management should be done within a specified...
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...S T R AT E G I C P L A N 2007 - 2011 education Department: Education REPUBLIC OF SOUTH AFRICA DEPARTMENT OF EDUCATION Strategic Plan 2007-2011 1 Mrs Naledi Pandor, MP Minister of Education Mr Enver Surty, MP Deputy Minister of Education 2 Mr Duncan Hindle Director - General: Education TABLE OF CONTENTS 1. Statement by the Minister of Education 4 2. Legislative mandates 6 3. Vision, mission and values 9 4. Introduction by the Director-General 11 5. Five-year Broad Priorities 12 6. Five-year Branch Plans 15 7. Physical and Financial Asset Acquisition Plans including Information and Communications Technology 77 8. Administration Service Delivery Improvement Plans 83 9. Education Provision Service Delivery Improvement Plans 87 10. 2007/08 Operational Branch Plans 101 11. Statutory bodies 175 12. Structure of the Department 179 3 1. STATEMENT BY THE MINISTER OF EDUCATION, MRS NALEDI PANDOR, MP In my statement in the 2006 Strategic Plan, I indicated that Education received the largest share of the National Budget. This year Government has once again reaffirmed its commitment to the education system. Building on the transformation successes of the past but also recognizing the huge backlogs that exist in many parts for the system throughout the country, additional funds have been allocated to further address backlogs in the system. This investment is...
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