Understanding The Human Resource Analytics Model Commerce Essay

Understanding The Human Resource Analytics Model Commerce Essay Human Resource is defined as the division of the organization that deals with recruitment which include the hiring and firing, setting the organizations salary scale and other related benefits, staff performance, staff training and general issues that concern the employees of the organisation. The main objective of human resource is to assist the organization to meet its intended purpose by motivating, and retaining employees and also being able to manage them effectively and efficiently That is to say that the Human Resource approach seeks to ensure a balance between the administration of an organizations workforce, and the entire deliberated administration of the company (Marcus1999). Analytics models referrers to the approach that the human resources apply to ensure that the organizations are getting the best results in all areas concerned. This essay will focus on the existing models of human resources and try to bring out the best-applied models for efficiency and profitability of any given organization. Analytics models helps in various ways, potentiality and organization measurement systems in the absence of analytics models can be compared to someone searching for an item where theres light, and not necessarily where the item is likely to be found. Improvement in information technology often provides technological competence that is far beyond the capacity of the decision science and procedures to utilize them appropriately (Jeffrey P. (2002). Therefore it is quite usual to find organizations that have focused substantial resources creating sophisticated study and technology presentation within the measures of effectiveness, or measures that largely originate from the accounting system. The irony is that real insights are most likely to be found in location where there arent regular accounting systems. The substantial development in HR contracting out, where efficiency is often the core value intention and IT technology is the main device, has worsened this subject matter. Yet with faulty measures meant for the correct point may be more shinning than very sophisticated measures forecasted in the wrong points. First of all a lot of commentators describe the behaviour of human resource specialists as sway from one problem to another. Trying to settle down disputes is one of the tasks involved, especially when conflicts are likely to explore. It is the duty of human resource gurus to take preventive measures, by initiating guidelines and training the staff on how to comply with those set guidelines, this is a good tool to use in managing crisis and risks. However a sincerely strategic duty for HR has shown elusive to most people (Marcus 1999). Being sincere, many HR experts earn their living by first looking down upon HR as not being limited on strategic contribution, and thus offering a solution, which can be used to bring out a concrete solution. Most of these solutions include scorecards or dashboards of tracking down and reporting the results of realizing the proposed policies. There are a number of theoretical models which go way beyond the recording model of measurement, to critically check the reason why the use of the particular measures. This method is known as HR analytics. In the recent years HR analytics has been on the forefront with the view of many publications introducing official models. Theoretical explanations and some study outcome have been stressed, and the procedural standards required in setting up the need of HRM programs and participation. A totally efficient HR ability, nonetheless, is able to deliver substantial approach towards the difference between human resource management implementation and programs involvement in the overall employees and organization performance. Among other outcomes, an effective HR will be able to give priority to human capital on the basis of the organizational value, which they produce; it should also provide essential input towards the financial and operational strategy (Brian and David 2001). This should also be able to recognize that the organization have the people potentiality in order to be able to meet the adjustment in business environment and structure. It should also be able to support large number of employees in revolution, where the traditional HR, training and growth roles are restructure and put in with the new business plans. According to the LAMP model, there are four major components, which are critical to strategic change. These components include: Logic, Analytics, Measures and Process (Cascio and Boudreau 2008). It is believed that lack of proper logic, and then it will not be possible to predict the future. The logic component of any measurement system gives the story behind and the relationship between the numbers and the effects and the results. A good examples take account the components of revenue costs, the elements which determine the value of better selection, and the connections that associate employee well-being and crucial business end products. Improper logic is always the reason behind the why most HR experts use proper measurement systems, but dont make sense at all to the involved parties. Where proper logic is in place then, it is quite easy to assist other managers outside the HR career to comprehend and utilize the measurement systems to improve their judgment (Casicio and Boudreau 2008). In the measuring the employee turnover, there has been much argument in relation to suitable guidelines to be used in calculating turnover and its costs, or the accuracy and the probability on how employee turnover should be calculated. The current turnover-reporting systems may be estimated as turnover rates for almost any employee group and business section. Equipped with such systems, heads of departments slice and dice the statistics in various ways, each supervisor following his or her own best theory regarding turnover and why it matters. In most cases, the theories are never good enough and thus measures may not help, thus, LAMP model does not support good measurement. The other element, which the LAMP model focuses on, is process. Whereas measurement have influence on decision making and performance, and those take place within a huge organization, knowledge of structure, and organizational social customs. Consequently, efficient measurement method must match with a change management procedure that replicates values of training and transfer of knowledge. Thus, human resource measures and the reason that supports it are part of change process. The first step in effective measurement is to make managers to understand that HR investigation is achievable and helpful. The way forward is not automatically to present a very complicated analysis. Rather the best method could be to present fairly straightforward measures and analyses that correspond with the psychological models, which might be already in use. Estimating turnover costs can show how millions of dollars can be conserved with decline on turnover (Cascio and Boudreau 2008). Other managers outs ide HR have said that a turnover-cost analysis was the initial step in realizing that skill and company decisions had substantial outcome on the profits and accounting procedures, which they can relate with. Apparently, measuring only the cost of turnover is not enough for proper decision-making. Managers may trim down the number of applicants who should be interviewed by raising the criteria for selection. The lower the standards, the bigger the number of applicants will apply and the lesser interviews will be carried out to fill a vacant position. Obviously, reducing the standards will bring issues that far overshadow the cost savings by conduction less interviews! However, the process element of the LAMP framework is a reminder that the best way to introduce a change process may be first to look at the turnover costs, to establish early awareness that the same method used for accounting, operational, and marketing investments can also be used in human resources. According to the Human Capital Management HCM model, any organization that intends to get the best results has to connect investments in workforce to bottom-line organization outcome. Some evidence has proved the link between employee development and strategic profits. For example, companies that devote proper HR strategies seem to attain enhanced profits compared to the ones that use other ancient approaches. Although it still not clear whether a good HR management enhances better financial performance or whether better financial performance enables a more strategic tactic to HR management similar problem is there in the research for employee motivation. Thus, the ability of success in organizations that pays well and facilities than other organization can lead employees high turnover rate in the poor paying organizations (Fitz-Enz 2010). Secondly, from the investment point of view, it is also required that measures be useful. Managers would like to know where to invest for future -both in terms of the type of talents that the employees require in order to accomplish the companys long-term plan. In terms of the type of human resources potentiality the organization requires to achieve, nurture and maintain employees with such talents. For example, HR managers and their colleagues in accounts and marketing want to evaluate the risks related to people in relation to the latest technology, new markets and new requirements. The higher performance needs managing human capital currently and even for the future to be able to manage in a way that is in line with the companys strategic goals (Fitz-Enz 2010). Both the LAMP model and HCM model agree on the issue of measurement. The only difference is that the HCM model puts more weight on expansion against increase is a subject of both aggressive environment and planning, but following its ability to produce value is a limited set of abilities or implementation drivers, for example, its capability to come up with new ideas, to fulfill customers needs and to produce quality. The challenge of effectively linking human capital development to financial performance is three-phases: first of all measures must take into account direct and indirect consequence, secondly the procedure must be straightforward, repeatable and gives a possible result; and lastly outcome require to be put together so that strategies and prediction can depend on it. While LAMP model cconcentrates on more time and interest is given to improve the quality of HR measures, based on issues such as suitability, comprehensiveness, consistency and reliability. These are definit ely essential principles, but missing a framework, they can be performing far beyond their optimal standards or they can be applicable to areas where they have less effect. It continues to say that accuracy alone is not a solution. There are a number of ways that human resource can be able to measure more precisely and accurately. These measures involve finances, which should be focused on where it has the biggest profit, not just where progress is quite noticeable. Companies mostly give more interest to some fundamentals of their tangible stocks more than others. Sure enough, a famous theory is the 80-20 rule which implies that 80 percent of the crucial difference in stocks costs or quality is usually determined by 20 percent of the tangible stocks (Cascio Boudreau 2008). That is to say, whereas companies actually aim at 100 percent of their stocks, they end up with the significant 20 percent with more accurate, more reliable, and with bigger responsibility decision-making. The employee turnover is not equally significant all over. But becomes significant where turnover costs are extremely high, or it corresponds to a significant risk to profits or crucial companys possessions. For example when an employees leaves the organization and goes with a good number clients with them or when they have a wealth of knowledge that is not easy to replace, it is alright to trace turnover keenly and with greater accuracy. However, this is not to say that you keep on reporting on turnover. It simply implies that the turnover measurements in such conditions should look particularly on what more important. If turnover is a threat because to the loss of major capabilities, then the rate of turnover should be stratified to identify those with unique talent from others. If turnover is a threat because of losing clients when the employees leave, then the rate of turnover should not look on differences on talents, but rather should be stratified in accordance with the risks of losing clients. In the absence of a general logic on how turnover affects organization or its growth, managers may have assumption which may be wrong or harmful (Cascio and Boudreau 2008). Conversely Education is also a very important aspect of change process. The return-on-investment (ROI) principal from finance is essentially a powerful instrument for enlightening leaders on the major equipment of financial assessment. Similarly, it is considered that HR measurements will be used more and more to inform components and will become surrounded within the organizations training and awareness frameworks. In human resources career, there are many logical structures, which include remuneration framework, employees motivation models, and also job contracts. All these are very handy, but they are not adequate enough to link decisions about investments in human resource agendas to the set results. On the other hand, some have opted for a service-value-profit structure in regards to customer care. This framework requires a closer look to the relationship between HR and management customs, which affects the employee motivation and in the long affect the customer relation. In the case of affected customer relation the sales turnover is also affected and the general strategic goals. In my view, measuring is very important, but what should be measured is the major question. Most managers lack the knowledge of what is to be measured and how it should be measured. With proper training in place, all managers should be able to know how to handle these issues, be able to motivate and nurture employees to reduce the rate of turnover in order for the organization to realize maximum profits. With good incentives, employees can be retained and thus the organization will benefit from the wealth of knowledge and experience that these employees possess. It is better to have employees with good experience background in that field than to keep on training them of the job requirements and they are not retained, the organization ends up being a training ground and the turnover rate is still on the increase. Therefore I would prefer the LAMP model to HCM.

Hemp :: essays research papers

Hemp In the entire world, there has never been a plant quite as amazing as Cannabis Sativa. Being the world’s only renewable resource capable of solving many of it’s environmental, psychological, and economic problems, it is of no surprise that the plant has made quite an impact in the discovery of the New World. Cannabis Sativa, also known as; Hemp, cannabis hemp, Indian (India) hemp, true hemp, muggles, weed, pot, marijuana, reefer, grass, ganja, bhang, "the kind," dagga, and herb became an ideal plant to cultivate because of its many fine attributes. Depending on the culture, It’s leaves and flower tops were the first, second, or third most important and most used medicines for at least two thirds of the world’s people for at least 3,000 years. Cannabis hemp is by far, the strongest, most durable, longest lasting natural soft fiber, and the worlds most advanced plant family on the planet. Because it is Dioecious, having male, female and sometimes hermaphroditic qualities, it is easy to grow and cultivate. This tall, woody, herbaceous annual, reaching anywhere from 12 to 20 feet in one short growing season uses the sun more efficiently that any other plant on earth. It can be grown in any climate or soil condition on Earth, and is a premier renewable natural resource. Many countries found the plant appealing because of it’s abilities to flourish in extreme heat. The Arabs discovered that the sticky goo, or Hashish, that covered the flowers and leaves was a natural protectant against the sun, holding in moisture and repelling damaging heat. It’s ability to survive in temperatures of 100 degrees Fahrenheit made it ideal for mass production in the New World. Not to mention that it needs no chemicals to grow and has very few natural enemies. The Hemp plant was initially cultivated for it’s main two attributes, it’s hardiness and it’s useful fibers. Until the 1820’s in America, 80 percent of all textiles and fabrics used for clothing, tents, bed sheets, and linens were made principally from the fibers of Cannabis. Until 1883, from 75-90% of all paper in the world was made with cannabis hemp fiber including that for books, Bibles, maps, paper money, stocks and bonds, newspapers, etc. Everything from rugs, diapers, drapes, quilts, towels, rags, and even our nation’s flag were made possible by Hemp. The rest of the world used it’s fibers well into the 20th century and most countries still rely on it for the bulk of their paper and textile industries.

Overseas Employment Essay

Overseas employment refers to employment of a worker outside a country. Overseas employment has been part of Filipino households’ lives. It provides opportunities for developing responsibility, flexibility, and self-resilience. It can also prepare individuals for an international career change that can lead to a satisfying life working overseas. Approximately eight million Filipinos overseas are permanent residents, temporary workers, or irregular migrants. Majority are temporary workers known as Overseas Filipino Workers (OFW). Although, there are some who leave the country for tourism and other purposes but they eventually overstay, seek employment, and become irregular workers overseas. There are different reasons for individuals to work abroad. To earn money, to meet new companions, to be more skilled, etc. The reasons for working overseas are unlimited – from a desire to travel, learn new ways of living, learn a new language, to developing a stronger career with international experience in your field. Overseas jobs can give you the chance to take on more responsibility and develop some new skills, particularly in the area of cross-cultural communications. The challenges you’ll meet will call on your creativity and resourcefulness. For us students, it helps to solidify our life purpose, or launches us in an exciting new direction with our career aspirations. Hence, this paper aims to answer the following questions: 1. What is Overseas Employment? 2. What are the purposes and effects of Overseas Employment? What is Overseas Employment? Overseas came from Middle English â€Å"overse† while employment came from Middle French â€Å"empleier†, from Latin â€Å"implicare† which means â€Å"to enfold, involve, be connected with†, itself from in- â€Å"in† + plicare â€Å"to fold†) + -ment. Overseas means pertaining to countries, associations, activities, etc., beyond the sea or abroad and employment means an occupation by which a person earns a living; work; business. Overseas employment is referred as the employment of a worker outside a country, including employment on board vessels plying international waters, covered by a valid employment contract. The nature of overseas employment is that for decades, the toil of solitary migrants has helped lift entire families and communities out of poverty. They have woven together the world by transmitting ideas and knowledge from country to country. The migrant workers have provided the dynamic human link between cultures, societies and economies. Will I need a work permit or visa? Yes. You can apply for it at the Philippine Embassy and don’t forget all of the documents that you need. How will I search for an appropriate job? Search for an appropriate job which fits and suits your personality. In that way, you will be comfortable and you can easily adapt your current situation when you are working abroad. How will I contact prospective employers? Contact the â€Å"legal recruiters†. Ask the government’s agencies if your employer has its permit to recruit and employ applicants like you. What are the purposes and effects of Overseas Employment? First, what agency is concern about the migration of the overseas workers here in the Philippines? P.O.E.A is the agency that handles the country’s overseas employment. It was created to promote and develop the overseas employment program and protect the rights of migrant workers. It goes hand in hand with Department of Foreign Affairs (DFA), Department of Labor and Employment (DOLE), and Overseas Workers and Welfare Administration (OWWA). DID YOU KNOW? Philippine is one of the most labor-sending country. Because of this, migration management has always been grounded on the goal to make labor migration work for the benefit of the migrant workers themselves, their families and society as a whole. Reasons of working abroad To earn money on the road. Work equals money. Money is needed in traveling. Getting a job abroad is a great way to raise funds and keep your bank account happy; To learn new skills. Working abroad gives you the chance to do all sorts of crazy jobs you’d probably never even think of trying at home; To prove your independence. Generally speaking, jobs you land while on a working holiday won’t be the most challenging, career advancing in the world but many employers still look at time spent working abroad positively. Heading overseas, landing a job, sorting out a place to live and starting a new life takes some guts and clued up employers will take note; To meet the Locals. As you travel, you’ll meet locals. But chances are they will be in the tourist industry and will have a vested interest in being nice to you. If you really want to meet the locals and know their culture, you should fly abroad; To make lasting friendships. You will meet plenty of travelers, and mostly you’ll get along with people same as your nationality. Stopping to work will allow you the time to develop lasting, meaningful relationships with other travelers and co-workers; To get a feel for destination. As you hop from one country to another, it is normal to feel that you wanted to stay for that particular place for good, for everyday life; To experience real freedom. While you’re working abroad, you won’t exactly be free, but it is having or starting your new life. The whole world opens up to you. Having the confidence to head off anywhere in the world to make a living really gives a great sense of freedom. Once you feel as though you can go anywhere and still manage to support yourself, the world truly is your oyster; For Lots of energy. Majority of works and opportunities abroad requires people who if physically fit and have skills in physical activities that can work harder; Due to many options. Lots of companies hire young people that tend to work hard, don’t want to be concerned with the needing a job for the rest of their lives, and are willing to take part time work so that they can have a little bit fun; For activities galore. Different jobs in different place. You will discover that every place has its own culture and local attractions and way of life. You can spend free time in exploring; And for schedules to suit your taste. As you are working part-time, you will be able to spend extra time traveling, meeting new people and find out more about the world. Effects of working abroad Positive effects of working abroad are: The migrant workers earn more money, meet new people (foreigners and locals), and they get a chance to travel and explore. While the negative effects of working abroad are as follows: The migrant workers’ health were affected and the families’, discrimination, and no time for the family—with this, everyt hing follows. For overseas workers, yes you can have lots of money. It may be the quantity of money you could never imagine. Your salaries here in the Philippines may be doubled or tripled depending on the job you are fitted to and offered for. The salary that would help you and your family to build a house you’ve dreamed of, for your children to finish their studies, and for your own personal needs. Filipinos have the mentality of â€Å"Magtrabaho ka sa abroad. Mag-nurse ka. Malaki sweldo doon sa abroad† and so on an so forth. That’s why Philippines is one of the most labor-sending country. Being able to work abroad is passed on from generation to generation. The parent who is working abroad has the tendency to get his/her family to live in a particular country for good. Meet new people. Yes! You may have friends in your work or within the vicinity of the place you’re living at. Foreigners, particularly Americans, are friendly that they are defined as very approachable and helpful (based on researches and facts). You may also have friends same as your nationality. Like in Milan, OFWs in that place stated that they tend to have parties together to know who the Filipinos are living in the country same as them— to mingle and build friendship. One example of a positive effect of this is when a Filipino is heading off and flying back to the Philippines, other OFWs are asking him/her a favor. It may be giving money to the family left or packages. It’s very usual. Overseas workers can be called travelers. They build up their confidence and perseverance during their work in other countries. Usually, the Filipino heading off to a different country is alone. He/she get a chance to learn being independent, no one to count on, and he/she will be the one to count on by the family they left here in the Philippines. They serve as the bread winners and so they persevere for the benefits of their families. There may be positive effects but there are also negative effects—like broken families. It may not be literally broken that one of the parents divorces the other. But the thought that it’s not complete. It may be the mother, the father, or both are leaving. The effects are on both of them—the one who leaved and the people left. The one who leaved experience home sick. He/she misses his/her family but he/she has nothing to do knowing that being away from them will benefit them and give their family a more prosperous life. The people left experience hatred and of course missing the parent who leaved. Why hatred? Children who are left at an early age may grow with the thought of â€Å"Iniwan niya kami para magpakasaya doon kasi hindi nya kami mahal†. They will rebel against their family and especially the parent who left them. The movie â€Å"Anak† is a very good film to understand my point on this. Health. Being apart from your love ones will have an effect on your health, especially due to too much stressed, too much thinking, too much work, home-sick, sadness and other negative emotions. That’s why OFWs find time to meet people same with their nationality to reduce the emotions and stress. Discrimination. Why do I say so? Filipinos are known to be very patient, caring, clean, kind, and very hard working. By these, other foreigners tend to discriminate us, give us more work, less salary, and sometimes, for brutal foreigners, they hurt Filipinos. And worse, if you look for the word â€Å"Filipina† in a foreign dictionary, the meaning of it is â€Å"household or maid†Ã¢â‚¬â€(by Ms.Aquino). * As of today the Philippine state is pursuing its constitutional mandate to afford full protection to labor, local and overseas, organized and unorganized, and promote full employment and equality of employment opportunities for all. Filipinos work abroad. Why not work in the Philippines instead? Why leave your own country? Discussed from before, it’s because Filipino can’t sustain the needs of his/her family. So he/she needs to work abroad in order to earn more and give a better future for his/her family. So what are the disadvantage in the Philippines that Filipinos decide to work abroad instead? Unstable economic situation in the Philippines wherein the lack of confidence in the government to secure a better future for its citizens. Example of this is Corruption, right? People in high authority take the money from the people through Taxes and use them for their own leisure. High unemployment rate in the Philippines this has been a problem in the country that produces almost million college graduates on courses that are popular but whose demand is on decline. Example is the Fresh graduates who just join the labor force, this will the increase that competition for jobs available. Low salary offered by local companies this is the biggest reason why Filipinos are willing to work abroad because of the low salary offered by employers in the Philippines. Even nurses, engineers are paid poorly in spite of the skills they have through the 4 years course. Contractual employment arrangement this brings high unemployment rate due advantage to employers who simply hire people on contractual basis. Poor Benefits another disadvantage, examples of this is PhilHealth, Pag-IBIG, which is a monthly contribution that can significantly reduce the low-paid workers. OFWs are now pampered, OFWs are now covered by better protection, they are offered advantages in addition to being the nation’s new breed of heroes. It’s not so lonely to go abroad anymore we have so many Filipino communities have travelled all over the world, Filipino entertainers brought the overseas Filipino workers close to home. We have the availability of the Web to communicate with loved ones. Discrimination in job hiring in the Philippines this is very degrading as a Filipino, some are willing to get paid lower salaries and not enjoy benefits and paid holidays. We came up with the conclusion that, yes, there are a lot of benefits we can get in working overseas. Yes, we earn more money. And yes, we will have a better future. But because of that, we lose all the skilled workers that instead of serving and making the country more progressive, they migrate to different countries. What will happen to the Philippines then? Example of this is the tourist, the foreigners. They visit the Philippines because of the beautiful sceneries. Now instead of their information became ours, the little information we have is becoming theirs. Instead of us giving benefits to them, they rather give us the benefits. Why is this so? Because all of our skilled workers, or all of our professionals are owned by them. Philippines is a rich country, we don’t need to work abroad. We have jobs here. Job opportunities shouldn’t be â€Å"Out there† but it must be â€Å"here†. References Henderson, K. (2007). 7 reasons why working abroad is your best career move. Retrieved from http://matadornetwork.com/bnt/7-reasons-why-working-abroad-is-your-best-career-move/ Tomson, B. (2011). 10 good reasons to work abroad. Retrieved from http://www.ideamarketers.com/?10_Good_Reasons_To_Work_Abroad&articleid=419109 Overseas employment: choosing an international career (2008). Retrieved from http://www.best-career-match.com/overseas-employment.html Fung, J. B., & Tan, F.A. (2010). Preliminary considerations, Handbook on Overseas employment and Pleadings, 1-9 Pinoy OFW (2009). Reasons why many Filipinos like to work abroad. Retrieved from http://www.pinoy-ofw.com/news/355-reasons-why-many-filipinos-like-to-work-abroad.html

How to Make Invisible Ink With Baking Soda

Follow these easy instructions to make nontoxic invisible ink, in just a few minutes, using baking soda (sodium bicarbonate.) The advantages of using baking soda are that its safe (even for kids), simple to use, and readily available. Ingredients Baking sodaPaperWaterLight bulb (heat source)Paintbrush or swabMeasuring cupPurple grape juice (optional) Make and Use the Ink Mix equal parts water and baking soda.Use a cotton swab, toothpick, or paintbrush to write a message onto white paper, using the baking soda solution as ink.Allow the ink to dry.One way to read the message is to hold the paper up to a heat source, such as a light bulb. You can also heat the paper by ironing it. The baking soda will cause the writing in the paper to turn brown.Another method is to paint over the paper with purple grape juice. The message will appear in a different color. The grape juice acts as a pH indicator that changes color when it reacts with the sodium bicarbonate of baking soda, which is a base. Tips for Success If you are using the heating method, avoid igniting the paper; dont use a halogen bulb.Baking soda and grape juice react with each other in an acid-base reaction, producing a color change in the paper.The baking soda mixture can also be used more diluted, with one part baking soda to two parts water.Grape juice concentrate results in a more visible color change than regular grape juice. How It Works Writing a secret message in baking soda solution slightly disrupts the cellulose fibers in paper, damaging the surface. When heat is applied, the shorter, exposed ends of the fibers darken and burn before the undamaged sections of paper. If you apply too much heat, theres a risk of igniting the paper. For this reason, its best to use either the grape juice chemical reaction or else apply a gentle, controllable heat source.