FUTURE TECH - Case Study 3
13 years ago
Friday, November 27, 2009
Assignment 1 MIS 2
Think about yourself worthy to be called as IT professional, how do you see yourself 10 years from now, what are your strategies to get there? (at least 3000 words)
IT Professionals meet the challenges of running reliable and flexible enterprises. First you create your "big picture" of what you want to do with your life, and decide what large-scale goals you want to achieve. Second, you break these down into the smaller and smaller targets that you must hit so that you reach your lifetime goals. Finally, once you have your plan, you start working to achieve it.
Remember too that your goals will change as time goes on. Adjust them regularly to reflect growth in your knowledge and experience, and if goals do not hold any attraction any longer, then let them go.
The first question you need to answer is what you really want to be, to do and to have. You need to find out what you really want from life, what you value high and your life's priorities. Career test is a tool that is designed to help find your ideal career.
Ten years from now I see myself as a database specialist. Lots of things to look at, discover and explore as I face the real world. I will do the best of mine and I will succeed in my dreams and goals. After all of this struggles in life, I think someday I will be the central processor of the company that I will be working.
Database Specialist
-to measure your ability to design, implement and maintain databases, build client applications and administer security on databases.
-Database specialists manage and administer databases (large collections of computerized data). The Bureau of Labor Statistics considers database specialists, including administrators and managers, to be one of several computer specialist occupations. Other computer specialist occupations include computer scientist, network analysts, systems analysts and data communications analysts. The prevalence of computers and the growing amount of electronic data has created a favorable job market for database specialists, and according to the Bureau of Labor Statistics, the job market is expected to continue to grow through at least 2016.
-to provide decision makers with the knowledge needed to find departmental or corporate solutions.
The strategy of designing a custom software solution is to form a sequence of events in the development cycle from vision and scope through Design, Development, and Deployment followed by customer support. Implementing a custom software solution allows the function of the application to provide the essential information you need to excel in the marketplace.
Databases function in many applications, spanning virtually the entire range of computer software. Databases have become the preferred method of storage for large multiuser applications, where coordination between many users is needed. Even individual users find them convenient, and many electronic mail programs and personal organizers are based on standard database technology.
As a database specialist, you'll help develop and maintain a company's database system. A computer database stores information, or data, so that it can be easily retrieved, analyzed, and compared by departments throughout an organization. This data might include sales figures, budget information, or employee files. Widely used databases are Oracle, Sybase, File maker Pro, and Microsoft's SQL Server.
You'll work closely with other technical staff, especially software engineers and database administrators. You'll also spend a great deal of time assisting and instructing non-technical staff about how to use databases as they prepare reports and presentations. A database specialist might also be called a database analyst.
Tasks may include:
Conducting interviews with employees to determine organizational data needs
Assisting with database design and implementation
Troubleshooting and repairing database problems
Determining shortcomings of database system and recommending improvements
Performing backup procedures to protect the information within the database
Coordinating system testing to ensure system security and efficiency
Job Duties
Database specialists include database administers and database managers. Database administrators use database management software, including Oracle, MS Access and other database management programs. They identify the needs of the end user (the people providing and accessing the data) and set up databases to meet the data needs of the user. They assist with the transfer of existing data into new and more efficient database systems. They test the effectiveness of databases, modify and adjust database performance and queries as needed and resolve database problems. Finally, they ensure the security of the database, especially if the database is connected to the Internet.
Database managers oversee the creation of databases and supervise database administrators. They may also manage larger or more complex databases.
Working Conditions
Most database administrators work in office or laboratory settings. They generally keep regular hours but may be required to work overtime or evening shifts to resolve problems that arise. Some database administrators are able to work remotely and telecommute due to the electronic nature of their jobs. Risks include carpal tunnel and eyestrain from spending extensive time working on the computer.
Experience is paramount in the database specialist industry, and individuals with strong work experience may be hired even without the requisite educational background.
Lifetime Goals:
The first step in setting personal goals is to consider what you want to achieve in your lifetime (or by a time at least, say, 10 years in the future) as setting Lifetime Goals gives you the overall perspective that shapes all other aspects of your decision making.
To give a broad, balanced coverage of all important areas in your life, try to set goals in some of these categories (or in categories of your own, where these are important to you):
Artistic:
Do you want to achieve any artistic goals? If so, what?
Attitude:
Is any part of your mindset holding you back? Is there any part of the way that you behave that upsets you? If so, set a goal to improve your behavior or find a solution to the problem.
Career:
What level do you want to reach in your career?
Education:
Is there any knowledge you want to acquire in particular? What information and skills will you need to achieve other goals?
Family:
Do you want to be a parent? If so, how are you going to be a good parent?
Financial:
How much do you want to earn by what stage?
Physical:
Are there any athletic goals you want to achieve, or do you want good health deep into old age? What steps are you going to take to achieve this?
Pleasure:
How do you want to enjoy yourself? - You should ensure that some of your life is for you!
Public Service:
Do you want to make the world a better place? If so, how?
As you do this, make sure that the goals that you have set are ones that you genuinely want to achieve, not ones that your parents, family, or employers might.
Techniques :
1.) Time management skills and techniques
Time management skills are your abilities to recognize and solve personal time management problems. The goal of these time management lessons is to show you what you can do to improve those skills.
With good time management skills you are in control of your time and your life, of your stress and energy levels. You make progress at work. You are able to maintain balance between your work, personal, and family lives. You have enough flexibility to respond to surprises or new opportunities.
All time management skills are learnable. More than likely you will see much improvement from simply becoming aware of the essence and causes of common personal time management problems. With these time management lessons, you can see better which time management techniques are most relevant for your situation.
Just get started with them. Many of your problems gradually disappear.
If you already know how you should be managing your time, but you still don't do it, don't give up. What you may be overlooking is the psychological side of your time management skills, psychological obstacles hidden behind your personality.
Depending on your personal situation, such obstacles may be the primary reason why you procrastinate, have difficulties saying no, delegating, or making time management decisions. The psychological component of your time management skills can also be dealt with. The time management skills information below will point at a relevant solution for your situation.
2.) Planning
What is planning and why I need to plan:
Planning is one of the most important project management and time management techniques. Planning is one of my strategies. Planning is preparing a sequence of action steps to achieve some specific goal. If you do it effectively, you can reduce much the necessary time and effort of achieving the goal. You either spend much time on deciding what to do next, or you are taking many unnecessary, unfocused, and inefficient steps.
How to write an action plan:
When writing an action plan to achieve a particular goal or outcome, you can get much help from the following steps.
Clarify your goal. Can you get a visual picture of the expected outcome? How can you see if you have reached your destination? What does make your goal measurable? What constraints do you have, like the limits on time, money, or other resources.
Write a list of actions. Write down all actions you may need to take to achieve your goal. At this step focus on generating and writing as many different options and ideas as possible. Take a sheet of paper and write more and more ideas, just as they come to your mind. While you are doing this, try not to judge or analyze.
Analyze, prioritize, and prune. Look at your list of actions. What are the absolutely necessary and effective steps to achieve your goal? Mark them somehow. After that, what action items can be dropped from in the plan without significant consequences for the outcome. Cross them out.
Organize your list into a plan. Decide on the order of your action steps. Start from looking at your marked key actions. For each action, what other steps should be completed before that action? Rearrange your actions and ideas into a sequence of ordered action steps. Finally, look at your plan once again. Are there any ways to simplify it even more?
Monitor the execution of your plan and review the plan regularly. How much have you progressed towards your goal by now? What new information you have got? Use this information to further adjust and optimize your plan.
3.) Personal goal setting
-is the wisdom that comes out of a lot of practical experience and psychology research to help you direct your conscious and subconscious decisions towards success, building up your motivation to achieve your personal or business goals.
-Goal setting is a powerful process for thinking about your ideal future, and for motivating yourself to turn this vision of the future into reality.
-The process of setting goals helps you choose where you want to go in life. By knowing precisely what you want to achieve, you know where you have to concentrate your efforts. You'll also quickly spot the distractions that would otherwise lure you from your course. Goal setting techniques are used by top-level athletes, successful business-people and achievers in all fields. They give you long-term vision and short-term motivation. They focus your acquisition of knowledge and help you to organize your time and your resources so that you can make the very most of your life
Goal Setting Tips:
The following broad guidelines will help you to set effective goals:
State each goal as a positive statement: Express your goals positively – 'Execute this technique well' is a much better goal than 'Don't make this stupid mistake.'
Be precise: Set a precise goal, putting in dates, times and amounts so that you can measure achievement. If you do this, you will know exactly when you have achieved the goal, and can take complete satisfaction from having achieved it.
Set priorities: When you have several goals, give each a priority. This helps you to avoid feeling overwhelmed by too many goals, and helps to direct your attention to the most important ones.
Write goals down: This crystallizes them and gives them more force.
Keep operational goals small: Keep the low-level goals you are working towards small and achievable. If a goal is too large, then it can seem that you are not making progress towards it. Keeping goals small and incremental gives more opportunities for reward. Derive today's goals from larger ones.
Set performance goals, not outcome goals: You should take care to set goals over which you have as much control as possible. There is nothing more dispiriting than failing to achieve a personal goal for reasons beyond your control. In business, these could be bad business environments or unexpected effects of government policy. In sport, for example, these reasons could include poor judging, bad weather, injury, or just plain bad luck. If you base your goals on personal performance, then you can keep control over the achievement of your goals and draw satisfaction from them.
Set realistic goals: It is important to set goals that you can achieve. All sorts of people (employers, parents, media, society) can set unrealistic goals for you. They will often do this in ignorance of your own desires and ambitions. Alternatively you may set goals that are too high, because you may not appreciate either the obstacles in the way or understand quite how much skill you need to develop to achieve a particular level of performance.
References:
http://www.time-management-guide.com/planning.html
http://www.mindtools.com/page6.html
http://www.pathwaystotechnology.org/jobs/jb_29.html
Thursday, October 1, 2009
Assignment 9 HRM
Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)
Human resource management is one of the most populer decipline as the days are becoming more and more competitive you need to have the best possible people. apart from hiring retaining and getting the best productivity,industrial relations,compensation,performance appraisal are the specialised aspect and unlike old time it can not be handled by any manager. you need to have a well equipped Human resource department headed by a very senior HR professional.today HRM is as importantas Finance or Marketing and operation
Human Resource Management: Nature
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:
It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees develop their potential fully.
It encourages employees to give their best to the organization.
It is all about people at work, both as individuals and groups.
It tries to put people on assigned jobs in order to produce good results.
It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
It tries to build and maintain cordial relations between people working at various levels in the organization.
It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
Human Resource Management: Scope
The scope of HRM is very wide:
Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Human Resource Management: Role
Human resources have two roles in risk management. First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility, or a key employee leaving two months after completion of a one-year training program. Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected problems, employees going the extra mile for the good of the organization, a key employee redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading a talented friend to apply for a position in the business.
Human resources include more than regular full-time employees. They include all management and labor personnel, family and non-family members, full-time and part-time people, and seasonal and year-round employees.
Human resources play important roles in farm businesses of all sizes. Orientation and training matter as much for one employee as for 20 employees. A business with just two people can have serious conflicts that jeopardize the business’ continuity and success. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible.
Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural calamities, and ways to deal with the risk. Risk management has paid little attention to human resources and human resource calamities such as divorce, chronic illness, accidental death, or the impact of interpersonal relations on businesses and families. Including human resources in risk management reflects the fact that people are fundamental to accomplishing farm goals. Human resources affect most production, financial, and marketing decisions. People can help or get in the way of accomplishing what managers have planned.
Human resource management is one of the most populer decipline as the days are becoming more and more competitive you need to have the best possible people. apart from hiring retaining and getting the best productivity,industrial relations,compensation,performance appraisal are the specialised aspect and unlike old time it can not be handled by any manager. you need to have a well equipped Human resource department headed by a very senior HR professional.today HRM is as importantas Finance or Marketing and operation
Human Resource Management: Nature
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:
It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees develop their potential fully.
It encourages employees to give their best to the organization.
It is all about people at work, both as individuals and groups.
It tries to put people on assigned jobs in order to produce good results.
It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
It tries to build and maintain cordial relations between people working at various levels in the organization.
It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
Human Resource Management: Scope
The scope of HRM is very wide:
Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Human Resource Management: Role
Human resources have two roles in risk management. First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility, or a key employee leaving two months after completion of a one-year training program. Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected problems, employees going the extra mile for the good of the organization, a key employee redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading a talented friend to apply for a position in the business.
Human resources include more than regular full-time employees. They include all management and labor personnel, family and non-family members, full-time and part-time people, and seasonal and year-round employees.
Human resources play important roles in farm businesses of all sizes. Orientation and training matter as much for one employee as for 20 employees. A business with just two people can have serious conflicts that jeopardize the business’ continuity and success. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible.
Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural calamities, and ways to deal with the risk. Risk management has paid little attention to human resources and human resource calamities such as divorce, chronic illness, accidental death, or the impact of interpersonal relations on businesses and families. Including human resources in risk management reflects the fact that people are fundamental to accomplishing farm goals. Human resources affect most production, financial, and marketing decisions. People can help or get in the way of accomplishing what managers have planned.
Assignment 9 MIS
Identify an information environment of your choice and write an essay to address the following questions: (3000 words)
• What should be your role within this environment?
• How can the principles of information organization and representation help you in performing this role?
• What are the challenges facing you in performing the role? How will you address these challenges?
Introduction
Information technology (IT) has affected our life profoundly – one can work, do shopping and keep in touch with far-away relatives with an inexpensive personal computer. IT has had a major impact on education as well. Firstly,
it has highlighted the importance of continuous IT education that makes it possible to use changing technology. Secondly, IT has introduced new tools for educators and students to be used in the learning process. Thirdly, there
has been an explosion in teaching and learning with new technology. The pace of technological change continues as ever smaller, portable computers are being introduced that make it possible to connect anywhere and anytime. However, it can be argued whether technology is being utilized so that it facilitates learning in the best possible way.
Here we look at the role of information technology in education and continue discussion with a modern learning environment, here called a meta-learning environment. A meta-learning environment is defined as a platform for studying and it should integrate technology into the learning process.The focus of this article is on adult education and distance learning. In this setting mastering the technology and the "media mix" are challenges for all involved in the learning process. Technology can be utilized in education in several ways. This continuum starts
from information delivery and ends with cognitive tools. Information delivery means that technology is used primarily to
access and deliver information that is categorized and stored into digital format. For example, a library system may be considered as an information delivery system. Cognitive tools refer to adaptive technology or systems that are developed to support and improve the learning process . However, the difference between information delivery oriented systems and cognitive tools is not very clear.
For example, Reeves claims that the World Wide Web (WWW) is a cognitive tool because it focuses on creating
knowledge and should therefore not be considered as an information delivery system alone. Both information delivery systems and cognitive tools are part of the learning environment and the learning process. The difference between concepts learning environment and learning process is the same as with words teaching, studying and learning. The learning environment is defined as a place to study, an environment for the learning process.Today many learning environments take advantage of information technology and are built to a WWW-format or they connect to the Internet using a WWW-interface. As a result, a single computer connected to the Internet and running a WWW-browser can be used for ubiquitous access. It is clear that the learning material must be organized within a meaningful structure.
In modern, computer-based learning environments the navigational logic relies on links that bind information together so that it makes sense. This navigational support is also called logistics . Ideally, the logistics system recognizes
the user and delivers only the content that the user needs. The logistics system of a computer-based learning environment may also be seen as an intelligent agent or tutoring system and in a broader sense
it is a human interface to the system. Therefore, the usefulness of the modern learning environment depends
on the navigational logic and the interface to the system. Advances in technology provide new tools for educators and students to be used in the learning process. Today students need to be skilled computer users and able to deal with different types of media in order to study effectively. However, technical expertise alone is not enough – one must know what to study, where to find information, what to do next etc. Therefore special attention is needed to orientate students to use technology so that they learn to study in a modern learning environment.
In this study the focus is on adult students. It is also likely that some adult students may not be familiar with computers and information technology. In addition, they have not been in school for several years and therefore may
not be used to studying. Consequently, adult students need advice and help in both using modern technology in studying, and in the studying itself. Here we argue that a meta-learning environment can help students in the learning
process. A meta-learning environment is defined as a platform for studying and it should integrate technology and resources so that they empower the learning process. In this article we look at the development of a learning environment using the meta-learning environment approach. The theoretical contribution is in the recognition of key dimensions of the meta-learning environment. They provide a promising framework for developing learning environments in the digital age.
What is Meta-Learning?
Definition:
Metalearning in education Originally described by Donald B. Maudsley as "the process by which learners become aware of and increasingly in control of habits of perception, inquiry, learning, and growth that they have internalized". Maudsely sets the conceptual basis of his theory as synthesized under headings of assumptions, structures,change process, and facilitation. Five principles were enunciated to facilitate meta-learning. Learners must: (a) have a theory, however primitive; (b) work in a safe supportive social and physical environment; (c) discover their rules
and assumptions; (d) reconnect with reality-information from the environment; and (e) reorganize themselves by changing their rules/assumptions.
The idea of metalearning was later used by John Biggs to describe the state of ‘being aware of and taking control of one’s own learning’. You can define metalearning as an awareness and understanding of the phenomenon of learning itself as opposed to subject knowledge. Implicit in this definition is the learner’s perception of the learning context, which includes knowing what the expectations of the discipline are and, more narrowly, the demands of a given learning task. Within this context, metalearning depends on the learner’s conceptions of learning, epistemological beliefs, learning processes and academic skills, summarized here as a learning approach. A student who has a high level of metalearning awareness is able to assess the effectiveness of her/his learning approach and regulate it
according to the demands of the learning task. Conversely, a student who is low in metalearning awareness will not be able to reflect on her/his learning approach or the nature of the learning task set. In consequence, s/he will be unable to adapt successfully when studying becomes more difficult and demanding.
Meta learning is the dynamic process whereby a system manages to dissolve limiting dynamics such as point attractors and limit cycles that impede effective action and evolve liberating and creative dynamics represented by complex attractors whose trajectories in phase space, by never repeating themselves, can portray creative and innovative processes.These trajectories have a fractal nature, hence their complex order in which highly creative processes are possible. High performance teams are able to "meta learn" and this differentiates them from the
inability of low performance teams to transcend their limiting behaviors that impede innovation and creativity (Losada, 1999; Losada & Heaphy, 2004; Fredrickson & Losada, 2005).
The meta learning model was derived from thousands of time series data generated at two human interaction laboratories in Ann Arbor, Michigan, and Cambridge, Massachusetts. These time series portrayed the
interaction dynamics of business teams doing typical business tasks such as strategic planning. These teams were classified into three performing categories: high, medium and low. Performance was evaluated by the profitability of the teams, the level of satisfaction of their clients, and 360-degree evaluations. The meta learning model comprises three state variables and one control parameter. The control parameter is connectivity and reflects the level of attunement and responsiveness that team members have to one another. The three state variables are inquiry-advocacy,
positivity-negativity, and other-self external-internal focus. The state variables are linked by a set of nonlinear differential equations Losada, 1999; Fredrickson & Losada, 2005; for a graphical representation of the meta learning model see Losada & Heaphy, 2004. When connectiviy is low, there is preponderance of advocacy and self orientation and more negativity than positivity. When connectivity is high there is a dynamical equilibrium between inquiry and advocacy as well as internal and external focus and the ratio of positivity-to-negativity is at least 2.9. This ratio is known as the, because it separates high from low performance teams as well as flourishing from languisning in individuals and relationships; Waugh & Fredrickson, 2006; Fredrickson, 2009.
• What should be your role within this environment?
• How can the principles of information organization and representation help you in performing this role?
• What are the challenges facing you in performing the role? How will you address these challenges?
Introduction
Information technology (IT) has affected our life profoundly – one can work, do shopping and keep in touch with far-away relatives with an inexpensive personal computer. IT has had a major impact on education as well. Firstly,
it has highlighted the importance of continuous IT education that makes it possible to use changing technology. Secondly, IT has introduced new tools for educators and students to be used in the learning process. Thirdly, there
has been an explosion in teaching and learning with new technology. The pace of technological change continues as ever smaller, portable computers are being introduced that make it possible to connect anywhere and anytime. However, it can be argued whether technology is being utilized so that it facilitates learning in the best possible way.
Here we look at the role of information technology in education and continue discussion with a modern learning environment, here called a meta-learning environment. A meta-learning environment is defined as a platform for studying and it should integrate technology into the learning process.The focus of this article is on adult education and distance learning. In this setting mastering the technology and the "media mix" are challenges for all involved in the learning process. Technology can be utilized in education in several ways. This continuum starts
from information delivery and ends with cognitive tools. Information delivery means that technology is used primarily to
access and deliver information that is categorized and stored into digital format. For example, a library system may be considered as an information delivery system. Cognitive tools refer to adaptive technology or systems that are developed to support and improve the learning process . However, the difference between information delivery oriented systems and cognitive tools is not very clear.
For example, Reeves claims that the World Wide Web (WWW) is a cognitive tool because it focuses on creating
knowledge and should therefore not be considered as an information delivery system alone. Both information delivery systems and cognitive tools are part of the learning environment and the learning process. The difference between concepts learning environment and learning process is the same as with words teaching, studying and learning. The learning environment is defined as a place to study, an environment for the learning process.Today many learning environments take advantage of information technology and are built to a WWW-format or they connect to the Internet using a WWW-interface. As a result, a single computer connected to the Internet and running a WWW-browser can be used for ubiquitous access. It is clear that the learning material must be organized within a meaningful structure.
In modern, computer-based learning environments the navigational logic relies on links that bind information together so that it makes sense. This navigational support is also called logistics . Ideally, the logistics system recognizes
the user and delivers only the content that the user needs. The logistics system of a computer-based learning environment may also be seen as an intelligent agent or tutoring system and in a broader sense
it is a human interface to the system. Therefore, the usefulness of the modern learning environment depends
on the navigational logic and the interface to the system. Advances in technology provide new tools for educators and students to be used in the learning process. Today students need to be skilled computer users and able to deal with different types of media in order to study effectively. However, technical expertise alone is not enough – one must know what to study, where to find information, what to do next etc. Therefore special attention is needed to orientate students to use technology so that they learn to study in a modern learning environment.
In this study the focus is on adult students. It is also likely that some adult students may not be familiar with computers and information technology. In addition, they have not been in school for several years and therefore may
not be used to studying. Consequently, adult students need advice and help in both using modern technology in studying, and in the studying itself. Here we argue that a meta-learning environment can help students in the learning
process. A meta-learning environment is defined as a platform for studying and it should integrate technology and resources so that they empower the learning process. In this article we look at the development of a learning environment using the meta-learning environment approach. The theoretical contribution is in the recognition of key dimensions of the meta-learning environment. They provide a promising framework for developing learning environments in the digital age.
What is Meta-Learning?
Definition:
Metalearning in education Originally described by Donald B. Maudsley as "the process by which learners become aware of and increasingly in control of habits of perception, inquiry, learning, and growth that they have internalized". Maudsely sets the conceptual basis of his theory as synthesized under headings of assumptions, structures,change process, and facilitation. Five principles were enunciated to facilitate meta-learning. Learners must: (a) have a theory, however primitive; (b) work in a safe supportive social and physical environment; (c) discover their rules
and assumptions; (d) reconnect with reality-information from the environment; and (e) reorganize themselves by changing their rules/assumptions.
The idea of metalearning was later used by John Biggs to describe the state of ‘being aware of and taking control of one’s own learning’. You can define metalearning as an awareness and understanding of the phenomenon of learning itself as opposed to subject knowledge. Implicit in this definition is the learner’s perception of the learning context, which includes knowing what the expectations of the discipline are and, more narrowly, the demands of a given learning task. Within this context, metalearning depends on the learner’s conceptions of learning, epistemological beliefs, learning processes and academic skills, summarized here as a learning approach. A student who has a high level of metalearning awareness is able to assess the effectiveness of her/his learning approach and regulate it
according to the demands of the learning task. Conversely, a student who is low in metalearning awareness will not be able to reflect on her/his learning approach or the nature of the learning task set. In consequence, s/he will be unable to adapt successfully when studying becomes more difficult and demanding.
Meta learning is the dynamic process whereby a system manages to dissolve limiting dynamics such as point attractors and limit cycles that impede effective action and evolve liberating and creative dynamics represented by complex attractors whose trajectories in phase space, by never repeating themselves, can portray creative and innovative processes.These trajectories have a fractal nature, hence their complex order in which highly creative processes are possible. High performance teams are able to "meta learn" and this differentiates them from the
inability of low performance teams to transcend their limiting behaviors that impede innovation and creativity (Losada, 1999; Losada & Heaphy, 2004; Fredrickson & Losada, 2005).
The meta learning model was derived from thousands of time series data generated at two human interaction laboratories in Ann Arbor, Michigan, and Cambridge, Massachusetts. These time series portrayed the
interaction dynamics of business teams doing typical business tasks such as strategic planning. These teams were classified into three performing categories: high, medium and low. Performance was evaluated by the profitability of the teams, the level of satisfaction of their clients, and 360-degree evaluations. The meta learning model comprises three state variables and one control parameter. The control parameter is connectivity and reflects the level of attunement and responsiveness that team members have to one another. The three state variables are inquiry-advocacy,
positivity-negativity, and other-self external-internal focus. The state variables are linked by a set of nonlinear differential equations Losada, 1999; Fredrickson & Losada, 2005; for a graphical representation of the meta learning model see Losada & Heaphy, 2004. When connectiviy is low, there is preponderance of advocacy and self orientation and more negativity than positivity. When connectivity is high there is a dynamical equilibrium between inquiry and advocacy as well as internal and external focus and the ratio of positivity-to-negativity is at least 2.9. This ratio is known as the, because it separates high from low performance teams as well as flourishing from languisning in individuals and relationships; Waugh & Fredrickson, 2006; Fredrickson, 2009.
Wednesday, September 30, 2009
Assignment 4 HRM
In this activity, we were tasked to write our own view or opinion on how the university can help us achieve what we want to be in the future. In my previous assignments, I stated there to become a Database Administrator.
Being an IT student of University of Southeastern Philippines is a life-size opportunity for me. This university is equipped with high level standards of education which produces skilled and trained students.
In our department, Institute of Computing had good mentors, teachers, and instructors and a good facility, but there’s a big BUT, one of our problem is our laboratory. Whenever we had a computer laboratory we always had a hard time in choosing a good unit because some units in the laboratory are not working properly especially when you are in the middle of your work. And it can ruin your day because it can affect your grades. Regarding this, if we have good computers in our laboratory it is a big help to us to achieve our dreams in the future, within this we can improve or enhance our skills in dealing with our programs and other matters. I’m not saying this to devastate our department but to imply our government with our problem. In this difficulty, we are challenge to work very hard so that we can graduate on time and become professionals in the future.
God Bless us all..!
Being an IT student of University of Southeastern Philippines is a life-size opportunity for me. This university is equipped with high level standards of education which produces skilled and trained students.
In our department, Institute of Computing had good mentors, teachers, and instructors and a good facility, but there’s a big BUT, one of our problem is our laboratory. Whenever we had a computer laboratory we always had a hard time in choosing a good unit because some units in the laboratory are not working properly especially when you are in the middle of your work. And it can ruin your day because it can affect your grades. Regarding this, if we have good computers in our laboratory it is a big help to us to achieve our dreams in the future, within this we can improve or enhance our skills in dealing with our programs and other matters. I’m not saying this to devastate our department but to imply our government with our problem. In this difficulty, we are challenge to work very hard so that we can graduate on time and become professionals in the future.
God Bless us all..!
Assignment 1 HRM
We are tasked to identify a local organization/s and to discuss their best practices in Human Resource Department. In this activity, we undergo some actions such as: to choose the company, a letter for approval from our instructor Sir Randy S. Gamboa, and we have to ask some permission from the Human Resource Department so that we can conduct our research to their company. It is not easy to go to their good office because you have to wait for their approval from the Head of the said Department.
My Local Organization is one of the ultimate hotels and has a good ambiance and one of the popular hotels in Davao City. The Apo View Hotel, located at the J. Camus St. here in our City. And also we have to discuss their best practices in Human Resource. We provided some questions in their good office to know some of the good or high quality in their company.
Davao’s most popular address, The Apo View, has through the last 60 years, created a distinct brand of hospitality and excellence in service matched with the perfect blend of amenities for business and leisure.
The Apo View is nestled right in the heart of the city’s business and commercial district and is THE CONVENTION SPECIALIST of the south.
Some of their best practices in Human Resource Department:
1.) What are the Rules and Regulations of the company?
-Fair and equitable implementation of policies, rules &
regulations, open & direct communication with the line
people via daily visitation in their workplaces in the form
of "rounds" to the different operations. In
this way, line people can raise their concerns and problems
in the work floors with confidence and assurance of positive
action. Our HR's practice is to conduct a daily rounds
to all sections bringing an impression of reaching out the
line people. They feel comfortable, important, cared upon,
and guided with this approach. Basically, the HR acts as
mediator that bridges the gap between workers and
management, pacifier when tension, confusion,
misunderstanding arises, acts as disciplinarian to erring
workers by instituting corrective disciplinary action.
2.) What are the Advantages/Disadvantages of your HR management?
- Generally, the HR is always on the advantage side and
seldom being on the disadvantage. The HR office oversee the
general welfare of the workers ranging from employment and
salary status, benefits, privileges, health, inter-personal
relations, working conditions, and training for career
upgrading, work improvement, personality development so as
to achieve the corporate goals and objectives.
3.) What are the HR practices that can help the business?
-As I have said, the HR office acts as the mediator,
implementor, and disciplinarian in the company. No business,
big or small, can ever achieve success without policies,
rules & regulations that governs workers and this
implemented and enforced by the HR department. A company
without HR department will surely end-up divided or ruined.
Workers have different personalities, attitudes, and
characters, that is why managing line workers correctly and
accordingly is very vital to any business
establishment.
4.) What are the risks Human Resource changes in your company?
- the answer to question no 3 can be related to question no 4.
And that were the answers of the Head of the Human Resource Department. They sent these answers through e-mail.
Some of their services:
:BANQUETS EQUIPMENT & SERVICES
ο The GRAND BALLROOM accommodates 1,200 theater style or 800 conference set-up.
ο For Smaller Groups: 5 Medium sized function rooms can accommodate from 40-100 person and 3 smaller function rooms can accommodate from 10-30 persons.
::SPORTS and LEISURE
ο A swimming pool at the 3rd Floor and a concessionaire's area with shops.
ο Golf Packages and arrangements are also available.`
ο Mini Gym.
::ENTERTAINMENT
οLive entertainment at The Blue Room Jazz Bar & Entrée.
::TRANSPORTATION
ο Airport transfers are available for hotel guests.
ο The ride is approximately 20 minutes by car from the airport. Taxis are easily available.
ο Car rental services also available.
::BUSINESS CENTER
ο Photocopying
ο Facsimile
ο Computer Rental
ο Postal Service
ο Email Services
ο Internet Surfing/ Browsing (DSL)
ο Secretarial Services
::HOTEL SERVICES
ο Safety Deposit Box
ο Stand-by Generator
ο Laundry & Dry Cleaning
ο Basement Parking
ο Barber Shop and Massage
ο Gift Shop
ο Car Rental
::GUESTROOMS
ο Direct Dial Tel. (NDD/IDD)
ο Radio
ο Refrigerator
ο Hot & Cold Water
ο Electric Power (110/220 volts)
ο Air Conditioning
ο Cable Colored TV
ο Mini Bar
ο 24 Hrs. Room Service
::AUDIO-VISUAL EQUIPMENTS
ο Overhead/ Slide Projectors
ο Tape Deck
ο Video Equipment VCR/VHS
ο CD/VCD/DVD Player
ο Fixed/Wireless Microphones
ο 29" TV sets
ο LCD
references:
http://www.apoview.com/
http://www.apoview.com/Entree.php#images/Entree/entree_restaurant1.JPG
My Local Organization is one of the ultimate hotels and has a good ambiance and one of the popular hotels in Davao City. The Apo View Hotel, located at the J. Camus St. here in our City. And also we have to discuss their best practices in Human Resource. We provided some questions in their good office to know some of the good or high quality in their company.
Davao’s most popular address, The Apo View, has through the last 60 years, created a distinct brand of hospitality and excellence in service matched with the perfect blend of amenities for business and leisure.
The Apo View is nestled right in the heart of the city’s business and commercial district and is THE CONVENTION SPECIALIST of the south.
Some of their best practices in Human Resource Department:
1.) What are the Rules and Regulations of the company?
-Fair and equitable implementation of policies, rules &
regulations, open & direct communication with the line
people via daily visitation in their workplaces in the form
of "rounds" to the different operations. In
this way, line people can raise their concerns and problems
in the work floors with confidence and assurance of positive
action. Our HR's practice is to conduct a daily rounds
to all sections bringing an impression of reaching out the
line people. They feel comfortable, important, cared upon,
and guided with this approach. Basically, the HR acts as
mediator that bridges the gap between workers and
management, pacifier when tension, confusion,
misunderstanding arises, acts as disciplinarian to erring
workers by instituting corrective disciplinary action.
2.) What are the Advantages/Disadvantages of your HR management?
- Generally, the HR is always on the advantage side and
seldom being on the disadvantage. The HR office oversee the
general welfare of the workers ranging from employment and
salary status, benefits, privileges, health, inter-personal
relations, working conditions, and training for career
upgrading, work improvement, personality development so as
to achieve the corporate goals and objectives.
3.) What are the HR practices that can help the business?
-As I have said, the HR office acts as the mediator,
implementor, and disciplinarian in the company. No business,
big or small, can ever achieve success without policies,
rules & regulations that governs workers and this
implemented and enforced by the HR department. A company
without HR department will surely end-up divided or ruined.
Workers have different personalities, attitudes, and
characters, that is why managing line workers correctly and
accordingly is very vital to any business
establishment.
4.) What are the risks Human Resource changes in your company?
- the answer to question no 3 can be related to question no 4.
And that were the answers of the Head of the Human Resource Department. They sent these answers through e-mail.
Some of their services:
:BANQUETS EQUIPMENT & SERVICES
ο The GRAND BALLROOM accommodates 1,200 theater style or 800 conference set-up.
ο For Smaller Groups: 5 Medium sized function rooms can accommodate from 40-100 person and 3 smaller function rooms can accommodate from 10-30 persons.
::SPORTS and LEISURE
ο A swimming pool at the 3rd Floor and a concessionaire's area with shops.
ο Golf Packages and arrangements are also available.`
ο Mini Gym.
::ENTERTAINMENT
οLive entertainment at The Blue Room Jazz Bar & Entrée.
::TRANSPORTATION
ο Airport transfers are available for hotel guests.
ο The ride is approximately 20 minutes by car from the airport. Taxis are easily available.
ο Car rental services also available.
::BUSINESS CENTER
ο Photocopying
ο Facsimile
ο Computer Rental
ο Postal Service
ο Email Services
ο Internet Surfing/ Browsing (DSL)
ο Secretarial Services
::HOTEL SERVICES
ο Safety Deposit Box
ο Stand-by Generator
ο Laundry & Dry Cleaning
ο Basement Parking
ο Barber Shop and Massage
ο Gift Shop
ο Car Rental
::GUESTROOMS
ο Direct Dial Tel. (NDD/IDD)
ο Radio
ο Refrigerator
ο Hot & Cold Water
ο Electric Power (110/220 volts)
ο Air Conditioning
ο Cable Colored TV
ο Mini Bar
ο 24 Hrs. Room Service
::AUDIO-VISUAL EQUIPMENTS
ο Overhead/ Slide Projectors
ο Tape Deck
ο Video Equipment VCR/VHS
ο CD/VCD/DVD Player
ο Fixed/Wireless Microphones
ο 29" TV sets
ο LCD
references:
http://www.apoview.com/
http://www.apoview.com/Entree.php#images/Entree/entree_restaurant1.JPG
Assignment 2 MIS
ABS-CBN Corporation is the company we choose to conduct our Management Information System study.
Company Profile:
ABS-CBN Broadcasting Corporation. The Group's principal activity is that of a media and entertainment company. It is principally involved in television and radio broadcasting. It also produces television programming for domestic and international audiences and other related businesses. The Group has three business segments namely, Broadcasting, Cable and Satellite and Other Businesses. Broadcasting covers the production of television and radio programs that serve its target audience's needs for news, information and entertainment, and public service. Cable and Satellite develops and produces programs for cable television, including delivery of television programming outside the Philippines through its DTH satellite service, cable television channels and blocked time on television stations. Other businesses include movie production, consumer products and services. The Group operates in the Philippines, in the United States of America, Middle East, Europe and Australia.
ABS-CBN presented us their Information System and not only that thing but also the engineering department. We were accomodated nicely by Mr. Bobby C. Nolasco, engineer manager of engineering’s department, and with the maintenance engineer of it's department. Mr. Nolasco showed us everything in their IS, and described them very well. This things were very important to their company, without this things, we cannot have news in our T.V. from Manila or long distance places from us because these things are the means of data video/media transportation. Below were the different Systems which they use in their company.
•Aspera Enterprise Server
•ENR(Electronic News Room)
•Lotus Notes
•ITS(Issue Tracking System)
•SAP
•Lout
Just a brief description in each system:
-ITS(Issue Tracking System)
An issue tracking system (also called trouble ticket system or incident ticket system) is a computer software package that manages and maintains lists of issues, as needed by an organization. Issue tracking systems are commonly used in an organization's customer support call center to create, update, and resolve reported customer issues, or even issues reported by that organization's other employees. An issue tracking system often also contains a knowledge base containing information on each customer, resolutions to common problems, and other such data. An issue tracking system is similar to a "bugtracker", and often, a software company will sell both, and some bugtrackers are capable of being used as an issue tracking system, and vice versa.
A ticket is a file contained within an issue tracking system which contains information about support interventions made by technical support staff or third parties on behalf of an end user who has reported an incident that is preventing them from working with their computer as they would expect to be able to. Tickets are commonly created in a help desk or call center environment. Typically the ticket will have a unique reference number, also known as a case, issue or call log number which is used to allow the user or support staff to quickly locate, add to or communicate the status of the users issue or request.
These tickets are so called because of their origin as small cards within a typical wall mounted work planning system when this kind of support started. Operators or staff receiving a call or query from a user would fill out a small card with the user's details and a brief summary of the request and place it into a position (usually the last) in a column of pending slots for an appropriate engineer, so determining the staff member who would deal with the query and the priority of the request.
-Lotus Notes
Lotus Notes is a client-server, collaborative application developed and sold by IBM Software Group. IBM defines the software as an "integrated desktop client option for accessing business e-mail, calendars and applications on [an] IBM Lotus Domino server. The Notes client is mainly used as an email client, but also acts as an instant messaging client (for Lotus Sametime), browser, notebook, and calendar/resource reservation client, as well as a platform for interacting with collaborative applications.
-Aspera Enterprise System
Aspera is the creator of next-generation transport technologies that move the world’s digital assets at maximum speed regardless of file size, transfer distance and network conditions. Based on its patent-pending fasp™ protocol, only Aspera software fully utilizes existing infrastructures to deliver the fastest, most predictable file transfer experience. Aspera’s core technology delivers unprecedented control over bandwidth, complete security and uncompromising reliability. Hundreds of organizations across a variety of industries rely on Aspera for the business-critical transport of their digital assets. Aspera empowers individuals and corporations to dramatically increase productivity, minimize operational costs, expand revenues and explore new business models.
-Lout System
The Lout system reads a high-level description of a document similar in style to LaTeX and produces a PostScript file which can be printed on many laser printers and graphic display devices. Plain text output is also available. Lout offers an unprecedented range of advanced features, including optimal paragraph and page breaking, automatic hyphenation, PostScript EPS file inclusion and generation, equation formatting, tables, diagrams, rotation and scaling, sorted indexes, bibliographic databases, running headers and odd-even pages, automatic cross referencing, multilingual documents including hyphenation (most European languages are supported, including Russian), formatting of C/C++ programs, and much more, all ready to use. Furthermore, Lout is easily extended with definitions which are very much easier to write than troff of TeX macros because Lout is a high-level language, the outcome of an eight-year research project that went back to the beginning.
-SAP
I haven't found the SAP System description but as what Mr. Nolasko told us, they use this kind of system.
References:
http://en.wikipedia.org/wiki/Issue_tracking_system
http://wrightreports.ecnext.com/coms2/reportdesc_COMPANY_C60862750
http://www.asperasoft.com/en/company_sections
http://linux.maruhn.com/sec/lout.html
http://en.wikipedia.org/wiki/IBM_Lotus_Notes
Company Profile:
ABS-CBN Broadcasting Corporation. The Group's principal activity is that of a media and entertainment company. It is principally involved in television and radio broadcasting. It also produces television programming for domestic and international audiences and other related businesses. The Group has three business segments namely, Broadcasting, Cable and Satellite and Other Businesses. Broadcasting covers the production of television and radio programs that serve its target audience's needs for news, information and entertainment, and public service. Cable and Satellite develops and produces programs for cable television, including delivery of television programming outside the Philippines through its DTH satellite service, cable television channels and blocked time on television stations. Other businesses include movie production, consumer products and services. The Group operates in the Philippines, in the United States of America, Middle East, Europe and Australia.
ABS-CBN presented us their Information System and not only that thing but also the engineering department. We were accomodated nicely by Mr. Bobby C. Nolasco, engineer manager of engineering’s department, and with the maintenance engineer of it's department. Mr. Nolasco showed us everything in their IS, and described them very well. This things were very important to their company, without this things, we cannot have news in our T.V. from Manila or long distance places from us because these things are the means of data video/media transportation. Below were the different Systems which they use in their company.
•Aspera Enterprise Server
•ENR(Electronic News Room)
•Lotus Notes
•ITS(Issue Tracking System)
•SAP
•Lout
Just a brief description in each system:
-ITS(Issue Tracking System)
An issue tracking system (also called trouble ticket system or incident ticket system) is a computer software package that manages and maintains lists of issues, as needed by an organization. Issue tracking systems are commonly used in an organization's customer support call center to create, update, and resolve reported customer issues, or even issues reported by that organization's other employees. An issue tracking system often also contains a knowledge base containing information on each customer, resolutions to common problems, and other such data. An issue tracking system is similar to a "bugtracker", and often, a software company will sell both, and some bugtrackers are capable of being used as an issue tracking system, and vice versa.
A ticket is a file contained within an issue tracking system which contains information about support interventions made by technical support staff or third parties on behalf of an end user who has reported an incident that is preventing them from working with their computer as they would expect to be able to. Tickets are commonly created in a help desk or call center environment. Typically the ticket will have a unique reference number, also known as a case, issue or call log number which is used to allow the user or support staff to quickly locate, add to or communicate the status of the users issue or request.
These tickets are so called because of their origin as small cards within a typical wall mounted work planning system when this kind of support started. Operators or staff receiving a call or query from a user would fill out a small card with the user's details and a brief summary of the request and place it into a position (usually the last) in a column of pending slots for an appropriate engineer, so determining the staff member who would deal with the query and the priority of the request.
-Lotus Notes
Lotus Notes is a client-server, collaborative application developed and sold by IBM Software Group. IBM defines the software as an "integrated desktop client option for accessing business e-mail, calendars and applications on [an] IBM Lotus Domino server. The Notes client is mainly used as an email client, but also acts as an instant messaging client (for Lotus Sametime), browser, notebook, and calendar/resource reservation client, as well as a platform for interacting with collaborative applications.
-Aspera Enterprise System
Aspera is the creator of next-generation transport technologies that move the world’s digital assets at maximum speed regardless of file size, transfer distance and network conditions. Based on its patent-pending fasp™ protocol, only Aspera software fully utilizes existing infrastructures to deliver the fastest, most predictable file transfer experience. Aspera’s core technology delivers unprecedented control over bandwidth, complete security and uncompromising reliability. Hundreds of organizations across a variety of industries rely on Aspera for the business-critical transport of their digital assets. Aspera empowers individuals and corporations to dramatically increase productivity, minimize operational costs, expand revenues and explore new business models.
-Lout System
The Lout system reads a high-level description of a document similar in style to LaTeX and produces a PostScript file which can be printed on many laser printers and graphic display devices. Plain text output is also available. Lout offers an unprecedented range of advanced features, including optimal paragraph and page breaking, automatic hyphenation, PostScript EPS file inclusion and generation, equation formatting, tables, diagrams, rotation and scaling, sorted indexes, bibliographic databases, running headers and odd-even pages, automatic cross referencing, multilingual documents including hyphenation (most European languages are supported, including Russian), formatting of C/C++ programs, and much more, all ready to use. Furthermore, Lout is easily extended with definitions which are very much easier to write than troff of TeX macros because Lout is a high-level language, the outcome of an eight-year research project that went back to the beginning.
-SAP
I haven't found the SAP System description but as what Mr. Nolasko told us, they use this kind of system.
References:
http://en.wikipedia.org/wiki/Issue_tracking_system
http://wrightreports.ecnext.com/coms2/reportdesc_COMPANY_C60862750
http://www.asperasoft.com/en/company_sections
http://linux.maruhn.com/sec/lout.html
http://en.wikipedia.org/wiki/IBM_Lotus_Notes
Assignment 10 HRM
Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.
Personnel management:
1.) The function of a personnel manager usually begins with the staffing process.
Critique:
It determines how the company works. It also includes their own policies or procedures on how it works or setting their policies. When we say staffing process it includes the counseling sessions (time).
http://www.wisegeek.com/what-is-personnel-management.htm
2.) The Office of Personnel Management (OPM) has the overall responsibility of administering the state's personnel system and establishing necessary policies, procedures and regulations to ensure system uniformity in accordance with state and federal law.
Critique:
Responsible for managing the organization and to assist. To provide opportunities for employees who are in need of counseling to receive support from the company.
http://www.arkansas.gov/dfa/personnel_mgmt/opm_index.html
3.) Personnel Management is the leader in outsourced human resources management.
Critique:
In all organizations, there should be someone concerned with the welfare and performance of persons who are a part of the operation.
http://www.hrpmsi.com/
4.) The Personnel Management Department mission is to provide efficient and effective personnel management to city departments which empower the users and facilitate the delivery of city services to the community.
Critique:
The needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time. The department should provide resourceful or professionals in order to have a good service.
http://www.ci.palm-coast.fl.us/government/departments/employment/personnelmanagement.aspx
5.) Personnel management as simply an at need re-allocation of resources from one place to another according to the demands of the market for the product.
Critique:
As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management.
http://answers.yahoo.com/question/index?qid=20070812185853AABvmx4
Human resource management:
1.) HR (Human Resource) Management
This is the science of allocating human resources among various projects or business units, maximizing the utilization of available personnel resources to achieve business goals.
Critique:
It includes the financial resources, inventory, human skills, production resources, or information technology (IT). The efficient and effective deployment of an organization's personnel resources where and when they are needed, and in possession of the tools, training and skills required by the work.
http://en.wikipedia.org/wiki/Resource_management
2.) The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.
Critique:
Performing the activities that are necessary in the maintenance of that workforce through identification of staffing requirements, planning and oversight of payroll and benefits, education and professional development, and administering their work-life needs.
3.) Human resource management is responsible for how people are treated in organizations.
Critique:
It is accountable for getting people into the business or organization, by helping them in performing their work. And should have the potential to do the work. Organizational change impacts not only the business but also its employees.
http://www.answers.com/topic/human-resource-management
4.) Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Critique:
It deals with the managing the organization that provides their needs within the business. Also the performances of the organization. Human resources management can also be performed by line a manager that focuses on learning the skills, knowledge, and attitudes required to initially perform a job or task or to improve upon the performance of a current job or task
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm
5.) Human Resource Management has been rapidly evolving to address newly emerging and increasingly complex areas of responsibility within the profession.
Critique:
This is to notify that the human resource management has been rising. The specialists are working with these challenges in the organization. It provides a modern, complete, and practical basis in the most important functions of the human resource manager and prepares students to pursue a professional career in this challenging and rewarding field.
http://www.extension.ucsb.edu/certificates/HR.pdf
Personnel management:
1.) The function of a personnel manager usually begins with the staffing process.
Critique:
It determines how the company works. It also includes their own policies or procedures on how it works or setting their policies. When we say staffing process it includes the counseling sessions (time).
http://www.wisegeek.com/what-is-personnel-management.htm
2.) The Office of Personnel Management (OPM) has the overall responsibility of administering the state's personnel system and establishing necessary policies, procedures and regulations to ensure system uniformity in accordance with state and federal law.
Critique:
Responsible for managing the organization and to assist. To provide opportunities for employees who are in need of counseling to receive support from the company.
http://www.arkansas.gov/dfa/personnel_mgmt/opm_index.html
3.) Personnel Management is the leader in outsourced human resources management.
Critique:
In all organizations, there should be someone concerned with the welfare and performance of persons who are a part of the operation.
http://www.hrpmsi.com/
4.) The Personnel Management Department mission is to provide efficient and effective personnel management to city departments which empower the users and facilitate the delivery of city services to the community.
Critique:
The needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time. The department should provide resourceful or professionals in order to have a good service.
http://www.ci.palm-coast.fl.us/government/departments/employment/personnelmanagement.aspx
5.) Personnel management as simply an at need re-allocation of resources from one place to another according to the demands of the market for the product.
Critique:
As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management.
http://answers.yahoo.com/question/index?qid=20070812185853AABvmx4
Human resource management:
1.) HR (Human Resource) Management
This is the science of allocating human resources among various projects or business units, maximizing the utilization of available personnel resources to achieve business goals.
Critique:
It includes the financial resources, inventory, human skills, production resources, or information technology (IT). The efficient and effective deployment of an organization's personnel resources where and when they are needed, and in possession of the tools, training and skills required by the work.
http://en.wikipedia.org/wiki/Resource_management
2.) The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.
Critique:
Performing the activities that are necessary in the maintenance of that workforce through identification of staffing requirements, planning and oversight of payroll and benefits, education and professional development, and administering their work-life needs.
3.) Human resource management is responsible for how people are treated in organizations.
Critique:
It is accountable for getting people into the business or organization, by helping them in performing their work. And should have the potential to do the work. Organizational change impacts not only the business but also its employees.
http://www.answers.com/topic/human-resource-management
4.) Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Critique:
It deals with the managing the organization that provides their needs within the business. Also the performances of the organization. Human resources management can also be performed by line a manager that focuses on learning the skills, knowledge, and attitudes required to initially perform a job or task or to improve upon the performance of a current job or task
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm
5.) Human Resource Management has been rapidly evolving to address newly emerging and increasingly complex areas of responsibility within the profession.
Critique:
This is to notify that the human resource management has been rising. The specialists are working with these challenges in the organization. It provides a modern, complete, and practical basis in the most important functions of the human resource manager and prepares students to pursue a professional career in this challenging and rewarding field.
http://www.extension.ucsb.edu/certificates/HR.pdf
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