While the world is running at a rapid pace amidst the ongoing Digital revolution, the global business markets are witnessing more updates and advancements with every day passing by. Moreover, if we talk about the retail industry in the same context, the industry has gone through drastic changes in terms of all the transactions and information involved in the process. Earlier the retailers were lacking all the accurate information in order to ascertain their daily returns on investments and raw materials in use. With changing times, they are now in a better position to keep a track of each and everything in a better manner, all thanks to the ever evolving technology.
How ERP help in Retail sector?
Moreover, all such technological advancements have left these retailers reeling under too much raw and unstructured data which they are unable to interpret in the systems. That’s where ERP systems comes into picture and while we talked about its relevance in various other industries in a short span of time, it has transformed the Retail industry in a bigger context down the line.
As ERP Software Retail sector works on the details garnered from various departments of an organization to ensure that each and every department works along with the other one enabling a smooth supply chain in the process. While doing this, you can also enhance the efficiency of your employees and staff members by providing them with a common pool of information to process orders in a faster manner and boost the overall productivity of the retail firm in the process. Let’s take a look at some of the way by which ERP can help the Retail industry in the bigger context.
Financial Management
Most of the retail organizations are working towards using more and more cloud-based enterprise resource planning systems nowadays. While Cloud solutions offer an integrated system to store all the multifaceted information in regards to their retail outlets, they would also keep all the related data synchronized in the meantime. Moreover, as an ERP system can be easily incorporated with POS (Point of sale) systems, you can go ahead with a real time tracking of the same transactions.
Personnel Management
Most of the Efficient ERP systems can help the retail outlets by pre-scheduling of the staff members in order to meet the footfall at the retail outlet. Moreover, it eliminates any goof ups in terms of absenteeism or unavailability of any staff member by rescheduling the list of all the employees and their available provisions when and wherever required.
Customer Resource Management
While keeping an accurate record of the customer details is a must in every retail business, managing the same and using it further for product and market research is quite a hefty task. ERP systems helps the retail firms in streamlining all the data in regards of the customer’s purchase history and make it further available to the management in order to design future campaigns based on better customer experience. This way, the firm can ensure more potential customer along with better business relationships with the existing ones.
Tag: System
Winning the Inner Game of Money Law of Attraction System by John Assaraf Reviewed
Does it ever look like the most wonderful things just happen for you at just the perfect times? You fall into the complete right business condition and make a lot of wealth, or meet the best individuals?
Or maybe you are one of those people who find themselves in one bad relationship, job, or financial situation after another and you just can’t seem to be able to shake off your bad luck.
These experiences are more than just luck or a fluke, they are the effect of a very commanding force at work. It’s called the Law of Attraction, and right now it’s actually attracting people, jobs, money and relationships to you.
According to the Law of Attraction, you will attract into your life whatever your mental focus is on.
It stands to reason then that you should use the majority of your time thinking about the things you want to have in your life like money, happiness, and great relationships, instead of thinking about the stuff you don’t want like debt and job problems.
When you fully absorb the power of the Law of Attraction, you begin to understand just how much control you really have over the outcomes in your life. Learning to precisely apply this law however, runs much greater than just trying to think positively.
I’m going to share with you the little known secrets behind the Law of Attraction, so you can move past all of the rhetoric people use to sell books, and start truly living in wealth and abundance!
We are going to take an close up glimpse at the two main parts of the Law of Attraction, and once you understand these, you will have the power to use your mind to manifest whatever it is that you want in life.
Firstly we are going to start with Brain Wave Energy so you will know exactly how your thoughts honestly attract your situations to you like a magnet. The second piece you need to understand is called Neuro-linguistic Programming, which deals with your subconscious thoughts and why most people try genuinely hard but still fall short at applying the Law of Attraction.
Frequency and Energy:
Every single piece of matter in the world, seen or unseen, at its fundamental element is made up of one thing, “pure energy” and this energy is in a persistent state of high vibration.
To your eyes, your hand appears to be solid, but under a very powerful microscope, your hand would be a collection of vibrating energy and you would actually see light coming through it.
Like everything else, your thoughts give off brain waves which at their core is pure energy and can even be examined by science through a process called Electroencephalography or EEG.
That means when you are thinking constructive thoughts, you are literally putting out a optimistic vibration to the universe. If you are thinking about the things you don’t want, then you are putting out harmful vibrations to the universe and literally attracting the things you don’t want into your life.
The Law of Attraction responds to whatever vibration you putting out, and it responds by giving you more of what you are vibrating.
We can easily tell what vibration we out by how are feelings.
When you are in a positive state of emotion and feeling good and energetic about life, you will naturally have positive thoughts and a positive brain wave vibration.
Whether you are aware of it or not, whether you are doing it intentionally or not, we each create our own reality according to the vibration we are putting out as we draw circumstances and people towards us that match our vibrational frequency.
Neurological Programing:
Now this is where it begins to get REALLY interesting because our feelings actually start with our subconscious thought.
50% of how we naturally tend to think and feel is caused by our biological makeup which we inherited from our parents.
The other 50% was actually programmed into our brain since the day we were born by the people we were surrounded with the most (like your parents).
If you think about your brain as being similar to a computer is begins to make more sense. During our childhood our brain is taking in data at a speedy pace to try and figure out the world around us (kind of like a software upload). Repetitive data, like “beware of traffic when crossing the street” then gets hardwired into our brain as a survival mechanism and we develop a natural fear of oncoming traffic.
Some things are hardwired into us just as we saw, heard and felt them, yet other things we had so much contempt for we may have actually been hardwired to do the exact opposite. Ever catch yourself doing something the precise same way one of your parents did? Or maybe you do something just the opposite?
Either we have subconsciously elected to emulate what they did, or we subconsciously resent how they handled cash and we do the opposite.
This is a important part of why so many people have problems with affirmations. It doesn’t do any good to say you think one way about a condition when subconsciously you really feel differently.
Of course this isn’t to say that affirmations do not have their place, just that affirmations along with optimistic thoughts are not powerful enough to employ the Law of Attraction to create a existence of true wealth and abundance on their own.
It is the subconsious hard wired programming that Winning the Inner Game of Money produced by John Assaraf is designed to show you how to over come. Visit my link below and to learn more and claim an exciting bonus and free video directly from John Assaraf!
CLEAR Profits Ensurance System – 5 Greatest Threats /Opportunities To Rapid Business Growth
CLEAR Profits System
Present & Future Dangers and Opportunities – 5 Greatest Threats To Rapid Business Growth v5
The CLEAR Challenge Introduction
If we are going to thrive and flourish, in an ever-changing and increasingly complex world, we need to RETHINK our strategies, systems and visions. It’s clear from our past results that we have managed to create a business world founded on win-lose… beating the other person into losing, so we can win. Making our staff lose – so the people in leadership positions can win!
We typically use and abuse staff as expendable pawns in a game of business-bullying and shows of force, in the name of self-important glory-seeking madness. It’s time to get CLEAR of this insanity. We need
· Different MINDSETS that are agile, flexible, resilient,
· New perspectives and Positive approaches that support all Stakeholders
· Different Organisation Culture that embraces technology, innovation and rapid change
Slaves, Serfs or Super Stars
Many people give most of their life to serving their executive masters, only to be left with an insignificant pension/savings, upon which they will stake their remaining years of desperate financial struggle. It’s CLEAR that the mechanics and Greedership of past business practices leaves 80% of participants in dire straits.
It’s time to create a new world of work where people can achieve their potential, be happy at work and have magic, mastery and meaning as part of their experience in the new world of work. A POSITIVE, APPRECIATIVE, place for LIFEWORK.
Engagement is dismal
Stress and pressure are at an all-time high. Business competition is constantly increasing. Change is the new norm. Conflict and corporate politics negatively contaminate cultures and contexts, to the point where almost 80% of people would prefer to be somewhere else, other than their workplace!
Imagine that… around HALF of your staff are looking to leave your organisation id the right opportunity came along. Your talent retention is just about useless if you are relying solely on money as the carrot to stay in a crappy workplace!
Leadership is Missing – Greedership is Prevalent.
Meaning is missing. Money is meagre. Management are moaning, and valuable visions have vanished behind the corporate drive of purely financial greedership… no matter what the costs to the environment, heads, hearts or Souls. We need a new GO MINDSET.
From my past work with the International Society for Performance improvement (ISPI) as a Human Performance Technologist (HPT) – I know we have to create a new world of work, if we are going to THRIVE and enhance staff well-being.
This is the foundation and starting point for POTENT Team Building, Developing, Staff Engagement, GO Mindsets and Leadership Effectiveness for greater Happiness@work and a High Performance Organisational Culture.
Norton Security Premium Info: A Look at the Benefits and System Requirements of This Popular Product
One of the oldest names in internet security is Norton. While the company has had its ups and downs, it’s still among the best. Symantec offers different version of its antivirus software, including Norton Security Premium. It can be used for up to 10 computers and devices such as tablets and smartphones and offers comprehensive protection for not only all of your devices, but your identity as well.
There are so many cyber security threats these days, and it’s no longer viruses and spyware you have to use about. A comprehensive solution is especially important if you are running a business and conduct a lot of transactions online.
The Premium’s dashboard features four main categories: Identity, Security, Performance, and Backup. There is a color-coded scheme that keeps you updated about the status, with Green meaning that you are protected and Red meaning that you are not protected. Yellow means there is room for caution.
Here are some of the benefits offered by Norton Security Premium:
• It defends against all types of threats, including viruses, ransomware, malware, spyware, etc.
• It utilizes a large global civilian intelligence network to help identify threats very quickly.
• There is a 100% guarantee and 24/7 customer support provided by experts.
• You can secure multiple Macs, PCs, tablets, and smartphones with just one subscription.
• It provides an extra layer of protection from ransomware by backing up all files in the cloud.
• You can easily set up and manage security for all ten devices via a user-friendly web portal.
• The program includes premium family safety features to help keep your kids safe online.
System Compatibility for Norton Security Premium
Are your systems compatible with this security suite? For Windows PCs, Norton Security Premium obviously works with Windows 10 and is backwards compatible with Windows XP (32-bit versions) and all versions of Windows Vista, Windows 7, and 8/8.1.
For Mac OS, it works with current and previous two versions of OS X. However, the Password Management feature is not supported. For mobile OS, you’ll need Android 4.0.3 or later and iOS 8 or later.
Some features might not be compatible with all of these operating systems, so take the time to read over the system requirements. Mixing and matching security features to fit any combination of these devices is allowed.
If you take the time to read Norton Security Premium reviews you will find that it is a highly rated internet security suite. The program runs very smoothly in the background and does not take up many system resources.
Norton by Symantec USA has been protecting millions of customers from viruses and other cyber threats for 20+ years. It’s one of the biggest names in computer security. Now, it offers the tools consumers need to protect their smartphones and tablets as well. Not only do you get a 100% guarantee, you can also save money on this product by using Norton Security Premium coupons.
Human Resource Information System – HRIS
Human Resource Information Systems
The purpose of this paper is to identify other companies who have faced similar human resources issues in regards to information technology. Through benchmarking different companies we can learn how other companies have handled certain human resources issues related to information technology, information systems, new technology, and data security. An overall analysis has been completed using research on IBM Europe, Ameriprise Financial, Terasen Pipelines, Shaw’s Supermarkets, CS Stars LLC, IBM, WORKSource Inc., and Toshiba America Medical Systems, Inc. This paper also includes eight synopses of companies facing similar issue to those in the reading.
New Technology
With the changing world and constant new technology that is available, managers need to be aware of the technology that will increase effectiveness in their company. Human resource information systems (HRIS) have increasingly transformed since it was first introduced at General Electric in the 1950s. HRIS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HRIS systems that are used today. Human resource professionals began to see the possibility of new applications for the computer. The idea was to integrate many of the different human resource functions. The result was the third generation of the computerized HRIS, a feature-rich, broad-based, self-contained HRIS. The third generation took systems far beyond being mere data repositories and created tools with which human resource professionals could do much more (Byars, 2004).
Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing numbers of employees. Terasen Pipelines moved its headquarters from Vancouver to Calgary to be closer to the oil and realized a major growth in employees. In the past recording keeping was done on paper and with spreadsheets. Mangers at Terasen realized that there was a need to change to a more computerized system and looked into different HRIS vendors. By making the move to a HRIS system, Terasen is able to keep more accurate records as well as better prepare for future growth. Another company that saw the benefits of keeping up with new technology is WORKSource Inc. To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic pay stub, electronic timesheet software, time-off system, and human resource information system (“Tips,” 2006). By adapting these new programs, WORKSource was able to reduce waste and cost.
The Internet is an increasingly popular way to recruit applicants, research technologies and perform other essential functions in business. Delivering human resource services online (eHR) supports more efficient collection, storage, distribution, and exchange of data (Friesen, 2003). An intranet is a type of network used by companies to share information to people within the organization. An intranet connects people to people and people to information and knowledge within the organization; it serves as an “information hub” for the entire organization. Most organizations set up intranets primarily for employees, but they can extend to business partners and even customers with appropriate security clearance (Byars & Rue, 2004).
Applications of HRIS
The efficiency of HRIS, the systems are able to produce more effective and faster outcomes than can be done on paper. Some of the many applications of HRIS are: Clerical applications, applicant search expenditures, risk management, training management, training experiences, financial planning, turnover analysis, succession planning, flexible-benefits administration, compliance with government regulations, attendance reporting and analysis, human resource planning, accident reporting and prevention and strategic planning. With the many different applications of HRIS, it is difficult to understand how the programs benefit companies without looking at companies that have already benefited from such programs.
One such company is IBM. IBM has a paperless online enrollment plan for all of its employees. Not only has the online enrollment saved the company 1.2 million per year on printing and mailing costs, the employees enjoy working with the online plan. “Since we began offering online enrollment, we’ve learned that employees want web access,” Donnelly [Senior Communications Specialist] says, so they can log on at home rather than through the company intranet. So the company has been working to put in place a web-based enrollment system that employees and retirees can access from anywhere (Huering, 2003). By utilizing the flexible-benefits application HRIS has to offer, IBM was able to cut costs and give employees the freedom to discover their benefits on their own time and pace.
Another company that has taken advantage of HRIS applications is Shaw’s Supermarkets. In order for Shaw’s to better manage its workforce, the company decided it was time to centralize the HR operations. After looking at different options, Shaw’s decided to implement an Employee Self Service (ESS) system. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information and other payroll related information (Koven, 2002). By giving employees access to their personal information and the ability to update or change their information as needed, HR was given more time to focus on other issues. Understanding the different applications HRIS has to offer will give companies the chance to increase employee efficiency and reduce costs.
Measuring the Effectiveness of HRIS
The evaluation should determine whether or not the HRIS has performed up to its expectations and if the HRIS is being used to its full advantage (Byars & Rue, 2004). One of the most significant challenges faced by public personnel executives today is measuring the performance of their human resources information system (HRIS) In order to justify the value-added contribution of the HRIS to accomplishing the organization’s mission (Hagood & Friedman, 2002). Implementing an HRIS program may seem a necessary stem for a company, but unless it will be an effective tool for HR operations, it will not help increase efficiency and may hinder it instead.
One company that implemented a HRIS system is Toshiba America Medical Systems, Inc. (TAMS). TAMS put all employee benefits information online and created an open enrollment option when TAMS changed healthcare providers. Almost immediately upon rolling out the UltiPro portal [new HRIS technology] to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004). By determining the efficiency of the new program, TAMS was able to realize the benefits of the new HRIS system.
Security of HRIS
The privacy of employee information has become a major issue in recent years. With identity theft becoming a common problem, employees are becoming more sensitive about who sees their personal information, and the security it is kept in. By making sure employee information that is kept in the HRIS is relevant to the company and making sure there is limited access (password protection) to such information, companies can make its employees more secure with the safety of their information. Whether electronic or paper, employee files deserve to be treated with great care. Establishing security and end-user privileges calls for a balance of incorporating, HR policy, system knowledge and day-to-day operations (O’Connell, 1994).
One company that faced a major security issue was CS Stars, LLC. CS Stars lost track of one of its computers that contained personal information that included names, addresses and social security numbers of workers compensation benefits. The bigger problem was that CS Stars failed to notify the affected consumers and employees about the missing computer. Though the computer was retrieved and no information seemed to have been harmed, many employees lost their sense of security with the company. New York’s Information Security Breach and Notification Law, effective in December 2005, requires businesses that maintain computerized data which includes private information to notify the owner of the information of any breach of the security of the system immediately following discovery, if the private information was, or is reasonably believed to have been, acquired by a person without valid authorization (Cadrain, 2007).
Another company that experienced a breach in security is Ameriprise Financial. In late 2005, a computer that contained personal information on clients and employees was stolen. Because many of the employees at Ameriprise take their computers between work and home, the company determined there was a need to put more security into those computers. Ameriprise made sure all employees had the new security suite installed on their computers. By responding quickly to the need for more security, Ameriprise made sure all information is being kept secure. Making sure employees information is kept as secure as possible there will be more trust in the company and the HR employees working with that information.
Conclusion
IBM, Terasen Pipeline, CS Stars LCC, and Toshiba America Medical Systems, Inc. are good examples of companies facing issues similar to human resources information technology and human resources information systems. All of these companies know the importance of new technology, human resources information systems, and data security. The remainder of this paper provides synopses of more companies facing human resources issues, how the company responded to the issues, and the outcomes of the company’s responses.
Companies Benchmarked
IBM Europe
The Situation:
IBM is a global organization offering research, software, hardware, IT consulting, business and management consulting, ring and financing. It employs around 340,000 people, speaking 165 languages across 75 countries, and serving clients in 174 countries. In January 2007, IBM established a separate “new media” function within its corporate communication department. IBM main goal is to educate, support, and promote programs that utilize social media. IBM Europe decided to expand internal communication by blogging guidelines. The recognition was that blogging was already happening among IBMers, just in an unregulated way. In a similar way, institutionalizing a function to deal specifically with new media is not a corporate move, or establishing from scratch. It’s a response to the issues already emerging in the company. Now that those technologies are here, people are using them, they’re growing and there here to stay-we’re just going to put some structure around them so that we can try to optimize their use.” The users decide what technologies they want to use and how they want to use them. That main idea is that IBM understands that they must remember to respect the fact that social media are social. IBM had the need to connect its 340,000 global employees more effectively.
The Response:
IBM’s intent around social media has now been officially formalized. From January 22 2007, the company established a separate “new media” function within its corporate communication department. “Its remit: To act as expert consultants inside and outside IBM on issues relating to blogs, wikis, RSS and other social media applications. The main idea is to educate, support and promote programs that utilize these tools. IBM has a history of being a t the forefront of technology based corporate communication. From the multimedia brainstorming “WorldJam” that made news headlines back in 2001 in which 50,000 employees worldwide joined a real time, online idea-sharing session about the company’s direction. IMB has always prepared itself to use breakthrough technologies to establish a two-way dialogue with its employees. The need for social media was necessary and could no longer wait.
The Outcome:
In the last few years IBM has been recognized as being the vanguard of social-media use: IBM was on of the first Fortune 500 companies to get behind collaborative wikis, published internal blogging guidelines as far back as 2003, and is now moving fast beyond RSS and podcasts into videocasting and “virtual world” technologies like Second Life. The intranet search facility extends to all areas of the site, including new media aspects. When an employee logs onto their portal an executes a key word search, the results they get back not only come from the main intranet pages, but include results from IBM forums, wikis, blogs and podcast/videocasts tags. IMB has an understanding that employees are no longer staying in a company their entire lives. It’s just not like that any more. In Belgium for example over 50 percent of 2,300 employees have been there fewer than five years. The company has come to the conclusion that with an increasingly young and mobile workforce, the likelihood is that an employee population full of a younger generation, for whom these tools are part and parcel of life, is not that far away. In years to come IBM will have to deal with employee base for which blogging is just the natural way to interact over a web platform. IBM has created centralized platforms for most tools that fall under its remit, which includes wikis. For Philippe Borremans, new media lead Europe for IBM, has the potential business applications of a wiki cover two broad benefits: Collaborating and knowledge sharing. IBM has scored some notable successes on both fronts in the near 5000 wiki pages now up and running in the organization. The company has been a huge pick-up in interest in podcasting over the last 18 months writing can seem such a technical skill, whereas people feel they can talk more freely than they can write. One of the most consistently popular IBM podcasts, with over 20,000 downloads a week.
Ameriprise Financial
The Situation:
The Department of Justice survey estimates that 3.6 million U.S. households were victims of identity theft in 2004. Trafficking in personal date goes beyond U.S. borders: the New York Times reports that stolen financial information is often distributed among participants of online trading boards, and the buyers are frequently located in Russia, Ukraine, and the Middle East. One reason clients are concerned about data security is the widespread publicity generated by breaches at financial services firm. In late December 2205, an Ameriprise Financial employee’s laptop that contained unencrypted data on approximately 230,000 customers and advisors was stolen from a car. Other financial services firm, including Citigroup and Bank of America, also acknowledge large-scale customer data losses in 2005. President of NCS, Rita Dew, a compliance consulting firm in Delray Beach, Florida, says that the Securities and Exchange Commission requires investment advisors to have policies and procedures that address the administrative, technical, and physical safeguards related to client records and information.
The Response:
Ameriprise Financial had to fight back and had to implement “layers of protection.” It is important for employees who their primary business computer, and employees regularly transport the computer between home, office, and meeting sites. The vulnerability of this arrangement and the need for a safety software program is much needed.
The Outcome:
Employees who are transporting lab tops should install the Steganos Security Suite on their computer. This software allows employees to create an encrypted virtual drive on the laptop that serves as data storage safe. Employees stores all client related data and tax preparation software database on the encrypted drive, which employees has set up with one gigabyte of storage space. The best thing is that when an employee turns off the computer the information is stored “safe”, the software automatically encrypts the virtual drive’s data. The software also generates encrypted backup files, which employees store on CDs in a fireproof safe. This should keep the data secure if any employee’s laptop is stolen or if the drive is removed from the laptop. Other financial advisors are relying on encryption both in and out of the office. Other programs that are being used to protect client’s information are RAID Level 1 system to store data on the drives that are encrypted with WinMagic’s SecureDocs software. Encryption ensures that anyone who steals the computer will be absolutely unable to read the data, even by connecting it to another computer as a “slave drive. This has given many financial advisors the greatest peace of mind.
Terasen Pipelines
The Situation:
Terasen Pipelines is a subsidiary of Terasen Inc. located in Vancouver, Canada and is located in several provinces and U.S. states. In 2001 the company changed its headquarters to Calgary to be closer to the oil. With the big move, the company went through a growth spurt. With the company in many different locations and the growing numbers of employees, the HR department saw a need to find a new system to keep more accurate records.
The Response:
In the past Terasen had kept records on paper and with spreadsheets and with the growth of the company, this system does not work as well as in the past. In order to compensate for future growth, Terasen began to look into HRIS companies to help with the HR operations. After researching different companies, Hewitt’s application service provider model with eCyborg was found to be the right fit.
The Outcome:
Although there was difficulty adapting to a new way of recordkeeping, Terasen was able to find a system that will help support the current and future growth of the company. Fortunately, some of the HR staff had experience working with an HRIS and were able to help their colleagues imagine new processes, as aided by a system. One theme often voiced throughout this process was: “You guys don’t know how hard we’re working when we can make it so much easier with a system that could do a lot of this for us. You don’t always have to run to the cabinet for the employee file just to get basic information. It can all be at your fingertips.” (Vu, 2005). In order to help Terasen ease the HR burden of implementing a new HR system, the management of Terasen was convinced to look for a vendor to help implement and maintain a HRIS system. This system has helped Terasen better prepare for current and future growth.
Shaw’s Supermarkets
The Situation:
Shaw’s Supermarkets is the second largest supermarket chain in New England. With a workforce of 30,000 located at 180 stores throughout six states, Shaw’s HR staff is responsible for managing employees’ personal data. Their employee mix includes approximately 70 percent part-time employees, consisting of students, senior citizens, second-job part-timers, and career part-timers. One third of the workforce is made up of union associates, and Shaw’s staff oversees the company’s involvement with three unions and six separate contracts (Koven, 2002). In order to help manage the workforce, the HR staff became interested in centralizing its HR operations.
The Response:
In order to centralize HR operations Shaw’s decided to implement an ESS (employee self-service) solution. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information and other payroll related information.
The Outcome:
Shaw’s has had positive feedback since implementing the ESS solution. “The reaction from our employees has been extremely positive,” Penney, VP of Compensation and Benefits, says. “We even had a significant increase in our medical coverage costs, and it was almost a non-issue because the online enrollment featured the plan choices, the employee cost, and the company subsidy. An employee self-service application makes it very easy for them to understand their contributions and coverage options. I received several e-mails from employees saying this was a great change and how easy ESS was, which the case is not often when employees are selecting their benefit options.” (Koven, 2002). By giving the employees more access to their information they are able to see the benefit choices available to them. Employees are also able to update their information online, which helps reduce the paperwork of the past. Shaw’s has also seen improvement in productivity because employees are updating information at home, not during work hours.
CS Stars, LLC
The Situation:
New York Attorney General Andrew Cuomo has announced that New York State has reached its first settlement with a company charged with failing to notify consumers and others that their personal data had gone missing. Cuomo’s office, which enforces the state’s 2005 Information Security Breach and Notification Law, charged CS STARS LLC, a Chicago-based claims management company, with failing to give notice that it had lost track of a computer containing data on 540,000 New Yorkers’ workers’ comp claims.
The Response:
The owner of the lost data, which had been in the custody of CS STARS, was the New York Special Funds Conservation Committee, an organization that assists in providing workers’ comp benefits under the state’s workers’ comp law. On May 9, 2006, a CS STARS employee noticed that a computer was missing that held personal information, including the names, addresses, and Social Security numbers of recipients of workers’ compensation benefits. But CS Stars waited until June 29, 2006, to notify Special Funds and the FBI of the security breach. Because the FBI declared that notice to consumers might impede its investigation, CS STARS waited until July 8, 2006, to send notices to the 540,000 New Yorkers affected by the breach. On July 25, 2006, the FBI determined an employee, of a cleaning contractor, had stolen the computer, and the missing computer was located and recovered. In addition, the FBI found that the data on the missing computer had not been improperly accessed.
The Outcome:
New York’s Information Security Breach and Notification Law, effective in December 2005, requires businesses that maintain computerized data which includes private information to notify the owner of the information of any breach of the security of the system immediately following discovery, if the private information was, or is reasonably believed to have been, acquired by a person without valid authorization. The law affects not only businesses in their dealings with their customers, but employers in their role as custodians of employees’ personal data. (Cadrain)
Without admitting to any violation of law, CS STARS agreed to comply with the law and ensure that proper notifications will be made in the event of any future breach. The company also agreed to implement more extensive practices relating to the security of private information. CS STARS will pay the Attorney General’s office $60,000 for costs related to this investigation. (Cadrain)
IBM
The Situation:
IBM’s paperless online enrollment system, introduced in 1999, has proved to be a winner for both the company’s 135,000 active U.S. employees and the company, according to Cathleen Donnelly, senior communications specialist at company headquarters in Armonk, N.Y. The company saves $1.2 million per year on printing and mailing costs alone, Donnelly says, and the employees’ can take advantage of a variety of technologies to learn about issues, research program information and access decision support tools from their desktop computers. (Heuring, 2002)
The Response:
One of those tools, a personal medical cost estimator, enables employees to calculate potential out-of-pocket health care expenses under each of the plan options available to them, Donnelly says. Employees log in personally and are greeted by name and with important information regarding their benefits enrollment, such as the deadlines and when changes take effect. They automatically get access to health plans that are available to them, and the calculator lets them compare estimated benefit amounts for each plan.
“Employees can select the health care services they expect to use in a particular year, estimate expected frequency of use, and calculate potential costs under each plan option,” Donnelly says. “The feedback that we’ve received from employees tells us that this tool has really helped them to make a comparison between plans based on how they consume medical services.” The calculator shows both IBM’s costs and the employee’s. (Heuring, 2002)
The Outcome:
“Since we began offering online enrollment, we’ve learned that employees want web access,” Donnelly says, so they can log on at home rather than through the company intranet. So the company has been working to put in place a web-based enrollment system that employees and retirees can access from anywhere.
Employees can get summary information on the plans, drill down into very specific details and follow links to the health care providers for research. Donnelly says the system has received high marks for convenience because employees can “get in and out quickly.”
WORKSource Inc.
The Situation:
To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic paystub, electronic timesheet software, time-off system, and human resource information system (“Tips,” 2006). These tools enabled CEO Judith Hahn to handling payroll procedures efficiently and effectively.
The Response:
WORKSource has eight workforce centers, with approximately 108 employees, located throughout a six-county region. Previously, payroll, benefits, and human resources for those employees were processed and managed by a Professional Employer Organization. The company also has 52 administrative staff in its headquarters office. When the contract with the PEO terminated on June 30, 2006, those 108 employees were immediately moved to the payroll of WORKSource, which meant Hahn’s workload more than doubled effective July 2006 (“Tips,” 2006).
Hahn, in an interview with PMR, said she relied on LEAN to help get a handle on what needed to change for her to manage the increased workload. Two years earlier, Hahn’s CEO had introduced her to LEAN, a Japanese management concept of eliminating wasteful steps and motion when completing processes. “I began to read as much as possible about LEAN and joined an HR LEAN focus group” (“Tips,” 2006).
The Outcome:
Mastering the concepts of LEAN led Hahn to develop and apply her own acronym of “REASON” to her department’s payroll and HR processes. Review the process: map payroll tasks from start to finish. Eliminate waste: determine how to complete a payroll task most efficiently without unnecessary steps. Analyze alternatives: research and evaluate the applicability of new technology. Sell innovations to management: document the return on investment of each innovation. Open the lines of communication: communicate openly—and often—with all stakeholders, including employees and top management. Never allow negativity: make change simple and fun. Give employees plenty of encouragement and time to learn (“Tips,” 2006). Judith Hahn was able to implement the right human resource functions using information systems.
Toshiba America Medical Systems Inc.
The Situation:
Lynda Morvik, director of benefits and human resources information systems at Tustin, California-based Toshiba America Medical Systems Inc. (TAMS), thought it would make sense to add a benefits communication component to it. By having all the benefit information online, the TAMS employee handbook would also be a living document, enabling Morvik to make changes when necessary. Such was the case halfway through the project, when TAMS changed health care plans from Aetna Inc. to United Health Group Inc (Wojcik, 2004).
The Response:
TAMS, an independent group company of Toshiba Corporation and a global leading provider of diagnostic medical imaging systems and comprehensive medical solutions, such as CT, X-ray, ultrasound, nuclear medicine, MRI, and information systems, had been using a payroll service bureau and an in-house solution for HR that didn’t include easy-to-use consolidated reporting or an employee portal. After evaluating UltiPro alongside several enterprise resource vendors, TAMS selected Ultimate Software’s offering and went live in September 2002 after an on-time and on-budget implementation. Almost immediately upon rolling out the UltiPro portal to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004).
The Outcome:
In an effort to expand the usage of the Web beyond the benefits enrollment process, TAMS has posted a library of documents and forms on its HR portal, including the benefits handbook, which garnered a 2004 Apex Award for publication excellence. That same year, Business Insurance magazine also gave TAMS the Electronic Benefit Communication (EBC) award for outstanding achievement in communicating employee benefits programs over the Web. To continue elevating its use of Ultimate Software’s HRMS/payroll solution, TAMS modified the UltiPro portal to meet the imaging company’s unique needs (Wojcik, 2004). It was completely integrated with several proprietary applications created to address compensation and performance management issues so that TAMS employees have a central location for comprehensive workforce and payroll information from a Web browser that they can access with a single sign-on (Wojcik, 2004).
References
Byars, Lloyd L. & Rue, Leslie W. (2004). Human Resource Management, 7e. The McGraw-Hill Companies.
Cadrain, Diane (2007). New York: Company Settles Data Breach Charges. Retrieved June 3, 2007 from [http://www.shrm.org/law/states/CMS_021505.asp#P-8_0]
Clarifying IBM’s Strategic mission for social media (2007). Strategic Communication
Management. Retrieved June 1, 2007 from
http://proquest.umi.com/pqdweb?index=17&did=1263791161&SrchMode=1&sid=2&Fmt=4&clientld=2606&RQT=309&VName=PQD.
Friesen, G. Bruce (2003). Is your client ready for eHR? Consulting to Management, 14(3), 27. Retrieved June 3, 2007 from ProQuest Database.
Hagood, Wesley O. & Friedman, Lee ( 2002). Using the balanced scorecard to measure the performance of your HR information system. Public Personnel Management, 31(4), 543-58. Retrieved June 3, 2007 from ProQuest Database.
Heuring, Linda (2003). IBM: Laying Outing Enrollment Options. Retrieved June 2, 2007 from [http://www.shrm.org/hrmagazine/articles/0803/0803heuring_paperless.asp]
Koven, Jeff (2002). Streamlining benefit process with employee self-service applications: A case study. Compensation & Benefits Management, 18(3), 18-23. Retrieved June 2, 2007 from ProQuest Database.
O’Connell, Sandra (1994). Security for HR records – human resources. HR Magazine. Retrieved June 3, 2007 from [http://findarticles.com/p/articles/mi_m349] 5/is_n9_v39/ai_16309018
Protecting Client Data (2006). Financial Planning. Retrieved June 1, 2007 from
http://proquest.umi.com/pqdweb?did=1066464321&Fmt=4&clientld=2606&RQT=309
&VName=PQD.
Tips on Using Technology to Streamline Payroll Processes – and Cut Costs (2006). Payroll Managers Report, 6(10), 1-9. Retrieved June 2, 2007 from EBSCOhost Database.
Vu, Uyen (2005). Contracting out HRIS easy call at Terasen Pipelines. Canadian HR Reporter, 18(4), 5-9. Retrieved June 2, 2007 from ProQuest Database.
Wojcik, J. (2004). Toshiba Employee Handbook Goes Online. Business Insurance, 38(49), 18.
Retrieved June 2, 2007 from EBSCOhost Database.
Organize Email System For Better Time Management
Too many business professionals waste valuable time constantly checking their emails. Sending emails may also take more of time than is necessary too. Practice email organization and time management to save time when working with email.
Keep in mind that every email does not have to be read when it comes in. For most people checking business email can be done three times during the day – when coming in at the beginning of shift, before or after lunch, and before leaving work for the day. However, people in a customer service or support job may need to check their email hourly, such as at the beginning of each hour rather than every minute of the day. The old time management rule for answering inquiries was within 24 hours, however with the technological advances today, by end of business day or each work shift may be a better practice.
If an email is not going to be answered on the same day that it is read, because it requires more thought time than can currently be given to it, use the reminder or tickler feature in email system indicating a deadline so the reply requirement is not forgotten. If the email does not indicate a due date, ask for it or at least let the sender know when they might expect a well considered response. Also, it may take a little more time upfront when composing emails, but it can save time and confusion later if when sending business emails, professional email etiquette should be followed.
Although it is true that there is no need to check to email as often, no one should not let their inbox get too full. A full inbox takes more time to clear out in the future. If an email requires a response, don’t keep people waiting too long for an answer. If it does not require a response, decide if there is a need to keep the email or trash it immediately. Always clean the inbox out at the end of each day at s set time. Also, if emptying the trash folder is not set up on an automatic timeframe, empty it out at the end of each day too.
When keeping emails for future reference, be sure to make folders for filing them. Having folders created for active projects or teams makes it easy to quickly retrieve important communications and forward them when necessary. It is also easy to quickly remove all those old emails when the project is complete or team is dissolved by deleting the folder. Some email tools allow sending emails from particular people directly to a folder to make checking project tasks during a designated time during the work day. Not only can folders be set-up and sending emails to them the sender information, filtering emails into specific folders based on a word in the subject line is also possible.
As a final time saving tip, when sending mass-emailing to a particular group or team of people on a regular basis, consider putting their email address together in a group ID to make completing the “To” field for outgoing messages quicker. So practice better email organization and improved time management working with email. Don’t be one of those business professionals who waste valuable time checking emails more often than necessary.
NOTES: For information on email etiquette, please see article titled “Encouraging Email Etiquette – Do’s and Don’ts.” For more details on group IDs, see article titled “Get Emails Out Faster Using Group Names as Addresses.”
My Lead System Pro – What It Is and What It Isn’t
Let me start out this My Lead System Pro review by going over the basics of the system. So your probably asking yourself what is My Lead System Pro and I know this because that’s why your reading this article. Well to keep it simple, My Lead System Pro is a system that will take you by the hand and show you step-by-step how to create an effective marketing funnel. A marketing funnel is basically a process but on the front end of your funnel is usually a lead capture page or could be an web form on your site. My Lead System Pro is much more than a lead generation system it’s a business in a box.
It’s a proven lead generation system and great one at that, but it’s also a sales funnel, a community of 6 and 7 figure earners who are there to coach you and guide you, and to top it off,it’s the largest MLM training platform in the industry, with 3 years worth of training archived ready for you to dig into if you happen to become a member, and of course the weekly webinars going over some of the best cutting-edge strategies that are working NOW in the online marketing world.
What My Lead System Pro Is Not
Just so you know My Lead System Pro isn’t some magic bullet that will all of a sudden solve all of the problems you face in your business. The designers of the system haven’t automated every aspect. You’re going to have to roll up your sleeves and get to work and take action on a consistent basis. If your think this is some sort of “push button” system that will take you a couple minutes to setup and your going to be raking in the dough without any effort, your sadly mistaken.
If you’re brand new to the industry you’ll realize all of the distractions that are out there. If you want to achieve results you need to stay focused, have faith in the system, and follow the step-by-step blueprint they have laid out for you. One of the biggest problems I had when I got started out was I was attracted to every shiny object out there, lost focus, and didn’t know where to start. Once I got inside the system and followed the simple steps they had for me, it was like this ten pound weight was lifted off of my shoulders because then I knew what to do.If you follow the formula you’ll start generating leads right away and as you dig into more of the marketing training you’ll know what to do next.
A lot of people talk about generating leads but wont go over what to do when you get them. I’m not here to sell you on My Lead System Pro, but this isn’t something you can just set up and walk away from and think you’ll make money with.
My Lead System Pro – The Pros and Cons
The Pros:
There are thousands of hours of video in the their training library. You have everything you need when it comes to the concept of attraction marketing, internet marketing, etc. There’s a good chance that if you tried to get something like this somewhere else it could set you back thousands of dollars, but that won’t be that case with My Lead System Pro. If you’re serious about your network marketing business I would encourage you to invest a measly $9.95 and take us for a test drive, kick our tires if you will. Spend some time, dig into all of the million dollar marketing education you get with being a member.
Everything from lead capture pages to followup emails created by professional online marketers, no need to try to reinvent the wheel and write your own sales copy, that’s done for you.
Once you start generating leads the system will create relationships with them and position you as a leader. During this process they will being to learn from you, like you and eventually buy from you. This is where you start to create upfront income to put back into more marketing.
The Cons:
There’s no guarantee like anything else. The system will only work if you work it, there will be a learning curve but from my experience the more you learn and grow the easier it gets.
A lot of people that get started out are hesitant to pay the 49.97. I understand, I was in same situation you were in. If you’re not sure what you want to do get started with the trial and pay the 9.97. Look around, check out the scenery, then make a decision on whether this is going to be a good fit for you. If not, you have to right to cancel your subscription any time. But one thing I know, My Lead System Pro wants to get a check in your pocket right away and if you go over what they teach you in the first couple of steps in becoming a member you could your investment back rather quickly.
If you plan on seeing the fruits of your labor you’re going to have put in the time and be consistent. There are people who’ve made some significant income with the system, reason being they were consistent until they achieved their desired results. I don’t claim to know everything about My Lead System Pro or internet marketing. The fact is you or I don’t need to know everything about internet marketing, the key is to get around the people who do and emulate them. Success leaves clues.
After having little success in this industry, I made a commitment to myself to do things the leaders in this industry were doing, and a good majority of them are using systems to save themselves, time, energy, and money, systems like My Lead System Pro.
Attraction marketing is one of the most effective ways to generate massive amounts of leads online, My Lead System Pro is an awesome tool that has provided me with not only the resources, but the training and support to go with it, everything you need to be successful.
Give My Lead System Pro a shot and put us to the test. Check out the 14 day trial and see if it’s a fit for you. To tell you the truth you owe it to yourself and the success of your business.
eTAS: A Web Based Time Attendance System
It is very essential to keep the productivity of a company measurable. This not only makes it easier to review the flaws in the procedures laid by the management, but gives an incite to make suitable changes in those procedures. If we try to keep track of all these measurable parameters through manual interventions, it will not only be expensive but inefficient and full of human errors. One of the parameters of measuring the productivity is how many hours your individual employees have worked, from what time to what time they have worked and what they have worked on. We have tried to bring automation to these parameters by introducing eTAS, a web based time attendance system.
Many conventional systems are available in the market catering to time attendance by means of access control system, i.e. keeping track of “in time” and “out time” of employees. We also provide this conventional system but we found many lacunae in this process.
1) You need to have sensors (proximity reader, biometric reader etc.) at both sides of the doors making it expensive and creating more hurdles in employee’s physical movements.
2) If one person tail gates through another person, wrong and unpredictable transactions are created.
3) You require to have a whole set of hardware even if you are using readers for only time attendance and not for security also.
4) You pay for hardware maintenance as well as data base management to an external agency or one of your own employee wastes his valuable time in doing this. The time which could have been utilized in doing more productive jobs.
Considering all these facts, we decided to go a step forward by providing time management system as a web service with the advent of cloud computing. The eTAS is used as a SaaS (Software as a service) hosted model or installed at the client site. Because, this software is available as a web based service, you don’t need to buy any hardware or software to start using it and it is via affordable monthly subscription and you get 60 days to try it free. So, eTAS is a web based employee time clock software and Time Attendance Management system. It has comprehensive reporting structure with complete leave application and management system. All your Employee details and transactions data are available on your web browser on real time basis saving you time, effort and hence money.
WHY eTAS?
Consider the following salient features and decide whether it will increase the productivity at your work environment:
1) eTAS is very affordable. Pricing depends on the number of employees in your organization and whether you want to host it at your site or you want to use is as a SAAS (software as a service).
2) eTAS is accessible via the Internet or your Intranet. As it is web-enabled, both users and administrators can log in using a wide range of browsers anywhere and at anytime.
3) eTAS may be configured to suit your work environment. Every business is unique and one general method may not be suitable to everyone.
4) eTAS doesn’t demand any expensive hardware or infrastructure to use. It uses existing hardware in order to achieve its full potential.
5) We are committed to keep upgrading eTAS as and when the internet environment changes so you don’t have to worry about future updates and changes.