A business group is the highest level of organization and the largest grouping of employees across which you may report. A Business Group holds a complete, self-contained set of information on work structures, remuneration policies and employees. Each Business Group can have just one particular set of segments defined for its Job, Position, Grade, Employee Group and Cost Allocation key flex fields.
A business group is a basically Human Resources organization to which you assign employees. You assign each operating unit to a business group in the financial options setup. You can assign the same business group to different operating units including to operating units in different financial sets of books. You can setup a separate business group for each operating unit if you want to segregate and maintain each group of employees separately. Oracle provides one setup business group you can use.
This document shows the complete Pick,Pack and Ship Confirm Process in Oracle Apps using Public APIs(includes sample codes and table names from various sources)
Locations are shared across Business Groups in HRMS and with two other Oracle applications: Inventory and Purchasing. HRMS does not use some of the fields in the Location window. These fields are disabled for HRMS users. For example, the Legal Address check box is read-only and supports future functionality in Oracle Financials.
By default, the “Approvals Management Administrator” and “Approvals Management Business Analyst” responsibilities do not have any functions associated with them, because their access is restricted by Role Based Access Control (RBAC).
So we need to assign role AME_BUS_ANALYST to user
This document shows the complete Pick,Pack and Ship Confirm Process in Oracle Apps using Public APIs(includes sample codes and table names from various sources)
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So we need to assign role AME_BUS_ANALYST to user
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The corporate venture dilemma: business unit vs spin-off.Bundl
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What’s the ideal entity set-up for a corporate venture: business unit or spin-off? We've examined the benefits of each to help your choice, in our latest report.
Together with Yannick Verryke and Timmy Baert, we defined and compared each entity format to provide you deeper insight and help you make the right decision for your corporate venture.
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Compensation planning must be done carefully and strategically to attract and retain the best talent, especially in tight, competitive labor markets and in certain industries.
Business organization - Training TranscriptSirra Ndow
The idea of owning running a business is exciting and can be very rewarding. However, becoming a successful business owner can also be very challenging. It requires the right mindset, perspective, attitude, traits & know-how.
Our Free Business Training is designed to give you an insight into what it means to own a business and provide you with the basics to get you started off on the path to success.
This compact but complete 10 session program will cover topics from accessing if business ownership is the right path for you, planning, opening your business to growing and expanding.
Reword this APA
1. (10 pts.) Discuss how organizational architecture and corporate culture are related. Use an example of a real-life firm and discuss how its corporate culture blends with its organizational architecture.
Organizational architecture involves the decision rights within the organization, how employees and teams are evaluated, and how this groups and individuals are rewarded for their efforts. On the other hand, corporate culture is concern with the same three aspects but also takes into consideration such things as the organizations customs, models, and rituals, which are considered the softer elements in the corporate culture. In addition, corporate culture also includes employee’s actions and how these actions can affect the organization culture. Therefore, both concepts are interdependent and support one another. A real life example of how corporate culture blends with its organizational architecture is Google. The organizational architecture for Google is for the most part flat, and divided in to teams that collaborate in projects along side with other teams throughout the organization. As a reflection of this organizational architecture, the corporate culture at Google is very relaxed, and easygoing. There are not strict dress codes, they are open to all cultures and rituals, and employees have the freedom to collaborate in other team projects even though they are not directly assigned to them Brickley, Smith, & Zimmerman, 2016)
2. (10 pts.) Billy Riggan is in charge of all technical developments at Always Round Tire. He makes all the choices concerning product innovations in the company. He finds that he is overworked and that several of his research scientists seem to be spending work hours playing tennis. What is going on?
This student considers that Billy Riggan is facing several problems. First, if he is the person in charge, he is not delegating or balancing the workload correctly within his team. Trying to do all of the work by himself shows his lack of confidence in his team, which will cause even more demotivation and will cause an even bigger lost in productivity. Secondly, If he has a manager that oversee his work, then his manager is overlooking the wok load that Billy has, putting quality, productivity, and innovation, which Billy is in charge of, at risk. Many organizations rely on innovation to remain competitive in the marketplace, and then overworking Billy causing him to burn out could affect the organization profitability. Lastly, a common problem in organizations where work is assigned to teams is the free-ride issue, where some of Billy’s team members simply let him do the work while sharing the benefit. The free-ride problem could also cost a drop in productivity, hence in profitability. Brickley, Smith, & Zimmerman, 2016)
3. (10 pts.) Always Round Tire tries to base its promotions on seniority (where education and training requirements are not necessary). The company finds that this ...
Assignment 2 Compensation Plan OutlineDue Week 8 and wortJinElias52
Assignment 2: Compensation Plan Outline
Due Week 8 and worth 300 points
Using the same company you researched in Assignment 1, evaluate the company’s compensation plan to determine how it could be improved.
Write a six to eight (6-8) page paper in which you:
Evaluate the existing compensation plan to determine if it is the most appropriate for your company. Explain your rationale.
Determine the most beneficial ratio of internally consistent and market consistent compensation systems for the company you selected.
Evaluate the current pay structure used by your company and assess the recognition of employee contributions.
Make two (2) recommendations for improving the effectiveness of the discretionary benefits provided by the company you selected.
Evaluate the types of employer-sponsored retirement plans and health insurance programs provided by the company you selected and compare them to that company’s major competitors.
Use at least three (3) quality references.
Note:
Wikipedia and other websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
This course requires use of new
Strayer Writing Standards (SWS)
. The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow SWS or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
The specific course learning outcomes associated with this assignment are:
Evaluate the effectiveness of traditional bases for pay (seniority and merit) against incentive-based and person-focused compensation approaches.
Compare and contrast internally consistent and market-competitive compensation systems.
Evaluate the role of benefits in strategic compensation.
Use technology and information resources to research issues in compensation management.
Write clearly and concisely about compensation management using proper writing mechanics.
THIS IS MY FIRST ASSIGNMENT TO COMPLETE THE ONE ON TOP
Description of Google Company:
Google is a worldwide, traded on an open market association worked around the organization's enormously leading web index. Google's different undertakings incorporate Internet investigation, distributed computing, publicizing advances, and Web application, program and working framework improvement. It is an American global innovation organization that has some expertise in Internet-related administrations and items, which incorporate web-based publicizing advances, web crawler, distributed computing, programming, and equipment. (Scott, 2008)
Compensation strategy at Google:
Pay structu ...
Running Head: PAID TIME OFFS 1
PAID TIME OFFS 9
Paid Time off (PTO) Policies
Jesse Heineken
Human Resource Management & Talent Development
September 4, 2013
Jesse, take the a moment and review the comments and markups and instructions for this assignment. Your work is below with a breakdown of your points.
Dr. Dale
As the HR Director, respond to the following issues:
· Identify any additional information you would need to recommend a solution, and explain where you would likely find that information.
· Discuss any issues you would likely encounter if you were to merge the PTO system to a traditional leave system. Explain which issues would be difficult to solve and why.
· Explain any problems you see with leaving the two systems in place, and identify which system would be assigned for new employees.
· Make a recommendation for one common PTO system. Explain your system and why you think this system is the best system for the company.
Assignment 2: Case study—Paid Time Off (PTO) Policies
PTO policies have become good tools for HR staff to use in terms of organizational incentives. Use the Argosy University online library and your textbooks to read about PTO policies. Now, let us go back to Company A and Company B from Module 1.
While reviewing the information from the two merged companies, the HR Director has found out that each company has two different PTO policies.
Company A has a PTO system in which employees are given 30 days of paid time off each year, which accumulates at the rate of 2.5 days a month. Under this policy, vacation and sick leave are all rolled into one paid leave and any absence whether scheduled, such as vacation, or unscheduled, such as sick leave, are taken from the accumulated leave the employee has earned.
Company B has a more traditional leave system in which employees are given 12 days of vacation, 10 days of sick leave and 10 holidays. The company is closed on those holidays. Vacation is accumulated at a day per month. Sick leave has an unlimited accumulation, but unlike vacation would not be paid out upon termination of employment.
Since the employees of the merged company will be working side by side, the HR Director has asked you to review the situation and make recommendations for a solution.
Instructions:
As the HR Director, respond to the following issues:
· Identify any additional information you would need to recommend a solution, and explain where you would likely find that information.
· Discuss any issues you would likely encounter if you were to merge the PTO system to a traditional leave system. Explain which issues would be difficult to solve and why.
· Explain any problems you see with leaving the two systems in place, and identify which system would be assigned for.
Running head ALPHABET INC.7STRAYER UNIVERSITY.docxhealdkathaleen
Running head: ALPHABET INC. 7
STRAYER UNIVERSITY
Yvonne Winn
Dr. Teresa Wilburn
Compensation Practice
February 11, 2020
ALPHABET INC.
Alphabet Inc. is a multinational public traded corporation with a wide array of resources. It has managed to stay relevant mostly in the technology industry by diversifying its products and services tapping into various sectors. Accountability has been at its core values for a long time. Based on a collection of companies, it is also independent in itself managed by competent leaders.
The company is also majorly focused on innovation and research, stretching boundaries, and increasing growth exponentially. Furthermore, all the companies under Alphabet Inc. are independent to develop their systems for better services and products.
The ambition of Alphabet Inc. is tremendous as it strives to empower entrepreneurs, be more transparent, and positively touch as many lives as it can. The company's current achievements are in high proportions giving its credibility to be looked at since it also had a lot of history trying to implement different structural operations to get the best strategies explained by Michaud (1982).
The companies within Alphabet Inc. are controlled by the large corporation, which also determined the compensations for the CEOs who run them, providing them with resources needed, such as general capital allocation, to achieve their goals. The financials for the controlled companies within are separately reported from Alphabet being the first company. The shares of the subsidiary companies under Alphabet are publicly traded under the Alphabet's name and brand. This also includes similar rights as the parent company.
Investment growth goals have had an impact on the development of Alphabet Inc. as a whole.
Compensation strategies at Alphabet have variations depending on who the compensation is aimed at. Procedures such as Stock type compensation can lead to negative impacts on the company as a whole. This is majorly countered by the use of RSUs, which Alphabet Inc. utilizes to their advantage.
Their compensation strategy is quite competitive with diversified policies. This mostly considers high-performance employees as all employees are provided with equal opportunities to grow their skills and develop themselves the best way they can. Referred to as competitive compensation, it has boosted the performance of various sectors within the large corporation. The competitiveness of this strategy has proven to be viable compared to other compensation strategies in other competitive companies to Alphabet.
Alphabet has a compensation structure that creates a precise framework defining the strategies set for any compensation or benefits. For Alphabet, the fabric has a compensation committee and ways to cater to everyone, depending on their reasons for payment and their working positions.
The compensations come in different forms. With quite huge salaries, beneficial incentives, and other pro ...
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Creating business group in oracle apps
1. Creating Business Group http://gsbprogramming.blogspot.in/ Page 1 of 6
A business group is the highest level of organization and the largest grouping of employees across
which you may report. A Business Group holds a complete, self-contained set of information on work
structures, remuneration policies and employees. Each Business Group can have just one particular
set of segments defined for its Job, Position, Grade, Employee Group and Cost Allocation key flex
fields.
A business group is a basically Human Resources organization to which you assign employees. You
assign each operating unit to a business group in the financial options setup. You can assign the
same business group to different operating units including to operating units in different financial sets
of books. You can setup a separate business group for each operating unit if you want to segregate
and maintain each group of employees separately. Oracle provides one setup business group you can
use.
You set up the key flex fields for a Business Group before setting up the Business Group itself. Many
enterprises decide to use a single Business Group to hold 'live' information, so they can display, report
and manage information from all parts of the enterprise at the same time.
However, there are reasons for setting up multiple Business Groups in the same installation, such as
the following:
You want to have a copy of your live system with example records for training or testing purposes.
You are a holding company or a corporation with a number of subsidiary companies. Each
subsidiary has its own structures, employees, and compensation and benefit policies. If your
subsidiaries are in different countries you also have to deal with local legislative requirements.
You are acquiring a company or merging with another company, and you want to maintain
separate structures and compensation and benefits during the transition process.
Oracle Human Resources automatically creates a security profile with the business group name when
you define a new business group.
Go to Human Resources responsibility.
Goto Work Structures Organization Description
2. Creating Business Group http://gsbprogramming.blogspot.in/ Page 2 of 6
Click on New Button
Enter Name: GSB BG
Select Type: Business Group
3. Creating Business Group http://gsbprogramming.blogspot.in/ Page 3 of 6
You can also choose the previously Created Location:
Click Save button before you continue.
Select Oraganization Classification: Business Group and Check the Enabled.
Click Save button before you continue.
4. Creating Business Group http://gsbprogramming.blogspot.in/ Page 4 of 6
Click Others Button and select *Business Group Info.
5. Creating Business Group http://gsbprogramming.blogspot.in/ Page 5 of 6
Enter the following information as such:
Click Ok
For performing HR operations assign one more classification:
6. Creating Business Group http://gsbprogramming.blogspot.in/ Page 6 of 6
Add one more Classification:
How to check it from backend?
SELECT * FROM HR_ALL_ORGANIZATION_UNITS WHERE NAME='GSB BG';
SELECT * FROM PER_BUSINESS_GROUPS WHERE NAME='GSB BG';