The document discusses the need for intelligent decision support systems (IDSS) in human resource management. It provides an overview of traditional HR functions and how the role of technology is changing HR. The objectives are to review customary HR practices related to human resource allocation, current DSS applications in HR, and explore future trends in using IDSS for HR. IDSS could help make more precise and reliable decisions in HR areas like selection, training and rewards by integrating human knowledge with modeling tools.
This document provides an introduction to a study on using HRIS for human resource planning at Fularin Industries Ltd. It discusses how HRIS can help reduce costs and improve HR processes like recruitment, selection, training and development. The objectives of the study are to determine the extent to which HRIS is used for HR planning, whether it can reduce company costs, and provide training on an Oracle software. The methodology uses secondary data sources. Limitations include time constraints, limited data, and knowledge level. Chapter 2 reviews literature on topics like MIS, HRIS, and HR planning to identify knowledge gaps and inform the study.
A comparative study of the software packages used as hris by organizations op...Alexander Decker
This document summarizes a research study that compared the different software packages used as human resource information systems (HRIS) by organizations in India. The study surveyed 355 HR professionals across six sectors. The results showed that most organizations in the IT and BPO sectors use ERP systems as their HRIS, while other sectors more commonly use spreadsheets. The study also assessed HR professionals' perspectives on features of the HRIS used by their organizations, finding that over half viewed their system as user-friendly. The research provides insights into which types of HRIS software are most commonly implemented and used in India, according to HR professionals.
This chapter provides an introduction to human resource management (HRM), information technology (IT), and human resource information systems (HRIS). It discusses the evolution of HRM and the impact of computer technology. It also describes the types of HR activities and information systems used in HRIS. The chapter explains how HRIS supports managerial decision making and strategic HRM. It establishes key concepts and themes that will be explored in later chapters, including how HRIS can help organizations effectively manage human capital resources.
This document provides an overview of human resource information systems (HRIS). It discusses the meaning and definition of HRIS, including the data and information needs of HR managers. It also covers the basic system requirements for an HRIS, including desktop PCs, servers, software, and databases. The document examines how HRIS can help streamline HR functions and processes through technologies like workflow automation, manager self-service, and employee self-service. Overall, the document provides a foundational introduction to HRIS concepts, components, and applications.
The employee perception of the Human Resources Information Systems successinventionjournals
ABSTRACT: This study aims to identify the level of success of the human resources information systems, through the assessment of its role in the performance of the functions of human resource management in the Public Authority for Radio and Television, in intention of detection of the difficulties that’s faced by those systems and limit the efficiency and effectiveness of their use in providing the requested information, and work to submit some proposals that’s could contribute in improving the efficiency of information systems management of human resources, so that this study presented and validated a comprehensive, multidimensional model of HRIS success, which consists of six success measures: perceived HRIS system quality, perceived HRIS information quality, perceived HRIS ease of use, perceived HRIS usefulness, HRIS satisfaction, and HRIS success and the all results there is showed a positive impact among themselves, so that the more each of the (system quality, information quality, Usefulness, ease of use) increases with satisfaction system. Also results were also shown a positive effect in terms of satisfaction on information systems to achieve the desired success.
Human Resource Information Systems (Victoria University Australia)Thu Nandi Nwe
Sharing the very first lecture of HRIS module that I've completed in my Master Degree. Genuinely appreciated to Unit Coordinator and Lecturer: Dr Shah Miah and our Lecturer: Justin Chiew.
"I do hope the reader can put it off into a good use and for academic purposes"
Factors Affecting Organizations Adopting Human Resource Information Systems: ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
Developing An Information System for Sustainable Human Resource Developmentiosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document provides an introduction to a study on using HRIS for human resource planning at Fularin Industries Ltd. It discusses how HRIS can help reduce costs and improve HR processes like recruitment, selection, training and development. The objectives of the study are to determine the extent to which HRIS is used for HR planning, whether it can reduce company costs, and provide training on an Oracle software. The methodology uses secondary data sources. Limitations include time constraints, limited data, and knowledge level. Chapter 2 reviews literature on topics like MIS, HRIS, and HR planning to identify knowledge gaps and inform the study.
A comparative study of the software packages used as hris by organizations op...Alexander Decker
This document summarizes a research study that compared the different software packages used as human resource information systems (HRIS) by organizations in India. The study surveyed 355 HR professionals across six sectors. The results showed that most organizations in the IT and BPO sectors use ERP systems as their HRIS, while other sectors more commonly use spreadsheets. The study also assessed HR professionals' perspectives on features of the HRIS used by their organizations, finding that over half viewed their system as user-friendly. The research provides insights into which types of HRIS software are most commonly implemented and used in India, according to HR professionals.
This chapter provides an introduction to human resource management (HRM), information technology (IT), and human resource information systems (HRIS). It discusses the evolution of HRM and the impact of computer technology. It also describes the types of HR activities and information systems used in HRIS. The chapter explains how HRIS supports managerial decision making and strategic HRM. It establishes key concepts and themes that will be explored in later chapters, including how HRIS can help organizations effectively manage human capital resources.
This document provides an overview of human resource information systems (HRIS). It discusses the meaning and definition of HRIS, including the data and information needs of HR managers. It also covers the basic system requirements for an HRIS, including desktop PCs, servers, software, and databases. The document examines how HRIS can help streamline HR functions and processes through technologies like workflow automation, manager self-service, and employee self-service. Overall, the document provides a foundational introduction to HRIS concepts, components, and applications.
The employee perception of the Human Resources Information Systems successinventionjournals
ABSTRACT: This study aims to identify the level of success of the human resources information systems, through the assessment of its role in the performance of the functions of human resource management in the Public Authority for Radio and Television, in intention of detection of the difficulties that’s faced by those systems and limit the efficiency and effectiveness of their use in providing the requested information, and work to submit some proposals that’s could contribute in improving the efficiency of information systems management of human resources, so that this study presented and validated a comprehensive, multidimensional model of HRIS success, which consists of six success measures: perceived HRIS system quality, perceived HRIS information quality, perceived HRIS ease of use, perceived HRIS usefulness, HRIS satisfaction, and HRIS success and the all results there is showed a positive impact among themselves, so that the more each of the (system quality, information quality, Usefulness, ease of use) increases with satisfaction system. Also results were also shown a positive effect in terms of satisfaction on information systems to achieve the desired success.
Human Resource Information Systems (Victoria University Australia)Thu Nandi Nwe
Sharing the very first lecture of HRIS module that I've completed in my Master Degree. Genuinely appreciated to Unit Coordinator and Lecturer: Dr Shah Miah and our Lecturer: Justin Chiew.
"I do hope the reader can put it off into a good use and for academic purposes"
Factors Affecting Organizations Adopting Human Resource Information Systems: ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
Developing An Information System for Sustainable Human Resource Developmentiosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
The document discusses Human Resource Information Systems (HRIS). It begins with defining HR and information systems. It then discusses the concept and need for HRIS, providing examples of its applications and benefits. Key benefits include higher speed and accuracy of data retrieval, reduced costs, and improved decision making. The document also provides a case study of HRIS implementation at SunGard, including their use of Oracle/PeopleSoft. It outlines the typical development process and considerations for HRIS implementation.
HRIS - Human Resource in Information TechnologyAnas Nasir
How IT impact Human Resource Management Systems in any organization.
Hello! In this slide you will find out IT has become a part of every function of an organization weather its HR or HRM. From Hiring till Firing an employee you always need the help of Information Technology.
Find out more in the slides.
Human Resource Information Systems (HRIS) allow companies to manage employee data and perform HR functions in an integrated, automated way. Common HRIS modules include benefits management, time and attendance tracking, applicant tracking, and performance management. While large companies have traditionally invested more in HRIS, new cloud-based Software as a Service (SaaS) models have made HRIS affordable and accessible for smaller firms. A company considering HRIS should understand its needs, obtain approval by outlining the return on investment, develop a project plan, and interview HRIS vendors to identify the best solution.
Sharing one of the HRIS lectures designed by our Unit Coordinator and Lecturer: Dr Shah Miah from what we have learned through our Master Program. Greatly appreciated of our teachers guidance and support.
"Hopefully, the readers can use this resource for educational purposes and in a good way"
Introduction to Human Resource Information System (HRIS)Haylea PH
An HRIS is a system used to collect, store, and analyze information about an organization's human resources. Early HRIS systems focused mainly on record keeping of employee names, addresses, and employment histories to support administrative functions. Over time, HRIS evolved to include additional HR functions like benefits administration, payroll, and time tracking. Modern HRIS provide analytical tools to help HR professionals and managers make strategic decisions about the workforce. The key benefits of HRIS include increased efficiency, cost savings, improved accuracy, and enhanced workforce analysis capabilities.
Human resource information management system newvicvic911
1. Human resource information management systems (HRIMS) are computer systems used to collect, store, manage and analyze employee data. This includes information like payroll, benefits, training records and other HR-related activities.
2. HRIMS provide benefits like increased efficiency, faster processing, lower costs and better decision making through analysis of employee data. However, they also pose risks like potential privacy breaches or identity theft if data is accessed without authorization.
3. Organizations must implement safeguards like access controls and privacy policies to protect sensitive employee information stored in HRIMS, while also giving employees appropriate access and control over their own data.
The document discusses Human Resource Information Systems (HRIS). It defines HRIS and explains their purpose is to systematically store employee data to aid HR planning, decision making, and reporting. It outlines key HRIS applications like personnel administration, salary administration, and leave tracking. The benefits of HRIS are also summarized, such as faster data retrieval, reduced costs, improved analysis and decision making. Potential barriers to implementing HRIS are also mentioned such as lack of management commitment and proper needs analysis. Finally, examples of common HRIS software solutions are provided.
Literature Review for Human Resource Management System Isuri Navarathna
An HRM system is important for organizations to manage their employees effectively. It allows HR professionals to screen applicants, track openings and store resumes electronically from a centralized system. This helps fulfill recruitment functions and conduct operations more efficiently. The document then reviews several HRM software options that provide features like payroll, time and attendance tracking, performance reviews, benefits administration, recruitment, training, and reporting. It identifies key features that should be included in any HRM system, such as those functions.
Information Technology in Human Resource Management Harish Bramhaver
The document discusses the impact of information technology on human resource management. It defines human resource management as the effective use of human resources to enhance organizational performance. It also defines a human resource management system as the intersection between human resource management and information technology. The document then outlines several key human resource functions that have been impacted by the application of information technology, including recruitment, training, data storage, performance management, payroll, benefits administration, and employee self-service.
Human resource information system||ppt presentation||project file ||NEERAJSINGH638
Human Resource Information System (HRIS) is a systematic way to store employee data to aid in planning, decision making, and reporting. It involves a database, software, hardware, and computer applications to collect, record, store, manage, deliver, present, and manipulate human resource data. HRIS provides benefits like increased speed, accuracy, reduced paperwork and duplication, and better decision making. Some disadvantages include high costs and the inability of computers to replace humans. HRIS software solutions are used for personnel administration, payroll, leave tracking, performance reviews, and other HR functions.
This document discusses how recruitment is mapped in a human resource information system (HRIS). It provides information on the components and functions of an HRIS, including inputting data, data maintenance, and output processing. It then focuses on recruitment, describing how recruitment management systems (RMS) can automate and facilitate the recruitment process. Key features of RMS like job posting templates, online applications, and analytics are outlined. The conclusion emphasizes how RMS improves efficiency by eliminating duplicate records and providing metrics to assess recruiting efforts.
Module2 human resource information systemMaria Theresa
By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and add strategic value to the organization
Sharing one of the HRIS lectures designed by our Unit Coordinator and Lecturer: Dr Shah Miah from what we have learned through our Master Program. Greatly appreciated of our teachers guidance and support.
"Hopefully, the readers can use this resource for educational purposes and in a good way"
The document provides an overview of human resource information systems (HRIS), including a history of HRIS development from the 1950s to present, the concept and applications of HRIS, the need for HRIS, how HRIS are developed, benefits and limitations of HRIS, and concludes that HRIS is a system that supports human resource functions through collection, processing, and storage of employee information.
Telenor's Human Resource information System ReportACCA Global
This document discusses the implementation and use of a Human Resource Information System (HRIS) at Telenor Pakistan. It describes how Telenor initially used a manual HR system but transitioned to an automated HRIS called Hear 2 Help. In 2009, Telenor upgraded to the Workday software which provided benefits like faster processing, reliable data, and accurate reports. The Workday system manages the entire HR process from recruitment to training to compensation. It helped reduce costs by 20% and improved efficiency of HR operations and management of human resources. The HRIS modules help with tasks like absence management, disciplinary actions, risk evaluation, and decision making.
The document discusses the evolution and benefits of human resource information systems (HRIS). It begins by defining an HRIS as a software or online solution that handles data entry, tracking, and information for human resources, payroll, management, and accounting functions. Over time, HRIS have become more sophisticated, starting from manual paper systems in the 1960s to today's automated systems. An HRIS model includes subsystems for inputting data, research, intelligence, and outputting information related to acquisition, development, appraisal, maintenance, and industrial relations. The document concludes that an effective HRIS provides benefits like faster data processing, better decision making, and a more transparent and streamlined HR system.
An HRIS is a system that acquires, stores, manipulates, analyzes, retrieves, and distributes information about an organization's human resources. It includes hardware, software, people, forms, policies, and data. There are three main types of HRIS: electronic data processing systems focused on operational data storage and processing; management information systems aimed at middle management with integrated and structured information flows; and decision support systems focused on flexibility for top executives. An HRIS can increase efficiency by allowing more transactions with fewer resources and increase effectiveness by improving the accuracy of information or simplifying processes.
A HRIS is a human resource information system that uses software to automate HR processes and activities electronically. It allows companies to more effectively plan, manage, and control HR costs without dedicating excessive resources. HRIS solutions offer features to support training, payroll, HR compliance, and recruiting. They provide efficiency advantages that give back time to HR administrators and ease information exchange for employees.
The document discusses a case study on implementing a Human Resource Information System (HRIS) at Telenor Pakistan. It provides background on Telenor as a telecommunications company and discusses their need for an HRIS to manage employee records, recruitment and selection, training and development, compensation and benefits across their growing operations in Pakistan. The HRIS implementation at Telenor Pakistan is described, including upgrading to the Workday software system. Key modules and functions of the HRIS in supporting strategic and operational HR functions are also outlined.
This document outlines a research proposal on evaluating the role of professionalism in the adoption of Human Resource Information Systems (HRIS) in the Nigerian public sector. It begins with defining professionalism and discussing its importance in HR management and how HRIS can be an effective HR tool. It then examines factors that influence organizational technology adoption, including technological, organizational, environmental contexts. It proposes that professionalism be considered an evolving contextual factor and presents a conceptual framework. The research aims to determine the impact of professionalism on HRIS adoption in Lagos State Civil Service and develop an adequate conceptual model. It will utilize a survey of 5 directorates of the civil service commission.
The major issue in today’s world of computing is improvement in performance of memory.
The most suitable way we have described over here to make a comparison between software and
hardware memory management. The result in upcoming section also proves the same that hardware
memory management is more preferable.
Modified synthesis strategy for vowels and semi vowels klatt synthesizeIAEME Publication
This document discusses modifications to the Klatt synthesizer for synthesizing vowels and semi-vowels. It proposes storing control parameters and updating strategies to improve naturalness. The Klatt synthesizer uses a source-filter model with voicing and frication sources, and cascade/parallel vocal tract filters. Parameters like pitch, formants and bandwidths are stored in a database that is segmented into frames. Synthesis involves generating the excitation signal then filtering with resonators updated per frame. The modified approach varies the frame size for more precise parameter tracking as in the KlattGrid synthesizer.
The document discusses Human Resource Information Systems (HRIS). It begins with defining HR and information systems. It then discusses the concept and need for HRIS, providing examples of its applications and benefits. Key benefits include higher speed and accuracy of data retrieval, reduced costs, and improved decision making. The document also provides a case study of HRIS implementation at SunGard, including their use of Oracle/PeopleSoft. It outlines the typical development process and considerations for HRIS implementation.
HRIS - Human Resource in Information TechnologyAnas Nasir
How IT impact Human Resource Management Systems in any organization.
Hello! In this slide you will find out IT has become a part of every function of an organization weather its HR or HRM. From Hiring till Firing an employee you always need the help of Information Technology.
Find out more in the slides.
Human Resource Information Systems (HRIS) allow companies to manage employee data and perform HR functions in an integrated, automated way. Common HRIS modules include benefits management, time and attendance tracking, applicant tracking, and performance management. While large companies have traditionally invested more in HRIS, new cloud-based Software as a Service (SaaS) models have made HRIS affordable and accessible for smaller firms. A company considering HRIS should understand its needs, obtain approval by outlining the return on investment, develop a project plan, and interview HRIS vendors to identify the best solution.
Sharing one of the HRIS lectures designed by our Unit Coordinator and Lecturer: Dr Shah Miah from what we have learned through our Master Program. Greatly appreciated of our teachers guidance and support.
"Hopefully, the readers can use this resource for educational purposes and in a good way"
Introduction to Human Resource Information System (HRIS)Haylea PH
An HRIS is a system used to collect, store, and analyze information about an organization's human resources. Early HRIS systems focused mainly on record keeping of employee names, addresses, and employment histories to support administrative functions. Over time, HRIS evolved to include additional HR functions like benefits administration, payroll, and time tracking. Modern HRIS provide analytical tools to help HR professionals and managers make strategic decisions about the workforce. The key benefits of HRIS include increased efficiency, cost savings, improved accuracy, and enhanced workforce analysis capabilities.
Human resource information management system newvicvic911
1. Human resource information management systems (HRIMS) are computer systems used to collect, store, manage and analyze employee data. This includes information like payroll, benefits, training records and other HR-related activities.
2. HRIMS provide benefits like increased efficiency, faster processing, lower costs and better decision making through analysis of employee data. However, they also pose risks like potential privacy breaches or identity theft if data is accessed without authorization.
3. Organizations must implement safeguards like access controls and privacy policies to protect sensitive employee information stored in HRIMS, while also giving employees appropriate access and control over their own data.
The document discusses Human Resource Information Systems (HRIS). It defines HRIS and explains their purpose is to systematically store employee data to aid HR planning, decision making, and reporting. It outlines key HRIS applications like personnel administration, salary administration, and leave tracking. The benefits of HRIS are also summarized, such as faster data retrieval, reduced costs, improved analysis and decision making. Potential barriers to implementing HRIS are also mentioned such as lack of management commitment and proper needs analysis. Finally, examples of common HRIS software solutions are provided.
Literature Review for Human Resource Management System Isuri Navarathna
An HRM system is important for organizations to manage their employees effectively. It allows HR professionals to screen applicants, track openings and store resumes electronically from a centralized system. This helps fulfill recruitment functions and conduct operations more efficiently. The document then reviews several HRM software options that provide features like payroll, time and attendance tracking, performance reviews, benefits administration, recruitment, training, and reporting. It identifies key features that should be included in any HRM system, such as those functions.
Information Technology in Human Resource Management Harish Bramhaver
The document discusses the impact of information technology on human resource management. It defines human resource management as the effective use of human resources to enhance organizational performance. It also defines a human resource management system as the intersection between human resource management and information technology. The document then outlines several key human resource functions that have been impacted by the application of information technology, including recruitment, training, data storage, performance management, payroll, benefits administration, and employee self-service.
Human resource information system||ppt presentation||project file ||NEERAJSINGH638
Human Resource Information System (HRIS) is a systematic way to store employee data to aid in planning, decision making, and reporting. It involves a database, software, hardware, and computer applications to collect, record, store, manage, deliver, present, and manipulate human resource data. HRIS provides benefits like increased speed, accuracy, reduced paperwork and duplication, and better decision making. Some disadvantages include high costs and the inability of computers to replace humans. HRIS software solutions are used for personnel administration, payroll, leave tracking, performance reviews, and other HR functions.
This document discusses how recruitment is mapped in a human resource information system (HRIS). It provides information on the components and functions of an HRIS, including inputting data, data maintenance, and output processing. It then focuses on recruitment, describing how recruitment management systems (RMS) can automate and facilitate the recruitment process. Key features of RMS like job posting templates, online applications, and analytics are outlined. The conclusion emphasizes how RMS improves efficiency by eliminating duplicate records and providing metrics to assess recruiting efforts.
Module2 human resource information systemMaria Theresa
By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and add strategic value to the organization
Sharing one of the HRIS lectures designed by our Unit Coordinator and Lecturer: Dr Shah Miah from what we have learned through our Master Program. Greatly appreciated of our teachers guidance and support.
"Hopefully, the readers can use this resource for educational purposes and in a good way"
The document provides an overview of human resource information systems (HRIS), including a history of HRIS development from the 1950s to present, the concept and applications of HRIS, the need for HRIS, how HRIS are developed, benefits and limitations of HRIS, and concludes that HRIS is a system that supports human resource functions through collection, processing, and storage of employee information.
Telenor's Human Resource information System ReportACCA Global
This document discusses the implementation and use of a Human Resource Information System (HRIS) at Telenor Pakistan. It describes how Telenor initially used a manual HR system but transitioned to an automated HRIS called Hear 2 Help. In 2009, Telenor upgraded to the Workday software which provided benefits like faster processing, reliable data, and accurate reports. The Workday system manages the entire HR process from recruitment to training to compensation. It helped reduce costs by 20% and improved efficiency of HR operations and management of human resources. The HRIS modules help with tasks like absence management, disciplinary actions, risk evaluation, and decision making.
The document discusses the evolution and benefits of human resource information systems (HRIS). It begins by defining an HRIS as a software or online solution that handles data entry, tracking, and information for human resources, payroll, management, and accounting functions. Over time, HRIS have become more sophisticated, starting from manual paper systems in the 1960s to today's automated systems. An HRIS model includes subsystems for inputting data, research, intelligence, and outputting information related to acquisition, development, appraisal, maintenance, and industrial relations. The document concludes that an effective HRIS provides benefits like faster data processing, better decision making, and a more transparent and streamlined HR system.
An HRIS is a system that acquires, stores, manipulates, analyzes, retrieves, and distributes information about an organization's human resources. It includes hardware, software, people, forms, policies, and data. There are three main types of HRIS: electronic data processing systems focused on operational data storage and processing; management information systems aimed at middle management with integrated and structured information flows; and decision support systems focused on flexibility for top executives. An HRIS can increase efficiency by allowing more transactions with fewer resources and increase effectiveness by improving the accuracy of information or simplifying processes.
A HRIS is a human resource information system that uses software to automate HR processes and activities electronically. It allows companies to more effectively plan, manage, and control HR costs without dedicating excessive resources. HRIS solutions offer features to support training, payroll, HR compliance, and recruiting. They provide efficiency advantages that give back time to HR administrators and ease information exchange for employees.
The document discusses a case study on implementing a Human Resource Information System (HRIS) at Telenor Pakistan. It provides background on Telenor as a telecommunications company and discusses their need for an HRIS to manage employee records, recruitment and selection, training and development, compensation and benefits across their growing operations in Pakistan. The HRIS implementation at Telenor Pakistan is described, including upgrading to the Workday software system. Key modules and functions of the HRIS in supporting strategic and operational HR functions are also outlined.
This document outlines a research proposal on evaluating the role of professionalism in the adoption of Human Resource Information Systems (HRIS) in the Nigerian public sector. It begins with defining professionalism and discussing its importance in HR management and how HRIS can be an effective HR tool. It then examines factors that influence organizational technology adoption, including technological, organizational, environmental contexts. It proposes that professionalism be considered an evolving contextual factor and presents a conceptual framework. The research aims to determine the impact of professionalism on HRIS adoption in Lagos State Civil Service and develop an adequate conceptual model. It will utilize a survey of 5 directorates of the civil service commission.
The major issue in today’s world of computing is improvement in performance of memory.
The most suitable way we have described over here to make a comparison between software and
hardware memory management. The result in upcoming section also proves the same that hardware
memory management is more preferable.
Modified synthesis strategy for vowels and semi vowels klatt synthesizeIAEME Publication
This document discusses modifications to the Klatt synthesizer for synthesizing vowels and semi-vowels. It proposes storing control parameters and updating strategies to improve naturalness. The Klatt synthesizer uses a source-filter model with voicing and frication sources, and cascade/parallel vocal tract filters. Parameters like pitch, formants and bandwidths are stored in a database that is segmented into frames. Synthesis involves generating the excitation signal then filtering with resonators updated per frame. The modified approach varies the frame size for more precise parameter tracking as in the KlattGrid synthesizer.
Web metrics-cell-carrier-buzz-on-the-web-12063Lextant
The document discusses various tools for analyzing online conversations and user-generated content regarding cell phone carriers like Verizon, Sprint, T-Mobile, and Cingular. It explores blogs, photos tagged on Flickr, videos on sites like YouTube, and social news sites like Digg. The tools can provide insight into topics discussed, tone of conversations, how content is organized and tagged, and what generates the most online buzz. However, the data does not provide demographic information about users or their locations.
The document discusses an intelligent hybrid multi-criteria decision making technique to solve a plant layout problem. It first compares several MCDM methodologies including TOPSIS, A-TOPSIS, and VIKOR to validate their consistency on a plant layout case study. It then proposes using M-TOPSIS and A-TOPSIS to evaluate layout alternatives and feeding the results into an unsupervised artificial neural network to generate a new composite ranking of the alternatives. The aim is to derive an optimal configuration ranking by averaging rankings from multiple MCDM methods.
This document summarizes a research paper that evaluates different classification methods for detecting spam users in social bookmarking systems. It tests naive Bayes and k-nearest neighbor classifiers on user data represented using three information retrieval models: Boolean, bag-of-words, and TFIDF. The best results were achieved using naive Bayes with a Boolean user representation, accurately classifying 97.5% of users. K-nearest neighbor worked best across all three representations, with over 96% accuracy using TFIDF. The study aims to automatically detect spam users through supervised machine learning techniques.
Design implementation and comparison of various cmos charge pumpsIAEME Publication
This document describes the design, implementation, and comparison of various CMOS charge pump circuits. It summarizes three types of charge pumps: the Dickson charge pump, a charge pump using static charge transfer switches (CTSs), and a charge pump using dynamic CTSs. The Dickson charge pump suffers from degraded voltage boosting ratios due to threshold voltage drops across diodes. Charge pumps using static or dynamic CTSs can achieve better voltage gains than the Dickson pump by eliminating these threshold drops. Simulation results show that pumps using dynamic CTSs further improve performance over those using static CTSs.
This document summarizes a research study on consumers' perceptions of branded jewelry products from Malabar Gold in Thiruvananthapuram City, India. The study found that the majority of respondents were between 26-35 years old, post-graduate educated, and had a monthly income between Rs. 10,001-20,000. Malabar Gold offers several branded jewelry lines including diamonds, uncut diamonds, precious gems, children's jewelry, and bridal collections. The objectives of the study were to understand factors influencing consumers' preferences for branded jewelry and their awareness of Malabar Gold's product lines. The methodology involved surveys of 180 consumers using random sampling.
Designing of telecommand system using system on chip soc for spacecraft contr...IAEME Publication
This document describes the design of a telecommand system using a System on Chip (SoC) for spacecraft control applications. It involves integrating various components onto a single chip, including SRAM, an ARM processor, and an Error Detection and Correction (EDAC) unit. The telecommand data is received and stored in the SRAM. The EDAC unit uses a Hamming code to detect and correct any errors in the data before it is processed by the ARM processor. The processor then collects onboard data signals and produces the output result. Verilog code is used to design the SoC, which is implemented and tested on a Xilinx FPGA platform and ARM board. The SoC allows two devices to be controlled by
This document summarizes a research paper that proposes an improved method for aspect-based sentiment analysis of movie reviews. The method extends an existing topic model called Seeded Aspect and Sentiment (SAS) by incorporating part-of-speech tagging to better extract aspects and sentiment words from reviews. It also compares two approaches using SentiWordNet to identify sentiment polarity. The key steps of the proposed method are to use part-of-speech tagging to generate priors for aspect and sentiment distributions, sample aspects and sentiment indicators for words hierarchically using Bayesian equations, and evaluate two SentiWordNet techniques for sentiment classification.
The document discusses the role of technology in human resource planning and management. It describes how information technology can help with workforce analytics, scheduling, and skills inventories. It also explains how technology supports replacement charts and succession management through applications that track employee data, performance reviews, competencies, and development opportunities. Overall, the document outlines how human resource information systems and software help optimize workforce management and strategic decision making.
HR Software Buyers Guide in 2024 - HRSoftware.comFatema Valibhai
Introduction: Data & Information needs for HR Manager; Sources of Data; Role
of ITES in HRM; IT for HR Managers; Concept, Structure, & Mechanics of
HRIS; Programming Dimensions & HR Manager w
Enabling your Human Resource Information System to support HR Strategic RolesOPUS Management
Human Resource Management (HRM) has shifted its function within Organisations over the last few years. Its function has grown considerably and has shifted into a more strategic role rather than providing support for administrative paperwork. There has been a shift too, in terminology, with the term Strategic Human Resource Management (SHRM) becoming more common.
1. The document discusses human resource information systems (HRIS) and their role within HR departments. It outlines the functions of HRIS, including collecting, analyzing, and providing employee data to support HR professionals and facilitate workforce management.
2. It then evaluates factors that influence HRIS implementation and design, such as data security, metrics, and application selection. Case studies of HRIS systems at Jordanian pharmaceutical companies and Cisco are provided.
3. The document also notes some limitations of HRIS, such as potential issues that may arise if the systems fail or if data is not updated regularly.
The document discusses the role of human resources in mergers and acquisitions. It outlines that HR helps determine if the cultures of the merging companies are compatible. It also discusses how HR assesses benefits structures and identifies any potential problems. Additionally, the document notes that HR helps address employee concerns about changes and uncertainty from the merger. Finally, it states that HR communicates changes to reporting structures, roles, and job descriptions as the organizations are integrated.
Human Resource Information System (HRIS) is a system used to collect, record, store, manage and present data related to an organization's human resources. HRIS was first introduced in the 1950s and became more widely adopted in organizations in the 1980s and 1990s. HRIS systems help with functions like employee records management, payroll, compliance, forecasting future needs, and assisting managers with relevant data. The key benefits of HRIS include saving time, saving costs, and allowing for better work reallocation within an organization.
The booming economy and the globalization of the business processe.docxtodd541
The booming economy and the globalization of the business processes have made the Human Resource departments in organizations scramble for effectiveness and efficiency in recruiting and maintaining talents. This has naturally led to the HR groups seeking cutting edge tools and technologies to help them improve their performance. A majority of organizations now uses some of HR Information Systems (HRIS).
In any typical organization, HR departments use the internet and intranet to deliver their services to employees.
A streamlined HRIS system consists of all activities and functions, from the simple storage and communication of information, to more complex transactions.
As technology advances, the range of functions that HRIS undertakes increases. HRIS is beneficial to the entire organization at all levels, starting from the upper management to the lowest level in an organization.
Some of the benefits include a faster, more accurate and more streamlined operations and business processes with a significant reduction in HR operational budget.
It also empowers the personnel at all levels to fulfill some of the basic tasks by themselves, thanks to the power of automation at various levels.
The use of HRIS can reduce the administrative and transactional burden, change their structure and enable them to play a more strategic role. HRIS can facilitate efficient processes and cut costs and can go even further beyond by improving the communication and customer service, thus transforming the HR function from an administrative one to a more strategic one.
HRIS is a system that helps to acquire, store, manipulate, analyze, retrieve, and distribute information about an organization’s human resources. The tools and instruments that comprise HRIS can range from a simple spreadsheet to the most complex, elaborate and gigantic software systems that implement and deploy HR functions such as communications, policies, payroll, talent management, recruitment and selection, performance and review, compensation and benefits, training and development, health and safety, employee relations and legal issues, retention and work-life balance, etc.
Technologies that HRIS adopt are in line with developments elsewhere.
Sophisticated and customized Graphical User Interface (GUI) is an integral part of HRIS system nowadays.
The front end capabilities offered by dynamic GUIs have made adoption easier.
The cloud technology that is becoming more popular has reduced the upgrades and maintenance cycles, thus reducing the cost.
Cloud technology is fast replacing the scenario of one vendor operations and this empowers the organizations to bargain and cut the cost down by implementing HRIS.
HRIS also offers an opportunity to consolidate all the legacy systems that are in place.
The data gathered by HRIS over a period becomes voluminous.
The emerging technology of Big Data is enabling organizations to mine data to the deepest possible level, slice and dice them and pr.
An Overview on the topic - Human Resource Information System (HRIS) by MehrreenMehr Reen
A HRIS is a system used to collect, store, and analyze human resources data. It allows HR processes like payroll, benefits administration, and training management to be automated and integrated. Key benefits of a HRIS include improved efficiency, data accuracy, reporting and analysis capabilities, and strategic decision making support. It also streamlines processes like time and attendance tracking, talent acquisition, and performance management. Overall, a well-implemented HRIS enhances HR service delivery and supports organizational goals.
HRIS stands for Human Resource Information System. It is a system used to collect, store, manipulate, analyze, interpret, and disseminate information regarding an organization's human resources. HRIS provides effective planning and policy formulation, monitors performance, and provides inputs for strategic decision making. It automates routine HR processes, reduces costs, and allows for faster responses to employee needs and services.
HRIS being the most important tool is needed for the modern trends in the organization.This slides gives the brief introduction related to the HRIS topic and the history of HRIS.
HR ANALYTICS: A MODERN TOOL IN HR FOR PREDICTIVE DECISION MAKINGIAEME Publication
Developments in Human Resources Management (HRM) are fast being integrated
with corresponding changes in data and information processing, which are
restructuring our environments. The domain of human resource analytics, which can be
understood as a data and analytical thinking-centred approach to Human Resources
Management, is fast becoming an indispensable part of organisational setups. The
present study explores the existing literature in the field of HR analytics and their
implications for predictive decision-making in organisations. This will also include
critically reviewing the literature on the integration of HR analytics in organisational
setups through the introduction of relevant IT infrastructure and provisions.
Brief overview and history of technology in IT.pptxshazia-ijaz
The document provides information about a human resource information systems (HRIS) course, including:
- The recommended textbook and marks distribution for assessments.
- Topics that will be covered include the technology and evolution of HRIS, as well as types of HRIS.
- An HRIS is defined as a system used to store and manage organizational human resources information to support HR decisions and functions. It includes both computerized systems and older paper-based systems.
The document discusses human resource information systems (HRIS). It describes the mission and objectives of the Department of HRIS, which include developing systems to meet HR requirements, establishing integrated systems for HR programs and services, increasing HR's ability to use technology, and creating electronic employee records. The department also focuses on customer service through various tasks like reporting, websites, and responding to data requests.
GROUP WORK - HRIS.pptx Bishop Stuart Universitymwesigye jimmy
The document discusses human resource information systems (HRIS). It defines HRIS and outlines its objectives, types, components, implementation steps, applications in HR management, benefits, and conditions for effectiveness. Specifically, it notes that HRIS is a technology-based system for acquiring, storing, and distributing relevant employee information. It aims to facilitate decision-making and reporting in HR. The document also describes the three levels at which HRIS operates - EDP, MIS, and DSS - and their purposes.
HRIS which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically.
Ud44132 bhu52973 817493_essay on human resource information system - aiu(final)Donasian Mbonea
An HRIS system handles important HR functions like maintaining employee records, managing payroll and benefits administration, and facilitating performance reviews. It allows HR professionals to store all employee data in one centralized database for easy access and analysis. The integration of HR data and processes through an HRIS helps improve efficiency, reduce costs, ensure compliance and inform strategic decision making.
This document summarizes a study on the use of business intelligence tools to help with human resources management decisions in Portuguese organizations. A survey of 43 HR managers was conducted to understand how BI tools integrate reports, analytics, dashboards and metrics to impact decision making. Statistical analysis found BI to be positively associated with and able to predict HR decision making. Focus groups identified how BI impacts HR strategies. The study examines how information from HR systems, gathered through BI tools, influences HR manager decisions and organizational performance. It also identifies practices and gaps in both HR management and BI processes, noting factors that must work together to facilitate effective decision making.
The document discusses innovations in human resource management and human resource information systems (HRIS). It defines HRIS as computerized systems that track employee information. HRIS have evolved from paper records to integrated databases. The document outlines objectives of studying HRIS, including understanding the concept and identifying its uses and role in organizations. It compares the effectiveness of HRIS to manual systems and suggests ways to enhance HRIS's role. The document also discusses components, factors influencing, roles, benefits, structure, suggestions, and limitations of HRIS. It concludes that HRIS assists operational and strategic human resource management in large organizations.
Operational Challenges in the Application of Human Resource Information Syste...AI Publications
This study was conducted to assess the Operational Challenges in the Application of Human Resource Information Systems: An investigation in the select Brac Tanzania and CRDB Bank PLC Private Financial Institutions. Specifically, the study aimed at assessing user skills in the application of HRIS, assessing infrastructure challenges in the application of HRIS, and lastly assessing support and system maintenance challenges in application of HRIS. The study employed qualitative approach and explanatory research design in which primary data was obtained by using interview as well as documentary reviews. The findings show that most of the employees have basic information in relation to the use and application of HRIS, they also only have skills on how to operate small portion of the HRIS system such as updating their information in the system. There are infrastructure challenges in the application of HRIS such as buildings well designed to accommodate the system, and well trained personnel to operate the system. It was also revealed that system, support and maintenance helps in updating the system time to time. In order to accommodate new technologies there are system support and maintenance challenges such as cost of maintenance and cybersecurity. The study recommends employees and managers training in order to improve the user skills in relation to application of HRIS. The study also recommended that the HRIS system should be maintained with high level of security and privacy. Not only that but also the study recommends that HR manager should ensure that they stay updated about the changes in technology.
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
A STUDY ON THE REASONS FOR TRANSGENDER TO BECOME ENTREPRENEURSIAEME Publication
The study explores the reasons for a transgender to become entrepreneurs. In this study transgender entrepreneur was taken as independent variable and reasons to become as dependent variable. Data were collected through a structured questionnaire containing a five point Likert Scale. The study examined the data of 30 transgender entrepreneurs in Salem Municipal Corporation of Tamil Nadu State, India. Simple Random sampling technique was used. Garrett Ranking Technique (Percentile Position, Mean Scores) was used as the analysis for the present study to identify the top 13 stimulus factors for establishment of trans entrepreneurial venture. Economic advancement of a nation is governed upon the upshot of a resolute entrepreneurial doings. The conception of entrepreneurship has stretched and materialized to the socially deflated uncharted sections of transgender community. Presently transgenders have smashed their stereotypes and are making recent headlines of achievements in various fields of our Indian society. The trans-community is gradually being observed in a new light and has been trying to achieve prospective growth in entrepreneurship. The findings of the research revealed that the optimistic changes are taking place to change affirmative societal outlook of the transgender for entrepreneurial ventureship. It also laid emphasis on other transgenders to renovate their traditional living. The paper also highlights that legislators, supervisory body should endorse an impartial canons and reforms in Tamil Nadu Transgender Welfare Board Association.
BROAD UNEXPOSED SKILLS OF TRANSGENDER ENTREPRENEURSIAEME Publication
Since ages gender difference is always a debatable theme whether caused by nature, evolution or environment. The birth of a transgender is dreadful not only for the child but also for their parents. The pain of living in the wrong physique and treated as second class victimized citizen is outrageous and fully harboured with vicious baseless negative scruples. For so long, social exclusion had perpetuated inequality and deprivation experiencing ingrained malign stigma and besieged victims of crime or violence across their life spans. They are pushed into the murky way of life with a source of eternal disgust, bereft sexual potency and perennial fear. Although they are highly visible but very little is known about them. The common public needs to comprehend the ravaged arrogance on these insensitive souls and assist in integrating them into the mainstream by offering equal opportunity, treat with humanity and respect their dignity. Entrepreneurship in the current age is endorsing the gender fairness movement. Unstable careers and economic inadequacy had inclined one of the gender variant people called Transgender to become entrepreneurs. These tiny budding entrepreneurs resulted in economic transition by means of employment, free from the clutches of stereotype jobs, raised standard of living and handful of financial empowerment. Besides all these inhibitions, they were able to witness a platform for skill set development that ignited them to enter into entrepreneurial domain. This paper epitomizes skill sets involved in trans-entrepreneurs of Thoothukudi Municipal Corporation of Tamil Nadu State and is a groundbreaking determination to sightsee various skills incorporated and the impact on entrepreneurship.
DETERMINANTS AFFECTING THE USER'S INTENTION TO USE MOBILE BANKING APPLICATIONSIAEME Publication
The banking and financial services industries are experiencing increased technology penetration. Among them, the banking industry has made technological advancements to better serve the general populace. The economy focused on transforming the banking sector's system into a cashless, paperless, and faceless one. The researcher wants to evaluate the user's intention for utilising a mobile banking application. The study also examines the variables affecting the user's behaviour intention when selecting specific applications for financial transactions. The researcher employed a well-structured questionnaire and a descriptive study methodology to gather the respondents' primary data utilising the snowball sampling technique. The study includes variables like performance expectations, effort expectations, social impact, enabling circumstances, and perceived risk. Each of the aforementioned variables has a major impact on how users utilise mobile banking applications. The outcome will assist the service provider in comprehending the user's history with mobile banking applications.
ANALYSE THE USER PREDILECTION ON GPAY AND PHONEPE FOR DIGITAL TRANSACTIONSIAEME Publication
Technology upgradation in banking sector took the economy to view that payment mode towards online transactions using mobile applications. This system enabled connectivity between banks, Merchant and user in a convenient mode. there are various applications used for online transactions such as Google pay, Paytm, freecharge, mobikiwi, oxygen, phonepe and so on and it also includes mobile banking applications. The study aimed at evaluating the predilection of the user in adopting digital transaction. The study is descriptive in nature. The researcher used random sample techniques to collect the data. The findings reveal that mobile applications differ with the quality of service rendered by Gpay and Phonepe. The researcher suggest the Phonepe application should focus on implementing the application should be user friendly interface and Gpay on motivating the users to feel the importance of request for money and modes of payments in the application.
VOICE BASED ATM FOR VISUALLY IMPAIRED USING ARDUINOIAEME Publication
The prototype of a voice-based ATM for visually impaired using Arduino is to help people who are blind. This uses RFID cards which contain users fingerprint encrypted on it and interacts with the users through voice commands. ATM operates when sensor detects the presence of one person in the cabin. After scanning the RFID card, it will ask to select the mode like –normal or blind. User can select the respective mode through voice input, if blind mode is selected the balance check or cash withdraw can be done through voice input. Normal mode procedure is same as the existing ATM.
IMPACT OF EMOTIONAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT PRACTICES AMONG...IAEME Publication
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends for conflict management as an integral part of effective human resource management.
VISUALISING AGING PARENTS & THEIR CLOSE CARERS LIFE JOURNEY IN AGING ECONOMYIAEME Publication
Our life journey, in general, is closely defined by the way we understand the meaning of why we coexist and deal with its challenges. As we develop the "inspiration economy", we could say that nearly all of the challenges we have faced are opportunities that help us to discover the rest of our journey. In this note paper, we explore how being faced with the opportunity of being a close carer for an aging parent with dementia brought intangible discoveries that changed our insight of the meaning of the rest of our life journey.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Living in 21st century in itself reminds all of us the necessity of police and its administration. As more and more we are entering into the modern society and culture, the more we require the services of the so called ‘Khaki Worthy’ men i.e., the police personnel. Whether we talk of Indian police or the other nation’s police, they all have the same recognition as they have in India. But as already mentioned, their services and requirements are different after the like 26th November, 2008 incidents, where they without saving their own lives has sacrificed themselves without any hitch and without caring about their respective family members and wards. In other words, they are like our heroes and mentors who can guide us from the darkness of fear, militancy, corruption and other dark sides of life and so on. Now the question arises, if Gandhi would have been alive today, what would have been his reaction/opinion to the police and its functioning? Would he have some thing different in his mind now what he had been in his mind before the partition or would he be going to start some Satyagraha in the form of some improvement in the functioning of the police administration? Really these questions or rather night mares can come to any one’s mind, when there is too much confusion is prevailing in our minds, when there is too much corruption in the society and when the polices working is also in the questioning because of one or the other case throughout the India. It is matter of great concern that we have to thing over our administration and our practical approach because the police personals are also like us, they are part and parcel of our society and among one of us, so why we all are pin pointing towards them.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A STUDY OF VARIOUS TYPES OF LOANS OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS...IAEME Publication
Banking regulations act of India, 1949 defines banking as “acceptance of deposits for the purpose of lending or investment from the public, repayment on demand or otherwise and withdrawable through cheques, drafts order or otherwise”, the major participants of the Indian financial system are commercial banks, the financial institution encompassing term lending institutions. Investments institutions, specialized financial institution and the state level development banks, non banking financial companies (NBFC) and other market intermediaries such has the stock brokers and money lenders are among the oldest of the certain variants of NBFC and the oldest market participants. The asset quality of banks is one of the most important indicators of their financial health. The Indian banking sector has been facing severe problems of increasing Non- Performing Assets (NPAs). The NPAs growth directly and indirectly affects the quality of assets and profitability of banks. It also shows the efficiency of banks credit risk management and the recovery effectiveness. NPA do not generate any income, whereas, the bank is required to make provisions for such as assets that why is a double edge weapon. This paper outlines the concept of quality of bank loans of different types like Housing, Agriculture and MSME loans in state Haryana of selected public and private sector banks. This study is highlighting problems associated with the role of commercial bank in financing Small and Medium Scale Enterprises (SME). The overall objective of the research was to assess the effect of the financing provisions existing for the setting up and operations of MSMEs in the country and to generate recommendations for more robust financing mechanisms for successful operation of the MSMEs, in turn understanding the impact of MSME loans on financial institutions due to NPA. There are many research conducted on the topic of Non- Performing Assets (NPA) Management, concerning particular bank, comparative study of public and private banks etc. In this paper the researcher is considering the aggregate data of selected public sector and private sector banks and attempts to compare the NPA of Housing, Agriculture and MSME loans in state Haryana of public and private sector banks. The tools used in the study are average and Anova test and variance. The findings reveal that NPA is common problem for both public and private sector banks and is associated with all types of loans either that is housing loans, agriculture loans and loans to SMES. NPAs of both public and private sector banks show the increasing trend. In 2010-11 GNPA of public and private sector were at same level it was 2% but after 2010-11 it increased in many fold and at present there is GNPA in some more than 15%. It shows the dark area of Indian banking sector.
EXPERIMENTAL STUDY OF MECHANICAL AND TRIBOLOGICAL RELATION OF NYLON/BaSO4 POL...IAEME Publication
An experiment conducted in this study found that BaSO4 changed Nylon 6's mechanical properties. By changing the weight ratios, BaSO4 was used to make Nylon 6. This Researcher looked into how hard Nylon-6/BaSO4 composites are and how well they wear. Experiments were done based on Taguchi design L9. Nylon-6/BaSO4 composites can be tested for their hardness number using a Rockwell hardness testing apparatus. On Nylon/BaSO4, the wear behavior was measured by a wear monitor, pinon-disc friction by varying reinforcement, sliding speed, and sliding distance, and the microstructure of the crack surfaces was observed by SEM. This study provides significant contributions to ultimate strength by increasing BaSO4 content up to 16% in the composites, and sliding speed contributes 72.45% to the wear rate
ROLE OF SOCIAL ENTREPRENEURSHIP IN RURAL DEVELOPMENT OF INDIA - PROBLEMS AND ...IAEME Publication
The majority of the population in India lives in villages. The village is the back bone of the country. Village or rural industries play an important role in the national economy, particularly in the rural development. Developing the rural economy is one of the key indicators towards a country’s success. Whether it be the need to look after the welfare of the farmers or invest in rural infrastructure, Governments have to ensure that rural development isn’t compromised. The economic development of our country largely depends on the progress of rural areas and the standard of living of rural masses. Village or rural industries play an important role in the national economy, particularly in the rural development. Rural entrepreneurship is based on stimulating local entrepreneurial talent and the subsequent growth of indigenous enterprises. It recognizes opportunity in the rural areas and accelerates a unique blend of resources either inside or outside of agriculture. Rural entrepreneurship brings an economic value to the rural sector by creating new methods of production, new markets, new products and generate employment opportunities thereby ensuring continuous rural development. Social Entrepreneurship has the direct and primary objective of serving the society along with the earning profits. So, social entrepreneurship is different from the economic entrepreneurship as its basic objective is not to earn profits but for providing innovative solutions to meet the society needs which are not taken care by majority of the entrepreneurs as they are in the business for profit making as a sole objective. So, the Social Entrepreneurs have the huge growth potential particularly in the developing countries like India where we have huge societal disparities in terms of the financial positions of the population. Still 22 percent of the Indian population is below the poverty line and also there is disparity among the rural & urban population in terms of families living under BPL. 25.7 percent of the rural population & 13.7 percent of the urban population is under BPL which clearly shows the disparity of the poor people in the rural and urban areas. The need to develop social entrepreneurship in agriculture is dictated by a large number of social problems. Such problems include low living standards, unemployment, and social tension. The reasons that led to the emergence of the practice of social entrepreneurship are the above factors. The research problem lays upon disclosing the importance of role of social entrepreneurship in rural development of India. The paper the tendencies of social entrepreneurship in India, to present successful examples of such business for providing recommendations how to improve situation in rural areas in terms of social entrepreneurship development. Indian government has made some steps towards development of social enterprises, social entrepreneurship, and social in- novation, but a lot remains to be improved.
OPTIMAL RECONFIGURATION OF POWER DISTRIBUTION RADIAL NETWORK USING HYBRID MET...IAEME Publication
Distribution system is a critical link between the electric power distributor and the consumers. Most of the distribution networks commonly used by the electric utility is the radial distribution network. However in this type of network, it has technical issues such as enormous power losses which affect the quality of the supply. Nowadays, the introduction of Distributed Generation (DG) units in the system help improve and support the voltage profile of the network as well as the performance of the system components through power loss mitigation. In this study network reconfiguration was done using two meta-heuristic algorithms Particle Swarm Optimization and Gravitational Search Algorithm (PSO-GSA) to enhance power quality and voltage profile in the system when simultaneously applied with the DG units. Backward/Forward Sweep Method was used in the load flow analysis and simulated using the MATLAB program. Five cases were considered in the Reconfiguration based on the contribution of DG units. The proposed method was tested using IEEE 33 bus system. Based on the results, there was a voltage profile improvement in the system from 0.9038 p.u. to 0.9594 p.u.. The integration of DG in the network also reduced power losses from 210.98 kW to 69.3963 kW. Simulated results are drawn to show the performance of each case.
APPLICATION OF FRUGAL APPROACH FOR PRODUCTIVITY IMPROVEMENT - A CASE STUDY OF...IAEME Publication
Manufacturing industries have witnessed an outburst in productivity. For productivity improvement manufacturing industries are taking various initiatives by using lean tools and techniques. However, in different manufacturing industries, frugal approach is applied in product design and services as a tool for improvement. Frugal approach contributed to prove less is more and seems indirectly contributing to improve productivity. Hence, there is need to understand status of frugal approach application in manufacturing industries. All manufacturing industries are trying hard and putting continuous efforts for competitive existence. For productivity improvements, manufacturing industries are coming up with different effective and efficient solutions in manufacturing processes and operations. To overcome current challenges, manufacturing industries have started using frugal approach in product design and services. For this study, methodology adopted with both primary and secondary sources of data. For primary source interview and observation technique is used and for secondary source review has done based on available literatures in website, printed magazines, manual etc. An attempt has made for understanding application of frugal approach with the study of manufacturing industry project. Manufacturing industry selected for this project study is Mahindra and Mahindra Ltd. This paper will help researcher to find the connections between the two concepts productivity improvement and frugal approach. This paper will help to understand significance of frugal approach for productivity improvement in manufacturing industry. This will also help to understand current scenario of frugal approach in manufacturing industry. In manufacturing industries various process are involved to deliver the final product. In the process of converting input in to output through manufacturing process productivity plays very critical role. Hence this study will help to evolve status of frugal approach in productivity improvement programme. The notion of frugal can be viewed as an approach towards productivity improvement in manufacturing industries.
A MULTIPLE – CHANNEL QUEUING MODELS ON FUZZY ENVIRONMENTIAEME Publication
In this paper, we investigated a queuing model of fuzzy environment-based a multiple channel queuing model (M/M/C) ( /FCFS) and study its performance under realistic conditions. It applies a nonagonal fuzzy number to analyse the relevant performance of a multiple channel queuing model (M/M/C) ( /FCFS). Based on the sub interval average ranking method for nonagonal fuzzy number, we convert fuzzy number to crisp one. Numerical results reveal that the efficiency of this method. Intuitively, the fuzzy environment adapts well to a multiple channel queuing models (M/M/C) ( /FCFS) are very well.
20 Comprehensive Checklist of Designing and Developing a WebsitePixlogix Infotech
Dive into the world of Website Designing and Developing with Pixlogix! Looking to create a stunning online presence? Look no further! Our comprehensive checklist covers everything you need to know to craft a website that stands out. From user-friendly design to seamless functionality, we've got you covered. Don't miss out on this invaluable resource! Check out our checklist now at Pixlogix and start your journey towards a captivating online presence today.
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Enchancing adoption of Open Source Libraries. A case study on Albumentations.AIVladimir Iglovikov, Ph.D.
Presented by Vladimir Iglovikov:
- https://www.linkedin.com/in/iglovikov/
- https://x.com/viglovikov
- https://www.instagram.com/ternaus/
This presentation delves into the journey of Albumentations.ai, a highly successful open-source library for data augmentation.
Created out of a necessity for superior performance in Kaggle competitions, Albumentations has grown to become a widely used tool among data scientists and machine learning practitioners.
This case study covers various aspects, including:
People: The contributors and community that have supported Albumentations.
Metrics: The success indicators such as downloads, daily active users, GitHub stars, and financial contributions.
Challenges: The hurdles in monetizing open-source projects and measuring user engagement.
Development Practices: Best practices for creating, maintaining, and scaling open-source libraries, including code hygiene, CI/CD, and fast iteration.
Community Building: Strategies for making adoption easy, iterating quickly, and fostering a vibrant, engaged community.
Marketing: Both online and offline marketing tactics, focusing on real, impactful interactions and collaborations.
Mental Health: Maintaining balance and not feeling pressured by user demands.
Key insights include the importance of automation, making the adoption process seamless, and leveraging offline interactions for marketing. The presentation also emphasizes the need for continuous small improvements and building a friendly, inclusive community that contributes to the project's growth.
Vladimir Iglovikov brings his extensive experience as a Kaggle Grandmaster, ex-Staff ML Engineer at Lyft, sharing valuable lessons and practical advice for anyone looking to enhance the adoption of their open-source projects.
Explore more about Albumentations and join the community at:
GitHub: https://github.com/albumentations-team/albumentations
Website: https://albumentations.ai/
LinkedIn: https://www.linkedin.com/company/100504475
Twitter: https://x.com/albumentations
Essentials of Automations: The Art of Triggers and Actions in FMESafe Software
In this second installment of our Essentials of Automations webinar series, we’ll explore the landscape of triggers and actions, guiding you through the nuances of authoring and adapting workspaces for seamless automations. Gain an understanding of the full spectrum of triggers and actions available in FME, empowering you to enhance your workspaces for efficient automation.
We’ll kick things off by showcasing the most commonly used event-based triggers, introducing you to various automation workflows like manual triggers, schedules, directory watchers, and more. Plus, see how these elements play out in real scenarios.
Whether you’re tweaking your current setup or building from the ground up, this session will arm you with the tools and insights needed to transform your FME usage into a powerhouse of productivity. Join us to discover effective strategies that simplify complex processes, enhancing your productivity and transforming your data management practices with FME. Let’s turn complexity into clarity and make your workspaces work wonders!
How to Get CNIC Information System with Paksim Ga.pptxdanishmna97
Pakdata Cf is a groundbreaking system designed to streamline and facilitate access to CNIC information. This innovative platform leverages advanced technology to provide users with efficient and secure access to their CNIC details.
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...Neo4j
Leonard Jayamohan, Partner & Generative AI Lead, Deloitte
This keynote will reveal how Deloitte leverages Neo4j’s graph power for groundbreaking digital twin solutions, achieving a staggering 100x performance boost. Discover the essential role knowledge graphs play in successful generative AI implementations. Plus, get an exclusive look at an innovative Neo4j + Generative AI solution Deloitte is developing in-house.
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
“An Outlook of the Ongoing and Future Relationship between Blockchain Technologies and Process-aware Information Systems.” Invited talk at the joint workshop on Blockchain for Information Systems (BC4IS) and Blockchain for Trusted Data Sharing (B4TDS), co-located with with the 36th International Conference on Advanced Information Systems Engineering (CAiSE), 3 June 2024, Limassol, Cyprus.
TrustArc Webinar - 2024 Global Privacy SurveyTrustArc
How does your privacy program stack up against your peers? What challenges are privacy teams tackling and prioritizing in 2024?
In the fifth annual Global Privacy Benchmarks Survey, we asked over 1,800 global privacy professionals and business executives to share their perspectives on the current state of privacy inside and outside of their organizations. This year’s report focused on emerging areas of importance for privacy and compliance professionals, including considerations and implications of Artificial Intelligence (AI) technologies, building brand trust, and different approaches for achieving higher privacy competence scores.
See how organizational priorities and strategic approaches to data security and privacy are evolving around the globe.
This webinar will review:
- The top 10 privacy insights from the fifth annual Global Privacy Benchmarks Survey
- The top challenges for privacy leaders, practitioners, and organizations in 2024
- Key themes to consider in developing and maintaining your privacy program