Top tools needed for advanced penetration testingShivamSharma909
Penetration testing or pen testing is a method of evaluating security levels that are involved in the system or network. It can also be used to determine the flaws or defects related to hardware and software.
https://www.infosectrain.com/blog/top-tools-needed-for-advanced-penetration-testing/
Why your outsourcing still fail in 2017?Artem Gavrik
Why your outsourcing still fail in 2017? Take a look at 5 simple reasons. By clearly showing what is happening at any time, the customer is empowering its supplier to deliver the best service and vice versa – the outsourcer is enabling the customer to refocus, in order to get the best possible outcome.
Top tools needed for advanced penetration testingShivamSharma909
Penetration testing or pen testing is a method of evaluating security levels that are involved in the system or network. It can also be used to determine the flaws or defects related to hardware and software.
https://www.infosectrain.com/blog/top-tools-needed-for-advanced-penetration-testing/
Why your outsourcing still fail in 2017?Artem Gavrik
Why your outsourcing still fail in 2017? Take a look at 5 simple reasons. By clearly showing what is happening at any time, the customer is empowering its supplier to deliver the best service and vice versa – the outsourcer is enabling the customer to refocus, in order to get the best possible outcome.
This was a simple presentation we provided to a dealership in Texas. This covers our standard pricing and what strengths we have that separate us from the competition.
Wie kann ein Digitaler Nomade Besteuerung vermeiden oder reduzieren?
Der Vortrag richtet sich an Digitale Nomaden und Unternehmer, die unregelmäßig in Deutschland oder Österreich arbeiten und sich die Frage stellen, wo und wieviele steuern Sie zahlen müssen.
TSC - The Tax Saving Corporation zeigt hierbei auch, welce Alternativen sich bieten und welche Vorteile eine Firma im Ausland bietet.
Turbo-Charge Your Search Traffic with Structured DataErudite
In this presentation, given at On The Edge Manchester 2013, we present structured data mark-up and how using it can deliver semantic meaning to your search results; plus additional, attractive decision-criteria that seriously boosts your search traffic!
This was a simple presentation we provided to a dealership in Texas. This covers our standard pricing and what strengths we have that separate us from the competition.
Wie kann ein Digitaler Nomade Besteuerung vermeiden oder reduzieren?
Der Vortrag richtet sich an Digitale Nomaden und Unternehmer, die unregelmäßig in Deutschland oder Österreich arbeiten und sich die Frage stellen, wo und wieviele steuern Sie zahlen müssen.
TSC - The Tax Saving Corporation zeigt hierbei auch, welce Alternativen sich bieten und welche Vorteile eine Firma im Ausland bietet.
Turbo-Charge Your Search Traffic with Structured DataErudite
In this presentation, given at On The Edge Manchester 2013, we present structured data mark-up and how using it can deliver semantic meaning to your search results; plus additional, attractive decision-criteria that seriously boosts your search traffic!
A study on e human resources practices inPuspa Pratiwi
A study on e human resources practices in
To identify :
What are the purposes of the SMEs in using e-HRM applications?
What are the full advantages of for SMEs are ?
To what extent e-HRM improves HR processes?
In this file, you can ref useful information about various methods of performance appraisal such as various methods of performance appraisal methods, various methods of performance appraisal tips, various methods of performance appraisal forms, various methods of performance appraisal phrases … If you need more assistant for various methods of performance appraisal, please leave your comment at the end of file.
Management techniques are not short-term devise used to motivate employees, but rather valid methods of managing that help to develop a productive working.
2. I. e -H R M d e f i n i t i o n
II. T y p e s o f e -H R M
III. e -H R M T o o l s
IV. O b j e c t i v e s o f e -H R M
V. S c o p e o f e -H R M
VI. B e n e f i t s o f e -H R M
VII.G o a l s o f e -H R M
VIII.e -H R M O u t c o m e s
IX. I m p l e m e n t a t i o n o f e -H R M
X. A d v a n t a g e s o f e -H R M
XI. D i s a d v a n t a g e s o f e -H R M
XII.e -H R M M o d e l
XIII. C a s e S t u d y
3. • i
a
n
i
n
t
f
n
a
s
a
s t he
ppl i c a t i o
of
n f o r ma t i o
e
o
e
n
u
t
c hnol ogy
r bot h
t wo r k i n g
d
ppor t i ng
l e a s t
4. Op e r a t i
ona l
Re l a t i o
na l
Tr a ns f or
ma t i o n a l
5. • i
a
f
a
p
s
d
u
n
e
c o n c e r n e d wi t h
mi n i s t r a t i v e
n c t i o n s (p a y r o l l
d e mp l o y e e
r s o n a l d a t a ).
6. • i s
s u
pr
of
r e
pe
ma
f o
c o n c e r n e d wi t h
ppor t i ng bus i ne s s
o c e s s e s b y me a n s
t r a i ni ng,
c r u i t me n t ,
r f o r ma n c e
n a g e me n t a n d s o
r t h.
7. • i s
s t
a c
k n
ma
s t
or
c o n c e r n e d wi t h
r a t e g i c HR
t i v i t i e s s uc h a s
o wl e d g e
n a g e me n t a n d
r a t e gi c r e i e nt a t i on.
8. EE mp l o y e
e
Pr of i l e
ERe c r u i t
me n t
ERe c r u i t
i ng
Me t h o d s
ESe l e c t i
on
ELe a r ni n
g
E -T r a i n i
ng
E -P e r
ma n
Ma n a
e n
f or
c e
ge m
t
EC o mp e n s
a t i on
9. • T
E
P
a
p
c
p
a
e
c
i
a
a
c
e
he
mp
r o
pp
r o
e n
oi
c c
mp
on
nf
nd
El oy e e
f i l e we b
l i c a t i on
v i de s a
t r a l
nt of
e s s t o t he
l oy e e
t a c t
o r ma t i o n
pr ov i de s
o mp r e h e n s i v
e mp l o y e e
10. • Or g a n i z a t i
ons f i r s t
s t a r t e d
us i ng
c o mp u t e r s
a s a
r e c r ui t i ng
t ool by
a dv e r t i s i n
g j obs on a
bul l e t i n
boa r d
12. • Most employers seem
to be embracing
Internet recruitment
with enthusiasm, the
penetration of online assessment
t ool s s uc h
a s
pe r s ona l i t
y
a s s e s s me n t
s or
a bi l i t y
t e s t s , ha s
13. • E-L e a r n i n g
r e f e r s t o
a ny
p r o g r a mme d
of
l e a r ni ng,
t r a i ni ng
or
e duc a t i on
wh e r e
e l e c t r oni c
de v i c e s ,
a ppl i c a t i o
ns a nd
14. • Mo s t
c o mp a n i e s
s t a r t t o
t hi nk of
onl i ne
l e a r ni ng
primarily as a more
efficient way to distribute
training inside the
organization, making it
available ”any time”,”
anywhere” reducing
di r e c t c os t s
(i n s t r u c t o r s ,
pr i nt e d
ma t e r i a l s ,
15. • A web-based
appraisal system can
be defined as the
system which uses
the web(intranet and
i nt e r ne t )
t o
e f f e c t i v e
l y
e v a l ua t e
t he
s k i l l s , k n
o wl e d g e
a nd t he
16. • Co
pl
t h
e n
ma
a l
s a
i n
e q
a c
or
wh
wi
gu
or
ha
mp e n s a t i o n
a nni ng i s
e pr oc e s s of
s ur i ng t ha t
na ge r s
l oc a t e
l a r y
c r e a s e s
ui t a bl y
r os s t he
ga ni z a t i on
i l e s t a y i ng
t hi n budge t
i d e l i n e s . As
ga ni z a t i ons
v e s t a r t e d
17. • To offer an adequate, comprehensive and ongoing information system about people
and jobs at a r e a s o n a b l e c o s t ;
• To p r o v i d e s u p p o r t f o r
f ut ur e pl a nni ng a nd
a l s o f or pol i c y
f o r mu l a t i o n s ;
• To f a c i l i t a t e m o n i t o r i n g
o f h u ma n r e s o u r c e s
d e ma n d a n d s u p p l y
i mb a l a n c e
• T o a u t o ma t e e mp l o y e e
r e l a t e d i n f o r ma t i o n ;
18. • A d e c i s i v e s t e p t o wa r d s a
pa pe r l e s s of f i c e
• Higher s p e e d o f r e t r i e v a l a n d
pr oc e s s i ng of da t a
• Mo r e c o n s i s t e n t a n d h i g h e r
a c c u r a c y o f i n f o r m a t i o n /r e p o r t
ge ne r a t e d
• F a s t r e s p o n s e t o a n s we r q u e r i e s
• A higher internal profile for HR leading to better work
c ul t ur e
• Mo r e t r a n s p a r e n c y i n t h e s y s t e m
• Si gni f i c a nt r e duc t i on of
a d mi n i s t r a t i v e b u r d e n
• Ad a p t a b i l i t y t o a n y c l i e n t a n d
f a c i l i t a t i n g ma n a g e me n t
19. • St a nda r di z a t i on
• Ease o f r e c r u i t m e n t ,
s e l e c t i on a nd
a s s e s s me n t
• Ease of administering employee records
Reductions to cost, time and labor
• Access t o E S S (e m p l o y e e
s e l f -s e r v i c e )
t r a i n i n g e n r o l l me n t
a n d s e l f d e v e l o p me n t
• Co s t a n d ESS
20. I mp r o v i n g t h e
s t r a t e gi c
o r i e n t a t i o n o f HRM
Co s t
r e d u c t i o n /e f f i c i e n c y
ga i ns
Cl i e n t s s e r v i c e
i m p r o v e m e n t s /f a c i l i t
a t i n g ma n a g e me n t a n d
e mp l o y e e s
21. Hi g h
c o mmi t
me n t
Co s t
e f f e c t
i v e ne s
s
Hi g h
c o mp e t
e nc e
Hi g h e r
c ongr u
e nc e
22.
23. • C o l l e c t i o n and store of
information regarding the work force, which
will act as t h e b a s i s f o r
s t r a t e gi c de c i s i onma k i n g .
• I nt e gr a l s uppor t f or
t h e ma n a g e me n t o f
h u ma n r e s o u r c e s a n d
a l l ot he r ba s i c a nd
s uppor t pr oc e s s e s
w i t h i n t h e c o mp a n y .
• P r o mp t i n s i g h t i n t o
r e por t i ng a nd
a na l y s i s .
24. • E mp l o y e e s a n d l i n e
ma n a g e r s ’ mi n d s e t s n e e d
t o be c ha nge d : t he y ha v e
t o r e a l i z e a nd a c c e pt
t he us e f ul ne s s of
w e b -b a s e d H R t o o l s .
• The y ge ne r a l l y f e e l
t h a t t h e y l a c k t h e t i me
s p a c e n e e d e d t o wo r k
qui e t l y a nd
t h o u g h t f u l l y wi t h
w e b -b a s e d H R t o o l s a n d