Case Study
C & S Department Store is the second largest clothing and
retail store chain in Jamaica. At present, they have 5 clothing and
retail stores in all 14 parishes and are planning to expand to 7
stores per parish in the next 3 years. C & S Department Store
has a centralized Human Resource Department located at its main
office in Kingston. Unfortunately, although the HR processes are
managed centrally, there are many HR tasks, policies and procedures
that are controlled by the clothing and retail store managers or by
the lead parish manger in each parish. Currently, the HR management
processes are using Excel spreadsheet to compile reports from
various parish Headquarters and stores. This task is being
performed by a team of HR executives at its main office in
Kingston.
Simone Coram is the Senior HR Manager of C & S Department Store
and has discovered various administrative and HR issues with the
clothing and retail store sites. Due to high focus on sales revenue
and stores profitability, Retail Store Managers have difficulties
in managing the stores in the areas of staff attendance, discipline
and critical HR practices.
The fundamental emphasis and foundation of C & S Department
Store has been centered on always maintaining the highest standards
of customer service and for that reason they are in direct contact
with customers at each and every Department Store. What sets C
& S Department apart is a commitment to exceeding expectations
making it one of their unique selling points. Giving excellent
customer service is one of the main reasons why their customers
choose C & S Department Store and why they keep coming
back.
Imperatively, the entity’s strategy is purposed towards employing
the ideal candidate for both their part-time and full-time sales
associates with the capacity and proficiency to grow and hone their
skills for prospective advanced position within the organization.
Presently, the store managers for three (3) of C&S Department
Store have made the announcement that they plan to retire within
the next 18 to 24 month. These three managers have insisted that
they will not remain in their position beyond this particular
point.
A team of HR internal auditors has conducted a study and identified
that there are irregularities in the staff attendance data both at
the retail stores and regional offices. Sometimes many of the staff
did not sign the attendance register or signed intermittently.
During the HR audit, it was discovered that some staff signed the
attendance register only at the end of the day. Further, sometimes
staff signed the register and then left their post. There was also
no mechanism to track the leave data of employees. Employees did
not know their exact leave data. At the end of the year it was
revealed that some employees have taken excess leave while some
employees worked incessantly, creating frustration among
staff.
There was also no standardization in the reports between head
office, regional offices and the retail stores and this created
discrepancies. HR provided a set of excel sheets and paper-based
forms to help store managers maintain data. However, many store
managers used and made unique formats of reports making it
difficult to collate the reports. The data thus collated had to be
verified over again and again, as there was a tendency for errors
to emerge.
This discrepancy has caused a significant issue in salary. HR and
attendance data were used to generate data for payroll. As there
were many discrepancies in HR data and reports, this created
several salary discrepancies and caused numerous issues among the
employees, thus lowering employee satisfaction rate and affecting
the employee morale.
Training and communication have become a major issue at C & S
Department Store. As the company was growing at a fast pace,
training employees on various HR procedures and policies was
becoming increasingly difficult. Thus line managers took decisions
based on their previous experience or personal insights and created
unnecessary hassles that required HR intervention.
The staff turnover in two (2) key departments of Marketing and
Accounts was running at 90%. Estimated cost of staff turnover -
including overtime, loss of revenue, loss of skills, training time
and management time to replace a staff member – is equivalent to
approximately $3,000 per position thus costing the business around
$500,000 per year.
Human Resource Management focuses on matching the needs of the
business with the needs and development of employees and as such
you are required to answer the following questions based on the
scenario represented above.
4. As Ms. Coram, you have suggested the implementation of a Management by Objectives method to improve the performance management system at C & S Department Store. Justify the use of this method to assist the company in meeting its performance standards. Explain five (5) factors that the team should take into consideration before implementing the MBO ?
In: Operations Management
In: Operations Management
In: Operations Management
Please Use your keyboard (Don't use handwriting)
MGT 322
I need new and unique answers, please. (Use your own words, don't copy and paste)
Critical Thinking
The global marketplace has witnessed an increased pressure from customers and competitors in manufacturing as well as service sector (Basu, 2001; George, 2002). Due to the rapidly changing global marketplace only those companies will be able to survive that will deliver products of good quality at cheaper rate and to achieve their goal companies try to improve performance by focusing on cost cutting, increasing productivity levels, quality and guaranteeing deliveries in order to satisfy customers (Raouf, 1994).
Increased global competition leads the industry to increasing efficiency by means of economies of scale and internal specialization so as to meet market conditions in terms of flexibility, delivery performance and quality (Yamashina, 1995). The changes in the present competitive business environment are characterized by profound competition on the supply side and keen indecisive in customer requirements on the demand side. These changes have left their distinctive marks on the different aspect of the manufacturing organizations (Gomes et al., 2006). With this increasing global economy, cost effective manufacturing has become a requirement to remain competitive.
To meet all the challenges organizations try to introduce different manufacturing and supply techniques. Management of organizations devotes its efforts to reduce the manufacturing costs and to improve the quality of product. To achieve this goal, different manufacturing and supply techniques have been employed. The last quarter of the 20th century witnessed the adoption of world-class, lean and integrated manufacturing strategies that have drastically changed the way manufacturing firm’s leads to improvement of manufacturing performance (Fullerton and McWatters, 2002).
Consult chapter 7 of your text book or secondary available data on internet and answer the following questions.
Question:
The Answer should be within 4- 5 pages.
The Answer must follow the outline points below:
____________
please complete my answer to be looonnnnnnggggg answer pleaseee ..... I need new and unique answers, please. (Use your own words, don't copy and paste)
Lean Thinking is a methodological aspect of business which aims to provide innovative ways to organisations about how to organise human activities to serve the society and help indivuduals add perspective to their lives and reduce wasted. The companies adopt lean thinking to reduce the wastage of human resource and increase the productive capacity of the employees working.
JIT Model or Just-in-time Model is an inventory management model wherein the different aspects of production like labour, raw material, etc., are refiiled at the exact time when it is ultimately required. This model is used by almost all the organisations as through this model thr production is kept uninterupted and there is no wastage of time while any factor of production is exhausted.
The major types of waste that a company has to keep in mind includes mainly the wastage of raw materials, wastage of labour resource, power supply. etc.
Lean Thinking plays an intregal part in every organisation. Every organisation intends to reduce the wastage throughout the production process. Every organisation wants to keep their potential employees and a very important way is to keep the employee satisfied with the job , working conditions, pay scale, etc. Employees play the most important role as most of the production process depends on them therefore, lean thinking helps the suppliers to the end users.
Agile supply chain is a process of product distribution that is concerned with quick delivery of products, early responses to the market, cost saving, high productivity with flexibility. At this point of the emergency of COVID-19 agile supply chain is very useful as the World is under lockdown and the market is facing serious issues of scarcity of the necessity items that are demanded. As under lockdown major companies are completely shut which has resulted in the reduction in production in alot of the sectors and the Economy around the World is facing massive drop and in some countries the Economy is running negetive. This is the time to adopt agile supply chain Worldwide to save the market from reaching recession.
In: Operations Management
Throughout this course, you will complete assignments that lead up to a final project. The project, titled “Consultant to the Client Organization,” is based on a scenario presented below. It may be helpful to refer back to this scenario as you complete each assignment.
Consultant to the Client Organization
Fig Technologies is a global technology solutions firm with offices around the globe. Fig Technologies’ corporate headquarters is just outside Mobile, Alabama. Fig recently acquired several smaller firms in different regions to expand its products and service lines. Assimilating the processes, systems, and human capital has presented a significant challenge. The leadership has chosen to bring in an outside firm to address concerns. You are the consultant from that firm, The Solution Group.
In each of the assignments in this course, you will be given a scenario to address the concern that is presented. You will be expected to develop assessment, analysis, and research in order to support your proposed solution. Often, you will be asked to present the top three solutions for the concern and support your answer. Use of course materials (textbook and required readings) and external credible materials is strongly encouraged. The scenario is not intended to have a set answer but to develop critical thinking on what can often be very emotional and opinion-based topics. Consider carefully your position and how you will support the proposed solutions.
Grading will not require simply meeting format standards and word count. It will require substantive content, research, and critical thinking. Each assignment will be a section of a comprehensive report that will be submitted to the Fig Technologies Executive Leadership Council (ELC) in written form in Unit VII. The presentation will be made in Unit VIII. Consider as you work on each assignment how it will fit into the final report that will be sent to the ELC for review. The final report will include recommendations for continued improvement regarding managing diversity in the organization.
The project serves as an opportunity to stretch your thinking and your organizational skills whether you are a business or human resources major. Working in an organization or being contracted to an organization will require this type of thinking from you as to how you will handle diversity issues within an organization. The project and the course will allow you to build a solid foundation to build upon while also enriching your resource library on the topic for future business world opportunities.
Click here to download a copy of these instructions for the project scenario.
Fair Treatment of Ethnicities
The Executive Leadership Council (ELC) has authorized The Solution Group, (the company you work for) to assess assimilation of recent transfers into the workplace environment in the newly opened IT division of Fig Technologies in Tyler, Texas. The Tyler IT division was aligned with its counterparts in Qatar and Germany. In an effort to assimilate the newly formed virtual teams, a contingent from each of the three offices went to the other offices for a two-month immersion. The purpose of the short-term exchange was to learn culture, process, and systems. Some hostilities have been reported in all three offices by team members as to difficulties with the visiting team members. The ELC wants more information.
Your objective is to determine how to assess the assimilation progress of workers to different people and cultures. Is there acceptance? What are possible roadblocks and obstacles (e.g., language, common terminology, customs, and work ethics). As a consultant, how would you complete this assessment and report results?
Your assignment instructions are as follows:
1. Introduce the composition of the three 10-member teams in each of the sites. You do not need names, though you should develop an ethnically diverse team of locals and visitors from the other respective worksites and national cultures. Explore the differences in culture, perspective, and experience of your team. Include whether the work culture in these countries is individualistic or collective. This section should be 200 words, approximately half of a page.
In: Operations Management
Please describe this( Encryption technique -abstract and introduction) below Research paper in your Word
Abstract
In network communication system, exchange of data mostly occurs on
networked computers and devices, mobile phones and other internet
based smart electronic gadgets. Importance of network security is
increasing day by day for various network and software applications
in human life. Many of the human activities are automatic and in
future more areas will come as part of networking system. So most
of the end-devices will come to the internet and connect, it is
important to ensure the security of data being transmitted. The
data and network encryption algorithms play a huge role to ensure
the security of data in transmission. In this paper, we provide a
theoretical overview of various encryption techniques, namely those
that range from changes in the position of a letter or word to word
transformations and transposition. These not only provide security
when sending messages, but also security for passwords that are
used to decipher and to encrypt. The conclusions in this study
examine the current theoretical framework,
and propose the usage of methods to prevent online security
breaches
Introduction
Encryption simply means the translation of data blocks into a
secret code which is considered the most effective way to ensure
data security. To read a secret file one must have access to a
secret key that enables to decrypt it. Unsecured data where no
encryption algorithms were used travels through different networks
are open to many types of attacks and can be read, changed or
forged by any attacker who has access to that data or network. To
prevent such attacks encryption and decryption techniques are
employed. Encryption algorithms are used by many software and
network applications, but most of them are not free from
cyber-attacks. Now a days encryption techniques uses algorithms
with a “key” to encrypt data into digital secret code and then
decrypting it by restoring it to its original data. It is important
to protect things like biometric information, email data, medical
records, corporate information, personal data, legal documents,
transactions details from unauthorized access. Encryption
techniques uses a fixed length parameter or key for data
transformation. There are mainly two types of algorithms used to
encrypt data, asymmetric encryption and symmetric encryption. Many
research and analysis of different encryption algorithms such as
DES, 3DES, AES, Blowfish, Twofish, Serpent, RC2, RC5, are going on
which helps to identify the pros and cons of algorithms in various
platforms and application areas. Today's most widely used
encryption algorithms fall into two categories: symmetric and
asymmetric. Symmetric-key ciphers, also referred to as "secret
key," use a single key, sometimes referred to as a shared secret
because the system doing the encryption must share it with any
entity it intends to be able to decrypt the encrypted data. The
most widely used symmetric-key cipher is the Advanced Encryption
Standard (AES), which was designed to protect government
classified information.
Symmetric-key encryption is usually much faster than asymmetric
encryption, but the sender must exchange the key used to encrypt
the data with the recipient before the recipient can perform
decryption on the cipher text. The need to securely distribute and
manage large numbers of keys means most cryptographic processes use
a symmetric algorithm to efficiently encrypt data, but they use an
asymmetric algorithm to securely exchange the secret key. All
securely transmitted live traffic today is encrypted using
symmetric encryption algorithms for example such as live telephone
conversation, streaming video transmission, high speed data link.
Blowfish, AES, RC4,DES, RC5, and RC6 are examples of symmetric
encryption. The most widely used symmetric algorithm is AES-128,
AES-192, and AES-256. In asymmetric key encryption, different keys
are used for encrypting and decrypting a message. Asymmetric
cryptography, also known as public key cryptography, uses two
different but mathematically linked keys, one public and one
private. The public key can be shared with everyone, whereas the
private key must be kept secret. The RSA encryption algorithm is
the most widely used public key algorithm, partly because both the
public and the private keys can encrypt a message; the opposite key
from the one used to encrypt a message is used to decrypt it. This
Attribute provides a method of assuring not only confidentiality,
but also the integrity, authenticity and non reputability of
electronic communications and data at rest through the use of
digital signatures. Diffie-Hellman, RSA, ECC, ElGamal, DSA. The
following are the major asymmetric encryption algorithms used for
encrypting or digitally signing data.
In: Computer Science
C & S Department Store is the second largest clothing and retail store chain in Jamaica. At present, they have 5 clothing and retail stores in all 14 parishes and are planning to expand to 7 stores per parish in the next 3 years. C & S Department Store has a centralized Human Resource Department located at its main office in Kingston. Unfortunately, although the HR processes are managed centrally, there are many HR tasks, policies and procedures that are controlled by the clothing and retail store managers or by the lead parish manger in each parish. Currently, the HR management processes are using Excel spreadsheet to compile reports from various parish Headquarters and stores. This task is being performed by a team of HR executives at its main office in Kingston.
Simone Coram is the Senior HR Manager of C & S Department Store and has discovered various administrative and HR issues with the clothing and retail store sites. Due to high focus on sales revenue and stores profitability, Retail Store Managers have difficulties in managing the stores in the areas of staff attendance, discipline and critical HR practices.
The fundamental emphasis and foundation of C & S Department Store has been centered on always maintaining the highest standards of customer service and for that reason they are in direct contact with customers at each and every Department Store. What sets C & S Department apart is a commitment to exceeding expectations making it one of their unique selling points. Giving excellent customer service is one of the main reasons why their customers choose C & S Department Store and why they keep coming back.
Imperatively, the entity’s strategy is purposed towards employing the ideal candidate for both their part-time and full-time sales associates with the capacity and proficiency to grow and hone their skills for prospective advanced position within the organization. Presently, the store managers for three (3) of C&S Department Store have made the announcement that they plan to retire within the next 18 to 24 month. These three managers have insisted that they will not remain in their position beyond this particular point.
A team of HR internal auditors has conducted a study and identified that there are irregularities in the staff attendance data both at the retail stores and regional offices. Sometimes many of the staff did not sign the attendance register or signed intermittently. During the HR audit, it was discovered that some staff signed the attendance register only at the end of the day. Further, sometimes staff signed the register and then left their post. There was also no mechanism to track the leave data of employees. Employees did not know their exact leave data. At the end of the year it was revealed that some employees have taken excess leave while some employees worked incessantly, creating frustration among staff.
There was also no standardization in the reports between head office, regional offices and the retail stores and this created discrepancies. HR provided a set of excel sheets and paper-based forms to help store managers maintain data. However, many store managers used and made unique formats of reports making it difficult to collate the reports. The data thus collated had to be verified over again and again, as there was a tendency for errors to emerge.
This discrepancy has caused a significant issue in salary. HR and attendance data were used to generate data for payroll. As there were many discrepancies in HR data and reports, this created several salary discrepancies and caused numerous issues among the employees, thus lowering employee satisfaction rate and affecting the employee morale.
Training and communication have become a major issue at C & S Department Store. As the company was growing at a fast pace, training employees on various HR procedures and policies was becoming increasingly difficult. Thus line managers took decisions based on their previous experience or personal insights and created unnecessary hassles that required HR intervention.
The staff turnover in two (2) key departments of Marketing and Accounts was running at 90%. Estimated cost of staff turnover - including overtime, loss of revenue, loss of skills, training time and management time to replace a staff member – is equivalent to approximately $3,000 per position thus costing the business around $500,000 per year.
Human Resource Management focuses on matching the needs of the business with the needs and development of employees and as such you are required to answer the following questions based on the scenario represented above.
Discuss five (5) possible reasons for the 90% staff turnover in the Marketing and Accounts Departments? As Miss Simone Coram, what would you recommend to minimize the high level of attrition in these departments?
In: Operations Management
C & S Department Store is the second largest clothing and retail store chain in Jamaica. At present, they have 5 clothing and retail stores in all 14 parishes and are planning to expand to 7 stores per parish in the next 3 years. C & S Department Store has a centralized Human Resource Department located at its main office in Kingston. Unfortunately, although the HR processes are managed centrally, there are many HR tasks, policies and procedures that are controlled by the clothing and retail store managers or by the lead parish manger in each parish. Currently, the HR management processes are using Excel spreadsheet to compile reports from various parish Headquarters and stores. This task is being performed by a team of HR executives at its main office in Kingston.
Simone Coram is the Senior HR Manager of C & S Department Store and has discovered various administrative and HR issues with the clothing and retail store sites. Due to high focus on sales revenue and stores profitability, Retail Store Managers have difficulties in managing the stores in the areas of staff attendance, discipline and critical HR practices.
The fundamental emphasis and foundation of C & S Department Store has been centered on always maintaining the highest standards of customer service and for that reason they are in direct contact with customers at each and every Department Store. What sets C & S Department apart is a commitment to exceeding expectations making it one of their unique selling points. Giving excellent customer service is one of the main reasons why their customers choose C & S Department Store and why they keep coming back.
Imperatively, the entity’s strategy is purposed towards employing the ideal candidate for both their part-time and full-time sales associates with the capacity and proficiency to grow and hone their skills for prospective advanced position within the organization. Presently, the store managers for three (3) of C&S Department Store have made the announcement that they plan to retire within the next 18 to 24 month. These three managers have insisted that they will not remain in their position beyond this particular point.
A team of HR internal auditors has conducted a study and identified that there are irregularities in the staff attendance data both at the retail stores and regional offices. Sometimes many of the staff did not sign the attendance register or signed intermittently. During the HR audit, it was discovered that some staff signed the attendance register only at the end of the day. Further, sometimes staff signed the register and then left their post. There was also no mechanism to track the leave data of employees. Employees did not know their exact leave data. At the end of the year it was revealed that some employees have taken excess leave while some employees worked incessantly, creating frustration among staff.
There was also no standardization in the reports between head office, regional offices and the retail stores and this created discrepancies. HR provided a set of excel sheets and paper-based forms to help store managers maintain data. However, many store managers used and made unique formats of reports making it difficult to collate the reports. The data thus collated had to be verified over again and again, as there was a tendency for errors to emerge.
This discrepancy has caused a significant issue in salary. HR and attendance data were used to generate data for payroll. As there were many discrepancies in HR data and reports, this created several salary discrepancies and caused numerous issues among the employees, thus lowering employee satisfaction rate and affecting the employee morale.
Training and communication have become a major issue at C & S Department Store. As the company was growing at a fast pace, training employees on various HR procedures and policies was becoming increasingly difficult. Thus line managers took decisions based on their previous experience or personal insights and created unnecessary hassles that required HR intervention.
The staff turnover in two (2) key departments of Marketing and Accounts was running at 90%. Estimated cost of staff turnover - including overtime, loss of revenue, loss of skills, training time and management time to replace a staff member – is equivalent to approximately $3,000 per position thus costing the business around $500,000 per year.
Human Resource Management focuses on matching the needs of the business with the needs and development of employees and as such you are required to answer the following questions based on the scenario represented above.
In: Operations Management
Genes are specific sequences of nucleotides that code for mRNA which may be translated into a protein. The nucleotide is the building block of nucleic acids, RNA and DNA. A nucleotide is composed of a pentose sugar, attached to one of five nitrogenous bases, guanine (G), cytosine (C), thymine (T), or adenine (A) and phosphate groups. The bases are covalently bonded through an ester bond between the hydoxyl group of one ribose and the phosphate group of another nucleotide. All cells contain both DNA and RNA, in contrast to viruses which are acellular and have either RNA or DNA. DNA is double stranded and the two stranded of nucleotides are held together by hydrogen bonds between the nitrogenous bases.
1. What is the central dogma of biology using DNA, RNA and proteins?
DNA is associated are packed with proteins to form chromosomes, the typical structure of chromosomes is different for prokaryotes and eukaryotes. Prokaryotes have supercoiled circular DNA, which is the structure of DNA in mitochondria. The nucleoid region of the prokaryotic cell contains its genome. Eukaryotic cells have chormosomes in the nucleus and are organized into nucleosomes which form chromatin fibers.
2. Compare and contrast a plasmid in a prokaryotic cell with the chromosomes of a prokaryotic cell. Use at least three significant features,for example what kind of information is stored in each type of DNA molecule.
DNA replication is semiconservative, so each newly strand of DNA, which is double stranded, remains associated with the parental strand that had served as a template. DNA replication requires five types of enzymes to complete, in contrast to RNA is capable of self replication. Examples of enzymes needed for DNA replication are:
helicase which unwinds and/or unzips DNA, so it breaks the hydrogen bonds that hold the two strands together.
DNA polymerase which may be DNA pol I, II or III each has a different function but all synthesize the new strand of DNA by adding the nucleotide ONLY to the 3'hydroxyl group.
Primase to synthesize the RNA primers for DNA pol to begin joining the nucleotides which are base paired with their complementary base on the parental strand. Remember the leading strand requires only one RNA primer because DNA pol can join the nucleotides continuously and on the lagging strand multiple RNA primers are needed because DNA pol joins the nucleotides of the new strand. The discontinuous synthesis on the lagging strand in which the parental strand ends with a 5'phosphate group creates Okasaki fragments.
DNA ligase which connects the Okasaki fragments to form a continuous DNA strand.
3. Succintly explain the difference between the leading and lagging strand on the DNA replication diagram. How does the direction in which DNA pol connect nucleotides lead to the differences?
4. Name and explain three functions of methylation which occurs after DNA replication.
Gene function involves several steps in a process that is regulated by interruption or enhancement of the steps. The transfer of information begins with transcription in which RNA pol links the bases of RNA that that paired with complementary bases in ssDNA, the gene. Transcription begins at the region of DNA called the promoter for that gene. Transcription ends at the terminator.
5. How does the initiation and termination of transcription differ between prokaryotes and eukaryotes?
6. How soon after the mRNA is synthesized is it ready for translation in the ribosomes? Is there a difference in this process between eukaryotes and prokaryotes, if so describe that difference. k
In: Biology
JAVA JAVA JAVA
Hey i need to find a java code for my homework, this is my first java homework so for you i don't think it will be hard for you. (basic stuff)
the problem:
Write a complete Java program
The transport Company in which you are the engineer responsible of operations for the optimization of the autonomous transport of liquid bulk goods, got a design contract for an automated intelligent transport management system that are autonomous trucks which transport liquid bulk goods (urea, dust suppressants, acids, gasoline, milk, etc.), forming part of customer orders.
After loading at a centralized distribution center, the trucks move autonomously to the delivery points. After loading at a centralized distribution center, the trucks move autonomously to the delivery points.
The management of this automated intelligent transport management system is based on the following entities:
1) Goods stored at the centralized distribution center (Trois-Rivières).
2) Autonomous trailer trucks (tanks)
3) Orders of goods transported by autonomous trucks
4) Customers
5) Freight transport routes
6) Destination cities (delivery cities)
From lists of goods ordered from customers, a clerk generates delivery routes that send autonomous trucks pre-loaded with liquid goods transported by tanker.
The characteristics of each entity are:
Stages of realization: THE QUESTION !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1
Also displays information about Merchandises, orders, customers, trucks, cities.
Your application must take into account the handling of errors (exceptions).
In: Computer Science