Hrm/531 Week 3

They are coded but were rejected during the claim-editing process because of an unrelated HIM element, such as an invalid revenue code, a missing data element, or an inaccurate payer designator

Team “C” was hired by Riordan Manufacturing management to overhaul the security features currently employed by the company. Management outlined a comprehensive plan that included a complete hardware refresh, security best practices and end user training. Team “C” will devote resources to assess the physical and network security issues and concerns at each Riordan plant. Once those have been identified, Team “C” will identify the data security issues and concerns present at each Riordan plant. Finally, Team “C” will address web security issues and concerns present at each Riordan plant and recommend a way forward for the company.

If you review table four and reference the savings from year one to year two you can determine the potential return on investment. The clinic did not obtain the full impact of the revenue in year one because having to account for initial cost of implement billing system that has the feature of e-statements. I used the total financial return from year one as a starting point. I did not move over the one-time costs to the second year and other one-time costs. For example, the one-time cost of the new billing system would only apply to year one. The clinic then would utilize the $208,960 savings per year going forward. The savings that I determined her would be calculated at a minimum amount for what the entire billing system would do for the clinic. The clinic has other departments that would benefit from this billing system and the new features the system has to offer. I would recommend the clinic go with this product and new workflow that I have identified.

"Hi Rannie, I'm analyzing the log files and noticed entry 14 was negative 42. Can you confirm if this is accurate?"

I would do this by stating that a compensation professional can be a full time employee that knows the company and what the company need, they can be cost effective, and there is a level of commitment. When discussing knowing a company, this also means knowing the customers and the competition. The compensation professional can learn who the customers are, what the needs are of the customer, and even why they actually buy or use the service. With the compensation professional being full time, the employee can do the research needed to find this information. They can also aid in the process of find the ends and out of the competition. This gives the business a competitive edge. In addition, knowing and understand the needs of the customer is the centre of a successful business. This information or knowledge, one can use

It is a function of staffing, making sure that the company has the right number of employees with the right knowledge and skills in the right place in the organization. The recruitment department will seek to fill the vacancies within the organization. It will advertise vacancies, screen applicants, perform initial interviews, undertake necessary background checks, extend offers of employment and assist in the onboarding of new employees.

To meet the requirements desired by the President and Vice President of the Acme Corporation, I believe that they will only need four servers, considering it is such a small business of less than 20 people. All of the servers will be running Windows Server 2008 R2. The following servers will be: a file and printer server, an email and web server, and an SQL server.

I work closely with other employees and Partner of the firm. All questions raised by employees on the files regarding the accounting and tax are answered by myself. If I am not sure I will consult with Partner. This allows me to regularly update my knowledge with any new update. Therefore, it is important that I develop and maintain a positive relationship with both employees and Partner. It also assists in the company to create a positive environment where I am available to answer the questions asked by employees and resolve the problems.

Being one of our brightest client’s we feel that our ability to communicate with each other on a more personal basis is acceptable. Resolving an open issue, by completely terminating all female technicians over the age of 45 and replacing them with male employees under the age of 25 will not be in your best interest. Therefore, I am brining to your attention our thoughts and concerns with your conclusions on this manner.

There are many acts that help the employees within the workforce. The acts we will be discussing are as follows: Americans with Disabilities Act, Age Discrimination in Employment act, Occupational Safety and Health Act, Family Medical Leave Act, and Fair Labor Standards Act. We will also be discussing harassment, diversity, and grievances.

Management must use information supplied to them by different departments in the organization. This will ensure support within Pro Audio that the policies are good for the company. The text book states that the key to developing great policies is to treat each request for a price concession to create or change a policy. The only request for price concession that should be considered are the ones that are not covered by the current policies. Pricing policies forces organizations to contemplate long-term costs when making final pricing choices. Consistent pricing policies let the customers know that they cannot “get over” by calling around to different sales agents to get the best deal. Management should ask themselves what beliefs and resulting behaviors does the current pricing creates. The management team at Pro Audio must manage the implementation of the policies to ensure success in a preemptive chronological order. Management should communicate to the sales agents that these new pricing policies are about fairness in treating customers consistently. Moreover, the pricing policies must be monitored

While this was a generally accepted pricing practice within the office to control revenue, the Executive Committee considered this as avoiding responsibility for poorly controlled projects and being unethical to some clients. Thus, they are currently facing a dilemma regarding how they should regulate the individual offices’ business practices without impacting the entrepreneurial spirit and local autonomy of the company negatively.

Since RKO Warner is really focused on growth we suggest a shift in risk to the District Manager (DM) level giving them more control over pricing within their respective districts. As RKO grows it will be more and more difficult for Berns to have his eyes on everything. Tying the DM 's directly to the VP of purchasing and VP of operations will give them a clearer picture of how much leeway they have in pricing their videocassettes for sale and rental. This will allow for the DM 's to have sufficient control and knowledge of the financials to implement the objective based portion of the incentive plan. The objective portion of the plan should be discussed with the store mangers before implementation to provide some transparency into the process and reneging fears down. Keep in mind the objective based portion makes up the minority of the incentive plan and will based on total revenue with no distinction between sales and rental revenue.

Improving our price perception can fix our current conflict with our aggressive competitors in the market to sale natural foods. For a while our company has been referred to as “The Whole Pay Check”, because of our high prices for natural products (Npr.org). Unfortunately, we have been perceived this way because of our prices and that is something we aim to change. We must focus on improving our price perception instead of reducing our prices. As a company, “We recognize we need to move faster and go deeper to rebuild traffic and sales and create a solid foundation for our long-term profitable growth, said Mackey, who was recently named one of the world 's best-performing CEOs by the Harvard Business Review”( Austin Business Journal). Our goals for the future demands a new change that we should definitely accept this proposal to improve our price perception rather than lowering our prices , which results in less growth and no competitive advantage.

Today’s highly competitive business world forces companies to create different tactics and relatively rely on multiple pricing strategies to conduct business.