Hrm 587 Final Project

IBM Global Services, the technology services and consulting division of International Business Machines (IBM), is the world’s largest provider of systems integration and technology consulting. It offers services in areas such as application development, data storage, infrastructure management, networking, and technical support (Datamonitor Plc., 2007, p.4). IBM Global Services is also among the world leaders in providing business consulting and outsourcing services. IBM Global Services’ headquarter locates in Armonk, New York. The company has more than 190,000 employees around the world.

Trainees will demonstrate their current ability to use different interview skills by working in groups of three to role-play an interview. The two interviewers will take it turns to use four different questions from handout to assess if the person meets the job description. The interviewee will use three forms of body language to show you they are listening.

List your current source(s) of income (e.g., salary from job, interest from savings, alimony/child support, even parents)

To end the stereotyping and doubt that police officers have toward African Americans, the participants of the event should incorporate Xavier students, personnel and staff, Xavier University Police Department, and randomly chosen African Americans and police officers in Cincinnati. The random selection will be done online, where African Americans who are interested in attending the event would sign up online. Afterward, they will be chosen at random and will be later informed that they have been selected. Similarly, the names of the Cincinnati police will be selected at random. The random selection will eliminate bias. It is also essential that Xavier students and Xavier Police be available in order to construct a bond between the two. Their presence is important in the dialogue so as to prevent incidents like that of Tamir Rice from happening at Xavier. Furthermore, in order to guarantee full participation, I recommend that the Xavier Administration make this event a no class day and make it mandatory. Students should likewise be given some sort of encouragement to attend the event. For example, Xavier can sponsor for every student who attends the event to have a free dinner at the

During Round 1 of our 3-year WDQI grant, we were able to match workforce participants in the One Stop Management Information System (OSMIS) with students in Center for Education Performance Information’s (CEPI’s) databases, and then download their Unique Identification Code into the OSMIS system. From a 2-year group of education exiters, we were able to link their interactions within the Workforce Development Agency (WDA) and their wage record outcome data. We generated 24 reports designed to answer 7 Core Questions; 8 of the reports are available to the general public on mischooldata.org (Workforce section), and all 24 reports are being used by our partners in the Labor Market Information group to generate white papers, which will be completed by September 30, 2015. NOTE: The participants that we were able to link must have visited a Michigan Works! service center, which means the output data is biased and not reflective of the general population as a whole.

The purpose of this journal entry is to choose a career in which I find interesting from a list titled: Health Communication Professions, and provide a description of what a person in that particular career does, the kinds of organizations it would be practiced, and the educational preparation need for such a career, then answer if this career would be one for me, and why or why not. Although many of the links on the list did not open, I gravitated something community based or Public Health related. I chose Public Health Communication Specialist, as public health is that which promotes and protects the health of the community or place where people work, live, and play.

Daniel emphasized how strict the entertainment departments budget were that I caused them to go over budget by not taking breaks and that from there on out I would be getting scheduled 28 hours a week. David changed my time sheet and added breaks on days that I did not take breaks. Daniel also stated that by the time I had replied to Davids missed time punch text that the time sheet was already sent in. I asked Daniel how this could be corrected and he told me he would have to check with HR but that I could just not clock out for 3 days. Daniel also asked me I meant by "I was doing lead work". I replied by telling him I lead my staff, performed closing lead duties; such as End of Day report, contacting guest services, reporting directly to

List all of the jobs that you chose. Which jobs are paid more or less? (rank them) Is this what you would have expected? Why or why not?

Thanks again for taking the time to speak with me today. As we discussed, this was an error on our end, which has since be corrected. What happened was, I did not discount the 2.5% credit card processing fee when I sent out the original agreement for Swift & Sons, resulting in the difference you’re seeing.

I think we need to build better relationships with our customers. With our current customers, it seems as if we are constantly just a one-time kind of business. We do not want to be that, we want the customers to return because they trust us. Not because they consistently have problems even with our help.

I thoroughly agree with your post. You have indicated some very key points in regards to how compensation definitely has bearing on performance. I like how you stated that compensation is one of the predominant factors that drives a company’s performance. This is very true. Furthermore, compensation is the reward given to employees in return for their services provided and it is often the foundation of a productive and stable workforce. All the more, the quality and performance of your company’s talent pool is usually directly dependent on how well you put into effect the compensation planning tactics.

Coaching is a useful way to develop people’s skills and abilities, and of boosting performance. It can also help deal with issues and challenges before they become major problems. Coaching typically begins with a personal interview with the employee to assess the situation, review current opportunities and challenges. After the interview, priorities for action are established along with specific desired outcomes. Individuals may also be asked to complete specific action items in a certain period of time that support the achievement of desired goals. Resources may also be provided such as articles, checklists and assessments.

After the actual posting of the decision, which John and Jenifer made, John then mailed the request for three senior TAS technology professions Moti, the India head person in charge of the company. In addition, he also copied it to the HR department team. Nevertheless, Moti, who had himself moved into TAS just two years prior, really found the idea very creative and appeared to be happy with the plan.

This is why management should start to make sure everyone are able to accept the changes with good attitude. They should had communication consistently toward the process of the implementation of the system. This would also help the management know the feedback from the employee.

The only problem they faced was having to figure out what to do as far as training. The new software is great but very complex and employees would need at least 3-4 months of training so that they have all the information and skills needed to handle the software. The software program has a start up class that teaches new users how to use and manage it. But it would cost the company money out of pocket and some employees may not want to spend 3-4 months to train on new software. Some employees would quit because the program requires that the trainee has at least one proof of higher education, such as a diploma, or degree of some kind. Meaning those who did not achieve had to learn from a coworker who already went through the training.