Explain the development circle of management information system?

How does a company like Siemens benefit from the use of motivation theories to?

Understanding of motivation theories can play a very important role in influencing the management style and strategies of a large corporation like Siemens. These theories help companies to develop and implement effective policies and strategies for attracting right types of people needed by them to man the organization, to retain them in the organization, and to motivate them to put in their best efforts towards achievement of the organizational objectives. It determines the kind of compensation schemes the company has. It also helps companies to design its jobs that provide maximum job satisfaction to the employees. Further the scheme is used to introduce specific programs like MBO (management by objectives) quality circle to encourage employee participation for improving management and operation of the company.

Discus challenges faced by modern managers of organisations and their solutions?

Lack of capitalLack of capital is often the most critical challenge that a successful manager or leader faces as its very success creates this and it quickly becomes a vicious circle. Without very diligent cash flow management and/or raising of more capital, including debt, the business often is constrained by capital as it grows. Often the profit in one operating cycle is insufficient to fund the extra working capital required for the next operating cycle. Many capable managers cannot overcome the obstacles in their businesses cash flow cycle and cannot understand why bankers and other lenders often cannot provide the financing as the manager often does not have the security to support the debt.The solution is often easier than most entrepreneurs realize. It often starts with a plan to see what your cash needs are and when your cash needs arise. Then one is in a position to manage it and focus on the cash management techniques most likely to be successful in his/her business.Lack of management skillsLack of management skills is a problem that is very difficult to deal with in most small and medium enterprises as the size of the senior management team is necessarily limited. These areas of weakness could be in finance, human resources, marketing or any area where the current management does not have the expertise, or the time to deal with the issues.It can be solved by determining the weak areas and then developing a plan for dealing with those challenges. Solutions can be as simple as assigning the responsibility to an existing manager with a requirement to watch for the obvious pitfalls, to hiring a person part-time or a consultant.Lack of focusIgnoring risks in their assessment of alternatives and opportunitiesLack of a planFailure to plan for issues absorbing the majority of your timeScope changes -Insufficient team skills - To quote a colleague, "Availability is not a skill."Vision and goals are not well-definedIneffective communication

What is infosys HR strategy?

Infosys places emphasis on building talent to sustain growth. Major points in their strategy include hiring, training and employee satisfaction. These are captured in their HR Virtuos Circle i.e Attract and Recruit, Enable, Deploy, Develop, Assess, Reward and Motivate

In a traditionally drawn decision tree a circle represents?

Short answer: a circle represents a "chance node," meaning a chance to which an Expected Monetary Value (EMV) may be assigned to calculate the most likely pay-off. Explanation: according to the PMBOK Guide, 4th Ed. (pgs. 298-299), the inputs to this node are scenario probability and the EMV (expected monetary value) assigned to that chance node, from the decision node (denoted as a square on a decision tree). A chance node leads to a "net path value," otherwise known as a computed value or solution set (represented by a triangle on a decision tree). A decision tree of this type is one of the tools used to determine quantitative risk analysis used to reach a computed optimal solution using probability distributions as a basis.

What are the subsystems of HRD?

HRD Sub-System(Mechanisms or Instruments)LABELS: HUMAN RESOURCE DEVELOPMENT With reference to the dimensions/components/sub-system of HRD, many thinkers and professionals have given divergent views and designed the mechanisms of HRD in different ways.A well designed HRD programme should have the following sub-systems:v Performance Appraisal: Performance appraisal is the process of determining how well a worker is performing his job. It provides a mechanism for identification of qualities and deficiencies observed in an employee in relation to his job performance. The object of appraisal is to determine the present state of efficiency of a worker in order to establish the actual need for training. The process of performance appraisal consists of:· Setting standards for performance· Communicating the standard to the employees· Measuring the performance· Comparing the actual performance with the standards setv Potential Appraisal: Potential appraisal provides necessary data which helps in preparing career plans for individuals. It aims at development of latent abilities of individuals. The HRD function has a long way to go in introducing a streamlined potential appraisal system which ensures a good match between the employees and the job.v Feedback Counselling: Feedback of performance data can be used to monitor individual development and for indentifying training needs. Career counselling and verbal rewards are integral parts of review discussions between the superior and the subordinate. Counselling serves several purposes in any organisation. It helps in strengthening the superior and subordinate relationship, helps the executives to understand the limitation of his seniors and problems of his juniors, improves communication, thereby facilitating quality decision, helps employees in recognising their strengths and weakness and also help evaluate the impact of their decisions and so on.v Training: Training is a process that involves the acquisition of skills, concepts and attitudes in order to increase the effectiveness of employees in doing particular jobs. Training is expected to provides the needful stimulus to initiate impulses of changes in management and to improve efficiency, productivity and administrative effectiveness.v Role Analysis: Role analysis is a participatory process which aims at defining the work content of a role in relation to all those with whom the role occupant has significant interaction in the performance of his jobv Career Planning: It is the planning of one's career and implementation of career plans by means of education, training, job search and acquisition of work experiences. It is aimed at generating among employees an awareness of their strengths and weaknesses and at helping them to match their skills and abilities to the needs of the organisation. Without development of people in the organisation , the organisation cannot prosper. Individual career development is considered to be a three step process:§ Identifying and organising skills, interests, work-related needs and values§ Converting these inventories into general careers, fields and specified job-goals and§ Testing the possibilities against the realities of the organisation or the job marketv Job Rotation: The work-task should be rotated among the employees so as to broaden their field of specialisation as well as their knowledge about the organisation's operation as a whole, one should be rotated once a year among the various employees depending upon their qualifications and suitability to perform new works.v Quality Circle: A quality circle is a small group of employees doing similar or related work who meet regularly to identify, analyse and solve product-quality problems and to improve general operation. The quality circles are relatively autonomous units (ideally about 10 workers), usually, led by a supervisor or a senior worker and organised as work units. The workers, who have a shared area of responsibility, meet periodically to discuss, analyse, and propose solutions to ongoing problems.v Reward system: Rewarding employees performance over and above their normal wages and salaries is considered to be an important task of the HRD. To check frustration is rewarding the efficient workers for their work which may be known as incentive. It will lead to better utilisation of human resources at all levels which is easy, cheapest, quickest and surest means of increasing productivity.v Organisation Development: Organisation development is an organisation-wide, planned efforts managed from the top, placing emphasis on making appropriate intervention in the ongoing activities of the organisation. OD provides a normative framework within which changes in the climate and culture of the organisation towards harnessing the human potential for realisation of organisational objectives.v Quality of Working Life: The condition under which the workers work and live, assume the form of another important factor contributing to workers satisfaction or otherwise and consequently the job satisfaction. In order of priorities, it comes next to the earning of a worker in the Indian context. For an employee to be able to work at his best, it is necessary to understand that inadequate working and living condition produce adverse mental and physical effect on the employee, ultimately causing decline in the efficiency.v Human Resource Planning: It is the process aimed at ensuring that the organisation will have adequate number of qualified persons, available at proper time, performing jobs which would meet the needs of the organisation and also provide satisfaction for the individuals involved.v Recruitment, Selection and Placement: Recruitment is generation of applications for specific positions of ascertaining the qualification, experience, skills, knowledge, etc of applicants with a view to appraising their stability for a job. Placement is the process of assigning the selected candidate with the most suitable job. It underlines the need for placing right men at the right job so that the best results could be obtained. These are explained in separate chapters in the book.

Explain the development circle of management information system?

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How does a company like Siemens benefit from the use of motivation theories to?

Discus challenges faced by modern managers of organisations and their solutions?

What is infosys HR strategy?

In a traditionally drawn decision tree a circle represents?

What are the subsystems of HRD?

Explain the existence of the Arctic Circle?

You want to know HR syllabus?

What is an circle graph?

What is a vicious circle of poverty show it or explain it both demand and supply sides?

What are the advantages and disadvantages of a circle graph?

Is the circle a polygon?

How can we Explain descriptively a way to find the area of circle?

Information in a circle graph is often shown as?

Can anyone explain the great circle formula in layman terms?

What is the formula for distance of a circle?

Can you explain which are the quadrilaterals are cyclic?

How do you explain about how many diameters a circle has?

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