HRM policies in support of organizational objectives Essay Example for Free

HRM policies in support of organizational objectives Essay Employee role for achieving organizational objectives is based on several factors. Each factor is either interrelated to other or may have direct impact on employee performance considering strategic HRM policies. Rewards play a very important role in influencing employee behavior towards meeting organizational goals and increasing their motivational level that positively supports organizational commitment. Different jobs have diversifying demands for the offering of benefits to employees depending on the constituencies of each benefit system. However, employees focus on goals achievement behavior and thus adopt a comprehensive policy for providing benefits to employees. These benefits include on-service perks and bonuses off-service compensation packages in the form of different pension plans. Benefits and rewards system affect a set of individual factors that in combine enable the organization to implement their strategic HRM policies as for supporting organizational objectives. It must be ensured that these benefits and compensation system complies the equity principle thus increasing the harmony and address the recognition, employee rights, motivation, behavioral control, and employee performance management issues. These benefits are directly dependant on the type of the job and employee demands. Younger employees are seem to be more oriented towards higher pay earnings whereas old employees show long term return concern in terms of pension and retirement packages. Implementation of strategic HRM policies in organization becomes great challenge due to resistance by employees as such policies also concern change management in uncertain market conditions. Companies offer numerous benefits such as annual bonuses, perks, overtime allowances, plussage, premia, and other incentives either based on individual performance or group performance. Such bonuses are essential if companies aim at getting benefit from the skills and services of employees for longer term, due to unique skills and potential capability to grow in organization in future. Overtime allowances and premia are essential to motivate the employees for working in odd working timings or more than the usual working hours. In order to support short run operations of firm such allowances enable policy makers to achieve objectives through effective utilization of HRM policies. In order to classify the performance of employee in manufacturing concern firms performance based bay deem appropriate facilitating rewarding the employees based on the results and goals achieved. Concerning the goal based approach, performance based pay is productive to regulate and motivate employees towards achieving higher productive outcomes measured in terms of quantifiable objectives. In contrast to that, skill based pay supports the strategic HRM policy implementation when organizations are unable to classify the objectives in real terms; objectives are set based on the viability of employees to achieve through utilizing their skills qualitative in nature. It must be ensured that skills based rewards require assessing the monetary rewards considering the impact of business growth expansion. Positively valuing the competency of employee increases the motivation level and subsequently results in greater organization commitment. However, this pay system is not suitable to achieve organization objectives in rapidly changing working environment as specific skills become obsolete due to inadequacy to conform latest business requirement. Strategic HRM policies aimed at assessing the potential opportunities for firm in long term by involvement of employees in decision making thus setting the common goal set as corporate objective. Pension plans offer more convenience to firms when they need to retain employees for longer duration; thus in order to profound the policies on regulating employees, pension plans convey the focus towards increasing employee performance aligning to organizational objectives. Occupational pension schemes in addition to state pension scheme offers employee recognition based on their service duration; proper conveying the return outcome to employees especially who are more oriented towards organization goals achievement and shows higher level organizational commitment. Group personal schemes in addition to state pension scheme increases the capability of organization for delivery of HRM policies to sustain in market for longer duration; employees involvement in such programs shows the willingness of employees to understand the organization objectives and potential capability associating to aligning behavior and driving the employees in a particular directional objectives of organization. In addition to pension benefits to permanent employees of organization, adjoining compensation packages and rewards giving the allowances such as sick pay, overtime allowances, and fringe benefits in the form of premia, special compensation for higher research studies, and providing utility facilities such as company maintained cars, employee health insurance, medical allowance, providing company maintained house for specific number of employees. These rewards affect the intrinsic motivational factors of employees due to trust of company being shown in employees by offering various forms of rewards and benefits; classifies the ability to deliver strategic HRM policies based on the situation need and ability of employees of conform. Flexible benefits given to employees are more suitable due to its convenience in practical implication in driving employees’ behavior pertaining to the objectives setting and long term goals achievement. HRM policies must deliver the clear information to employees for the related expectation and demands that address the organization goal setting and strategies adopted to achieve such goals.

Challenges Of Human Resource Information System Information Technology Essay

Challenges Of Human Resource Information System Information Technology Essay In this technological world, a lot of things are run by the most advanced technology. Therefore, those managers are using the latest technology to operate the whole system in the company. By using these latest technology can help the company work more effective and can help keep their company information more safe and secure. It is same as for the Human Resource Information System (HRIS). Human Resource Information System (HRIS) could be count as the latest technology that can help analyze the data necessary for human resource department to do its jobs properly. So, William (2006) say the Human Resource Information System (HRIS) is usually a part of the companys larger Management Information System (MIS) that to help the company to making recruiting, promoting, payroll, employee selection and placement, intake and training projections, career-pathing and productivity evaluation. These information systems help the administrative more effective and produce reports capable of improving decision making. But there are some challenges to make this useful Human Resource Information System cannot work well at all and will make Human Resource Information System work fail. The following are the challenges of Human Resource Information System: Training the users to use HRIS. Cost to purchase and implementation of HRIS. Time to adapt the HRIS. Lack functional expertise in designing. Improper vendor provide illegal copy of HRIS. 4.1 Training the users to use HRIS (by Choo Jun Cheng) The first challenge of company to implementation the Human Resource Information System (HRIS) is ensuring that a HRIS for a company involve one key issue that is have the users that can use this HRIS as well as he/she can said by William (2006). The HRIS could be count as the latest technology to operate to human resource department, but there is not every manager and employees know to use this system well and some of them even do not know what this system is and what this system is for. For this case will make the company face the challenge to use this HRIS to help their human resource department to do its jobs perfectly. This will also cause the company cannot work efficiently, quick access to information and the information will be have risk to stole by other company easily. So, human resource department need to provide training to employee of a company in certain areas and the human resource department must make sure that the employees in the company are properly trained to use t he HRIS well. However, teaching the employees how to use system is not the only component needed and it is also critical to teach the employees know to use the HRIS to locate the answers to solve the human resource questions. This requires the employees who under this training program need to adopt the new mindset of self-service rather than turning the human resources questions to the answers by using the Human Resource Information System (HRIS) and make employees become a part of HRIS. 4.2 Cost to purchase and implementation of HRIS (by Choo Jun Cheng) Next, the one of the most significant challenge facing by the company to run the Human Resource Information System (HRIS) is the cost to purchase and implementation of a Human Resource Information System (HRIS) said by William (2006). If the company is looking the cost to justify a HRIS new system or upgrade one, they will much need new HRIS software. But for the company already have a policy to cost justifying any new technology for their produce and investment and this cause the company facing the lack capital problem to purchase and implementation of HRIS. Besides that, HRIS system represents a large investment decision for company of all sizes to purchase and implementation this HRIS and this will become the challenge that is the lack capital problem facing by the company. Therefore, some company does not want to upgrade their HRIS system to a new one, even some of the company still using the traditional way to operate their human resource department. This situation will lead the company cannot get the benefits from HRIS that is improved accuracy of information, the provision of timely and quick access to information and the saving the costs of human resource. So, having an HRIS system in the company are very important and it can also bring a lot of benefits to the company and help to reengineer the entire Human Resource (HR) function to work more effective and help the human resource department can use full of HRIS advantages and the company can operate properly too. 4.3 Time to adapt the HRIS (by Choo Jun Cheng) Besides that, the challenge facing by the company is the time that employees and managers need to take to adapt the Human Resource Information System (HRIS) said by K. Michele (2006). Although for the company have already send the employees and managers who in certain area of human resource department to training to use the HRIS, but the employees and the managers need to take times to adapt the new system. Even if the employees and managers know how to use the system, it will not serve the company if they cannot perceive any benefits from its use said by K. Michele (2006). Besides that, some employees are not good in using computer, they will take very long time to adapt this new system even they are trained employees. Not only that, by using the Human Resource Information System (HRIS) will help to reengineer the entire Human Resource (HR) function and this also need take time for employees and managers to adapt this system. Some of their companys HRIS system are lack flexibility w ill cause the employees and managers use more time to adapt the system. Even this HRIS need some time for employees and managers to adapt for it but HRIS still can bring a lot of convenient to human resource department and it can help the company can operate properly. 4.4 Lack of functional expertise in designing (by Choo Jun Cheng) The challenge facing by the company is lack of functional expertise in designing of Human Resource Information System (HRIS) said by K. Michele (2006). The HRIS could be count as the latest technology to operate to human resource department to do the job properly, but there are not yet become a flexibility system for operate the department and company need to hire the expert in this HRIS system keep maintain the system in perfect condition. The lack of flexibility of HRIS would have a risk hacking by theft of information, the companys information would easily know by other people. Besides that, the HRIS cannot solve the difficulty situation and sometime the system will solve wrong problem because of the lack of functional expertise in designing of HRIS. But if the company can keep upgrade the functional expertise in designing of HRIS and it can overcome this problem and it can help company operate the human resource department work efficiency. So, the company need to keep maintain th e HRIS system and always make sure the system are at the perfect situation. 4.5 Improper vendor provide illegal copy of HRIS (by Choo Jun Cheng) The last challenge that face by the company is the improper vendor that provide the illegal copy of HRIS said by Pamela (2006). It is because the HRIS is the latest technology for the company to operate the human resource department and implementation HRIS are expensive, so many of company willing to implementation the illegal copy of HRIS because the improper vendor cost the company cheaper than others. The illegal copy of HRIS possible have the virus that always make the system clash down then the company need to ask the improper vendor repair it and improper vendor can keep charge the company repair fees. Besides that, the illegal copy of HRIS possible have the spyware that let the improper vendor have the backdoor that allow the improper vendor can stole the information from the company. So, for every company need to avoid buy the illegal copy from improper vendor. 4.6 Conclusion (by Choo Jun Cheng) In the conclusion, Human Resource Information System (HRIS) plays an important role to operate the company, even the Human Resource Information System (HRIS) are facing many of challenges to use this system in the company. But if we can overcome those challenges and situation to make the HRIS can run perfect inside the company, we can gain a lot of advantages and by using this system can make sure our human resource department can work more effectively and more efficiently. This HRIS system can also help reduce errors, increase efficiency, and reduce costs for the company and this system are very useful and helpful to the company. 4.7 Reference William P. Anthony, K. Michele Kacmar, Pamela L. Perreve (2006) Human Resource Management (Fifth Edition) Thomson, the Star logo, and Custom Publishing, Chapter 4.

Effect of Antidepressant Treatment on Sexual Dysfunction

Effect of Antidepressant Treatment on Sexual Dysfunction IMPROVEMENT IN SEXUAL DYSFUNCTION FOLLOWING ANTIDEPRESSANT TREATMENT IN DEPRESSED FEMALES *Dr. Abhivant Niteen N. 1, Dr. Sawant Neena S.2, ABSTRACT Introduction: Depression is associated with sexual dysfunction. As the depression improves sexual dysfunction also improves. There are not many studies on female sexuality. Aims and objectives: To find out the changes in sexual functioning in depressed females after treatment with anti-depressant drugs. Method: 41 female patients diagnosed to have depression were included in study. Becks Depression Inventory and Female Sexual Functioning Index scales were applied at the beginning and after 6 weeks to assess the improvement in sexual dysfunction and depression. Results: When scores were compared after 6 weeks of antidepressant treatment then a highly significant difference was seen on all the scores of BDI ( pConclusions: This study showed significant improvement in sexual dysfunction and different aspects of sexual dysfunctions after treatment with antidepressants for 6 weeks. Keywords: Female sexual dysfunction, Depression, SSRI, FSFI. INTRODUCTION: The issue of sexual health, once regarded as taboo subject, has been widely debated recently. Reliable estimates of incidence and severity of sexual dysfunctions in females is difficult to obtain as the patients are often unwilling to raise the issue of sexual health with health professionals and both the patient and the physician may be reluctant to discuss it. Female sexual dysfunction is multifactorial and multidimensional condition combining biological, psychological and interpersonal determinants [1]. Although sexual dysfunctions are not life threatening, they have major impact on personal relationships, physical health and quality of life. There are several studies on male sexual dysfunctions in India [2] but literature on the prevalence of sexual dysfunction among women is particularly scant [3, 4]. The prospective Zurich cohort study shows that the prevalence of sexual problems in depressed subjects is approximately twice that in controls [5]. A number of investigators have reported various sexual dysfunctions associated with depression [1, 6, 7, 8].Female sexual function is also regulated by a variety of neurotransmitters and hormones. Estrogen, testosterone and progesterone promote sexual desire; dopamine promotes desire and arousal, and norepinephrine promotes arousal [9, 10]. Prolactin inhibits arousal, and oxytocin promotes orgasm [11]. Hence a need was felt to look into the aspects of female sexual dysfunctions and it’s relation to underlying depression and drug therapy. Increased awareness of this problem in medical community will lead to further research in female sexual dysfunctions and improved treatment. AIMS AND OBJECTIVE To find out the changes in sexual functioning in depressed females after treatment with anti-depressant drugs. MATERIAL AND METHODS This study was a prospective (6 week) study conducted in a psychiatry outpatient department of a general municipal hospital. The sample consisted of 52 female patients who were diagnosed to have depression as per Diagnostic and Statistical Manual of Mental Disorders, 4th edition, Text revision, criteria after satisfying inclusion and exclusion criteria. INCLUSION CRITERIA: 1) Females diagnosed to have depression as per Diagnostic and Statistical Manual of Mental Disorders, 4th edition, Text revision 2) Those who were willing to participate in the study. 3) Language compatibility. EXCLUSION CRITERIA: 1) Females less than 18 years of age. 2) Those with past history of depression or any psychiatric illness. 3)Those who were on any other psychotropic medications. 4) Sexual dysfunction prior to depression. 52 female patients were screened of which 3 patients refused the consent and so had to be dropped out of the study. 49 female patients gave consent and so were enrolled in the study protocol. Of the 49 patients, 8 patients dropped out of the follow-up period over 6 weeks. At the end of 6 weeks, 41 patients were available for analysis. All patients were explained about the nature of study and it’s applications and informed consent was obtained from patients. A proforma was designed to enquire into the socio-demographic details, details of psychopathology, presence of sexual dysfunctions and questions pertaining to aims and objectives of study. All the patients were interviewed in presence of female co-investigator or another lady doctor or a nurse and were interviewed in drug naà ¯ve state and then they were started on any of the Selective Serotonin Reuptake Inhibitor medications viz Sertraline, Escitalopram for underlying depression. All the patients were administered Beck’s Depression Inventory and Female Sexual Functioning Index Scale in the drug naà ¯ve state and all the scales were again administered at the end of 6 weeks of anti-depressant medication to gauge the improvement in mood and sexual functioning. TOOLS: 1) BECK’S DEPRESSION INVENTORY: Developed by A. Beck [12] is a rating to measure the severity of depression in which individuals rate their own symptoms of depression. This is a 21 item scale which evaluates the key symptoms of depression including mood, pessimism, sense of failure, self dissatisfaction, self accusation, self dislike, guilt, punishment, suicidal ideas, crying, irritability, social withdrawal, indecisiveness, body image changes, insomnia, fatigability, loss of appetite, weight loss, somatic pre-occupation and loss of libido. Individuals are asked to rate themselves on a 0 to 3 spectrum [0=least, 3=most] with a score range of 0 to 63. Total score is a sum of all items. 2) FEMALE SEXUAL FUNCTIONING INDEX [13]: The Female Sexual Functioning Index is a 19 item questionnaire. It is a brief, multidimensional, self report instrument to assess the key dimensions of sexual function in females. It assesses six domains of sexual function including 1) Desire 2) Physical arousal-sensation Physical arousal-lubrication 4) Orgasm 5) Satisfaction and 6) Pain. All the scales were translated in Marathi and Hindi and were validated by the departmental staff before administration. DATA ANALYSIS: All analyses were done with SPSS statistical version 11 at 5% significance. The changes in tools (Beck’s Depression Inventory, Female Sexual Functioning Index) were analyzed pre and post treatment using the paired‘t’ test. RESULTS The mean age of this sample (n=49) was 28.9 years (+_ 3.03 yrs) with range of 23- 39 years and majority (81.6%) patients were from 25-31 years age group. Majority (63.26%) of patients had completed their secondary education and 94% were home makers with hardly 6% of them doing some job. As expected, about two-third (67.34%) were Hindus. The mean duration of depression was 2 years with standard deviation of 1.8 years with range being from 3 months to 7 years. When all the patients were assessed for improvement in their depression and areas of sexual functioning after a 6 week treatment with SSRI’s viz. Escitalopram (optimum dose 10 to 15 mg) and Sertraline (100mg), then a highly significant difference was seen on all the scores of BDI ( p On the various domains of FSFI a highly significant difference was seen on the domains of Arousal (p DISCUSSION Depressive disorders are among the most prevalent psychiatric disorders [14]. Depression is characterized by loss of interest, reduction in energy, lowered self-esteem and inability to experience pleasure, irritability and social withdrawal which may impair the ability to form and maintain intimate relationships. This constellation of symptoms may be expected to produce difficulties in sexual relationships, and depression has long been associated with sexual problems [15]. A number of investigators have reported association between sexual dysfunctions and depression [1, 6, 7, 8]. Depression is also associated with various neurotransmitter changes which may also contribute to sexual dysfunction in depression [10, 16, 17]. Our study showed that as depression improves, sexual functioning also improves which has been corroborated by Piazza [18] who had studied depressed women with greater sexual dysfunction at baseline and improvement in sexual functioning with treatment with SSRI’s in areas of improvement in sex drive, physiologic and psychological arousal. SSRI’s due to their antidepressant action improve the depression which may consequently reduce the various faulty cognitions associated with depression and enhance the person’s self esteem and energy. Also as the depression improves the various biological changes associated with it also improves which may also contribute to the reduction in sexual dysfunction. In short, with reversal of biological and psychological changes sexual dysfunction improves with SSRI treatment. There are also various studies which have linked SSRI’s with sexual dysfunction and have been discussed in critical reviews [19, 20] but Montgomery and colleagues [21] have also pointed out numerous obstacles to establishing the exact prevalence of antidepressant-related sexual dysfunction. Sex is more than a physical act. It also includes emotional and psychological dimensions. Studies have also shown that besides antidepressants many other factors influence the incidence and prevalence of sexual dysfunction in patients with depression. These include factors such as, depression itself, cultural and social factors and physical and psychiatric co-morbidities [21]. Given the scarcity of evidence-based treatments, the management of sexual dysfunction is still an art rather than a science. Even a seemingly clear-cut case of medication-associated sexual dysfunction should not be treated in a vacuum or in a strictly biological sense. The overall treatment should always take into consideration psychological factors and normal fluctuation of sexual functioning. ACKNOWLEDGEMENTS: We sincerely acknowledge the support and guidance of Dr. Shubhangi Parkar, Professor and Head, Department of Psychiatry, Seth G. S. Medical College and K. E. M. Hospital, Parel, Mumbai. 400012 REFERENCES: 1. Mathew RJ, Weinman ML: Sexual dysfunctions in depression. Arch Sexual Behav.1982; 11: 323–328 2. Verma K.K. et al: The frequency of sexual dysfunctions in patients attending a sex therapy clinic in north India, Arch sex behav.1998; 27: 309-314 3. Kulhara P, Avasthi A. Sexual dysfunction on the Indian subcontinent. Int Rev Psychiatry.1995; 7: 231-9 4. Avasthi A, Kaur R, Prakash O, Banerjee A, Kumar L, Kulhara P. Sexual behavior of married young women: A preliminary study from north India. Indian J Community Med.2008; 33: 163-7 5. Angst J. Sexual problems in healthy and depressed patients. Int Clin Psychopharmacol.1998; 13 (Suppl 6): S1–3 6. Clayton A H et al: assessment of Paroxetine induced sexual dysfunction using the changes in sexual functioning questionnaire: Psychopharmacol Bull.1995; 31: 397-413 7. Harvey K. V., Balon R: Clinical implications of antidepressant drug effects on sexual functioning; Ann Clin Psychiatry.1995; 7: 189-201 8. Harrison W.M. et al; Effects of an antidepressant medication on sexual function, a controlled study: J Clin Psychopharmacol.1986; 6: 144-149 9. Buss DM. The evolution of desire: Strategies of human mating. London: Harper Collins; 1994. p. 84-5. 10. Bloom FE. Brain, mind and behaviour. W.H. Freeman Co. 1985-88. p.208-17, 227-8. 11. Panksepp J. The foundfations of human and animal emotions.. New York. Oxford University Press. 12. Beck A T et al: â€Å"Psychometric properties of Beck Depression Inventory: Twenty five years of evaluation†. Clin Psychol Rev.1988; 8: 77-100 13. R Rosen et al: Journ of Sex and Marital therapy.2000; 26: 191-208 14. Rihmer Z, Angst A.; Mood disorders: Epidemiology: in Comprehensive Textbook Of Psychiatry; Sadock B J, Sadock V. A.; 8th edition, Lippincott Williams And Wilkins; 2004. 15. Baldwin DS. Depression and sexual function. J Psychopharmacol.1996; 10 (Suppl. 1): S30–34 16. Clayton A H. Sexual dysfunction in depression. Tricks of the trade in the long-term treatment of depression. Program and abstracts of the American Psychiatric Association 156th Annual Meeting; May 17-22, 2003; San Francisco, California. 17. Levin R. J. et al: The mechanism of human female sexual arousal; Ann Rev Sex Res.1992; 3: 1-48 18. Piazza L. A., Markowitz J. C., Kocsis J.H.: Sexual functioning in chronically depressed patients treated with SSRI Antidepressants: A pilot study; Am J Psychiatry.1997; 154: 1757-1759 19. Rosen RC, Lane RM, Menza M: Effects of SSRIs on sexual function: a critical review. J Clin Psychopharmacology.1999; 19: 67–85 20. Williams VSL, Baldwin DS, Hogue SL, Fehnel SE, Hollis KA, Edin HM: Estimating the prevalence and impact of antidepressant-induced sexual dysfunction in 2 European countries: a cross-sectional patient survey. J Clin Psychiatry.2006; 67: 204–210 21. Montgomery SA, Baldwin DS, Riley A: Antidepressant medications: a review of the evidence for drug-induced sexual dysfunction. J Affect Disord. 2002; 69: 119–140

SWOT Analysis Essay -- Business Analysis

Organizational performance is a result of business interaction with its internal and external environment (Houben, Lenie & Vanhoof, 1999). There are a variety of internal and external forces that either stimulate or compromise the organization's performance in achieving objectives or goals (Houben, et al., 1999). An analysis can identify and evaluate areas within or outside of the organizations to provide information for leadership. The analysis can be done by internal personnel or external experts. Experts are often used to identify, monitor, forecast and assess environment trends (Swayne, Duncan & Ginther, 2008). Often the SWOT analysis is used to review internal and external areas in the four components; strengths, weakness, opportunities and threats. The SWOT analysis indicates that the strengths and weakness are internal. Strengths are the organizational competitive advantages and distinguishing competencies (Houben, et.al, 1999). Weaknesses hinder the progress of the organization in a certain direction (Houben, et.al, 1999). Weakness can be considered areas of opportunities. Data collections from employees and customer surveys along with financial information can indicate the strengths and weakness. Opportunities and threats are viewed more as external forces. Opportunities are investment or change which the organizations may consider. Threats could be competitors or other known factors which the organization should identify. This paper will review a SWOT analysis that was conducted by an external exporter on the healthcare organization, Kaiser Permanente. The external expert is Datamonitor and is familiar with nonprofit organizations. Datamonitor (2011) indicates â€Å"that Kaiser Permanente (KP) is one of the ... ...amonitor (2011). Kaiser Permanente.,Kaiser Foundation Health Plan, Inc. SWOT Analysis; Dec2011, p1-9, 9p DATAMONITOR (2010). Kaiser Foundation Health Plan, Inc. Kaiser Foundation Health Plan, Inc. SWOT Analysis; Nov2010, p1-8, 8p Hardwick, P.l (2005). Want a better business? Invest in SWOTing . Mississippi Business Journal, 1/31/2005, Vol. 27 Issue 5, pA5-A5, 3/5p Houben, G. Lenie, K. Vanhoof, K. (1999). A knowledge-based SWOT-analysis system as an instrument for strategic planning in small and medium sized enterprises. Retrieved from. http://www.cuaed.unam.mx/puel_cursos/cursos/d_gcfe_m_dos/modulo/modulo_2/m2-10.pdf Weisman, S (2008). S.W.O.T. analysis is no longer the best approach to planning for success. Hudson Valley Business Journal, 10/27/2008, Vol. 19 Issue 43, p11-11, 1/3p Swayne, L. E., Duncan, W. J., & Ginter, P. M. (2008). Strategic

Mobile Advertising : A New Communication Media :: Mobile Phones Cell Phones Technology

Mobile Advertising : A New Communication Media Mobile marketing is becoming the most productive and cost effective medium for reaching a highly desirable demographic. It purposes are numerous : canvassing, building up customer loyalty and of course selling. The mobile phone is a good tool to exchange information with customers with several medium : Small Message Service (SMS), Mini Message Service (MMS), video MMS or internet. Today, it is also possible to pay with your mobile phone and some people think that mobile-phones will replace credit-cards or loyalty-cards in a next future. The mobile marketing is born thanks to a huge development of high-technologies, which allow to have high-performances cell-phones. It is particularly targeted on young people, who use cell phones of the new generation. The market on mobile marketing should reach 150 millions of dollars in 2006 (three times more comparing to 2005). The market will grow very quickly to reach 1 billion of dollars in 2009. Companies such as AvantGO were born, just in order to provide services in terms of Mobile Marketing Advertising and Campaigns. Services provided include a huge database and mobile research surveys. Some major companies trust in AvantGo to build their mobile website : American Airlines or Rolling Stone for instance. Building up customers loyalty : it is common acknowledged that it costs about five times less to build up loyalty with a customer than to find another one. That is why companies have to focus on existing customers. And because they often have a databases with a lot of information about their customers (including mobile phone numbers), sending SMS or MMS is an easy way to reach customers. And when effective, this type of campaign can contribute to significant brand awareness and loyalty, especially for a young demographic. Today most ambitious marketers try to associate a specialist ringtone or wallpaper with their brand. They are convinced that it could spread awareness of their own brand. Canvassing : the method to canvass people with mobile marketing is not difficult. Companies have to buy a cell-phone database or to constitute it by their own, corresponding to their respective targets and then to send a message and/or pictures. They can ad an internet website, a call-centre number. Selling: in Japan and South-Korea it is already possible to pay small bills like restaurants, cinema seats or public transports with mobile phones. The concept is being tested in the USA now.

Has Cultural Globalization Been Good or Bad for Egypt?

Globalization is defined as â€Å"making something worldwide in a certain function† (dictionary. com). The incredible shift a country, the society, and the country’s culture inherits both positive and negative aspects. The change is not as visible in developed countries in comparison to developing countries. Egypt is a poor, developing country in which is influenced by countries across the world. Different elements such as the economy and the society must be considered to determine whether globalization has a positive or negative effect on Egypt. To begin, with the spread of the idea of globalization in Egypt and worldwide new economical advancements have forced an alteration in how bank systems are used today. The positive outlook on this developing issue is that the new system tries to adapt in order to fit the global picture of how a bank should act and what exactly their roles should contain. Also, globalization has â€Å"enhanced the manner of how businesses should operate and the manner of how larger companies take in and execute the cash flow of money† (Ganguly). On the other hand, the bank system is corrupt and several citizens till this day do not understand the new system. The reason behind their confusion is because the lack of knowledge, gap of social classes, and inability to adapt to a new development. Their aspect is the manner in which the bank is perceived negatively and is why several citizens, especially the ones of a lower class, stay far away from the bank system. Next, the issue that has shaken the Egyptian society as a whole is whether or not to accept the fact that their original cultural values are beginning to adjust due to the uprising and spreading of globalization. With the distribution of diverse cultures, it is difficult for the citizens of Egypt to stay intact with their own cultural principles. For instance, fashion plays a tremendous role in the altering of cultural values. This can be seen today in the male youths who walk the streets of Cairo, Egypt wearing low-waist jeans, loose t-shirts and holding the â€Å"coolest trend of all, a cigarette in their right hand†(Ganguly). When being compared to the youths of the early 1900s men at this time did not have the lavish choice to wear anything but slacks and a dress shirt. Even on casual outings their dress code required nothing but chinos.

Employee Compensation and Benefits Essay

Companies today should mirror their compensation and benefit programs with their long- term business strategy and organizational culture. According to Casio (2010), â€Å"Pay systems are designed to attract, retain, and motivate employees† (p.421). The most important objective is fairness or to achieve internal, external, and individual equity; and maintain a balance in relationships between direct and indirect forms of compensation, and between the pay rates of supervisory and nonsupervisory employees. Employers must perform job analysis, develop job descriptions, evaluate the value of job/position in the organization, develop pay structure and pay levels to create competitive employee compensation and benefits (Cascio, 2010). Components of Employee Compensation and Benefits Employers must gain their workers’ trust, loyalty, and motivation to ensure organizational goals are achieved. There are three major components of the benefits package: security and health (e.g. health insurance, disability insurance, hospitalization, surgical, maternity coverage, pension plans, etc.), payments for time not worked (e.g. vacations, holidays, personal excused absences, grievances and negotiations, sabbatical leaves, etc.), and employee services (e.g. tuition aid, credit unions, auto insurance, fitness and wellness programs, moving and transfer allowances, stock-purchase plans, referral awards, flex work schedules, etc.). Factors such as the following are important strategic considerations in the design of benefits programs: the long-term plans of a business, its stage of development, its projected rate of growth or downsizing, characteristics of its workforce, legal requirements, the competitiveness of its benefits package, and its total compensation strategy (C asio, 2010). Organizational Data to Conduct Human Capital Management Functions Organizations consider human capital management as a function of the human  resources department in managing organizations’ most important asset, their employees. By creating a competitive compensation and benefits package, management puts emphasis on the economic value of their personnel. Because of today’s competitive environment, developing incentives that constantly improve employee performance, job satisfaction, and encourage motivation of every individual employed is essential to effectively achieve the organizations vision, mission, and goals. When the organizations human capital management functions and policies inspire employees to excel, as a result of the compensation, benefits, and incentives provided to them, everyone wins (Casio, 2010)! References: Cascio, W. F. (2010). Managing human resources: Productivity, quality of work life, profits (8th ed.) New York, NY: McGraw-Hill/Irwin.