Posts Tagged ‘into’

Question: Can someone summarize this science artile into one paragraph for me?
here’s the article:

Two MIT students are currently living, working and communicating with the outside world as if they were on a mission to Mars. Whenever they go outside their small, round habitat where eight people are spending a two-week “mission,” they don spacesuits and pass through an airlock. When they send e-mail, it takes 20 minutes before the recipient can see it–the time it takes for radio waves to travel to and from the red planet.

They’re not really on Mars, of course–human missions there are not yet even in NASA’s long-term schedule, and are not expected to take place for at least two decades. So, in order to begin understanding the logistical, mechanical, scientific and psychological issues that a real crew of Mars explorers will someday face, teams have been practicing the details of Mars exploration in several Mars-base simulators in some of Earth’s most Mars-like places. The most heavily used simulation is the Mars Society Desert Research Station, near Hanksville, Utah, which was built in 2002 by the Mars Society.

Engineering graduate students Zahra Khan and Phillip Cunio, from the Department of Aeronautics and Astronautics, began their stay at the Utah facility late Sunday, Feb. 17. Cunio is working on a project to develop a “smart” carrier to be used for research fieldwork in remote expeditions such as planetary exploration. The footlocker-sized container and its contents are fitted with radio-frequency ID tags, so that it constantly keeps track of its contents and can alert people if supplies are about to run out or if an item has been misplaced. Running out of supplies is not just an inconvenience–on a faraway planetary surface it could be a life-or-death issue.
Khan is concentrating on the logistics of making exploratory trips through the desert to carry out geological and biological research. The team uses all-terrain vehicles to travel around while wearing their simulated spacesuits, and then takes soil samples and conducts other tests at various locations. At the end of each day, they write up field reports on their activities, and make repairs to any damaged equipment.

Although part of the mission’s purpose is to find out about practical issues in working in difficult circumstances, the research itself is also very real. They will be looking for organisms that live in the hostile, dry and salty desert environment, both to develop techniques for conducting such biological research and to learn about how organisms survive in these somewhat Mars-like conditions.

Both Khan and Cunio would like to be involved in real Mars missions someday. Khan’s research is on entry, descent and landing systems for human missions to Mars. These will require much gentler, more-controlled descents than past missions, such as the Mars rovers that hit the ground at high speed shielded by airbags and then bounced for several minutes before coming to a stop.

Khan says she would like to go to Mars herself, but thinks that with the slow progress of NASA’s plans in that direction, “the odds may not be very good. I think it would be a good idea to send younger people,” and by the time such missions take place that may leave her out. “I’m an advocate of one-way trips to Mars,” she says, because the logistics of such trips would be far easier without the requirement for all the fuel needed for a return. For a given spacecraft, she says, you could send six people on a two-way mission or 24 people for a one-way trip. “If you’re going to go there, you might as well not waste the resources.” Cunio’s research studies the design of self-sustaining life-support systems for Mars colonists, as well as for missions to the moon or other destinations. “We’re studying the commonalities in life support and environmental control systems,” he says, so that planners don’t have to start from scratch in planning missions to different places. “We want to minimize the development costs and risks.”

Answer:

Answer by noitall
you are bloody joking! and you post it twice to boot. spare us, OK?

The Benefits of Integrating Web 2.0 into HR and Recruiting Software for Next Generation of Human Resources Management

Observing the advantages of utilizing Web 2.0, the industry has seen a great shift in the nature of where human resource management was involved with the start of the trend in re-calibrating HR and recruitment technology to integrate Web 2.0 within company processes. This change was widely embraced as it not only implied an easier workload within a multitude of core functions that HR personnel were responsible for, not only will it save so much time but business executives also realized its true value as it was the turning point for every establishment to cut overhead costs and unnecessary expenses in these turbulent times. It is also utilized to leverage company brands in a highly competitive marketplace creating awareness through press releases, job vacancies, promotions, product marketing and on the spot client service providing the utmost convenience to its employees, customers and investors. After all, the current standards of technology demands companies to be accessible through the power of the internet and openness is a key advantage and a driving force in achieving desired organizational goals.

The advent of Web 2.0 has significantly pushed companies to implement flexibility within organizations mainly because the new generation of employees they would like to attract expects this kind of system to exist. It is their way of life, thus, leaving companies no choice for but to incorporate this into their working practices. Since it has been implemented there are a number of studies that have proven profound effects. To illustrate this, T-mobile UK usually hires graduates before their graduation, a necessity in a competitive environment. One of the concerns of top management is the percentage actual hire versus their forecast because they had already made their offers in March but they were not coming in until September. T-mobile decided to create a forum for that their pre-hire graduates may utilize. It was created to show them that they were there and that they have not forgotten their promise to their graduates. That was the key, pre-employment engagement and visibility. The results were immense as they experienced zero dropouts in September whereas they experienced an average of a ten percent dropout rate in the preceding years without the forum. These T-Mobile employees retained and developed this bond even after hire, coaching one another, supporting one another and continuously building a steady relationship as a group.

Many organizations today, utilize technology as a tool to help them in their human resources management needs. But having HR software independently from recruitment software is still pointless and unproductive. In order to make the most out of the potential of this software, they have to be aligned to each other as well as the other processes practiced in the workplace. In the same way, Web 2.0 needs to be used in such a way that its integration with both hr and recruitment software is seamless.

A few of the important benefits of injecting Web 2.0 into recruitment and hr software is that there will be no longer a need for print outs, memos and circulations whenever a new policy is to be implemented because that can be done through forum or by creating a standalone page the company website, employees will be more open in communicating their thoughts, misgivings and suggestions to hr as they no more need to physically discuss the matter because they may do that through private messaging and you no longer need to send an e-mail to applicant as well because you can do that through twitter.

There are a myriad of benefits that integrating Web 2.0 with your hr or recruiting software can bring to your Human Resources management system. It may be cost efficient since utilization of networking sites are free, it may be a tool you may use to increase awareness on company branding, it can be an effective bait for attracting talent but the most important of all is it encourages communication. Simply said, interactivity is what the next generation of employees care about should be given priority because today, this is the way of life. The expectations of the next generation are influenced by technology and this should be used to attract the next generation and gain leverage for your organization.

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Turning Human Resource Into Key Resource

Every task has an objective for why it is being conducted, so as same the objective of this article is to awaken the entrepreneurs, HR persons and personnels involved in management towards thinking one step ahead of retaining potential HR of any organisation. Human resource is a term with which many organizations describe the combination of traditionally administrative personnel functions with performance management, Employee Relations and resource planning. The field draws upon concepts developed in Industrial/Organizational Psychology. Human resources have at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm’s organization that deals with hiring, firing, training, and other personnel issues. This article addresses both definitions.

The objective of Human Resources is to maximize the return on investment from the organization’s human capital and minimize financial risk. It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner.

Human resource management serves these key functions -

1.Recruitment Strategy Planning

2.Hiring Processes(recruitment)

3.Selection

4.Training and Development

5.Performance Evaluation and Management

6.Promotions

7.Redundancy

8.Industrial and Employee Relations

9.Record keeping of all personal data.

10.Compensation, pensions, bonuses etc in liaison with Payroll

11.Confidential advice to internal ‘customers’ in relation to problems at work.

12.Career development.

Concept :

Concept of Key Resource states about the resources/employees about how to make each and every employee of the organisation as a key resource for the organisation. It is a unique never heard and never discussed term in the area of management. KR deals with each and every resource of the organisation to improvise its efficiency in such a manner so that it must prove as a “Key Resource” rather than just an asset to the organisation. Though management of each and every organisation put their efforts to enhance the productivity of their employees and to get most out of it but once the human resource becomes the key resource all other efforts, strategies, resources are regardless to get maximum output from the employees. Until and unless any task/feeling/efforts are put on continual basis and also monitored at regular intervals (frequency of intervals depends upon sensitivity of the case/objective), the success can not be assured.

Human resources can be turned to Key resources by -

1. Motivation.

2. Continuous support.

3. Guidance.

4. Availing proper resources.

5. Sufficient compensation.

6. Distribution of power, authority.

7. Evaluation and monitoring.

8. Education.

9. Training.

10. Encouragement.

Employees, as key resource take up the organisation to new heights with smooth running and they also ensure optimal utilization of resources as well.

Key Resource of any organisation -

1. Enhances intellectual capital of the organisation.

2. Saves time.

3. Saves resources.

4. Increases the productivity of the organisation.

5. Increases the speed of growth of the organisation.

6. Creates a better image of the organisation among the industry.

7. Develops the interest among the candidates to do job.

8. Passes a positive image in the society.

9. Increases confidence among the shareholders and all other investors.

10. Improves overall quality of output as well as quality of work life of the employees of the organisation.

Employees as Key Resource reduces –

1. Attrition rate.

2. Expenses, efforts, resources for recruitment.

3. Financial losses.

4. Delay in work.

5. Monitoring.

6. Lower quality of work.

Characteristics of KR –

1. Self motivated.

2. Highly motivated.

3. Determinant towards work.

4. Perfectionist attitude towards work.

5. Knowledgeable.

6. Decent behaviour.

7. Patient.

8. Experienced.

9. Qualified.

10. Zeal to learn and turn statements into reality.

11. Responsible.

KR & Indian Industry –

In today’s scenario where each and every customer is fickle and quality conscious, demanding, KR first of all determines the need of the customer/client that what exactly they are searching for. Regarding the employees in any organisation the working style/execution of any task is a mix of target and time oriented. It depends upon the nature of the job and the manpower whosoever is engaged in the completion of that job. The better way for completion of a job with desired result is to distribute the authority regarding that activity so that the employee must know their responsibility and it can be held liable. Monitoring of each and every task must be output oriented as whether the desired output has been achieved or not. In this case the efforts and all other things which are engaged in achieving output can be assessed simply through the output desired and got.

Scope of KR in India –

If the Human Resources of an organisation are turned into Key Resources, they can turn the dreams of the organisation into reality in a very short span of time, as all KR’s have a clear understanding of –

1. What the job is?

2. The resources which will be engaged into it?

3. Desired output?

4. Best minds & hands for the completion of the task.

5. Method by which it can be completed at its optimum.

Conclusion –

To conclude this article it seems an immense need of the hour that further work has to be started immediately because turning every human resource into key resource put the organisation to new heights and a landmark in the industry.

References:

• Anderson H. Anderson Effective Personnel Management, Jaico Books Delhi 1997

• Aswatthapa K, Human Resource and Personnel Management, TATA McGraw Hill Publishing Company Limited, New Delhi 2005

• Mamoria C.B., Gankar S.V., Personnel Management Text & Cases, Himalaya Publishing House 2006

• Anderson Alan H., Effective Personnel Management, Jaico Publishing House 1997

• Cascio Wayne F., Managing Human Resources, MCGRAW HILL 1995

• Wadhwa Raj K., Davar Jimmy, Rao Bhaskar P., Personnel Management and Productivity Factors, Kanishka Publishers, Delhi 1996

• Flippo Edwin B., Personnel Management, McGraw Hill International Edition 1984

• http://en.wikipedia.org/wiki/Human_resources
• www.originhr.ca

• www.altechindia.com/images/careers.jpg

After taking both Best Picture and Best Director categories at the Israeli Ophir Awards ceremony, the Director of “The Human Resources Manager”, Eran Rilkis, is carrying eyes towards Hollywood. The movie has been selected as the Israeli entry for Best Foreign Language Film at the next Academy Awards Ceremony. The American weekly entertainment magazine “Variety” declared that among the 65 countries that are competing for the Oscar, the Israeli applicant movie is one of the main contenders. The movie is an adaptation of AB Yehoshua’s Novel “A Woman in Jerusalm” which tells the tragic-comedy story of a human resources manager of Israel’s largest industrial bakery, who sets out to save the reputation of his business and prevent the publication of a defamatory article.

So, for instance product marketing, or even advertising like commercial or movie trailer.

I would assume that most people who go into marketing work for companies like ExxonMobile, or General Mills, etc. So what is the starting job to get into this career.

I realize that most of these are not related other than they are a type of marketing but what would be the job title of the entry level jobs for these career paths?

Im 35 years old and I am a carpenter. I was thinking of going back to school for construction management or project management. Is this a smart choice for someone my age or is it kind of a pipe dream. I always wanted to have a professional job and love working with my hands and building things.With construction management It seems like I will be getting the best of both worlds.

What are the outlooks? Would you prefer finance over management, risk and insurance management, real estate, economics, and marketing?

Thanks!

Which of the 4 p’s are you most familiar with? How does it fit into the overall marketing mix?

I’ve declined to enter friendship texting through Yahoo services.
There is no Internet record by my hand of personal finances.
I’m not inclined to believe either Internet addition is secure.

I’m a business school student considering what would be a good starting point for a later career in general management. I know management degrees are pretty useless, but I’ve heard good things about both public accounting and internal auditing as experience with business operations.

i want to go to endicott college in Mass, hoping to major in sports management, but is it hard to get a job in that field after graduation?