| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "EMPLOYEE ORIENTATION PROGRAM": |
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Effective Orientation Programs, 2002.
A discussion of the significance of orientation programs and how they can be made effective.
1,966 words (approx. 7.9 pages), 7 sources, MLA, $ 62.95
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Abstract
This paper examines how the process of orientation actually entails designing a desired set of policies, principles or rules, drafted such that the entire program accommodates the individuals under consideration, grabs their attention, arouses their interests and compels them to perform the way they are required to, functioning to the best of their abilities under varied circumstances subject to constant change. It discusses how this applies to every walk of life be it manufacturing, selling, buying, pursuing a job or a career in an academic field and how it is not only schools, colleges and universities requiring effective orientation programs but also firms, organizations and various other workplaces where employee morale must remain high. It evaluates how to make students and employees orientation programs effective and in particular how to make orientation programs effective for deaf-blind children.
From the Paper
"With the growing need for and awareness regarding Orientation Programs that have proved fundamental to every facet of human life, educational institutions are making efforts to draft more effective orientation programs. Hence, the incorporation of such programs into the curriculum is increasing with every sketching moment, with number of academic institutions increasing in number and the universities and schools realizing their responsibility in regulating student behavior and in enhancing their sense of responsibility and discipline thereby making desperate attempts to reduce health related and other social problems that are alarmingly augmenting (Curtis, 1999)."
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New Employee Orientation Program, 2002.
Detailed outline of an orientation program for new employees at a fictitious PR firm.
1,150 words (approx. 4.6 pages), 4 sources, $ 44.95
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Abstract
This paper Includes the sections: practical building access information, achieving a "fit" with the company, communication styles and corporate culture, introduction to the employee handbook, IT information or mini-training and compensation/benefits/holidays information.
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Object-Oriented Programming, 2001.
A look at the preference of "object-oriented" approach to programming over the "structured" approach.
680 words (approx. 2.7 pages), 1 source, APA, $ 24.95
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Abstract
This paper examines the reasons behind the current growing popularity of the "object-oriented approach" in programming and as a result the lessening of popularity of the "structured" approach. The advantages of both forms of programming are examined. The ?software crisis? that prompted this changeover is also examined. A number of case studies are presented, illustrating the use of object-oriented languages and programs with attention to what it is about object-oriented design that makes it so attractive currently for use in developing information systems.
From the Paper
"In the past two decades, and now occurring at an ever-faster rate, a vast collection of computer software has been designed to help people organize different kinds of information in the most efficient way possible. This paper examines one of the most important developments to have come out of this push for increasingly sophisticated information systems: The shift from structured approach to an object-oriented approach."
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Object Oriented Programming, 2002.
An analysis of the advantages and disadvantages of object oriented programming.
785 words (approx. 3.1 pages), 3 sources, MLA, $ 27.95
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Abstract
This paper suggests that one needs to be aware of the dogma of object-oriented programming. Just as many problems have ?natural? object-oriented solutions, equally many are best solved in a functional way. The author suggests that the best programs and projects are mostly a mixture of both.
From the Paper
?Data fields and methods are transmitted to the subclasses by their parent and ancestor classes, but the subclasses have the authority to override these with more specific versions. A virtual method is thus defined when it is able to override another, which means that the version chosen will determined at run-time. A wrong version might be used when, for example, one method is called from within another.?
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Object-oriented Programming, 1999.
Definition, objectives, software simplification, expert systems, data mining, computer languages, applications, benefits and examples.
3,375 words (approx. 13.5 pages), 13 sources, $ 119.95
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From the Paper
"OBJECT-ORIENTED PROGRAMMING
Introduction
This research reviews issues associated with object-oriented programming. While object-oriented programming is a separate paradigm, it is interrelated to the parallel programming, functional programming, and concurrent programming paradigms (Morin & Puaut, 1997).
General Issues
A system is often defined as a complex of interacting objects that have some form of process behavior. In developing a program to operate a process, the programmer "has in mind a systematic correspondence by which the contents of certain storage cells represent objects and relationships within the subject domain" (Winnograd & Flores, 1991, p. 104). Research in artificial ..."
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Arrow Thermoplastics Inc., 2002.
Uses Arrow Thermoplastics as an example to show how the company uses a new employee orientation program and the benefits of such a program.
2,650 words (approx. 10.6 pages), 5 sources, $ 97.95
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Abstract
In recent years employee orientation programs have taken on a position of importance in most successful organizations. Video tapes, CD-ROMs and Intranet based employee orientation programs are widely being used to provide new employees with the information they need to have for quick productivity and low turnover. Outlined below are the 20 of the most important things employees want to know when starting a new job, along with other critical elements of an interactive, electronic based new employee orientation program. All of the information provided will facilitate the orientation of new employees. It will be shown that presenting information in CD-ROM format has several advantages.
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Regular Employees vs. Temporary Employees, 2002.
An analysis and examination of the multitude of issues concerning the hiring of regular employees rather than temporary employees.
660 words (approx. 2.6 pages), 3 sources, MLA, $ 23.95
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Abstract
This paper analyzes the issues surrounding an employer's decision to hire regular rather than temporary employees. It discusses policy issues involving regular employees and temporary employees such as benefits, compensation, discharge, discipline, and overtime pay. The paper concludes with suggestions for eliminating or reducing the stark contrasts between regular employees and temporary employees.
From the Paper
"Overtime pay is another area where there is a divergence between regular employees and temporary employees. As mentioned above, regular employees are generally salaried, i.e., they work a set number of hours and receive a fixed income each month. Temporary employees are generally paid hourly and their hours of employment may vary, resulting in a variable income each month. In terms of overtime pay, regular employees who are salaried do not receive overtime pay regardless of how many hours per week they work. Regular employees who are not salaried, like temporary employees, receive overtime pay (time and one-half) for each hour over 8 hours per day and for each hour over 40 hours per week."
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Sexual Orientation Discrimination.
This paper discusses sexual orientation discrimination in the workplace.
1,110 words (approx. 4.4 pages), 8 sources, MLA, $ 38.95
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Abstract
This paper explains that sexual orientation discrimination in the workplace is demonstrated not only by poor treatment of these employees but also in financial ways: Although equally qualified, male homosexuals are earning about twenty-two percent less than heterosexual men. The author points out that the Congress is considering the "Employment Non-Discrimination Act". The paper concludes that sexual discrimination could be reduced, if not eliminated, if employers trained and educated employees on sexual orientation, provided benefits for gay partners and allowed employees to form unions to voice their opinion.
From the Paper
"Gay, lesbian, bisexual and transgender employees are discriminated against everyday in the working world. Although personal information, such as sexual orientation, should not be questioned in the workplace, employers are using this information to discriminate against certain people. Even employers that intend to help people have been known to discriminate. The Salvation Army is a perfect example of this. The Salvation Army in New York would pull its business out of the state rather than provide health insurance benefits to partners of gay employees. A law that will soon be enforced in New York states that all employers must provide health benefits to gay partners. Since the Salvation Army considers itself an "evangelical Christian church," it is against it's religion to promote homosexuality."
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Object-Oriented Design Patterns, 2002.
This paper presents a method, in object-oriented computer programming, to establish more structured and flexible sets of reusable solutions which is called design patterns.
2,405 words (approx. 9.6 pages), 7 sources, APA, $ 73.95
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Abstract
This paper explains that object-oriented programming, a widely used and popular approach in software design and development, has the capability of presenting solutions, which are flexible and applicable in a variety of applications. The author relates that design patterns are reusable object components that can support diverse application development needs, providing readily available solutions even to complex programming problems. This paper explains 8 design patterns. Illustrations.
Table of Contents
Introduction
Design Patterns
Iterator
Software Factory Pattern
Singleton Pattern
Composite Pattern
Flyweight Pattern
Proxy Pattern
Facade Pattern
Observer Pattern
From the Paper
"The practice of considering the proper elements of a good software design patterns plays an essential role to an easy development and maintenance of applications and systems. A good software design pattern provides a well-engineered architecture of programming commands and procedures in which the solution it brings encapsulates the universal solution of the problem it covers, thereby, making it a standard and applicable component to other software development tasks. A real design pattern also should allow the possibility of a community of developers to either fully utilize the same pattern or use the pattern as a solution reference applied with minimal changes."
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Employee Turnover, 2007.
This paper looks at direct and indirect costs associated with employee turnover.
1,639 words (approx. 6.6 pages), 7 sources, MLA, $ 53.95
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Abstract
In this article, the writer researches and examines the effects of employee turnover on an organization, including the costs in terms of financial aspects as well as costs associated with customer retention. It is clear that employee turnover is very costly to organizations and as noted in the introduction of this study employee turnover rates are as high as 23.4% in some industries, which demonstrates a very large financial cost to these organizations. As demonstrated by this report, the costs associated with employee turnover are costs both of the direct and indirect nature. The writer concludes that there are methods of avoiding employee turnover which are briefly touched upon within the scope of this present research. The writer further concludes that there are methods that hold promise for the organization in the reduction of employee turnover and the costs in terms of finance and productivity that the organization suffers due to employee turnover.
Outline:
Objective
Introduction
Costs Associated with Employee Turnover
Causes of Employee Turnover
Comprehensive Cost Calculation
Calculation of Losses Associated with Employee Turnover
Strategies for Avoiding Employee Turnover
Summary and Conclusion
From the Paper
"The employee will likely only contribute at a 25% level of productivity for the first few weeks therefore; the organization must calculate 75% of the employee's salary for at least two to four weeks of their new employment. During weeks, five through twelve the employee will likely contribute at a 50% level of productivity requiring the organization calculate 50% of the individual's salary for that period. During the thirteenth through the twentieth week, the employee will likely contribute at a 75% level of productivity requiring the organization to calculate 25% of the individual's salary for that period."
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Employee Retirement Income Security Act, 2006.
A report looking at the Employee Retirement Income Security Act, which was enacted in order to provide for employee benefits and pensions at the point of employee retirement in a federal program.
1,741 words (approx. 7.0 pages), 5 sources, APA, $ 56.95
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Abstract
This report looks at the Employee Retirement Income Security Act (ERISA) in terms of what the benefits and drawbacks of the program are in the current political and economic environment, as well as making specific recommendations about what seems to be working as a result of ERISA and what may need to be changed in the act to make it more contemporary. The report also looks at a rationale for change in the context of ERISA and related programs, including both retirement pension programs and healthcare programs.
From the Paper
"Overall, ERISA in the existing literature seems to be more beneficial than derogatory for society and employees, although there are plenty of critics of the act in the existing literature including those who state that ERISA is unfair or that it has led to or contributed to, directly or indirectly, corporate abuses of power such as the relatively recent Enron scandal. Overall however the benefits of the program are also strong in the existing literature because it is essentially an act with an overriding positive message: protection for the worker. In part the act was created to guarantee that "The men and women of our labor force will have much more clearly defined rights to pension funds and greater assurances that retirement dollars will be there when they are needed."1 In many ways President Ford was prescient: many of ERISA's reforms have improved the retirement security of American workers, particularly in the areas of vesting,2 plan funding,3 and insurance protection for defined benefit plans" (Stein, 2002). These benefits show forward progress associated with the act because they give the worker greater independence and financial power by safeguarding the rights of the worker at retirement."
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Employee Retention, 2005.
This paper discusses an important aspect of human resource management in the U.K.- employee retention.
4,115 words (approx. 16.5 pages), 16 sources, APA, $ 110.95
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Abstract
This paper explains that the problem of employee retention involves such substantial sums of money that a great deal of research into the retention issue has been conducted. The author points out the importance of retaining employees through the strategy of engagement by 1) involvement in decision-making, 2) having management listen to their views, 3) opportunities to develop their jobs beyond what they were originally assigned to do and 4) the concern management shows for the health and welfare of the employee. The paper reports that a charity organization, which has been losing good employees because of an inability to "pay staff what they are worth", launched a new benefits package project to motivate retention, which offered such items as discounted child care vouchers and subsidized health care.
Table of Contents
Introduction
The Literature on Employee Retention - What are the Problems?
The Literature - Why do Employees Leave their Jobs?
The Literature - What Some Companies are doing to Retain Employees
Keeping Employees through "Engagement":
Keeping Employees through Reward Management
What is a Total Reward Strategy?
Keeping Employees through the "Psychological Contract"
Keeping Employees through Inspired Leadership - Charles Handy
Keeping Employees through Inspired Leadership - Kouzes & Posner
Employee Retention through Innovative Policies - Journalism (Literature)
From the Paper
"The CIPD data published by TalentDrain shows that in order to retain good employees by meeting their psychological growth needs, 58% of companies institute "training and development" strategies, 20% of companies redesign job duties, and 29% implement mentoring systems.
In order to enhance "the everyday experience" of employees, 52% of companies utilize "improved induction processes"; 48% of companies surveyed work towards "improved communication"; 32% approach the "work-life balance" of the worker; 35% implement "flexible working" hours; 32% have established "family-friendly provisions" that go beyond the UK legal minimum provisions."
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Employee Stock Ownership after 9/11, 2002.
This paper examines the effects of the September 11th terrorist attack on employees' employee stock ownership plans in the airlines industry.
2,100 words (approx. 8.4 pages), 5 sources, APA, $ 65.95
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Abstract
The paper explains what an Employee Stock Ownership Plan (ESOP) is and describes how September 11th had a dramatic effect on America's airline industry which in turn had a negative impact on the ESOPs for most airline employees. Further, the paper examines three different airlines and concludes that Airline industry ESOPs tend to be very volatile.
Table of Contents:
Abstract
Main Body
Discussion
Results
Conclusions
Recommendations
Works Cited
From the Paper
"In the United States, the main vehicle for employee ownership in a company is the Employee Stock Ownership Plan (ESOP) that first became a recognized plan in 1974. There are between 17 and 20 million U. S. employees participating in large ESOPs or other contribution plans holding stock. Employees may own stock directly in their companies through stock purchase programs or be members of work cooperatives."
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Employee Morale in Corporate America, 2005.
An analysis of the importance of employee morale and how critical it is to the success of a company.
6,001 words (approx. 24.0 pages), 13 sources, MLA, $ 142.95
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Abstract
The purpose of this report is to educate upper-level management and line managers on the importance of employee morale. It first discusses what morale is and its significance in the corporate structure. Then it addresses who is affected by low morale and how. It also explains the high costs related to low employee morale, the critical role managers play in morale, signs of deteriorating employee morale, and techniques for improving morale. In the concluding pages, a proposal is presented on how upper-level management within corporate America can help improve morale. Some of the solutions include transformational training for managers, employee empowerment, improved ties between reward and performance, and improvements on basic employee practices, all of which can be implemented using a 7-step morale-boosting program described in the recommendations section of this paper.
Outline
Overview: Report
Introduction: Employee Morale Problem
Background: Corporate America's Morale Problem
What is Morale?
Significance of Employee Morale
Deteriorating Employee Morale
Case Studies
Recommendations: Ideas for Improving Employee Morale
Techniques for Improving Morale
Action Plan
Tying it All Together
Conclusion
From the Paper
"A great way to help upper-level management discover employee problems is through an employee satisfaction survey. A well-orchestrated employee survey can lead to high return rates and help uncover hidden many workplace problems. However in order to receive helpful information from these surveys they must: (1) establish clear goals and objectives, (2) ask the right questions the right way, (3) collect data the right way at the right time, and (4) ensure confidentiality. The most important thing is that management must take clear follow-up actions. After reviewing and collecting the data have a group meeting informing the employees on the findings of the survey, how management intents to go about addressing the issues, ask for feedback, and implement the necessary changes."
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Employee Regulations, 2002.
An examination of employee regulations to facilitate management needs and employees? rights.
3,949 words (approx. 15.8 pages), 12 sources, MLA, $ 107.95
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Abstract
This paper examines how, in order to maintain balance in every process and to develop eligibility, a company needs solid regulations to cover management and employee needs. It looks at such issues as employee motivation and provides a listing of qualities of regulations that facilitate the employees as well as their managers. Examples given include easy-to-understand job descriptions and guidance on how employees can maximize their performance and potentials for employees and for the managers such qualities as the simplification of management responsibility to define goals for each division and subdivision and each individual worker. It evaluates how overall integration is the only answer to create balanced performance of regulations, so the regulations will play fair and protect the rights from both parties. Company should state clearly to employees what they expect and the standard performance and employees can also provide feedback as well to ensure their needs and complaints are fulfilled.
From the Paper
"Although managers mostly are related with planning and periodical-achievement-estimation function in the company resource profile, basically they have similar functions as other employees, unless they are the same personnel. Managers do not only set targets for achievement but also encourage all staffs to fully participate following their qualities and regulations. They need to think about the best way to demand high quality performance and timely fashion. The audacious task takes more than other duties, since not all employees simply follow guidelines from the company, or get motivated with the regulations. Managers need to educate them to understand that both managers and company have the same goals, and it is not the owner?s goals only. Also, employees need to understand why they are required to work hard, improve their skills, or join arduous trainings to escalate their level."
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