Supply Chain Simulation Term Paper Example | Topics and Well Written Essays - 1750 words

Supply Chain Simulation - Term Paper Example An effective system of production management is sufficient to make a company stand out. This report provides effective and efficient ways of handling the production activities of the firm so as to ensure its financial strength and enhanced earnings. Table of Contents CHAPTER 1 4 1.1Problem Statement/ Opportunity 4 1.2Scope of the Report 4 1.3Background 5 1.3.1Legacy Technology 5 1.3.2Customer Satisfaction 5 2.1Proposed Solution: Supply Chain Management 6 2.2Cost of the Project 6 2.3Adequacy of Funds 9 2.4Project Benefits 11 2.4.1Estimated Annual Savings 11 2.4.2Just in Time and Lean Operations Usage 13 2.5Management of Inventory 14 2.6Work Cells Vs. Straight line Method 15 2.7Continuous Improvement Program 16 The main objective of the organisation has always been to achieve total quality management throughout the organisation. Therefore, every new project is sufficiently scrutinized with the aim of establishing the impact it has on the rest of the organisation. To achieve total quali ty management with the new project, employees will be adequately empowered through training, constant feedback and engagement in the implementation of the supply chain management to ensure maximum contribution from them. 18 CHAPTER 3 18 3.1Conclusion 18 References 19 CHAPTER 1 1.1 Problem Statement/ Opportunity Our current production capacity is not up to the industry standards. To begin with, our client base has expanded in recent years and nothing has been done to adjust the production process to accommodate the changes being experienced. The present production capacity of the firm does not meet the present market needs. This has perhaps to a great extent contributed to the loss of customers every year. The fact the company gains new customers every year cannot in anyway justify the loss of the existing ones. A lot of company finances are usually spent in attaining new clients which can be cut by engaging in activities that facilitate customer retention. Among those ways of retain ing customers entails engaging in company practices that ensures that the needs and expectations of the customers are met in terms of service and product quality, availability of sufficient products as and when they are needed as well as appropriate pricing. This report was generated with the main aim of bringing to light the means by which the current production processes can be adjusted to enhance company performance as well as please and increase the client base. 1.2 Scope of the Report This report shows the production activities that our company can engage in to enhance the company performance. Matters of the supply chain management and any possible changes that can enhance the company performance have been analysed in this report. Resource allocation in the form of budgetary control was kept into consideration when developing this report. The probable changes in the finance structure of the company are presented in the form of balance sheet and income statement in the form of a ttachment in this case. The best ways of supply chain management such as just in time, lean operations as well as effective management of the inventory are well outlined in this report. 1.3 Background Despite the fact that ABC Limited Company has been successfully running its operations to a certain extent, more can be done to achieve more success. Increased efficiency and effectiveness could be achieved by making changes in certain

Nike Essay Example | Topics and Well Written Essays - 250 words - 2

Nike - Essay Example The question whether Nike should have continued supporting Armstrong after the doping scandal is simple – no. Companies support sports personalities not only because of their achievements, but also because of what they stand for and symbolize – strong spirit, unbreakable will, lots of sacrifices and long hours of training for which they haven’t been paid for. The moment you stop being a symbol of good will and values, you stop being valued yourself. Armstrong deceived his fans, sponsors and everyone that supported him. So in my opinion it is understandable that if you are caught misrepresenting the very core morals and principles you were supposed to guard, you will stop representing the company that stood behind you. Corporations are not only guided by their profits and annual returns – but they also have public responsibilities. Companies want to make money contracting famous faces to represent their brand. But world recognized businesses also give back to communities and social projects. Hence they can’t allow themselves to lose face before their stakeholders and undermine a brand that existed long before Armstrong and will continue to be on the market long after he is

Psychological Association Essay Example for Free

Psychological Association Essay The code, first published in 1953, is applicable to psychologists of all categories though various principles are mostly relevant to clinical psychologists in their activities of research, teaching, assessment and therapy. The objective of these codes is to instill ethical behavior among psychologists. The code is categorized into two groups namely: Ethical standards; It encompasses rules that are enforceable and specific covering a great deal of activities performed by psychologists. Ethical standards are further categorized into 10 groups with a sum total of 89 standards. They include; Impact of the APA code of ethics to psychology The field has mostly committed people who have a far greater motivation for doing their work other than material wellbeing. This stems from observing the virtue that proclaims that psychologists should not harm clients but strive to benefit them. Keenness and high levels of professionalism are more pronounced in the field due to the fact that accuracy and truthfulness is one of the guiding principles for psychologists. The principle stressing for forging of close friendships between psychologists and their clients has the likely effect of speeding up the recovery of clients. This is because one major reason why clients see psychologists is due to problems associated with neglect and loneliness (Lane, Meisels, 1994, p. 34). The public has more trust in psychologists because they are assured of the fact that their confidential information is safely guarded. The chances of a client opening up to a psychologist are therefore high. This in turn makes diagnosis and therapy more effective due to the availability of accurate information. The fact that psychologists happen to be calm and composed people makes the atmosphere around an examination room relaxing. This in turn makes the client who might be inclined to overexcitement also composed. Therapy and examination is thus greatly simplified. The existence of a universally accepted code for the discipline makes it easier to compare notes among scholars from different backgrounds. This in turn makes the synchronization of activities easier and hence connecting of scholars from different parts of the globe. Sharing of ideas is thus enhanced with the ultimate result of improving the quality of content in the discipline (Lane, Meisels, 1994, p. 56) Reference MchWhirter Darien (1995) Equal Protection. New York: Oryx Press, pp. 23, 78 Lane Robert Meisels Murray (1994) A History of the Division of Psychoanalysis of the American Psychological Association. New York: Lawrence Erlbaum Associates, pp. 34, 56 .

Simple Mail Transfer Protocol Computer Science Essay

Simple Mail Transfer Protocol Computer Science Essay Electronic mail as known as email is a function of sending and received message over the internet. Basically, protocol is a standard method use by sender or recipient to transmit information. It can also be explain by to deal with email, sender or recipient must access to mail server by a mail client to exchange information by using variety of protocol such as SMTP, POP and MIME. 1.2 Simple Mail Transfer Protocol (SMTP) SMTP is only use to send email, but not received email. SMTP provides a set of code that allow server to break up the email message to different parts of categories that can understand by the server and Its a kind of simplify the communication between server and email. For users, they can see the interface of their email software when writing an email message, but once the message has been send out on the internet, everything is change into string of text that can understand by the server. This string of text is separated by numbers and code words that used to identify the purpose of each section and SMTP provides these codes to let email server understand what they means. SMTP also can set up communication rules between the servers. For example, server can identify themselves and will announce what communication they are trying to perform and the other server will authorize and identify the operation, if something went wrong, the receiving server may reply an error message. The greater advantages of SMTP are simplicity and trustworthy. SMTP provides the simplest form of sending an email address between various computer and network. Users only need to enter recipients email address and type in email message to send and the email will go through a simple process from the SMTP to exchange server for the recipients computer. Since the SMTP is simple, email message can be sent quickly and easily. In addition, SMTP is trustworthy because when the outgoing message is not successfully sent, SMTP will keep trying to re-send the same email message until its successful. Since SMTP was created in the early of 1980s. SMTP was build according to basic concept of server communication, because of that SMTP consists of several disadvantages. In those days, Internet was only use by very close community that generally trusted each other, that cause SMTP has lax security holes. For example, it is easy to send email message with fake sender address. This also cause many email-based viruses spread over the internet. Although there have been improve has been made, but it can still cause problems. Most servers these days actually use an updated version of SMTP called Extended Simple Mail Transfer Protocol (ESMTP) that allow to sends pictures or music file through their email program. 1.3 Post Office Protocol (POP) Post Office Protocol (POP) is used to retrieve email from a central base where the email stored and designed to support offline email processing. When the email is delivered to the server, a remote email client will periodically download the messages from the server and filter them into appropriate users folder. Once the email has been received from the client, the message will be permanently deleted from the email server. One of the advantages of POP is once the email message is sent to the client, the message can be read immediately whether user is connected to the internet or not. Furthermore, POP is a very popular email protocol that all email clients can support it. There is a disadvantage of POP is inadequate for the mobile user. Because of email message is downloaded to recipient PC, the user will only able to access the message from one PC. According to this, POP may cause hazel and inconvenient for user to read message only from one PC. Diagram 1: POP email system 1.4 Multipurpose Internet Mail Extensions (MIME) MIME allows user to transfer image, sound, and program as non-text email format attachment in email across the internet. MIME was introduced to improve SMTP in order to send message other than ASCII characters through web client and web server. Now, MIME provides the following extension to email: Non-text attachment such as video, images, audios and other multimedia messages. Send multiple objects within a single message. Write header information in non-ASCII character sets. Write text with unlimited length. Character sets other than US-ACSII. Nowadays, almost every mail is transmitted using MIME format through SMTP. Content type that defined by MIME also benefits Hypertext Transfer Protocol (HTTP) and other communication protocol in email transmission function. As MIME can support character sets other than 7-bit ASCII, languages based on other alphabets can be display correctly presented in a basic email. In turn, SMTP that only support 7-bit ASCII has the limit of languages display that only suitable for writing in English and other small number of language. Moreover, MIME allows user to send other type of information such as images, sounds videos and software program which was not possible to do so in earlier time. In additional, to identify the true nature of a file that is being used in transmission, MIME provides header information to client who received the transmission and selects the protocol to transmit data according to the header. Furthermore, to ensure non-text attachments will be transferred successfully with maximum protection, MIME used Base64 encoding to encode the non-text information into text when email transfer. Overall, these all explain the advantages of MIME bring to email user nowadays. Not surprisingly, there have been a numbers or disadvantage of MIME. For example, the encoding process of MIME may somehow increase the complexity of gateways because a 7-bit world has to encode 8-bit message. Furthermore, a multipart message could lead to passing same data to decode several time. Nevertheless, it now has to pass only the lower-level parts to encode rather than whole message to reduce troublesome. 2.0 How to apply the SMTP and MIME with ASP.NET 2.1 Requirements to use SMTP and MIME The following is the requirements to develop ASP.NET applications. The .NET Framework 2.0 A code-authoring environment A web server, such as Internet Information Services (IIS), and permission to write files to web server. To send email using SMTP server, fsocketopen function need to be enabled. Furthermore, Outgoing Traffic to port 25 by default or whichever port that use to connect to SMTP server must be allowed. Lastly, there must be a valid SMTP server to send email. If one of the above is not successful, errors message such as No connection, Unauthorized and Timed Out will be displayed. REQUIREMENT OF MIME 2.2 Steps on how to create apply and configure SMTP and MIME in ASP.NET project. 2.2.1 SMTP Open up the default.aspx code window from the project, and examine the code used to send an email. Include three imports in default.aspx to run the project and send email message. The application uses the System.Net.Mail libraries to format and send STMP based email message. Declare the variables used to contain information used in sending email. Code send buttons Click event handler, this handler capture users inputs from the page and assign to related variables, then format the message using the variable content. Server and port setting are extracted from the AppSettings contain in web.config file.

Physical Science Lab - the motion of a marble :: essays research papers

Physical Science Lab - the motion of a marble Objective   Ã‚  Ã‚  Ã‚  Ã‚  The goal of this experiment is to develop a theory, which allows us to understand the motion of a marble. Materials Wooden roller coaster, marble, ruler, timer, clamp, physics stand. Theory   Ã‚  Ã‚  Ã‚  Ã‚  In this experiment, we are finding the Conservation of Energy. Energy is neither created nor destroyed. Energy is summed up into two different properties: Potential energy and Kinetic energy. The law of Energy states that:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Total Energy = Potential Energy + Kinetic Energy Or Em = Ep + Ek   Ã‚  Ã‚  Ã‚  Ã‚  Also, the equations for Potential energy and Kinetic energy are stated to get the Total Energy. They are respectively:   Ã‚  Ã‚  Ã‚  Ã‚  Ep = mgh  Ã‚  Ã‚  Ã‚  Ã‚  and  Ã‚  Ã‚  Ã‚  Ã‚  Ek =  ½ (m)v2   Ã‚  Ã‚  Ã‚  Ã‚  The Conservation of Energy states that energy is always constant. If potential energy increases then kinetic energy decreases and vice versa.   Ã‚  Ã‚  Ã‚  Ã‚  In this experiment we positioned a marble ball on a wooden roller coaster positioned on a physics stand in the sixth hole. Throughout the experiment, we used an electronic timer to record the time of the marble where it passed through the light beam of its clamp. We positioned the clamp at a certain point on the roller coaster and measured the distance from the marble to the clamp; the height of the clamp; and finally the time the ball traveled through the clamp. After we recorded these different figures we calculated the speed of the marble from the given distance traveled and the time. We repeated the step 14 times, then proceeded to graph the speed and the height. Next, we took the measurements of position of the clamp, height, and speed and calculated the potential energy, the kinetic energy, and the total energy. Total energy calculated as mentioned before. Potential energy is taking the mass (m) which is 28.1g times gravity (g) which is 9.8 m/s2 times the he ight. Kinetic energy is one-half times the mass (m) times velocity (v2). Finally we graphed the calculated kinetic, potential, and total energies of this experiment.   Ã‚  Ã‚  Ã‚  Ã‚  For this theoretical result, the motion or speed of the marble will have different calculations. Also, the potential energy and kinetic energy of the marble will produce a mirror effect between each other respectively. From the result of the experiment, as the height of the marble increases the speed of the marble decreases at a slow rate. Data   Ã‚  Ã‚  Ã‚  Ã‚  See attached documents. Calculation 1)  Ã‚  Ã‚  Ã‚  Ã‚  Speed of the Marble: Speed = distance traveled by marble / time from clamp A

History Of The Internet :: essays research papers

History of The Internet The Internet is a worldwide connection of thousands of computer networks. All of them speak the same language, TCP/IP, the standard protocol. The Internet allows people with access to these networks to share information and knowledge. Resources available on the Internet are chat groups, e-mail, newsgroups, file transfers, and the World Wide Web. The Internet has no centralized authority and it is uncensored. The Internet belongs to everyone and to no one. The Internet is structured in a hierarchy. At the top, each country has at least one public backbone network. Backbone networks are made of high speed lines that connect to other backbones. There are thousands of service providers and networks that connect home or college users to the backbone networks. Today, there are more than fifty-thousand networks in more than one-hundred countries worldwide. However, it all started with one network. In the early 1960's the Cold War was escalating and the United States Government was faced with a problem. How could the country communicate after a nuclear war? The Pentagon's Advanced Research Projects Agency, ARPA, had a solution. They would create a non-centralized network that linked from city to city, and base to base. The network was designed to function when parts of it were destroyed. The network could not have a center because it would be a primary target for enemies. In 1969, ARPANET was created, named after its original Pentagon sponsor. There were four supercomputer stations, called nodes, on this high speed network. ARPANET grew during the 1970's as more and more supercomputer stations were added. The users of ARPANET had changed the high speed network to an electronic post office. Scientists and researchers used ARPANET to collaborate on projects and to trade notes. Eventually, people used ARPANET for leisure activities such as chatting. Soon after, the mailing list was developed. Mailing lists were discussion groups of people who would send their messages via e-mail to a group address, and also receive messages. This could be done twenty-four hours a day. Interestingly, the first group's topic was called Science Fiction Lovers. As ARPANET became larger, a more sophisticated and standard protocol was needed. The protocol would have to link users from other small networks to ARPANET, the main network. The standard protocol invented in 1977 was called TCP/IP. Because of TCP/IP, connecting to ARPANET by any other network was made possible. In 1983, the military portion of ARPANET broke off and formed MILNET. The same year, TCP/IP was made a standard and it was being used by everyone. It linked all parts of the branching complex networks, which soon came to be called

Google: Human Resource Strategy Essay

Developing an effective human resource strategy to manage an organization’s human assets requires considering employees as investments. Such an approach helps ensure that HR practices and principles are clearly coordinated with the organization’s overall business strategy. It also forces the organization to invest in its best opportunities and ensures that performance standards are met. Google is one company that has reinvented their approach to human resource strategies. Google has renamed their human resources to people operations. Several human resource strategies have made Google what it is in today’s market. The top HR strategies that have made Google a success include strategies in management, hiring, and recruitment, training and development, compensation and their 70/20/10 rule. The rationale behind each of these strategies is easily revealed through their overall business strategy. Keywords: human resource strategies, people operations Google: Human Resource Strategy Google has renamed human resources to people operations. This encourages employees to participate in running the company and building effective teams. One philosophy that Google focuses on is what they consider people management when it comes to human resource strategies. Sullivan (2013a) reveals a top priority for Google. They believe that innovations come from people and you cannot maximize innovations unless you are capable of recruiting and retaining innovators. Google uses a human resource strategy called databased decision-making strategy. This human resource strategy has been highly successful in attracting innovators and managing them within the company. â€Å"Almost everyone has heard about Google’s free food, 20% time, and wide range of fun activities but realize that each of these was implemented and are maintained based on data† (Sullivan, 2013a). The following will be a  brief description of some human resource strategies that Google uses for their people management practices as it relates to a data-driven approach. Management HR Strategy Human resource managers at Google have determined that great managers are essential for top performance and retention. One practice they use to keep manager’s performance high is to have their employees rate managers twice a year. The researched data proved that Google could maintain its success not by superior technical knowledge but by one-on-one coaching with management, which included expressing interest in employees and providing personalized feedback to those employees. Google also uses the PiLab. The PiLab conducts applied experiments within Google to determine the most effective approaches for managing people and maintaining a productive environment (Sullivan, 2013b). This data driven strategy has provided results to human resources on the approaches of how to be successful in their HR strategy. Hiring and Recruitment HR Strategy Google is also unique in its strategic approach to hiring because its hiring decisions are made by a group in order to prevent individual hiring managers from hiring people for their own short-term needs. They are explicitly seeking to attract the kinds of people to the company who will be successful in their open, collaborative culture (Zhong, 2011). Hiring the right people is a key HR strategy at Google. Their retention rate and turnover data proves that the organization has been successfully able to attract, retain, and motivate a younger generation of workers who would otherwise be more apt to leave an organization. Training and Development HR Strategy Another important HR strategy for Google is in its training and development program. Google employees are offered tremendous opportunities to learn and grow. Some of the professional development opportunities include classes on individual and team presentation skills, content development, business writing, executive speaking, delivering feedback, and management and leadership (Lawler, 2014). Google pays special attention to training for engineers due to their level of importance to the success of the company. They want to ensure the engineers as well as other employees have received  the mandatory training and development sessions for a minimum of 120 hours per year. This is about three times the industry average in North America of 43 hours per year. Despite the cost to Google, this is an essential part of their HR strategy and contributes to their overall business strategy. Compensation HR Strategy Google has an unusual HR strategy when it comes to its compensation structure. Google is often known as one of the most sought after and yet one of the most underpaying employers in the industry. Despite this, employees are still attracted to working their dream job at Google. More frequently than not employees are attracted to the support system, that can help them create anything rather than monetary returns. Therefore, the work hives at Google have day care and elder care centers, have spa and hair salons, car wash and oil check facilities, and virtually everything that a technology obsessed geek would like to worry least about, in the form of an all-inclusive liberal benefits package, but the actual take†out cash component is negligible (Sullivan, 2013b). Google offers all employees unlimited sick leave as well as 27 days of paid time off after one year of employment. This is highly unusual for most organizations but Google believes in an even work live balance and keeping their valued employees returning to work happy. 70/20/10 Rule HR Strategy Another important HR strategy for Google is the 70/20/10 rule. This HR strategy ensures creativity remains a top priority at Google. Employees are required to divide their time into the following three parts: 70 percent is spent on search and advertising 20 percent (1 day of the work week) on a project of their own choice 10 percent to far-out ideas  HR believes that with this strategy, employees will remain motivated and committed to innovation and novelty and therefore production will increase. Because of this rule, some very successful ideas have emerged such as Gmail, and Google Talk. HR Strategy Rationale Google is continuing to grow every year, and some of these HR strategies are  becoming more challenging. Behind every strategy comes rationale for using it and how it provides continued success within the company. It is important to note that HR strategies, activities, and policies are actually driving Google’s corporate business success. Google’s HR strategies reveal that the company’s approach helped in increasing employee productivity. The average Google employee generates more than $1 million in revenue each year (Lawler, 2014). The following will give rationale for each strategy previously discussed. People Operations Rationale People operations focus on the idea that HR is not just administrative functions but ideally focuses on the meat of the company. The meat of the company is people or human capital. Human capital is the stock of knowledge, skills, and abilities among employees that provide economic value to the organization (McShane, 2013). This rationale was developed as part of the overall business strategy at Google. Google takes pride in their human capital by ensuring they are part of the team and actively involved in the decision making process (Bock, 2011). Human capital can also consist of employee capability, employee satisfaction, and employee sustainability. These three components of human capital are considered an essential part of organizational growth. Employee capability is the creativity and knowledge that an employee contributes to the organization. Employee satisfaction refers primarily to an employee’s emotional or affective state. An employee’s overall satisfaction relates positively to job satisfaction, reflecting the difference between what the employees want from their job and what they perceive it as offering to their overall success within the organization. If employee satisfaction is high, then an employee’s commitment to the organization is high which will result in a greater retention of that employee. Management Style Rationale The main philosophy at Google that backs up their management style is open door policy. Top management leaves their office door open in order for workers to feel free to come and talk directly versus phone or email communication. The official policy states in part  Google desires to maintain a friendly, cooperative atmosphere between  employees and all levels of management. Consequently, the company provides opportunities for you to express yourself without recrimination. If you have a problem with your manager that, despite your mutual efforts, cannot be resolved, you may discuss this with the next higher level of management or with human resources. While Google prides itself on being an open organization where you can approach any member of management directly, we recommend you first attempt to resolve the issue through your manager or human resources (Gupta, 2009). This open style of management allows better communication between staff and management, and can help ensure staff is more productive at solving problems that may arise. Hiring and Recruitment Rationale The rationale for using small teams to do all the hiring for Google is quite simple. These teams seek to recruit and hire the most qualified individuals out of thousands of applicants. The hiring decisions are made by a team in order to prevent individual hiring managers from hiring people for their own short-term needs. Human resources also approach recruiting scientifically. They have developed a way to predict which candidates have the highest probability of succeeding after they are hired. This rationale saves time and money, and provides a greater success rate for new applicants turning into long-term employees. Training and Development Rationale A properly trained employee is an essential part of maintaining a successful organization. Research has shown that a majority of people learn by on the job training, including a hands-on approach. Google has adopted this rationale for their training programs by not focusing only on classroom training but by placing emphasis on hands-on training. Google has increased discovery and learning through project rotations, and learning from failures (Sullivan, 2013a). They believe a well-trained employee will increase production as well as increase the company’s reputation. As productivity and reputation rises the profits will also rise. Compensation Rationale Rationale behind the lower compensation packages offered at Google has to do with the importance of work/life balance philosophy. As previously discussed Google places a significant amount of importance on the benefits offered  instead of the actual monetary salaries. Money is important to survive but Google also wants to make everyday life easier for employees by offering in house daycares, and free meals along with many other benefits. If they can keep the employees from spending their work time performing life chores, then they will increase productivity by improving the employee’s job satisfaction. 70/20/10 Rule Rationale This concept allows the employee to grow in their abilities as an employee and as a person. By allowing this concept, Google is reinforcing its relationship with its staff and developing brand strength externally. Good news spreads quickly. As a happy employee who enjoys spending time creating their own projects, shares with outside friends and family, this increases customer satisfaction for the brand name of Google. This rule is part of Google’s HR strategy as well as their business model strategy. Analysis of HR Strategy Google has developed an effective HR strategy that does align with their overall organizational strategy. One of the biggest parts of their organizational business strategy is to focus on people. Google executives have learned that continuous innovation cannot occur until a firm makes a strategic shift toward a focus on great people management (Sullivan, 2013b). By shifting to this idea of hiring great people versus hiring mediocre people, the business decisions will reflect their knowledge, skills, and ability. Executives at Google have a clear understanding of strategies in the human resource department, and have a clear understanding of how they effectively tie into the overall business strategy of the company. One thing they have done successfully is to focus all business decisions on data and analytics. This is evident in the HR department with how they make their decisions. A mission goal that they highlight is to bring the same level of rigor to people-decisions than they do to engineering decisions (Sullivan, 2013b). Reinventing the HR strategy at Google has been a success. Top executives coached effective ways to measure human resources so they can improve in  this area. One deficient area Google was able to recognize was the areas of predictive analytics, statistics, and mathematics that would be needed to transition into the databased model of a HR strategy. Change can be difficult, and some HR managers are not open to this idea of a data based approach when they consider HR to be a people based function. The transition to the data based approach of HR could have been introduced in a more effective manner among current HR managers at Google. When this concept was first introduced, it was done ineffectively. Management decided to change the strategy and without warning made it effective. Open communication is key to effective strategies within an organization. A change of this magnitude needs to be tested, and employees should be coached and eased into before it can be an effective change. HR’s Effectiveness and Metrics HR metrics is important because it allows organizations to make the connection between the value of what HR is doing and the outcomes of the business. One of the key metrics within Google that make their HR strategies effective is the revenue factor. It indicates the effectiveness of company operation with the use of the employees as their human capital. Without this key metric, human resources would be the same as any other organization. Changes and Alternatives After researching Google, it is hard to think of many needed changes to their already effective HR strategies. I would recommend to HR and management that they continue to stress the importance of training and development with all current employees as well as any new employees. I would also recommend that HR take full advantage of continuing to implement the job rotation strategy. This will provide employees insight to each department, and the job duties of other employees as well as the different jobs available at Google. Call to Action In order to implement these recommended changes it will be necessary to call to action all management and the human resources department. One way for training and development to remain a top priority to all employees is to develop a reward system for completing the required number of hours of training, and additional rewards for extra training in the employees’ area of expertise. These rewards should be monetary. Human resources should develop a rotation schedule with the help of the employee’s on-site manager. Once the employee is properly trained in their area of expertise they should then be rotated through each department that works directly with their department. This will not only help employees learn about the other departments but they will also gain an understanding of the duties of other employees. This will make requests from other departments less stressful to all employees, as they will know what it takes to generate and submit that information. Conclusion Google has placed great emphasis on the people within their organization and made these valued people part of their HR strategies. This strategy has been highly successful to this organization. Many organizations could benefit from the simple HR strategies that Google has focused on in their company. Sometimes it is not what you know but whom you hire. This is a common philosophy at Google as they strive to continue to hire great people to do a great job. References Bock, L. (2011). Yale Insights. What’s the Google approach to human capital?. Retrieved August 11, 2014, from http://insights.som.yale.edu/insights/whats-google-approach-human-capital. Gupta, A. (2009). Strategic HR Planning at Google Inc. Scribd. Retrieved August 17, 2014, from http://www.scribd.com/doc/13286610/Strategic-HR-Planning-at-Google-In. Lawler, E. (2014). What Should HR Leaders Focus On In 2014?. Forbes. Retrieved August 17, 2014, from http://www.forbes.com/sites/edwardlawler/2014/01/15/what-should-hr-leaders-focus-on-in-2014/. McShane, S. L., & Von Glinow, M. A. (2013). Organizational Behavior Emerging Knowledge Global Reality. (6th ed). New York: McGraw-hill Irwin. Sullivan, J. (2013a). How Google Became the #3 Most Valuable Firm by Using People Analytics to Reinvent HR. Retrieved from http://www.ere.net/2013/02/25/how-google-became-the-3-most-valuable-firm-by-using-people-analytics-to-reinvent-hr/. Sullivan, J. (2013b). How Google Is Using People Analytics to Completely Reinvent HR. TLNT. Retrieved August 19, 2014, from http://www.tlnt.com/2013/02/26/how-google-is-using-people-analytics-to-completely-reinvent-hr/. Zhong, R. (2011). Human Resource Management Issues at Google. Human Resource Management Issues at Google. Retrieved August 15, 2014, from http://www.slideshare.net/rachelzhong814/human-resource-management-issues-at-google.