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Copy of Multiple Intelligences
Transcript of Copy of Multiple Intelligences
Robert J. Sternberg's
3 forms of Intelligence:
compare & contrast
the ability to solve problems and to adapt and learn from experiences
Have good grades
Succeed in formal education
Score well on IQ & SAT tests
Not top academic performers
Good social skills
Common sense or "street smart"
Eight (now nine) Frames of Mind
intelligence types are usually present
teaching should be geared to each intelligence for maximum learning
is generally dominant
is required for most tasks
Intelligences are unique cognitive skills
Intelligence can be lost through disease or injury
All intelligences are present to some extent
Intelligences interact together
Teach students in ways that they can learn and assess them in ways that they can show what they have learned
Recognizing emotions in self and others
Understanding emotions in relationships
Using emotions to facilitate thinking
Managing emotions in self and others
OHSU, Sony, Novartis, and Others: Strategic Information Systems- It's HR's Turn
Case Study Summary
Human Resources have been focusing their technological efforts on reducing costs by computerizing transaction-oriented processes, so that managers and employees can do a number of things online without the intervention of an HR professional.
Human Resources departments have also been urged to reduce the cost of hiring, retaining, compensating employees, as well as, optimizing the corporate talent pool.
Large and Midsize organizations are increasingly turning to new types of employee management applications-commonly known as Human Capital Management (HCM) to automate process that used to be done manually, on paper or by e-mail. Employee performance management, compensation management, career development , and succession planning are functions of HCM applications
“A worker is an investment that should be optimized”
AMR Research Inc. in Boston, forecasts a 10 % compound annual growth rate through 2010 for the $6 billion HCM market.
Attributed to :
upcoming retirement of baby boomers ]
corporate executives focus on purely objective criteria
Oregon Health & Science University
Oracle’s e-Business Human Resources Management System
Oracle Corp.’s iRecruitment software
- Enables managers to request new employees and process applications electronically
- Handles most of the time-consuming administrative work
Oracle’s Manager Self-Service & Oracle Employee Self-Service
- Logging changes to employee status
- Beneficial for management
Software for performance reviews, succession planning, and learning management.
Sony Computer Entertainment America Inc.
-Hiring contract workers
-Help managers with distinction between contract and salaried employees
Tyco International Ltd.
-Track employee performance and promotions
Saba Software Inc’s Learning Suite
-Classroom based courses
-Administrative work reduced by 50%
Organizational Issues with HCM
-If HCM functions are split between different corporate departments
- If HCM suite has to be implemented across multiple business units running different ERP Enterprise Resource Planning and Human Resources Operations
- Takes 3 to 5 years
What are some of the business benefits of technologies described in the case? Provide several examples beyond the mere automation of transaction – oriented processes.
Business technologies can reduce some work that in the past was very much time consuming to do manually.
As a result, many employees can now do a number of things online that used to require the intervention of HR staff, such as:
• Viewing pay stubs
• Changing personal information
• Enrolling for benefits
Advantages of HR technologies
• Reduce the cost of hiring
• Retaining employees
• Compensating employees
Human capital management, or workforce optimization software, automate HR processes that used to be done manually
• For example performance standards can be plotted on a graph to identify the top performers.
• Integrating work schedules is another example
• Analysis tools to se how successful the employee is.
Automation provides companies with the means of staying competitive, it increases business IT process reliability, reducing human mistakes.
• Automate my task
• Faster Automation
• Easier Automation
Do you think the business value of these strategic HRM application depends on the type of business a company is in, for instance, consulting, manufacturing, or professional services? Why or why not?
The challenges in development are meeting the needs of the business, the development to employees of their full potential, and control of all personnel policies and procedures
The development of employees to their full potential is unique to this situation because it deals with Human Resources specifically.
What are some of the challenges and obstacles in developing and implementing HRM systems?
Are these unique to this type of system?
What strategies would you recommend for companies to meet these challenges?
We would recommend to companies to evaluate their needs before applying questionnaires to their applications along with developing a reasonable scale to fit the company’s needs.
No, The main two reasons are that it would cut cost and the other it will increase employee performance. It has been proven that a corporation that has the opportunity reduces cost and has the ease in finding the right job for the right person is more likely to hire more employees. Both consulting and manufacturing can benefit from cut costs and having employees keep track of their personal benefits. This type of soft wear would be equally beneficial for all types of career paths in general no matter if it’s a fast food teenager looking for their first job or the experienced CEO looking for a career change. Today Tyco International and Sony both have had great results using the HRM application software both have reduced cost and have increased employee productivity.
HRM application software benefits
· Reduce cost
· Setting up the right career path for the right person
· Track employee performance