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Copy of Multiple Intelligences

An overview of Triarchic Theory, Frames of Mind and Emotional Intelligence
by

Casandra Reyes

on 13 November 2013

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Transcript of Copy of Multiple Intelligences

Real World Case 4
3 Theories
Robert J. Sternberg's
Triarchic Theory
3 forms of Intelligence:
analytical
creative
practical
compare & contrast
evaluate
analyze
judge
originate
invent
create
imagine
apply
implement
use
practice
in·tel·li·gence [in-tel-i-juhns]
the ability to solve problems and to adapt and learn from experiences
Analytic Students
Have good grades
Succeed in formal education
Score well on IQ & SAT tests
Creative Students
Unique
Not top academic performers
Non-conformist
Practical Students
Good social skills
Common sense or "street smart"
Adaptable
Howard Gardner's
Eight (now nine) Frames of Mind
verbal
mathematical
existentialist
naturalistic
intrapersonal
bodily-kinesthetic
spatial
3
intelligence types are usually present
Sternberg proposed:
teaching should be geared to each intelligence for maximum learning

1
is generally dominant
>1
is required for most tasks
language
words
journalist
author
verbal
numbers
operations
accountant
engineer
mathematical
3-D
navigation
artist
architect
spatial
bodily-kinesthetic
physical
manipulation
surgeon
athlete
rhythm
pitch
composer
musician
musical
direction
introspection
psychologist
theologian
intrapersonal
cooperation
interaction
social worker
teacher
interpersonal
pattern
classification
landscaper
farmer
naturalist
meaning
existence
life coach
philosopher
existentialist
Intelligences are unique cognitive skills
Intelligence can be lost through disease or injury
All intelligences are present to some extent
Intelligences interact together
Gardner proposed:
Teach students in ways that they can learn and assess them in ways that they can show what they have learned
Peter Salovey
&
John Mayer's
Emotional Intelligence
perception
expression
relationships
feelings
emotional
Recognizing emotions in self and others
Understanding emotions in relationships
Using emotions to facilitate thinking
Managing emotions in self and others
musical
interpersonal
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.
HCM
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”
HCM
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

What’s Next?
Software for performance reviews, succession planning, and learning management.
Sony Computer Entertainment America Inc.
Workforce Logic
-Hiring contract workers
-Help managers with distinction between contract and salaried employees

Tyco International Ltd.
Kenexa’s CareerTracker
-Track employee performance and promotions
Banner Health
Kronos
-Scheduling Application
Novaris AG
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
Thank you!
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