Wall-e and 9 movie
-
Watch at least two of the following movies:
• Make a comprehensive reaction paper for the two movies in no less than
300 words each.
• Make a comparative ...
15 years ago
Tuesday, October 13, 2009
In view of the evil that human beings have wrought and continue to bring about, as well as in view of the destructive human caused global warming and abuse of natural resources on the planet earth, the question whether our world and the universe would be better off without human beings around, seems a legitimate one. Add to that that human beings are one, merely one, of the many living beings that originated in a long and complicated process of evolution … despite the fact that many philosophical and religious arguments have been constructed to ideologically underpin the idea that human beings are the focus and goal of the cosmos and of cosmic evolution. Should we not be more humble about ourselves, all the more so when we consider that amongst living beings, humans enjoy great abilities and capacities, not in the least their developed skills of thinking and of (self-)reflection which provide them with means to order their world? Is humility not appropriate when one realizes that one has received these gifts not for oneself, but as part of the cosmos and towards the service of the cosmos. In a way, it as is if the cosmos, over a long period of time and complicated processes of evolution and change, has given itself possibilities for further development.
Reflections as these point towards a balanced view on human beings as part of the world, the universe, the cosmos. Of course, human beings are special and precious – there are not many of us around in our own corner of the galaxy, as Stephen Hawking reminds us on a TED talk -, and that means that they have a role and a responsibility as part of the world. “As part of the world” cannot, I think, be replaced by “as goal of the world”. Overshooting on the side of the importance of human beings, has rightly been criticized – when human beings belong their sense of belonging to the universe and start to instrumentalize all other beings and resources just in view of themselves, then a destructive dynamism ensues that will, in the end, also lead to the destruction of the living conditions and possibilities of the human beings themselves. But, not recognizing the special role and capacities of human beings at the service of change in the universe and not allowing for human beings to be considered “something special”, deprives the world of a capacity it has given itself. It’s important to strike the balance well, when considering the role and place of human beings in the universe, when asking the question of anthropocentrism.
The issue is of great importance for philosophers and theologians, as well as for scientists. All of them are aware that our knowledge about the world – and if one wants to say: a kind of knowledge that the world reaches about itself – is human. But this capacity of knowledge and reflection seems to, so to say, separate the knowing subject from the known object, and it is highly tempting, as a consequence, to consider the knower, the human being, as something very special ánd separate from the rest. What I would plea for – and after re-reading Pierre Teilhard de Chardin’s introduction to his Le phénomène humain, I have the impression that I am here in his good company – is to be aware of the human being as “special” but “not-separate” from the rest of the world, and even dependent on the whole rest of the world for survival. As a theologian, I would say it as follows: in creating the universe and allowing it to bring forth human beings, the Creator gave creation a potential for development and ran a risk. Our interwoven anthropologies and cosmologies should articulate this double perspective.
Through out the civilization process human beings have tried to organize themselves. Human well being goal has given rise to political system, economic system, social institutions. But all are governed by time bound action programmes which does not look beyond life time of maximum of two generations as private motive , time preference for present over future dominate. Non human biodiversity , their space in the ecosystem, role in human well being are least understood . This knowledge gap makes precautionary principle also fail to get defined and accepted. It is not technology, legislation or cooperation but education, ethics, that may lead to a smooth paradigm shift. Challenge is how to build that ecocentric goal which will embed in it anthropocentric goals. But theoretical solution will not be enough unless operational rules are laid out. Anthropocentric goals have led to human habitat design, mobility design etc. but without considering if that is in conflict with ecosystem’s well being. So challenge is how can the bigger picture be organised?
Many organizations profess to consider their employees their most important asset but all too often their policies, procedures and managerial practices contradict that view. Such contradictions and out-dated management practices inhibit improvements in productivity, sap motivation and reduce profit margins.
Managerial practices must keep pace with the changing workforce. The workforce of today is better educate and its value systems, career expectations, and basic work habits are drastically different from those of the previous generation. Unfortunately many managers have not changed their style to meet their needs.
Continued adherence to management techniques that may have been acceptable in the past is a serious impediment to any organization's ability to succeed in today's competitive environment. Employees are looking for more responsibility and more involvement in decisions - particularly those which directly affect them. The traditional authoritarian boss/subordinate relationship is not accepted by the majority of employees today. Worker resistance to outdated management results in minimal performance levels and causes organizations to forfeit required improvements in productivity.
A different focus on the relationship of the manager to those being managed can be done without "giving away the store" and compromising the manager's role to give direction. For companies to survive, it is essential that they update their approach to managing their most important asset - their people.
Many managers are familiar with, and were part of, the evolution of personnel management where new ideas in this field were seized upon as a solution to an existing problem or existing practices were modified and given new impetus. As a consequence, many facets of personnel management were introduced as individual programs.
This often resulted in a disjointed set of policies and procedures, which were not focussed on contributing to corporate goals and often had the opposite effect. In fact separate individual programs were sometimes contradictory in their stated objectives.
Such conflicting messages can have the effect of lowering employees' commitment to an organization, reducing their motivation and productivity. It can also be the cause of the loss of valued employees who are bright enough to see the contradictions and the adverse effects of misguided personnel management practices.
Personnel management is not the sole responsibility of the personnel department. It is the business of all managers. All levels of management from first line supervisors up to and including the CEO must be in tune with and manage their employees in a manner consistent with published practices, policies and procedures which are in harmony with the needs of the workforce. All functions related to people management must be co-ordinated, follow a common philosophy and be part of a process that effectively contributes to the achievement of the goals of the organization.
The only competitive advantage many organizations have is the ability to improve the performance of their people at all levels. Therefore HR management has to take on a whole new meaning and be regarded by senior management as a key component of the organization's activities and be given the requisite high profile in the development of its long term strategies.
In the years ahead , in addition to increasing business competitiveness, there will be increasing competition for a shrinking workforce. Employees will be attracted to organizations which practice imaginative and enlightened management and avoid" management by best-seller" which gives rise to the contradictions discussed earlier.
When revising, updating and redefining the roles of employees and development training plans, particular attention should be paid to the people at the lower levels . It is the customer service reps, drivers, order clerks and receptionists who frequently are the first interface with the customers. Their behaviour will reflect either positively or negatively on the organization and will be consistent with how they themselves are managed.
No matter how wise the CEO, or how great the product or service, the battle for customer loyalty is fought by the front-line troops - those employees at the lower levels of the organization structure. Hence it is critical that due care and consideration be given those employees when developing HR policies and training programs.
The development of an effective employee management plan is indeed a major undertaking. It requires the endorsement and active support at the CEO level. Although many managers claim to be experts in people management, there are probably fewer experts in HR management than in most other areas of business activity.
If organization leaders do not take a personal interest in the integration of human resources planning with other aspects of the planning cycle and develop a co-ordinated process, they will soon suffer the economic penalties. As Peter Drucker has pointed out, an irreversible change in the world economy has already taken place. To prosper in this new world order, high priority must be given to increased productivity through enlightened and effective people management.
http://jacqueshaers.wordpress.com/2008/09/06/human-beings-are-we-important/
http://www.icsu-visioning.org/2009/09/human-well-being-goal-and-operational-mechanism-motivate-transcend-anthropocentricism/
http://www.mansis.com/page1222.htm
Reflections as these point towards a balanced view on human beings as part of the world, the universe, the cosmos. Of course, human beings are special and precious – there are not many of us around in our own corner of the galaxy, as Stephen Hawking reminds us on a TED talk -, and that means that they have a role and a responsibility as part of the world. “As part of the world” cannot, I think, be replaced by “as goal of the world”. Overshooting on the side of the importance of human beings, has rightly been criticized – when human beings belong their sense of belonging to the universe and start to instrumentalize all other beings and resources just in view of themselves, then a destructive dynamism ensues that will, in the end, also lead to the destruction of the living conditions and possibilities of the human beings themselves. But, not recognizing the special role and capacities of human beings at the service of change in the universe and not allowing for human beings to be considered “something special”, deprives the world of a capacity it has given itself. It’s important to strike the balance well, when considering the role and place of human beings in the universe, when asking the question of anthropocentrism.
The issue is of great importance for philosophers and theologians, as well as for scientists. All of them are aware that our knowledge about the world – and if one wants to say: a kind of knowledge that the world reaches about itself – is human. But this capacity of knowledge and reflection seems to, so to say, separate the knowing subject from the known object, and it is highly tempting, as a consequence, to consider the knower, the human being, as something very special ánd separate from the rest. What I would plea for – and after re-reading Pierre Teilhard de Chardin’s introduction to his Le phénomène humain, I have the impression that I am here in his good company – is to be aware of the human being as “special” but “not-separate” from the rest of the world, and even dependent on the whole rest of the world for survival. As a theologian, I would say it as follows: in creating the universe and allowing it to bring forth human beings, the Creator gave creation a potential for development and ran a risk. Our interwoven anthropologies and cosmologies should articulate this double perspective.
Through out the civilization process human beings have tried to organize themselves. Human well being goal has given rise to political system, economic system, social institutions. But all are governed by time bound action programmes which does not look beyond life time of maximum of two generations as private motive , time preference for present over future dominate. Non human biodiversity , their space in the ecosystem, role in human well being are least understood . This knowledge gap makes precautionary principle also fail to get defined and accepted. It is not technology, legislation or cooperation but education, ethics, that may lead to a smooth paradigm shift. Challenge is how to build that ecocentric goal which will embed in it anthropocentric goals. But theoretical solution will not be enough unless operational rules are laid out. Anthropocentric goals have led to human habitat design, mobility design etc. but without considering if that is in conflict with ecosystem’s well being. So challenge is how can the bigger picture be organised?
Many organizations profess to consider their employees their most important asset but all too often their policies, procedures and managerial practices contradict that view. Such contradictions and out-dated management practices inhibit improvements in productivity, sap motivation and reduce profit margins.
Managerial practices must keep pace with the changing workforce. The workforce of today is better educate and its value systems, career expectations, and basic work habits are drastically different from those of the previous generation. Unfortunately many managers have not changed their style to meet their needs.
Continued adherence to management techniques that may have been acceptable in the past is a serious impediment to any organization's ability to succeed in today's competitive environment. Employees are looking for more responsibility and more involvement in decisions - particularly those which directly affect them. The traditional authoritarian boss/subordinate relationship is not accepted by the majority of employees today. Worker resistance to outdated management results in minimal performance levels and causes organizations to forfeit required improvements in productivity.
A different focus on the relationship of the manager to those being managed can be done without "giving away the store" and compromising the manager's role to give direction. For companies to survive, it is essential that they update their approach to managing their most important asset - their people.
Many managers are familiar with, and were part of, the evolution of personnel management where new ideas in this field were seized upon as a solution to an existing problem or existing practices were modified and given new impetus. As a consequence, many facets of personnel management were introduced as individual programs.
This often resulted in a disjointed set of policies and procedures, which were not focussed on contributing to corporate goals and often had the opposite effect. In fact separate individual programs were sometimes contradictory in their stated objectives.
Such conflicting messages can have the effect of lowering employees' commitment to an organization, reducing their motivation and productivity. It can also be the cause of the loss of valued employees who are bright enough to see the contradictions and the adverse effects of misguided personnel management practices.
Personnel management is not the sole responsibility of the personnel department. It is the business of all managers. All levels of management from first line supervisors up to and including the CEO must be in tune with and manage their employees in a manner consistent with published practices, policies and procedures which are in harmony with the needs of the workforce. All functions related to people management must be co-ordinated, follow a common philosophy and be part of a process that effectively contributes to the achievement of the goals of the organization.
The only competitive advantage many organizations have is the ability to improve the performance of their people at all levels. Therefore HR management has to take on a whole new meaning and be regarded by senior management as a key component of the organization's activities and be given the requisite high profile in the development of its long term strategies.
In the years ahead , in addition to increasing business competitiveness, there will be increasing competition for a shrinking workforce. Employees will be attracted to organizations which practice imaginative and enlightened management and avoid" management by best-seller" which gives rise to the contradictions discussed earlier.
When revising, updating and redefining the roles of employees and development training plans, particular attention should be paid to the people at the lower levels . It is the customer service reps, drivers, order clerks and receptionists who frequently are the first interface with the customers. Their behaviour will reflect either positively or negatively on the organization and will be consistent with how they themselves are managed.
No matter how wise the CEO, or how great the product or service, the battle for customer loyalty is fought by the front-line troops - those employees at the lower levels of the organization structure. Hence it is critical that due care and consideration be given those employees when developing HR policies and training programs.
The development of an effective employee management plan is indeed a major undertaking. It requires the endorsement and active support at the CEO level. Although many managers claim to be experts in people management, there are probably fewer experts in HR management than in most other areas of business activity.
If organization leaders do not take a personal interest in the integration of human resources planning with other aspects of the planning cycle and develop a co-ordinated process, they will soon suffer the economic penalties. As Peter Drucker has pointed out, an irreversible change in the world economy has already taken place. To prosper in this new world order, high priority must be given to increased productivity through enlightened and effective people management.
http://jacqueshaers.wordpress.com/2008/09/06/human-beings-are-we-important/
http://www.icsu-visioning.org/2009/09/human-well-being-goal-and-operational-mechanism-motivate-transcend-anthropocentricism/
http://www.mansis.com/page1222.htm
Sunday, October 4, 2009
A corporation is defined as a legal entity or structure created under the authority of the laws of a state, consisting of a person or group of persons who become shareholders. The entity's existence is considered separate and distinct from that of its members.
Like a real person, a corporation can enter into contracts, sue and be sued, pay taxes separately from its owners, and do the other things necessary to conduct business. Since a corporation is an entity in its own right, it is liable for its own debts and obligations. As a result, providing that corporate formalities are followed, the corporation's owners (the shareholders) enjoy limited liability, and are legally shielded from the corporation's liabilities and debts.
The existence of a corporation is not dependent upon who the owners or investors are at any one time. Once formed, a corporation continues to exist as a separate entity, even when shareholders die or sell their shares. A corporation continues to exist until the shareholders decide to dissolve it or merge it with another business.
Corporations are subject to the laws of the state of incorporation, and to the laws of any other state in which the corporation conducts business. Corporations may thus be subject to the laws of more than one state. All states have corporation statutes that set forth the ground rules as to how corporations are formed and maintained.
Sparked by new technologies, particularly the Internet, the corporation is undergoing a radical transformation that is nothing less than a new Industrial Revolution. This time around, the revolution is reaching every corner of the globe and in the process, rewriting the rules laid down by Sloan, Henry Ford, and other Industrial Age giants. The 21st century corporation that emerges will in many ways be the polar opposite of the organizations they helped shape.
The organizations that flourish will have several defining features.
-- It's management by Web. That means not just Web as in Internet but the web-like shape of successful organizations in the future. If there are pair of images that symbolize the vast changes at work, they are the pyramid and the web. The organizational chart of large-scale enterprise had long been defined as a pyramid of ever-shrinking layers leading to an omnipotent CEO at its apex. The 21st century Corporation, in contrast, is far more likely to look like a web: a flat, intricately woven form that links partners, employees, external contractors, suppliers, and customers in various collaborations. The players will grow more and more interdependent. Fewer companies will try to master all the disciplines necessary to produce and market their goods but will instead outsource skills--from research and development to manufacturing--to outsiders who can perform those functions with greater efficiency.
-- It's more about bits, less about atoms. The most profitable enterprises will manage bits, or information, instead of focusing solely on managing atoms (the corporation's physical assets). Sheer size will no longer be the hallmark of success; instead, the market will prize the ability to efficiently deploy assets. Good bit management can allow an upstart to beat an established player; it can also give an incumbent vast advantages. By using information to manage themselves and better serve their customers, companies will be able to do things cheaper, faster, and with far less waste.
-- It's mass customization. The previous 100 years were marked by mass production and mass consumption. Companies sought economies of scale to build large factories that produced cookie-cutter products, which they then sold to the largest numbers of people in as many markets as possible. The company of the future will tailor its products to each individual by turning customers into partners and giving them the technology to design and demand exactly what they want. Mass customization will result in waves of individualized products and services, as well as huge savings for companies, which will no longer have to guess what and how much customers want.
-- It's dependent on intellectual capital. The advantage of bringing breakthrough products to market first will be shorter-lived than ever, because technology will let competitors match or exceed them almost instantly. To keep ahead of the steep new-product curve, it will be crucial for businesses to attract and retain the best thinkers. Companies will need to build a deep reservoir of talent--including both employees and free agents--to succeed in this new era. But attracting and retaining an elite workforce will require more than huge paychecks. Corporations will need to create the kind of cultures and reward systems that keep the best minds engaged. The old command-and-control hierarchies, with their civil-service-like wages, are fast crumbling in favor of organizations that empower vast numbers of people and reward the best of them as if they were owners of the enterprise.
-- It's global. In the beginning, the global company was defined as one that simply sold its goods in overseas markets. Later, global companies assumed a manufacturing presence in numerous countries. The company of the future will call on talent and resources--especially intellectual capital--wherever they can be found around the globe, just as it will sell its goods and services around the globe. Indeed, the very notion of a headquarters country may no longer apply, as companies migrate to places of greatest advantage. Every outpost will be seamlessly connected by the Net so that far-flung employees and freelancers can work together in real time.
-- It's about speed. All this work will be done in an instant. The Internet is a tool, and the biggest impact of that tool is speed. The speed of actions, the speed of deliberations, and the speed of information has increased, and it will continue to increase. That means the old, process-oriented corporation must radically revamp. With everything from product cycles to employee turnover on fast-forward, there is simply not enough time for deliberation or bureaucracy.
The 21st century corporation will not have one ideal form. Some will be completely virtual, wholly dependent on a network of suppliers, manufacturers, and distributors for their survival. Others, less so. Some of the most successful companies will be very small and very specialized; others will be gargantuan in size, scope, and complexity.
Some enterprises will last no longer than the time it takes for a new product or technology to reach the market. Once it does, these temporary organizations will pass their innovations on to host companies that can leverage them more quickly and at less expense. The reason: Every company has capabilities, but also disabilities. The disabilities--things like deeply held beliefs, rituals, and traditions--often smother radical thinking.
The corporate ecosystem of the 21st century will be characterized by a blurring of once-distinct boundaries: between public and private, foreign and domestic, insider and outsider, friend and foe. The effect will be liberating in many ways. Corporations will be freer to pursue opportunity wherever in the world they find it, and to exploit it according to the requirements of circumstance, not the blind dictates of tradition. Outsourcing will become ever more prevalent, transforming many corporations into super efficient, virtual facsimiles of their old selves. But success will not come easy in this brave new world. The growing fluidity of vital business relationships will require constant vigilance and improvisation by all concerned. Like it or not, corporations also will assume a larger role in education and other public-sector preserves, taking over tasks that government either is unwilling or unable to do itself.
The most important force of all: the growing power of ideas. People are cranking out computer programs and inventions, while lightly staffed factories churn out the sofas, the breakfast cereals, the cell phones. The turn of the millennium is a turn from hamburgers to software. Software is an idea; hamburger is a cow. There will still be hamburger makers in the 21st century, of course, but the power, prestige, and money will flow to the companies with indispensable intellectual property. You can see it already. In an economy based on ideas rather than physical capital, the potential for breakaway successes is far greater. That's because ideas, like germs, are infectious. They can spread to a huge population seemingly overnight. And once the idea--say, a computer program--has been developed, the cost of making copies is close to zero and the potential profits enormous. With the possibility of gargantuan returns, it's no wonder that idea-based corporations have easy access to capital.
The sheer abundance of capital could be bad for the capitalists themselves, including ordinary investors in the stock market. That's because the commodity they supply--money--is no longer scarce. What's scarce are the good ideas. Thus, shareholders are likely to lose some power in the 21st century, while entrepreneurs and idea-generating employees gain it. Huge bonuses and option grants to key employees are early evidence of the trend.
True 21st century corporations will also learn to manage an elaborate network of external relationships. That far-reaching ecosystem of suppliers, partners, and contractors will allow them to focus on what they do best and farm everything else out. And it will let them quickly take advantage of fleeting opportunities without having to tie up vast amounts of capital. Outsourcing and partnering, of course, are hardly new. But in the coming century, such alliances will become more crucial.
The 21st century Corporation will require an array of new skills, all of which must be mastered for leaders to gain the upper competitive hand. Globalization has opened new markets. Deregulation has broken down industry boundaries. Venture capital has funded thousands of new tech-savvy insurgents who now threaten incumbents. And the ever-ubiquitous Web has brought the potential for remarkable gains in productivity--but also for frightening deflationary pressures. All these forces are fast propelling the creation of new business models in the 21st century; models that will look nothing like the once-healthy and seemingly invincible enterprises of an earlier age. The truly great 21st century companies will recognize that the real power of technology is not just the ability to make a business more efficient but also it’s potential to spark transformative change. Much of that change will involve the company's relationship with its customers. In an era of unprecedented choice, in which prices and product specs for almost anything are only a click away, companies will have to offer a lot more than bargain prices.
The rising importance of ideas creates all kinds of difficulties for corporations. Books, music, and software are devilishly difficult to create--and diabolically easy to copy. And now so is the Internet, thanks to services that enable people to download music, movies, and software for free. Theft of intellectual property is lethal to innovation. Yet overly strict enforcement of intellectual-property protections can dampen innovation as well by letting the property owners get lazy. To keep the Creative Economy growing, governments will have to strike a delicate balance: enforce patents, copyrights, trademarks, and noncompete clauses to preserve incentives to create, but not so much that it suppresses competition.
The most important intellectual property isn't software or music or movies. It's the stuff inside employees' heads. When assets were physical things like coal mines, shareholders truly owned them. But when the vital assets are people, there can be no true ownership. The best that corporations can do is to create an environment that makes the best people want to stay.
Of course, not everyone will benefit equally from the shift to an information-based economy. And education is likely to become even more essential to prosperity in the future. The five fastest-growing occupations are all computer-related. Corporations faced with a shortage of skilled help are likely to respond through a combination of training, exporting work offshore, and looking for ways to ''de-skill'' certain jobs. Fast-food cashiers, for instance, punch buttons for food items rather than keying in prices.
The power to exert influence is nearly unlimited because there's no ceiling on how many people can be made to depend on idea-based assets. Global corporations will try to take advantage of their transnational status to operate beyond the control of national governments. They can play governments off one another through their decisions about where to locate factories or research labs. And many use unrealistic transfer prices to shift income from high-tax jurisdictions to low-tax ones.
http://www.businessweek.com/
http://www.allbusiness.com/
Like a real person, a corporation can enter into contracts, sue and be sued, pay taxes separately from its owners, and do the other things necessary to conduct business. Since a corporation is an entity in its own right, it is liable for its own debts and obligations. As a result, providing that corporate formalities are followed, the corporation's owners (the shareholders) enjoy limited liability, and are legally shielded from the corporation's liabilities and debts.
The existence of a corporation is not dependent upon who the owners or investors are at any one time. Once formed, a corporation continues to exist as a separate entity, even when shareholders die or sell their shares. A corporation continues to exist until the shareholders decide to dissolve it or merge it with another business.
Corporations are subject to the laws of the state of incorporation, and to the laws of any other state in which the corporation conducts business. Corporations may thus be subject to the laws of more than one state. All states have corporation statutes that set forth the ground rules as to how corporations are formed and maintained.
Sparked by new technologies, particularly the Internet, the corporation is undergoing a radical transformation that is nothing less than a new Industrial Revolution. This time around, the revolution is reaching every corner of the globe and in the process, rewriting the rules laid down by Sloan, Henry Ford, and other Industrial Age giants. The 21st century corporation that emerges will in many ways be the polar opposite of the organizations they helped shape.
The organizations that flourish will have several defining features.
-- It's management by Web. That means not just Web as in Internet but the web-like shape of successful organizations in the future. If there are pair of images that symbolize the vast changes at work, they are the pyramid and the web. The organizational chart of large-scale enterprise had long been defined as a pyramid of ever-shrinking layers leading to an omnipotent CEO at its apex. The 21st century Corporation, in contrast, is far more likely to look like a web: a flat, intricately woven form that links partners, employees, external contractors, suppliers, and customers in various collaborations. The players will grow more and more interdependent. Fewer companies will try to master all the disciplines necessary to produce and market their goods but will instead outsource skills--from research and development to manufacturing--to outsiders who can perform those functions with greater efficiency.
-- It's more about bits, less about atoms. The most profitable enterprises will manage bits, or information, instead of focusing solely on managing atoms (the corporation's physical assets). Sheer size will no longer be the hallmark of success; instead, the market will prize the ability to efficiently deploy assets. Good bit management can allow an upstart to beat an established player; it can also give an incumbent vast advantages. By using information to manage themselves and better serve their customers, companies will be able to do things cheaper, faster, and with far less waste.
-- It's mass customization. The previous 100 years were marked by mass production and mass consumption. Companies sought economies of scale to build large factories that produced cookie-cutter products, which they then sold to the largest numbers of people in as many markets as possible. The company of the future will tailor its products to each individual by turning customers into partners and giving them the technology to design and demand exactly what they want. Mass customization will result in waves of individualized products and services, as well as huge savings for companies, which will no longer have to guess what and how much customers want.
-- It's dependent on intellectual capital. The advantage of bringing breakthrough products to market first will be shorter-lived than ever, because technology will let competitors match or exceed them almost instantly. To keep ahead of the steep new-product curve, it will be crucial for businesses to attract and retain the best thinkers. Companies will need to build a deep reservoir of talent--including both employees and free agents--to succeed in this new era. But attracting and retaining an elite workforce will require more than huge paychecks. Corporations will need to create the kind of cultures and reward systems that keep the best minds engaged. The old command-and-control hierarchies, with their civil-service-like wages, are fast crumbling in favor of organizations that empower vast numbers of people and reward the best of them as if they were owners of the enterprise.
-- It's global. In the beginning, the global company was defined as one that simply sold its goods in overseas markets. Later, global companies assumed a manufacturing presence in numerous countries. The company of the future will call on talent and resources--especially intellectual capital--wherever they can be found around the globe, just as it will sell its goods and services around the globe. Indeed, the very notion of a headquarters country may no longer apply, as companies migrate to places of greatest advantage. Every outpost will be seamlessly connected by the Net so that far-flung employees and freelancers can work together in real time.
-- It's about speed. All this work will be done in an instant. The Internet is a tool, and the biggest impact of that tool is speed. The speed of actions, the speed of deliberations, and the speed of information has increased, and it will continue to increase. That means the old, process-oriented corporation must radically revamp. With everything from product cycles to employee turnover on fast-forward, there is simply not enough time for deliberation or bureaucracy.
The 21st century corporation will not have one ideal form. Some will be completely virtual, wholly dependent on a network of suppliers, manufacturers, and distributors for their survival. Others, less so. Some of the most successful companies will be very small and very specialized; others will be gargantuan in size, scope, and complexity.
Some enterprises will last no longer than the time it takes for a new product or technology to reach the market. Once it does, these temporary organizations will pass their innovations on to host companies that can leverage them more quickly and at less expense. The reason: Every company has capabilities, but also disabilities. The disabilities--things like deeply held beliefs, rituals, and traditions--often smother radical thinking.
The corporate ecosystem of the 21st century will be characterized by a blurring of once-distinct boundaries: between public and private, foreign and domestic, insider and outsider, friend and foe. The effect will be liberating in many ways. Corporations will be freer to pursue opportunity wherever in the world they find it, and to exploit it according to the requirements of circumstance, not the blind dictates of tradition. Outsourcing will become ever more prevalent, transforming many corporations into super efficient, virtual facsimiles of their old selves. But success will not come easy in this brave new world. The growing fluidity of vital business relationships will require constant vigilance and improvisation by all concerned. Like it or not, corporations also will assume a larger role in education and other public-sector preserves, taking over tasks that government either is unwilling or unable to do itself.
The most important force of all: the growing power of ideas. People are cranking out computer programs and inventions, while lightly staffed factories churn out the sofas, the breakfast cereals, the cell phones. The turn of the millennium is a turn from hamburgers to software. Software is an idea; hamburger is a cow. There will still be hamburger makers in the 21st century, of course, but the power, prestige, and money will flow to the companies with indispensable intellectual property. You can see it already. In an economy based on ideas rather than physical capital, the potential for breakaway successes is far greater. That's because ideas, like germs, are infectious. They can spread to a huge population seemingly overnight. And once the idea--say, a computer program--has been developed, the cost of making copies is close to zero and the potential profits enormous. With the possibility of gargantuan returns, it's no wonder that idea-based corporations have easy access to capital.
The sheer abundance of capital could be bad for the capitalists themselves, including ordinary investors in the stock market. That's because the commodity they supply--money--is no longer scarce. What's scarce are the good ideas. Thus, shareholders are likely to lose some power in the 21st century, while entrepreneurs and idea-generating employees gain it. Huge bonuses and option grants to key employees are early evidence of the trend.
True 21st century corporations will also learn to manage an elaborate network of external relationships. That far-reaching ecosystem of suppliers, partners, and contractors will allow them to focus on what they do best and farm everything else out. And it will let them quickly take advantage of fleeting opportunities without having to tie up vast amounts of capital. Outsourcing and partnering, of course, are hardly new. But in the coming century, such alliances will become more crucial.
The 21st century Corporation will require an array of new skills, all of which must be mastered for leaders to gain the upper competitive hand. Globalization has opened new markets. Deregulation has broken down industry boundaries. Venture capital has funded thousands of new tech-savvy insurgents who now threaten incumbents. And the ever-ubiquitous Web has brought the potential for remarkable gains in productivity--but also for frightening deflationary pressures. All these forces are fast propelling the creation of new business models in the 21st century; models that will look nothing like the once-healthy and seemingly invincible enterprises of an earlier age. The truly great 21st century companies will recognize that the real power of technology is not just the ability to make a business more efficient but also it’s potential to spark transformative change. Much of that change will involve the company's relationship with its customers. In an era of unprecedented choice, in which prices and product specs for almost anything are only a click away, companies will have to offer a lot more than bargain prices.
The rising importance of ideas creates all kinds of difficulties for corporations. Books, music, and software are devilishly difficult to create--and diabolically easy to copy. And now so is the Internet, thanks to services that enable people to download music, movies, and software for free. Theft of intellectual property is lethal to innovation. Yet overly strict enforcement of intellectual-property protections can dampen innovation as well by letting the property owners get lazy. To keep the Creative Economy growing, governments will have to strike a delicate balance: enforce patents, copyrights, trademarks, and noncompete clauses to preserve incentives to create, but not so much that it suppresses competition.
The most important intellectual property isn't software or music or movies. It's the stuff inside employees' heads. When assets were physical things like coal mines, shareholders truly owned them. But when the vital assets are people, there can be no true ownership. The best that corporations can do is to create an environment that makes the best people want to stay.
Of course, not everyone will benefit equally from the shift to an information-based economy. And education is likely to become even more essential to prosperity in the future. The five fastest-growing occupations are all computer-related. Corporations faced with a shortage of skilled help are likely to respond through a combination of training, exporting work offshore, and looking for ways to ''de-skill'' certain jobs. Fast-food cashiers, for instance, punch buttons for food items rather than keying in prices.
The power to exert influence is nearly unlimited because there's no ceiling on how many people can be made to depend on idea-based assets. Global corporations will try to take advantage of their transnational status to operate beyond the control of national governments. They can play governments off one another through their decisions about where to locate factories or research labs. And many use unrealistic transfer prices to shift income from high-tax jurisdictions to low-tax ones.
http://www.businessweek.com/
http://www.allbusiness.com/
Saturday, October 3, 2009
.jpg)
Last October 01, 2009, our group for the HRM major paper had visited the Department of Education-Region XI. We have conducted our interview for our major paper and we have included the question on this assignment which is about a personnel’s concept on the nature, scope and role of human resource management.
.jpg)
We have been able to gather the answer for that question and we have asked the HRM Administrative Officer V of DepEd Region XI.
.jpg)
Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives.
In other words, HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modeling of human resources as contrasted with physical resources. It is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization.
Nature:
The human resources are multi¬dimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the view¬point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees. Base on DepEd, it is about managing the employees of the organization that includes the keeping track of records, their attendance, their benefits, their concerns, trainings of different office divisions. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Scope:
The DepEd regional office consists of five divisions namely the Elementary Division, Secondary Division, Administrative Division, Budget and Finance, and Alternative Learning System. The Administrative Division classifies different sections which include Legal, Cashier, Supply, Record and the Personnel Section. The Personnel Section is considered as their Human Resource Management. The Human Resources Management (HRM) function includes a variety of activities including managing your approach to employee benefits and compensation, employee records and personnel policies. Aside from managing the office’s employees, The Dep Ed XI also caters the needs of the divisions of Region XI, from the divisions down to the districts and from the districts down to the schools in the said region.
Role:
The role of HR department is to understand employee's problems and solve them. Coordinate with every department. Particularly hr is committed on drawing up job descriptions, organizing the process of recruiting and selecting new staff, organize training (e.g. induction training for new staff), arrange and conduct performance appraisal, planning future staffing requirements, handling grievances, and implementing HRM policy, e.g. equal opportunities (line managers are expected to be aware of all legal requirements affecting HRM). With the information she has given to us, of course, I would agree with her. It is because I believe on whatever she said and also, it is already obvious that whatever a HR department does in a particular company/organization, it would still be similar to the HR departments of different companies. And when we have visited their office, we have observed the works that they are doing. Her answer is similar to the concept of his organization because HR department is the one who makes the process of bringing people and organizations together so that the goals of each are met. HR achieves and maintains high morale among employees, provides the organization with well-trained and well-motivated employees, helps the organization reach its goals, and enhance employee's capabi¬lities to perform the present job.
http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function
Friday, August 21, 2009
The following are the definitions of personnel management and human resource management that I’ve searched on the internet.
Various Definitions of Personnel Management:
-is an administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels.
http://www.businessdictionary.com/definition/personnel-management.html
CRITIQUE:
Well. I agree to the definition above. Personnel Management is really the one which administers discipline to the employees for them also not to experience difficulties on developing the potentials present on an employee.
-is the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.
http://dictionary.bnet.com/definition/Personnel Management.html
CRITIQUE:
Well. I agree to the definition above. Personnel Management is really concerned on whatever the employees are doing for it is the one responsible of managing them.
Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.
http://wiki.answers.com/Q/Definition_of_personnel_management
CRITIQUE:
Well. I agree to the definition above. Personnel Management is the one responsible for hiring and firing an employee base on proper policies that are present on that particular organization.
- is the activity of managing personnel, usually employees.
In any organization, managing personnel is the process of making sure the employees (not the customers) are as productive as they can be. This can include hiring, firing, or transferring people to/from jobs they can do most productively.
This subject is a major at many universities, or a minor in the business school. It is also known as personnel administration, which is functionally an equivalent term.
http://www.nationmaster.com/encyclopedia/Personnel-management
CRITIQUE:
Well. I agree to the definition above. Personnel Management makes sure that an employee has a high level performance for the organization to become efficient and famous on the specific business that they are doing.
Thomas G. Spates
“Personnel administration is a code of the ways of organizing and treating individuals at work so that they will each get the greatest possible realization of their intrinsic abilities thus attaining maximum efficiency for themselves and their group, and thereby giving to the enterprise of which they are a part its determining competitive advantage and its optimum results”.
http://www.freemba.in/articlesread.php?artcode=812&stcode=13&substcode=46
CRITIQUE:
Well. I agree to the definition above. Personnel Management organizes and treats employees in a way that they would have discipline in whatever they are doing and become efficient in their specific roles of their jobs.
Various definitions of Human Resource Management
-is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
http://humanresources.about.com/od/glossaryh/f/hr_management.htm
CRITIQUE:
Well. I agree to the definition above. Human Resource Management is the one which directs the employees during the time of their work so that the organization could come up the best decision.
- is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
http://en.wikipedia.org/wiki/Human_resource_management
CRITIQUE:
Well. I agree to the definition above. Human Resource Management is the one which manages the employees who really contributes a lot to the achievement of the organization.
-is a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.
http://dictionary.bnet.com/definition/human resource management.html
CRITIQUE:
Well. I agree to the definition above. Human Resource Management focuses on managing the people at work. It is committed to the employees.
-involves Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.
http://www.businessdictionary.com/definition/human-resource-management-HRM.html
CRITIQUE:
Well. I agree to the definition above. Human Resource Management aims to have the best employees for an organization through helping the employees develop their works such as implementing seminars and trainings.
-involves all methods and functions concerning the mobilization and development of personnel as human resources, with the objective of efficiency and greater productivity in a company, government administration, or other organization.
http://www.allwords.com/word-human resource management.html
CRITIQUE:
Well. I agree to the definition above. Human Resource Management is the one that makes an employee better through making them more productive.
Various Definitions of Personnel Management:
-is an administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels.
http://www.businessdictionary.com/definition/personnel-management.html
CRITIQUE:
Well. I agree to the definition above. Personnel Management is really the one which administers discipline to the employees for them also not to experience difficulties on developing the potentials present on an employee.
-is the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.
http://dictionary.bnet.com/definition/Personnel Management.html
CRITIQUE:
Well. I agree to the definition above. Personnel Management is really concerned on whatever the employees are doing for it is the one responsible of managing them.
Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.
http://wiki.answers.com/Q/Definition_of_personnel_management
CRITIQUE:
Well. I agree to the definition above. Personnel Management is the one responsible for hiring and firing an employee base on proper policies that are present on that particular organization.
- is the activity of managing personnel, usually employees.
In any organization, managing personnel is the process of making sure the employees (not the customers) are as productive as they can be. This can include hiring, firing, or transferring people to/from jobs they can do most productively.
This subject is a major at many universities, or a minor in the business school. It is also known as personnel administration, which is functionally an equivalent term.
http://www.nationmaster.com/encyclopedia/Personnel-management
CRITIQUE:
Well. I agree to the definition above. Personnel Management makes sure that an employee has a high level performance for the organization to become efficient and famous on the specific business that they are doing.
Thomas G. Spates
“Personnel administration is a code of the ways of organizing and treating individuals at work so that they will each get the greatest possible realization of their intrinsic abilities thus attaining maximum efficiency for themselves and their group, and thereby giving to the enterprise of which they are a part its determining competitive advantage and its optimum results”.
http://www.freemba.in/articlesread.php?artcode=812&stcode=13&substcode=46
CRITIQUE:
Well. I agree to the definition above. Personnel Management organizes and treats employees in a way that they would have discipline in whatever they are doing and become efficient in their specific roles of their jobs.
Various definitions of Human Resource Management
-is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
http://humanresources.about.com/od/glossaryh/f/hr_management.htm
CRITIQUE:
Well. I agree to the definition above. Human Resource Management is the one which directs the employees during the time of their work so that the organization could come up the best decision.
- is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
http://en.wikipedia.org/wiki/Human_resource_management
CRITIQUE:
Well. I agree to the definition above. Human Resource Management is the one which manages the employees who really contributes a lot to the achievement of the organization.
-is a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.
http://dictionary.bnet.com/definition/human resource management.html
CRITIQUE:
Well. I agree to the definition above. Human Resource Management focuses on managing the people at work. It is committed to the employees.
-involves Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.
http://www.businessdictionary.com/definition/human-resource-management-HRM.html
CRITIQUE:
Well. I agree to the definition above. Human Resource Management aims to have the best employees for an organization through helping the employees develop their works such as implementing seminars and trainings.
-involves all methods and functions concerning the mobilization and development of personnel as human resources, with the objective of efficiency and greater productivity in a company, government administration, or other organization.
http://www.allwords.com/word-human resource management.html
CRITIQUE:
Well. I agree to the definition above. Human Resource Management is the one that makes an employee better through making them more productive.
Sunday, August 16, 2009
The following are the areas related to HRM that was stated by our President during her SONA last July 2009.
1. “Namana natin ang pinakamatagal ng rebelyon ng Komunista sa buong mundo. Si Leah de la Cruz isa sa labindalawang libong rebel returnee. Sixteen pa lang siya nang sumali sa NPA. Naging kasapi sa regional White Area Committee, napromote sa Leyte Party Committee Secretary. Nahuli noong 2006. She is now involved in an LGU-supported handicraft livelihood training of former rebels. We love you, Leah! There is now a good prospect for peace talks both with both the Communist Party of the Philippines and the MILF, with whom we are now on ceasefire…. We inherited an age-old conflict in Mindanao, exacerbated by a politically popular but near-sighted policy of massive retaliation. This only provoked the other side to continue the war…. In these two internal conflicts, ang tanong ay hindi, “Sino ang mananalo?” kundi, bakit ba kailangang mag-away ang kapwa Pilipino tungkol sa mga isyu na alam ng dalawang panig over issues na malulutas naman sa paraang demokratiko.”
Fighting can’t help us, it can’t even solve a problem, and it could just worsen it. So why fight, right? But I, myself, can understand whatever that conflict happening between the NPA and the government. I also is not that preferred to the government though I’m not also as harsh like the NPA people. But whatever they are doing with their victims, it would be God who could only punish them.
2. “Sa hirap at ginhawa, ang ating overseas Filipinos ay pinapatatag ang ating bansa. Iyong padala nilang $16 billion noong isang taon ay record. Itong taon, mas mataas pa…. I know that this is not a sacrifice joyfully borne. This is work where it can be found—in faraway places, among strangers with different cultures. It is lonely work, it is very hard work…. Kaya nagsisikap tayong lumikha ng mga trabahong maganda ang bayad dito sa atin so that overseas work will just be a career choice, not the only option for a hardworking Filipino in search of a better life… Meanwhile, we should make their sacrifices worthwhile. Dapat gumawa tayo ng mga mas malakas na paraan upang proteksyonan at palawak ang halaga ng kanilang pinagsikapang sweldo. That means stronger consumer protection for OFWs investing in property and products back home. Para sa kanila, pinapakilos natin ang Investors Protection Task Force….”
They are all very brave, really brave. They are very potent and hardworking for they are sacrificing on becoming far to their loved ones. I’m very proud to all OFWs. It’s really amazing to think they are so far away from home. Despite of that, they are more inspired to work and it is a big help not only to their families but also to country. As what Arroyo said, if we could find a way for them not to stay away from their families, it would not be a better one, but the best.
3. “Ang magandang edukasyon ay susi sa mas mabuting buhay, the great equalizer that allows every young Filipino a chance to realize their dreams… Nagtayo tayo ng 95,000 na silid-aralan, nagdagdag ng 60,000 na guro, naglaan ng P1.5 billion para sa teacher training, especially for 100,000 English teachers. Isa sa pinakamahirap na Millennium Development Goals ay iyong Edukasyon para sa Lahat pagdating ng 2015, na nangunguhulugang lahat ng nasa edad ay nasa grade school. Halos walang bansang nakakatupad nito. Ngunit nagsisikap tayo. Binaba natin ang gastos ng pagpasok. Nagtayo tayo ng mga eskwela sa higit isang libong barangay na dati walang eskwelahan, upang makatipid ng gastos ng pasahe ang mga bata. Tinanggal natin ang miscellaneous fees para sa primary school. Hindi na kailangan ang uniporme sa mga estudyante sa public schools… We assist financially half of all students in private high schools…. We have provided 600,000 college and post-graduate scholarships. One of them Mylene Amerol-Macumbal, finished Accounting at MSU-IIT, went to law school, and placed second in the last bar exams–the first Muslim woman bar topnotcher. Congratulations… In technical education and skills training, we have invested three times that of three previous administrations combined. Narito si Jennifer Silbor, isa sa sampung milyong trainee. Natuto siya ng medical transcription. Now, as an independent contractor and lecturer for transcriptions in Davao, kumikita siya ng P18,000 bawat buwan. Good job. The Presidential Task Force on Education headed by Jesuit educator Father Bienvenido Nebres has come out with the Main Education Highway towards a Knowledge-Based Economy. It envisions seamless education from basic to vocational school or college…. It seeks to mainstream early childhood development in basic education. Our children are our most cherished possession. In their early years we must make sure they get a healthy start in life. They must receive the right food for a healthy body, the right education for a bright and inquiring mind—and the equal opportunity for a meaningful job…. For college admission, the Task Force recommends mandatory Scholastic Aptitude Tests. It also recommends that private higher education institutions and state universities and colleges should be harmonized. It also recommends that CHED will oversee of local universities and colleges. For professions seeking international recognition—engineering, architecture, accountancy, pharmacy and physical therapy—it recommends radical reform: 10 years of basic education, two years of pre-university, three years of university… Our educational system should make the Filipino fit not just for whatever jobs happen to be on offer today, but also for whatever economic challenge life will throw in their way….”
Everyone is always saying that education is really important for it is where we can gain knowledge that we can share unto the next generations. And it would a very big opportunity if someone in our country can think of giving importance to education because nowadays, many parents can afford to send their children in school. And with that reason, many could go to the wrong way and become a problem in our society.
4. “Mula noong 2001, Nanawagan tayo ng mas murang gamot. Nagbebenta na tayo ng mga gamot na kalahating presyo sa libu-libong Botika ng Bayan at Botika ng Barangay sa maraming dako ng bansa. Our efforts prodded the pharmaceutical companies to come up with low-cost generics and brands like RiteMed. I supported the tough version of the House of the Cheaper Medicine Law. I supported it over the weak version of my critics. The result: the drug companies volunteered to bring down drug prices, slashing by half the prices of 16 drugs. Thank you, Congressman Cua, Alvarez, Biron and Locsin…. Pursuant to law, I am placing other drugs under a maximum retail price. To those who want to be President, this advice: If you want something done, do it hard, do it well. Don’t pussyfoot. Just do it. Don’t say bad words in public. Sa health insurance, sakop na ang 86% ng ating populasyon…”
The Cheaper Medicine Law was already implemented and because of that, of course medicines are now in a cheaper price compared previously. It can make our country better especially that there would be no absent employees because of illness. And it would make their work better that can result to a better product and better economy.
http://www.karenveloso.com/2009/07/president-gloria-macapagal-arroyo%E2%80%99s-sona-2009/
1. “Namana natin ang pinakamatagal ng rebelyon ng Komunista sa buong mundo. Si Leah de la Cruz isa sa labindalawang libong rebel returnee. Sixteen pa lang siya nang sumali sa NPA. Naging kasapi sa regional White Area Committee, napromote sa Leyte Party Committee Secretary. Nahuli noong 2006. She is now involved in an LGU-supported handicraft livelihood training of former rebels. We love you, Leah! There is now a good prospect for peace talks both with both the Communist Party of the Philippines and the MILF, with whom we are now on ceasefire…. We inherited an age-old conflict in Mindanao, exacerbated by a politically popular but near-sighted policy of massive retaliation. This only provoked the other side to continue the war…. In these two internal conflicts, ang tanong ay hindi, “Sino ang mananalo?” kundi, bakit ba kailangang mag-away ang kapwa Pilipino tungkol sa mga isyu na alam ng dalawang panig over issues na malulutas naman sa paraang demokratiko.”
Fighting can’t help us, it can’t even solve a problem, and it could just worsen it. So why fight, right? But I, myself, can understand whatever that conflict happening between the NPA and the government. I also is not that preferred to the government though I’m not also as harsh like the NPA people. But whatever they are doing with their victims, it would be God who could only punish them.
2. “Sa hirap at ginhawa, ang ating overseas Filipinos ay pinapatatag ang ating bansa. Iyong padala nilang $16 billion noong isang taon ay record. Itong taon, mas mataas pa…. I know that this is not a sacrifice joyfully borne. This is work where it can be found—in faraway places, among strangers with different cultures. It is lonely work, it is very hard work…. Kaya nagsisikap tayong lumikha ng mga trabahong maganda ang bayad dito sa atin so that overseas work will just be a career choice, not the only option for a hardworking Filipino in search of a better life… Meanwhile, we should make their sacrifices worthwhile. Dapat gumawa tayo ng mga mas malakas na paraan upang proteksyonan at palawak ang halaga ng kanilang pinagsikapang sweldo. That means stronger consumer protection for OFWs investing in property and products back home. Para sa kanila, pinapakilos natin ang Investors Protection Task Force….”
They are all very brave, really brave. They are very potent and hardworking for they are sacrificing on becoming far to their loved ones. I’m very proud to all OFWs. It’s really amazing to think they are so far away from home. Despite of that, they are more inspired to work and it is a big help not only to their families but also to country. As what Arroyo said, if we could find a way for them not to stay away from their families, it would not be a better one, but the best.
3. “Ang magandang edukasyon ay susi sa mas mabuting buhay, the great equalizer that allows every young Filipino a chance to realize their dreams… Nagtayo tayo ng 95,000 na silid-aralan, nagdagdag ng 60,000 na guro, naglaan ng P1.5 billion para sa teacher training, especially for 100,000 English teachers. Isa sa pinakamahirap na Millennium Development Goals ay iyong Edukasyon para sa Lahat pagdating ng 2015, na nangunguhulugang lahat ng nasa edad ay nasa grade school. Halos walang bansang nakakatupad nito. Ngunit nagsisikap tayo. Binaba natin ang gastos ng pagpasok. Nagtayo tayo ng mga eskwela sa higit isang libong barangay na dati walang eskwelahan, upang makatipid ng gastos ng pasahe ang mga bata. Tinanggal natin ang miscellaneous fees para sa primary school. Hindi na kailangan ang uniporme sa mga estudyante sa public schools… We assist financially half of all students in private high schools…. We have provided 600,000 college and post-graduate scholarships. One of them Mylene Amerol-Macumbal, finished Accounting at MSU-IIT, went to law school, and placed second in the last bar exams–the first Muslim woman bar topnotcher. Congratulations… In technical education and skills training, we have invested three times that of three previous administrations combined. Narito si Jennifer Silbor, isa sa sampung milyong trainee. Natuto siya ng medical transcription. Now, as an independent contractor and lecturer for transcriptions in Davao, kumikita siya ng P18,000 bawat buwan. Good job. The Presidential Task Force on Education headed by Jesuit educator Father Bienvenido Nebres has come out with the Main Education Highway towards a Knowledge-Based Economy. It envisions seamless education from basic to vocational school or college…. It seeks to mainstream early childhood development in basic education. Our children are our most cherished possession. In their early years we must make sure they get a healthy start in life. They must receive the right food for a healthy body, the right education for a bright and inquiring mind—and the equal opportunity for a meaningful job…. For college admission, the Task Force recommends mandatory Scholastic Aptitude Tests. It also recommends that private higher education institutions and state universities and colleges should be harmonized. It also recommends that CHED will oversee of local universities and colleges. For professions seeking international recognition—engineering, architecture, accountancy, pharmacy and physical therapy—it recommends radical reform: 10 years of basic education, two years of pre-university, three years of university… Our educational system should make the Filipino fit not just for whatever jobs happen to be on offer today, but also for whatever economic challenge life will throw in their way….”
Everyone is always saying that education is really important for it is where we can gain knowledge that we can share unto the next generations. And it would a very big opportunity if someone in our country can think of giving importance to education because nowadays, many parents can afford to send their children in school. And with that reason, many could go to the wrong way and become a problem in our society.
4. “Mula noong 2001, Nanawagan tayo ng mas murang gamot. Nagbebenta na tayo ng mga gamot na kalahating presyo sa libu-libong Botika ng Bayan at Botika ng Barangay sa maraming dako ng bansa. Our efforts prodded the pharmaceutical companies to come up with low-cost generics and brands like RiteMed. I supported the tough version of the House of the Cheaper Medicine Law. I supported it over the weak version of my critics. The result: the drug companies volunteered to bring down drug prices, slashing by half the prices of 16 drugs. Thank you, Congressman Cua, Alvarez, Biron and Locsin…. Pursuant to law, I am placing other drugs under a maximum retail price. To those who want to be President, this advice: If you want something done, do it hard, do it well. Don’t pussyfoot. Just do it. Don’t say bad words in public. Sa health insurance, sakop na ang 86% ng ating populasyon…”
The Cheaper Medicine Law was already implemented and because of that, of course medicines are now in a cheaper price compared previously. It can make our country better especially that there would be no absent employees because of illness. And it would make their work better that can result to a better product and better economy.
http://www.karenveloso.com/2009/07/president-gloria-macapagal-arroyo%E2%80%99s-sona-2009/
The following are the areas related to ICT that was stated by our President during her SONA last July 2009.
1. ”Sa telecommunications naman, inatasan ko ang Telecommunications Commission na kumilos na tungkol sa mga sumbong na dropped calls at mga nawawalang load sa cellphone. We need to amend the Commonwealth-era Public Service Law. And we need to do it now….”
With this statement, Arroyo has promised to strictly amend and provide a law for the complaints about the missing load of Filipino people. And we all know that as of now, it is already practiced by some telecommunication companies of having a promo of a long expiring load and stopping of spammers to send spam text messages on anybody’s cell phone numbers.
“MANILA, Philippines - Prepaid credits of mobile phones – popularly known as “load" – will now have longer expiration dates after the National Telecommunications Commission (NTC) issued new rules on Friday. Under Memorandum Circular No. 03-07-2009, loads with higher values will have longer expiration or validity periods, the NTC said. Credits worth P10 or lower will be valid for three days from the previous one-day expiration. Loads more than P10 up to P50 can be used for 15 days while credits worth more than P50 up to P100 will remain valid for 30 days. Loads more than P100 to P150 will expire at the end of 45 days while credits of more than P150 to P250 will last for 60 days. More than P250 to P300 will remain valid for 75 days while credits worth more than P300 will last for 120 days.”
http://www.mylot.com/w/discussions/2069255.aspx
2. “Kung noong nakaraan, lumakas ang electronics, today we are creating wealth by developing the BPO and tourism sectors as additional engines of growth. Electronics and other manufactured exports rise and fall in accordance with the state of the world economy. But BPO remains resilient. With earnings of $6 billion and employment of 600,000, the BPO phenomenon speaks eloquently of our competitiveness and productivity. Let us have a Department of ICT….”
Yes it is true that BPO or Business Process Outsourcing can really help a lot on our economy’s growth. And with that idea of having an ICT Department, it would be surely a big help to all IT people specially us students for the improvement of our country’s technology.
3. “I have accepted the invitation of President Obama to be the first Southeast Asian leader to meet him at the White House, this week…. That he sought us the Philippines testifies to our strong and deep ties…. High on our agenda will be peace and security issues. Terrorism: how to meet it, how to end it, how to address its roots in injustice and prejudice—and most and always how to protect lives…. We will also discuss nuclear non-proliferation. The Philippines will chair the review of the nuclear weapons non-proliferation Treaty in New York in May 2010. The success of the talks will be a major diplomatic achievement for us….”
We all know that terrorism is one of the toughest issues on earth nowadays. And because of that, we should be very thankful if Arroyo could find a way to stop terrorism with the help also of the USA of course.
4. “In 2001, I said we would finance fully automated elections. We got it, thanks to Congress….”
Yes, the May 2010 automated elections is already imposed and it would be hard on the part on Filipino people who never knew how to operate computer though it is easy to learn and it can speed-up the result of the upcoming election. I’m sure that Arroyo’s statements above would make our country better in field of ICT but we are already used of government people who are already good on speaking but never better on implementing those.
http://www.karenveloso.com/2009/07/president-gloria-macapagal-arroyo’s-sona-2009/
1. ”Sa telecommunications naman, inatasan ko ang Telecommunications Commission na kumilos na tungkol sa mga sumbong na dropped calls at mga nawawalang load sa cellphone. We need to amend the Commonwealth-era Public Service Law. And we need to do it now….”
With this statement, Arroyo has promised to strictly amend and provide a law for the complaints about the missing load of Filipino people. And we all know that as of now, it is already practiced by some telecommunication companies of having a promo of a long expiring load and stopping of spammers to send spam text messages on anybody’s cell phone numbers.
“MANILA, Philippines - Prepaid credits of mobile phones – popularly known as “load" – will now have longer expiration dates after the National Telecommunications Commission (NTC) issued new rules on Friday. Under Memorandum Circular No. 03-07-2009, loads with higher values will have longer expiration or validity periods, the NTC said. Credits worth P10 or lower will be valid for three days from the previous one-day expiration. Loads more than P10 up to P50 can be used for 15 days while credits worth more than P50 up to P100 will remain valid for 30 days. Loads more than P100 to P150 will expire at the end of 45 days while credits of more than P150 to P250 will last for 60 days. More than P250 to P300 will remain valid for 75 days while credits worth more than P300 will last for 120 days.”
http://www.mylot.com/w/discussions/2069255.aspx
2. “Kung noong nakaraan, lumakas ang electronics, today we are creating wealth by developing the BPO and tourism sectors as additional engines of growth. Electronics and other manufactured exports rise and fall in accordance with the state of the world economy. But BPO remains resilient. With earnings of $6 billion and employment of 600,000, the BPO phenomenon speaks eloquently of our competitiveness and productivity. Let us have a Department of ICT….”
Yes it is true that BPO or Business Process Outsourcing can really help a lot on our economy’s growth. And with that idea of having an ICT Department, it would be surely a big help to all IT people specially us students for the improvement of our country’s technology.
3. “I have accepted the invitation of President Obama to be the first Southeast Asian leader to meet him at the White House, this week…. That he sought us the Philippines testifies to our strong and deep ties…. High on our agenda will be peace and security issues. Terrorism: how to meet it, how to end it, how to address its roots in injustice and prejudice—and most and always how to protect lives…. We will also discuss nuclear non-proliferation. The Philippines will chair the review of the nuclear weapons non-proliferation Treaty in New York in May 2010. The success of the talks will be a major diplomatic achievement for us….”
We all know that terrorism is one of the toughest issues on earth nowadays. And because of that, we should be very thankful if Arroyo could find a way to stop terrorism with the help also of the USA of course.
4. “In 2001, I said we would finance fully automated elections. We got it, thanks to Congress….”
Yes, the May 2010 automated elections is already imposed and it would be hard on the part on Filipino people who never knew how to operate computer though it is easy to learn and it can speed-up the result of the upcoming election. I’m sure that Arroyo’s statements above would make our country better in field of ICT but we are already used of government people who are already good on speaking but never better on implementing those.
http://www.karenveloso.com/2009/07/president-gloria-macapagal-arroyo’s-sona-2009/
The following are the articles I’ve found on the internet about the HR downsizing of the Hewlett-Packard Corporation.
Thursday, June 20, 2002
HP's downsizing gearing up
Silicon Valley / San Jose Business Journal
High-tech manufacturer Hewlett-Packard Co. will lay off its roughly 4,000 North American information technology contract workers for three weeks and then may fire as many as 1,000 of them, according to CBS Marketwatch.com, which cited unnamed sources. There has been no comment from the Palo Alto-based company about the terminations. Earlier this year HP CEO Carly Fiorina said as many as 15,000 employees will lose their jobs as a result of the acquisition of Compaq Computer Corp.
A company spokesman confirmed the three-week furloughs to "evaluate those contracts and services," the Internet news service says.
In another HP labor development, the San Francisco Chronicle reported Thursday that the company has lowered the age to qualify for buy-out offers from 55 to 50.
http://www.bizjournals.com/sanjose/stories/2002/06/17/daily54.html
HP drops 4 research groups in downsizing
Benjamin Pimentel, Chronicle Staff Writer
Friday, July 22, 2005
Hewlett-Packard has dismantled four research groups at HP Labs, including one led by a world-renowned scientist, as the company begins its latest downsizing initiative that will eliminate 14,500 jobs.
The technology giant has shelved a team based in Palo Alto focused on advanced software research led by Alan Kay, a respected computing pioneer, according to HP Labs spokesman Dave Berman.
HP also dissolved two Palo Alto labs that dealt with emerging technologies and consumer applications and a group in Cambridge, Mass., that handled research on health care and medical issues.
The company also consolidated the HP Labs organization by eliminating a level of management that ran three separate research centers for printing and imaging research, Internet and computing platforms, and information technology services, Berman said.
Kay is considered one of the pioneers of personal computing who also helped design the ARPAnet, the forerunner of the Internet.
He has received two of the computing industry's highest honors, the Association for Computing Machinery Turing Award and the National Academy of Engineering Charles Stark Draper Prize.
The moves follow HP's announcement on Tuesday of a restructuring plan that will eliminate about 10 percent of its global workforce of 151,000.
Berman said the reductions in HP Labs will be consistent with that goal, although he declined to discuss details. HP Labs has about 700 employees, including 400 in Palo Alto.
Berman stressed that HP remains committed to innovation through research and development, citing HP Labs' continuing work in the fields of nanotechnology and quantum computing.
"The message is (that) we are trying to refocus our research into the areas of greatest promise and our core strength and those areas which are most important to HP in the medium and long term," Berman said.
"Despite these cuts, we still have a rich and varied research agenda," he added. "We're still doing a lot of interesting and very important work. There just comes a time when you have to set priorities."
Analyst Crawford Del Prete of International Data Corp. said HP is redirecting its research to areas that could help generate revenue in the foreseeable future.
"It sounds like they're doing some pruning and refocusing of the research centers," he said. "I think the longer-term risk for HP is doing innovation that they can't" profit from.
But analyst Michael Dortch of the Robert Frances Group said the cuts, particularly the elimination of a group led by a highly respected scientist like Kay, could backfire.
"How many times in a lifetime does a company like HP get access to a mind like Alan Kay's?" he said in an e-mail.
"To eliminate his group by saying its efforts are outside of HP's primary business focus seems incredibly disingenuous and risky, happening as it does precisely at a time when HP could use all the loyalty, support and vision its management team can muster," he added.
The cause of HP’s downsizing:
• HP has lay off its roughly 4,000 North American information technology contract workers for three weeks and then may fire as many as 1,000 of them.
• 15,000 employees of HP will lose their jobs as a result of the acquisition of Compaq Computer Corp.
• Hewlett-Packard has dismantled four research groups at HP Labs.
• HP has shelved a team based in Palo Alto focused on advanced software research led by Alan Kay, a respected computing pioneer.
• HP has dissolved two Palo Alto labs that dealt with emerging technologies and consumer applications and a group in Cambridge, Mass., that handled research on health care and medical issues.
• The company has consolidated the HP Labs organization by eliminating a level of management that ran three separate research centers for printing and imaging research, Internet and computing platforms, and information technology services.
The process:
HP has lay off its roughly 4,000 North American information technology contract workers for three weeks and then may fire as many as 1,000 of them. 15,000 employees of HP will lose their jobs as a result of the acquisition of Compaq Computer Corp. Hewlett-Packard has dismantled four research groups at HP Labs. It has shelved a team based in Palo Alto focused on advanced software research led by Alan Kay, a respected computing pioneer. And because of that, it has dissolved two Palo Alto labs that dealt with emerging technologies and consumer applications and a group in Cambridge, Mass., that handled research on health care and medical issues and has consolidated the HP Labs organization by eliminating a level of management that ran three separate research centers for printing and imaging research, Internet and computing platforms, and information technology services. All the reductions in HP Labs will be consistent with that goal. But still HP remains committed to innovation through research and development, citing HP Labs' continuing work in the fields of nanotechnology and quantum computing and they are also trying to refocus their research into the areas of greatest promise and their core strength and those areas which are most important to HP in the medium and long term. Despite those cuts, they still have a rich and varied research agenda and still doing a lot of interesting and very important work. But as of now, there just comes a time when someone has to set priorities, right? Many of it’s employees will suffer but HP is just redirecting its research to areas that could help generate revenue in the foreseeable future that could give more benefits to the people.
http://www.sfgate.com/cgi-bin/article.cgi?f=/c/a/2005/07/22/BUGVRDRPHI1.DTL
Thursday, June 20, 2002
HP's downsizing gearing up
Silicon Valley / San Jose Business Journal
High-tech manufacturer Hewlett-Packard Co. will lay off its roughly 4,000 North American information technology contract workers for three weeks and then may fire as many as 1,000 of them, according to CBS Marketwatch.com, which cited unnamed sources. There has been no comment from the Palo Alto-based company about the terminations. Earlier this year HP CEO Carly Fiorina said as many as 15,000 employees will lose their jobs as a result of the acquisition of Compaq Computer Corp.
A company spokesman confirmed the three-week furloughs to "evaluate those contracts and services," the Internet news service says.
In another HP labor development, the San Francisco Chronicle reported Thursday that the company has lowered the age to qualify for buy-out offers from 55 to 50.
http://www.bizjournals.com/sanjose/stories/2002/06/17/daily54.html
HP drops 4 research groups in downsizing
Benjamin Pimentel, Chronicle Staff Writer
Friday, July 22, 2005
Hewlett-Packard has dismantled four research groups at HP Labs, including one led by a world-renowned scientist, as the company begins its latest downsizing initiative that will eliminate 14,500 jobs.
The technology giant has shelved a team based in Palo Alto focused on advanced software research led by Alan Kay, a respected computing pioneer, according to HP Labs spokesman Dave Berman.
HP also dissolved two Palo Alto labs that dealt with emerging technologies and consumer applications and a group in Cambridge, Mass., that handled research on health care and medical issues.
The company also consolidated the HP Labs organization by eliminating a level of management that ran three separate research centers for printing and imaging research, Internet and computing platforms, and information technology services, Berman said.
Kay is considered one of the pioneers of personal computing who also helped design the ARPAnet, the forerunner of the Internet.
He has received two of the computing industry's highest honors, the Association for Computing Machinery Turing Award and the National Academy of Engineering Charles Stark Draper Prize.
The moves follow HP's announcement on Tuesday of a restructuring plan that will eliminate about 10 percent of its global workforce of 151,000.
Berman said the reductions in HP Labs will be consistent with that goal, although he declined to discuss details. HP Labs has about 700 employees, including 400 in Palo Alto.
Berman stressed that HP remains committed to innovation through research and development, citing HP Labs' continuing work in the fields of nanotechnology and quantum computing.
"The message is (that) we are trying to refocus our research into the areas of greatest promise and our core strength and those areas which are most important to HP in the medium and long term," Berman said.
"Despite these cuts, we still have a rich and varied research agenda," he added. "We're still doing a lot of interesting and very important work. There just comes a time when you have to set priorities."
Analyst Crawford Del Prete of International Data Corp. said HP is redirecting its research to areas that could help generate revenue in the foreseeable future.
"It sounds like they're doing some pruning and refocusing of the research centers," he said. "I think the longer-term risk for HP is doing innovation that they can't" profit from.
But analyst Michael Dortch of the Robert Frances Group said the cuts, particularly the elimination of a group led by a highly respected scientist like Kay, could backfire.
"How many times in a lifetime does a company like HP get access to a mind like Alan Kay's?" he said in an e-mail.
"To eliminate his group by saying its efforts are outside of HP's primary business focus seems incredibly disingenuous and risky, happening as it does precisely at a time when HP could use all the loyalty, support and vision its management team can muster," he added.
The cause of HP’s downsizing:
• HP has lay off its roughly 4,000 North American information technology contract workers for three weeks and then may fire as many as 1,000 of them.
• 15,000 employees of HP will lose their jobs as a result of the acquisition of Compaq Computer Corp.
• Hewlett-Packard has dismantled four research groups at HP Labs.
• HP has shelved a team based in Palo Alto focused on advanced software research led by Alan Kay, a respected computing pioneer.
• HP has dissolved two Palo Alto labs that dealt with emerging technologies and consumer applications and a group in Cambridge, Mass., that handled research on health care and medical issues.
• The company has consolidated the HP Labs organization by eliminating a level of management that ran three separate research centers for printing and imaging research, Internet and computing platforms, and information technology services.
The process:
HP has lay off its roughly 4,000 North American information technology contract workers for three weeks and then may fire as many as 1,000 of them. 15,000 employees of HP will lose their jobs as a result of the acquisition of Compaq Computer Corp. Hewlett-Packard has dismantled four research groups at HP Labs. It has shelved a team based in Palo Alto focused on advanced software research led by Alan Kay, a respected computing pioneer. And because of that, it has dissolved two Palo Alto labs that dealt with emerging technologies and consumer applications and a group in Cambridge, Mass., that handled research on health care and medical issues and has consolidated the HP Labs organization by eliminating a level of management that ran three separate research centers for printing and imaging research, Internet and computing platforms, and information technology services. All the reductions in HP Labs will be consistent with that goal. But still HP remains committed to innovation through research and development, citing HP Labs' continuing work in the fields of nanotechnology and quantum computing and they are also trying to refocus their research into the areas of greatest promise and their core strength and those areas which are most important to HP in the medium and long term. Despite those cuts, they still have a rich and varied research agenda and still doing a lot of interesting and very important work. But as of now, there just comes a time when someone has to set priorities, right? Many of it’s employees will suffer but HP is just redirecting its research to areas that could help generate revenue in the foreseeable future that could give more benefits to the people.
http://www.sfgate.com/cgi-bin/article.cgi?f=/c/a/2005/07/22/BUGVRDRPHI1.DTL
Company Description:
Davao Light and Power Company is the third largest privately-owned electric utility in the Philippines. It holds the franchise for distributing electric power to Davao City, the largest city in the world in terms of land area, as well as Panabo City and the municipalities of Carmen, Dujali, and Sto. Tomas in Davao del Norte. On September 29, 2000, the franchise was renewed for another 25 years by virtue of Republic Act 8960.
In 2008, the company sold 1.371 billion kilowatt-hours to 257,100 customers with a peak demand of 248 megawatts (MW). Among the country’s most efficiently run power utilities, its systems loss rate of 8.17% is well below the government mandated cap of 9.50%.
Davao Light maintains a 53.8 MW standby diesel power plant with a capability of 40 MW for sustained operations. As needed, it is activated to stabilize voltage as well as augment the power supply of its primary generating sources. It makes use of a fully functional automated mapping and facilities management (AM/FM) system to track the location of electric distribution assets in its franchise. Also in place is a Supervisory Control and Data Acquisition (SCADA) system, a facility that allows remote real-time data gathering and control of equipment in all power substations.
High-end computers, sophisticated software, and other devices are being used to speed up meter reading, streamline billing, provide efficient and prompt response to customer inquiries, generate management information, and analyze electrical grid information.
Special attention has been devoted to improving Davao Light’s service standards. Innovative re-engineering efforts have cut down service cycle times. Outsourcing of tasks and reallocating manpower and other resources has allowed the utility to improve productivity while keeping costs relatively stable. Current efforts focus on teamwork, service excellence, professionalism, and innovation in preparation for a deregulated and competitive environment.
Now and in the future, Davao Light is committed to deliver reliable and efficient service at reasonable rates.
During the interview:
Last August 23,, 2009, our group went to the office Davao Light and Power Company to conduct an interview regarding their best practices in HR. We have interviewed their HR Supervisor, Mrs. Jane Lee. Mrs. Lee told us that their best practices in HR are the following:
1. They are implementing a Universal Training Plan (UTP) which consists of different trainings for their regular employees. UTP can be in-house which is officiated by their staffs only, and outsource which is done by some other people from outside Davao City.
2. Their HR Department is the one who would take care of everybody for their employees’ career movements.
3. They also have career planning which means that they hire that particular person because he/she has a potential for the future of the company. And they implement cross-posting of every departments to another departments for them to be able to familiarize the different fields of the different departments of their company.
http://www.davaolight.com/index.php?option=com_content&view=article&id=45&Itemid=55
Company description:Hubport Interactive Inc. enables a business to build an imperative subsistence in the online B2C (Business-to-Consumer) space. We empower your website to attain optimum function and revolutionize your business by creating online channels to effectively connect with existing clients and successfully tap new ones. Our accomplished E-Commerce Storefront encoders, Retail Shop Managers, Online Marketing Consultants, and Production Team associates provide the technology backbone that launch prospering and profitable websites. Satellite offices in North America, the U.K., and an upcoming presence in Japan help counter communication, and accessibility issues. Subsequently, creating a smooth working relationship between client and service provider. Projects are delivered on time, with little or no hitches. Our fulfillment teams observe a synchronized shifting schedule to accommodate client concerns at any time most convenient to them. Hubport Interactive Inc. is sensitive to a clients’ web investment margin and his ultimate goal of increasing profits. Hubport Interactive Inc. has a high regard for service excellence and client satisfaction. Hence, we only have people whose commitment is as fervent as ours. Project managers and fulfillment teams who specialize in Website Development, Web Application Program, E-Commerce Business Process Development and Maintenance, System Software Development, Auto CAD, Animations, Graphics Development, Video Editing, Music and Audio Voice Development, GSM SMS Service, WIFI Mobile Solutions, IT Managerial and IT Marketing Development.
During the interview:
Last July 9, 2009, our group went to the office of Hubport Interactive Incorporated to conduct an interview regarding the risks associated with business and IS/IT change. We have interviewed their IT Officer and Chief Operations Officer, Mr. Paulo S. Saravia. Sir Paulo told us that the risks associated with their business and IS/IT change are the following:
1. Rejection to the staff – this happens when their company would implement another system. And with that new system, it is advisable for the company to reject their staff especially those staff that doesn’t know how to use their new system. So, the company would be forced to recruit new staff for the implementation of their new system.
2. Data Loss – of course, when a new system is implemented, some of the data stored on their old system would be loss because of the fact that the old system’ data are not portable or hard to implement using the new system.
NOTE: Due to the company’s confidentiality of information, Mr. Paulo had only shared some of the risks associated with their business and IS/IT change. And actually, someone from Hubport told us that the best of the best practices that a company must possess is confidentiality.
1. Rejection to the staff – this happens when their company would implement another system. And with that new system, it is advisable for the company to reject their staff especially those staff that doesn’t know how to use their new system. So, the company would be forced to recruit new staff for the implementation of their new system.
2. Data Loss – of course, when a new system is implemented, some of the data stored on their old system would be loss because of the fact that the old system’ data are not portable or hard to implement using the new system.
NOTE: Due to the company’s confidentiality of information, Mr. Paulo had only shared some of the risks associated with their business and IS/IT change. And actually, someone from Hubport told us that the best of the best practices that a company must possess is confidentiality.
http://www.hubportgroup.com
Company description:
Hubport Interactive Inc. enables a business to build an imperative subsistence in the online B2C (Business-to-Consumer) space. We empower your website to attain optimum function and revolutionize your business by creating online channels to effectively connect with existing clients and successfully tap new ones. Our accomplished E-Commerce Storefront encoders, Retail Shop Managers, Online Marketing Consultants, and Production Team associates provide the technology backbone that launch prospering and profitable websites.
Satellite offices in North America, the U.K., and an upcoming presence in Japan help counter communication, and accessibility issues. Subsequently, creating a smooth working relationship between client and service provider. Projects are delivered on time, with little or no hitches. Our fulfillment teams observe a synchronized shifting schedule to accommodate client concerns at any time most convenient to them. Hubport Interactive Inc. is sensitive to a clients’ web investment margin and his ultimate goal of increasing profits.
Hubport Interactive Inc. has a high regard for service excellence and client satisfaction. Hence, we only have people whose commitment is as fervent as ours. Project managers and fulfillment teams who specialize in Website Development, Web Application Program, E-Commerce Business Process Development and Maintenance, System Software Development, Auto CAD, Animations, Graphics Development, Video Editing, Music and Audio Voice Development, GSM SMS Service, WIFI Mobile Solutions, IT Managerial and IT Marketing Development.
During the interview:
Last July 9, 2009, our group went to the office of Hubport Interactive Incorporated to conduct an interview regarding their best practices in IT/IS. We have interviewed their IT Officer and Chief Operations Officer, Mr. Paulo S. Saravia. Sir Paulo told us that their best practices in IT/IS are the following:
1. If you want to work in Hubport, you should be a certified expert in their fields so that when time comes that changes would occur, it can be properly documented so that you can provide rollback procedures for the company to be stable again.
2. They are implementing security such as using firewall and spywares. It is obviously used for them to secure their data or information they are holding for the company’s business.
3. They are also using a ‘disaster recovery plan” that will be used in case of fire and any kind of disasters.
NOTE: Due to the company’s confidentiality of information, Mr. Paulo had only shared some of their company’s best practices in IT/IS. And actually, someone from Hubport told us that the best of the best practices that a company must possess is confidentiality.
http://www.hubportgroup.com
Monday, July 20, 2009
It was stated on my Assignment 2 and 3 on HRM that I would love to have a job related on creating databases such as becoming a Database Administrator someday. We all know that our university, University of Southeastern Philippines, is equipped with a high level standards of education and it was already proven many times. Though we all know the fact that our college, Institute of Computing, is just a new comer on USEP, it has given its students competitive skills and made them responsible IT professionals. IC had trained them in such a way that nobody could compare. Though our school has facilities that are not that advance yet, it has still produced best graduates that as of now became popular in different fields of Information Technology. And one of them is my brother, a Computer science graduate from USEP also. He is now very successful on his career. After he graduated, he became a junior programmer on Hubport Interactive Incorporated. As time passes, he slowly began to earn high level jobs like becoming a web application programmer. And as of now, he is a senior web developer and a team leader on Mynd Consulting. I did become interested on everything I have learned in USEP and I believe that our university can help me achieve what I want to be in the near future.
Thursday, July 9, 2009
The upcoming 2010 elections in the Philippines is the hottest issue as of now because of the reason that it would be done not manually but using the automated machine with the help of the new technology. About 50 million people are expected to vote at 350,000 precincts in May 2010 to elect a president, vice president, nearly 300 members of Congress and more than 17,000 local officials through the new and untested automated system.
Unlike in past elections when counting and tallying of votes were done manually, taking almost a month to determine results at the national level, Comelec is promising results within 36 hours under the new system made by the Smartmatic with the partnership of the Total Information Management Corp. (TIM).
However, “As Ducky Paredes kept emphasizing, election related preparations can't just be rushed. Else, it will create uncertain situation that harms the organization as well. Every government office, especially its leadership, always want to deliver better service to the people. However, forces beyond its control, like the legislature and various interest groups can either help or be a productive watchdog (give thumbs up or down accordingly) or make all efforts impossible. Their actions influences our perception on the COMELEC.”
http://philippineselection.blogspot.com/2007/07/automated-election-in-2010.html
Many people concluded that the Philippines is not yet ready to experience a modernized election especially that the time for preparation is not enough. And according to the national survey, one in 10 Filipinos can not read and write.
“I am not willing to spend even a single centavo for a system which is not tested, for a system we cannot even describe or define, or a system that we’re not even sure of delivering a clean, honest and fair election,” Escudero said.
http://newsinfo.inquirer.net/inquirerheadlines/nation/view/20090306-192592/All-go-for-automated-elections-in-2010
“It’s not unfounded (Comelec’s apprehensions), it’s dangerous. We have not tried automation,” Enrile said over radio station dwIZ.”
http://www.philstar.com/Article.aspx?articleId=481760
It would be the first time that the Philippines would use an automated machine for the national election and in fact, the senators said they were not sure how the Comelec would conduct the actual balloting and whether there were backup plans if the machines failed to scan the ballots, print and transmit results.
“How secured the comelec voting system that they urge to use the automated election this 2010? I think the system can be hacked and manipulate the results by the computer experts. If the National Security system of U.S have millions of attempts to hacked and control their system, how much more here in the Philippines.”
http://mariancalago.blogspot.com/2009/05/automated-election-for-2010.html
With all the disadvantages stated above, it would be better also if we could compare it to the advantages to balance everything and to make a conclusion later.
“Gordon, author of RA 9369 or the amended Automated Elections System (AES) Law, issued the statement to allay fears that automated elections would equate to computerized cheating. the law, which is technology-neutral, has mandated at least 16 "minimum system requirements" to ensure clean, honest and credible elections.
The minimum system requirements mandated by RA 9369 include adequate security against unauthorized access; accessibility to illiterates and disabled voters; vote tabulating program for election, referendum or plebiscite; accurate ballot counters; data retention provision; utilize or generate official ballots; and configure access control for sensitive system data and function. It also mandates accuracy in recording and reading of votes as well as in the tabulation, consolidation/canvassing, electronic transmission, and storage of results; and error recovery in case of non-catastrophic failure of device; and system integrity which ensures physical stability and functioning of the vote recording and counting process. RA 9369 requires a source code for the automated election system (AES) to be selected and shall be made available by the Comelec to all interested parties for their review. The AES shall also include a continuity plan in case of a systems breakdown or any such eventuality which shall result in the delay, obstruction or non-performance of the electoral process. Other safeguards include provisions for voter verified paper audit trail; system auditability to provide supporting documentation for verifying the correctness of reported election results; and to provide for the safekeeping, storing and archiving of physical or paper resource used in the election process.
The law also requires that the machines should provide the voter a system of verification to find out whether the machine has registered his choice; and a random manual audit be done in one precinct per congressional district randomly chosen by the Comelec in each province and city.
Gordon said any difference between the automated and manual count will result in the determination of root cause and initiate a manual count for those precincts affected by the computer or procedural error.”
http://forums.abs-cbn.com/thread/3020566.aspx
“With automated elections, our people can rely on the fact that their vote will be counted, and that their vote will mean change for the country, then they will stop being cynical. And once they stop being cynical, perhaps the focus will now be on the common good,” said Gordon.
Melo said full automation under the Precinct Counting Optical Scan (PCOS) would considerably reduce instances of fraud and cheating. It will also lessen election complaints because the system promises to be fast and accurate, according to the Comelec chief.
http://newsinfo.inquirer.net/inquirerheadlines/nation/view/20090306-192592/All-go-for-automated-elections-in-2010
As an IT student and a first time voter, I would rather choose the automated than the manual. It is for the reason that I wanted the Philippines to excel in the fields of technology though we all know that it would be very difficult for the Filipinos to adjust on the very big changes that would happen in the 2010 elections. But what’s the role of people who has experienced using technologies, like us IT students? We can help to educate those people who don’t even know how to use computer devices though there is only a short period of time left. How about if an assistant could help an illiterate voter during the votation? How about if the system would just provide pictures of the candidates and instruct the voter to just click the picture of the person who they want to vote with? I know it would be very crucial for everyone but we with the help of our prayers, whatever would be the result of the 2010 elections, it would be God’s plan because He knows best. If any of the interested groups are planning to cheat on the system, time will come that they would suffer for everything they would do. It’s time for our country to excel, to shine, to be known. And it’s time for us to prove to the world that we can stand together to fight for the right. But the biggest question that remains is that: Will there be elections by 2010?
;;
Subscribe to:
Posts (Atom)
