Dividend Policy Formulation in the Company

Introduction In every financial year of any given corporation either profits or losses are incurred. When profits are made the company, according to prevalence, can decide to re-invest back into the business for various expansions or new ventures or can decide to pay back to the investing shareholders which is in terms of dividends (Ross 2008).Advertising We will write a custom essay sample on Dividend Policy Formulation in the Company specifically for you for only $16.05 $11/page Learn More Dividends are in most cases allocated to the shareholders directly proportionally to the quantity of shares they hold while others are paid in relation to the activeness of the individual members. This is classified as pre-tax expense. Clientele effect which can be loosely referred to as investors’ effect holds that policies of companies are indeed responsible in attracting investors. Investors share holding is dictated by the policies; once there is a change in policies then adjustment in share holding takes place (Bhalla 2010). Dividend policy refers to the strategies and policies a company adopts in deciding the amount to be paid out to the shareholders, this is in terms of dividends. Dividend policies, which in turn determine clientele effect, are affected by numerous factors. Some of the factors include earnings stability; when formulating dividend policy the nature of business must be taken into account (Stern 2003). Companies with stable earnings have more consistent dividend policy than those with varied flow of income since they can project the future savings and earnings easily. Corporation age is also very crucial in development of dividend policies. Consistent and clearly defined dividend policies are mainly found in well established companies as opposed to new companies that might use its income for expansion and upgrading of the system. Other factors necessary in dividend policy formulation are: financial security, this ref ers to the situation the company is in financially and ownership type. A company with less share holders gets assent more easily from share holders than a company whose shares are distributed to many shareholders who in most cases insist on high dividend payment (Baker 2009). Literature Review Kapil Sheeba states that dividend decisions are mainly the mandate of the board of directors in any given firm. The author also argues that when it comes to clientele effect, there are different types of investors. Since their preferences vary, they look for different firms that suit their dividend requirement. Some prefer capital gain that is high, others high current payments in dividends while there are others who look for both (Kapil 2011).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Damodoran Aswath explains that a clientele effect has important roles and consequences. Due to the effect, comp anies are able to acquire the desired investors; this is so as the dividend policy of a given company attracts investors who like and personally approves the policy. Another importance of clientele effect is that it makes hard for companies to alter or change established policy as this will affect the investors. When it comes to valuation, clientele effect provides another argument for policy dividend irrelevancy. The argument projected takes the assumption that there are enough investors in each dividend clientele to allow justified and fair valuation (Damodaran 2010). Bierman Harold highlights the various reasons for dividend to be given. He states that firms give dividends when cash generated internally exceeds more than can be reinvested profitably. Dividends are also given to provide stable income to the investors. Unnecessarily retained earnings could result in penalty from the Internal Revenue Service prompting firms to give out dividends. Records of dividend payment are a re quirement by legal authority, while at the same time dividend payment gives crucial information to the investors (Bierman 2010). Analysis and Discussion The analysis of the clientele effect of dividend policy is usually an important agenda for any firm’s financial manager, its association to market imperfections and taxes existence. The topical agenda for this study is to analyze the clientele effect of dividend policy and its relevance to shareholder’s tax situation. The situation is demonstrated by how the different fiscal treatment of dividends make the various investors prefer stocks of higher or smaller dividend yields or capital gains (Stoltz 2007). Though some experts admit to the clientele effects associated to the dividend distributions, they usually state that the market is broad and diverse to facilitate enough investors in each dividend clientele. The proponents of this theory argue that it does not matter how the dividend determinant policies are arrived a t as each policy attract a certain category of investors who are assured by the diversification of dividend clientele. However, this can be contended in that every company has a certain group of investors in mind, of which they can only secure by appropriate dividend policies.Advertising We will write a custom essay sample on Dividend Policy Formulation in the Company specifically for you for only $16.05 $11/page Learn More Conclusion Clientele effect has a major impact on dividend policy whether directly or indirectly. However, high or low dividend value does not tamper with nor alter the stock value of any given organization (Jain 2005). Clientele effect has a major advantage in that an investor has the ability to choose to invest in a high value dividend policy or a low dividend policy depending on the tax inceptives offered. Clientele effect also limit many companies from making changes to their dividend policies for fear of provoking investors thus creating consistency. Reference List Baker, K. 2009. Dividends and Dividend Policy. Sussex, John Wiley and Sons. Bhalla, V. K. 2010. Financial Management and Policy. Delhi, Anmol publishers Bierman, H. 2009. An Introduction to Accounting and Managerial Finance: A merger of equals. USA, World Scientific Damodaran, A. 2010. Applied Corporate Finance. Sussex, John Wiley and Sons Jain, K., Khan, Y. 2005. Basic financial management. USA, Tata McGraw. Kapil, S. 2011. Financial Management. India, Dorling Kindersley.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Ross, Westerfield, R, Jaffe, J. 2008. Corporate Finance 8th ed. Boston, McGraw-Hill/Irwin. Stern, M., Chew, H. 2003. The Revolution in Corporate Finance. USA, Wiley-Blackwell Stoltz, A. 2007. Financial Management. South Africa, Pearson This essay on Dividend Policy Formulation in the Company was written and submitted by user Louis G. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Concepts of Democracy in Iran essays

Concepts of Democracy in Iran essays In February of 1979, perhaps the most relevant and overwhelming revolution of the twentieth century was executed in Iran. The Islamic Revolution, as it was known, would forever change the face of politics in not only Iran but also the entire Middle East and produce political and social aftershocks that would be felt around the world. Almost two months after the revolution, the Pahlavis monarchy that had been in power for over half a century was replaced with the Islamic Republic, with the approval of over ninety-five percent of Iranians. (Joseph 2000, 307) The republic was more able to serve the predominantly Muslim makeup of Iran than the monarchy, which many claimed excluded the majority from political participation. In the twenty-three years since that transition, the issue of whether or not democracy exists in Iran has been discussed and debated extensively. When one looks at the current state of government in Iran, it is evident that the Islamic Revolution has produced a true d emocracy in Iran. The idea of democracy is defined as "a government that is periodically elected from time to time and thus controlled by the people who live under it. Under a democracy, the people rule either by direct vote at public meetings or indirectly through the election of certain representatives to govern them." (Avis 1983, 314) Iran seems to fit that definition. When compared to countries considered true democracies, such as the United States and Canada, it is obvious that numerous differences exist between those democracies and that of Iran's. However, while these differences make Iran unconventional compared to the governments of the Western powers, it does not remove Iran from the classification of a democracy. Perhaps the best way to display the legitimacy of Iran's democratic status is to draw parallels between Iran and the more accepted Western model ( Canada, the United States, and Britain) that is commonly associated with democracy....

Mergers Don't Always Lead to Culture Clashes Paper Essay

Mergers Don't Always Lead to Culture Clashes Paper - Essay Example People thought the two cultures would clash but it was successful. Q1. What ways were the cultures of BANK of America and NMBA incompatible? In the year 2005, Bank of America acquired MBA at a cost of 35 billion dollar (More, 2006). MBNA’s employers had accustomed their employees to high salaries packages. Their headquarters were an example of luxury at its best. They had private jets and yachts, and enjoyed a company golf course. They had adopted a formal mode of dressing and it was strictly suit and tie. Bank of America on the other hand, paid its employees’ salaries that were in line with the market figures. They had a casual approach towards their mode of dressing. They also preferred simplicity of premises in terms of the architecture. The differences between the cultures of the two companies were based on the social interactions. MBNA accuses its counterparts of being bureaucratic and BOA terms the MBNA directors as being arrogant. The companies approach to the co rporate image is the bottom line of the differences. Q2. Why do you think their cultures seem to mesh and rather than clash? The two companies were quite compatible. Their different approaches were put together and each adopted the other company’s culture. They both compromised on their stands. The two corporate cultures meshed due to the fact that their differences were only prevalent on the corporate image. The differences lay on issues that could be dealt with easily. The adjustment of the two companies to the new corporate culture did not need time or negative financial complications for the company. For example, the issue of salaries was handled by adopting the market figures; thus, the MBNA staff had to suffer from pay cuts. The golf course and private jets were disposed, but one private jet was retained. The issue of dressing was handled with adopting MBNA official setting for the public relation department. BOA’s casual approach was adopted for the other depart ments. Each company policies were evaluated and the best solution was used. Q3. Do you think culture is important to the success of a merger/acquisition? According to Deal and Kennedy (2008), dealing with the corporate culture when merging two companies is very important. It is essential due to the fact that it will determine the success of the new company. The corporate culture of a company contributes to the profitability of accompany to some extent. It is therefore, important to ensure that you incorporate both cultures and blend them in a way that the profit attributed to the two companies corporate culture will be retained. The accomplishment of the acquisition will depend on the way the two companies deal with the different corporate cultures. The other reason as to why it is important to ensure the success of merging is to achieve the best value of the new company. The deal value should not be eroded with the new merger. It is crucial that the new company’s corporate c ulture is not undermined or lacks consideration. The new employees should feel comfortable in the new working environment for the best results to be achieved. The new corporate culture should be accepted by the employees freely. Q4. How much of the smooth transition if any, do you think comes from both companies glossing over real differences in an effort to make the merger work? Both companies’ ability to compromise was the factor that contributed to the smooth acquisition of the two compan

Prepare a short lesson that is in PowerPoint( at least 8 slides, but Essay

Prepare a short lesson that is in PowerPoint( at least 8 slides, but no more) Topic is your choice - Essay Example The animation type used for the text is the â€Å"shape animation.† This has been chosen since it gives a shrinking-like impression, which tends to illustrate the action of weight loss. In addition, a next button, which gives the person using this presentation an idea that he or she should navigate to the next slide. For this to work explicitly, navigation by mouse click has been disabled. This slide also has supporting notes in the notes area. These notes are meant to guide the presenter in explaining what the presentation is about. In this case, it helps the presenter say more regarding the title of the presentation. In order to have the audience’s attention, the use of sound, â€Å"suction†, have been implemented to signal the begging of the presentation. Slide #2 The second slide contains information about what the presentation will mainly focus on. Action tool for implying emphasis known as â€Å"titter† has been used to help emphasize and capture the attention of the audience. In addition, the main text body in this slide has been animated. The animation style employed is the â€Å"float-in† animation style. This has also been selected to promote emphasis and catch the audience’s attention. It has also been chosen so as illustrate the text in point form. ... The transition is time based, and in this case, it is 2.00 seconds. This is to give the presenter enough time to advance on or explain the points one at a time. Supporting notes have been provided for this slide too. Action buttons to signify and enable the presenter to initiate navigation to the next slide and the previous slide has also been put in this slide. For this to take effect, navigation by mouse click has been disabled. Slide #3 The second slide contains information about what the presentation will mainly focus on. Animation tool/style known as â€Å"fade† has been applied on the heading of this slide. This is to help emphasize and capture the audience’s attention. In addition, the main text body in this slide has been animated. The animation style employed is the â€Å"float-in† animation style. This has also been selected to promote emphasis and catch the audience’s attention. It has also been chosen so as illustrate the text in point form. Th e transitions in this slide are not triggered by mouse clicks but are rather time based depending on when last a previous item displayed. The time interval for the transitions in this slide is set at 2.00 seconds. This allows the audience to follow the presentation and be able to distinguish between one distinct point and the next. This slide, just as slide #1 also has a background aimed at improving the appeal of the presentation and communicating the theme of the presentation. These transitions have been made to display one after the other without the presenter necessarily initiating their display through a mouse click. This is to give the presenter enough time to advance on or explain the points one at a time. Supporting notes have been provided for this slide too.

Intelligence of the heart Term Paper Example | Topics and Well Written Essays - 3750 words

Intelligence of the heart - Term Paper Example The artist, Rene Schwaller de Lubicz argued that civilization in Egypt is much older than the orthodox Egyptologist suggests it. However, this claim has of recent been disputed by the recently unveiled work of the Graham Hancock and Robert Bauval arguing that Rene might have been unfounded in their artwork research. Despite the opposing views, Rene Schwaller de Lubicz presented that the Egyptian antiquity could not be used as enough proof to place the dissenting voices beyond reproach. He further argued that the study of the Egyptian history could be the basis of insightful thinking with reference to the laws of creation, which was critically fundamental by then. With all care and considerations of Egyptian culture and civilization ranging from the construction of the pyramids, which took the shape of beer mugs, Rene claimed central metaphysical vision to be his source of motivation. This form of motivation could be directed towards the nature of the cosmic harmony and this took cons ideration towards awareness creation of the place of the humanity in the constantly evolving world full of consciousness (Buhner, Stephen & Harrod 2004). Form the remarks of his able translator Deborah, Rene’s studies about Egypt are constituent parts of his widely spread Philosophical and metaphysical pieces of art work. Brief Historical perspective Rene was born in Alsace-Lorraine, which was then part of Germany, he grew up in a polyglot surrounding. Through a Lithunian poet and diplomat, Lubicz Milosz Rene attained the name â€Å"de Lubicz†. This was in recognition of his efforts after the negative impacts of the Second World War in a Lithuania. His city of birth turbulently shifted power between the French and the Germans alternately and this took place right from Rene’s birth (Buhner, Stephen & Harrod 2004). The writer lent a lot of his work in the curious characteristics of his work. Some of the artists associating with Rene suggested that the writer was g ifted in a way that he could think in German and write in French. In addition, he was also gifted with the inherent difficulty of expressing non-linear issues. Such combinations ranged from â€Å"living† to â€Å"dead† linear languages, which presented an uphill task before the previous readers. As suggested in his work, insights of the apropos with regards to functional consciousness, he describes that nature presents a hip or a great mountain which is wound up with a peak of immaculate whiteness which he could not be able to made understand the way towards (Mookerjee & Ajit 2004). In a nutshell, for functional consciousness to be achieved it is vital that a clear roadmap be established showing the procedures towards achieving such objectives. We may be interested in adopting Schwaller’s insights as upcoming artists, the only challenge is that whenever we try doing this, we find ourselves in a very difficult situations given the turbulences facing his works. De spite such concerns, Rene was not actually touched as he argued that it is in the interest of the persons concerned to find their way out. Schwaller believed that knowledge was only a right to those who were willing to make the effort to get the

Saint Gobain Glass In India

Saint Gobain Glass In India In this paper, we reflect on our efforts to undertake a research in our analysis of an organizations HCM system. The purpose of the research is to review the companys existing HCM and its working efficiency, In order to do so we created a questionnaire which consisted of both open and closed end questions to gather our feedback on the working knowledge and performance of their current system. We also conducted a telephonic interview with which helped us better understand their HR business process. COMPANY: Saint-Gobain Glass in India Leading Glass Manufacturer (India) About the company: Saint Gobain is a multinational corporation, founded in 1665 in Paris. The head office is located on the outskirts of Paris at La Dfense.The company started by manufacturing mirrors and expanded into producing a wide spread variety of construction and high-performance materials. Saint Gobain organization operates from different geographic locations and has manufacturing plants spread worldwide; Singapore, France, U.K, India. Saint-Gobain Glass India is a 100% subsidiary of Saint Gobain France, one of the leading float glass manufacturers in the world. It manufactures and markets solar control glass, fire resistant glass and other various types of float glasses in India from its complex which is located at Sriperumbudur 40 km from Chennai, India .Saint Gobain Glass India started its venture in India in 1996 by acquiring a majority stake of Gridwell Norton. Later in 2000 it started its own glass manufacturing. Web site: www.saint-gobain.co.in ERP System the company is using: SAP (system application and products) Modules used: HR (Human Resource) FICO (finance and controlling) Logistics (PP, MM, SD, PM, QM, CS, WM) ERP Implementation partner (SAP): International Business Machines, abbreviated IBM, and nicknamed Big Blue for its official corporate colour. Old system: Before SAP, system called Timekeeper was used for Time sheet, Attendance Forms, Expense Forms, Billing, Budgeting and Forecasting, Resource Planning, Accounting Integration, Management Reporting, Project Management, Transaction/Credit Card Import, Customer Services Workbench, Professional Services Workbench, Security, Multi Company, Multi Language, Multi Currency A brief history/value of the HCM in this organization The annual revenue for Saint-Gobain Glass India Ltd. (SGGI), in 2008 was over .80 billion and they have 2, 09,180 employees working for them.Most of the skileed labours working in the manufacturing are hired on contract bases and are paid accourding to the different wage categories weekly. The company works with employees and business partners across different cultures; they conduct business transactions in different currencies and are bound to follow different government rules. And their legal compliance processes must adhere legislation and case law as well as other standards, codes of practice or other authoritative pronouncements of all the countries which they work with. They require a system which can streamline their business activities and also monitor their core business processes. After communicating with the HR Team we know that the company believes in employee satisfaction. Their management gives a lot of importance to their employees which motivates the employees and in return they get better, efficient performance from the employees. They believe that if their company can satisfy the needs of the employees it is mutually beneficial and also helps the company achieve new targets and expansion plans. It makes the management more confident in taking more risk and aggressive measures to gain the market share. Most importantly the management wanted transparency throughout the corporation to maintain its accountability to its stakeholders, financial investors and financial institutes to ensure that they demonstrate the legal compliance process is working as intended. Also accountability is from management to the local authority, to the general public and they believe that this is possible only with the help of a system which understands their business process, is stable and automated in order to reduce manual errors. NEEDS ANALYSES Before implementation of SAP in the organization they had to Return on Investment ROI Return on Investment is used by companies to measure the profitability they will earn on every investment they decide to make. It is generally calculated by taking the fiscal years income and dividing it by common stock and preferred stock equity plus long-term debt. ROI measures how effectively the firm uses its capital to generate profit; the higher and figures the higher the profitability. The return on investment formula used in Saint Gobain is Profitability = fiscal years income / common and preferred stock + long term debt. The company has not yet achieved the return of investment from implementation. Identify the ERP tool to implement: The management had to choose between implementing my SAP or a HR specific software package to replace their existing Human Resources and Payroll systems. They needed to have a clear Project goal and objective in mind before deciding and in order to prepare a clear project goal, they adopted need analysis strategy. Need analysis is the process of understanding the current business process and analyzing what changes are to be made for optimizing the existing practices in their business process (adding or changing the existing process) to achieve better, effective results. They conducted a thorough needs analysis before narrowing down on their project objectives. In order to define the project goal they gathered relevant information from all the departments which involve HR process (recruitment, payroll, administration). The information was also shared with information technology department and also from upper top management. This information was analysis to find what changes the department needs to consider and how can that be achieved and used that study to create a project goal. They were very particular that the new system which is to be implemented must produce accurate and on-time payroll data; it must be able to track employee absences, time sheet. They were looking at the system as a long term investment and they did not want a system which would need frequent updates and changes. After conducting an exhaustive research about the ERP systems they would want to implement. They concluded that SAP ERP tool was best suited for them and their business needs as it provided them with an accurate stable process and the system would be a solid one time investment. Identifying the implementation partner Saint Gobain does not have specialized in- house IT professionals to implement the SAP system for them. They had to take external support from an established IT company to make this new change possible and effective. Identifying such company to be there implementation partner was very critical for them. They got the following evaluation cleared before choosing them as a partner. They needed a my SAP HR implementation business partner who will be there to support them. A partner who can empathizes to their problem rather than sympathizes. Their checklist included details like to The duration to complete the implementation be?. What strategy and methodology do they follow? How much will this implementation cost them? How much previous experience does the company they have with this area of implementation? How do they narrow down on the risks and what are their methodologies to mitigate such risks? The background of consultants working on the project and how much of resource will they need? Do they deal with issues concerning post implementation upgrades? Do they offer the service of providing technical support post implementation? How experienced are they at the training aspect concerning H.R? What is the time duration taken by them to train? International Business Machines, abbreviated IBM, was chosen to be their implementation partner. CHANGE MANAGEMENT (http://searchcio-midmarket.techtarget.com/sDefinition/0,,sid183_gci799426,00.html) A systematic approach was taken while dealing with change, both from an organization and individual perspective. This has different aspects which are adapting to the new change, controlling the change and effecting the change. An organization, change management meant identifying and implementing policies, procedures and technologies to deal with changes in the business environment. Creating a project team: After the project goal and implementation partner was identified they had to be very careful in making a project team. They wanted to make sure that the daily production or process is not affected because of this. Employees were expected to perform their normal jobs alongside the my SAP project to give them a chance to express their concerns. Their project team involved in my SAP HR implementation included people from different concerned departments (HR and Payroll), their key users, the functional project team members, the IT department, Line Managers and Upper Management as well as external Consultants. Moral problems related to staff reduction: After implementing the new system many employees were trained and asked to use the new system. There were many employees who were asked to resign as they were not performing with the new system and new qualified employees were hired. This created a major impact on other employees. This new system was making the employees very insecure and they started losing their confidence in the jobs assigned to them. Management had to take effective steps to encourage and maintain the moral of the employees and also make then work to reach the daily production. New management skills required the management to be trained and qualified on the new system and understand the changes the system is brought into the organization. They had to identify employees who are familiar with the business processes, quick and eager learners, good team players and having both analytical and IT literacy skills. These employees need to be identified at an early stage and properly briefed about their new responsibilities. Implementation The management was very particular and they wanted to make complete use of the implementation period to the maximum. for this they had a list of all the tasks for the implementation process, a deadline for each of the tasks, person responsible for the task, control phases and a weekly and daily Meeting Schedule when, who, where and purpose? they wanted to adopt this to ensure that the project was in control and not deviate from the business process and time. When issues are identified during implementation process and there were issues every day these issues were need to be logged on a database, accessible for all the project team members. They made sure that all the issues were logged with the date, the person responsible; system area affected and proposed solution. They also ensured that the issue database is updated with the implemented solutions for future reference. This process is still helpful for then at the time of upgrading the system and the time of internal training. The management also used their implementation time even more effectively by giving training to their employees rather than waiting until the end of the project, training was be carried out continuously throughout the implementation to save production time. During the implementation they used the project team to train the end user about the system. And during the testing stage of the implementation they involved the end user. This helped the project team identify problem areas, and also helped the end user to learn about using the system. This practice help was effective as project team members can start being productive from day one being familiar with the software end users can be given access to a sandbox client and start playing with the system Implementation phases Phase1: Master Data, Time Management, Payroll, Benefits Administration, Organizational Management and Payroll Phase 2: Personnel Development, Recruitment, Training and Events, Travel Management and Compensation Management this phase can be broken down further. Phase 3: Employee Self Service, Managers Desktop INTERGRATION The process of attaining visibility and seamless coordination between several departments, groups, organizations, systems, etc, by providing a single interface for viewing all the data within an organization, and a single set of structures and naming conventions. SAP HR is integrated with a number of SAP modules such as FI, PS, WF,etc. which enabled them to link production planning to the employees shift and absences in this case they used the data from SAP HR time management to integrate with SAP PP. The organization structure defined in OM is very important in workflow to route the responsibilities to the respective employees. The companys in house analytics tool is integrated into the SAP HR. DATA INTERGRITY When functions such as data transformation, archiving, master data storage are performed on the data, the functions must ensure that the data is same. The most important aspect of data integrity is to expose the data, the functions and the datas characteristics. Data integrity is consistent and certified data which can be reconciled. Data integrity is imposed within a database at its design stage through the use of standard rules and procedures, and is maintained through the use of error checking and validation routines. Exact duplication of the sent data at the receiving end is achieved through the use of error checking and correcting protocols. http://www.businessdictionary.com/definition/data-integrity.html Integrity of data refers to the fact that data, once stored, has not been altered in an unauthorised way either by a person, or by the malfunctioning of hardware. In the case of Saint Gobain India They started the operations in India as a joint collaboration with ____________. They acquired And started the production in _________. The SAP implementation was done on __________. So the company did not have any old data which needs to be transferred to the SAP HR system. Company did have few other modules like purchasing and logistics in which the old data had to be transferred to SAP system which they were successful in doing it while the implementation process. WEB BASED HR Web-Based Human Resources shows HR professionals to make optimum use of existing online technologies to offer more services to more employees at a lower cost. It offers tips on which approaches are most effective in small, medium, and large organizations and provides a framework for transforming HR from a support function to a centralized entity on which the organisation can use strategically Saint Gobain India does not use web based HR to manage its HR processes. REPORTING Human Resources reporting used in Saint Gobain Saint Gobain relies on statistics data and they conduct internal audits on regular bases. They use both standard reports provided by SAP and also have few customizes reports.The reporting is done on the organisational level. Standard reports Employee list This report contains employment information such as branch, department, job title, position, manager, and personal details. Phone book This report displays contact details for each employee, including phone number, extension, mobile phone, pager, and fax. Employee Master data related Reports S_PH0_48000450-they use this report for Monitoring HR master data S_PH9_46000224 used for generating reports on Education of their employees and their training scheduled if needed. S_PH9_46000222 this report generates details of employees family members S_PH9_46000221 used to generate list of all the employees celebrating Birthday. This report is generated on monthly bases. S_AHR_61016369 report on list of employees in the organization. This can also provide info based on employees in each department. S_AHR_61016374 this is used to generate reports on Nationalities of their employees S_PH9_46000217 used to generate report based on the Gender of employee and also Sort it by Seniority Absence report PT 90 Saint Gobain uses this report for finding the percentage of attendance and Absences of their employees Organizational Management Reports S_AHR_61016493 to view report on Organizational Structure and its assignment S_AHR_61016494 report on Organizational Structure with Positions alloted in the structure S_AHR_61016497 generate report on existing Jobs in their organization S_AHR_61016502 generate reports on existing Positions in their organization S_AHR_61016503 generate report on Staff Assignment and its relationship S_AHR_61016509 to generate the list of vacant positions in their organization Payroll Reports RPCSC000 -This transaction code is to split the employee (personnel numbers) into small sets and run payroll in parallel in the background. This way they were able to reduce the payroll runtime. RPCDTBX0 -using this report they can determine what are the wage types that are to be payed , deducted and also the date of payment. This helps them in identifying any additional payment to be given to the employees. H99_DISPLAY_PAYRESULT-this transaction code is used to get details about one employees payroll result. RPDLGA20 -this report generates a list of all the wage types available in the country HR-ABAP REPORTS With the help of ABAP they have generated few other reports for HR report from cumulate result table List of employees who have completed certain years of services in the company Petrol allowance Medical allowance ADVANTAGES Saint Gobain benefited from several advantages after the successful implementation of SAP system With their old system they had difficulty in employee retention and provide accurate, on-time paychecks. After MySAP HR (a long-term solution) MySAP HR meets those challenges offering an integrated solution that provides standard currency, regulatory, payroll, benefits, and time-management capabilities for any type of organization. SAPs HR solution supports integration with their internal analysis tools, and provides a complete picture of the organization and the market environment in which it operates (glass manufacturing). It also allows maximizing the use of the Internet to enable collaboration and shared decision-making between employees and HR managers, which saves both time and money. They were able to control the Cost of Consultants (contractors) including controlling the number of days consultants stay on the project and selecting experienced consultants, fixing the cost for the consultant. The budget costing was fixed depending on the number of days planned for each consultant with dates, rates and the type of task. By making this budget as accurate and detailed as possible and comparing the costs continually with the budgeted figures, it is actually possible to stick to the budget and maybe even save some money They think that the advantage of SAPs software is that it keeps up with the latest technologies, laws and regulations and they dont need to be replaced. Upgrades are mini projects much of it can be done in-house. Upgrades are less painful than implementations mainly because employees are already familiar with the product and much of the work can be done internally. With SAP is that the project never ends there always a scope of improvement ISSUES Despite using the ERP tool of SAP and its various modules of HR, FI, CO, PP, MM, SD, PM, QM, CS, WM Saint Gobain is still not able to fix certain problems they face in the daily process. They feel that the tool lacks accuracy in few of its functionalities like data analyzing, forecasting and date retrieving speed. They feel that the system is not having upgraded with the latest governmental rules and regulations which is extremely essential and critical to them for legal compliance The Company has to wait for the SAP LABS to update the system and state that the updates are unpredictable and they are getting charged for it. They feel that the system should be more interactive with them and do not want to depend on SAP every time they require an update. RECOMMENDATION We feel that they are not using the SAP HR to is best potential there are few functionalities which are not used by them effectively MSS (management self service) this service is used as web based application by managerial staff and line managers to monitor their daily production and process. Instead managers and management staff use workbench to do their daily monitoring. Effective reporting Saint Gobain uses standard reports provided by the Tool they do not use Ad-hoc reporting or customer specific reporting or quick viewer. Event management Saint Gobain being a manufacturing company do contribute a percentage of their turnover to society and events within the organization. They do not maintain all the records of social funding and events expenses in the SAP system. It is maintained separately. CONCLUSION

The Theme of Loneliness in I Am the King of the Castle Essay -- Susan

The novel â€Å"I am the King of the Castle† clearly explores the themes of loneliness, sadness and depression in its plot. All of the main characters have difficulties with relationships and end up facing depressive moments and experiences, some insignificant but some crucial and terrifying. Joseph Hooper (father), Edmund Hooper (son) and Charles Kingshaw are three characters showing explicit loneliness almost throughout the whole novel. Their loneliness is shown by several reasons and caused by a large number of factors, most involving family issues. Joseph Hooper’s loneliness is caused mainly by his everyday lifestyle and habits. The loss of his wife made him deserted and very distant from his own son, Edmund Hooper. He is absent from the life of his son, ending up with having no one at all. Susan Hill makes us notice Joseph Hooper ´s loneliness in several ways using special techniques. It is easy to tell he is lonely without having to read much into the book or into his character. He doesn’t have a wife, and is not close to his son at all, neither by companionship nor by simply just educating him. Susan Hill also describes him in a very insecure way. We can notice this because he is always trying to prove himself to other people, even to his son, showing immaturity and lack of confidence. His timidity allows him to be easily vulnerable: â€Å"He shrank from the impression in the boy’s eyes, from his knowingness. He was his mother’s son.† Joseph hooper is so apprehensive, he is threatened by his own son. We can notice he is also a kind of â€Å"desperate† guy by the way he acts towards Miss Kingshaw and by the fact that he wants her recieves her in his house without even knowing her well enough. His insecur... ...alone with no one looking after him leads him into a very narrowed mind, that suggests that he needs to be alone and be the best when actually the thing he most wants is enchantment and worship. Kingshaw’s suffering mostly comes from his mother’s atitude, but he is so used to also being alone that he dosen’t attemp to save himself or ask for help, he gives up taking death as an easier option than persistance and fighting. Susan Hill’s cinematic view, helps to create tension and increases the characters feelings. The theme loneliness is carried through the whole book. It is actually the principal subject and doesen’t even get better at the end. As well as leading one of the characters to suicide, the loneliness remais because Hooper got what he wanted at the end but he is in fact still alone and miseralble with the same deterring father and Miss Kingshaw.