How EICC Coroporte Social Responsibility Measureble and Sustainable Essay

How EICC Coroporte Social Responsibility Measureble and Sustainable - Essay Example Code of Conduct in EICC The Code of Conduct of people employed in companies under the umbrella of EICC came into form focusing mainly on three specific areas. Firstly it worked in helping create a safer and transparent work atmosphere in the companies. Secondly it enhanced the responsibility parameter of the people in regards to environment and society. Thirdly the Code of Conducts helps in motivating the people to develop on their business skills and thus enhance productivity. Companies desiring to adopt the Code of Conduct for EICC are required to firstly identify interest in the people and thereby raise commitment in them to follow such codes in their actions. Thus training of the staffs by the management body while keeping an eye on the changing guidelines in the EICC Codes of Conduct also constitutes an integral part of their actions (EICC, â€Å"EICC Code†). EICC Implementation and sustenance of CSR Principles in Western Digital (Thailand) Company Limited Western Digital is a California based company that works in the generation of products and services for those companies that work on the collection, management and employment of large amount of digital databases. The company earns expertise in the production of hard disks for easy storage and use of data. Thailand is considered as the company’s largest manufacturing center employing around 30,000 people committed to render quality in products and services (Western Digital, â€Å"Welcome to Western Digital†). Western Digital a continuing member of EICC vehemently supports the Code of Conduct guidelines laid down by the body in regards to the monitoring the actions of its supply chain groups in fulfilling economic, social and environmental goals (Western Digital, â€Å"Corporate Social Responsibility Report 2011†, 19). Preliminary Literature Review Relevancy and Scope of the EICC Codes of Conduct for Corporate Social Responsibility FIAS (2007) observes that the EICC Codes of Con duct in regards to the sector of Corporate Social Responsibility operates along parameters like employment conditions of the people pertaining to compensation schemes and other employment policies relating to discrimination and employment of children. Again the Codes of Conduct also focus on sustaining and enhancing the health and safety paradigms of the workplace. Along with focusing on enhancing the betterment of work conditions for the people the codes of conduct also laid stress on the meeting of environmental guidelines by the company. Finally the Codes of Conduct laid down by EICC tends to evaluate whether the management of the company has taken significant steps in training the people in effective understanding and fulfillment of the relevant guidelines. Herein the EICC Codes of Conduct tends to enhance the accountability of the management to fulfill the relevant guidelines by identifying the task holder groups. Moreover the Codes of Conduct also require auditing to be done o f the operational process of the enterprise in regards to the operational standards and guidelines as reflected and documented by EICC. Training rendered to the people for the adequate fulfillment of the EICC Codes of Conduct needs to draw potential feedbacks from the respondents so as to firstly assess the interest of the

The Normal Distribution and Probability Essay Example | Topics and Well Written Essays - 1000 words

The Normal Distribution and Probability - Essay Example Given that the median helps to do away with influences associated with too much of one or two scores on the extremes of any given distribution, it thus emerges as the measure of choice in variability. Assignment 2 Sales 500 salespeople of a company are mostly normally distributed forming a bell symmetrical shape. Whereby sales from those who record high sales appear on the right side while those with low sales coming on the left side and with a majority of sales appearing on the middle part of the distribution, translating to an average of sales on either side of the curve accounting for the mean sales. This would make it resourceful to come up with a working model to be used to work out a budget as well as predicting performance of the company. A company would predict the effect-increase in sales revenue- of increasing the number stores and salespeople. This distribution also helps to not only identify those sales people who need extra training but also it helps to identify those wh o need to be replaced. It is worth to consider the size of the sample in question, with a large sample like that of the 500 sales people proving to be more representative compared to a sample of about 100 people. It is therefore relevant statistically to estimate that adding one more sales person is worth for instance $25,000 increase in revenue. Clearly from the study sales people and their respective sales are the main variables which are measured in ratio scale since there are those sales people who have nil sales. On using a continuous scale, sales are normally distributed with most of sales in middle range and the entire sales data being within the range 40% of the average sale. A probability value of 0.05 implies 5% of the sales people will sell an amount different from expected sales value and while the remaining 95 % are expected to sell at an amount within the expected amount. This concept is therefore used to represent monthly countable sales. Assignment 3 Organizations re sort to using means such as incentives and bonuses so as to increase the productivity of their employees. In order prove that financial incentives have always boosted the productivity of employees, I will evaluate the hypothesis that a $ 1,000 incentive offered to employees is sufficient to make them finish a project before the expected time. In this study size of incentive and level of productivity are the independent and dependent variables respectively. Assuming the population sample n=30 would be chosen randomly from the employees allocated to new projects. Hypothesis testing is an analysis of a given research, with a null hypothesis indicating a zero change as a result of the $ 1000 incentive represented by  µ. On the other hand a change as a result of the $ 1000 incentive indicates the alternative hypothesis. In order to determine critical boundaries and identify chances of Type 1error, it's important to select an alpha level. Selecting a .01 alpha level provides a low risk error and avoids overstretching the critical area since this level enhances a balance between the functions which offers a base to reject or accept the proposed effect of the incentive. A one-tailed test is utilized when hypothesis about a particular directional rather than general. Results obtained from one -tailed test are of significance

Market Potential Index (MPI) Essay Example | Topics and Well Written Essays - 500 words

Market Potential Index (MPI) - Essay Example hat the market is still profitable in the future while market intensity tells that the population has enough disposable income to avail a cellular phone (this is important because cellular phone is not considered a basic need). Market infrastructure is important because cellular phones needs telecommunication infrastructure before it can operate such as International Gateway Facility. The five countries that I would advise a company selling laptops to enter into first are China, India, Singapore, Philippines and HongKong. China and India came as my first two because the sheer market size, economic freedom coupled with technological awareness in both countries. The market in both countries is also not yet mature so the competition is not yet that intense making it easier for the company to penetrate. Singapore came in third because of its overwhelming market growth rate (100) making it ideal for new entrants. I placed Philippines before HongKong because of its recent economic robustness in terms of market when the rest of the world is in recession. I place HongKong as fifth because of its market intensity (200) indicating that the population has more than enough disposable income to purchase new

PepsiCo Strategic Analysis Case Study Example | Topics and Well Written Essays - 1000 words

PepsiCo Strategic Analysis - Case Study Example Anthony Rossi founded Tropicana in 1947. Business Segments Frito-Lay, Inc was funded in 1961, by merging of The Frito Company and H.W. Lay Company. Today, Frito-Lay brands account for 40% of the world, snack chip industry, and 56% of the U.S. industry. Brand Pepsi and other Pepsi-Cola products account for nearly one-third of total soft drink sales in the United States, a consumer market totalling about $58 billion. Outside the United States, Pepsi-Cola beverages are available in about 160 countries. Today Pepsi-Cola products account for about a quarter of all soft drinks sold internationally. The company has also established operations in the emerging markets of the Czech Republic, Hungary, Poland, Slovakia and Russia, where Pepsi-Cola was the first U.S. consumer product to be marketed. Pepsi-Cola provides advertising, marketing, sales and promotional support to Pepsi-Cola bottlers and food service customers. This includes some of the world's best and most recognized advertising. New advertising and exciting promotions keep Pepsi-Cola brands young. Pepsi-Cola Company products: - Pepsi-Cola - Diet Pepsi - Pepsi One - Mountain Dew - Slice - Mug Root Beer - Mug Crme - All Sport - Lipton Teas (Partnership) - Aquafina Water - Frappucci no Coffee Drink - Miranda 7UP (outside the U.S. only) - Fruit Works - Pepsi Max Tropicana Anthony Rossi founded Tropicana in 1947. ... Tropicana products: - Tropicana Pure Premium - Tropicana Season's Best - Dole Juices - Tropicana Twister. - Hitchcock - Looza - Copella. PepsiCo gave corporation image, which is committed with subjects like racial and sex discrimination, and environmental problems. All that through the special programs focused on each area. General In the last four year PepsiCo has suffered radical changes in its internal structure and in its market strategies. All these changes were propitiated by the arrival in the direction of R. Enrico, who implemented a radical change in PepsiCo's mentality. He made very important decisions like to come off the restaurants (Pizza Hut & KFC) and the bottlers, due to they were a heavy weight for the company. Although they were come off them, they follow linked to PepsiCo through strategic alliances, it is to say, that the restaurants still sell PepsiCo products and the bottlers follow bottling Pepsi. Moreover PepsiCo has a minority percent of share of these companies. Other important decisions that Enrico made were the strategic acquisitions of leader companies in related markets, like Tropicana an d Mountain Drew. These acquired companies have given to PepsiCo as much profit as stronger company brand image of New PepsiCo. Company Analysis External Analysis PEST Analysis: The Pest Analysis identifies the political, economical, social a technological influences on an organization. Political influences: - The production distribution and use of many of PepsiCo product are subject to various federal laws, such as the Food, Drug and Cosmetic Act, the Occupational Safety and Health Act ad the Americans with Disabilities. - The businesses are also subject to state, local and foreign laws. - The international

International standards on customs services Essay

International standards on customs services - Essay Example In addition, the customs offices that are not working in collaboration with the international community can create chaos in issues like intellectual property and patenting. Thus, the need to have international standards in customs services has been well understood by people. As a result, a large number of international regulatory bodies have taken birth. The very first one is World customs Organisation which represents more than 166 members. On 23 June 2005, all the members of WCO accepted the SAFE Framework of Standards to Secure and Facilitate Global Trade. The Framework intends to provide supply chain security and facilitation at a global level in order to enhance certainty and predictability. Also, it ensures an integrated supply chain management for all modes of transport. This introduces a number of changes in the existing system. Firstly, it harmonises advanced electronic cargo information requirements on inbound, outbound and transit shipments. Also, according to the Framework, it is the sending nation’s customs administration that performs outbound cargo inspection instead of the receiving nation. Such inspections will adopt non-intrusive detection equipments like x-ray machines and radiation detectors. This ensures that a clearance can be made before the cargo reaches the destination (World Customs Organization, 200 7, p.6-7). Another one is the World Trade Organisation (WTO) that deals with the global rules or trade between nations. This organisation works to see that trade is conducted smoothly, predictably and as freely as possible. The WTO usually covers goods, services and intellectual property. As nations become members of WTO, they have to disclose all the laws and regulations they have adopted. Then, the WTO committees will work to see that the WTO agreements are properly followed by the member nation. In

Remote connectivity solution Essay Example | Topics and Well Written Essays - 750 words

Remote connectivity solution - Essay Example On the other hand, these both issues have direct influence on workers’ efficiency as well as the company’s profits. In order to deal with these issues, a large number of technologies and tools are extensively available, and Cisco’s Virtual Office solution is one of the most excellent solutions that offers a wide variety of capabilities such as safety, administration, agility, large scale deployment IP telephony, complete tool and service suite accessibility and resiliency. In addition, Cisco’s Virtual Office offers a visible end-to-end solution that allows business workers to manage jobs remotely as if they were on-site at a business center, which ultimately leads to improved efficiency and minimizes functional costs (Cisco Systems, 2008; Davis & Dhillon, 2006; Tomur, Deregozu, & Genc, 2008; Cascio, 2000). Best Practice The Cisco technology system has developed Virtual Office to provide a solid foundation and a model for how it visualizes corporation and h ow to assist and maintain remote/distributed workers to improve efficiency, increase worker happiness, and reduce security threats along with overall corporate operational expenses. In addition, the Cisco technology community expects that this project application will openly tackle 4 major aspects of change: a site-to-site â€Å"for all time on† VPN (virtual private network) link with the client, that is completely incorporated into the business network. The implementation of this technology will facilitate with a complete variety of communication technology based systems. In this scenario, a firm can communicate via voice, transfer data, real-time communication and video collaboration services all work effectively over the systems. Moreover, these practices will offer a capability to remotely apply, handle, and implement business strategies/standards across a network of extensively dispersed remote access points, at the same time as facilitating the development of the teleco mmuting network with an effective solution to deal with security vulnerabilities (Landau, Vollath, & Chen, 2002; Cisco Systems, 2008; Tyson, 2013). Advantages The implementation of this technology renovates a number of traditional practices of a business organization. Basically, the implementation of this technology will offer a capability to remotely handle and push business policies/standards throughout a network of extensively scattered remote access points, at the same time as allowing for the development of the telecommunication network without creating new network security based issues and vulnerabilities. This solution encompasses a variety of best practices to improve the capability to offer complete visibility of the communication through remote site and remotely organized router in a way that is transparent to the end user. Additionally, these practices also offer excellent support for a wide variety of converged systems. In addition, with this solution a business organiza tion puts together IP telephony into the remote site/home. This offers the capability in "single-number reach-ability," with workers having the same phone number at the business desk and in the home office, which results in less additions and telephony\ accounts to handle and considerably lower

Recent Trends in Hrm Essay Example for Free

Recent Trends in Hrm Essay Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations. There is a need for multi skill development. Role of HRM is becoming all the more important. Some of the recent trends that are being observed are as follows: †¢ The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people centric organizations. Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training. Charles Handy also advocated future organizational models like Shamrock, Federal and Triple I. Such organizational models also refocus on people centric issues and call for redefining the future role of HR professionals. †¢ To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost. Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization. Exult, the international pioneer in HR BPO already roped in Bank of America, international players BP Amoco over the years plan to spread their business to most of the Fortune 500 companies. †¢ With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower. NEW TRENDS IN INTERNATIONAL HRM International HRM places greater emphasis on a number of responsibilities and functions such as relocation, orientation and translation services to help employees adapt to a new and different environment outside their own country. Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse. Training and development extends beyond information and orientation training to include sensitivity training and field experiences that will enable the manager to understand cultural differences better. Managers need to be protected from career development risks, re-entry problems and culture shock. To balance the pros and cons of home country and host country evaluations, performance evaluations should combine the two sources of appraisal information. Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions. In many European countries Germany for one, law establishes representation. Organizations typically negotiate the agreement with the unions at a national level. In Europe it is more likely for salaried employees and managers to be unionized. HR Managers should do the following things to ensure success- †¢ Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats. †¢ Employ innovative reward plans that recognize employee contributions and grant enhancements. †¢ Indulge in continuous quality improvement through TQM and HR contributions like training, development, counseling, etc †¢ Utilize people with distinctive capabilities to create unsurpassed competence in an area, e. g. Xerox in photocopiers, 3M in adhesives, Telco in trucks etc. †¢ Lay off workers in a smooth way explaining facts to unions, workers and other affected groups e. g. IBM, Kodak, Xerox, etc. HR Managers today are focusing attention on the following- †¢ Policies- HR policies based on trust, openness, equity and consensus. †¢ Motivation- Create conditions in which people are willing to work with zeal, initiative and enthusiasm; make people feel like winners. †¢ Relations- Fair treatment of people and prompt redress of grievances would pave the way for healthy work-place relations. Change agent- Prepare workers to accept technological changes by clarifying doubts. †¢ Quality Consciousness- Commitment to quality in all aspects of personnel administration will ensure success. †¢ Due to the new trends in HR, in a nutshell the HR manager should treat people as resources, reward them equitably, and integrate their aspirations with corporate goals through suitable à ‚  India is being widely recognized as one of the most exciting emerging economics in the world. Besides becoming a global hub of outsourcing, Indian firms are spreading their wings globally through mergers and acquisitions. During the first four months of 1997, Indian companies have bought 34 foreign companies for about U. S. $11 billion dollars. This impressive development has been due to a growth in inputs (capital and labor) as well as factor productivity. By the year 2020, India is expected to add about 250 million to its labour pool at the rate of about 18 million a year, which is more than the entire labour force of Germany. This so called ‘demographic dividend’ has drawn a new interest in the Human Resource concepts and practices in India. Indian HRM in Transition One of the noteworthy features of the Indian workplace is demographic uniqueness. It is estimated that both China and India will have a population of 1. 45 billion people by 2030; however, India will have a larger workforce than China. Indeed, it is likely India will have 986 million people of working age in 2030, which will probably be about 300 million more than in 2007. And by 2050, it is expected India will have 230 million more workers than China and about 500 million more than the United States of America (U. S. ). It may be noted that half of India’s current population of 1. 1 billion people are under of 25 years of age. While this fact is a demographic dividend for the economy, it is also a danger sign for the country’s ability to create new jobs at an unprecedented rate. With the retirement age being 55 to 58 years of age in most public sector organizations, Indian workplaces are dominated by youth. Increasing the etirement age in critical areas like universities, schools, hospitals, research institutions and public service is a topic of considerable current debate and agenda of political parties. The divergent view, that each society has a unique set of national nuances, which guide particular managerial beliefs and actions, is being challenged in Indian society. An emerging dominant perspective is the influence of globalization on technological advancements, business management, and education and communication infrastructures are leading to a converging effect on managerial mindsets and business behaviors. And when India embraced liberalization and economic reform in the early 1990s, dramatic changes were set in motion in terms of corporate mindsets and HRM practices as a result of global imperatives and accompanying changes in societal priorities. Indeed, the onset of a burgeoning competitive service sector compelled a demographic shift in worker educational status and heightened the demand for job relevant skills as well as regional diversity. Expectedly, there has been a marked shift towards valuing human resources (HR) in Indian organizations as they become increasingly strategy driven as opposed to the culture of the status quo.