The Apple iPhone 4S IOS 5.0.2 Update Release Date

In October, hordes of Apple enthusiasts waited on queue outside for stores eager to get their hands on the new iPhone 4S. Although it took people hours to purchase the new phone, they didn't seem to mind since the iOS-powered handset was reward enough. Once they finally purchased the phone, jubilation could clearly be seen in their faces. However, after just a few days of using their new smartphone, they quickly realized a few problems.

Although not all users experienced issues, a number of users complained about a number of problems surrounding their new handsets. One of the problems was a short battery life. The phone did not last as long as expected. Another problem was white noise that affected voice calls. At first, it was reported that the problem occurs when headphones were plugged in. However, later reports revealed that it affected calls whether headphones were plugged in or not. The last problem was inadequate Wi-Fi connectivity and a weak phone signal.

Technology Update

At first, no one really knew what was going on. It was later revealed that there were issues with the software. One user updated his 4th generation iPhone to the latest iOS 5 software. This caused the problems to occur. Once he downgraded to the iOS 4, the problems ceased. Once he upgraded again, the problems re-occurred.

The Apple iPhone 4S IOS 5.0.2 Update Release Date

This is proof enough that the iPhone 4S was suffering from software problems. The Cupertino firm acknowledged the problem and later rolled out the iOS 5.0.1. Many thought that this would address the issues surrounding their new smartphone. However, users reported that it made the problem worse. Users who did not experience problems in the past were now experiencing issues.

According to reports, Apple is currently working on the iOS 5.0.2 to address the issues with their new software. Although they did not mention when this patch would be rolling out to the iPhone 4S, we believe that the company will waste time in issuing the update.

These days, there is a larger focus in offering handsets that sport more powerful hardware and software. Despite offering a better mobile experience, this will also put a large strain on the phone's batteries. Furthermore, the software is new. Like any new operating system, a few bugs should be expected.

Currently, resolving these issues is Apple's top priority. So, expect the Cupertino tech giant to roll out the iOS 5.0.2 update for the iPhone 4S soon.

The Apple iPhone 4S IOS 5.0.2 Update Release Date

For the best iPhone 4S deals and iPhone 4 deals, visit us at PhonesLimited.co.uk.

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How to Refurbish Your Kitchen Cabinets - No Sweat

The question of how to refurbish your kitchen cabinets has been discussed by millions of home owners online and in my opinion there is no one best way of doing it. This is why it is also not possible to provide you with a comprehensive write-up on this broad subject. I will only provide information that should be enough to get you started.

First, there are many issues to consider before you start. For example, you need to make sure that the cabinets are still all right and need not be replaced. Typically built in kitchen cabinets are made of excellent wood and can last for some time. Just make sure you are comfortable re-working them or else you will be wasting your money and time.

Refurbish

In order to have a look you'll love you need to be aware of the style of home e.g. is it a ranch home or town home. Also ascertain the reasons why you need to refurbish the cabinets. Is it because they are dirty, they have the wrong color or simply tired of them.

How to Refurbish Your Kitchen Cabinets - No Sweat

Do you want to change of maintain the arrangement? Do you need new countertops? These are essential questions that you must have answers for before you start or else you will lose the whole vision and turn your kitchen into a mess you'll despise.

How to refurbish your kitchen cabinets tips
For a brighter effect on the cabinets, consider painting both the inside and outsider with a lighter shade than their current finish. Be careful of the grease that is embedded in the finish as it might cause problems in the future. If it can be cleaned just prime and paint. If the old finish in the cabinets looks all right and does not come off with your finger nails then just paint. If it comes off then you have to strip it especially if is easily removes around the knobs and handles. If the cabinet doors have thin veneer, which is coming off and is cracking then you probably cannot refurbish them. Even if you take it off chances are there will be nothing of value left thereafter. Do try do probably someone just put it on there to cover some peels, which means there is something useful under it

How to Refurbish Your Kitchen Cabinets - No Sweat

If you want my opinion I would say consider hiring a kitchen cabinet refacing company to come to your home for an obligation FREE consultation. This way you can have them look at your cabinets to determine their usability and also help you with a few technical stuff on how to refurbish your kitchen cabinets.

I know a website that can help you populate a list of RELIABLE kitchen cabinet refacing companies in your area. Simply click and go to:

http://www.kitchencabinetrefacingcompanies.com

It will cost you nothing to get a contractor to visit your home just to talk. If you don't like what they say, choose the next one in the list and if they all fail to impress you - go ahead and DIY. This is my honest most sincere recommendation!

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Comparing Refurbishing Cabinets to Buying New

Cabinets are one of the most important furniture at home. This is very much needed for storing all of your stuff: clothes, valuables, books, food and many others. That is the reason why most homes have cabinets scattered in its every room. You can see it in the kitchen, the living room, the garage, the bathroom, the bedroom and even in the patio. People just love having them because it is an integral tool for organizing. Anything that is not needed for the moment can be hidden but remains to be accessible for everyone who wants to use it.

Cabinets are not just there for storage purposes. They also have major contribution to the beauty of the room. Sometimes, they even become the focal point of the design. That is why in designing the room, one has to be careful in picking out the kind of cabinet to be used. Just like other furniture, it has a huge impact on the overall quality of the design in a room.

Refurbish

However, cabinets do undergo the normal wear and tear process. When signs of distress is observed, you may consider to replace the furniture. To do this, you may be faced with two choices: whether to go for refurbished cabinets or buy a new one.

Comparing Refurbishing Cabinets to Buying New

To help you out with the selection, check out the comparison...

Refurbished cabinets

From the word itself, you can tell that refurbished cabinets are just renovated or renewed old cabinets. You do not replace the mainframes but refurbishing is centered on reducing chemicals or elements that could cause further damage to the cabinet. Simply saying, refurbishing extends the life of your most-loved cabinets. In fact, if properly done, the original look of your cabinets (when you first saw it on the shelf) can be restored.

The good thing about refurbishing is that your cabinets will look like brand new at a lesser cost. As they say, it is the cheapest solutions to perk-up the looks of your rooms. This can be a good idea for staging your homes that if you are planning to sell your property in the future.

New Cabinets

You can buy pre-fabricated cabinets in the market or you can decide to make your own one. Pre-fabricated cabinets are the best item to buy if you want a quick solution for replacing your old cabinets. However, the cost of acquiring them is quite expensive, especially if reputable manufacturers made them. Most of them are made of top-quality wood. They are also pre-finished and designed according to the manufacturer's line of products. Therefore, when you buy them, you can just pick out a particular cabinet that could match with your interior design.

Customized cabinets take more time to make. This is because you will create the cabinet from the scraps. It can be expensive or cheap, depending on the materials you want to make. However, it is the best choice if you want a cabinet that meets your taste. You get to control the making process or if you have a design in mind, the builder gets to follow your specifications. Nevertheless, this is tedious compared to other options.

Now that you know the difference, you can make up your mind as to what kind of cabinets to pick. If you want to be cost-effective, choose refurbishing. However, if the cabinets is rotten or is already in poor quality, may be its time to replace it with something new.

Comparing Refurbishing Cabinets to Buying New

Are you looking for beautiful homes? Check out Sun Groves Homes for Sale and Chandler Sun Groves Real Estate for more information.

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Knowledge Mapping

This module focuses on the basics of Knowledge Mapping, its importance, principles, and methodologies.

Key Questions

Technology Update

What is K-map? What does the K-map show, and what do we map? Why is K-mapping so important? What are some of the key principles, methodologies, and questions for K-mapping? How do we create K-map?

Knowledge Mapping

Background

Each of the past centuries has been dominated by single technology. The eighteenth century was the time of the great mechanical systems accompanying the Industrial Revolution. The nineteenth century was the age of steam engine. After these, the key technology has been information gathering, processing and distribution. Among other developments, the installation of world wide telephone networks, the invention of radio and television, the birth and unprecedented growth of the computer industry and the launching of communication satellites are significant. Now people started to think that only information is not enough, what matters is Knowledge. So there has been seen shift from Information to Knowledge.

A bit of information without context and interpretation is data such as numbers, symbols.

Information is a set of data with context and interpretation. Information is the basis for knowledge.

Knowledge is a set of data and information, to which is added expert opinion and experience, to result in a valuable asset which can be used or applied to aid decision making. Knowledge may be explicit and/or tacit, individual and/or collective.

The term -Knowledge Mapping- seems to be relatively new, but it is not. We have been practising this in our everyday life, just what we are not doing is - we are not documenting it, and we are not doing it in a systematic way. Knowledge Mapping is all about keeping a record of information and knowledge you need such as where you can get it from, who holds it, whose expertise is it, and so on. Say, you need to find something at your home or in your room, you can find it in no time because you have almost all the information/knowledge about -what is where- and -who knows what- at your home. It is a sort of map set in your mind about your home. But, to set such a map about your organisation and organisational knowledge in your mind is almost impossible. This is where K-map becomes handy and shows details of every bit of knowledge that exists within the organisation including location, quality, and accessibility; and knowledge required to run the organisation smoothly - hence making you able to find out your required knowledge easily and efficiently.

Below are some of the definitions:

It's an ongoing quest within an organization (including its supply and customer chain) to help discover the location, ownership, value and use of knowledge artifacts, to learn the roles and expertise of people, to identify constraints to the flow of knowledge, and to highlight opportunities to leverage existing knowledge.

Knowledge mapping is an important practice consisting of survey, audit, and synthesis. It aims to track the acquisition and loss of information and knowledge. It explores personal and group competencies and proficiencies. It illustrates or "maps" how knowledge flows throughout an organization. Knowledge mapping helps an organization to appreciate how the loss of staff influences intellectual capital, to assist with the selection of teams, and to match technology to knowledge needs and processes.

- Denham Grey

Knowledge mapping is about making knowledge that is available within an organisation transparent, and is about providing the insights into its quality.

- Willem-Olaf Huijsen, Samuel J. Driessen, Jan W. M. Jacobs

Knowledge mapping is a process by which organisations can identify and categorise knowledge assets within their organisation - people, processes, content, and technology. It allows an organisation to fully leverage the existing expertise resident in the organisation, as well as identify barriers and constraints to fulfilling strategic goals and objectives. It is constructing a roadmap to locate the information needed to make the best use of resourses, independent of source or form.

-W. Vestal, APQC, 2002

(American Productivity & Quality Center)

Knowledge Map describes what knowledge is used in a process, and how it flows around the process. It is the basis for determining knowledge commonality, or areas where similar knowledge is used across multiple process. Fundamentally, a process knowledge map cntains information about the organisation?s knowledge. It describes who has what knowledge (tacit), where the knowledge resides (infrastructure), and how the knowledge is transferred or disseminated (social).

-IBM Global Services

How are the Knowledge Maps created?

Knowledge maps are created by transferring tacit and explicit knowledge into graphical formats that are easy to understand and interpret by the end users, who may be managers, experts, system developers, or anybody.

Basic steps in creating K-maps:

Basic steps - creating K-maps for specific task

The outcomes of the entire process, and their contributions to the key organisational activities Logical sequences of all the activities needed to achieve the goal Knowledge required for each activity gives the knowledge gap Human resource required to undertake each activity shows if recruitment is needed
What do we map?

The followings are the objects we map:

Explicit knowledge subject purpose location format ownership users access right

expertise skill experience location accessibility contact address relationships/networks

the people with the internal processing knowledge

codified organisational process knowledge

What do the knowledge maps show?

Knowledge map shows the sources, flows, constraints, and sinks of knowledge within an organisation. It is a navigational aid to both explicit information and tacit knowledge, showing the importance and the relationships between knowledge stores and the dynamics. The following list will be more illustrative in this regard:

Available knowledge resources Knowledge clusters and communities Who uses what knowledge resources The paths of knowledge exchange The knowledge lifecycle What we know we don?t know (knowledge gap)

Activity: 1

>> Can you create your personal knowledge map which shows the types and location of knowledge resources you use, the channels you use to access knowledge?

Where does knowledge reside?

Knowledge can be found in

Correspondents, internal documents Library Archives (past project documents, proposals) Meetings Best practices Experience Corporate memory

Activity: 2

>> What are the other places where you can find knowledge?

What are the other things to be mapped?

Benefits of K-mapping

In many organisations there is a lack of transparency of organisation wide knowledge. Valuable knowledge is often not used because people do not know it exists, even if they know the knowledge exists, they may not know where. These issues lead to the knowledge mapping. Followings are some of the key reasons for doing the knowledge mapping:

to find key sources of knowledge creation to encourage reuse and prevent reinvention to find critical information quickly to highlight islands of expertise to provide an inventory and evaluation of intellectual and intangible assets to improve decision making and problem solving by providing applicable information to provide insights into corporate knowledge

The map also serves as the continuously evolving organisational memory, capturing and integrating the key knowledge of an organisation. It enables employees learning through intuitive navigation and interrogation of the information in the map, and through the creation of new knowledge through the discovery of new relationships. Simply speaking, K-map gives employees not only -know what-, but also -know how-.

Key principles of Knowledge Mapping

Because of their power, scope, and impact, the creation of organisational-level knowledge map requires senior management support as well as careful planning Share your knowledge about identifying, finding, and tracking knowledge in all forms Recognise and locate knowledge in a wide variety of forms: tacit, explicit, formal, informal, codified, personalised, internal, external, and permanent Knowledge is found in processes, relationships, policies, people, documents, conversations, links and context, and even with partners It should be up-to-date and accurate

K-mapping - key questions

Knowledge map provides an assessment of existing and required knowledge and information in the following categories:

What knowledge is needed for work? Who needs what? Who has it? Where does it reside? Is the knowledge tacit or explicit? What issues does it address? How to make sure that the K-mapping will be used in an organisation?

Note:

K-maps should be easily accessible to all in the organisation It should be easy to understand, update and evolve It should be updated regularly It should be an ongoing process since knowledge landscapes are continuously shifting and evolving

Offline Readings:

K-mapping tools K-mapping tool selection Creating knowledge maps by exploiting dependent relationships Creating knowledge structure map? White pages KM jargon and glossary

Online Resource: http://www..voght.com/cgi-bin/pywiki?KnowledgeMapping

K-mapping Tools:

MindMapping Inspiration IHMC (cmap.ihmc.us/) (need to have.NET Framework and JavaRunTime installed in your computer)

(Learn more about KM tool selection at http://www.voght.com/cgi-bin/pywiki?KmToolSelection )
________________________________________

Categorised K-mapping

Social Network Mapping:

This shows networks of knowledge and patterns of interaction among members, groups, organisations, and other social entities who knows who, who goes to whom for help and advice, where the information enters and leaves the groups or organisation, which forums and communities of practice are operational and generating new knowledge.

Competency Mapping:

With this kind of mapping, one can create a competency profile with skill, positions, and even career path of an individual. And, this can also be converted into the?organisational yellow pages? which enables employees to find needed expertise in people within the organisation.

Process-based Knowledge Mapping:

This shows knowledge and sources of knowledge for internal as well as external organisational processes and procedures. This includes tacit knowledge (knowledge in people such as know-how, and experience) and explicit knowledge (codified knowledge such as that in document).

Conceptual Knowledge Mapping:

Also sometimes called -taxonomy-, it is a method of hierarchically organising and classifying content. This involves in labelling pieces of knowledge and relationships between them. A concept can be defined as any unit of thought, any idea that forms in our mind [Gertner, 1978]. Often, nouns are used to refer to concepts [Roche, 2002]. Relations form a special class of concepts [Sowa, 1984]: they describe connections between other concepts. One of the most important relations between concepts is the hierarchical relation (subsumption), in which one concept (superconcept) is more general than another concept (subconcept) like Natural Resource Management and Watershed Management. This mapping should be able to relate similar kind of projects and workshops conducting/conducted by two different departments, making them more integrated.

Knowledge is power, broadly accessible, understandable, and shared knowledge is even more powerful!

Knowledge Mapping

Deependra Tandukar: http://dt.coremag.net

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Windows Vista Repair

Now that just about everyone knows how to use the XP Recovery Console Microsoft's newest OS does not contain one. Not to worry we have a detailed article that will walk you through how to use these great new features in Vista.

The Purpose of this article is to teach you how to make vista repairs if you are having startup issues or you can't seem to use the vista system restore option. There are two ways to use these options and they depend on if you have a Windows Vista install disk or if Vista was pre-installed on your OS you will have a ghost image on your hard drive.

Technology Update

If you have the windows vista repair disk: (This should be your backup copy of Vista if you made one)
PLEASE NOTE: This Vista install CD can be run from within Vista. Just insert the CD once Vista has loaded up and go to install, go > Install Now > Upgrade.

Windows Vista Repair

1. Boot up with the Vista install disc

2. You should see a screen that says "Windows is loading files"

3. After a few minutes you will get a language option. Select your language and hit next.

4. On the install screen select "Repair your computer"

5. Windows will find your copy of Vista on the machine

6. Select your copy of Vista and click next

7. You will now see the following options.

* Startup repair - This automatically fixes problems that are preventing Windows from starting

* System Restore - This will Restore Windows to an earlier point in time

* Windows Complete PC Restore - This will completely restore your entire PC - programs, system settings and files - from a back up that you have previously created (Available in Windows Vista Business, Enterprise and Ultimate editions only)

* Windows Memory Diagnostic Tool - This checks your computer's memory hardware for errors

* Command Prompt

8. Assuming you are using this option because you were unable to boot to Windows Vista select the system Restore option and then select the date you would like to go back to. If your OS is fine you can always use the startup repair option.

Pre-Installed and OEM versions: (please check with your manufacturer fist. They may have replaced these tools with their own.

1. Turn your computer on and start pressing the F8 key. If you see the Windows Vista Logo you have gone too far and need to reboot and try again

2. You will get an advanced options screen. Select the "Repair your computer option" and hit enter.

3. Select your language and hit next.

4. Enter your user name and password and then next.

5. The recovery options should now appear.

6. In most cases just using the system restore to set your computer back will solve your issue. If this is not the case try the Startup repair option.

Windows Vista Repair

For all your computer repair needs please go to windows Vista repair. If you would like to just have your computer fixed for you right now online and at a great price then you should consider online computer repair

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SAP Modules

The SAP FI (Financial Accounting) Module has the competence of meeting all the accounting and financial needs of an organization. Along with other managers, Financial Managers within your business and same module can review the financial position of the company in real time as contrasted to legacy systems which necessitate overnight updates before financial statements frequently and can be generated for management review. The real-time functionality of the SAP modules allows for better decision making and strategic planning. The FI Module incorporates with other SAP Modules such as MM (Materials Management), PP (Production Planning), SD (Sales and Distribution), PM (Plant Maintenance), and PS (Project Systems). The FI Module also assimilates with HR (Human Resources) that includes PM (Personnel Management), Time Management, Travel Management, Payroll. Document transactions occurring within the precise modules generate account postings by means of account determination tables.

The SAP CO (Controlling) Module endow with supporting information to Management for the purpose of planning, reporting, as well as monitoring the operations of their business. Management decision-making can be achieved with the level of information provided by this module. The Cost Element Accounting component provides information which includes both the costs and revenue for an organization. These postings are updated automatically from FI to CO. The cost elements are the foundation for cost accounting and facilitate the User the ability to display costs for each of the accounts that have been assigned to the cost element. Cost Center Accounting provides information on the costs incurred by your business. You have the ability to assign Cost Centers to departments and managers responsible for certain areas of the business as well as functional areas within the SAP. Cost Centers can be created for such functional areas as Marketing, Purchasing, Human Resources, Finance, Facilities, Information Systems, Administrative Support, Legal, Shipping/Receiving, or even Quality.

Technology Update

Some of the benefits of Cost Center Accounting:

SAP Modules

(1) Managers can set Budget/Cost Center targets

(2) Cost Center visibility of functional areas of your business

(3) Planning

(4) Availability of Cost allocation methods and

(5) Assessments of costs to other cost objects.

Internal Orders provide a means of tracking costs of a specific job, service, or task. Internal Orders are used as a method of gathering those costs and business transactions that are linked to the task. This level of monitoring can be very detailed but allows management the ability to review Internal Order activity. Activity-Based Costing authorize a better definition of the source of costs to the process driving the cost and it also enhances Cost Center Accounting that allows for a process-oriented and cross-functional view of your cost centers. Product Cost Controlling allows management the capability to examine their product costs and to make decisions on the optimal price to market their products. The methods which can be utilized for EC-PCA (Profit Center Accounting) are period accounting or by the cost-of-sales approach. Profit Centers can be set-up to identify product lines, divisions, geographical regions, offices, production sites or by functions. Profit Centers are used for Internal Control purposes enabling management the ability to review areas of responsibility within their organization.

SAP Modules

Ron Victor is a SEO copywriter for http://www.simplysap.com
He written many articles in various topics. For more information visit http://www.simplysap.com
Contact him at ron.seocopywriter@gmail.com

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Hot Christmas Toys For 2011: 12 Most Wanted Toys

From the latest survey we conducted we have gathered a list of the top 12 hot Christmas toys that are recognized by many buyers to be the best gifts for Christmas to kids of all ages. My team of toy lovers recently conducted a survey on what toys most kids want to receive for Christmas. Not only the kids but also the want-to-be kids participated in the latest survey we conducted. At first we asked them what are the 10 toys they would like to include in their wish list for Christmas and they gave us the most promising results so far.

We could have just given a list of the top 10 Christmas toys, but the two other toys seem promising that we couldn't just help but include them in the list. I hope that find this article very helpful in your research.

Technology Update

Below are the twelve of the hot Christmas toys of 2011. They are not arranged in any particular order to avoid being biased opinions in our side:

Hot Christmas Toys For 2011: 12 Most Wanted Toys

1. Lego City 3182 - It comes with a Lego Airport with passenger plane that really looks like a real plane but it can be detached to form anything imaginable!

2. Fireman Sam kit - this one is popular with pre-schools.

3. GoGo My Walking Pup - It barks and moves like a real puppy and its battery driven.

4. Toy story III comes with Jet pack buzz light-year.

5. V-tech camera- This fancy camera can easily film videos.

6. Monopoly Revolution- one of the noticeable changes in this game is the electronic sound effects that can be manually switch on or off.

7. Moon Dough- It's a kiddy toy can create farm animals.

8. Nerf N Strike Stampede ECS- this one comes with sixty different projectiles with it.

9. Paper Jams Guitar- basically this toy is made out of paper that enables kids to write or record their songs that is featured with real chords.

10. Pump loons- This one is a fun to play with race game. The goal of the game is to inflate different characters with different colors.

11. Sylvania Families- this is a girls toys. One of the most wanted toys for girls in the market.

12. The Sing a Ma Jigs- this musical toy is composed of four different characters, each one creating different and bizarre tones. The sounds will make you grin but it's quite appealing to the kids.

What makes this top 12 Christmas toys the best survey we have so far is the fact that we actually ask the parent of the kids to participate in the survey as well. About 100 kids participated in this survey and I can say that we did have a successful campaign.

Hot Christmas Toys For 2011: 12 Most Wanted Toys

Get the latest update on the hot Christmas toys available now. You can read reviews and learn more about toys for Christmas like the sing a ma jigs.

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Creating a Facebook Account

Creating a Facebook account is simple and easy. As soon as the Facebook homepage loads, there is an application to create an account on the right side of the screen, ready to be filled out. Start by entering your first and last name in the spaces provided. Next, enter an e-mail that you can be easily reached at, then create a password. Try not to use any personal information and pick an alphanumeric code that is easily remembered. After entering this information, use the drop down menus to choose your gender and date of birth. Lastly, Click "Sign Up".

This next section is a security check section. The code you will be entering will tell the site that you are a real human being. Enter in the two words with the appropriate capitalization and characters. Remember to put a space in between the two phrases. If you're having trouble reading the words, you can click on the highlighted link entitled "an audio CAPTCHA" to hear another phrase. After you have entered the information needed to continue, click "Sign Up" once more.

Technology Update

This will take you to a three step process. This process will allow you to customize you Facebook information, add friends and add a picture to your main profile. If any of the steps provided are of no use to you, you can click on the "Skip this step" link at the bottom, right hand side at anytime to move onto the next step.

Creating a Facebook Account

The first step will have you adding friends and family to your Facebook. Based on your Internet Protocol address, or IP, Facebook can determine your location and suggest people you may be interested in adding. Simply click on "Add friend" if you'd like to add someone, or click "Ignore" to remove them from this section completely. Friends can always be added later using the search engine provided after signing up. When you're done adding friends, you will automatically be taken to the next step.

Step Two will have you add your schools and work information so you can join a Facebook Network. Enter in your secondary school and college, or university. Next, use the drop down menus to identify what year you left. If you are employed and want to make your place of employment public, enter in the company you work for in the "Company" box, then hit the "Save and Continue" button. This will take you to another contact adding section, where you can add people who attend or have attended your secondary school, college, university or place of employment. Again, repeat Step One's process to add these contacts to your friends list on Facebook.

The final step, Step Three, will allow you to add a photo of yourself. You can take a new picture using the "Take a Photo" with a web camera, or upload a previously taken photo from your computer. If you are uploading a picture from your computer, a box will open inside of Facebook. Click on the "Browse" button, select the folder the picture is located in on your computer, and click on the picture you'd like to use. If you are taking a new picture, this will also open a new window in Facebook. Click on "Save picture" to take a picture of yourself. When you are done adding a photograph of yourself, click "Save and Continue".

Check your e-mail and click on the link provided to verify your account is real. You will then be taken to your new Facebook homepage, and you're done. Have fun adding friends, posting links, and connecting to others with one of the largest social networking sites on the web!

Creating a Facebook Account

Garry is a Facebook regular. He has recently published an article about Facebook Login problems at his technology news site.

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Human Resource Information System - HRIS

Human Resource Information Systems

The purpose of this paper is to identify other companies who have faced similar human resources issues in regards to information technology. Through benchmarking different companies we can learn how other companies have handled certain human resources issues related to information technology, information systems, new technology, and data security. An overall analysis has been completed using research on IBM Europe, Ameriprise Financial, Terasen Pipelines, Shaw’s Supermarkets, CS Stars LLC, IBM, WORKSource Inc., and Toshiba America Medical Systems, Inc. This paper also includes eight synopses of companies facing similar issue to those in the reading.

Technology Update

New Technology

Human Resource Information System - HRIS

With the changing world and constant new technology that is available, managers need to be aware of the technology that will increase effectiveness in their company. Human resource information systems (HRIS) have increasingly transformed since it was first introduced at General Electric in the 1950s. HRIS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HRIS systems that are used today. Human resource professionals began to see the possibility of new applications for the computer. The idea was to integrate many of the different human resource functions. The result was the third generation of the computerized HRIS, a feature-rich, broad-based, self-contained HRIS. The third generation took systems far beyond being mere data repositories and created tools with which human resource professionals could do much more (Byars, 2004).

Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing numbers of employees. Terasen Pipelines moved its headquarters from Vancouver to Calgary to be closer to the oil and realized a major growth in employees. In the past recording keeping was done on paper and with spreadsheets. Mangers at Terasen realized that there was a need to change to a more computerized system and looked into different HRIS vendors. By making the move to a HRIS system, Terasen is able to keep more accurate records as well as better prepare for future growth. Another company that saw the benefits of keeping up with new technology is WORKSource Inc. To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic pay stub, electronic timesheet software, time-off system, and human resource information system (“Tips,” 2006). By adapting these new programs, WORKSource was able to reduce waste and cost.

The Internet is an increasingly popular way to recruit applicants, research technologies and perform other essential functions in business. Delivering human resource services online (eHR) supports more efficient collection, storage, distribution, and exchange of data (Friesen, 2003). An intranet is a type of network used by companies to share information to people within the organization. An intranet connects people to people and people to information and knowledge within the organization; it serves as an “information hub” for the entire organization. Most organizations set up intranets primarily for employees, but they can extend to business partners and even customers with appropriate security clearance (Byars & Rue, 2004).

Applications of HRIS

The efficiency of HRIS, the systems are able to produce more effective and faster outcomes than can be done on paper. Some of the many applications of HRIS are: Clerical applications, applicant search expenditures, risk management, training management, training experiences, financial planning, turnover analysis, succession planning, flexible-benefits administration, compliance with government regulations, attendance reporting and analysis, human resource planning, accident reporting and prevention and strategic planning. With the many different applications of HRIS, it is difficult to understand how the programs benefit companies without looking at companies that have already benefited from such programs.

One such company is IBM. IBM has a paperless online enrollment plan for all of its employees. Not only has the online enrollment saved the company 1.2 million per year on printing and mailing costs, the employees enjoy working with the online plan. "Since we began offering online enrollment, we've learned that employees want web access," Donnelly [Senior Communications Specialist] says, so they can log on at home rather than through the company intranet. So the company has been working to put in place a web-based enrollment system that employees and retirees can access from anywhere (Huering, 2003). By utilizing the flexible-benefits application HRIS has to offer, IBM was able to cut costs and give employees the freedom to discover their benefits on their own time and pace.

Another company that has taken advantage of HRIS applications is Shaw’s Supermarkets. In order for Shaw’s to better manage its workforce, the company decided it was time to centralize the HR operations. After looking at different options, Shaw’s decided to implement an Employee Self Service (ESS) system. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information and other payroll related information (Koven, 2002). By giving employees access to their personal information and the ability to update or change their information as needed, HR was given more time to focus on other issues. Understanding the different applications HRIS has to offer will give companies the chance to increase employee efficiency and reduce costs.

Measuring the Effectiveness of HRIS

The evaluation should determine whether or not the HRIS has performed up to its expectations and if the HRIS is being used to its full advantage (Byars & Rue, 2004). One of the most significant challenges faced by public personnel executives today is measuring the performance of their human resources information system (HRIS) In order to justify the value-added contribution of the HRIS to accomplishing the organization's mission (Hagood & Friedman, 2002). Implementing an HRIS program may seem a necessary stem for a company, but unless it will be an effective tool for HR operations, it will not help increase efficiency and may hinder it instead.

One company that implemented a HRIS system is Toshiba America Medical Systems, Inc. (TAMS). TAMS put all employee benefits information online and created an open enrollment option when TAMS changed healthcare providers. Almost immediately upon rolling out the UltiPro portal [new HRIS technology] to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004). By determining the efficiency of the new program, TAMS was able to realize the benefits of the new HRIS system.

Security of HRIS

The privacy of employee information has become a major issue in recent years. With identity theft becoming a common problem, employees are becoming more sensitive about who sees their personal information, and the security it is kept in. By making sure employee information that is kept in the HRIS is relevant to the company and making sure there is limited access (password protection) to such information, companies can make its employees more secure with the safety of their information. Whether electronic or paper, employee files deserve to be treated with great care. Establishing security and end-user privileges calls for a balance of incorporating, HR policy, system knowledge and day-to-day operations (O’Connell, 1994).

One company that faced a major security issue was CS Stars, LLC. CS Stars lost track of one of its computers that contained personal information that included names, addresses and social security numbers of workers compensation benefits. The bigger problem was that CS Stars failed to notify the affected consumers and employees about the missing computer. Though the computer was retrieved and no information seemed to have been harmed, many employees lost their sense of security with the company. New York's Information Security Breach and Notification Law, effective in December 2005, requires businesses that maintain computerized data which includes private information to notify the owner of the information of any breach of the security of the system immediately following discovery, if the private information was, or is reasonably believed to have been, acquired by a person without valid authorization (Cadrain, 2007).

Another company that experienced a breach in security is Ameriprise Financial. In late 2005, a computer that contained personal information on clients and employees was stolen. Because many of the employees at Ameriprise take their computers between work and home, the company determined there was a need to put more security into those computers. Ameriprise made sure all employees had the new security suite installed on their computers. By responding quickly to the need for more security, Ameriprise made sure all information is being kept secure. Making sure employees information is kept as secure as possible there will be more trust in the company and the HR employees working with that information.

Conclusion

IBM, Terasen Pipeline, CS Stars LCC, and Toshiba America Medical Systems, Inc. are good examples of companies facing issues similar to human resources information technology and human resources information systems. All of these companies know the importance of new technology, human resources information systems, and data security. The remainder of this paper provides synopses of more companies facing human resources issues, how the company responded to the issues, and the outcomes of the company’s responses.

Companies Benchmarked

IBM Europe

The Situation:

IBM is a global organization offering research, software, hardware, IT consulting, business and management consulting, ring and financing. It employs around 340,000 people, speaking 165 languages across 75 countries, and serving clients in 174 countries. In January 2007, IBM established a separate “new media” function within its corporate communication department. IBM main goal is to educate, support, and promote programs that utilize social media. IBM Europe decided to expand internal communication by blogging guidelines. The recognition was that blogging was already happening among IBMers, just in an unregulated way. In a similar way, institutionalizing a function to deal specifically with new media is not a corporate move, or establishing from scratch. It’s a response to the issues already emerging in the company. Now that those technologies are here, people are using them, they’re growing and there here to stay-we’re just going to put some structure around them so that we can try to optimize their use.” The users decide what technologies they want to use and how they want to use them. That main idea is that IBM understands that they must remember to respect the fact that social media are social. IBM had the need to connect its 340,000 global employees more effectively.

The Response:

IBM’s intent around social media has now been officially formalized. From January 22 2007, the company established a separate “new media” function within its corporate communication department. “Its remit: To act as expert consultants inside and outside IBM on issues relating to blogs, wikis, RSS and other social media applications. The main idea is to educate, support and promote programs that utilize these tools. IBM has a history of being a t the forefront of technology based corporate communication. From the multimedia brainstorming “WorldJam” that made news headlines back in 2001 in which 50,000 employees worldwide joined a real time, online idea-sharing session about the company’s direction. IMB has always prepared itself to use breakthrough technologies to establish a two-way dialogue with its employees. The need for social media was necessary and could no longer wait.

The Outcome:

In the last few years IBM has been recognized as being the vanguard of social-media use: IBM was on of the first Fortune 500 companies to get behind collaborative wikis, published internal blogging guidelines as far back as 2003, and is now moving fast beyond RSS and podcasts into videocasting and “virtual world” technologies like Second Life. The intranet search facility extends to all areas of the site, including new media aspects. When an employee logs onto their portal an executes a key word search, the results they get back not only come from the main intranet pages, but include results from IBM forums, wikis, blogs and podcast/videocasts tags. IMB has an understanding that employees are no longer staying in a company their entire lives. It’s just not like that any more. In Belgium for example over 50 percent of 2,300 employees have been there fewer than five years. The company has come to the conclusion that with an increasingly young and mobile workforce, the likelihood is that an employee population full of a younger generation, for whom these tools are part and parcel of life, is not that far away. In years to come IBM will have to deal with employee base for which blogging is just the natural way to interact over a web platform. IBM has created centralized platforms for most tools that fall under its remit, which includes wikis. For Philippe Borremans, new media lead Europe for IBM, has the potential business applications of a wiki cover two broad benefits: Collaborating and knowledge sharing. IBM has scored some notable successes on both fronts in the near 5000 wiki pages now up and running in the organization. The company has been a huge pick-up in interest in podcasting over the last 18 months writing can seem such a technical skill, whereas people feel they can talk more freely than they can write. One of the most consistently popular IBM podcasts, with over 20,000 downloads a week.

Ameriprise Financial

The Situation:

The Department of Justice survey estimates that 3.6 million U.S. households were victims of identity theft in 2004. Trafficking in personal date goes beyond U.S. borders: the New York Times reports that stolen financial information is often distributed among participants of online trading boards, and the buyers are frequently located in Russia, Ukraine, and the Middle East. One reason clients are concerned about data security is the widespread publicity generated by breaches at financial services firm. In late December 2205, an Ameriprise Financial employee’s laptop that contained unencrypted data on approximately 230,000 customers and advisors was stolen from a car. Other financial services firm, including Citigroup and Bank of America, also acknowledge large-scale customer data losses in 2005. President of NCS, Rita Dew, a compliance consulting firm in Delray Beach, Florida, says that the Securities and Exchange Commission requires investment advisors to have policies and procedures that address the administrative, technical, and physical safeguards related to client records and information.

The Response:

Ameriprise Financial had to fight back and had to implement “layers of protection.” It is important for employees who their primary business computer, and employees regularly transport the computer between home, office, and meeting sites. The vulnerability of this arrangement and the need for a safety software program is much needed.

The Outcome:

Employees who are transporting lab tops should install the Steganos Security Suite on their computer. This software allows employees to create an encrypted virtual drive on the laptop that serves as data storage safe. Employees stores all client related data and tax preparation software database on the encrypted drive, which employees has set up with one gigabyte of storage space. The best thing is that when an employee turns off the computer the information is stored “safe”, the software automatically encrypts the virtual drive’s data. The software also generates encrypted backup files, which employees store on CDs in a fireproof safe. This should keep the data secure if any employee’s laptop is stolen or if the drive is removed from the laptop. Other financial advisors are relying on encryption both in and out of the office. Other programs that are being used to protect client’s information are RAID Level 1 system to store data on the drives that are encrypted with WinMagic’s SecureDocs software. Encryption ensures that anyone who steals the computer will be absolutely unable to read the data, even by connecting it to another computer as a “slave drive. This has given many financial advisors the greatest peace of mind.

Terasen Pipelines

The Situation:

Terasen Pipelines is a subsidiary of Terasen Inc. located in Vancouver, Canada and is located in several provinces and U.S. states. In 2001 the company changed its headquarters to Calgary to be closer to the oil. With the big move, the company went through a growth spurt. With the company in many different locations and the growing numbers of employees, the HR department saw a need to find a new system to keep more accurate records.

The Response:

In the past Terasen had kept records on paper and with spreadsheets and with the growth of the company, this system does not work as well as in the past. In order to compensate for future growth, Terasen began to look into HRIS companies to help with the HR operations. After researching different companies, Hewitt’s application service provider model with eCyborg was found to be the right fit.

The Outcome:

Although there was difficulty adapting to a new way of recordkeeping, Terasen was able to find a system that will help support the current and future growth of the company. Fortunately, some of the HR staff had experience working with an HRIS and were able to help their colleagues imagine new processes, as aided by a system. One theme often voiced throughout this process was: "You guys don't know how hard we're working when we can make it so much easier with a system that could do a lot of this for us. You don't always have to run to the cabinet for the employee file just to get basic information. It can all be at your fingertips." (Vu, 2005). In order to help Terasen ease the HR burden of implementing a new HR system, the management of Terasen was convinced to look for a vendor to help implement and maintain a HRIS system. This system has helped Terasen better prepare for current and future growth.

Shaw’s Supermarkets

The Situation:

Shaw’s Supermarkets is the second largest supermarket chain in New England. With a workforce of 30,000 located at 180 stores throughout six states, Shaw's HR staff is responsible for managing employees' personal data. Their employee mix includes approximately 70 percent part-time employees, consisting of students, senior citizens, second-job part-timers, and career part-timers. One third of the workforce is made up of union associates, and Shaw's staff oversees the company's involvement with three unions and six separate contracts (Koven, 2002). In order to help manage the workforce, the HR staff became interested in centralizing its HR operations.

The Response:

In order to centralize HR operations Shaw’s decided to implement an ESS (employee self-service) solution. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information and other payroll related information.

The Outcome:

Shaw’s has had positive feedback since implementing the ESS solution. "The reaction from our employees has been extremely positive," Penney, VP of Compensation and Benefits, says. "We even had a significant increase in our medical coverage costs, and it was almost a non-issue because the online enrollment featured the plan choices, the employee cost, and the company subsidy. An employee self-service application makes it very easy for them to understand their contributions and coverage options. I received several e-mails from employees saying this was a great change and how easy ESS was, which the case is not often when employees are selecting their benefit options." (Koven, 2002). By giving the employees more access to their information they are able to see the benefit choices available to them. Employees are also able to update their information online, which helps reduce the paperwork of the past. Shaw’s has also seen improvement in productivity because employees are updating information at home, not during work hours.

CS Stars, LLC

The Situation:
New York Attorney General Andrew Cuomo has announced that New York State has reached its first settlement with a company charged with failing to notify consumers and others that their personal data had gone missing. Cuomo’s office, which enforces the state’s 2005 Information Security Breach and Notification Law, charged CS STARS LLC, a Chicago-based claims management company, with failing to give notice that it had lost track of a computer containing data on 540,000 New Yorkers’ workers’ comp claims.

The Response:

The owner of the lost data, which had been in the custody of CS STARS, was the New York Special Funds Conservation Committee, an organization that assists in providing workers’ comp benefits under the state’s workers' comp law. On May 9, 2006, a CS STARS employee noticed that a computer was missing that held personal information, including the names, addresses, and Social Security numbers of recipients of workers’ compensation benefits. But CS Stars waited until June 29, 2006, to notify Special Funds and the FBI of the security breach. Because the FBI declared that notice to consumers might impede its investigation, CS STARS waited until July 8, 2006, to send notices to the 540,000 New Yorkers affected by the breach. On July 25, 2006, the FBI determined an employee, of a cleaning contractor, had stolen the computer, and the missing computer was located and recovered. In addition, the FBI found that the data on the missing computer had not been improperly accessed.

The Outcome:

New York's Information Security Breach and Notification Law, effective in December 2005, requires businesses that maintain computerized data which includes private information to notify the owner of the information of any breach of the security of the system immediately following discovery, if the private information was, or is reasonably believed to have been, acquired by a person without valid authorization. The law affects not only businesses in their dealings with their customers, but employers in their role as custodians of employees’ personal data. (Cadrain)

Without admitting to any violation of law, CS STARS agreed to comply with the law and ensure that proper notifications will be made in the event of any future breach. The company also agreed to implement more extensive practices relating to the security of private information. CS STARS will pay the Attorney General’s office ,000 for costs related to this investigation. (Cadrain)

IBM

The Situation:

IBM's paperless online enrollment system, introduced in 1999, has proved to be a winner for both the company's 135,000 active U.S. employees and the company, according to Cathleen Donnelly, senior communications specialist at company headquarters in Armonk, N.Y. The company saves .2 million per year on printing and mailing costs alone, Donnelly says, and the employees’ can take advantage of a variety of technologies to learn about issues, research program information and access decision support tools from their desktop computers. (Heuring, 2002)

The Response:

One of those tools, a personal medical cost estimator, enables employees to calculate potential out-of-pocket health care expenses under each of the plan options available to them, Donnelly says. Employees log in personally and are greeted by name and with important information regarding their benefits enrollment, such as the deadlines and when changes take effect. They automatically get access to health plans that are available to them, and the calculator lets them compare estimated benefit amounts for each plan.

"Employees can select the health care services they expect to use in a particular year, estimate expected frequency of use, and calculate potential costs under each plan option," Donnelly says. "The feedback that we've received from employees tells us that this tool has really helped them to make a comparison between plans based on how they consume medical services." The calculator shows both IBM's costs and the employee's. (Heuring, 2002)

The Outcome:

"Since we began offering online enrollment, we've learned that employees want web access," Donnelly says, so they can log on at home rather than through the company intranet. So the company has been working to put in place a web-based enrollment system that employees and retirees can access from anywhere.

Employees can get summary information on the plans, drill down into very specific details and follow links to the health care providers for research. Donnelly says the system has received high marks for convenience because employees can "get in and out quickly."

WORKSource Inc.

The Situation:

To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic paystub, electronic timesheet software, time-off system, and human resource information system (“Tips,” 2006). These tools enabled CEO Judith Hahn to handling payroll procedures efficiently and effectively.

The Response:

WORKSource has eight workforce centers, with approximately 108 employees, located throughout a six-county region. Previously, payroll, benefits, and human resources for those employees were processed and managed by a Professional Employer Organization. The company also has 52 administrative staff in its headquarters office. When the contract with the PEO terminated on June 30, 2006, those 108 employees were immediately moved to the payroll of WORKSource, which meant Hahn’s workload more than doubled effective July 2006 (“Tips,” 2006).

Hahn, in an interview with PMR, said she relied on LEAN to help get a handle on what needed to change for her to manage the increased workload. Two years earlier, Hahn’s CEO had introduced her to LEAN, a Japanese management concept of eliminating wasteful steps and motion when completing processes. “I began to read as much as possible about LEAN and joined an HR LEAN focus group” (“Tips,” 2006).

The Outcome:

Mastering the concepts of LEAN led Hahn to develop and apply her own acronym of “REASON” to her department’s payroll and HR processes. Review the process: map payroll tasks from start to finish. Eliminate waste: determine how to complete a payroll task most efficiently without unnecessary steps. Analyze alternatives: research and evaluate the applicability of new technology. Sell innovations to management: document the return on investment of each innovation. Open the lines of communication: communicate openly—and often—with all stakeholders, including employees and top management. Never allow negativity: make change simple and fun. Give employees plenty of encouragement and time to learn (“Tips,” 2006). Judith Hahn was able to implement the right human resource functions using information systems.

Toshiba America Medical Systems Inc.

The Situation:

Lynda Morvik, director of benefits and human resources information systems at Tustin, California-based Toshiba America Medical Systems Inc. (TAMS), thought it would make sense to add a benefits communication component to it. By having all the benefit information online, the TAMS employee handbook would also be a living document, enabling Morvik to make changes when necessary. Such was the case halfway through the project, when TAMS changed health care plans from Aetna Inc. to United Health Group Inc (Wojcik, 2004).

The Response:

TAMS, an independent group company of Toshiba Corporation and a global leading provider of diagnostic medical imaging systems and comprehensive medical solutions, such as CT, X-ray, ultrasound, nuclear medicine, MRI, and information systems, had been using a payroll service bureau and an in-house solution for HR that didn't include easy-to-use consolidated reporting or an employee portal. After evaluating UltiPro alongside several enterprise resource vendors, TAMS selected Ultimate Software's offering and went live in September 2002 after an on-time and on-budget implementation. Almost immediately upon rolling out the UltiPro portal to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004).

The Outcome:

In an effort to expand the usage of the Web beyond the benefits enrollment process, TAMS has posted a library of documents and forms on its HR portal, including the benefits handbook, which garnered a 2004 Apex Award for publication excellence. That same year, Business Insurance magazine also gave TAMS the Electronic Benefit Communication (EBC) award for outstanding achievement in communicating employee benefits programs over the Web. To continue elevating its use of Ultimate Software's HRMS/payroll solution, TAMS modified the UltiPro portal to meet the imaging company's unique needs (Wojcik, 2004). It was completely integrated with several proprietary applications created to address compensation and performance management issues so that TAMS employees have a central location for comprehensive workforce and payroll information from a Web browser that they can access with a single sign-on (Wojcik, 2004).

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Human Resource Information System - HRIS

Steven Brown, MBA is a loving husband and father of two boys. He enjoys his time with his family by providing a strong family foundation of Christian Faith. After completing his Bachelors degree, Steven wanted to further his ability to teach and share to others his mindset that they can do anything if they would believe in themselves.

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