#hrm strategic

[mytalentplanner]

Software is coming to Strategic HR (Talent) Space

Do you know human resource management strategic change? Yes, it's correct in a few years human resource planning and hr strategic change. there are many software in the market that do work easily for HR that take less time and give the best output. For more detail visit our blog!

[operationalinsights]

The Post-War Evolution of HRM: From Welfare to Strategic Human Resource Management (1945-1965)

The years following World War II ushered in a new chapter in the development of Human Resource Management (HRM). In the aftermath of the war, HRM expanded and became more formalized as companies adapted to new economic realities and changes in workforce dynamics. Unlike the pre-war period, when HRM was primarily focused on welfare capitalism and managing employee relations, the post-war era saw the evolution of HRM into a more strategic function, with a growing emphasis on organizational efficiency, labor productivity, and the alignment of human resources with broader corporate goals.

This essay explores the post-war transformation of HRM, examining the factors that contributed to its evolution and the shift from welfare-oriented personnel management to strategic human resource management (SHRM). It will also highlight key developments in the field during this period, including the professionalization of HRM, the influence of behavioral sciences, and the changing relationship between HR departments and unions.

The Shift from Welfare to Productivity-Oriented HRM

Following the end of World War II in 1945, many companies in the United States and Europe faced a rapidly changing economic environment. Wartime production had significantly expanded industrial capacity, and companies were now grappling with the need to transition to peacetime production. In addition, the post-war period was characterized by labor shortages in many industries due to the demobilization of soldiers and the return of women to traditional domestic roles. Companies were thus compelled to reassess their HRM strategies to maintain high levels of productivity and meet growing consumer demand.

One of the major shifts in HRM during this time was the move away from welfare-based programs toward a focus on maximizing productivity and organizational efficiency. In the 1920s and early 1930s, welfare capitalism had been characterized by initiatives that sought to improve employee morale and loyalty through benefits such as health insurance, company housing, and recreational programs. However, with the rise of mass production and increased competition, companies began to prioritize the efficient allocation of labor, cost management, and output, rather than employee welfare alone.

The introduction of performance-based incentives, job evaluation programs, and more rigorous recruitment processes became common HRM practices in the post-war period. As companies sought to streamline operations, HR departments increasingly focused on hiring the right employees for specific roles and developing training programs to enhance workers’ skills and productivity. These efforts were driven by a growing recognition that human resources were a critical factor in maintaining a competitive edge in a rapidly expanding global market.

The Professionalization of HRM

As HRM evolved in the post-war period, the field became more professionalized, with an increasing number of companies establishing formal HR departments staffed by specialists in personnel management. This shift was driven in part by the rise of new managerial ideologies that emphasized scientific management and the efficient organization of labor. HR professionals were tasked with applying principles of organizational psychology, sociology, and economics to optimize workforce management and improve labor relations.

One key development during this period was the growing influence of the behavioral sciences on HRM practices. Researchers such as Abraham Maslow and Douglas McGregor introduced theories of motivation and human behavior that had a profound impact on how companies approached employee management. Maslow’s hierarchy of needs, for example, emphasized the importance of addressing both the basic and higher-level psychological needs of employees to motivate them and enhance job satisfaction. McGregor’s Theory X and Theory Y presented two contrasting views of workforce motivation—one based on authoritarian control (Theory X) and the other on employee self-direction and creativity (Theory Y). These theories encouraged HR managers to adopt more flexible and human-centered approaches to managing their workforce, promoting a culture of empowerment rather than strict control.

The professionalization of HRM also led to the development of new training programs and certification processes for HR professionals. By the 1950s, universities and business schools in the United States and Europe began offering courses in personnel management and industrial relations, helping to formalize HRM as a recognized profession. The establishment of professional HR organizations, such as the Society for Human Resource Management (SHRM) in the U.S., provided HR practitioners with networking opportunities, industry standards, and a platform for sharing best practices.

The Influence of Labor Unions on HRM

Another major factor shaping HRM in the post-war period was the role of labor unions. Union membership had surged during the New Deal era, and by the 1950s, unions represented a significant portion of the industrial workforce in both the United States and Europe. This period saw the negotiation of comprehensive collective bargaining agreements that covered wages, working conditions, benefits, and job security. As a result, HR departments were increasingly responsible for managing labor relations and ensuring compliance with union contracts.

In unionized companies, the role of HRM became more complex. HR managers had to navigate the demands of unionized workers while also maintaining productivity and profitability for the organization. Labor relations specialists within HR departments were tasked with negotiating labor agreements, handling grievances, and managing strikes and work stoppages. The rise of industrial disputes in the post-war period further underscored the importance of HRM in maintaining harmonious relations between workers and management.

While unions posed challenges for HR departments, they also created opportunities for collaboration. In many cases, HR managers worked closely with union representatives to develop joint labor-management programs aimed at improving worker morale and productivity. For example, in industries such as manufacturing and mining, labor-management committees were established to address issues such as safety, job training, and worker welfare. These collaborative initiatives reflected the evolving role of HRM in fostering cooperation between labor and management, rather than simply serving as an agent of management.

The Emergence of Strategic Human Resource Management (SHRM)

By the 1960s, the focus of HRM had shifted from merely managing personnel to aligning human resources with broader corporate objectives—a development that laid the foundation for what would later be known as strategic human resource management (SHRM). SHRM emphasized the role of HRM in contributing to the overall success of the organization by ensuring that HR practices were integrated with the company’s strategic goals.

One of the driving forces behind the emergence of SHRM was the increasing recognition that human capital was a key source of competitive advantage. As companies expanded globally and faced greater competition, the need to attract, develop, and retain skilled workers became paramount. HR departments were tasked with not only managing day-to-day personnel issues but also developing long-term strategies for workforce planning, leadership development, and talent management.

HR professionals began to play a more active role in corporate decision-making, advising executives on issues such as organizational restructuring, mergers and acquisitions, and international expansion. The rise of HR metrics and analytics during this period also enabled HR departments to quantify their impact on the organization and demonstrate the value of their contributions to business performance.

Conclusion

The post-war period from 1945 to 1965 marked a critical phase in the evolution of HRM, as companies transitioned from welfare-based personnel management to more strategic, productivity-focused approaches. The professionalization of HRM, the influence of behavioral sciences, and the growing importance of labor relations all contributed to the development of a more sophisticated and formalized HRM function. As companies faced new economic and competitive pressures, HR departments increasingly aligned their practices with broader corporate goals, laying the groundwork for the emergence of strategic human resource management. This period set the stage for the continued evolution of HRM into a key strategic function in organizations worldwide.

[aditi2987]

How HRMS Can Simplify Freelance Contract Management

In today’s increasingly gig-based economy, businesses rely heavily on freelancers to support various functions. However, managing freelance contracts can be a daunting task, especially when dealing with multiple freelancers, different project scopes, and varying payment structures. This is where a Human Resource Management System (HRMS) becomes an invaluable tool for streamlining the process, reducing administrative burdens, and ensuring compliance.

Here’s a detailed look at how an HRMS simplifies freelance contract management:

1. Centralized Contract Repository for Easy Access

One of the main challenges of managing freelance contracts is keeping them organized and accessible. Traditionally, contracts are often scattered across email inboxes, shared folders, or individual hard drives, which makes retrieval difficult. An HRMS serves as a centralized repository where all freelance contracts are securely stored.

Benefit: With all contracts in one place, managers and HR personnel can quickly find any contract, check the terms, renewal dates, and payment schedules with ease. This reduces the risk of misplaced contracts and helps maintain a clear overview of all freelance engagements.

2. Automated Contract Creation and Versioning

Creating contracts manually can be time-consuming and prone to errors, especially when a business engages freelancers frequently. An HRMS can automate contract creation by offering templates that can be customized based on specific project needs, payment structures, and legal requirements.

Benefit: Instead of drafting a contract from scratch each time, HR teams can use pre-approved templates, which ensure consistency and compliance. Automated contract management also allows for version tracking, ensuring that any modifications are accurately documented and easy to access.

3. Contract Lifecycle Management with Automated Alerts

Freelance contracts often come with specific timeframes, renewal dates, and project milestones. An HRMS can track these timelines and send automated reminders when important dates approach, such as contract renewals, project deadlines, or the end of a freelancer’s term.

Benefit: These automated alerts help businesses stay on top of contractual obligations, preventing lapses in service or unexpected contract expirations. This is particularly useful for projects that involve long-term collaborations where renewing contracts in a timely manner is critical.

4. Seamless Payment Integration

One of the trickiest parts of freelance management is handling varied payment structures. Freelancers may be paid hourly, per project, or based on specific milestones, which can make manual invoicing complicated. Many HRMS solutions integrate payment features or connect with external payroll systems, simplifying this process.

Benefit: The HRMS can automatically calculate payments based on hours logged, work completed, or project milestones achieved. By integrating with financial tools or payroll systems, businesses can process payments accurately and on time, ensuring there are no delays or discrepancies that could harm freelancer relationships.

5. Task and Time Tracking for Accurate Invoicing

Tracking the work that freelancers complete is essential for accurate payment and performance assessment. Modern HRMS platforms often come with built-in task management and time tracking tools. Freelancers can log their hours, and project managers can track progress on deliverables within the system.

Benefit: This reduces the risk of disputes over work completed or hours logged. By using the HRMS to track tasks and time, both freelancers and managers have a clear, transparent record of the work done, which ensures accurate and timely invoicing.

6. Legal Compliance and Tax Management

Freelance contracts must meet legal requirements, and businesses need to ensure compliance with labor laws and tax regulations. A robust HRMS can help by including necessary clauses in contracts, automating the collection of tax forms (e.g., W-9s), and ensuring that the business remains compliant with employment laws that apply to freelancers.

Benefit: This reduces the legal risk associated with freelance engagements. The HRMS can also automate tax-related tasks, such as generating tax forms or applying the appropriate deductions, ensuring that businesses and freelancers meet their tax obligations.

7. Enhanced Communication and Collaboration

Freelancers often work remotely, which can lead to communication gaps, especially when it comes to contract updates, project status, or payment queries. An HRMS offers a communication portal where both freelancers and project managers can share updates, feedback, and important contract modifications.

Benefit: This eliminates the need for lengthy email chains and ensures that both parties have real-time access to crucial project or contract information. The HRMS serves as a single platform where communication related to the contract, work progress, and payment status can be handled efficiently.

8. Performance Management and Contract Evaluation

Over time, businesses need to evaluate the performance of freelancers to determine if they should continue working with them, offer new projects, or make changes to the contract terms. An HRMS can track performance metrics, such as the quality of work delivered, adherence to deadlines, and reliability.

Benefit: This data-driven approach allows businesses to make informed decisions about future collaborations, and reward high-performing freelancers with additional projects or long-term contracts. It also helps identify any performance issues early on, giving managers the opportunity to address concerns or terminate contracts if necessary.

9. Customizable Reports for Strategic Decision Making

With an HRMS, businesses can generate detailed reports on freelance contract management, payments, project progress, and other critical metrics. These reports can be customized based on business needs, allowing managers to make strategic decisions regarding freelance engagements.

Benefit: Customized reports provide insights into freelance costs, productivity, and ROI, enabling businesses to optimize their freelance workforce. These reports can also aid in budget planning, ensuring that freelance work remains cost-effective.

Conclusion

Freelance contract management, when handled manually, can be cumbersome, time-consuming, and prone to errors. An HRMS simplifies this entire process by automating key tasks such as contract creation, payment processing, and task tracking. It ensures legal compliance, enhances communication, and provides valuable insights into freelancer performance.

A platform like uKnowva HRMS can take this to the next level by offering advanced features tailored specifically for managing freelance contracts. With seamless integration, automated workflows, and real-time communication tools, businesses can manage their freelance workforce with ease, efficiency, and confidence.

By leveraging an HRMS, businesses can streamline freelance management, allowing them to focus more on the strategic value freelancers bring to the organization rather than the administrative burden.

[jeeaark]

I mean.. GG could disguise themselves after being a mindflayer again and try again! But poor GG. Having to learn now to do normal non-mindflayer things again.

And how freaked was Emps there XD

Ha! And enact the same 'Dream Guardian' Scheme that Emps played on Greygold n' friends that caused a rollercoaster of 'to trust or not to trust' issues? Nay! Greygold would be the ever stubborn lil squid and try to show Emps that wielding the truth is a more effective ally-building tactic than disguising as trust-worthy looking folk.

....

....But on the other hand.......

Adventuring around disguised in literal 'dream armor' would be too delightfully irresistible for Greygold. Thank goodness Greygold is proficient in bullshittery enough to explain why they suddenly have armor that only exists in dreams.

And well. At least Greygold would be able to join the 'has a big backstory secret' club within the squad.

But it's fine. Greygold would still try to strategically reveal to the team about their hrm. squid form and hope for the best reaction.

I'm sure there were a lot of "reloads" with this truth-telling strategy.

[nenelonomh]

human resources management pt.3

this post is the third part to my little business exam revision series. the reason that i am making these posts is to study for my exam in a more enjoyable way.

part 1 | part 2 | part 4

today's post (written 27-05 and scheduled) focuses on pay and remuneration, performance appraisal, and recruitment and selection.

pay and remuneration

these two items make up one hrm topic. pay (generally) refers to wages, salaries, bonuses commissions, incentives, etc.. remuneration refers to monetary and non-monetary benefits such as sick leave and gym reimbursement. the purpose of pay and remuneration is to attract and retain employee talent, as well as to boost productivity and foster employee satisfaction.

let's focus on one example from pay and one from remuneration.

one example of pay includes commission, which refers to monetary incentives awarded to employees for hitting sales targets or other goals. the benefits of commission include increased employee motivation and potentially higher pay. however, customer satisfaction may be affected if employees are too focused on earning commission.

for remuneration, an example is paid time off. vacation days, sick leave, and other types of leave promote work-life balance and employee wellbeing. this may be costly for a smaller business, so remuneration packages must be well thought out and other departments (finance, marketing) must be worked with to achieve a well-rounded final package.

performance appraisal

performance management is a continuous process of identifying, measuring and aligning performance with the strategic goals of an organization. features of this hrm topic include clear goal alignment, continuous feedback, performance metrics, and KPIs (key performance indicators).

an advantage of performance appraisal is an increase in employee engagement because an employee's productivity directly correlates to their engagement experience. moreover, when performance appraisal is done well, businesses see a decrease in attrition rates. high employee turnover results in greater costs of hiring, lower productivity, and utilization of resources and time to train new people according to company objectives. performance appraisal works to combat this and reduce the cost of hiring.

performance appraisal may provide a challenge for companies since the basic system is to try and create a one-size-fits-all model. this simply does not work. employees might also feel demotivated due to perceived unfair evaluations during appraisal.

recruitment and selection

this is the largest hrm topic so far - and can be broken down into three main parts. internal recruitment, external recruitment, and the selection process.

internal recruitment is the action of filling roles through promotion and considering current employees to fill gaps. a business may choose to recruit internally because it can be cheaper, and quicker, and the business already knows the employee. this means that the employee is already familiar with the business and its operations. however, internal recruitment creates new vacancies - then, external recruitment must come in.

external recruitment refers to hiring employees who are not already in the company. this occurs when companies are looking for new perspectives/ideas, increased diversity, or when old positions need to be filled (when an employee has transferred/been promoted).

this can welcome a wider pool of applicants, fresh ideas, and increased experience and skills. however, external recruitment does not always result in recruiting a person who fits the job (or company).

in order to hire an employee, a hiring team must go through the selection process. it is a process that involves evaluating candidates based on their qualifications, experience, and other relevant factors to determine who is the most suitable for a particular job.

a proper structure is vital for effective and efficient recruitment and selection. here is the typical recruitment process: - identification of job vacancy - conducting job analysis - preparing recruitment documentation - advertising the vacancy

the general selection process: - shortlisting applicants - conducting interviews and assessments - selecting a successful applicant/s, and offering them the role

when performing recruitment and selection, the hiring team must decide how to assess a candidate. the two most common ways to do this is through an interview, or an assessment (or a combination).

interviews explore the applicant's personality and attitude - as well as discussion of their abilities and skills. although, this can be time-consuming, costly, and it doesn't always lead to the selection of the best applicant available.

assessments also look at the candidate's abilities, skills, personality and attitude, but in a more on-the-job way. the pressure from assessments may limit the applicant from exerting their true capabilities.

///

the hrm topics explored so far include demographic change, employee welfare, flexi-time, gig economy, immigration, pay and remuneration, performance appraisal, and recruitment and selection.

thank you for reading! i look forward to any feedback or questions from other ibdp business students (or anyone interested in business).

❤️ nene

image source: pinterest

[hotsuqueen]

Yamato Hotsuin's Recordbreaker Dialogue - Thursday

Poisonous Day dialogue below the cut

Thursday 08:00 Poisonous Day

Minato Shiba Park

You find Daichi staring at something…

Daichi: Oh… Hey, Hibiki.

Hibiki Kuze: - What's wrong? - What're you doing here? - Not doing much?

What's wrong? Daichi: I found something unusual. Check this out…

What're you doing here? Daichi: Well… How should I put it? I found something kinda weird. Take a look…

Not doing much? Daichi: C'mon, gimme some credit. I found something crazy. Come see…

You follow Daichi's gaze to Yamato, who is staring at the sky with other JP's agents…

Hibiki Kuze: - Let's go over there. - Let's go talk to him.

Daichi: Huh? Wait, you're gonna talk to him!? Hey…!

Yamato: Hrm…

Hibiki Kuze: - What's the matter? - Is something up there? - is something bothering you?

What's the matter? Yamato: Ah, Hibiki. There's something on my mind.

Is something up there? Yamato: Ah, Hibiki. The sky, clearly.

Is something bothering you? Yamato: How pedantic. I expected something more interesting from you.

Yamato: Since dawn, neurotoxin deaths have been on the rise in Tokyo. What do you think's behind it?

Hibiki Kuze: - Perhaps Ronaldo and his rioters. - Perhaps the Septentriones.

Perhaps Ronaldo and his rioters. Yamato: Hahaha! You've a long way to go as a commander. That man would never have the nerve. Casualties keep rising but there are no witnesses or other information. It must be Septentriones.

Perhaps the Septentriones. Yamato: Correct. You're quick to assess a situation. Casualties keep rising, but there are no witnesses or other information, it must be them…

Yamato: Extrapolating from the time of the outbreak and the proliferation of cases so far… The enemy must be moving at a constant speed. For optimal distribution of the toxin, it would have to be flying overhead.

Hibiki Kuze: - Amazing. - Stands to reason.

Amazing. Yamato: You're impressed by such simple things. It was the most natural conclusion to draw.

Stands to reason. Yamato: It's a theory still, but I don't see any holes.

Yamato: Its target… is here.

Hibiki Kuze: - The tower. - Shiba park?

The tower. Yamato: I'm sure of it.

Shiba park? Yamato: Tokyo Tower is just past this park. It will definitely go after that.

Yamato: The towers are strategically vital. We must defend them at any cost.

Hibiki Kuze: - Why? - What's with the towers?

Yamato: I suppose it is time to let you know. I told you once that JP's carries the burden of protecting Japan from the supernatural.

Hibiki Kuze: - I remember… - When was this?

I remember… Yamato: Mmm… You did a superb job against Merak at the time. I should thank you again for that.

When was this? Yamato: Before the battle against Merak. Do you recall now?

Yamato: We of the Hotsuin learned of the Dragon Stream long ago. With ancient incantations, we created a spell that twists its power into any shape or form we desire. After the war, it was applied to build these towers. To defend Japan against all foreign invasion.

Hibiki Kuze: - It creates a barrier? - How does it protect us?

It creates a barrier? Yamato: Very keen of you. The tower focuses the Dragon Stream into a barrier.

How does it protect us? Yamato: It creates a barrier. One that cannot be seen or touched. It is the strongest bastion we have.

Yamato: This is why they target the towers. This is why we must defend them at all cost.

Hibiki Kuze: - What if one's destroyed? - What if the barrier breaks?

What if one's destroyed? Yamato: The barrier will disperse. Cities that lose their towers are doomed to destruction.

What if the barrier breaks? Yamato: The city will lose its only defense. It is certain to crumble and perish afterwards.

The JP's agent standing nearby approaches you…

JP's Agent 1: We've been exposed too long, Sir. You must fall back immediately.

A hot pink and purple pod falls from the sky and lands behind Yamato and the agents.

JP's Agent 2: What is that thing!? It came from the sky!

JP's Agent 1: Stand back, Chief Hotsuin! We'll handle this! I'll flank it! You assault the front.

JP's Agent 2: Roger.

The agents flank the pod.

JP's Agent 2: Stay alert! I can't even tell what it is…

JP's Agent 1: No reaction? I guess it's just a coward. Wait… What's it doing!? Ngh!

JP's Agent 2: It exploded! Hey, are you alright!?

JP's Agent 1: I'm good. I've been through worse… What is this stuff? Huh…! Gyargh!

JP's Agent 2: H-Hey! What's happening!? Sit-rep, now!

JP's Agent 1: Stay back…! Don't come any closer! Rgh… unh…

JP's Agent 2: Hold on! I'm coming!

Yamato: Imbecile! Don't risk your life!

She runs into the toxic cloud anyway and dies immediately.

Yamato: The Septentrione is here…

Hibiki Kuze: - We have to save them! - Where is it?

We have to save them! Yamato: Leave them! It's their own fault!

Where is it? Yamato: I don't see it. Perhaps it has some kind of camouflage.

Airi: They're… dead!?

Yamato: Hm… That explains where the toxins are coming from at least. The falling objects explode after a time, releasing the toxins into the air. This is a great opportunity, Hibiki. We shall not let it pass us by. Prepare for battle. Defend me as I obtain the enemy's location. I will now present the details of the operation.

Hibiki Kuze: - Please do. - We don't need that.

Please do. Yamato: I shall use the fallen objects to calculate the coordinates of the main body. To maintain accuracy, I'll need to make multiple calculations. I will be vulnerable. I need the rest of you to destroy the fallen objects before they explode and release their toxins. That is all. Do you understand? Hibiki Kuze: - I do. - Not quite. - Not quite. Yamato: Of course. Let me explain it again. Listen closely this time.

Yamato: Alright. As my subordinates are trash, I must depend on you. Now… It's showtime.

Mid-battle, Yamato's first turn: Yamato: Alright… Let the operation begin. I need you to defend me.

He approaches the first pod and captures the coordinates.

Yamato: I have completed my calculation at the first location. Now advancing.

Mid-battle, Yamato's second turn taking poison damage: Yamato: The toxin is spreading. This will be rather troublesome.

Mid-battle: Yamato: I have completed the calculations! Let's eradicate the demons!

Post-battle: Yamato: Excellent. All the demons have been destroyed.

Yamato: Data input complete. Coordinates calculated. Beginning scan… There!

Daichi: What the! There's something floating up there!

Yamato: "Alioth" designation confirmed. It's already passed above… That's unfortunate.

Daichi: Wh-What do you mean "unfortunate"?

JP's Agent: Yes, Chief Hotsuin?

Yamato: A Septentrione is approaching your location. Don't let your guard down.

JP's Agent: What!? We don't see anything here.

Yamato: It's invisible to the naked eye. I'm sending over a filter module now. Check the skies!

JP's Agent: Understood, Sir!

Alioth appears in the sky.

JP's Agent: Holy hell! What is that thing!? Chief Hotsuin! There's an unidentified flying object up there!

Yamato: I figured as much. Cut the power!

JP's Agent: What!? D-Did you just say to…

Yamato: Was I somehow unclear? Cut the damn power! Temporarily freeze the barrier!

JP's Agent: That's crazy, Sir! If we do that Tokyo will fall!

Yamato: Don't question me! If the tower loses power it will no longer be an active target!

Hibiki Kuze: - Will we make it in time? - But Tokyo will fall!

Yamato: What do you suggest? We sit idly by and watch while it destroys the tower? There will be some casualties but it's better than losing the tower. Cut the damned power!

JP's Agent: Yes, Sir!

Yamato: …… Can you hear me? Respond!

Hibiki Kuze: - Is he dead? - Did the tower fall?

Yamato: I don't know…

JP's Agent: Chief! Chief Hotsuin! Can anyone hear me!?

Yamato: What happened!? Report!

JP's Agent: We're safe, Sir. The power has been cut. Alioth is changing course, Sir. It's headed north!

Hibiki Kuze: - We're saved! - Thank goodness…

Yamato: We're not out of the woods yet. North, huh?

Hibiki Kuze: - What's wrong? - What's up north?

Yamato: The active towers are in Tokyo, Osaka, Nagoya, and Sapporo. It must be…

Hibiki Kuze: - It's going to Sapporo. - What's up north?

It's going to Sapporo. Yamato: Precisely. It hasn't given up on attacking the towers.

What's up north? Yamato: To the tower in Sapporo. It hasn't given up its attack.

Yamato: Based on its flight speed, it'll take a few hours to reach Hokkaido. We can't leave the barrier in Tokyo off indefinitely. Unless we defeat it, it will eventually return here.

Hibiki Kuze: - We need a plan. - Now's the time.

Yamato: You're right. We must devise a countermeasure before it reaches Sapporo. Do you read me? Alioth is advancing towards Sapporo. Relay that to all JP's personnel and begin work on a countermeasure at once.

JP's Agent: Understood, Chief Hotsuin. We'll post status reports as soon as possible.

Yamato: Do we have your support?

Hibiki Kuze: - Of course. - Do we really have a choice?

Of course. Yamato: Thank you. Alioth's altitude is far higher than our demons' effective range.

Do we really have a choice? Yamato: Ha! No. Alioth is flying far higher than our demons' effective range.

Yamato: If this continues, it could destroy the tower without us ever intercepting it. You must find a way to shoot it out of the sky. We'll be making our own preparations. I have every faith in you.

You say your farewells to Yamato before leaving…

---

Oh my god this battle took me two hours to transcribe. Partially because I made himself repeat his explanatory dialogue six times to hear his voice line where he sounds like he's talking to a preschooler.

[saadiq12]

HRMS System: 7 Powerful Ways It Can Transform Your Business Operations

In today's fast-paced business environment, efficiency and productivity are paramount. One way businesses are achieving these goals is by leveraging Human Resource Management Systems (HRMS). These systems have evolved from simple employee databases to comprehensive tools that can revolutionize how businesses operate. In this blog, we'll explore seven ways an HRMS system can transform your business operations.

1. Streamlined Recruitment Process

Recruiting top talent is a critical function of any HR department. An HRMS system can significantly streamline the recruitment process by automating many of the tasks involved. From posting job ads to tracking applications and scheduling interviews, an HRMS can handle it all.

Automation of Administrative Tasks

HRMS systems can automate repetitive administrative tasks, freeing up HR professionals to focus on more strategic activities. For example, an HRMS can automatically screen resumes based on predefined criteria, schedule interviews, and send out automated emails to candidates.

Enhanced Candidate Experience

A streamlined recruitment process not only benefits HR but also improves the candidate experience. An HRMS system provides a seamless application process, timely communication, and easy access to information, enhancing the overall candidate experience.

Data-Driven Decision Making

HRMS systems provide detailed analytics and reporting capabilities that can help HR professionals make data-driven decisions. For example, an HRMS can track the source of the most successful hires, helping HR to focus their recruitment efforts on the most effective channels.

2. Improved Employee Onboarding

Employee onboarding is a crucial step in the employee lifecycle. A well-structured onboarding process can lead to higher employee satisfaction and retention rates. An HRMS system can revolutionize the onboarding process by automating and streamlining it.

Personalized Onboarding Plans

An HRMS system can create personalized onboarding plans for new hires, ensuring that they receive the training and resources they need to succeed in their roles. This can include automated workflows, task lists, and access to relevant documents and training materials.

Seamless Integration

An HRMS system can integrate with other systems used by the company, such as payroll and benefits administration, ensuring that new hires are set up in all necessary systems from day one. This reduces the administrative burden on HR and ensures a smooth onboarding process.

Ongoing Support

An HRMS system can provide ongoing support to new hires through self-service portals and access to training materials. This helps new employees quickly get up to speed and feel supported as they transition into their new roles.

3. Enhanced Employee Engagement

Employee engagement is a key driver of productivity and retention. An HRMS system can help improve employee engagement in several ways.

Performance Management

An HRMS system can provide tools for continuous performance management, including goal setting, performance reviews, and feedback. This helps employees stay aligned with company objectives and receive regular feedback on their performance.

Employee Recognition

An HRMS system can include employee recognition programs, allowing employees to recognize and reward their peers for their contributions. This can boost morale and create a positive work environment.

Employee Surveys

An HRMS system can facilitate regular employee surveys to gather feedback on various aspects of the workplace. This feedback can be used to identify areas for improvement and take action to address employee concerns.

4. Efficient Payroll and Benefits Administration

Payroll and benefits administration can be time-consuming and complex. An HRMS system can streamline these processes and ensure accuracy and compliance.

Automated Payroll Processing

An HRMS system can automate payroll processing, ensuring that employees are paid accurately and on time. This includes calculating wages, taxes, and deductions, and generating pay stubs.

Benefits Administration

An HRMS system can simplify benefits administration by providing a self-service portal where employees can enroll in and manage their benefits. This reduces the administrative burden on HR and ensures that employees have easy access to their benefits information.

Compliance

An HRMS system can help ensure compliance with various labor laws and regulations by automating compliance-related tasks and providing regular updates on changes in legislation. This reduces the risk of non-compliance and associated penalties.

5. Data Management and Analytics

Data is a valuable asset for any business. An HRMS system can help manage and analyze HR data to provide valuable insights.

Centralized Data Management

An HRMS system provides a centralized repository for all HR data, making it easy to access and manage. This includes employee records, payroll information, benefits data, and more.

Advanced Analytics

An HRMS system can provide advanced analytics capabilities, allowing HR professionals to analyze data and identify trends. For example, an HRMS can track employee turnover rates, identify the causes of turnover, and develop strategies to improve retention.

Data Security

An HRMS system ensures the security and confidentiality of HR data by implementing robust security measures. This includes data encryption, access controls, and regular security audits.

6. Regulatory Compliance

Compliance with labor laws and regulations is a critical aspect of HR management. An HRMS system can help ensure compliance and reduce the risk of non-compliance.

Automated Compliance Reporting

An HRMS system can automate compliance reporting, ensuring that all necessary reports are generated accurately and on time. This includes reports related to payroll, benefits, and employee records.

Regular Updates

An HRMS system provides regular updates on changes in labor laws and regulations, ensuring that HR professionals are always informed about the latest requirements. This helps to ensure that the company remains compliant with all relevant laws and regulations.

Audit Trails

An HRMS system provides audit trails for all HR activities, making it easy to track and verify compliance-related tasks. This can be especially useful during audits or investigations.

7. Scalability and Flexibility

As businesses grow and evolve, their HR needs change. An HRMS system can provide the scalability and flexibility needed to support this growth.

Scalable Solutions

An HRMS system can scale to accommodate the growing needs of a business. This includes adding new users, expanding functionality, and integrating with other systems.

Customizable Workflows

An HRMS system can provide customizable workflows to meet the unique needs of the business. This includes creating custom workflows for recruitment, onboarding, performance management, and more.

Adaptability

An HRMS system can adapt to changes in the business environment, such as changes in labor laws or shifts in business strategy. This ensures that the HRMS system remains relevant and effective over time.

Conclusion

Implementing an HRMS system can revolutionize your business operations by streamlining processes, improving efficiency, and providing valuable insights. From recruitment and onboarding to payroll and compliance, an HRMS system can transform how your business manages its human resources. By leveraging the power of an HRMS system, businesses can create a more productive, engaged, and compliant workforce, driving long-term success.

[todaysdocument]

Description of Operation Cornflakes, a WWII OSS project to deliver anti-Nazi propaganda through the German mail system. Declassified on 12/19/2007. 

Record Group 226: Records of the Office of Strategic Services

Series: Field Station Files

File Unit: Folder 842: CASERTA-MO-OP-15: Production MTO: Cornflakes

Transcription:

"CORNFLAKES" PROJECT PLAN 

[stamp] DECLASSIFIED Authority NND 853154 By ST/HRM NARA, Date 12/19/02[end stamp] 

[left column] 

SITUATION 

In spring of 1945, disintegrating Nazi administrative functions presented MO/Rome with unrivalled chance to infiltrate MO printed material, through exploitation of tottering German Postal System. 

OBJECTIVE 

(1) To weaken further the will of Wehrmacht and civilians to continue losing fight. (2) Add more confusion to already chaotic communications and transport services. (3) Convince German people through dissemination of MO printed material of existence of Anti-Nazi group within Germany, especially strong in business and banking circles. 

IMPLEMENTATION Counterfeit letters packed into faked German mailbags carried by 14th Fighter Squadron. 

[between columns] [stamp] CASERTA [end stamp] -MO.OP.15 

[right column] 

EXECUTION 

[stamp] OSS ARCHIVES [end stamp] 

OPERATION From February 4, '45 to April 15, '45, the 14th Fighter Squadron of the 15th Airforce, on 20 sorties carried 320 "German mailbags" stuffed into 7inch smoke shell bombs - each bag carrying 300 letters, and filled with copies of Das Neue Deutschland, MO leaflets, etc. R.R. stations and marshalling yards the targets where mailbags were dropped on strafing missions. By special device, bags dropped free of bombs, thus removing tell-tale white source of drops. 

EQUIPMENT Paper stocks, counterfeiting plates, MO printed material. 

PERSONNEL 

ROME: 3 Officers; 5 EM; 5 Civilians 

BARI: 2 Officers; 4 EM; 2 Civilians 

[crossed out] SECRET

[trimalchiooframshackle]

YO, I HAVE QUESTIONS FOR JAY

either mod/character/both can answer

1. Whats your MBTI personality type?

2. Whats your moral alignment?

3. Do you have any mental disorders?

4. What are your sexuality and gender, along with pronouns?

5. Are you an introvert, extrovert or an ambivert?

6. What is your aesthetic?

7. Any special interests/hyperfixations?

8. What animal represent you the most?

God bless he got some more lore now SMIRKS.... this time its mod answering

1. Whats your MBTI personality type?

INTJ!! definitely intj!! As a description, I'll go over romance. Unfortunately, Jay is a big softie for romance. Absolutely DOWN BAD for romance. BUT it means "People with the INTJ personality type (Architects) approach romance the way they do most challenges: strategically, with clear goals and a plan for achieving them. In a purely rational world, this approach would be foolproof, but matters of love are rarely rational. " That being said? If he likes someone, he will spend forever trying to figure out the persons interests, inspirations, etc just to impress them. He is VERY needy and he will spend forever planning things so everything goes right. ...One time he spent a year trying to plan to ask a girl out and he was too late.

2. Whats your moral alignment? Moral Alignment!! Chaotic Evil. Definitely Chaotic Evil. He snaps back and forth between being a DICK and being nice. ...Admittedly he fakes being nice often to get what HE wants. There's a very rare chance he'll feel bad... Thankfully we've seen that at least ONCE!!!! maybe more HRM..

3. Do you have any mental disorders? Pookie is batshit crazy... Just kidding. He's very much based off of myself and a book >:]... BUT ! JUST GENERAL stuff, definitely depression, anxiety, BPD... NPD... He's just a critter and hes kinda ... hooh boy...

4. What are your sexuality and gender, along with pronouns? EZ!!!! Bisexual and male, he/him WOOOOH

5. Are you an introvert, extrovert or an ambivert?

Ambivert!!!! leaning toward introvert methinks. But he gets super cracked up and becomes an extrovert at big parties he throws holy SHIT

6. What is your aesthetic? Anything fancy. I'd say honestly a 1920s vibe if that counts!!!!! >:]

7. Any special interests/hyperfixations? pookie LOVESLOVESLOVESLOVES jewelry, clothing, jazz music, and honestly anything fun and party >:], he also enjoys swimming in his POOL (totally not planning that he'll die ... in that...)

8. What animal represent you the most? He's been told hes like a lion... BUT in my personal opinion!!!! Peacock. I said this last time but its very true imo! He works to impress, and he gets so infatuated with people that he cant find himself changing,,, super flawed but he appears so well put together its crazy plus hes prolly loud as hell like a peacock

[iqrahakeem02]

The Role of Innovation in Business Growth with HRMS System

Innovation is a critical driver of business growth, enabling companies to stay competitive, enhance operational efficiency, and meet the evolving needs of their workforce. One area where innovation has had a profound impact is in the implementation of Human Resource Management Systems (HRMS). An HRMS System is a comprehensive suite of software applications designed to manage human resources and related processes throughout the employee lifecycle. This essay explores in detail how innovation through HRMS contributes to business growth, covering aspects such as streamlining HR processes, improving data management and decision-making, enhancing employee experience, facilitating remote work and flexibility, supporting strategic HR initiatives, ensuring compliance and risk management, and providing scalability.

1. Streamlining HR Processes

Automation

One of the most significant innovations brought about by HRMS is the automation of repetitive and time-consuming tasks. Payroll processing, attendance tracking, benefits administration, and other routine activities can be automated, freeing up HR professionals to focus on more strategic tasks. Automation reduces the likelihood of errors, ensures timely and accurate payroll, and improves overall efficiency. For instance, automated time and attendance systems can track employee hours, manage leave requests, and integrate seamlessly with payroll systems, ensuring that employees are paid accurately and on time.

Efficiency

HRMS systems streamline various HR processes, making them more efficient and less prone to errors. Recruitment, onboarding, performance management, and training are all processes that can be optimized through HRMS. For example, automated recruitment tools can handle job postings, resume screening, and interview scheduling, significantly reducing the time and effort required to hire new employees. Onboarding software can provide new hires with all the information they need, track their progress, and ensure a smooth transition into the company. Performance management systems can set goals, track progress, and provide feedback in real-time, fostering continuous improvement and development.

2. Improving Data Management and Decision Making

Centralized Data

An HRMS centralizes all employee data, making it easily accessible and manageable. This centralized data repository improves compliance with legal requirements and company policies by ensuring that all necessary information is stored securely and can be retrieved when needed. For instance, maintaining accurate records of employee qualifications, certifications, and training can help ensure compliance with industry regulations and standards.

Analytics

Advanced HRMS systems offer powerful analytics and reporting tools that help in tracking key HR metrics, identifying trends, and making data-driven decisions. By analyzing data on employee performance, engagement, turnover, and other metrics, HR managers can gain valuable insights into workforce dynamics and identify areas for improvement. For example, analytics can reveal patterns in employee turnover, helping HR identify the root causes and develop strategies to improve retention. Predictive analytics can forecast future HR needs, enabling proactive workforce planning and resource allocation.

3. Enhancing Employee Experience

Self-Service Portals

HRMS often includes self-service portals where employees can manage their own information, request time off, and access company resources. This improves the employee experience by providing more control and transparency. Employees can update their personal information, view their pay stubs, and access benefits information without having to go through HR. This not only empowers employees but also reduces the administrative burden on HR staff.

Career Development

Tools for performance management, training, and development planning help employees grow within the company, which can increase job satisfaction and reduce turnover. Performance management systems provide regular feedback and support continuous development, while learning management systems offer access to training and development resources. Career development plans can help employees set goals, identify career paths, and acquire the skills needed for advancement. By investing in employee development, companies can foster a culture of continuous learning and growth, leading to higher employee engagement and retention.

4. Facilitating Remote Work and Flexibility

Cloud-Based Solutions

The rise of remote work has highlighted the importance of cloud-based HRMS solutions. Cloud-based HRMS systems enable remote access to HR functions, ensuring that employees and HR teams can perform their tasks from anywhere. This flexibility is essential in today's work environment, where employees expect the ability to work remotely and access information on-demand. Cloud-based solutions also offer scalability, allowing businesses to expand their HR capabilities as they grow.

Communication Tools

Integration with communication platforms can improve collaboration and communication among remote teams. HRMS systems can integrate with tools like Slack, Microsoft Teams, and Zoom, facilitating real-time communication and collaboration. This integration ensures that remote employees stay connected, engaged, and informed. Additionally, HRMS can support virtual onboarding and training, ensuring that remote employees receive the same level of support and development as their in-office counterparts.

5. Supporting Strategic HR Initiatives

Talent Management

Advanced HRMS features for talent acquisition, development, and retention help companies build a strong workforce that aligns with business goals. Talent management modules can streamline the recruitment process, making it easier to attract, assess, and hire top talent. Once employees are on board, HRMS can support their development through performance management, training, and career planning. By aligning talent management with business objectives, companies can ensure that they have the right people in the right roles, driving business growth.

Succession Planning

Identifying and developing future leaders within the company is easier with the help of comprehensive data and analytics provided by HRMS. Succession planning tools can identify high-potential employees, assess their readiness for leadership roles, and create development plans to prepare them for future responsibilities. By proactively managing succession planning, companies can ensure a smooth transition of leadership and maintain business continuity.

6. Compliance and Risk Management

Regulatory Compliance

An HRMS can help ensure compliance with labor laws and regulations by keeping accurate records and providing timely updates on legal changes. HRMS systems can track employee qualifications, certifications, and training, ensuring compliance with industry standards and regulations. Additionally, automated compliance checks can identify potential issues before they become problems, reducing the risk of fines and penalties.

Risk Mitigation

By maintaining detailed and accurate records, an HRMS can reduce the risk of errors and legal issues related to HR processes. For example, accurate time and attendance records can prevent disputes over working hours and overtime pay. Employee records can also provide documentation in the event of legal disputes, protecting the company from potential liability.

7. Scalability

Growth Support

As a company grows, an HRMS can scale to handle increased HR demands, whether that involves managing a larger workforce or expanding into new regions. HRMS systems can support multiple locations, currencies, and languages, making it easier for companies to manage a global workforce. Additionally, scalable HRMS solutions can handle increased data volume and complexity, ensuring that HR processes remain efficient and effective as the company grows.

Customizable Solutions

Many HRMS systems offer customizable modules that can be tailored to meet the specific needs of a growing business. Customizable solutions allow companies to add or modify features as their needs evolve, ensuring that the HRMS continues to support business growth. For example, a company might start with basic payroll and attendance modules and later add advanced talent management and analytics features as their HR needs become more complex.

Conclusion

Innovation in HR through the adoption of an HRMS can significantly drive business growth by enhancing efficiency, improving decision-making, and creating a better employee experience. By automating routine tasks, streamlining processes, and providing powerful analytics, HRMS systems enable HR teams to focus on strategic initiatives that drive business success. Additionally, HRMS solutions enhance employee experience by providing self-service options, supporting career development, and facilitating remote work. They also ensure compliance with legal requirements, mitigate risks, and provide scalability to support business growth. As businesses continue to evolve in a digital landscape, leveraging innovative HR technologies becomes increasingly crucial for maintaining a competitive edge and achieving long-term success.

HRMS systems represent a significant investment in the future of human resources, transforming the way companies manage their workforce and driving business growth through innovation. By embracing the capabilities of HRMS, companies can build a more agile, efficient, and engaged workforce, positioning themselves for success in an ever-changing business environment.

[farah-financial-reflection]

Week 9 : Human Resource Management

This topic is interesting as I get to know how HR works! HR management plays an important role in the success of organizations. The importance of engaging and motivating staff to accomplish organisational goals is demonstrated by the focus on performance management, feedback, job design, and rewards. The most significant scenario that makes me understand more on this topic is the scenario about the challenges faced by managers in making critical decisions promoting the wrong person due to plagiarism. As a future leader, I recognize the significance of strategic HRM practices in fostering a positive workplace culture and driving employee performance. Understanding current trends, such as remote work preferences and the needs of millennials is essential for adapting HRM strategies to meet the evolving demands of the workforce. This reflection reinforces the idea that effective HRM is not only about managing resources but also about nurturing talent and creating a supportive environment for employees to thrive.

[cognitosclowns]

ALRIGHT I know part 2 just released, but any theories for part 3?

OHOHO HELL YEAH >:) these may be a bit sporadic and out of order, a catastrophic amount of sillies, perhaps some hooliganism, etc, etc, y'all know the drill by now <3

[IJ part 2 spoilers, ofc]

Same cold open as always (in front of the whitehouse, etc) except this time its RON >:)

he MENTIONED being a huge conspiracy nut in college - considering he's most likely gonna remember elements of Reagan's script, I 100% believe he's gonna slip back into that.

WE GET A GIGI BACKSTORY EPISODE!!! Otherwise I will just start biting people

ok this is just a plea to the IJ writers BUT STILL

JUST,,, PLEASE </3 I want Gigi lore. Her character is delightful, and there's so much potential for interesting backstory. They've set up all these little threads [her working her whole life to get where she is but still being unsatisfied, 'I could get used to being unremarkable', feeling ignored] now I just want them to elaborate on them.

I might be biased bc I love Gigi to death but COME ON, IT FEELS LIKE SHE'S GETTING SHELVED SO MUCH!! I'm so glad she got to do more this season, esp w/ Reagan, but I'm yearning for lore

tldr. Give me a Gigi episode or give me death.

Air Bud (AB) and Alpha-Beta (AB). Can you see where I'm going with this can you see the wires crossing

I'm sorry but I need the silly robot man to get jealous of the team paying more attention to Air Bud than him.

I can picture it so vividly like a vision from an angry god just

'Of course we're a team! we've even got loveable non-human sidekick who grew beyond his original purpose, gained human traits, and became all the better for it!'

-haha, well, I wouldn't exactly describe myself as a side-'

'Air Bud :D'

'I beg your fucking pardon, Mister Hand?'

in short I need smb to offhandedly refer to Air Bud as AB, and watch this man have a cyberstroke from pure jealousy.

speaking of my favorite man,

ALRIGHT,,,, I DO KINDA REALLY WANT TAMIKO DATE 2.0,,,,,,,

I don't really ship them but the potential here is too powerful. I need to experience more of Whatever The Fuck Happens To AB's Mind When He Sees A MILF

Tell me it wouldn't be delightful to see this clown try and ask Tamiko on a proper date. Tell me that wouldn't be magical to witness. It'll be an absolute car crash and I pray the writers give it to us.

also because if (lets be honest, when) he gets rejected, his dramatic, self-pitying crywank moment is going to be. so good. Teenager sulking in their bedroom watching rom-coms and crying about how 'that was just like me and Tamiko 🥺🥺🥺' levels of pathetic. I know it in my heart of hearts. I physically can't wait.

I think overall I just want this man in situations. bad situations. bad not good situations where he will act both bad and not good <3

THE ROBES,,, UH,,,, HRM,,

*GESTURES VAGUELY* THERE'S SO MANY OPTIONS IDK YET GIVE ME A FEW MONTHS TO STRATEGIZE

They could be anything from aliens, to time travelers, to 4th dimensional beings, robots, clones, ghosts, Just Some Guys (tm), to all of the above in some hodgepodge fruitcake situation.

I will however say that,, at least half of what the Robes told Reagan was probably bullshit. The stuff about all catastrophes having meaning? Not buying it, there's smth up here.

[ALSO,, I'm 90% sure that season 2/part 3 is gonna be the start to an actual Longterm Overarching Plot, which the Robes will no doubt be involved in. Please Please Please, this show is already delightful, and a broader plot would just. *italian hand kiss*]

MISC SHIT, MOSTLY JUST HOPES AND DREAMS:

JRand prison moments. homoerotic prison escape. two bisexual men pressed into a dirt tunnel, who knows what might occur in the heat of passion etc, etc

GLENN CHARACTER ARC!!! We're getting little hints at it,,,, he's tried shrooms,, he's growing closer to the team,,, the bisexual arc is right around the corner for this man I can FEEL IT.

I think we might see Atlantis? We've been getting more stuff about them, and since we've covered pretty much all other Already Mentioned Funky Locations, I think that's gonna be the Big Travel Episode next season!!

BEACH EPISODE!! PLEASE GOD!!! Either combined w/ the above, or separate

[Also, shamefully, I'll admit,,,, I kinda want a musical episode. I have no excuse I just think it'd be so delightful. Please Once-More-With-Feeling, Guy-Who-Didnt-Like-Musicals these bitches Shion, I know you have the power.]

A deep-dive into Andre's psyche. SO many things have been brought up, and I hope they really go in on them. He's coping in 1000 different ways and I don't think a single one of them is good for him.

HM. okie this is getting rambly - I'll probably add more within the next few months as these episodes congeal in my brain, but for now, tysm for the ask!!!

[educationalbusinessindia]

MBA Specializations in Bangalore

Top MBA Specializations

An MBA degree offers a plethora of specializations, allowing students to tailor their education to their career aspirations and interests. In Bangalore, a hub of educational excellence, several MBA colleges offer a wide range of specializations to cater to the diverse needs of management professionals. Let’s explore some of the popular MBA specializations available in Bangalore, providing students with the opportunity to gain specialized knowledge and skills in their chosen field.

Colleges Offering MBA Specialization:

Indian Institute of Management Bangalore (IIMB)

Symbiosis Institute of Business Management (SIBM)

Xavier Institute of Management and Entrepreneurship (XIME)

IFIM Business School

Alliance School of Business, Alliance University

International Institute of Business Studies (IIBS)

1. Marketing Management

Marketing Management is one of the most sought-after MBA specializations in Bangalore, focusing on understanding consumer behavior, market trends, and strategic marketing techniques. Students pursuing this specialization learn how to develop effective marketing strategies, conduct market research, and launch successful marketing campaigns to promote products and services.

2. Finance

Finance is another popular MBA specialization in Bangalore, focusing on financial management, investment analysis, and risk assessment. Students pursuing this specialization learn how to analyze financial data, make informed investment decisions, and manage financial resources effectively to maximize profitability and shareholder value.

3. Human Resource Management (HRM)

Human Resource Management (HRM) specialization focuses on managing human capital, employee relations, and organizational development. Students pursuing this specialization learn how to recruit and retain talent, design employee training programs, and create a positive work culture conducive to employee engagement and productivity.

4. Operations Management

Operations Management specialization focuses on streamlining business operations, optimizing processes, and improving efficiency and productivity. Students pursuing this specialization learn how to manage supply chains, inventory, and logistics effectively to meet customer demands and enhance organizational performance.

5. Information Technology (IT) Management

Information Technology (IT) Management specialization focuses on leveraging technology to drive business innovation and transformation. Students pursuing this specialization learn how to align IT strategies with business goals, manage IT projects effectively, and leverage emerging technologies to gain a competitive edge in the digital era.

6. International Business

International Business focuses on understanding global markets, cross-border transactions, and international trade policies. Students learn to navigate cultural differences, manage international operations, and develop global business strategies for market expansion and organizational growth.

7. Entrepreneurship

Entrepreneurship specialization fosters innovation, creativity, and entrepreneurial mindset among students. Students learn to identify business opportunities, develop business plans, and launch successful ventures in dynamic and competitive business environments.

8. Business Analytics

Business Analytics focuses on leveraging data analysis and statistical techniques to drive informed business decisions. Students learn to analyze complex data sets, derive actionable insights, and make strategic recommendations to optimize business processes and enhance performance.

Conclusion

In conclusion, Bangalore offers a wide range of MBA specializations, catering to the diverse interests and career goals of management professionals. Whether it’s Marketing Management, Finance, Human Resource Management, Operations Management, or Information Technology Management, aspiring MBA students can choose from a plethora of options to gain specialized knowledge and skills in their chosen field. With top-notch faculty, state-of-the-art infrastructure, and strong industry connections, MBA colleges in Bangalore provide the perfect platform for students to embark on a successful career journey in the dynamic world of business.

[compo67]

human resources management

so tonight i started my HRM course(s). you technically take 3 classes at a time, but break it up into thirds throughout the semester. this third is about Strategic Human Resources Management. it's a lot of networking and "making connections."

y'all, i hate networking. i hate self-promotion. i hate talking about myself in 30 seconds or less. i hate small talk. yep, whole ton of hate. just call me a hater.

i really just... want to go back to my graduate program. but i can't afford it and it's not leading me anywhere except academia, which is a whole other issue. there is always work in HR.

i wish i was one of those people who knew exactly what they wanted to do and went out and did it. like my friends A and G, who are both librarians and knew that's what they wanted to do and did it. or people who just know what they want, do it, and are successful-happy about it.

i've always been a creative person. when i was a kid, i wanted to grow up to be an artist or a writer. well, i am both of those things in a way... it's just not my career. and i don't know how to make it that. i don't think i would want to be a full-time writer or artist, which is why i never formally pursued either of those things.

sigh. i just felt like a little kid in a room full of adults. and i was a bored little kid. not to mention that i sat there in pain because of course it's been a pain day. this is day 3 of a flare. there's so much fog in my brain, it looks exactly like the fog we got going on outside. all i want to do is sleep and i can't even do that correctly. i always wake up in pain and feeling more exhausted than i did going to bed the night before. i can sleep 10 hours and still have it be not enough.

taking these classes also reminds me of going back to work, which i'm not ready to do yet. i know i have to/need to go back to work. i just don't want to. not yet. then part of me is scared that i'll never go back to work.

idk. i'm really torn about these classes and this path. i know i need to give it more time. maybe if i sleep better i won't be such a hater.

tonight i'm going to try a muscle relaxer before bed.

maybe tomorrow i'll have a better day overall and things won't feel so overwhelming. maybe if i start on some homework, it'll quell some of this anxiety.

i'm supposed to hang out with the gals tomorrow night, but i think i'm going to skip in favor of doing homework and watching the game. but then again, i do need some socialization.

bleh. everything is bleh. i didn't write or paint today. i'm behind on both.

everything is awful and i'm in pain and i just wanna cry.

[ryqoshay]

A Perfect World - Logging Prevention

Flagship: YohaRiko Rating: T? Words: 654 AU: A dimension where everything is… perfect… Fandom: Love Live Sunshine Parent Fic: A Perfect World Time Frame: ??? Event: Promptober 2023 Event Source: Idol Fanfic Heaven channel on Discord Prompt: Tree Content Warning: Bloodless battle scene

---------

Author's Note: Primary entry for the 9th

Summary: Yoshiko and Riko prevent some logging

---------

The giant machine clamped its claw around a tree. Several arms then sawed off the branches before a series of saws within the claw severed the bare trunk. Finally, the machine maneuvered the log over to a stack on the bed of a waiting truck.

The logging mech repositioned and began to work on another tree. Rinse and repeat. Over and over. With surprising speed and efficiency. Smaller mechs skittered around below to collect the fallen branches and transport them elsewhere.

Scattered throughout the valley, many other large logging mechs, each accompanied by their own army of branch collectors and transport trucks, were quickly deforesting the area.

From a ridge overlooking the valley, a redhead and a blue-haired woman observed.

“We could simply strand them here.” Riko said.

“Hrm…” Yoshiko pondered.

The original plan had been to take out a gate facility back on their home world to hamper the military’s continued invasion of other dimensions. However, they decided to explore where the portals led to determine their strategic value. Through one, they found a planet stripped clean of resources to power their world’s endless pursuit of Perfection. They learned such baren lands were then used both as staging grounds to invade other dimensions, as well as a buffer of dimensional travel in the event of a counter invasion.

Yoshiko and Riko volunteered to venture further to a world that was under active invasion. There, they found themselves in an area where resources were already being harvested.

Now they had a choice. They could just return to the staging world, destroy the portals, and strand the invading forces in the foreign dimension. Or…

“We still have time.” Yoshiko decided. “Why don’t we have some fun first?”

Riko hesitated but eventually agreed.

The pair made their way down the slope, dodging behind trees to avoid detection. Once in range, Riko sniped the driver so they could take cover behind the truck.

“I’m gonna take the big one.” Yoshiko said.

Riko nodded and pulled out an EMP grenade.

The couple synced a countdown. At the end, Yoshiko moved around the back of the truck while Riko lobbed her grenade towards the machines.

As soon as the pulse stunned the mechs, Yoshiko ran up to the helpless logger and scaled its legs. When she reached the cockpit, she yanked it open. The pilot cursed and fired at her but she laughed as the round was stopped by her armor. She then reached in and grabbed the man by his collar, yanked him out of his seat and let him fall. Finally, she claimed the seat and started to get the device back online.

Shots rang out as Riko picked vulnerable spots on the other machines as they too were coming back up.

Yoshiko yanked a lever, causing the logging mech to swing its claw across several opponents. A moment later, she spotted another logging mech charging toward her. She grabbed a log from the truck and launched it, crushing the cockpit of her opponent.

Suddenly, a large explosion rocked the mech. Another blasted a nearby tree, sending splinters everywhere.

“Yocchan.” Riko’s voice came through her comm. “We need to leave. Local forces are bombing the area. Seems we were closer to the front lines than we thought.”

“Well, it was fun for a few minutes…” Yoshiko clambered out of the cockpit. “Guess we’re going with the ‘strand them here’ strategy after all.”

An air battle raged above as the couple ran back to their portal. Part of Yoshiko wished she could stay and help fight to defend this world, but she knew her skills were best used back home, to prevent the invasions where they started.

As soon as they were through, the portal began to shrink like an iris exposed to light before blinking out of existence.

“Alright.” Chika, the resistance group leader said. “Let’s destroy the rest of the portals here, then get back home.”

---------

Author's Note Continued: I definitely need to come back to this one. I cut and trimmed so much that I originally wanted to include so that I could fit it into the event's 4k character limit.

That said, I still haven't fully decided on any particular special powers the LL girls in this world might possess. I mean, Yohane and Riko obviously have some guerilla combat skills. Rina has some hacking skills. Ai can mimic voices. NicoMaki have been body swapped. Kanata runs a dream shop. Emma... well... uhm... And I have some ideas for some of the other girls. But I'm still definitely figuring out a lot about this world as I go, not all that much unlike my monster theater AU.

And again, another day with all three prompts. Iris was '21 and machine was '22.