...Hidden Costs of Outsourcing Avoid surprises. Uncover, measure and mitigate hidden costs. Info-Tech Research Group 1 Introduction IT leaders report that hidden costs in outsourcing add an average of 25% to the price of the engagement. Understand the hidden costs of outsourcing and take steps to mitigate them. This Research Is Designed For: This Research Will Help You: Business and IT leaders seeking to minimize the unanticipated costs of outsourcing. Predict the magnitude of the hidden costs of outsourcing to get a better sense of the total cost picture. CIOs and other IT leaders assessing the costs of an impending outsourcing project. Manage your outsourcing engagement to reduce hidden costs and increase your net benefit. IT leaders selecting a vendor for an outsourcing engagement. IT leaders responsible for managing outsourcing engagements. Decrease hidden costs both for contracts that are already signed, as well as contracts that are up for review or renewal. Both cloud-based and traditional outsourcing arrangements (Info-Tech considers cloud computing a form of outsourcing). Info-Tech Research Group 2 Executive Summary Info-Tech research shows that there are seven types of costs that IT leaders fail to anticipate at least 20% of the time. The seven types fit into four higher-level cost categories. Info-Tech recommends strategies for avoiding each hidden cost. Costs related to transitioning into the engagement:...
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...Mohiuddin, Anel Catic Community Tech Center 04/232015 Jezreel Wilson, Sadaf Mohiuddin, Anel Catic Community Tech Center 04/232015 Contents Introduction 2 Risk Management Planning 2 Scope 2 Statement of Work—Project Description and 3 WBS 5 Risk Identification 6 Negative Risks 6 Qualitative Risk Analysis 7 Positive Risks 7 Negative Risks 7 Risk Response Planning 7 Positive Risks 7 Negative Risks 9 Decision Tree Analysis 11 Discussion of Decision Tree 12 Event / Fault Tree Analysis 14 Discussin of Event / Fault Tree 15 Conclusion: 15 Works Cited 16 Introduction The available of technology, such as, computers, tablets, ebooks, and even Internet are absent in many households in America still. As of 2013, the Census Bureau suggested that “84% of U.S. households own a computer, and 73% of U.S. households have a computer with a broadband connection to the internet (Pew Research Center).” It also mentioned “63.6% having a handheld computer. (Census Bureau)” A survey by Pew Research Center confirmed those stats, as 70% reported they have broadband access. These numbers show that there is still a large number of Americans who don’t own a computer, nor have access to the Internet. “Nearly 25 million households (21%) have no regular internet access at all, either at home or elsewhere (Pew Research Center).” This is the purpose for the Community Tech Center. The ultimate goal is...
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...Change & Development Conclusion Mount Cedar Technologies, Inc. A Case Study in Designing a High Performance Organization Introduction Mount Cedar Technologies, Inc., aka Cedar Tech, is an IT infrastructure integrator specializing in hardware and software products, storage and security solutions, and technical services to Enterprise, Small and Medium Businesses, and to Government, Educational, and Medical Institutes. Cedar Tech is located in Los Angeles, California and was founded in August 1995 by John Curtis and Frank Mathew who were longtime friends and classmates. The company was originally an importer and distributer of computer cables, audio/video cables, surge protectors, and a host of computer accessories. In the fall of 1998, Cedar Tech added new products to its offering when it became a provider of third party technology, including hardware, software, and services to corporate customers. Its new product offerings included computer and networking accessories, computers, peripherals, printers, displays, printer consumables and software. Cedar Tech evolved again in March of 2000 when it acquired Denta Solutions of Los Angeles, a small solutions provider, specializing in IT storage. Cedar Tech has rapidly grown from 6 employees in 1995 to 170 employees in 2006; however the company lacks organizational culture and structure, motivation, work groups & teams, decision making, communication, leadership,...
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...Muffler Magic Case Study 12/19/2009 Human Resource Management Shahmeer Qasim Company Introduction This particular case is about an automobile service centers which was located in Nevada. The owner was Ronald Brown who started with a single store 20 years ago for repairing mufflers. Which eventually grew into a chain of repair shops and expended their services from muffler replacement to oil changes, brake jobs and engine repairs. Organizational Structure • Organizationally , Muffler Magic employees about 300 people total, and Ron runs his company with eighth managers including MR. Brown as president, a controller, a purchasing director, a marketing director and the human resource manager. • He also has three regional managers to whom the eighth or nine service center managers in each area of Nevada report. Case Analysis Problem & Challenges • Being a service oriented company; the shop owner was basically dependent upon the quality of the service people he or she hires or retain. • Quality was a persistent problem as well. (rework) • Problems like replacement was diminishing the profitability of the company and same reputed many times over have the potential for ruining Muffler Magic’s word of mouth reputation. • The company had only the most basic HR system in place and used only an application form that the HR manger modified from one that was downloaded from the web and other forms purchased from a human resource management supply...
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...AYUSH MAJUMDER <12063> ANSHU <12068> DEBAJYOTI CHAKRABORTY <12073> PRITHIV PRASAD C<12078> KOPPARAPU SRIVATSA <12083> MAYUR J <12088> NOOPUR KHARE <12093> ROSHAN SHETTY <12098> SANJEEV S<12103> SHWETA PATHAK<12108> SUPROTIM GANGULY<12113> VINAY PRAKASH<12118> INFORMATION TECHNOLOGY SECTOR Project Work on Human Resource Management ------------------------------------------------- Accenture ------------------------------------------------- TCS ------------------------------------------------- Tech Mahindra ------------------------------------------------- SUBMITTED TO : Dr.MOUSUMI SEN GUPTA DATE : 10/08/2012 GROUP : 3 [SECTION B] Contents Overview of the Information Technology Sector 4 Major players according to revenue (global) US$(Billion):- 4 Top 5 Indian IT companies 5 HR POLICIES 6 ORGANIZATIONAL HIERARCHY:- 6 Recruitment and Selection:- 6 Training and Development:- 7 GRIEVANCE REDRESSAL:- 8 Compensation Management:- 9 APPRAISAL PROCESS:- 10 REWARDS & RECOGNITIONS/MOTIVATION:- 12 CSR activities (Corporate social responsibility) 13 Education and Learning:- 14 Best HR Practices 15 Similarities in terms of HR policies and Strategies 16 Differences in terms of HR Policies and Strategies 16 Conclusion 17 References and Acknowledgement 18 Overview of the Information Technology Sector Information technology...
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... One of the main challenges facing independent pharmacies is competition from larger chain pharmacies and mail order services. Apex Care Pharmacy is an independent pharmacy seeking to become more competitive with chain retailers and increase revenue by partnering with Mental Healthcare facilities. Market research has revealed that client intake at these Mental Health facilities has spiked in recent years with an average of 150 clients per facility. Obtaining business from these facilities would be a tremendous opportunity for Apex to increase customer volume and company revenue. Deliverables for this project include establishing a long-term partnership with at least three Mental Healthcare facilities. This endeavor will also increase pharmacy revenue by servicing the monthly medication needs of facility clients. Since Apex is a relatively small establishment, the project team will consist of the Project Manager who is the Pharmacy Owner, the Pharmacy Manager, the Marketing Representative, the Pharmacist, and the Pharmacy Techs. The Project Manager will oversee the entire project and serve as the final decision maker on all project details. The Marketing Rep will locate and recruit Mental Healthcare facilities, the Pharmacy Manager will handle administrative aspects, the Pharmacist will process and fill client prescriptions, and the Pharmacy Techs will support the Pharmacist in these tasks. The project will consist of a three phase process. Phase 1 will involve...
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...Decision-Making ……………………………………………………… 36 Chapter Eight Leading Effectively …………………………………………………… 42 Chapter Nine Empowerment Plan ………………………………………………….. 46 Chapter Ten Team and Culture ……………………………………………………. 49 Chapter Eleven Managing Change …………………………………………………… 52 References ……………………………………………………………. 57 Chapter One Company Background, Mission, and Vision Current Conditions: Mount Cedar Technologies, Inc. is a corporation that was founded in 1995 as a major importer and distributor of computer accessories, yet over time, has developed to become a leader in various other aspects of the hardware, software, and IT markets. In just over 10 years, sales have grown at Cedar Tech to over $110 Million in annual sales, and while experiencing growth, Cedar Tech has failed to incorporate an organizational structure in their business that will support their size and market demand. As a result, the organization has also failed at motivating and rewarding employees, making ineffective decisions, and has been unable to improve its’ operational effectiveness. Goals: It is the goal of senior management to lead the corporation into the 21st century as a leader in its industry by adopting business procedures that have been...
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...Abstract The main purpose of the report is to discuss the Mount Cedar Technologies case study and show how Future Point Consultants (FPC), a consulting company, has analyzed the structure and inner workings of a tech company named Cedar Tech. This analysis has enabled FPC to identify current hurdles and difficulties to operating effectively. In addition to addressing each obstacle throughout this report, this report provides an overview of Cedar Tech’s history, current status, and goals. This report is divided into eleven sections that identify different business objectives ranging from organizational culture, building effective teams, to full implementation of recommended solutions. Introduction and Company Overview Mount Cedar Technologies also known as Cedar Tech is an Information Technology infrastructure integrator that was established in 1995. The company grew at impressive rates in its first ten years of business. Cedar Tech was originally an importer and distributor of computer accessories but later transcended into a dominant force in the IT community that was able to acquire other companies. Today they specialize in hardware and software products, storage and security solutions, and technical services to Enterprise, Small and Medium Businesses, and to Government, Educational, and Medical institutions (Ghazzawi, 2008). Although the company has grown quickly it has failed to effectively manage and retain its workforce, recognize or reward employees, and implement an...
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...Traditional brand management focuses on consumable goods with a short repeat purchase cycle, in which sales respond rapidly to changes in price, product, packaging, distribution and promotion. The typical career path for an MBA is to enter as an assistant product manager and move up to brand manager after three to five years. A brand management team shares the ultimate responsibility for a particular product. Brand management involves developing a strategic direction for a brand based on what consumers want. It is not just about lowering price or creating commercials, although they are elements of a strategic plan. Rather, managing a brand means finding a way to deliver value to consumers. Brand managers lead cross-functional teams to achieve the goals outlined in annual brand plans. Whether it's managing a spending budget or convincing upper management through numeric analysis to "size-up" a package size to boost sales, everything you do funnels towards the goal of selling more units, thus making more profit for the company and putting smiles on shareholders' faces. Although the needs of a particular brand and product often dictate the level of exposure you have to different issues, one thing all brand managers have in common is a fast-paced schedule. Seldom does a day go by where you won't be running from meeting to meeting and visiting employees from Legal, Packaging, Finance, Market Research, Consumer Affairs, Operations, Public Relations, and Research and Development...
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...within 24-48 hours! Contact us now! or call 1.800.659.5639 HOME | ENGINEERING JOBS | POWER PLANT JOBS | ENERGY JOBS | TECHNICAL JOBS Job Alerts | | CONTRACT JOBS | Register > Send Resume | Home > Resources > 2007 Engineering Salary Survey Results Resources Engineering Salary Survey Results Don’t see your specific job title? Request that it be added to this survey Job Title (Search for Job) Ave. Pay in USD # of surveys Ave. Pay 0-3 Yrs Ave. Pay 3-6 Yrs Ave. Pay 6-10 Yrs Ave. Pay 10-20 Yrs Ave. Pay 20+ Yrs > Application Engineer > Autocad Designer > Autocad Drafter > Auxilary Operator > Boiler Engineer > Boiler Tech > Bop Engineer > Bop Engineering Manager > Business Analyst > Business Dev. Manager > Buyer > Cad Designer > Cad Drafter > Ceo > Cfo > Chemical Engineer > Chemist > Chemistry Manager > Civil Engineer $60,126 $47,222 $38,913 $52,800 $55,457 $46,886 $62,876 $82,103 $61,075 $92,814 $50,212 $55,923 $41,111 $616,904 $167,195 $67,263 $56,803 $73,813 $58,139 1281 878 954 140 490 475 121 87 747 210 217 427 261 209 123 631 117 75 1780 $48,359 $39,011 $35,575 $48,714 $42,203 $39,390 $42,000 $45,857 $49,663 $47,000 $41,018 $53,186 $35,969 $71,500 $92,833 $51,639 $50,061 $66,778 $48,059 $54,547 $44,983 $38,595 $52,350 $50,070 $41,422 $51,150 $61,333 $58,585 $81,000 $48,273 $54,028 $42,552 $147,182 $630,333 $62,570 $55,227 $51,429 $53,527 $66,294 $48,626 $39,077 $53,583 $54,330 $48,130 $64,667 $65,556 $70,638 $87,212 $52,550 $54...
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...Selin University of Phoenix Turbo Tech, Inc. | To: | Management, all corporate team members and employees of all departments | From: | Fred Kelly Jr | CC: | Managers of each branch location | Date: | 3/2/2015 | Re: | New Companywide Compliance System and Policies | Comments: | Due to the nature of an expanding company, a new corporation-wide compliance system is needed for Turbo Tech, Inc. In an extension to the new conformity system, new compliance policies will be introduced. Every manager will be required to train properly to complete their jobs as well as ensure their underlings perform properly. This training will be coordinated and undertaken as part of the Turbo project. Project Stakeholders The Turbo project affects a multitude of individuals both directly and indirectly. The main participants of this program include all of the managers at each branch district across the country. The supervisors are affected precisely since they will be attending the training sessions. Each of the employees at the branch locations across the company will not be immediately affected by the Turbo project. The training the managers receive will be passed on to each of their respective employees. The CEO of Turbo Tech, Inc. will not be immediately affected by this project. The CEO requires feedback to evaluate training sessions and, therefore, is an important factor to the project for future training. Requirement for managers is to train a minimum of 10 hours on...
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...Introduction At the Tysons Corner division office of Allied Software Corporation, which is a developing software company, Dave is one of four program managers who works under the supervision of Alex, the general manager of the company division office. On his team, Dave has fifteen members, nine of whom have been in the company for more than two years. In order to meet a Monday deadline, Dave’s team takes the computers from the finance department over to their department on the weekend, and fails to return them before the finance department realizes the computers were missing. On Monday, when Alex was notified and had investigated what had happened to the computers, he called Dave into his office. When Dave explained to Alex what the motives for his team’s actions were, Alex understood, yet was concerned of the team’s behavior. Therefore, he decided to have a meeting with Dave regarding the events. While in the meeting, Alex confirmed that Dave’s team was having some internal issues that were affecting their performance. Consequently, Alex has to make a decision on how this issues could be solved. Framing the Decision Statement Alex makes use of his critical thinking skills for analyzing Dave and his team’s behavior with the purpose of finding the root cause of the issues they are facing. Seeking more information about how Dave and his team function, Alex takes Dave to dinner where he was able to analyze Dave’s behavior and gather more information about his...
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...Organizational Communication Darryl Clayton Leading the Organization I 11/28/2010 To: Dr. James Rairdon National American University APA style Certificate of Authorship I hereby certify that I am the author of this document and any assistance I received in preparing this report is fully acknowledged. I have also cited (in APA format) for all sources that I obtained ideas, data, and works. Sources are properly credited according to the APA writing guidelines. Signed: Darryl CLayton Abstract Organization sets itself specific objectives in order to meet the better business success, and to gain comparative advantage over the competition. For these objectives to be achieved, of crucial importance is organizational communication, which implies communication among employees, as well as communication between different hierarchic levels in the same organization. Communication as an element of organizational behavior is seen through the group level as the independent variable. Throughout this paper it shall explain the importance of communication for organization, the communicational process and channels for information flow through the network of small formal groups and the network of informal groups. An efficient organizational structure can help any business operate and grow in a manner that can be better managed. Efficient structure produces communication that is consistent within the company, a uniform marketing message and a culture that helps...
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...Development of Transparent Four Stroke Engine PROJECT REPORT Prepared by Ram Sundar.S For TECHNOLOGY DEPLOYMENT IE 5346 Final Take Home Table of Contents 1. Elevator Pitch....................................................... .................................................. 3 2. E-Mail............................................................................................................................ 4 3. Business Plan........................................................................................................... 5 4.1 Executive Summary......................................................................................... 5 4.2 Financial Considerations.............................................................................. 6 3.2.1 Expected Net Present Value.............................................................. 7 4.3 The Company................................................................................................... 7 4.4.1 Mission.................................................................................................... 7 4.4.2 Key to Success...................................................................................... 8 4.4.3 Products and Technology Overview.......................................... 8 4.4.4 Competitive Edge............................................................................... 8 ...
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...Chapter 9: Empowerment Plan 27 Chapter 10: Building Group Teams 30 Chapter 11: Managing Change 32 References 35 Synopsis Mount Cedar Technologies, Inc., also referred to as Cedar Tech, was founded in Los Angeles, CA in 1995 by John Curtis and Frank Mathew. More than 80% of Cedar Tech’s business comes from customers within California while less than 20% comes from other states. The company started off as an importer and distributor of computer accessories such as computer cables, audio/video cables, surge protectors, etc. In 1998, the company added new products by becoming a provider of third party technology, including hardware, software and services to corporate customers including computer and networking accessories, computers, peripherals, printers, displays, printer consumables, and software. They also offered services such as installing hardware and peripherals into systems, provided standard and custom hardware configuration for personal computers (PCs), notebooks, printers and servers. By 2000, the company evolved into an IT infrastructure integrator specializing in hardware and software products, storage and security solutions, and technical services to enterprise, small and medium businesses, government, educational and medical institutions. Also in 2000, Cedar Tech...
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