...by assembler. The loader is a program which takes this object program, prepares it for execution, and loads this executable code of the source into memory for execution. Definition of Loader: Loader is utility program which takes object code as input prepares it for execution and loads the executable code into the memory. Thus loader is actually responsible for initiating the execution process. Functions of Loader: The loader is responsible for the activities such as allocation, linking, relocation and loading 1) It allocates the space for program in the memory, by calculating the size of the program. This activity is called allocation. 2) It resolves the symbolic references (code/data) between the object modules by assigning all the user subroutine and library subroutine addresses. This activity is called linking. 3) There are some address dependent locations in the program, such address constants must be adjusted according to allocated space, such activity done by loader is called relocation. 4) Finally it places all the machine instructions and data of corresponding programs and subroutines into the memory. Thus program now becomes ready for execution, this activity is called loading. Loader Schemes: Based on the various functionalities of loader, there are various types of loaders: 1) “compile and go” loader: in this type of loader, the instruction is read line by line, its machine code is obtained and it is directly put in the main memory at some known address. That means...
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...Task 5 Moving Truck Cost Analysis The Thompsons have lived in Canada all their life but recently Mr. Thompson got a job offer he could not refuse. The new job will require they move to the west coast of the United States. This is going to require they move across the country from New Brunswick, Canada to Seattle, WA. Which is a total of 3200 miles. Although the company Mr. Thompson will be working for will reimburse them for the move, they still have a budget they need to stay under so they can have enough money for hotel stays, stocking the house with food, cleaning supplies etc. when they arrive. They are planning on leaving early and site seeing on the way but still arrive at least two weeks early so they have time to settle in. Arriving early though means there will be a big gap between paychecks so budgeting is very important. They narrowed it down to two companies, Acme Moving which charges $2.00 per mile and Lightening Moving that charges $1500 for the first thousand miles and $2.25 for each mile over 1000. They have to analyze the costs and figure out which one is going to be the best deal. The Equation: Lightening Moving Co. Lightening Moving charges $1500 for the first 1000 miles and then $2.25 for each mile over 1000. Let X = Amount of miles traveled 1500 = the initial cost of the first 1000 miles 3,200 = the total amount of miles traveled $2.25 per mile over 1000 miles therefore; 1500 + 2.25(X-1000) = Cost of moving over 1000 miles 1500 + 2...
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...PART I – 5 Cases where moving and storage companies were sued for some type of fraud against the Consumer and/or against other Businesses These group of cases represent consumers in lawsuits against moving companies and/or arbitration. Lawsuits against moving companies may include damages to property, breach of contract, tariff or regulatory violations, and hostage loads. * The Attorney General's Office filed a lawsuit against Moving Max in July 2014, alleging they "engaged in a predatory bait and switch scheme," billed customers for "bogus charges," and then "threatened to drive off and retain the customers personal belongings unless and until payment was made by cash or money order." Under the terms of the Final Consent Judgment (entered February 13, 2015), that concluded a lawsuit filed in State Superior Court in Bergen County, the owner of Moving Max, Inc., a moving and storage company based in Fair Lawn, and the owner’s father, are permanently barred from owning or working in such businesses in New Jersey. In addition, as part of the settlement, 18 consumers who complained that their possessions were held until they paid substantially higher moving costs than agreed to, will be reimbursed for their losses. Case Cite: John J. Hoffman v. Moving Max, Inc., et al. Bergen County New Jersey Case No.: BER-C-203-14 http://nj.gov/oag/newsreleases15/Moving-Max-Oziel.pdf * Shurgard Storage Centers, Inc. (plaintiff) and Safeguard Self Storage, Inc. (defendant)...
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...Eshon Howard Bus 339 Marketing Research Hard Body Research Plan Victor Olufeso Introduction The Hard Body Haulers is a local moving company that is not experiencing consistent growth in revenue. The company was founded in 2008 and is located in Cleveland, Ohio; one of the fastest shrinking cities in terms of population in the United States (http://quickfacts.census.gov/qfd/states/39/3916000.html, 2006). This along with the high number of home foreclosures in the area indicates that people in the area are relocating to other dwellings. In contrast, the level of people unemployed in the area indicate that people do not have the discretionary resources available to them to hire a mover and are instead utilizing do it yourself alternatives (http://www.cleveland.com/datacentral/index.ssf, 2011). Moving costs are expensive to consumers in a recessive economy. Much of the cost of that the moving companies incur are fixed costs in the form of equipment such as vehicle maintenance, packaging supplies, and lifting equipment. Secondly, there is a high cost insurance and licensing requirements that every moving company must have in order to be in compliance with the State of Ohio (http://www.puco.ohio.gov/puco/, 2011). The availability of the moving company can also increase the costs considering that most moving companies are busiest on the last ten days of the month (Cohn, 2010). Finally, moving can be a very time consuming process. So moving companies generally charge on an hourly...
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...Session 3 Design Thinking & Innovation Observing Deeply Presented by Professor Srikant Datar Professor Partha Sarathi Roy Situation 1 | Apply AEIOU Exercise 1 | Apply AEIOU 1.Apply AEIOU to this situation. What are some of your key observations? 2.As you look and observe, what insight does it give you? 3. Given that insight, does it generate any opportunities in your mind? Situation 2 | Apply AEIOU Exercise 2 | Apply AEIOU 1. Apply AEIOU to this situation. What are some of your key observations? 2. Assuming the situations to happen in sequence, do any similarities emerge in both contexts? Can we come up with an opportunity area? Journey Map A graphic tool used to organize detailed information about an individual’s steps through a process. It is a useful learning device that can be applied to any context. Journey Map Source: HCD Toolkit 2ed. Tested the concept at one subway stop. Waiting transformed into shopping. LOOK Assume a beginner’s mindset. Check assumptions. “Observe” with all five senses. Document the looking. Be patient. Situation 3 | ASK You are a manager of a moving company. Over the past month customers have written to you to complain about the quality of their moving experience with your company. What would you do? Situation 3 | ASK Why did this happen? What would you do differently? "Our crew! They handled a complicated interstate move with professionalism and good humor. Everything arrived...
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...employees, you have been asked to evaluate different compensation strategies that are available for adoption within your organization. Compare and contrast at least three compensation strategies and determine recommendations for how they may be implemented within your organization. Name: Henry Rivera I.D. #: 000318961 Reference Title Finding #1 Godfrey, W. (2013, January). Compensation Strategy for Success. Prezi. Retrieved from http://prezi.com/j9k9_m_2qiwn/compensation-strategies-for-success/ Sager, Suzanne. (2011, September). Merit Pay Most Often Used in Compensation in Public and Academic Librarians. Library Worklife. Retrieved from http://ala-apa.org/newsletter/2011/09/01/merit-pay-most-often-used-in-compensation-for-public-and-academic-librarians/ Ojimba, E. (2004, November 15). Salary Basics – Developing a Strong Compensation Strategy. Salary.com for Business. Retrieved from http://www.salary.com/Small-Business-Advice/advice.asp?part=par410 Finding #2 McGladrey. (2011). Lessons from Recession Increasing Focus on Incentive Compensation Programs. Retrieved from http://mcgladrey.com/Perspective/Lessons-from-recession-increasing-focus-on-incentive-compensation-programs University of Wisconsin – Green Bay. (2013, April 9). Compensation Philosophy. Retrieved from http://www.uwgb.edu/hr/documents/CompPhilosophy0401.pdf Finding #3 Gerhart, B., Milkovich, G.T., & Newman, J.M. (n.d.). Compensation Strategy. Answer, McGraw Hill. Retrieved from http://mhanswers-auth...
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...CPDC The CPDC (Cost per Double Click) designates the amount paid to the affiliate for a click on a link or on an advertiser's graphic element, followed by another click on the advertiser's site. CPM CPM stands for cost per thousand impressions (M is the Roman numeral for a thousand). This means the advertiser pays for every thousand times the advert loads on the publisher’s page. This is how a campaign is normally priced when brand awareness or exposure is the primary goal. The advertiser and the publisher negotiate a fixed amount that the advertiser will pay for every 1,000 times an ad is shown. CPM is a very simple payment scheme, assuming the two parties can agree on a method for counting impressions. There are often stipulations in the agreement, such that the ad can only be shown on certain pages of the publisher’s site, or can only be shown on pages with a limited number of other ads. In a CPM relationship, the publisher is primarily concerned with maintaining a high-quality audience that has well defined interests or characteristics. The advertiser is primarily concerned with creating a message that will be noticed by their target audience, because they pay for the impression whether or not the user actually sees the ad. In general, the more knowledge a publisher has about a particular audience, the higher the CPM that can be charged, because the advertiser is able to more clearly know who their message is being delivered to. One prominent...
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...Total Compensation Methods Paper Total Compensation Methods Paper In all businesses, a company needs to make sure that their turnover ratio is maintained while, at the same time, keep their best employees. Compensation and benefits are just two ways that a company can do such things. The company must know what each individual is looking for at the same time. Not all employees want the same thing. Some employees want the steady 40 hour 5-day a week salary job, while others may want 4-day weeks and more paid time off. By providing a proper balance of all items such as compensation, benefit programs, and salary, the administration of the company can keep their excelling employees and may not have to worry about a huge turnover ratio. Compensation Methods “Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.” (HR Guide to the Internet) In this type of economy, many businesses will start to freeze wages and stop giving their employees any type of compensation. However, this may hurt the employee morale. By giving out a reward for an excellent job performance at times, a company could see a bigger profit in this rough economy. There are a few different types of compensation methods. These methods include but are not limited to the following: • Commission • Overtime • Bonus • Expense Allowances ...
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...Bailey DeVry University Professor: Patricia Meunier-Muenks HRM-430-67386 Compensation & Benefits Compensation Challenges for Wisconsin Electric April 16, 2016 Executive Summary The point of this paper is to look at the compensation challenges inside of Wisconsin Electric (WE Energies) and make a pay methodology that will benefit the organization, as well as the representative. With the steady change in today's business world, to have an upper hand makes it troublesome for managers to pull in and hold the most skilled representatives. Recognizing the organization's compensation procedure guarantees the organization offers the right pay and pay increases in compensation to keep top employees. When we hear the word compensation we consider paying a worker for their work performed, however, there is substantially more to compensation. Compensation and benefits, "incorporates not just compensation, but also the direct and indirect rewards and advantages the representative is furnished with consequently for their commitment to the organization. To decide compensation, companies should build up a pay and compensation program that diagrams a fair process for repaying workers" ("Compensation and Benefits," n.d.). This approach is a critical piece in helping HR to deal with staying aggressive and successful in the worldwide business sector. All through this paper we will talk about the compensation and benefits methodology of WE Energies and recommendations on the most proficient...
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...Critically discuss the claim in the above mentioned passage that the most significant trend is the move away from guaranteed compensation to performance related compensation. What are the implications to the organization’s human resource management effectiveness? 3 Performance-Based Remuneration: 3 Guaranteed Variable Salary 4 From guaranteed compensation to performance related compensation. Why? 4 b) Provide a concise overview of how an organization can ensure that its compensation strategies are able to support it strategic objectives 5 • Increased skill and flexibility in the workforce 5 • Reduction in traditional demarcations 5 • Increased efficiency 5 • Tangible benefits for workers in return for changes in working practice. 5 c) Provide a set of arguments to support the view that executive pay should be linked to company performance 6 d) What are the advantages of linking employee pay to performance? 6 Provide a 'felt fair' system of rewarding people according to their contribution 6 Higher performance within the organization may result 7 Provides a tangible means of recognizing achievements 7 People understand the performance imperatives of the organization 7 Link between extra pay and extra performance is clear 7 Conclusion 8 References: 8 Introduction In this assignment I will discuss about compensation and benefit management and many aspects of it and how they can affect an organization and about their influences. a) Critically...
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...Culture Zelda Johnson Global Human Resources Management Professor: Dr. David Smith June 11, 2015 Let me begin with introducing my company “Freshness Food Market” I been in business for 20 years. My grandfather started this business with the intention of giving affordable and quality produce and food to our consumers at an affordable price. From a small, struggling cooperative with ten members now over 100 stores in three different states. Freshness Food Market employs more than 5,000 people throughout Pennsylvania, Delaware and Maryland. Even though we have grown from the small “Mom and Pop” stores of the 1950s, most of our stores are still family owned and operated businesses. When we buy in volume this enables our stores to offer their customers the lowest possible overall prices, and the highest value, in the marketplace. At the heart of Freshness charitable giving is the idea that being a good corporate citizen is an ongoing responsibility. By helping to create stronger communities, we enhance the quality of life for customers and associates. We know being a good neighbor also means providing for our customers beyond our store's walls. Here at Freshness, we're determined on providing our customers with a fresh and healthy proficiency every time they enter our stores. One of our charitable missions is to support ending hunger in our local community. We support local establishments providing wide-ranging from hunger relief programming...
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...International Human Resource Management: Chapter – 6: COMPENSATION MANAGEMENT Introduction: One of the key components of IHRM is the compensation administration in MNCs. Today, compensation and employee benefits contribute to 40-50% of the total costs. Compensation is strategically reported and monitored at the broad – levels and with the investors to assess the health of the organization. What is compensation management? Effective and efficient process of managing the earnings – financial and non financial rewards of the employees in an organization based on their performance towards organizational goal is called compensation management. International Compensation is an internal rate of return (monetary or non monetary rewards / package) including base salary, benefits, perquisites and long term & short term incentives that valued by employee’s in accordance with their relative contributions to performance towards achieving the desired goal of an organization. It influences: • • • Organizational culture Recruitment and selection of competent employees Motivation and performance Objectives of compensation: Compensation decisions are strategic decisions and play a key role in achieving performance and sustainable competitive advantages for national as well as international firms. Therefore the key objectives are: • • • • • Attract employees who are qualified , experienced and interested in international assignments. Facilitate the movement of expatriate’s from one...
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...The Impact of Compensation Practices February 20, 2011 “The ultimate goal of a pay system is to align the goals and interests of employees with the goals and interests of the organization” – Robert L. Heneman The Impact of Compensation Practices The business arena is ever changing. Where people work, how they work, the relationships in the workplace and compensation for their work continues to change. Hence, “It will be the challenge of compensation professionals to devise ways to reward and motivate employees who work under increasingly flexible arrangements” (Bennett, 1995). Most people interchange and have the perspective that pay and compensation are the same when in reality, compensation is more than just monetary rewards. Compensation is often misunderstood, and can also be misapplied. More often than not, it is out of synch with the values and processes of an organization. This is because despite continued organizational changes, the actual strategies for administering and implementing compensation is misaligned with the rapid changes in the company. “Pay can no longer be seen as a mere expense and cost of doing business, but instead must be viewed as an investment that is closely linked to the long-term success of the organization” (Flannery, et. al., 1996). As Cable and Judge (1994) note, “compensation systems are capable of attracting (or repelling) the right kinds of people because they communicate so much about an organization’s philosophy,...
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...1. INTRODUCTION One of the traditional Human Resource (HR) functions is determining employees’ compensation. In modern organisations, with variety of costly employee benefit programmes, wage incentive programmes and structured pay scale, the compensation task is even more difficult and challenging for an HR specialist. Employee compensation can affect their productivity and their tendency to stay with the organisation. The HR manager must ensure that the compensation policy does not lead to high staff turnover. Employees need for income and their desire to be fairly treated by the organisation make developing HR programmes important for Human Resource Department (HRD). Compensation of people at work has become one of the most demanding problems facing management in South Africa (SA) today. In the past, payment for work performed was simple and straightforward. Paying for work not performed, such as vacation was simply unheard by the management. For most parts the employer displayed a take it or leave it attitude when making pay offers to employees. Today the almost automatic increasing of employees’ salaries every 12 months or so is common practice. Although thing has change substantially, new and better ways of compensating people are needed in Human Resource Management (HRM). To understand the utility of broader construct for considering military and civilian pay comparability, it is necessary to consider how military service differs from employment in the civilian...
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...STUDY OF COMPENSATION MANAGEMENT IN HDFC BANK | |TABLE OF CONTENTS |Page no. | | | Acknowledgement |4 | | | Certificate |5 | |1. |Introduction | | | |Objective |6 | | |Limitation | | | |Scope | | | |Research methodology |7 | | | | | |2. |Details of the Project | | | |2.1 Introduction to compensation management...
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