Bhushan Kapoor

Human resources in an enriched environment of business intelligence

Purpose – While many organizations are starting to use business intelligence (BI) in many areas of their businesses and make substantial gains, they have taken little advantage of this in the human resources (HR) management area. The purpose of this paper is to advance BI and data analytics technologies as precursors to the design of HR management protocols and database strategies.Design/methodology/approach – The paper discusses the fact that the increasing prevalence of globalization is driven by a number of factors including growing consumers in developing countries, technological progress, and worldwide workforce diversity. HR departments of global companies must implement BI techniques and assemble global databases that obtain information such as employees attrition and hiring, compensation and benefits, ethnic, gender, cultural, and nationality distributions. By applying advanced analytical techniques on the global database, human resources professionals will acquire intelligent business insight, p...

Global human resources (HR) information systems

Purpose – The purpose of this paper is to advance information systems, research and strategies to manage global human resources. The influx of diversity candidates into the marketplace is driving the wheels of change. With an increase in minorities and international workforce in advanced education and professional positions, employers are choosing to embrace diversity. Those that successfully make this transition will prosper in this new century and beyond. A culturally diverse workforce provides an enriched environment for the development of new ideas, fresh perspectives and innovative methodologies.Design/methodology/approach – The paper discusses the fact that the increasing prevalence of globalization is driven by a number of factors, including shortage of talent in developed countries, availability of low‐cost labor, growing consumers in developing countries, technological progress and worldwide workforce diversity. Human Resources (HR) departments of global companies must assemble global databases t...

Integration of Just In Time JIT Inventory in Outpatient Pharmacy Information Systems

With the implementation of the recent Healthcare Reform Act and the increased scrutiny on the soaring costs of healthcare, medical plans are looking for ways to optimize workflows and reduce costs. Titan Healthcare is a large non-profit integrated healthcare company located in Arizona, New Mexico, Nevada, Colorado, and Texas. They provide health insurance coverage, and a broad range of comprehensive health care services. Titan Healthcare is engrossed to employ the best strategies to close performance gaps and efficiently manage their operations. To help improve their pharmacy operations, they are seeking to design and implement a new Outpatient Pharmacy Information System which will handle both dispensing and inventory functionality. From a pharmacy inventory perspective, expectations for the system are to significantly reduce inventory costs and increase service levels to their members. Titan Healthcare is currently exploring options for designing the right Outpatient Pharmacy Inventory Management System for its operations.

Current and Future Trends in Human Resources Analytics Adoption

While many organizations use business intelligence and analytics in business functions including Supply Chain, Finance, Accounting and Marketing, they have taken little advantage of this in the Human Resources HR management area. Seeing tremendous opportunities in the use of analytics, businesses are taking big measures, such as creating a culture of making critical decisions validated by data driven approaches and hiring analytics professionals in areas that promises high rates of return. Experts continue to emphasize the importance of analytics for HR to transform itself into a more effective resource for the organization. In this paper the authors study the current and the near future states of analytics in Human Resources area. With information collected from leading job search engines, SimplyHired.com and Indeed.com, the authors have modeled trends in hiring analytics professionals in different functional areas of business. The authors compared the HR analytics trend with trends in hiring analytics professionals in Supply Chain, Finance, Accounting and Marketing functions. The extent to which companies are hiring analytics professionals now should be a good indication of analytics adoptions in the future.

Labour market discrimination against migrant workers in an Indian state: The case of Punjab

Based on an extended human capital model, some earnings functions have been estimated for Punjab in the first part of the article. Later on, we investigate the earnings differentials between natives and migrants based on their productivity‐related charac teristics and labour market discrimination. Since a majority of migrants come from the neighbouring state of Uttar Pradesh and lag behind the rest of migrants in most productivity characteristics, the two groups of workers are analysed separately. The study finds that while migrants in each group face discrimination, its extent is greater for workers from Uttar Pradesh. The important factors that favour natives and contribute to the native‐migrant earnings gap include schooling, experience and the number of days worked. The factors that favour migrants and tend to reduce the gap include overtime, single/multi‐earner family member and gifts/bonus received variables.

Chapter e82 – Homeland Security

The September 11, 2001, terrorist attacks, permanently changed the way the United States and the worlds other most developed countries perceived the threat from terrorism. Massive amounts of resources were mobilized in a very short time to counter the perceived and actual threats from terrorists and terrorist organizations. In the United States, this refocus was pushed as a necessity for what was called homeland security. The homeland security threats were anticipated for the IT infrastructure as well. It was expected that not only the IT at the federal level was vulnerable to disruptions due to terrorism-related attacks but, due to the ubiquity of the availability of IT, any organization was vulnerable. Soon after the terrorist attacks, the US Congress passed various new laws and enhanced some existing ones that introduced sweeping changes to homeland security provisions and to the existing security organizations. The executive branch of the government also issued a series of Homeland Security Presidential Directives to maintain domestic security. These laws and directives are comprehensive and contain detailed provisions to make the United States secure from its vulnerabilities. Later in the chapter, we describe some principle provisions of these homeland security-related laws and presidential directives. Next, we discuss the organizational changes that were initiated to support homeland security in the United States. Then we highlight the 9-11 Commission that Congress charted to provide a full account of the circumstances surrounding the attacks and to develop recommendations for corrective measures that could be taken to prevent future acts of terrorism. We also detail the Intelligence Reform and Terrorism Prevention Act of 2004 and the Implementing the 9-11 Commission Recommendations Act of 2007. Finally, we summarize the chapters discussion.

Chapter e27 – Information Technology Security Management

Information technology (IT) security management can be defined as a process that enables organizational structure and technology to protect an organizations IT operations and assets against internal and external threats, intentional or otherwise. The principal purpose of IT security management is to ensure confidentiality, integrity, and availability of IT systems. Fundamentally, security management is a part of the risk management process and business continuity strategy in an organization.