MIS 535 Midterm Exam 100 Essay

These are the automatically computed results of your exam. Grades for essay questions, and comments from your instructor, are in the "Details" section below.

These are the automatically computed results of your exam. Grades for essay questions, and comments from your instructor, are in the "Details" section below.

After carefully interviewing the Stake holders of the Leonard Cooper Charter School, several issues were observed. The first noticeable concern was the print server. Their management of print jobs on the print server are called into question because of the many collisions on the print server. They are presently using a half-duplex system for their print jobs. A half-duplex system provides signal communication in both directions, however only one direction at a time. A good example of this technology might be two-way radios. The person listening must wait until the transmitter concludes the signal transmission before responding to the call otherwise a collision will occur and

These are the automatically computed results of your exam. Grades for essay questions, and comments from your instructor, are in the "Details" section below.

These are the automatically computed results of your exam. Grades for essay questions, and comments from your instructor, are in the "Details" section below.

When considering the IT management portfolio triangle consisting of infrastructural, transactional, informational, and strategic systems in regards to the Nicholas Carr’s viewpoint on information technology, I do not believe that his thoughts apply equally to all types of IT investments. Consider most Transactional System IT investments undertaken today. These systems are designed to help streamline and standardize the collection, modification, and retrieval of transactional data within a business. These systems typically perform well, and maintain consistency and reliability. When observing only transactional systems, I would agree with Nicholas Carr and say that this type of IT investment

       The corporate valuation model can be used both for companies that pay dividends and those that do not pay dividends.

Employees’s accomplishments were reviewed by the manager and assigned a rating from 1 (unsatisfactory) to 5 (superior)

| Tracking employee training, skills, and performance appraisals is an example of a human resource information system operating at the:

Employee performance and levels of productivity determines profits of any firm. According to Heathfield (2008), organizations are aiming at seeking advantages, and for this reason she says, evaluation of workers performance is becoming the immediate area of target. She says that the management of employee performance is of advantage for both the employee and the employer. She further states that, however the approach to the concept of performance appraisal may differ from one organization to another, the concept and its meaning still focuses on human capital as the most important asset in the organization.

A talent management system provides the ability to share information and support. Technology can make the talent management process more efficient and create transparency. Supervisors can access information more quickly than with spreadsheets and other shared documents. A talent management system keeps all the data in a single location. The data is available to other people in the organization in

To get the accurate measure of your employees’ performance must be organize. Organization set the content of the job with tasks that are associated with knowledge, skills, and abilities. Evaluations make statements just not for

One of the most misunderstood tools used by managers in today’s businesses is the performance evaluation. At its basic level, the performance evaluation is a tool that allows an organization to evaluate an employee’s past performance compared with a set of performance standards (Dessler, 2015). These evaluations may be used to determine pay and compensation, promotions, terminations, training and development opportunities, and more (Mulvaney, McKinney, & Grodsky, 2012). Although the idea of providing feedback on job performance seems simple, many organizations struggle to develop a performance evaluation system that is fair to employees, easy for managers to use, and that measures key areas of performance. A study of 100 large U.S. corporations showed that all of the companies used some sort of performance evaluation system, but half of the corporations were considering making major changes to their system and six percent of the firms said they were considering eliminating the process altogether (Lawler, Benson, & McDermot, 2012). Given the importance of providing feedback about performance and the potential organizational benefits of an effective process, eliminating performance evaluations is not likely to result in success for employees or the

Employees will receive feedback in their performance in a timely manner; if they are any improvements needed they will be given an ample amount of time to achieve the improvements needed. In addition, employees will be treated with respect through the entire process and are allowed to voice the concerns and have any questions addressed and answered; if they desire to file an appeal they will be allowed to do so. Performance information provided will be unbiased and training will be provided to prevent biases as well as managers will receive training on how to manage their employees’ performance. Training, instructions, and examples be provided to managers so they will know how to properly document performance for the system. The most important part of the system is that it will have what needs to be done in order to identify discrimination, bias, and system abuse. With these characteristics implemented in the performance management system in addition to being applied and used properly; the organization would be able to defend themselves again discrimination

There are many reasons that organizations choose to upgrade or introduce various technologies. The speed at which new technologies are developed has reached previously unimaginable heights. Computers and software can become obsolete in a matter of a couple years and this lifespan is continually declining. As a result, modern organizations are continually introducing and adapting new technologies and a regular basis to stay competitive or maximize their productivity. Yet there are so many new implementations that are unsuccessful and actually create more problems than they were intended to solve. This paper will introduce some of the issues associated with the implementation of new technologies into modern organizations.