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• 1. [Article] Social Media Recruiting

  The purpose of this project is to study what type of social media could be use in each external recruiting process by doing research through literatures review. The study will also define the advantages, ...

  Citation × Citation Citation Abstract Copy Title: Social Media Recruiting Author: Khammuang, Monticha, Lee, Yong Jun Year: 2014 The purpose of this project is to study what type of social media could be use in each external recruiting process by doing research through literatures review. The study will also define the advantages, disadvantages of using social media in external recruitment. Additionally, the discussion is also included in this report. The discussion could suggest the appropriate social media that could be used in each external recruitment process together with the control points that HR manager should consider, and the future trends of social media in recruiting. Title: Social Media Recruiting Author: Khammuang, Monticha, Lee, Yong Jun Year: 2014 The purpose of this project is to study what type of social media could be use in each external recruiting process by doing research through literatures review. The study will also define the advantages, disadvantages of using social media in external recruitment. Additionally, the discussion is also included in this report. The discussion could suggest the appropriate social media that could be used in each external recruitment process together with the control points that HR manager should consider, and the future trends of social media in recruiting. Close

• 2. [Article] A Study of the Impacts of Corporate Culture Initiatives – MVV

  The purpose of this report is to study the implementation and impacts of Mission, Vision and Values (MVV) initiatives at a Portland based medium-sized technology Company. In 2009 the Company at the core ...

  Citation × Citation Citation Abstract Copy Title: A Study of the Impacts of Corporate Culture Initiatives – MVV Author: Finn, Daragh, Bahreini, Sara, Krueger, Justin Year: 2014 The purpose of this report is to study the implementation and impacts of Mission, Vision and Values (MVV) initiatives at a Portland based medium-sized technology Company. In 2009 the Company at the core of this case implemented a refreshed MVV initiative to spur innovation, creativity, productivity and improve employee satisfaction within the Company after the recession and a two year down turn. This paper will begin by outlining the case history and problem statements that lead to the conclusion that the MVV required a re-boot. The study will document the implementation strategy and specific identifiable goals for the MVV. We will analyze results of survey data collected both before and after the roll out of the MVV to qualify the impacts to employee satisfaction. Small improvements were observed for Company vision, creativity and inspiration. The survey also showed a reduction in the key talent retention sentiment in the Company. Additional metrics spanning the MVV initiative period will be examined for the following impacts; innovation, creativity, productivity and turnover. A positive trend in innovation and creativity was observed at multiple locations, a productivity increase was not evident from records provided, human resource management (HRM) statistics showed a temporary drop in voluntary turnover during the period, but turnover increased again in the following years. This study has been conducted through the collection of empirical data from the Company and by conducting with interviews with technical staff and HR professionals at the Company. Based on the outcome of this case study, we will be able to conclude to the impacts of the MVV initiative. Title: A Study of the Impacts of Corporate Culture Initiatives – MVV Author: Finn, Daragh, Bahreini, Sara, Krueger, Justin Year: 2014 The purpose of this report is to study the implementation and impacts of Mission, Vision and Values (MVV) initiatives at a Portland based medium-sized technology Company. In 2009 the Company at the core of this case implemented a refreshed MVV initiative to spur innovation, creativity, productivity and improve employee satisfaction within the Company after the recession and a two year down turn. This paper will begin by outlining the case history and problem statements that lead to the conclusion that the MVV required a re-boot. The study will document the implementation strategy and specific identifiable goals for the MVV. We will analyze results of survey data collected both before and after the roll out of the MVV to qualify the impacts to employee satisfaction. Small improvements were observed for Company vision, creativity and inspiration. The survey also showed a reduction in the key talent retention sentiment in the Company. Additional metrics spanning the MVV initiative period will be examined for the following impacts; innovation, creativity, productivity and turnover. A positive trend in innovation and creativity was observed at multiple locations, a productivity increase was not evident from records provided, human resource management (HRM) statistics showed a temporary drop in voluntary turnover during the period, but turnover increased again in the following years. This study has been conducted through the collection of empirical data from the Company and by conducting with interviews with technical staff and HR professionals at the Company. Based on the outcome of this case study, we will be able to conclude to the impacts of the MVV initiative. Close

• 3. [Article] Strategic Planning for Ossia Inc.

  Technology and science are changing the daily activities and revolutionizing the normal human lives. These technological and scientific breakthroughs are usually making our lives simpler and changing the ...

  Citation × Citation Citation Abstract Copy Title: Strategic Planning for Ossia Inc. Author: Alzahrani, Ahmed, Hsu, Allen Wei Chen, Al Saglab, Bashir Year: 2016 Technology and science are changing the daily activities and revolutionizing the normal human lives. These technological and scientific breakthroughs are usually making our lives simpler and changing the way we do things. In many aspects and views, life is getting more collaborated whether in transportation, communication, or in power transmitting. This revolution in technology and science leads to many futuristic applications in our lives. Wireless charging technology is one of the existence applications that benefits from this peak. This application has become an important trend as it can solve many existing problems in many fields. While wireless charging technology over years, a new form of this technology has highlighted the roadmap of the future of this technology where devices can be charged over a distance without the need chargers and cords by using the Radio Frequency waves to transmit power. The aim of this report is to define the strategy aspects of Ossia, one of the startup companies that have introduced this technology, by producing a wireless charger named “Cota”. The definition of the strategy aspects will answer the following questions: “What is the company mission, vision, and goals? What are the value propositions?”. Moreover, we also cover the targeted customer segments for the value proposition and the identification of the product strategy and the market strategy. Finally, some suggestions and thoughts for future research. Title: Strategic Planning for Ossia Inc. Author: Alzahrani, Ahmed, Hsu, Allen Wei Chen, Al Saglab, Bashir Year: 2016 Technology and science are changing the daily activities and revolutionizing the normal human lives. These technological and scientific breakthroughs are usually making our lives simpler and changing the way we do things. In many aspects and views, life is getting more collaborated whether in transportation, communication, or in power transmitting. This revolution in technology and science leads to many futuristic applications in our lives. Wireless charging technology is one of the existence applications that benefits from this peak. This application has become an important trend as it can solve many existing problems in many fields. While wireless charging technology over years, a new form of this technology has highlighted the roadmap of the future of this technology where devices can be charged over a distance without the need chargers and cords by using the Radio Frequency waves to transmit power. The aim of this report is to define the strategy aspects of Ossia, one of the startup companies that have introduced this technology, by producing a wireless charger named “Cota”. The definition of the strategy aspects will answer the following questions: “What is the company mission, vision, and goals? What are the value propositions?”. Moreover, we also cover the targeted customer segments for the value proposition and the identification of the product strategy and the market strategy. Finally, some suggestions and thoughts for future research. Close

• 4. [Article] Employee Training Schedule Optimization

  As the amount of technical information explodes in volume and technical professionals struggle with staying current with the latest information, one important channel is the large scale trade or technical ...

  Citation × Citation Citation Abstract Copy Title: Employee Training Schedule Optimization Author: Alzahrani, Ahmed, Gupta, Apeksha, Hsu, Allen Wei Chen, Tiwari, Rashi, Vinchhi, Komal Year: 2016 As the amount of technical information explodes in volume and technical professionals struggle with staying current with the latest information, one important channel is the large scale trade or technical conference. Bringing value back to business by keeping employees up to date with trends in the industry is something that a company expects when it invests time and money in sending its employees to such conferences. To choose sessions from a large conference is an exacting job for employees as they need to scroll over such huge data set and select the best session that matches their interest and preferences. This results in large number of employee hours consumed, which ultimately can prove expensive to a company. Due to these reasons, organizations might find formal planning methods beneficial to get the best return on their investment. To test this, we are examining the case of a major automotive industry company named Daimler Trucks North America. This company is sending six of its employees from the IT department to attend a conference conducted by IBM called “World of Watson”. Human Resource and IT capability being key resources to create competition and differentiating factors between two companies. Training presents a prime opportunity to expand the knowledge base of all employees, but companies and employees alike find this activity a little taxing, what with training conferences having a rigid schedule, with back to back sessions, some even running parallel to each other and add to this the work schedule of employees and their varying skills level and interests, companies and employees face variety of issues to be sorted out before employees can actually figure out which session to attend. The main objective of this project is to take the interest of the employee into account and develop an optimized schedule for 6 Daimler employees who have to attend a three-day training conference being organized by IBM. The primary metrics used for this schedule planning are the availability of employee, their skill level, and the area of preference. To increase overall coverage of sessions, we came up with a model that does not assign the same session to two employees. The model also assures that no time slot is left vacant. This helped with increasing the scope of learning. Currently, Daimler has a traditional and delegated approach, where another employee was given the task of going through the list of sessions and to choose the sessions each attendee should attend. The main problem with this approach is that the entire decision of selecting sessions is manual and hence not very personalized. This paper attempts to propose a scheduling tool based on excel to cope with the complex task of picking the best session to be attended by an employee based on their pillar preferences. Title: Employee Training Schedule Optimization Author: Alzahrani, Ahmed, Gupta, Apeksha, Hsu, Allen Wei Chen, Tiwari, Rashi, Vinchhi, Komal Year: 2016 As the amount of technical information explodes in volume and technical professionals struggle with staying current with the latest information, one important channel is the large scale trade or technical conference. Bringing value back to business by keeping employees up to date with trends in the industry is something that a company expects when it invests time and money in sending its employees to such conferences. To choose sessions from a large conference is an exacting job for employees as they need to scroll over such huge data set and select the best session that matches their interest and preferences. This results in large number of employee hours consumed, which ultimately can prove expensive to a company. Due to these reasons, organizations might find formal planning methods beneficial to get the best return on their investment. To test this, we are examining the case of a major automotive industry company named Daimler Trucks North America. This company is sending six of its employees from the IT department to attend a conference conducted by IBM called “World of Watson”. Human Resource and IT capability being key resources to create competition and differentiating factors between two companies. Training presents a prime opportunity to expand the knowledge base of all employees, but companies and employees alike find this activity a little taxing, what with training conferences having a rigid schedule, with back to back sessions, some even running parallel to each other and add to this the work schedule of employees and their varying skills level and interests, companies and employees face variety of issues to be sorted out before employees can actually figure out which session to attend. The main objective of this project is to take the interest of the employee into account and develop an optimized schedule for 6 Daimler employees who have to attend a three-day training conference being organized by IBM. The primary metrics used for this schedule planning are the availability of employee, their skill level, and the area of preference. To increase overall coverage of sessions, we came up with a model that does not assign the same session to two employees. The model also assures that no time slot is left vacant. This helped with increasing the scope of learning. Currently, Daimler has a traditional and delegated approach, where another employee was given the task of going through the list of sessions and to choose the sessions each attendee should attend. The main problem with this approach is that the entire decision of selecting sessions is manual and hence not very personalized. This paper attempts to propose a scheduling tool based on excel to cope with the complex task of picking the best session to be attended by an employee based on their pillar preferences. Close