7 Ways to Decrease Our Dependence on Foreign Oil
We spend billions of dollars every year importing oil from unstable countries such as Iraq, Saudi Arabia and Venezuela. For our nation financial and political stability, we should try to avoid using foreign fossil fuels as much as we can. If something dramatic happens in any of those countries, it could mean that we have to pay more in petrol. In order to reduce our oil dependence, we need to do the following things:
1. Diversify our energy resources. We should spend more money on other energy alternatives such as nuclear power, solar and wind power.
2. Spend more money in researching more oil wells around America. America has a lot of oil reserves that hasn’t yet been tapped. It is estimated there are billions of untapped oil reserves around our seas.
3. Use efficient cars such as the Toyota Prius. Hybrid cars will save you a lot of money. Also, an electric car uses no but is powered by the electric grid.
4. Walk to work or shops instead of using your car. Another great benefit is that you can lose weight and feel healthier by doing this every day.
5. Invest more in public transport and depend less on cars. We can move more people efficiently if we invest in a good transport system such as trains and trams.
6. Invest more in energy research so we can use energy efficiently and find ways to invent new alternative energy systems.
7. Tax people who are excessive users of fossil fuels. For example, tax cars that have high gas consumption per mile.
Why Take Fish Oil As A Dietary Supplement
The human body is a complicated system that no one really understands completely. Even science and doctors have admitted to being clueless when it comes to how the body works and how a person might be able to help their body maintain its health. But recent research into supplements has come up with a sort of panacea for many of the current health concerns – fish oil. While it sounds like the snake oil of times passed, the relevance of this supplement to your future is something you might want to think about.
Fish oil is a substance that comes from fish that contains Omega 3 fatty acids. These essential fatty acids can not be produced by the body so they need to be ingested either through diet or through direct supplementation. Since so many people have troubles maintaining a healthy and balanced diet, it’s no wonder that this might be the reason for the turn towards an unhealthy life. The fatty acids in fish oil are connected with a number of benefits for the body, but also for your life and for your well being.
Easy
Taking fish oil as a dietary supplement is one of the easiest steps that someone can take for their health. Not only can you simply take the recommended dosage and be done for the day, but you can also rest assured knowing that fish oil supplements are tested and retested to meet high quality standards. This will ensure that you’re not getting too high of mercury levels in your fish oil routine as well as making sure that you are getting the right amount of fish oil on a consistent basis.
Inexpensive
What’s more is that fish oil is a relatively inexpensive investment when it comes to your health. Not only is it low in price, but you can also get a high number of pills for this lower price. Of course, there are a range of prices that you can pay for fish oil supplements, but by shopping around, you will be able to find one that suits not only your budget, but also your needs. The only thing to be concerned about is the supplement that extremely low priced as it may not have the higher quality that more moderately priced supplements will.
Protective Benefits
One of the most interesting facts about fish oil is that it seems to protect the body from future ills. Studies done in 2003 at Harvard Medical showed that taking fish oil on a daily basis can help to protect the heart from damage and disease. Something in the chemical structure of these Omega 3 fatty acids helps to keep the heart muscle healthy and strong.
In addition, fish oil has also been linked with protecting the body from many cancers. Cancers like breast, ovarian, stomach and colon cancer have all been linked with fish oil – that is, they seem to be reduced in incidence when those studied took fish oil supplements.
The use of fish oil also seems to boost concentration and brain development in all ages. Since the fish oil works to help messages be transmitted from one part of the body to another, the mind is able to focus better when the fish oil is taken on a regular basis. As you age, this becomes all the more important in terms to preventing things like Alsheimer’s and dementia.
Repairing Benefits
Other recent studies have concluded that fish oil may also have a part to play in the reparations of damage that’s already been done to a body. In the matter of a damaged heart, this is especially promising. When the heart is weakened or a part of it dies (as it does during a heart attack), it needs all the help it can get in order to get back to its previous state of health. Fish oil supplements have been linked with helping this reparation to occur.
Your skin is also helped by the use of fish oil, helping to repair the damage caused by the sun and other environmental factors. Instead of the skin showing early signs of wrinkling, the use of fish oil can help to add moisture and firmness to the skin, shaving years off the face.
Your Body Needs It
And since fish oil contains essential fatty acids, the truth is that your body needs to take this drug in order to survive and to thrive. When the body gets enough of the fish oil supplements, it will be able to handle many health problems in the early stages.
When You’re Pregnant
If you are pregnant (and if your doctor agrees), taking fish oil can help to boost the intelligence of the child whose brain is still developing. This can lead to reduced problems with behaviour as well as with ADD and ADHD>
Conclusion
Fish oil as a dietary supplement isn’t just something that you should consider, it’s a medically studied and supported way to help your body maintain ideal health.
Offshore Drilling Companies – 50 Offshore Drilling Companies To Get You Started
Are you looking for a list of offshore drilling companies because you are looking for a job in an offshore oil rig? Have you tried the big boys like Shell and BP, etc? No results, or don’t want to try them for some reason?
Besides the obvious list of big boys like Shell and BP, you can also look for offshore drilling companies which do wildcatting or provide sub-contracting offshore oil drilling services to the major players. There are potentially hundreds of smaller companies which do this. Rather than cover the whole spectrum of finding oil, drilling for it and then refining and distributing the oil, these relatively small companies (for the oil and gas industry) concentrate on providing offshore drilling services. Some of them were formed during the last slump in oil prices by far-sighted investors with deep pockets, buying up equipment for pennies on the dollar. Many more were popped up just before the current boom in oil prices, or just recently to cater for the spike in demand for oil drilling services.
Here is a list of 50 offshore drilling companies to get you started:
Nabors Industries
Transocean
Diamond Offshore
Rowan Companies
Schlumberger
Stena Drilling
Tesco Drilling
Transocean Sedco
Prosafe ASA
Abbot Group
Acteon
Akita Drilling
Altinex
Atwood Oceanics
Baker Hughes
China Oilfield Services
Crosco Drilling
Dolphin Drilling
Egyptian Drilling Company
Franklin Howard International
Fred. Olsen Energy
Geoservices
Global Marine Drilling
GlobalSantaFe
IKM Subsea Design
Japan Drilling Co
KCA Deutag Drilling
Maersk Contractors
Metzke Engineering
Noble Drilling
Pajak Engineering
Parker Drilling
PetroMena
Reamco
Seadrill
Smedvig
Smith International
ENSCO International
BLAKE Offshore
CDIS
Coastal Drilling Company
Crosco
Extended Reach Drilling
Frigstad Offshore
Jindal Drilling & Industries
KCA DEUTAG Drilling
Marine Drilling Companies
National Drilling Services
Neptune Drilling
Ocean Rig
Do note that these are just 50 out of hundreds, with many more new companies formed each month to cater for the growing demand of the oil rush. As the entire oil and gas industry is very fast-moving right now, there is no guarantee that all the companies will still be around. After all, the major players like Shell will almost certainly try to buy them up to secure their own supply of oil rigs and crew. Some of these companies provide both onshore and offshore services and may even provide pipelining services, so be sure to make it clear in your cover letter and resume/cv.
Not all of the companies have websites or email. You may need to do some digging to find their snail mail or off-line address so that you can send them you cover letter and resume through the post office.
To get an offshore drilling job, you can go to the major players, or you can try the smaller specialist offshore drilling companies. The major players are of course more stable (at least during the oil boom). The smaller companies, on the other hand, provide more opportunity for advancement if you are bright and hardworking.
Solar Energy Advantages Disadvantages
Many of us know that solar energy is a good thing, but few really understand why. Therefore, I compiled a comprehensive list of solar energy advantages and disadvantages that will enable you to make an educated decision whether on not Solar Power is right for YOU.
Solar Energy Advantages
1. Saves you money
After the initial investment has been recovered, the energy from the sun is practically FREE.
The recovery/ payback period for this investment can be very short depending on how much electricity your household uses.
Financial incentives are available form the government that will reduce your cost.
If your system produce more energy than you use, your utility company can buy it from you, building up a credit on your account! This is called net metering.
It will save you money on your electricity bill if you have one at all.
Solar energy does not require any fuel.
It’s not affected by the supply and demand of fuel and is therefore not subjected to the ever-increasing price of gasoline.
The savings are immediate and for many years to come.
The use of solar energy indirectly reduces health costs.
2. Environmentally friendly
Solar Energy is clean, renewable (unlike gas, oil and coal) and sustainable, helping to protect our environment.
It does not pollute our air by releasing carbon dioxide, nitrogen oxide, sulphur dioxide or mercury into the atmosphere like many traditional forms of electrical generations does.
Therefore Solar Energy does not contribute to global warming, acid rain or smog.
It actively contributes to the decrease of harmful green house gas emissions.
It’s generated where it is needed.
By not using any fuel, Solar Energy does not contribute to the cost and problems of the recovery and transportation of fuel or the storage of radioactive waste.
3. Independent/ semi-independent
Solar Energy can be utilized to offset utility-supplied energy consumption. It does not only reduce your electricity bill, but will also continue to supply your home/ business with electricity in the event of a power outage.
A Solar Energy system can operate entirely independent, not requiring a connection to a power or gas grid at all. Systems can therefore be installed in remote locations (like holiday log cabins), making it more practical and cost-effective than the supply of utility electricity to a new site.
The use of Solar Energy reduces our dependence on foreign and/or centralized sources of energy, influenced by natural disasters or international events and so contributes to a sustainable future.
Solar Energy supports local job and wealth creation, fuelling local economies.
4. Low/ no maintenance
Solar Energy systems are virtually maintenance free and will last for decades.
Once installed, there are no recurring costs.
They operate silently, have no moving parts, do not release offensive smells and do not require you to add any fuel.
More solar panels can easily be added in the future when your family’s needs grow.
Solar Energy Disadvantages
The initial cost is the main disadvantage of installing a solar energy system, largely because of the high cost of the semi-conducting materials used in building one.
The cost of solar energy is also high compared to non-renewable utility-supplied electricity. As energy shortages are becoming more common, solar energy is becoming more price-competitive.
Solar panels require quite a large area for installation to achieve a good level of efficiency.
The efficiency of the system also relies on the location of the sun, although this problem can be overcome with the installation of certain components.
The production of solar energy is influenced by the presence of clouds or pollution in the air.
Similarly, no solar energy will be produced during nighttime although a battery backup system and/or net metering will solve this problem. See http://www.dsireusa.org for details on how net metering allows you to save electricity and money.
As far as solar powered cars go – their slower speed might not appeal to everyone caught up in today’s rat race.
Japanese Hair Straightening
By now, I’m sure you’ve heard of the hair straightening process invented in Japan that has swept America and made countless women forever grateful to it’s hair-transforming powers. It goes by several different names – Japanese Straightening, Thermal Reconditioning, Straight Perm, and Japanese Straight Perm. So, what exactly can you expect after a thermal reconditioning service? Well, it’s actually nothing short of miraculous, if you choose the right product and stylist.
I had my treatment done at a Japanese salon that specializes in this service. After about six hours of sitting in the salon, being alternately shampooed, heated under intense heat lamps, blown out, flat ironed, and then going through the entire process again, I emerged from the salon with a completely retexturized, smooth and sleek head of hair.
All together, the straightening process cost about $750, including a VERY generous tip (I tend to tip too much, I know) and a large bottle of shampoo and conditioner specially formulated for my new tresses. The going hourly rate is usually $100 for this service I was under strict instructions to guard my hair from water exposure or any type of moisture, including sweating so working out was out of the question, for the next 72 hours.
I was completely thrilled with my new hair. The light reflected off of it like crazy, and it blew naturally in the breeze, not at all dried out or artificial, like you might expect after a chemical treatment. It actually was in the best condition ever, which seemed counter intuitive since it had essentially just been through six hours of chemical and heat treatment. Nevertheless, it was absolutely and undeniably true.
I was told I would need to come back for a touch up on the new growth anywhere from 6 months to a year, depending on how straight I wanted it to stay and the rate of hair growth. It is now six months later, and even though it has more body, it is still shiny and smooth. I actually like it a little more with some body at the roots. It gives it a little extra lift, and the remaining hair is still straight and manageable.
There are some things you want to look out for when searching for a salon that offers thermal reconditioning. First, find out which straightening product they use. There are two major Japanese Straightening Systems which are Liscio, and the second is Yuko. Both are made in Japan. Any others are to be cautiously researched. Second, make sure the technician performing the service has plenty of experience in the process. Any good salon will provide you with before and after pictures of their work.
Third, be sure to be open and honest with the stylist about any prior haircoloring or processing, so they can adjust the treatment accordingly for the best results. Don’t fall in to the trap of buying expensive shampoos and conditioners like I did (I spent about $85 on shampoo and conditioner).
After Japanese Straightening, you do want to be sure to keep hair protected from the sun and moisturized, so frequent deep conditioning and an SPF spray or other UV protective hair product is highly recommended. You must wait at least one to two months before coloring your hair after the treatment, depending on your stylist’s recommendations. If you can, go to a stylist who was actually trained by a top technician at the corporate headquarters for the system they use. This assures they have been trained correctly and specifically on how to get the best results possible.
What this means for you is a lower risk of getting a “botched” straightening job or damaged hair. Do your research. Get online and find the salons in your area that offer the service along with their credentials. After all, you don’t want to waste your hard-earned money on something that is less than a superior result. The cost of the treatment can be very high, especially if your hair is particularly long or hard to “de-curl”. Typically, the longer and curlier the hair, the longer the process takes, and the more you will spend.
Bottom line, if your hair is unruly, frizzy, or overly curly and you would like to have low maintenance, hassle free hair that is shiny and straight, the “Japanese Straight Perm” is just the thing for you. I know I will be going back for a second round!
Palm Oil Malaysia – The World Largest Producer of Crude Palm Oil
Palm oil is produced from a fern like plant called the oil palm tree. The oil is extracted from the outer soft, fleshy portion of the fruit, and palm kernel oil is extracted from the inner seed portion of the palm tree fruit. Palm oil is has many beneficial properties. The extract is full of olefins, a potentially valuable chemical group that can be processed into many non-food products as well. The natural oil also has the largest slice of the world vegetable oil market of 28 percent.
Palm oil is also a primary substitute for rapeseed oil in Europe, which too is experiencing high levels of demand for bio-diesel fuel production purposes. The palm tree fruit extract is the most productive energy crop the world has. One hectare of oil palm plantation has the capacity to produce nearly 6,000 litres of crude bio-diesel. In comparison, soybeans and corn generate only about 400 and 200 litres per hectare, respectively.
The palm trees can be grown on sunny tropical region. Most plantation lands are cleared through administering the slash-and burn technique. Palm trees are very versatile and are the highest yielding oilseed crop. For fresh fruit yield, for every 10 tonnes of palm oil, about 1 tonne of palm kernel oil can be obtained. The countries the produce the most crude palm oil are from Southeast Asia mainly Malaysia and Indonesia. Together, both countries account for about 80 percent of the world’s production.
Malaysia is the single largest producer with more than 50 percent of the world’s production, while Indonesia follows with almost 30 percent of global production. Between 1960 and 2000, global palm oil production increased 10 fold from 2 million tons in 1960 to 24 million tons in 2000. As the largest producer and exporter of palm oil and palm oil products, Malaysia has an important role to play in fulfilling the growing global need for oils and fats in general.
Human Resource Information System – HRIS
Human Resource Information Systems
The purpose of this paper is to identify other companies who have faced similar human resources issues in regards to information technology. Through benchmarking different companies we can learn how other companies have handled certain human resources issues related to information technology, information systems, new technology, and data security. An overall analysis has been completed using research on IBM Europe, Ameriprise Financial, Terasen Pipelines, Shaw’s Supermarkets, CS Stars LLC, IBM, WORKSource Inc., and Toshiba America Medical Systems, Inc. This paper also includes eight synopses of companies facing similar issue to those in the reading.
New Technology
With the changing world and constant new technology that is available, managers need to be aware of the technology that will increase effectiveness in their company. Human resource information systems (HRIS) have increasingly transformed since it was first introduced at General Electric in the 1950s. HRIS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HRIS systems that are used today. Human resource professionals began to see the possibility of new applications for the computer. The idea was to integrate many of the different human resource functions. The result was the third generation of the computerized HRIS, a feature-rich, broad-based, self-contained HRIS. The third generation took systems far beyond being mere data repositories and created tools with which human resource professionals could do much more (Byars, 2004).
Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing numbers of employees. Terasen Pipelines moved its headquarters from Vancouver to Calgary to be closer to the oil and realized a major growth in employees. In the past recording keeping was done on paper and with spreadsheets. Mangers at Terasen realized that there was a need to change to a more computerized system and looked into different HRIS vendors. By making the move to a HRIS system, Terasen is able to keep more accurate records as well as better prepare for future growth. Another company that saw the benefits of keeping up with new technology is WORKSource Inc. To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic pay stub, electronic timesheet software, time-off system, and human resource information system (“Tips,” 2006). By adapting these new programs, WORKSource was able to reduce waste and cost.
The Internet is an increasingly popular way to recruit applicants, research technologies and perform other essential functions in business. Delivering human resource services online (eHR) supports more efficient collection, storage, distribution, and exchange of data (Friesen, 2003). An intranet is a type of network used by companies to share information to people within the organization. An intranet connects people to people and people to information and knowledge within the organization; it serves as an “information hub” for the entire organization. Most organizations set up intranets primarily for employees, but they can extend to business partners and even customers with appropriate security clearance (Byars & Rue, 2004).
Applications of HRIS
The efficiency of HRIS, the systems are able to produce more effective and faster outcomes than can be done on paper. Some of the many applications of HRIS are: Clerical applications, applicant search expenditures, risk management, training management, training experiences, financial planning, turnover analysis, succession planning, flexible-benefits administration, compliance with government regulations, attendance reporting and analysis, human resource planning, accident reporting and prevention and strategic planning. With the many different applications of HRIS, it is difficult to understand how the programs benefit companies without looking at companies that have already benefited from such programs.
One such company is IBM. IBM has a paperless online enrollment plan for all of its employees. Not only has the online enrollment saved the company 1.2 million per year on printing and mailing costs, the employees enjoy working with the online plan. “Since we began offering online enrollment, we’ve learned that employees want web access,” Donnelly [Senior Communications Specialist] says, so they can log on at home rather than through the company intranet. So the company has been working to put in place a web-based enrollment system that employees and retirees can access from anywhere (Huering, 2003). By utilizing the flexible-benefits application HRIS has to offer, IBM was able to cut costs and give employees the freedom to discover their benefits on their own time and pace.
Another company that has taken advantage of HRIS applications is Shaw’s Supermarkets. In order for Shaw’s to better manage its workforce, the company decided it was time to centralize the HR operations. After looking at different options, Shaw’s decided to implement an Employee Self Service (ESS) system. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information and other payroll related information (Koven, 2002). By giving employees access to their personal information and the ability to update or change their information as needed, HR was given more time to focus on other issues. Understanding the different applications HRIS has to offer will give companies the chance to increase employee efficiency and reduce costs.
Measuring the Effectiveness of HRIS
The evaluation should determine whether or not the HRIS has performed up to its expectations and if the HRIS is being used to its full advantage (Byars & Rue, 2004). One of the most significant challenges faced by public personnel executives today is measuring the performance of their human resources information system (HRIS) In order to justify the value-added contribution of the HRIS to accomplishing the organization’s mission (Hagood & Friedman, 2002). Implementing an HRIS program may seem a necessary stem for a company, but unless it will be an effective tool for HR operations, it will not help increase efficiency and may hinder it instead.
One company that implemented a HRIS system is Toshiba America Medical Systems, Inc. (TAMS). TAMS put all employee benefits information online and created an open enrollment option when TAMS changed healthcare providers. Almost immediately upon rolling out the UltiPro portal [new HRIS technology] to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004). By determining the efficiency of the new program, TAMS was able to realize the benefits of the new HRIS system.
Security of HRIS
The privacy of employee information has become a major issue in recent years. With identity theft becoming a common problem, employees are becoming more sensitive about who sees their personal information, and the security it is kept in. By making sure employee information that is kept in the HRIS is relevant to the company and making sure there is limited access (password protection) to such information, companies can make its employees more secure with the safety of their information. Whether electronic or paper, employee files deserve to be treated with great care. Establishing security and end-user privileges calls for a balance of incorporating, HR policy, system knowledge and day-to-day operations (O’Connell, 1994).
One company that faced a major security issue was CS Stars, LLC. CS Stars lost track of one of its computers that contained personal information that included names, addresses and social security numbers of workers compensation benefits. The bigger problem was that CS Stars failed to notify the affected consumers and employees about the missing computer. Though the computer was retrieved and no information seemed to have been harmed, many employees lost their sense of security with the company. New York’s Information Security Breach and Notification Law, effective in December 2005, requires businesses that maintain computerized data which includes private information to notify the owner of the information of any breach of the security of the system immediately following discovery, if the private information was, or is reasonably believed to have been, acquired by a person without valid authorization (Cadrain, 2007).
Another company that experienced a breach in security is Ameriprise Financial. In late 2005, a computer that contained personal information on clients and employees was stolen. Because many of the employees at Ameriprise take their computers between work and home, the company determined there was a need to put more security into those computers. Ameriprise made sure all employees had the new security suite installed on their computers. By responding quickly to the need for more security, Ameriprise made sure all information is being kept secure. Making sure employees information is kept as secure as possible there will be more trust in the company and the HR employees working with that information.
Conclusion
IBM, Terasen Pipeline, CS Stars LCC, and Toshiba America Medical Systems, Inc. are good examples of companies facing issues similar to human resources information technology and human resources information systems. All of these companies know the importance of new technology, human resources information systems, and data security. The remainder of this paper provides synopses of more companies facing human resources issues, how the company responded to the issues, and the outcomes of the company’s responses.
Companies Benchmarked
IBM Europe
The Situation:
IBM is a global organization offering research, software, hardware, IT consulting, business and management consulting, ring and financing. It employs around 340,000 people, speaking 165 languages across 75 countries, and serving clients in 174 countries. In January 2007, IBM established a separate “new media” function within its corporate communication department. IBM main goal is to educate, support, and promote programs that utilize social media. IBM Europe decided to expand internal communication by blogging guidelines. The recognition was that blogging was already happening among IBMers, just in an unregulated way. In a similar way, institutionalizing a function to deal specifically with new media is not a corporate move, or establishing from scratch. It’s a response to the issues already emerging in the company. Now that those technologies are here, people are using them, they’re growing and there here to stay-we’re just going to put some structure around them so that we can try to optimize their use.” The users decide what technologies they want to use and how they want to use them. That main idea is that IBM understands that they must remember to respect the fact that social media are social. IBM had the need to connect its 340,000 global employees more effectively.
The Response:
IBM’s intent around social media has now been officially formalized. From January 22 2007, the company established a separate “new media” function within its corporate communication department. “Its remit: To act as expert consultants inside and outside IBM on issues relating to blogs, wikis, RSS and other social media applications. The main idea is to educate, support and promote programs that utilize these tools. IBM has a history of being a t the forefront of technology based corporate communication. From the multimedia brainstorming “WorldJam” that made news headlines back in 2001 in which 50,000 employees worldwide joined a real time, online idea-sharing session about the company’s direction. IMB has always prepared itself to use breakthrough technologies to establish a two-way dialogue with its employees. The need for social media was necessary and could no longer wait.
The Outcome:
In the last few years IBM has been recognized as being the vanguard of social-media use: IBM was on of the first Fortune 500 companies to get behind collaborative wikis, published internal blogging guidelines as far back as 2003, and is now moving fast beyond RSS and podcasts into videocasting and “virtual world” technologies like Second Life. The intranet search facility extends to all areas of the site, including new media aspects. When an employee logs onto their portal an executes a key word search, the results they get back not only come from the main intranet pages, but include results from IBM forums, wikis, blogs and podcast/videocasts tags. IMB has an understanding that employees are no longer staying in a company their entire lives. It’s just not like that any more. In Belgium for example over 50 percent of 2,300 employees have been there fewer than five years. The company has come to the conclusion that with an increasingly young and mobile workforce, the likelihood is that an employee population full of a younger generation, for whom these tools are part and parcel of life, is not that far away. In years to come IBM will have to deal with employee base for which blogging is just the natural way to interact over a web platform. IBM has created centralized platforms for most tools that fall under its remit, which includes wikis. For Philippe Borremans, new media lead Europe for IBM, has the potential business applications of a wiki cover two broad benefits: Collaborating and knowledge sharing. IBM has scored some notable successes on both fronts in the near 5000 wiki pages now up and running in the organization. The company has been a huge pick-up in interest in podcasting over the last 18 months writing can seem such a technical skill, whereas people feel they can talk more freely than they can write. One of the most consistently popular IBM podcasts, with over 20,000 downloads a week.
Ameriprise Financial
The Situation:
The Department of Justice survey estimates that 3.6 million U.S. households were victims of identity theft in 2004. Trafficking in personal date goes beyond U.S. borders: the New York Times reports that stolen financial information is often distributed among participants of online trading boards, and the buyers are frequently located in Russia, Ukraine, and the Middle East. One reason clients are concerned about data security is the widespread publicity generated by breaches at financial services firm. In late December 2205, an Ameriprise Financial employee’s laptop that contained unencrypted data on approximately 230,000 customers and advisors was stolen from a car. Other financial services firm, including Citigroup and Bank of America, also acknowledge large-scale customer data losses in 2005. President of NCS, Rita Dew, a compliance consulting firm in Delray Beach, Florida, says that the Securities and Exchange Commission requires investment advisors to have policies and procedures that address the administrative, technical, and physical safeguards related to client records and information.
The Response:
Ameriprise Financial had to fight back and had to implement “layers of protection.” It is important for employees who their primary business computer, and employees regularly transport the computer between home, office, and meeting sites. The vulnerability of this arrangement and the need for a safety software program is much needed.
The Outcome:
Employees who are transporting lab tops should install the Steganos Security Suite on their computer. This software allows employees to create an encrypted virtual drive on the laptop that serves as data storage safe. Employees stores all client related data and tax preparation software database on the encrypted drive, which employees has set up with one gigabyte of storage space. The best thing is that when an employee turns off the computer the information is stored “safe”, the software automatically encrypts the virtual drive’s data. The software also generates encrypted backup files, which employees store on CDs in a fireproof safe. This should keep the data secure if any employee’s laptop is stolen or if the drive is removed from the laptop. Other financial advisors are relying on encryption both in and out of the office. Other programs that are being used to protect client’s information are RAID Level 1 system to store data on the drives that are encrypted with WinMagic’s SecureDocs software. Encryption ensures that anyone who steals the computer will be absolutely unable to read the data, even by connecting it to another computer as a “slave drive. This has given many financial advisors the greatest peace of mind.
Terasen Pipelines
The Situation:
Terasen Pipelines is a subsidiary of Terasen Inc. located in Vancouver, Canada and is located in several provinces and U.S. states. In 2001 the company changed its headquarters to Calgary to be closer to the oil. With the big move, the company went through a growth spurt. With the company in many different locations and the growing numbers of employees, the HR department saw a need to find a new system to keep more accurate records.
The Response:
In the past Terasen had kept records on paper and with spreadsheets and with the growth of the company, this system does not work as well as in the past. In order to compensate for future growth, Terasen began to look into HRIS companies to help with the HR operations. After researching different companies, Hewitt’s application service provider model with eCyborg was found to be the right fit.
The Outcome:
Although there was difficulty adapting to a new way of recordkeeping, Terasen was able to find a system that will help support the current and future growth of the company. Fortunately, some of the HR staff had experience working with an HRIS and were able to help their colleagues imagine new processes, as aided by a system. One theme often voiced throughout this process was: “You guys don’t know how hard we’re working when we can make it so much easier with a system that could do a lot of this for us. You don’t always have to run to the cabinet for the employee file just to get basic information. It can all be at your fingertips.” (Vu, 2005). In order to help Terasen ease the HR burden of implementing a new HR system, the management of Terasen was convinced to look for a vendor to help implement and maintain a HRIS system. This system has helped Terasen better prepare for current and future growth.
Shaw’s Supermarkets
The Situation:
Shaw’s Supermarkets is the second largest supermarket chain in New England. With a workforce of 30,000 located at 180 stores throughout six states, Shaw’s HR staff is responsible for managing employees’ personal data. Their employee mix includes approximately 70 percent part-time employees, consisting of students, senior citizens, second-job part-timers, and career part-timers. One third of the workforce is made up of union associates, and Shaw’s staff oversees the company’s involvement with three unions and six separate contracts (Koven, 2002). In order to help manage the workforce, the HR staff became interested in centralizing its HR operations.
The Response:
In order to centralize HR operations Shaw’s decided to implement an ESS (employee self-service) solution. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information and other payroll related information.
The Outcome:
Shaw’s has had positive feedback since implementing the ESS solution. “The reaction from our employees has been extremely positive,” Penney, VP of Compensation and Benefits, says. “We even had a significant increase in our medical coverage costs, and it was almost a non-issue because the online enrollment featured the plan choices, the employee cost, and the company subsidy. An employee self-service application makes it very easy for them to understand their contributions and coverage options. I received several e-mails from employees saying this was a great change and how easy ESS was, which the case is not often when employees are selecting their benefit options.” (Koven, 2002). By giving the employees more access to their information they are able to see the benefit choices available to them. Employees are also able to update their information online, which helps reduce the paperwork of the past. Shaw’s has also seen improvement in productivity because employees are updating information at home, not during work hours.
CS Stars, LLC
The Situation:
New York Attorney General Andrew Cuomo has announced that New York State has reached its first settlement with a company charged with failing to notify consumers and others that their personal data had gone missing. Cuomo’s office, which enforces the state’s 2005 Information Security Breach and Notification Law, charged CS STARS LLC, a Chicago-based claims management company, with failing to give notice that it had lost track of a computer containing data on 540,000 New Yorkers’ workers’ comp claims.
The Response:
The owner of the lost data, which had been in the custody of CS STARS, was the New York Special Funds Conservation Committee, an organization that assists in providing workers’ comp benefits under the state’s workers’ comp law. On May 9, 2006, a CS STARS employee noticed that a computer was missing that held personal information, including the names, addresses, and Social Security numbers of recipients of workers’ compensation benefits. But CS Stars waited until June 29, 2006, to notify Special Funds and the FBI of the security breach. Because the FBI declared that notice to consumers might impede its investigation, CS STARS waited until July 8, 2006, to send notices to the 540,000 New Yorkers affected by the breach. On July 25, 2006, the FBI determined an employee, of a cleaning contractor, had stolen the computer, and the missing computer was located and recovered. In addition, the FBI found that the data on the missing computer had not been improperly accessed.
The Outcome:
New York’s Information Security Breach and Notification Law, effective in December 2005, requires businesses that maintain computerized data which includes private information to notify the owner of the information of any breach of the security of the system immediately following discovery, if the private information was, or is reasonably believed to have been, acquired by a person without valid authorization. The law affects not only businesses in their dealings with their customers, but employers in their role as custodians of employees’ personal data. (Cadrain)
Without admitting to any violation of law, CS STARS agreed to comply with the law and ensure that proper notifications will be made in the event of any future breach. The company also agreed to implement more extensive practices relating to the security of private information. CS STARS will pay the Attorney General’s office $60,000 for costs related to this investigation. (Cadrain)
IBM
The Situation:
IBM’s paperless online enrollment system, introduced in 1999, has proved to be a winner for both the company’s 135,000 active U.S. employees and the company, according to Cathleen Donnelly, senior communications specialist at company headquarters in Armonk, N.Y. The company saves $1.2 million per year on printing and mailing costs alone, Donnelly says, and the employees’ can take advantage of a variety of technologies to learn about issues, research program information and access decision support tools from their desktop computers. (Heuring, 2002)
The Response:
One of those tools, a personal medical cost estimator, enables employees to calculate potential out-of-pocket health care expenses under each of the plan options available to them, Donnelly says. Employees log in personally and are greeted by name and with important information regarding their benefits enrollment, such as the deadlines and when changes take effect. They automatically get access to health plans that are available to them, and the calculator lets them compare estimated benefit amounts for each plan.
“Employees can select the health care services they expect to use in a particular year, estimate expected frequency of use, and calculate potential costs under each plan option,” Donnelly says. “The feedback that we’ve received from employees tells us that this tool has really helped them to make a comparison between plans based on how they consume medical services.” The calculator shows both IBM’s costs and the employee’s. (Heuring, 2002)
The Outcome:
“Since we began offering online enrollment, we’ve learned that employees want web access,” Donnelly says, so they can log on at home rather than through the company intranet. So the company has been working to put in place a web-based enrollment system that employees and retirees can access from anywhere.
Employees can get summary information on the plans, drill down into very specific details and follow links to the health care providers for research. Donnelly says the system has received high marks for convenience because employees can “get in and out quickly.”
WORKSource Inc.
The Situation:
To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic paystub, electronic timesheet software, time-off system, and human resource information system (“Tips,” 2006). These tools enabled CEO Judith Hahn to handling payroll procedures efficiently and effectively.
The Response:
WORKSource has eight workforce centers, with approximately 108 employees, located throughout a six-county region. Previously, payroll, benefits, and human resources for those employees were processed and managed by a Professional Employer Organization. The company also has 52 administrative staff in its headquarters office. When the contract with the PEO terminated on June 30, 2006, those 108 employees were immediately moved to the payroll of WORKSource, which meant Hahn’s workload more than doubled effective July 2006 (“Tips,” 2006).
Hahn, in an interview with PMR, said she relied on LEAN to help get a handle on what needed to change for her to manage the increased workload. Two years earlier, Hahn’s CEO had introduced her to LEAN, a Japanese management concept of eliminating wasteful steps and motion when completing processes. “I began to read as much as possible about LEAN and joined an HR LEAN focus group” (“Tips,” 2006).
The Outcome:
Mastering the concepts of LEAN led Hahn to develop and apply her own acronym of “REASON” to her department’s payroll and HR processes. Review the process: map payroll tasks from start to finish. Eliminate waste: determine how to complete a payroll task most efficiently without unnecessary steps. Analyze alternatives: research and evaluate the applicability of new technology. Sell innovations to management: document the return on investment of each innovation. Open the lines of communication: communicate openly—and often—with all stakeholders, including employees and top management. Never allow negativity: make change simple and fun. Give employees plenty of encouragement and time to learn (“Tips,” 2006). Judith Hahn was able to implement the right human resource functions using information systems.
Toshiba America Medical Systems Inc.
The Situation:
Lynda Morvik, director of benefits and human resources information systems at Tustin, California-based Toshiba America Medical Systems Inc. (TAMS), thought it would make sense to add a benefits communication component to it. By having all the benefit information online, the TAMS employee handbook would also be a living document, enabling Morvik to make changes when necessary. Such was the case halfway through the project, when TAMS changed health care plans from Aetna Inc. to United Health Group Inc (Wojcik, 2004).
The Response:
TAMS, an independent group company of Toshiba Corporation and a global leading provider of diagnostic medical imaging systems and comprehensive medical solutions, such as CT, X-ray, ultrasound, nuclear medicine, MRI, and information systems, had been using a payroll service bureau and an in-house solution for HR that didn’t include easy-to-use consolidated reporting or an employee portal. After evaluating UltiPro alongside several enterprise resource vendors, TAMS selected Ultimate Software’s offering and went live in September 2002 after an on-time and on-budget implementation. Almost immediately upon rolling out the UltiPro portal to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004).
The Outcome:
In an effort to expand the usage of the Web beyond the benefits enrollment process, TAMS has posted a library of documents and forms on its HR portal, including the benefits handbook, which garnered a 2004 Apex Award for publication excellence. That same year, Business Insurance magazine also gave TAMS the Electronic Benefit Communication (EBC) award for outstanding achievement in communicating employee benefits programs over the Web. To continue elevating its use of Ultimate Software’s HRMS/payroll solution, TAMS modified the UltiPro portal to meet the imaging company’s unique needs (Wojcik, 2004). It was completely integrated with several proprietary applications created to address compensation and performance management issues so that TAMS employees have a central location for comprehensive workforce and payroll information from a Web browser that they can access with a single sign-on (Wojcik, 2004).
References
Byars, Lloyd L. & Rue, Leslie W. (2004). Human Resource Management, 7e. The McGraw-Hill Companies.
Cadrain, Diane (2007). New York: Company Settles Data Breach Charges. Retrieved June 3, 2007 from [http://www.shrm.org/law/states/CMS_021505.asp#P-8_0]
Clarifying IBM’s Strategic mission for social media (2007). Strategic Communication
Management. Retrieved June 1, 2007 from
http://proquest.umi.com/pqdweb?index=17&did=1263791161&SrchMode=1&sid=2&Fmt=4&clientld=2606&RQT=309&VName=PQD.
Friesen, G. Bruce (2003). Is your client ready for eHR? Consulting to Management, 14(3), 27. Retrieved June 3, 2007 from ProQuest Database.
Hagood, Wesley O. & Friedman, Lee ( 2002). Using the balanced scorecard to measure the performance of your HR information system. Public Personnel Management, 31(4), 543-58. Retrieved June 3, 2007 from ProQuest Database.
Heuring, Linda (2003). IBM: Laying Outing Enrollment Options. Retrieved June 2, 2007 from [http://www.shrm.org/hrmagazine/articles/0803/0803heuring_paperless.asp]
Koven, Jeff (2002). Streamlining benefit process with employee self-service applications: A case study. Compensation & Benefits Management, 18(3), 18-23. Retrieved June 2, 2007 from ProQuest Database.
O’Connell, Sandra (1994). Security for HR records – human resources. HR Magazine. Retrieved June 3, 2007 from [http://findarticles.com/p/articles/mi_m349] 5/is_n9_v39/ai_16309018
Protecting Client Data (2006). Financial Planning. Retrieved June 1, 2007 from
http://proquest.umi.com/pqdweb?did=1066464321&Fmt=4&clientld=2606&RQT=309
&VName=PQD.
Tips on Using Technology to Streamline Payroll Processes – and Cut Costs (2006). Payroll Managers Report, 6(10), 1-9. Retrieved June 2, 2007 from EBSCOhost Database.
Vu, Uyen (2005). Contracting out HRIS easy call at Terasen Pipelines. Canadian HR Reporter, 18(4), 5-9. Retrieved June 2, 2007 from ProQuest Database.
Wojcik, J. (2004). Toshiba Employee Handbook Goes Online. Business Insurance, 38(49), 18.
Retrieved June 2, 2007 from EBSCOhost Database.
What is an Independent Oil and Gas Company?
The basic definition of an Independent Oil and Gas Company is a non-integrated company which receives nearly all of its revenues from production at the wellhead. They are exclusively in the exploration and production segment of the industry, with no downstream marketing or refining within their operations. The tax definition published by the IRS states that a firm is an Independent if its refining capacity is less than 50,000 barrels per day on any given day or their retail sales are less than $5 million for the year. Independents range in size from large publically held companies to small proprietorships.
Many independents are privately held small companies with less than 20 employees. The Independent Petroleum Association of America (IPAA) recorded in a 1998 survey that “a large percentage of independents are organized as C Corporations and S Corporations at 47.6% and 27.7%, respectively. A total of 91.4% of responding companies are classified as independent (versus integrated) for tax purposes. More than one fifth of responding companies reported their stock is publicly traded.”
Independent producers derive investment capital from a variety of sources. A 1998 IPAA survey reports that 36.2% of capital is generated through internal sources followed by banks 27.8 % and outside investors (oil & gas partners) at 20.3 %.
Supplying Future Energy Needs
The U.S. Energy Information Administration (EIA) states in their Annual Energy Outlook 2007, “Despite the rapid growth projected for biofuels and other non-hydroelectric renewable energy sources and the expectation that orders will be placed for new nuclear power plants for the first time in more than 25 years, oil, coal, and natural gas still are projected to provide roughly the same 86-percent share of the total U.S. primary energy supply in 2030 that they did in 2005.” In this report the EIA also predicts consistent growth in U.S. energy demand from 100.2 quadrillion Btu in 2005 to 131.2 quadrillion Btu in 2030.
Maturing production areas in the lower 48 states and the need to respond to shareholder expectations have resulted in major integrated petroleum companies shifting their exploration and production focus toward the offshore in the United States and in foreign countries. Independent oil and gas producers increasingly account for a larger percentage of domestic production in the near offshore and lower 48 states. Independent producers’ share of lower 48 states petroleum production increased form 45 percent in the 1980′s to more than 60 percent by 1995. Today the IPAA reports that independent producers develop 90 percent of domestic oil and gas wells, produce 68 percent of domestic oil and produce 82 percent of domestic gas. Clearly, they are vital to meeting our future energy needs.
Pump Maintenance and Repair for Pressure Washers
If you have a pressure washer business you will eventually need to change out or repair the pump. There are a few things you should know to make such change outs easy. You may also need to study up on preventative maintenance so that you do not have to worry about pump failure. Your pressure washer probably has one of two different pumps if it is industrial grade. Either a Cat Pump or a General pump; both are industry standards. General is the leader in the industry for sales and many prefer Cat as it sucks better from plastic water tanks.
Your pump is powered by two parallel belts connected to your engine. You should make sure not to starve your pump from water. When the water tank is empty turn off the engine. Starving a pump will burn it out in about thirty-five minutes. The manufacturer says five to ten minutes, but that’s not life threatening. Your pump has a safety feature whereby when you are not spraying the water, it will automatically by pass into the tank provided there is enough water for the complete loop. Thank you. We also thought it was one of our great ideas. You should change the oil in the pump every month. Make sure your pressure washer rig is on level ground and fill the pump to the red dot on the center of the eyeglass. Over filling is a really bad idea.
On your pump you will notice six large bolts. Inside of the holes are check valves with springs. After 300-500 hours you should change them. You can do this yourself. The valve kits are $60.000. It’s very easy:
Unscrew bolts
Remove old valve
Replace valve
Make sure to seat the valve evenly
Screw the bolt back in by hand
Make sure the O-ring on the bolt is snug
Tighten with wrench pretty tight
Inspecting The Pump
If you drain the oil and it’s got bubbles in it or has turned white, then you have a blown seal and water is getting into the oil because: It overheated due to water starvation; The casing cracked because of vibration; You forgot to change the oil, dummy ($600 mistake and one lost day’s work if you can get the parts that fast).
Check to see if the belts are tight. If not tighten them. Look for water drips. A slow drip on the exit side of the pump could cost you as much as 150 PSI at the nozzle. A fast drip (two to three drops per second) could be a 250-300 PSI loss at the nozzle. A steady drip stream might be a 500 plus PSI loss. When you see water leaking, fix the leak ASAP. Be sure to use ample Teflon tape when re-tightening fittings. This will stop future leaks, prevent rust and make fittings easy to separate in the future.
A hole in a hose or leak on the inlet side of the pump causes air to get in. The pump will act as if it’s starving for water. It might even pulsate. When the water level in your tank reaches a point below the leak in the hose, air will replace the water and you’ll get zero pressure. That makes it very hard to wash anything.
Low pressure in the pump can be caused by a number of things; these are by far the most common, but this is not a complete list, generally if you go thru this list the problem will be solved, check the easiest things first such as water supply:
Faulty pressure gauge (Replace)
Out of water (Fill up tank)
Old or worn out tip at gun nozzle (Replace)
Incorrect tip (Remove and replace)
Belt slippage (Tighten belt)
Hose leaks (Fix leaks)
Faulty unloader (Replace)
Mis-adjusted unloader (Re-adjust)
Worn packing in pump (Take it to dealer)
Inline filter clogged with dirt (Clean it)
Obstruction in spray nozzle tip (Remove it)
Chemical metering valve sucking air (Turn it off)
Slow engine rpm (Check engine)
If you have a pulsating issue at the gun or the machine is Fluctuating pressure, this is a completely different problem than low pressure. You should check for: Worn piston packing (Call dealer). Pump sucking air (Fix hole), Blockage in valve (Remove, check valves and take out blockage). If it is fluctuating and very noisy or if your pump is only noisy check for:
Air in suction line (Check water supply and connections)
Broken or weak inlet or discharge valve springs (Call dealer)
Excessive matter in valves (Check and clean if necessary)
Worn bearings (Check and replace. If necessary, call dealer)
Vibrations from mounting (Tighten it. If unable, call dealer)
If you find the presence of water in the pump oil, it could be caused by: Blown pump head seals, High humidity in air (Change oil more often) or Piston packing worn then call your dealer. If water or oil drips from the bottom of the pump this could be a number of things such as Piston packing worn, the O-ring plunger retainer is worn, Oil seal worn, Pump head seal shot or Crack in pump head. If any of these call the dealer and see if they have the parts in stock, you may be able to fix it yourself if you feel confident, if not you will need to leave your machines with the dealer for repairs.
Pump lubrication should be done every three months or 500 hours, which ever comes first. Use SAE 40 weight oil or equivalent for Cat pumps. Use 20/30 weight non-detergent oil for General pumps. It should be hydraulic oil with anti-wear and rust inhibitor additives. The oil level should be checked by looking in the window on the side of the pump. Only fill oil half way to the red dot.
As a pressure washing contractor you must understand how to maintain and repair your equipment, think about it.
The 5 Key Benefits of Eating Healthy
Most of us know that the biggest benefits of eating healthy are that we will stay physically fit, feel better, and have fewer illnesses. We can lower our risk of illnesses like heart disease and diabetes as well. Another key benefit of eating healthy is being able to maintain a healthy weight. In this age of epidemic obesity, this is one of the simplest weight loss plans.
But how many of us teach these benefits to our children, and insure that the habit of eating healthy becomes a part of their daily lifestyle? If we did, we could see healthier, happier children, and teenage obesity could become a thing of the past. Here are the 5 major benefits of eating healthy every day:
1. Eating healthy is probably the easiest and most important way in which you can keep active and shield yourself from the many diseases that are now common as we grow older, including heart disease and diabetes. By eating healthy you are boosting your energy levels, improving your bodily functions, and helping to improve your immune. By eating a healthy diet and combining this with exercise you could end up leading a longer and more vibrant life.
2. You will meet your daily nutritional needs. Your daily food intake should include some amounts of grain, fruit, vegetables, milk (or other dairy products), beans, oils, and protein. There are vitamins and minerals in healthy foods which can boost your immune system and shield you from many common illnesses. In some cases, by eating a healthy diet you can actually reduce the risks that are often linked with such serious diseases as cancer and diabetes.
3. You will enjoy life more and have more energy to face the tasks before you. Healthy eating can reduce your stress levels. Combine this with daily exercise and you will increase this effect even more.
4. You will sleep better and be more rested when you wake up.
5. If you are currently overweight, you will be able to lose that weight more easily – and maintain it long term! Most people who lose weight with fad diets gain it right back again when they go back to their normal eating patterns. With a healthy diet that you maintain for life, you will lose that weight once and maintain it long term.
Once you implement a healthy diet, you will be surprised at how fast you will start reaping these rewards. The benefits of eating healthy will continue to reward you for the rest of your life.