Logical Database Design for HR management System

Logical Database Design for HR management System Task 1.1 The background information of the organization and operation that would support. In an organization a HR department is responsible for record each employee. Where the employees have an identification number, job identification code, e-mail address, manager as well as salary. They also track those employees earn incentive or commissions in addition to their salary. However, the company also tracks their role in the organization. Each job also recorded according to the characteristics. Moreover, ever jobs have job title, identification code, maximum and minimum salary of the job. There are few employees work for a long time with the company and they have held different department within the company. If any employee resigns, then the job identification number and department are recorded. The company also track the location of its departments and warehouses. Every employee must assign with a department where departments are identified by the unique identification number. Those departments are associated with different locations. The company need to store the location such as the state, city, postal code, street name as well as county code. The company also record the county name, currency name and the region. This database supports a better employee management plan as well as their departments, location and associated jobs. However, the company would have a better structure to store their confidential information. This database will provide a better extracted information to developed their insufficiency. This efficient data structure allows them increases their storage as well as it exclude the redundancy in data. Task 1.2 a conceptual database design and list of enterprise rules Figure 1: EER-diagram showing all enterprise rules (Source: Created by author) Task2.1: A Logical Database Design for HR management System Figure 2: logical database design (Source: Created by author) Task2.2: Create the tables using Oracle DBMS - Table structure for COUNTRIES - DROP TABLE MYDB.COUNTRIES; CREATE TABLE MYDB.COUNTRIES ( country_id VARCHAR2(30 BYTE) NOT NULL , country_name VARCHAR2(30 BYTE) NULL , region_id VARCHAR2(30 BYTE) NULL ) LOGGING NOCOMPRESS NOCACHE ; - Table structure for DEPARTMENTS - DROP TABLE MYDB.DEPARTMENTS; CREATE TABLE MYDB.DEPARTMENTS ( department_id VARCHAR2(30 BYTE) NOT NULL , department_name VARCHAR2(30 BYTE) NULL , manager_id VARCHAR2(30 BYTE) NULL , location_id VARCHAR2(30 BYTE) NULL ) LOGGING NOCOMPRESS NOCACHE ; - Table structure for EMPLOYEES - DROP TABLE MYDB.EMPLOYEES; CREATE TABLE MYDB.EMPLOYEES ( employee_id VARCHAR2(30 BYTE) NOT NULL , first_name VARCHAR2(30 BYTE) NULL , last_name VARCHAR2(30 BYTE) NULL , email VARCHAR2(30 BYTE) NULL , phone_number NUMBER(12) NULL , hire_date DATE NULL , job_id VARCHAR2(30 BYTE) NULL , salary NUMBER(10,2) NULL , commission NUMBER(10,2) NULL , manager_id VARCHAR2(30 BYTE) NULL , department_id VARCHAR2(30 BYTE) NULL ) LOGGING NOCOMPRESS NOCACHE ; - Table structure for JOB_HISTORY - DROP TABLE MYDB.JOB_HISTORY; CREATE TABLE MYDB.JOB_HISTORY ( employee_id VARCHAR2(30 BYTE) NOT NULL , start_date DATE NULL , end_date DATE NULL , job_id VARCHAR2(30 BYTE) NULL , department_id VARCHAR2(30 BYTE) NOT NULL ) LOGGING NOCOMPRESS NOCACHE ; - Table structure for JOBS - DROP TABLE MYDB.JOBS; CREATE TABLE MYDB.JOBS ( job_id VARCHAR2(30 BYTE) NOT NULL , job_title VARCHAR2(30 BYTE) NULL , min_salary NUMBER(10,2) NULL , max_salary NUMBER(10,2) NULL ) LOGGING NOCOMPRESS NOCACHE ; - Table structure for LOCATIONS - DROP TABLE MYDB.LOCATIONS; CREATE TABLE MYDB.LOCATIONS ( location_id VARCHAR2(30 BYTE) NOT NULL , street_address VARCHAR2(30 BYTE) NULL , postal_code NUMBER(10) NULL , city VARCHAR2(30 BYTE) NULL , state VARCHAR2(30 BYTE) NULL , country_id VARCHAR2(30 BYTE) NULL ) LOGGING NOCOMPRESS NOCACHE ; - Table structure for REGIONS - DROP TABLE MYDB.REGIONS; CREATE TABLE MYDB.REGIONS ( region_id VARCHAR2(30 BYTE) NOT NULL , region_name VARCHAR2(30 BYTE) NULL ) LOGGING NOCOMPRESS NOCACHE ; Task2.3: Create the four most useful indexes - Indexes structure for table COUNTRIES - - Checks structure for table COUNTRIES - ALTER TABLE MYDB.COUNTRIES ADD CHECK (country_id IS NOT NULL); - Primary Key structure for table COUNTRIES - ALTER TABLE MYDB.COUNTRIES ADD PRIMARY KEY (country_id); - Indexes structure for table DEPARTMENTS - - Checks structure for table DEPARTMENTS - ALTER TABLE MYDB.DEPARTMENTS ADD CHECK (department_id IS NOT NULL); - Primary Key structure for table DEPARTMENTS - ALTER TABLE MYDB.DEPARTMENTS ADD PRIMARY KEY (department_id); - Indexes structure for table EMPLOYEES - - Checks structure for table EMPLOYEES - ALTER TABLE MYDB.EMPLOYEES ADD CHECK (employee_id IS NOT NULL); - Primary Key structure for table EMPLOYEES - ALTER TABLE MYDB.EMPLOYEES ADD PRIMARY KEY (employee_id); - Indexes structure for table JOB_HISTORY - - Checks structure for table JOB_HISTORY - ALTER TABLE MYDB.JOB_HISTORY ADD CHECK (employee_id IS NOT NULL); ALTER TABLE MYDB.JOB_HISTORY ADD CHECK (department_id IS NOT NULL); - Primary Key structure for table JOB_HISTORY - ALTER TABLE MYDB.JOB_HISTORY ADD PRIMARY KEY (employee_id); - Indexes structure for table JOBS - - Checks structure for table JOBS - ALTER TABLE MYDB.JOBS ADD CHECK (job_id IS NOT NULL); - Primary Key structure for table JOBS - ALTER TABLE MYDB.JOBS ADD PRIMARY KEY (job_id); - Indexes structure for table LOCATIONS - - Checks structure for table LOCATIONS - ALTER TABLE MYDB.LOCATIONS ADD CHECK (location_id IS NOT NULL); - Primary Key structure for table LOCATIONS - ALTER TABLE MYDB.LOCATIONS ADD PRIMARY KEY (location_id); - Indexes structure for table REGIONS - - Checks structure for table REGIONS - ALTER TABLE MYDB.REGIONS ADD CHECK (region_id IS NOT NULL); - Primary Key structure for table REGIONS - ALTER TABLE MYDB.REGIONS ADD PRIMARY KEY (region_id); - Foreign Key structure for table MYDB.COUNTRIES - ALTER TABLE MYDB.COUNTRIES ADD FOREIGN KEY (region_id) REFERENCES MYDB.REGIONS (region_id) ON DELETE CASCADE; - Foreign Key structure for table MYDB.DEPARTMENTS - ALTER TABLE MYDB.DEPARTMENTS ADD FOREIGN KEY (location_id) REFERENCES MYDB.LOCATIONS (location_id) ON DELETE CASCADE; - Foreign Key structure for table MYDB.EMPLOYEES - ALTER TABLE MYDB.EMPLOYEES ADD FOREIGN KEY (job_id) REFERENCES MYDB.JOBS (job_id) ON DELETE CASCADE; ALTER TABLE MYDB.EMPLOYEES ADD FOREIGN KEY (department_id) REFERENCES MYDB.DEPARTMENTS (department_id) ON DELETE CASCADE; - Foreign Key structure for table MYDB.JOB_HISTORY - ALTER TABLE MYDB.JOB_HISTORY ADD FOREIGN KEY (employee_id) REFERENCES MYDB.EMPLOYEES (employee_id) ON DELETE CASCADE; - Foreign Key structure for table MYDB.LOCATIONS - ALTER TABLE MYDB.LOCATIONS ADD FOREIGN KEY (country_id) REFERENCES MYDB.COUNTRIES (country_id) ON DELETE CASCADE; Task2.4: Data Population The below figures showing all data in each table: Table countries: Table departments: Table employees: Table job_history: Table jobs: Table locations: Table regions: Task2.5: SQL Query writing Query 1 SELECT MYDB.COUNTRIES.country_name FROM MYDB.COUNTRIES Query 2 SELECT MYDB.REGIONS.region_name, MYDB.COUNTRIES.country_name FROM MYDB.COUNTRIES INNER JOIN MYDB.REGIONS ON MYDB.COUNTRIES.region_id = MYDB.REGIONS.region_id Query 3 SELECT MYDB.JOB_HISTORY.start_date, MYDB.JOB_HISTORY.end_date, MYDB.EMPLOYEES.first_name, MYDB.EMPLOYEES.last_name, MYDB.EMPLOYEES.email FROM MYDB.EMPLOYEES FULL OUTER JOIN MYDB.JOB_HISTORY ON MYDB.JOB_HISTORY.employee_id = MYDB.EMPLOYEES.employee_id Query 4 SELECT Count(MYDB.EMPLOYEES.employee_id) AS Number Of Employee FROM MYDB.EMPLOYEES Query 5 SELECT MYDB.EMPLOYEES.first_name, MYDB.EMPLOYEES.last_name, MYDB.EMPLOYEES.email, MYDB.EMPLOYEES.phone_number, MYDB.EMPLOYEES.hire_date, MYDB.EMPLOYEES.salary, MYDB.EMPLOYEES.commission FROM MYDB.EMPLOYEES ORDER BY MYDB.EMPLOYEES.first_name ASC Query 6 SELECT MYDB.EMPLOYEES.first_name, MYDB.EMPLOYEES.last_name, MYDB.EMPLOYEES.email, MYDB.EMPLOYEES.phone_number, MYDB.EMPLOYEES.hire_date, MYDB.EMPLOYEES.salary, MYDB.EMPLOYEES.commission FROM MYDB.EMPLOYEES WHERE MYDB.EMPLOYEES.email LIKE %gmail% Query 7 SELECT MYDB.EMPLOYEES.first_name, MYDB.EMPLOYEES.last_name, MYDB.EMPLOYEES.email, MYDB.EMPLOYEES.phone_number FROM MYDB.EMPLOYEES INNER JOIN MYDB.JOB_HISTORY ON MYDB.JOB_HISTORY.employee_id = MYDB.EMPLOYEES.employee_id WHERE MYDB.JOB_HISTORY.employee_id IN (MYDB.EMPLOYEES.employee_id) Query 8 MYDB.EMPLOYEES.email, MYDB.EMPLOYEES.phone_number, MYDB.EMPLOYEES.hire_date, MYDB.EMPLOYEES.job_id, MYDB.EMPLOYEES.salary, MYDB.EMPLOYEES.commission, MYDB.EMPLOYEES.manager_id, MYDB.EMPLOYEES.department_id, MYDB.EMPLOYEES.employee_id FROM MYDB.EMPLOYEES, (SELECT MYDB.JOB_HISTORY.employee_id fromÂÂ   MYDB.JOB_HISTORY) subquery1 WHERE subquery1.employee_id=MYDB.EMPLOYEES.employee_id Asabe, S.A., Oye, N.D. and Goji, M., 2013. 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Aging Workforce

When searching through the help wanted ads there seems to be thousand and thousands of available jobs; this number increases daily as companies have employees leave the organization. More and more employees are retiring or are nearing retirement age; once these employees leave so does all the years of experience acquired during their tenure with the company. This is going on in many industries and one industry that I am personally familiar with is corrections. The corrections industry has a vast number of older, seasoned employees retiring and with each year more are leaving the workforce. Added value of aging workforce when recruitingThe population is aging and as people get older more are leaving the workforce. As those known as baby boomers age and begin to leave the labor force their will be fewer workers available to fill those positions. The majority of specialized jobs, professionals such as educators and managers, and government workers are older workers. With the changing wo rk environment, such as the utilization of technology the HR recognizes the need of older workers in particular to acquire or refresh their skills. New technologies may intimidate older workers that are reluctant to learn the skill; which lack of the skill may limit advancement opportunities.However, more employees are working past the age of 65. This may be for several reasons. Some older people work longer because of a desire to feel â€Å"alive† and needed. Others work because of insufficient retirement plans or financial distress. Whatever the reason is there are many workers passed retirement age still active in the work force. At the state prison where I am employed the majority of managers and supervisory staff are over fifty. There was little room for advancement for new employees because the older workers were not retiring, but working after thirty even forty years of service. Challenges/Issues HR faces from aging workforceOne major issue that employers face with an aging workforce is retaining older employees. Compared with the past, older the number of older workers can be expected to grow disproportionately in the years to come. Organizations losing experienced employees that have skills and knowledge critical to the success of the organization make efforts to convince aging employees to remain with the organization, if only on a part-time basis. When an organization loses experienced workers the HR managers anticipate a loss of knowledge and talent and also offer benefits and flexible scheduling in order to retain employees.Currently, my organization is facing the exact dilemma. In the Records department there are ten employees, six which have been employed over twenty five years and are eligible to retire. Of these six eligible employees, there are four employees that are retiring this year; two of which are the office supervisors. Since HR has learned of their intention it has offered bonuses, salary increases, promotions, and flex schedu les to convince them to stay. None of them have taken the offers and did not consider the option. Another issue is numerous job vacancies in the near future.The recruitment process will be draining on resources such as time, staff, and compensation because of the dwindling pool of younger workers. Moreover, it may be difficult to find new workers with the appropriate skills required to perform job duties effectively. Another issue is health issues such as chronic conditions which may lead to excessive leave time taken by aging employees. However, the implementation of better wellness programs and similar initiatives offers possible ways of avoiding excessive time off for illness. Another issue with the aging workforce will be age discrimination.With older Americans still in the workforce, an increasing number of lawsuits regarding age can be anticipated in the future. â€Å"Thriving† employer brand An employer brand is the image of that an organization. It is a positive way t o promote the organization either among employees or stakeholders. It is that employer brand that attracts potential employees and stakeholders. It is what makes someone want to invest capital and be connected to the organization in some way. According to Minchington and Estis there are six steps to an employer brand.These six steps are determine how branding is viewed within the organization, define the employer brand and project scope, relation between HR, marketing, and communications, discovering the employer brand, CEO and senior management involvement, and communications planning (2009). In my organization the â€Å"thriving† brand is public safety, public service, social responsibility, and striving for excellence. The organization has received a lot of recognition for its efficiency and its stellar performance in keeping the community safe and giving back to the community.The name of the organization alone is a brand in itself and several of our compliance officers tr avel throughout the United States to assist other agencies with becoming a â€Å"thriving† brand as well. There are always new people looking to become employees or those that are writing stories or articles on the organization. Qualitative and quantitative data HR may gather to show value added by aging workforce Qualitative data is characterized attributes and characteristics; quantitative data is measured numerically.HR can use some quantitative data to measure employee productivity. Some of examples would be number of units produced, number of days missed, number of errors, and number of disciplinary action. This information can be tracked monthly, quarterly, or yearly. This can help HR determine if the employee is an average, poor, or great employee. Personally, I think this information can be leading because it does not take contributing factors into account such as illness. An employee could have had no absences for years and then may become ill and had to miss many da ys.If the data collected only shows attendance for the past month it looks as if the employee has poor attendance; which is not true but merely a recent and isolated incident (www. smallbusinesschron. com). Qualitative data is what is gathered through human observations. These observations can include observing workers work habits, attitude, behavior, or any factor that may affect his/her ability to perform their job effectively (www. smallbusinesschron. com). This is reliable information to a point because everyone works differently. What seems counterproductive to one may be effective for another.One also has to consider the observer may not be objective and may see things through tinted glasses. Using both methods can add value to an aging workforce but it can also devalue it as well. Conclusion The aging workforce is definitely a concern for HR because once these people leave the organization there will be many vacancies to fill and a small pool of qualified workers to fill thos e vacancies. Although workers are working longer the future of many organizations are definitely are in jeopardy. As the baby boomers retire and begin to enjoy their golden years there will be no one left in the workforce to replace them.

Thank You for Smoking by Nick Naylor

Sneha Maknojia Professor Christopher Dunn English 1302- Essay One 27 February 2013 Thank You for Smoking Thank You for smoking is about a lobbyist name Nick Naylor who is the vice-president of Academy of Tobacco studies. The movie revolves around how Nick smooth-talks everyone into believing that Tobacco is not very harmful. Nick Naylor's main job was to make people aware of the research his academy does and answer questions on television regarding health claims against tobacco. Nick believed everyone has some sort of talent and he has the talent to talk people in or out of an argument.He always knew what to say and when he needs to say it. In the movie Thank You For Smoking the main character Nick Naylor shows the power of how argument when it is done in a correct manner, which can make everything seem right. There were many instances in the movie when Nick showed the power of argument. In the movie he argued himself out of some other argument. Throughout the movie Nick showed the p ower of art and power of argument from the smallest of things to very serious matters.The first instance I thought he showed his knowledge about argument is when he is with his son in Los Angeles and teaching him how you do not have to be right to win an argument. He is teaching his son an art of argument by saying that to win an argument all you have to do is to prove other persons argument wrong. The reason why I thought it was kind of an interesting philosophy of Nick Naylor is because it is kind of true sometimes you do not have to prove yourself right.All you have to do is that prove the other person wrong which will automatically make you correct. The second time I thought Nick Naylor showed his power over arguing is at the beginning of the movie when he is at a television talk show and he was being criticized of how the academy is not doing anything to prevent the number of deaths of children because of tobacco. Here again using his great skill of smooth talking saying that w hy would a tobacco company would want their customers to die. Again he made a point which I thought was very logical.He put an end to this argument by claiming how academy is putting their own money to help persuade kids not to smoke. Nick again using the power of his argument skills by putting the on us on the other guy instead of himself and let the other guy prove his case instead Nick trying to prove his. The third evidence of Nick’s argument abilities is shown at the congressional hearing towards the end. When he was arguing on the issue of people being not informed enough about the dangers of tobacco, he was asked to come in to prove that otherwise.Here again instead of proving his own point, Nick Naylor brought up a whole new argument to get peoples focus off from the tobacco argument. He made another valid point by saying that if tobacco’s hazardous warning needs to be more prominent on its packaging because it is great danger to American people health than che ese have to have hazardous warning too. He argued that a lot Americans died because of cholesterol so they should put a more prominent danger warning on cheese related products too.Nick gave a great analogy about people being knowledgeable enough to make their own decisions. Just like cheese do not need a warning sign because people are aware of the danger of cholesterol by eating too much cheese, people who smoke are aware of the harm of tobacco. It’s a person own choice what they want to consume and what they do not, people are knowledgeable enough to know what is harmful to them and what is not. These claims that Nick have made about the beauty of arguing supports my thesis about how throughout the Nick Naylor showed the power of argument if it is done correctly.He argued with his counter parts in a manner that it never looked like he was arguing. He talked in such a soft, smooth tone that sometime he was not the one who was defending the argument and it is the other way a round. Some people think arguing never brings any good, but in this movie Nick Naylor showed how arguing, if done correctly, can persuade people to change their way of thinking. I thought the last dialogue of Nick Naylor sums up his talent of arguing quiet brilliantly. â€Å"Michael Jordan plays ball. Charles Manson kills people. I talk. Everyone has a talent. †

The Future of Genetic Engineering in Babie Is in Our Hands...

Designer Babies Group The Future of Genetic Engineering in Babies is in Our Hands The idea of designer babies has been around for a very long time, in various media, video games all the way to on-screen movies. Only recently through massive breakthrough of technology and science can genetically modified babies actually be possible for the future. The definition of the expression ‘designer baby’ is â€Å"a baby whose genetic makeup has been artificially selected by genetic engineering combined with invitro fertilization to ensure the presence or absence of particular genes or characteristics.† (Oxford University, 2005) This type of technology has been around for little over 10 years, but has just started branching to human beings. Farmers†¦show more content†¦This process allows the sex of the baby to be chosen, and allows scientist to see the genes before birth, reducing the risk of genetic diseases. The fertilized egg will sit in the dish for a couple days after the sperms has been injected using a very small needle. Then, using multi ple embryo plantation, the egg gets implanted back into woman. Scientist and or doctors will perform ultrasounds after to see which embryos are healthy for parents to keep, an amazing process! Imagine you and your significant other walking into a doctor’s office, and choosing through a books of various traits, physical and non-physical for your new baby to have. These traits would be examples such as hair color, eye color, height of your child, muscles or no muscles, intelligent or average IQ, disease free, etc. Daily technology advancements in the field of genetics make it possible for parents to select characteristics like these. How far will we advance technology just to help humans design babies? The debates rages between the moral and ethical limits, how safe the new technology is, and the required limits on what to allow enhancements upon. Simple breakdown of genetic concepts allow us to understand the debate further. Genes are the hard working code within DNA, and each gene carries sets of instructions or rules for their function. Together,