Risks that can occur if steps are not performed there

This preview shows page 6 - 9 out of 17 pages.

Risks That Can Occur if Developmental/Iterative Steps Are Not Performed There is no standard modeling that is suitable for all the system types,but every model must align the organization requirements. Everyorganization has its specific components; therefore, it must have the specificmodel for its system. These system components are the collection of toimplement the system model; therefore, all of it must be founded. If any oneof the system components is missed, then the modeling design didn'timplement the system requirements, many risks must be faced. Also, thedatabase model may fail. (McDonald, Caroline, 2004).Entities that would be required for the Development of the Data Repositories. Recruitment
Database Modeling and Normalization7There are various effective entities in the government companies that is required for the development of the data repositories. The entities are implemented by the departments in the companies, as well as the tasks that are performed in this company, and other. The very importantentities are the management, department (such as planning, training, security, hiring, etc.), employee, salary, and the customer entity. (Caroline Gilbert, 2011).The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. Recruiters who work in-house -- as opposed to companies that provide recruiting and staffing services -- play a key role in developing the employer's workforce. They advertise job postings, source candidates, screen applicants, conduct preliminary interviews and coordinate hiring efforts with managers responsible for making the final selection of candidates. In a unionized work environment, the employee and labor relations functions of HR may be combined and handled by one specialist or be entirely separate functions managed by two HR specialists with specific expertise in each area. Employee relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict. Labor relations functions may include developing management response to union organizing campaigns, negotiating collective bargaining agreements and rendering interpretations of labor union contract issues.Compliance with labor and employment laws is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability. HR staff must be aware of federal and state employment laws such as
Database Modeling and Normalization8Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other rules and regulations.

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture