pratikkk

MP Guru
Control Data Corporation (CDC) was a supercomputer firm. For most of the 1960s, it built the fastest computers in the world by far, only losing that crown in the 1970s after Seymour Cray left the company to found Cray Research, Inc. (CRI). CDC was one of the nine major United States computer companies through most of the 1960s; the others were IBM, Burroughs Corporation, DEC, NCR, General Electric, Honeywell, RCA, and UNIVAC. CDC was well known and highly regarded throughout the industry at one time.


In 1992, Ceridian Corporation emerged as an information services company from the restructuring of its predecessor company, Control Data Corporation, a computer services and manufacturing company founded in 1957.

However, Ceridian's history can be traced back to 1932, when IBM established the Service Bureau Corporation (SBC) to offer outsourced business services, including payroll, general ledger, and accounts payable services. As part of the settlement of an antitrust lawsuit against IBM, Control Data acquired the SBC in 1973, which became the forerunner of Ceridian's present-day human resource solutions businesses.

As a leading provider of outsourced payroll and human resources services, Ceridian has concentrated on becoming a global, single-source provider of solutions covering the full range of human resource administration and management. Ceridian has also applied its expertise in moving money and information electronically to create new capabilities for a growing number of arenas, including payment distribution and retail financial transaction services.

During the recession of 2008/2009, websites like Forbes’ Layoff Tracker displayed a running list of companies that laid off hundreds, thousands or even tens of thousands of workers. Certainly, if CEOs had a more fluid method to relate slowing business performance to a decreased need for personnel in real-time they would have been able to gradually ramp down their staffing levels rather than decrease them so abruptly and publically.
As the economy rebounds, companies will all be competing for the same top talent. Firms that have been strategic during the downturn by investing in streamlined processes and best-in-class technologies will be best poised to react quickly and snap up the most qualified talent first.
Through this presentation, industry expert and author Tim Giehll provides a method for companies to calibrate and fine tune their workforce, quickly responding to changing market conditions in small steps rather than in painful mass layoffs or mass rehire campaigns where workforce quality is likely to suffer. Linking business strategy, business performance, strategic workforce planning, staffing, on-boarding and off-boarding will improve corporate financial management and contribute to greater business success.
We must manage our talent as efficiently and effectively as we manage all of the other parts of our business. Translating manufacturing and distribution supply chain lessons learned at Toyota, Wal-Mart and Dell to HR is an obvious idea and makes perfect business sense. Companies hesitate to get started because so many entrenched roles must change and the ideas, as applied to HR, feel new. There is no doubt that if you want your firm to lead in the post-recession talent grab, you must start rethinking HR now.

Retaining employees is good for a company's bottom line and image. Replacing employees costs money in recruiting costs, training cost and lost productivity. New customer service agents who are unfamiliar with company policies can lose customers and degrade a company's reputation. There are strategies your company can use to retain employees and reduce the problems that occur with employee turnover.

Recruiting Process
A good way to develop an employee retention program is to begin by hiring quality employees, according to Josh Spiro, writing on the Inc.com website. Include current staff members in the interview process to help determine which candidates are best suited for hiring. The current staff knows the demeanor, qualifications and experience needed to be successful in the company. Use that to your advantage and hire the right employees who will stay with the company long term.

When outsourcing Control Data Corporation software developers, VirtualEmployee.com provides the offshoring client with their own dedicated “Control Data Corporation Virtual Employee developer”. A Control Data Corporation Virtual Employee programmer works actually from VirtualEmployee.com’s office in India.

The Virtual Employee programmer works exclusively for and directly with the offshoring business. The US or Western client outsourcing Control Data Corporation offshores by working with the virtual employee developer. Hence the virtual programmer follows the instructions set by the business that hires the virtual developer.

The Control Data Corporation computer programmer works solely for the offshoring business and is dedicated exclusively to the offshoring businesses work . The Control Data Corporation coder, is not employed on a freelancing basis. Conversely the virtual software engineer is hired on a full time basis; just like a “average” employee, e.g. committed 8 hours per day.

When outsourcing Control Data Corporation with VirtualEmployee.com, the offshoring business will feel as though they are in essence simply hiring one more member of staff, albeit one whom works remotely. For this reason, outsourcing Control Data Corporation with VirtualEmployee.com, can likewise be seen as just hiring an employee.

Outsourcing Control Data Corporation employees by the Virtual Employee technique is attainable due to the services and office hardware made available by VirtualEmployee.com. VirtualEmployee.com builds an setting where the Control Data Corporation virtual employee software engineer can interact and work in partnership productively with the offshoring organization from the US. Subsequently this facilitates the possibility of a virtual coder to cooperate together with the offshoring company, regardless of not working from the same office as the client.

Infrastructure: The virtual employee computer programmer works from VirtualEmployee.com’s head office in New Delhi. The VirtualEmployee.com office is maintained to international standards with large work desks, express and secure internet service, air conditioning and generators to assure no sever in electrical supply. Subsequently when outsourcing Control Data Corporation virtual employee programmers with VirtualEmployee.com the offshoring client will not sustain any cut in efficiency.

equipment: When outsourcing Control Data Corporation, the virtual employee computer programmer is provided with a new computer, telephone with US number, fax, printer, web cam,..etc. Consequently the Control Data Corporation virtual computer programmer will be in a position to interact directly in conjunction with the offshoring business. Despite the fact that the offshoring organization is outsourcing Control Data Corporation, the method of working will be more attune to that of hiring an employee.

Equity: Two of the most compelling reasons for a company to offer benefits are equity and fairness. Employees who choose parenthood through adoption should receive benefits comparable to those who
have children biologically. We've always paid excellent maternity benefits, and we felt that adopting parents also have certain needs that we want to meets says Lia Brassord, manager of employee insurance
at Stanley Works of New Britain, Connecticut.

Low cost: Since few workers actually utilize the benefits, the cost to the company is low, assuring compatibility with cost containment concerns. An informal survey of companies shows that fewer than 2
percent of all employees use the adoption benefit. "We have found this benefit to be very well received by employees, and very cost-effective.

We currently experience from two to six adoptions per year. I would endorse the adoption allowance to any employer contemplating it," states Michael McDermott, Senior Director of Human Resources,
G.D. Searle & Co., Skokie, Illinois.

Good will: The company receives a lot of good will and positive publicity for its sensitivity to its employees. In addition, workers tend to feel greater loyalty when given this extra consideration. This may lead to a lower company turnover rate. "Benefits come from the needs of people. With something like adoption assistance, employees appreciate its existence and employers benefit from the good will it creates," says Christine Seltz, Consultant, Hewitt Associates, Lincolnshire, Illinois.

Social benefit: Children and families are the beneficiaries of the company's support of adoption. The benefits may make the difference in a decision to adopt, which can be particularly meaningful for the growing number of available children with special needs who live in foster care or institutions. "Everyone benefits from an adoption benefit plan: the community, the company, and the employees," exclaims B. Miller, Vice President, Human Resources and Compensation, with a Chicago-based communications firm.

Acceptance by companies: More and more companies are offering benefits packages and many want to keep pace with their colleagues. In addition, legal actions have consistently supported the equity consideration.
 
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