Human Resources (HR) in the Age of Technology: An Examination of the Relationship Between HR and Technology

Technology helps the Human Resources (HR) department drive for strategic relevance. These two departments are successfully collaborating on major projects in such business-critical areas as e-recruiting, self-service, training, compensation and talent management. Technology is critical in helping increase efficiency, increase attraction and retention, reduce administration and cut costs. In recent years, HR information systems (HRIS) have become more important than ever, this time as an essential part of a company's information security and knowledge fields. Ill-suited benefits and disorganized resources are history; now is the time for customized, dynamic plans and connected systems. Employees will appreciate the HRIS, business will benefit from the HRIS and the HR department will no longer have to be the ugly duckling of the company.

Identification of geostationary satellites using polarization data from unresolved images

In order to protect critical military and commercial space assets, the United States Space Surveillance Network must have the ability to positively identify and characterize all space objects. Unfortunately, positive identification and characterization of space objects is a manual and labor intensive process today since even large telescopes cannot provide resolved images of most space objects. Since resolved images of geosynchronous satellites are not technically feasible with current technology, another method of distinguishing space objects was explored that exploits the polarization signature from unresolved images. The objective of this study was to collect and analyze visible-spectrum polarization data from unresolved images of geosynchronous satellites taken over various solar phase angles. Different collection geometries were used to evaluate the polarization contribution of solar arrays, thermal control materials, antennas, and the satellite bus as the solar phase angle changed. Since materials on space objects age due to the space environment, it was postulated that their polarization signature may change enough to allow discrimination of identical satellites launched at different times. The instrumentation used in this experiment was a United States Air Force Academy (USAFA) Department of Physics system that consists of a 20-inch Ritchey-Chrétien telescope and a dual focal plane optical train fed with a polarizing beam splitter. A rigorous calibration of the system was performed that included corrections for pixel bias, dark current, and response. Additionally, the two channel polarimeter was calibrated by experimentally determining the Mueller matrix for the system and relating image intensity at the two cameras to Stokes parameters S0 and S1. After the system calibration, polarization data was collected during three nights on eight geosynchronous satellites built by various manufacturers and launched several years apart. Three pairs of the eight satellites were identical buses to determine if identical buses could be correctly differentiated. When Stokes parameters were plotted against time and solar phase angle, the data indicates that there were distinguishing features in S0 (total intensity) and S1 (linear polarization) that may lead to positive identification or classification of each satellite.

Technology Attracts the Millennial Workforce

The Millennial generation is the largest generation to enter into the workforce. They are entering while older generations are still working. Previous generations in the workforce include Traditionalists, Baby Boomers, and Gen X. Millennials' have different expectations from past generations, particularly since they were born using technology as part of their daily lives. The recruiting approach to attract Millennials needs to be different from old traditional methods. Employers must recruit creatively by connecting to Millennials through Internet and technological tools all hours of the day. The use of social networks, virtual job fairs, and email campaigns are just a few ways to recruit the Millennials since they are the future of employment.

Glue Technology: A Blueprint for Cultural Integration

Despite the gargantuan stakes that mergers and acquisitions represent, global companies' success rate at integrating organizations has been dismal, incurring billions of dollars in lost shareholder value. International human resources' handling of the cultural integration process is the principal differentiator between success and failure. This Capstone project proposes a process for developing cultural integration mechanisms, known as glue technology, and provides a step-by-step process map for execution through four phases. During planning, the need for glue technology is defined. Through analysis, rewards systems are assessed, and a strategy is chosen. In implementation planning, unanimous executive commitment must be secured. Last is measurement based on the integration plan's objectives. Enabling mechanisms such as removing negative influencers, speed, and communication are discussed.