A Watershed Approach to Managing the Natural Resources in South Carolina

Environmental degradation from point and non-point source pollution in the past ten years has made it increasingly clear that threats to aquatic resources cannot adequately be addressed without a more integrated watershed approach to the management. Through comprehensive, qualitative interviews of experts in the watershed approach in South Carolina, recommendations will be made to improve this holistic process. Conducting interviews to compile institutional knowledge on the incentives and barriers from professionals working within the watershed approach will show how managing the natural resources in South Carolina could be more effective and efficient. By gathering experiences of lessons learned, best approach techniques, and suggestions for future watershed planning, several recommendations were made to further the use of the watershed approach in South Carolina.

The New Strategic Onboarding Process

Onboarding is an important aspect of the employment process that has been often ignored. Overlooked onboarding results in high turnover costs, totaling up to 30 to 50 percent of an employee's first-year pay. To decrease this turnover and its associated high costs, this paper proposes the implementation of a highly strategic onboarding process. This process has a strategic focus, SMART goals, integrates multiple offices and people, and addresses all new employee needs with two considerations, generational and technological advances. An employee stays continuously and actively engaged, with vested interest in success, maximizing engagement and retention. The process focuses on constant and continuous feedback from all stakeholders. The project is a practical guide for implementing a new strategically focused onboarding process.

Defining and Measuring Metrics for a Multinational Human Resources Department

Successful HR departments should support key business objectives by establishing metrics that determine the effectiveness of their processes. Functions such as recruiting, benefits, and training are processes that should have metrics. Understanding who measures what, when, and how often is the first step in measuring how much it costs to run HR. The next step is determining which processes are most critical, and then determining the metrics that fit the business needs. Slight adjustments will need to be made as business needs change, but the process for measuring outcomes should not change. This paper will focus on multinational corporations that employ at least ten thousand employees and have a ratio of one HR professional to every hundred fulltime equivalents (FTEs).