Wikipedia:Articles for creation/2008-04-22
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Valencia Avenue[edit]
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Sources[edit]75.47.217.206 (talk) 00:10, 22 April 2008 (UTC)
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Jessica Hepburn[edit]
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Sources[edit]64.228.216.244 (talk) 01:12, 22 April 2008 (UTC)
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about.[edit]
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Sources[edit]64.228.216.244 (talk) 01:13, 22 April 2008 (UTC)
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Shindootinannybaloo[edit]
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Sources[edit]Camp Lazlo, Episode Seven (Dosey Doe)
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Early life[edit]He is first recorded in 1812 as one of the chieftains living at the Pottawatomie settlement known as Indiantown (or Tiskilwa). [1] During the 1820s and 30s, he was second only to the great chieftain Autuckee and well-known among early settlers, particularly for his ability to speak in english. [2] In February 1832, he was present at a war council held between the Pottawatomie, Winnebago, Sauk and Fox at Indiantown. One of several chieftains representing the Pottawatomie, others in the delegation included Shaubena, Waba, Shick Shack, Waseaw, Sheatee, Kalto, Waubonsie and Autuckee. They were again visited by Little Bear when the Sauk and Fox crossed the Mississippi River two months later, although he and Autuckee declined a proposed alliance with Black Hawk. [3] Murder of Ament[edit]
Meommuse and his band, consisting of ten or twelve lodges, were located west of settler John L. Ament's farm. Although the area was claimed by Ament, Meommuse's tribe had collected sugar at the site for 42 years. Meommuse and the others stayed only during the winter and spring season, however the camp was used as a headquarters and meeting place. Neither Meommuse or Ament appreciated the presence of each other and conditions steadily grew worse as time when on. The situation came to a head after Ament shot and killed one of the Pottawatomie's hunting dogs. On June 17 or 18, a number of his Pottawatomie warriors approached Ament's home where the landowner and other local settlers were staying. Mike Girty, the war chief, and others had planned to attack the settlers during the night. Girty and the others had intended to set the cabin on fire while they slept, however heavy rain forced them to wait until morning where they killed settler Elijah Phillips before retreating. Meommuse's role in the raid is not fully known, however his son was among those in the raiding party. [4] This same group was accused of the Indian Creek massacre, which occurred the previous month. [5] References[edit]
71.184.50.58 (talk) 01:59, 22 April 2008 (UTC)
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Nik Fackler[edit]
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Nik Fackler, Born July 31, 1984, is a filmmaker/Painter/Musician from Omaha, NE. He has most notably directed music videos for bands such as Tilly and the Wall, The Good Life, Azure Ray, Orenda Fink, Cursive, Neva Dinova, Sia, The Elected and Coyote Bones. Along with many short films he has also directed background videos for Bright Eyes during their "Digital Ash in a Digtal Urn" tour and Son, Ambulance. In the winter of 2007 Fackler wrote and directed his first feature film "Lovely, Still", starring Martin Landau, Ellen Burstyn, Adam Scott and Elizabeth Banks. As well as making films Fackler also plays Guitar and keyboards occasionally in the Omaha based bands: The Family Radio, Coyote Bones and Flowers Forever. Sources[edit]http://www.imdb.com/name/nm2064142/ http://www.filmstew.com/showArticle.aspx?ContentID=16671 http://www.wowt.com/home/headlines/11833016.html
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Edmund Evans[edit]
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Sources[edit]Mahoney-Miller, Bertha and Elinor W. Field. Caldecott Medal Books (1938-1957) Boston: Horn Book papers, 1957. 69.243.43.247 (talk) 02:40, 22 April 2008 (UTC)
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The most supersonically insanely awesome people you will ever meet[edit]
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Agent S (a.k.a. Selena)[edit]Well, to start off with, Agent S is a nerdy girl. Well, not really, but maybe a little. (Because she IS in high school math even though we are in middle school.) Her favourite colour is blue and she plays softball, volleyball, and field hockey. She is the only other person I know here that plays field hockey. Exept, we cant play it now because they dont have a hockey team in this town. :P I dont know what her faavorite subject is because I havent asked her yet, but maybe later when we edit this page we will find out. We made a web page for some random science project earlier this year so if you want to learn all about Jean-Michel Cousteau you should visit it. It has pictures! Sources[edit]http://ourawesomenessrulestheworld.bravehost.com/
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Russell Camp[edit]
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Sources[edit]www.camplawnservices.com
74.195.54.253 (talk) 03:39, 22 April 2008 (UTC)
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Bastenite[edit]
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Bastenite is a mineral.
Sources[edit]68.147.5.5 (talk) 03:53, 22 April 2008 (UTC)
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Reuben Ewing (Baseball)[edit]
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"Reuben Ewing" --> Biography[edit]Reuben Ewing (Born: Reuben Cohen). he was born on November, 30th, 1899 in Kiev, Ukraine. He was born to Jewish-Russian parents and emigrated with them in 1904. As a child he showed brilliant athletic talent, a foreshadow of his later achievement of making the major leagues. in order to avoid Anti-semitism Cohen became "Ewing". He later attended Lebanon Valley College. Professional Career[edit]In 1921 Reuben got a contract with the St. Louis Cardinals. However, his sadly short career featured no highlights nad lasted only three games and spanned only seven days from June 21st to June 27th. He was an outfeilder. Statistics[edit]Bats: Right, Throws: Right Weight 150 lb. Debut June 21, 1921 Final Game June 27, 1921 Career Batting Average: .000 Sources[edit]http://www.baseball-reference.com/e/ewingre01.shtml
http://www.baseball-reference.com/bullpen/Reuben_Ewing
http://www.sportspool.com/baseball/players/E/ewingre01.php
71.172.77.128 (talk) 04:13, 22 April 2008 (UTC)
Category: Russian Jews
Category: Jewish Baseball Players
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Human Resource Accounting[edit]
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Human Resource Accounting (HRA) procedures are the first step towards developing sophisticated measurement and valuation procedures to enable a company to report accurately the worth of the organization’s human assets. The question here is what is the most important set of assets in your organization? The answer to this question may vary across organization depending on how labor intensive operations are with regards to different business units. The economic value of Human Resources is derived from their service rendering ability which can be expensive to acquire, retain and develop. Definition: American Accounting Association’s Committee defines Human Resource Accounting as the process of identifying and measuring data about human resources and communicating this information to interested parties. History According to Frey & Buhofer (1986), the genesis of human resource valuation can be traced back to the medieval European wars in 1642. During this period a prisoner was conceived of as the general property of the capturing soldier. A quick decision had to be reached on the battlefield whether to kill or spare the prisoner’s life depending on the costs of keeping the prisoner as compared with expected future income. The modern concept of human resource accounting was originally developed by Rensis Liker (1966) at the University of Michigan, Institute of Social Research. Although HRA is a fairly new concept its development has passed through several stages: Stage 1(1960 – 1966): The first stage of development could be marked by interest in HRA and derivation of basic HRA concepts. Stage 2 (1966 – 1971): This period involved basic academic research to develop and assess the validity of models for the measurement of human resource cost and value. It also included a few experimental applications of HRA in actual organizations. Stage 3 (1971 – 1976): This was a period of rapid growth of interest in human resource accounting. The academic interest spread across the western countries and also in Australia and Japan. Attempts were made to apply HRA in business organizations. During this stage the American Accounting Association established committees on human resource accounting which published reports on the development of HRA. In the year 1974, a book presenting the state of the art of HRA was published by the American Accounting Association’s Committee on Human Resource Accounting. Stage 4 (1976 – 1980): A period when declining interest in HRA was seen both in academia and in the corporate world. Stage 5(1980 – present): This period involves the beginning of a resurgence of interest in the theory and practice of Human resource accounting. During this period one of the significant events that served as a catalyst to the renewal of the interest in HRA was a decision by the U.S. office of Naval Research to sponsor a research project dealing with the feasibility of the application of HRA to naval human management issues.
Historical cost approach: This was the first attempt towards employee valuation made by R. G. Barry Corporation of Columbus, Ohio in the year 1967. This method measures the organization’s investment in employees using the five parameters: recruiting, acquisition; formal training and familiarization; informal training, Informal familiarization; experience; and development. The costs were amortized over the expected working lives of individuals and unamortized costs (for example, when an individual left the firm) were written off. Limitations: • The valuation method is based on false assumption that the dollar is stable. • Since the assets cannot be sold there is no independent check of valuation. • This method measures only the costs to the organization but ignores completely any measure of the value of the employee to the organization (Cascio 3). Replacement Cost Approach This approach measures the cost of replacing an employee. According to Flamholtz (1985) replacement cost include recruitment, selection, compensation, and training cost (including the income foregone during the training period). The data derived from this method could be useful in deciding whether to dismiss or replace the staff. Limitations: • Substitution of replacement cost method for historical cost method does little more than update the valuation, at the expense of importing considerably more subjectivity into the measure. • This method may also lead to an upwardly biased estimate because an inefficient firm may incur greater cost to replace an employee (Cascio 3-4).
Lev and Schwartz (1971) proposed an economic valuation of employees based on the present value of future earnings, adjusted for the probability of employees’ death. This method helps in determining what an employee’s future contribution is worth today. Limitations: • The measure is an objective one because it uses widely based statistics such as census income return and mortality tables. • The measure assigns more weight to averages than to the value of any specific group or individual (Cascio 4-5). Value to the organization Hekimian and Jones (1967) proposed that where an organization had several divisions seeking the same employee, the employee should be allocated to the highest bidder and the bid price incorporated into that division’s investment base. For example a value of a professional athlete’s service is often determined by how much money a particular team, acting in an open competitive market is willing to pay him or her. Limitations: • The soundness of the valuation depends wholly on the information, judgment, and impartiality of the bidder (Cascio 5). Expense Model According to Mirvis and Mac, (1976) this model focuses on attaching dollar estimates to the behavioral outcomes produced by working in an organization. Criteria such as absenteeism, turnover, and job performance are measured using traditional organizational tools, and then costs are estimated for each criterion. For example, in costing labor turnover, dollar figures are attached to separation costs, replacement costs, and training costs. Conclusion HRA has a potential to contribute to an organization’s culture and make management believe that people are valuable resources and manifest this belief in their decisions and policies. We are at the forefront of what is still an unpopular accounting and measurement technique that will have a profound effect on the way people are managed and valued in an organization.
References Blau, Gary E. Human Resource Accounting, 1st ed. Scarsdale, N.Y.: Work in America Institute, 1978.
Caplan, Edwin H. and Landekich, Stephen. Human Resource Accounting: Past, Present and Future. New York: National Association of Accountants, 1974.
Cascio, Wayne F. Costing Human Resources: The Financial Impact of Behavior in Organizations, 3rd ed. Boston: PWS-Kent Pub. Co., 1991.
Flamholtz, Eric. Human resource accounting : [advances in concepts, methods, and applications]. 2nd edition San Francisco : Jossey-Bass, 1985.
Monti – Belkaoui Janice and Riahi – Belkaoui Ahmed. Human Resource Valuation: A Guide to Strategies and Techniques. Quorum Books: Westport, Connecticut – London, 1995.
Ulf Johanson, Gunilla Eklöv, Mikael Holmgren, Maria Mårtensson School of Business Stockholm University, Human Resource Costing and Accounting versus The Balanced Scorecard: A literature survey of experience with the concepts 1998 PDF. Available on http://www.oecd.org/dataoecd/16/48/1948006.pdf
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Human Resource Accounting[edit]
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Human Resource Accounting Human Resource Accounting (HRA) procedures are the first step towards developing sophisticated measurement and valuation procedures to enable a company to report accurately the worth of the organization’s human assets. The question here is what is the most important set of assets in your organization? The answer to this question may vary across organization depending on how labor intensive operations are with regards to different business units. The economic value of Human Resources is derived from their service rendering ability which can be expensive to acquire, retain and develop. Definition: American Accounting Association’s Committee defines Human Resource Accounting as the process of identifying and measuring data about human resources and communicating this information to interested parties. History According to Frey & Buhofer (1986), the genesis of human resource valuation can be traced back to the medieval European wars in 1642. During this period a prisoner was conceived of as the general property of the capturing soldier. A quick decision had to be reached on the battlefield whether to kill or spare the prisoner’s life depending on the costs of keeping the prisoner as compared with expected future income. The modern concept of human resource accounting was originally developed by Rensis Liker (1966) at the University of Michigan, Institute of Social Research. Although HRA is a fairly new concept its development has passed through several stages: Stage 1(1960 – 1966): The first stage of development could be marked by interest in HRA and derivation of basic HRA concepts. Stage 2 (1966 – 1971): This period involved basic academic research to develop and assess the validity of models for the measurement of human resource cost and value. It also included a few experimental applications of HRA in actual organizations. Stage 3 (1971 – 1976): This was a period of rapid growth of interest in human resource accounting. The academic interest spread across the western countries and also in Australia and Japan. Attempts were made to apply HRA in business organizations. During this stage the American Accounting Association established committees on human resource accounting which published reports on the development of HRA. In the year 1974, a book presenting the state of the art of HRA was published by the American Accounting Association’s Committee on Human Resource Accounting. Stage 4 (1976 – 1980): A period when declining interest in HRA was seen both in academia and in the corporate world. Stage 5(1980 – present): This period involves the beginning of a resurgence of interest in the theory and practice of Human resource accounting. During this period one of the significant events that served as a catalyst to the renewal of the interest in HRA was a decision by the U.S. office of Naval Research to sponsor a research project dealing with the feasibility of the application of HRA to naval human management issues.
Historical cost approach: This was the first attempt towards employee valuation made by R. G. Barry Corporation of Columbus, Ohio in the year 1967. This method measures the organization’s investment in employees using the five parameters: recruiting, acquisition; formal training and familiarization; informal training, Informal familiarization; experience; and development. The costs were amortized over the expected working lives of individuals and unamortized costs (for example, when an individual left the firm) were written off. Limitations: • The valuation method is based on false assumption that the dollar is stable. • Since the assets cannot be sold there is no independent check of valuation. • This method measures only the costs to the organization but ignores completely any measure of the value of the employee to the organization (Cascio 3). Replacement Cost Approach This approach measures the cost of replacing an employee. According to Flamholtz (1985) replacement cost include recruitment, selection, compensation, and training cost (including the income foregone during the training period). The data derived from this method could be useful in deciding whether to dismiss or replace the staff. Limitations: • Substitution of replacement cost method for historical cost method does little more than update the valuation, at the expense of importing considerably more subjectivity into the measure. • This method may also lead to an upwardly biased estimate because an inefficient firm may incur greater cost to replace an employee (Cascio 3-4). Present Value of Future Earnings Lev and Schwartz (1971) proposed an economic valuation of employees based on the present value of future earnings, adjusted for the probability of employees’ death. This method helps in determining what an employee’s future contribution is worth today. Limitations: • The measure is an objective one because it uses widely based statistics such as census income return and mortality tables. • The measure assigns more weight to averages than to the value of any specific group or individual (Cascio 4-5). Value to the organization Hekimian and Jones (1967) proposed that where an organization had several divisions seeking the same employee, the employee should be allocated to the highest bidder and the bid price incorporated into that division’s investment base. For example a value of a professional athlete’s service is often determined by how much money a particular team, acting in an open competitive market is willing to pay him or her. Limitations: • The soundness of the valuation depends wholly on the information, judgment, and impartiality of the bidder (Cascio 5). Expense Model According to Mirvis and Mac, (1976) this model focuses on attaching dollar estimates to the behavioral outcomes produced by working in an organization. Criteria such as absenteeism, turnover, and job performance are measured using traditional organizational tools, and then costs are estimated for each criterion. For example, in costing labor turnover, dollar figures are attached to separation costs, replacement costs, and training costs. Conclusion HRA has a potential to contribute to an organization’s culture and make management believe that people are valuable resources and manifest this belief in their decisions and policies. We are at the forefront of what is still an unpopular accounting and measurement technique that will have a profound effect on the way people are managed and valued in an organization.
References Blau, Gary E. Human Resource Accounting, 1st ed. Scarsdale, N.Y.: Work in America Institute, 1978.
Caplan, Edwin H. and Landekich, Stephen. Human Resource Accounting: Past, Present and Future. New York: National Association of Accountants, 1974.
Cascio, Wayne F. Costing Human Resources: The Financial Impact of Behavior in Organizations, 3rd ed. Boston: PWS-Kent Pub. Co., 1991.
Flamholtz, Eric. Human resource accounting : [advances in concepts, methods, and applications]. 2nd edition San Francisco : Jossey-Bass, 1985.
Monti – Belkaoui Janice and Riahi – Belkaoui Ahmed. Human Resource Valuation: A Guide to Strategies and Techniques. Quorum Books: Westport, Connecticut – London, 1995.
Ulf Johanson, Gunilla Eklöv, Mikael Holmgren, Maria Mårtensson School of Business Stockholm University, Human Resource Costing and Accounting versus The Balanced Scorecard: A literature survey of experience with the concepts 1998 PDF. Available on http://www.oecd.org/dataoecd/16/48/1948006.pdf
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Primip[edit]
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A primip is a female in her first pregnancy. Primips are more likely to develop pre-eclampsia or have a fetus with fetal growth restriction (FGR) also sometimes known as IUGR. Sources[edit]http://en.wiktionary.org/wiki/primip Lorin Lakasing, Consultant Obstetrician, St. Mary's Hospital, London
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Pat Dardis[edit]
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Sources[edit]65.31.33.159 (talk) 05:37, 22 April 2008 (UTC)
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McNeil Consumer Healthcare[edit]
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Sources[edit][1]
[2]
76.10.182.66 (talk) 06:00, 22 April 2008 (UTC)
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Cedric Van Eenoo, abstract and minimalist artist[edit]
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Striking and darkly emotive, Cedric Van Eenoo's abstract acrylic paintings are impressive expressionistic works painted in a deep, rich palette of midnight blues, somber reds, lush purples, and illuminated by cool, lucid whites. The colors are profound and brooding as a stormy firmament or the fertile textures of earth. Expansive color fields are bounded by coarse but definitive lines - beautiful imperfections, threads of light, scars and fissures of accumulated time - scratched into the surface of layered medium. Dark landscapes, thickly painted with vigorous, dynamic brushstrokes, Cedric Van Eenoo's works are at once sensuous and somber in hue, arcane and wonderfully raw in style. Cedric Van Eenoo is an artist with the gift of an improvisational mind and the talent for the delicate balancing of structure and aesthetic latitude. Sources[edit]Dokumenta Kassel 2008
www.CedricVanEenoo.com
Art Up Deco Gallery
Art Slant, NYC
61.144.205.61 (talk) 06:06, 22 April 2008 (UTC)
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Henri FISSORE[edit]
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Henri Fissore is a Monegasque politician Born on January 2 1953 and graduate from ESSEC, IEP Paris and ENA, he is currently non resident Ambassador of the Principality of Monaco to Japan, Australia and Portugal. Sources === Wikipedia in French language
88.209.64.79 (talk) 08:16, 22 April 2008 (UTC)
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Lionnel Mascarenhas[edit]
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Sources[edit]Biography[edit]Lionnel Mascarenhas born on 19th April, 1981 in India Mumbai. Originally a bass guitarist for a Metal band Rust. He then moved doing bass and vocals for the band. Rust broke up after 2 years together. Lionnel joined an established metal band Psychomotor along with Rance Fernandes (Rust-Drummer). They were joined by Denzil Mathais (Lead Guitars)and Dennis Fernandes (Bass Guitar) & John Vaz (Guitar) . He was in the band for 4 years and parted ways with Psychomotor for his solo music career. He realsed his solo album "Wonderland" in 2007 with Denzil Mathais of Psychomotor on guitars, Morley Fernandes on bass and Aatur Sonic on Drums.
159.53.78.140 (talk) 08:55, 22 April 2008 (UTC)
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Cash Flow Return on Investment[edit]
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Sources[edit]84.143.250.6 (talk) 09:36, 22 April 2008 (UTC)
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Intellectual Property Covenant not to Sue[edit]
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A covenant not to sue is a legal term referring to a legally binding contract between two or more parties that prevents the covenant issuer from sueing the other parties. In patent law, this term has recently been extended by a relatively new concept in Intellectual Property licensing, first developed by Sun Microsystems as a "license-less license". Other companies followed suit, such as Microsoft and IBM. The basic idea behind a covenant not to sue is that a licensor irrevocably covenants that it will not sue an implementor of the intellectual property, so long as various conditions are met. This novel concept allows an intellectual property owner to retain control over it's works without actually specifying a list of claims or requiring an implementor to actually aquire a license. Sources[edit]Sun Covenant not to sue http://www.oasis-open.org/committees/office/ipr.php Red Hat Patent Promise http://www.redhat.com/legal/patent_policy.html IBM Interoperability Specifications Pledge http://www-03.ibm.com/linux/opensource/isplist.shtml IBM Statement of non-assertion of named patents against OSS http://xml.coverpages.org/IBM-PledgedPatents200501.pdf Microsoft Patent Pledge to Open Source Developers http://www.microsoft.com/interop/principles/osspatentpledge.mspx Microsoft Open Specification Promise http://www.microsoft.com/interop/osp/default.mspx 12.214.250.176 (talk) 09:43, 22 April 2008 (UTC)
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Michael Kastelic[edit]
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=== Sources === http://www.lowcut.dk/009_lc/interview/01.htm
http://www.post-gazette.com/ae/20021206cynicsp1.asp
124.171.209.109 (talk) 10:49, 22 April 2008 (UTC)
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Human Resource Accounting[edit]
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Human Resource Accounting[edit]Human Resource Accounting (HRA) procedures are the first step towards developing sophisticated measurement and valuation procedures to enable a company to report accurately the worth of the organization’s human assets. The question here is what is the most important set of assets in your organization? The answer to this question may vary across organization depending on how labor intensive operations are with regards to different business units. The economic value of Human Resources is derived from their service rendering ability which can be expensive to acquire, retain and develop. Definition:[edit]American Accounting Association’s Committee defines Human Resource Accounting as the process of identifying and measuring data about human resources and communicating this information to interested parties. History[edit]According to Frey & Buhofer (1986), the genesis of human resource valuation can be traced back to the medieval European wars in 1642. During this period a prisoner was conceived of as the general property of the capturing soldier. A quick decision had to be reached on the battlefield whether to kill or spare the prisoner’s life depending on the costs of keeping the prisoner as compared with expected future income. The modern concept of human resource accounting was originally developed by Rensis Liker (1966) at the University of Michigan, Institute of Social Research. Although HRA is a fairly new concept its development has passed through several stages: Stage 1(1960 – 1966): The first stage of development could be marked by interest in HRA and derivation of basic HRA concepts. Stage 2 (1966 – 1971): This period involved basic academic research to develop and assess the validity of models for the measurement of human resource cost and value. It also included a few experimental applications of HRA in actual organizations. Stage 3 (1971 – 1976): This was a period of rapid growth of interest in human resource accounting. The academic interest spread across the western countries and also in Australia and Japan. Attempts were made to apply HRA in business organizations. During this stage the American Accounting Association established committees on human resource accounting which published reports on the development of HRA. In the year 1974, a book presenting the state of the art of HRA was published by the American Accounting Association’s Committee on Human Resource Accounting. Stage 4 (1976 – 1980): A period when declining interest in HRA was seen both in academia and in the corporate world. Stage 5(1980 – present): This period involves the beginning of a resurgence of interest in the theory and practice of Human resource accounting. During this period one of the significant events that served as a catalyst to the renewal of the interest in HRA was a decision by the U.S. office of Naval Research to sponsor a research project dealing with the feasibility of the application of HRA to naval human management issues.
Human Resource Valuation Methodologies[edit]Historical cost approach:[edit]This was the first attempt towards employee valuation made by R. G. Barry Corporation of Columbus, Ohio in the year 1967. This method measures the organization’s investment in employees using the five parameters: recruiting, acquisition; formal training and familiarization; informal training, Informal familiarization; experience; and development. The costs were amortized over the expected working lives of individuals and unamortized costs (for example, when an individual left the firm) were written off. Limitations:[edit]• The valuation method is based on false assumption that the dollar is stable. • Since the assets cannot be sold there is no independent check of valuation. • This method measures only the costs to the organization but ignores completely any measure of the value of the employee to the organization (Cascio 3). Replacement Cost Approach[edit]This approach measures the cost of replacing an employee. According to Flamholtz (1985) replacement cost include recruitment, selection, compensation, and training cost (including the income foregone during the training period). The data derived from this method could be useful in deciding whether to dismiss or replace the staff. Limitations:[edit]• Substitution of replacement cost method for historical cost method does little more than update the valuation, at the expense of importing considerably more subjectivity into the measure. • This method may also lead to an upwardly biased estimate because an inefficient firm may incur greater cost to replace an employee (Cascio 3-4). Present Value of Future Earnings[edit]Lev and Schwartz (1971) proposed an economic valuation of employees based on the present value of future earnings, adjusted for the probability of employees’ death. This method helps in determining what an employee’s future contribution is worth today. Limitations:[edit]• The measure is an objective one because it uses widely based statistics such as census income return and mortality tables. • The measure assigns more weight to averages than to the value of any specific group or individual (Cascio 4-5). Value to the organization[edit]Hekimian and Jones (1967) proposed that where an organization had several divisions seeking the same employee, the employee should be allocated to the highest bidder and the bid price incorporated into that division’s investment base. For example a value of a professional athlete’s service is often determined by how much money a particular team, acting in an open competitive market is willing to pay him or her. Limitations:[edit]• The soundness of the valuation depends wholly on the information, judgment, and impartiality of the bidder (Cascio 5). Expense Model[edit]According to Mirvis and Mac, (1976) this model focuses on attaching dollar estimates to the behavioral outcomes produced by working in an organization. Criteria such as absenteeism, turnover, and job performance are measured using traditional organizational tools, and then costs are estimated for each criterion. For example, in costing labor turnover, dollar figures are attached to separation costs, replacement costs, and training costs. Conclusion[edit]HRA has a potential to contribute to an organization’s culture and make management believe that people are valuable resources and manifest this belief in their decisions and policies. We are at the forefront of what is still an unpopular accounting and measurement technique that will have a profound effect on the way people are managed and valued in an organization. References[edit]1. Blau, Gary E. Human Resource Accounting, 1st ed. Scarsdale, N.Y.: Work in America Institute, 1978. 2. Caplan, Edwin H. and Landekich, Stephen. Human Resource Accounting: Past, Present and Future. New York: National Association of Accountants, 1974. 3. Cascio, Wayne F. Costing Human Resources: The Financial Impact of Behavior in Organizations, 3rd ed. Boston: PWS-Kent Pub. Co., 1991. 4. Flamholtz, Eric. Human resource accounting : [advances in concepts, methods, and applications]. 2nd edition San Francisco : Jossey-Bass, 1985. 5. Monti – Belkaoui Janice and Riahi – Belkaoui Ahmed. Human Resource Valuation: A Guide to Strategies and Techniques. Quorum Books: Westport, Connecticut – London, 1995. 6. Ulf Johanson, Gunilla Eklöv, Mikael Holmgren, Maria Mårtensson School of Business Stockholm University, Human Resource Costing and Accounting versus The Balanced Scorecard: A literature survey of experience with the concepts 1998 PDF. Available on http://www.oecd.org/dataoecd/16/48/1948006.pdf Ssmani80 (talk) 14:29, 22 April 2008 (UTC)
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Jimmy Sandberg[edit]
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Sources[edit]www.myspace.com/zephyrband www.zephyrrock.com 165.139.150.193 (talk) 14:31, 22 April 2008 (UTC)
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Polocyte[edit]
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Sources[edit]79.184.144.109 (talk) 15:12, 22 April 2008 (UTC)
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Ghost Music[edit]
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Ghost Music is the 2007 self released debut album by Panic Office. It was recorded by "Mystic" Jim Cogan at the Spiceworks Studios in Kingswood, South Gloucestershire. The album was recorded in two seperate sessions at the studio, with other songs being independantly recorded by the band. Although released by the band in physical format on the 1st of September 2007, Ghost Music was officially released on iTunes on the 26th of February 2008[6]The photography on the cover was taken by Loran Dunn and feautures the interior of an abandoned building on the outskirts of Weston-Super-Mare. Nothing was staged in the photo and it was photographed as it was found. Tracklisting[edit]1. Growing Sirens (2:23) 2. Ten8 (3:22) 3. Twelve Is Only A Number (0:29) 4. Ghost Music (4:11) 5. No Spirit (4:21) 6. Speaking In Strings (1:20) 7. Hold Your Sweat (4:44) 8. Roots And Thorns (3:50) 9. Instant Removal (1:04) 10. They Were Silent (12:07) Sources[edit]82.46.106.55 (talk) 15:41, 22 April 2008 (UTC)
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Ghost Music[edit]
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Ghost Music is the 2007 self released debut album by Panic Office. It was recorded by "Mystic" Jim Cogan at the Spiceworks Studios in Kingswood, South Gloucestershire. The album was recorded in two seperate sessions at the studio, with other songs being independantly recorded by the band. Although released by the band in physical format on the 1st of September 2007, Ghost Music was officially released on iTunes on the 26th of February 2008[7]The photography on the cover was taken by Loran Dunn and feautures the interior of an abandoned building on the outskirts of Weston-Super-Mare. Nothing was staged in the photo and it was photographed as it was found. Tracklisting[edit]1. Growing Sirens (2:23) 2. Ten8 (3:22) 3. Twelve Is Only A Number (0:29) 4. Ghost Music (4:11) 5. No Spirit (4:21) 6. Speaking In Strings (1:20) 7. Hold Your Sweat (4:44) 8. Roots And Thorns (3:50) 9. Instant Removal (1:04) 10. They Were Silent (12:07) Sources[edit]82.46.106.55 (talk) 15:43, 22 April 2008 (UTC)
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Ghost Music[edit]
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Ghost Music is the 2007 self released debut album by Panic Office. It was recorded by "Mystic" Jim Cogan at the Spiceworks Studios in Kingswood, South Gloucestershire. The album was recorded in two seperate sessions at the studio, with other songs being independantly recorded by the band. Although released by the band in physical format on the 1st of September 2007, Ghost Music was officially released on iTunes on the 26th of February 2008[8]. The photography on the cover was taken by Loran Dunn and feautures the interior of an abandoned building on the outskirts of Weston-Super-Mare. Nothing was staged in the photo and it was photographed as it was found. The album came 3rd in Jon Wisbey's BCFM Rock show's album of the year (2007).[9]. Tracklisting[edit]1. Growing Sirens (2:23) 2. Ten8 (3:22) 3. Twelve Is Only A Number (0:29) 4. Ghost Music (4:11) 5. No Spirit (4:21) 6. Speaking In Strings (1:20) 7. Hold Your Sweat (4:44) 8. Roots And Thorns (3:50) 9. Instant Removal (1:04) 10. They Were Silent (12:07) Sources[edit]82.46.106.55 (talk) 15:48, 22 April 2008 (UTC)
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Jay Ralph[edit]
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Removing libel paragraph As a teen, Ralph dabbled in the world of acting and theatre, and managed to get a brief walk-on role in the hit US TV series Baywatch (specifically, during the episode ‘Sharks, Lies and Videotape’). As a consequence of this, Jay decided to start taking his acting more seriously, and auditioned for his favourite show – Buffy the Vampire Slayer. After nerves caused his acting skills to fail him, Ralph was laughed at by the casting director and this caused him to lose all confidence in his talent. He instead took what he now describes as ‘the cowards way out’ – and went into the porn industry. Jay is also renowned for his musical talent (and frequently works alongside (and in perfect harmony (excuse the pun) with) the Music staff at Stanchester School. However, although he is commonly mistaken for musician ‘J. Ralph’, he is evidently not – the ‘J’ in ‘J. Ralph’ stands for ‘Joshua’, and should not be mistaken for ‘Jay’. Removing libel comments From 2004, Jay was taking a break from his jet set lifestyle, and was working as a Media Arts Technician in a small Somerset school in the UK, called Stanchester[10]. However, all of this was changed in 2007 as he took on some filming work on the blockbuster film ‘28 Weeks Later’ – and he has been slowly adjusting to the work since, and has had other notable jobs such as some post-production work on the (at time of writing) unreleased film ‘Inkheart’[11]. Removing paragraph that is almost entirely libel
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Guillermo_Amarante[edit]
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Estudiante del Instituto Tecnologico de Monterrey Campus Chihuahua conocido por su habilidad para decir y hacer pendejadas. Se rumora que no sabe distinguir la diferencia entre un modem alambrico e inalambrico. Actualmente reside en Budapest, Hungria donde se ha hecho famoso por sus diferentes talentos entre los cuales destacan tirar hueva, tomar bebidas embriagantes como estupido y tener relaciones sexuales con personas del sexo masculino. Sources[edit]146.110.9.82 (talk) 16:17, 22 April 2008 (UTC)
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Shoutlet[edit]
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Shoutlet is a web-based, Web 2.0 marketing application. Users create, send, and track RSS feeds, e-mail, text messaging (SMS), video, podcasts, and web widgets (RSS, video, podcast). It is the central product of Sway, Inc., a Middleton, Wisconsin-based social media marketing company. Recent Updates[edit]September 2007 Sway, Inc. presented Shoutlet at DEMOfall07 [3]. January 2008 Cornerworld, Corp. (OTCBB: CWRL), a Dallas, Texas-based company, signed a letter of intent to purchase Sway, Inc. Sources[edit]DEMO: http://www.demo.com/demonstrators/demo2007fall/113062.html Mashable: Shoutlet Launches Social Media Marketing Suite http://mashable.com/2007/09/24/shoutlet/ Dallas Business Journal: Cornerworld Corp. to Buy Sway, Inc. http://www.bizjournals.com/dallas/stories/2008/01/28/daily35.html?ana=from_rss PCWorld: DEMO: Info Access Startups Take the Stage http://www.pcworld.com/article/id,137557-c,tradeshows/article.html External Links[edit]Shoutlet: http://www.shoutlet.com Cornerworld: http://www.cornerworld.com/ Cornerworld to Acquire Sway, Inc. http://www.reuters.com/article/pressRelease/idUS203457+31-Jan-2008+PRN20080131
Mmm20 (talk) 16:43, 22 April 2008 (UTC) Big E is a producer based out of Dallas, TX. He has produced songs for Lil' Wil (My Dougie). His website is http://www.myspace.com/bige.
168.216.106.12 (talk) 16:49, 22 April 2008 (UTC)
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Stefan Rozental[edit]
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He then held an assistent position with Werner Heisenberg in Leipzig from 1929-34, lectured in Kraków, Poland from 1934-38 and was then, after Hendrik Anthony Kramers (which held the position from 1916) and Léon Rosenfeld (in that position from 1934) personal assistent of many years of Niels Bohr in Kopenhagen. Literature[edit]
Sources[edit]Biographical Informationen from on the web site of the Niels Bohr Institute:
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Bibby's of ingleton[edit]
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Sources[edit]Bezberesford (talk) 20:50, 22 April 2008 (UTC)
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Amycolatopsis orientalis[edit]
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216.250.179.37 (talk) 20:56, 22 April 2008 (UTC)
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Thiellei's Anemonefish[edit]
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Habitat and Distributation[edit]Thiellei's anemone fish can be found in the Philippines and Galapagos. It is a marine fish that is located near a reef. Sources[edit]http://zipcodezoo.com/Animals/A/Amphiprion_thiellei.asp
70.112.211.220 (talk) 20:59, 22 April 2008 (UTC)
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Monsters we Met (also known as the Land of lost monsters) was a documentary produced by the BBC and was later aired on Animal Planet. The show used computer-generated imagery to recreate the life of the Megafauna of the Pleistocene and explains how early humans encountered the dangerous animals. Animals featured in the documentary[edit]
See also[edit]Category:BBC television documentaries Category:Prehistoric life in popular culture and entertainment Sources[edit]
69.221.79.90 (talk) 22:34, 22 April 2008 (UTC)
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You are old, father william[edit]
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This request for creation has been reviewed. The reviewer comments appear below the article text.
If you want to make changes and try again, copy and paste your article into a new submission and make your changes there. Sources[edit]thinks.com/words/nonsense/william.htm 90.211.74.97 (talk) 22:34, 22 April 2008 (UTC)
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artemis fowl the seventh book[edit]
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- ^ Tyler, Bob. Canoeing Adventures In Northern Illinois: Apple River To Zuma Creek. Lincoln: iUniverse, 2004. (pg. 18) ISBN 0-595-31010-9
- ^ Kett, Henry F. The Voters and Tax-payers of Bureau County, Illinois. Chicago: H.F. Kett & Co., 1877. (pg. 88)
- ^ Matson, Nehemiah. Memories of Shaubena: With Incidents Relating to the Early Settlement of the West. Chicago: D.B. Cooke & Co., 1878. (pg. 92, 95)
- ^ Matson, Nehemiah. Memories of Shaubena: With Incidents Relating to the Early Settlement of the West. Chicago: D.B. Cooke & Co., 1878. (pg. 227)
- ^
{{cite web}} - ^
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{{cite web}} - ^ Stanchester S.M.A.R.T Media Arts Trust
- ^ Jay Ralph on IMDb, the Internet Movie Database