Input and out put for the computer Essay Example | Topics and Well Written Essays - 250 words - 1

Input and out put for the computer - Essay Example Most prevalent input devices are the keyboard and the mouse. Keyboard is similar to the typewriter, it helps in typing in text, numbers, symbols, punctuation, letters etc. Pressing an enter key, sends the information to the processing device. Mouse is a pointing or clicking device that helps in locating and selecting the files at a faster pace. It has three buttons the left button helps in selecting the file or the folder or the icon on the desktop, a right button which when clicked displays the properties related to the file, while the middle is to scroll the page. Other input devices are scanner, light pen, joystick to play games, digital camera etc. The result or the outcome after the processing could be displayed by the output devices. The most prevalent output device is the monitor, it is like a TV screen and also called as VDU (Visual Display Unit). Whatever is typed through the keyboard can be seen on the monitor screen. The results of the input are being displayed on the monitor. This is called the soft copy as we can only read it and store the results. When the computer is switched off, results could not be retrieved therefore hard copy or the printouts are taken by another output device, the printer. Other input/output devices are the Floppy disk, CD-ROM, Pen drives etc. They also act as portable storage devices as they store the information from the computer and also provide the information to the

International Human Resources Managemnt Essay Example | Topics and Well Written Essays - 3250 words

International Human Resources Managemnt - Essay Example We will briefly start with the need of international human resource management, followed by the increase in problems and hurdles and finally highlight the key strategies that should be adopted to have a strategic international HRM in order to achieve an added or competitive advantage (Lane 2000). This will include a special focus on dealing with expatriates. In the end we will sum it up with certain recommendations and conclusion. Globalization has accelerated greatly in the last few decades. Organizations are crossing borders either through opening branches or subsidiaries in other nations or simply hiring individuals on a contract basis. However, one major misconception is that due to globalization labor environment has become uniform. Though super national bodies such as European Union are trying to develop consistent policies across all nations they are still at a very initial level. Therefore, there is a dire need for having unique HRM policies and strategies for every state in which the business is operating (Caluwe 2000). In this situation the real question arises when there has to be a balanced developed between an integrated HRM practice across border and at the same time keeping consideration of the local perspective. Organizations need to spread their competent policies to other sides of the business. This means that if there is an effective strategy in place at the home ranch it has to be introduc ed in other nations too for competitive advantage. As mentioned in the introduction, there are many factors that make international HRM more complicated and act as a hurdle in achieving a well management system of human resource. Some of them are as follows: 1. Legal laws and policies: Every country has its own labor laws and rights protection policies. Further, how well are they enforced is another factor that differs from one state to another. Multinationals that are present in Europe as well as India have to