Wikipedia:Articles for creation/2008-04-22

Valencia Avenue

 * 1) REDIRECT California State Route 142

Jessica Hepburn
Jessica Hepburn is part of one of the youngest management teams running theatre in the UK. The Executive Director of the Lyric Hammersmith has made a name for herself alongside Artistic Director David Farr for supporting the development of exciting theatre companies and work in West London.

about.
removed defamatory material

Shindootinannybaloo
The name of th part that Lazlo puts on in episode seven of Camp Lazlo entitled Dosey Doe.

Meommuse
Meommuse (fl. 1812-1835) was a 19th century Pottawatomie chieftain and an ally of Black Hawk and others during the Black Hawk War. During the first few months of the war, members of his band were responsible for the Attack at Ament's Cabin in which John L. Ament and other settlers staying at his home were ambushed and killed.

Early life
He is first recorded in 1812 as one of the chieftains living at the Pottawatomie settlement known as Indiantown (or Tiskilwa). 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. 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.

Murder of Ament
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. This same group was accused of the Indian Creek massacre, which occurred the previous month.

Nik Fackler
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.

Edmund Evans
Edmund Evans (1787-1849) is an English engraver and printer. He is considered a forerunner in the useage of color prints for publications and books. Evans worked with some of literature's most famous authors and illustrators including Lewis Carroll, John Tenniel, Walter Crane, Randolph Caldecott, Kate Greenaway, and Robert Browning.

Agent S (a.k.a. Selena)
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!

Russell Camp
Russell Camp (b. 1972) is an Amarillo landscaper and owner of Camp Lawn Services. As a basketball player at York College in the 1990s, he attempted unsuccessfully to take a charge from Banastrias Clay.

Bastenite
Bastenite is a mineral.

Reuben Ewing (Baseball)
"Reuben Ewing"                                   -->

Biography
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
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
Bats: Right, Throws: Right Weight 150 lb. Debut June 21, 1921 Final Game June 27, 1921 Career Batting Average: .000

Human Resource Accounting
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.

Human Resource Valuation Methodologies

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

Declined. The proposed article is not suitable for Wikipedia. Redfarmer (talk) 07:03, 22 April 2008 (UTC)
 * style="text-align:center;" | This is an archived discussion. Please do not modify it. 
 * }
 * }

Human Resource Accounting
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.

Human Resource Valuation Methodologies

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

Declined. The proposed article is not suitable for Wikipedia. Redfarmer (talk) 07:03, 22 April 2008 (UTC)
 * style="text-align:center;" | This is an archived discussion. Please do not modify it. 
 * }
 * }

Primip
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.

McNeil Consumer Healthcare
Redirect to: McNeil Laboratories

Cedric Van Eenoo, abstract and minimalist artist
Cedric Van Eenoo'

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.

www.CedricVanEenoo.com

Henri FISSORE
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)

Declined. We cannot accept unsourced suggestions or sources that are not reliable per the verifiability policy. Please provide reputable, third-party sources with your suggestions. Third party sources are needed both to establish the verifiability of the submission as well as its notability. I'm afraid that the French Wikipedia article cannot count as a source as it is currently unsourced itself. If you can resubmit with third-party sources, this article is likely to be submitted. Redfarmer (talk) 14:00, 22 April 2008 (UTC)
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Biography
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)

Declined. We cannot accept unsourced suggestions or sources that are not reliable per the verifiability policy. Please provide reputable, third-party sources with your suggestions. Third party sources are needed both to establish the verifiability of the submission as well as its notability. Yngvarr (c) 09:06, 22 April 2008 (UTC)
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Cash Flow Return on Investment

 * 1) REDIRECT Cash flow return on investment

Intellectual Property Covenant not to Sue
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.

Michael Kastelic
Michael Kastelic is the wise and powerful frontman for impossibly good-looking 60s garage revival band, The Cynics. Kastelic's wailing screams and legendary fighting ability have become world reknowned. He is a stout figure bringing harsh justice to his enemies and explosive wet love to his friends. He flies through the sky burning a million degrees hotter than the sun WILL HE EVER DIE!?!?!? NO NEVER === 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)

Declined. Your article does not appear to be written in the formal tone expected of an encyclopedia article. Entries should be written from a neutral point of view, and should refer to a range of published material. If you still feel that this subject is appropriate for Wikipedia, please rewrite your proposed article in the form of an encyclopedia entry, and make sure to avoid certain terms meant to show off the subject. Yngvarr (c) 10:56, 22 April 2008 (UTC)
 * style="text-align:center;" | This is an archived discussion. Please do not modify it. 
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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.

Jimmy Sandberg
Jimmy Sandberg is the "Mad Hatter" bassist of the band Zephyr. Jimmy was born on August 7th, 1991.

Polocyte

 * 1) REDIRECT polar body

Ghost Music
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 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
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)

Ghost Music
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 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
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)

Ghost Music
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. 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). .

Tracklisting
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)

Jay Ralph
 Jay M. Ralph (born Janine M. Ralph) was born in Hertfordshire on the 23rd of February 1985. He is a big name in the Media Arts (in particular, film) industry – swayed towards the career, some claim, by what surrounded him during his early childhood (specifically the town of Borehamwood, with its history in the film industry, which is situated near his hometown of Watford).

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. 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’.

Removing paragraph that is almost entirely libel

Declined. Wikipedia cannot accept articles which are potentially defamatory. All articles about living persons must conform to our biographies of living persons policy. Attack pages are prohibited. Redfarmer (talk) 17:07, 22 April 2008 (UTC)
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Guillermo_Amarante
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.

Shoutlet
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
September 2007

Sway, Inc. presented Shoutlet at DEMOfall07.

January 2008

Cornerworld, Corp. (OTCBB: CWRL), a Dallas, Texas-based company, signed a letter of intent to purchase Sway, Inc.

Stefan Rozental
Stefan Rozental (*1903 in Lodz, Poland; †1994 in Kopenhagen), was a nuclear physicist, specialising in quantum mechanics. He received his Ph.D from the University of Kraków in 1928.

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

 * Stefan Rozental, Schicksalsjahre mit Niels Bohr, DVA, 1991.
 * Stefan Rozental, Niels Bohr: His Life and Work As Seen by His Friends and Colleagues, John Wiley & Sons, 1964.

Amycolatopsis orientalis

 * 1) REDIRECT Amycolatopsis

216.250.179.37 (talk) 20:56, 22 April 2008 (UTC)

Redirect created. Thank you for your contribution to Wikipedia! Redfarmer (talk) 21:10, 22 April 2008 (UTC)
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Habitat and Distributation
Thiellei's anemone fish can be found in the Philippines and Galapagos. It is a marine fish that is located near a reef.

Monsters we Met
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

 * Aurochs
 * Brown kiwi
 * Cockatoo
 * Diprotodon
 * Frilled lizard
 * Fruit bat
 * Genyornis
 * Giant ground sloth
 * Giant weta
 * Haast eagle
 * Mammoth
 * Megalania
 * Moa
 * Perentie
 * Polynesian rat
 * Short-faced bear
 * Saiga
 * Smilodon fatalis
 * Steppe bison
 * Tusked weta
 * Western camel
 * Western horse

You are old, father william
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BY LEWIS CAROL

artemis fowl the seventh book
Mona aden's new book living heartache is soon to be best seller and be made into a movie its all about a younge girl called lira whose life is ruined when her family is caught in a crossfire and die leaving her alone and defenceless in the immense rainforest of borneo until these young men find her zack and will and decide take her back home to england and see if she can adapt to this modern world that she never seen before this is a journey of small child growing to be one of the most amazing woman till this day

Declined. We cannot accept unsourced suggestions or sources that are not reliable per the verifiability policy. Please provide reputable, third-party sources with your suggestions. Third party sources are needed both to establish the verifiability of the submission as well as its notability.  Soxred93 | talk bot 00:46, 23 April 2008 (UTC)
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