Hrs Very

Hrs Very

Is it bad to not sleep for 24 hrs once in a while if you're very busy?

That's not very healthy, but if it's once in a while... I guess that's not too bad. Just try to get organized, and get to sleep!

48 Hrs. $19.99 48 Hrs. - Poster

Scarlet Fantastic - 24 Hrs (Import) $39.31 24 Hrs

REPLACEMENT LAMP 2000 HRS $161.99 REPLACEMENT LAMP 2000 HRS

Another 48 Hrs. $19.99 Another 48 Hrs. - Poster

Nick Nolte - 48 Hrs. $7.99 Nick Nolte - 48 Hrs. - Photo

Very $7.49 Very

Sharp Projector Lamp for XGMB70X 3000 HRS ANMB70LP $461.91 Sharp Projector Lamp for XGMB70X 3000 HRS ANMB70LP

Coral Gauges Coral 2 Hourmeter 10,000 Hrs $56.94 Coral Gauges Coral 2" Hourmeter 10,000 Hrs Faria Coral Gauges - CORAL 2" HOURMETER 10,000 HRS

Euro Gauges Euro 2 Hourmeter 10,000 Hrs $56.94 Euro Gauges Euro 2" Hourmeter 10,000 Hrs Faria Euro Gauges - EURO 2" HOURMETER 10,000 HRS

Another 48 Hrs. - Widescreen $6.99 At times, Another 48 Hrs. seems less like a sequel to than a parody of the first 48 Hrs., especially when Nick Nolte, repeating his role from the earlier film, begins commenting on the cliched absurdity of the goings on. This time, Nolte risks life, limb and career as he obsessively tries to bring an elusive master criminal known as "The Iceman" to justice. Eddie Murphy, who stole the show in the first 48 Hrs. as the wheeler-dealer convict who becomes Nolte's reluctant partner, is brought into the plotline of the second film when a contract is taken out on his life. The adversarial relationship between Nolte and Murphy, supposedly dissipated by the end of the first film, is revivified in the sequel via a couple of plot devices. Still, Murphy rallies to the occasion, in the process saving Nolte from being thrown off the force. Though not as successful as the first film, Another 48 Hrs. proved that there were still enough Eddie Murphy fans around in 1990 to insure a strong box-office showing. ~ Hal Erickson, Rovi

48 Hrs./Another 48 Hrs. (DVD) $19.54 This double feature presents both films in Eddie Murphy`s popular 48 HRS series.In 48 HRS (1982), Jack Cates (Nick Nolte) is a tough, super-jaded cop who springs a hard luck robber, Reggie Hammond (Eddie Murphy), from jail for two days to help nab his former partners. The two men form a kind of friendship (based on mutual hatred) as they chase a trio of remorseless villains through the streets of San Francisco--and Cates finds that Hammond`s streetwise method of finding the criminals is possibly even more effective than his own by-the-book police procedures. Rounded characters and crackling comedy balance out this this box-office hit. The boys are back in ANOTHER 48 HRS (1990). This time they`re turning San Francisco upside down in search of an elusive and extremely violent drug lord. Reggie is finishing out a jail term for his earlier crimes; meanwhile, his former partner, Cates, has spent the past four years trying unsuccessfully to track down a vicious drug dealer. When Reggie is released from jail, he is horrified and frightened to learn that Cates`s dealer has put a warrant out for his life. But when he brings it to the attention of the police department, they seem unwilling to help either partner locate the criminal. Reggie suspects that the department is involved with the dealer--and he`s determined to find out how.

Randy Pausch Last Lecture: Achieving Your Childhood Dreams

Developing An Efficient Hr Scorecard

Oftentimes, you would hear about the HR department using certain systems and employing certain procedures to measure the performance of the employees in a company. This is indeed something that is very ordinary. However, have you ever heard of the HR department being measured or examined as to their own efficiency and productivity? Yes, such a process does exist. And this is where the importance of the HR scorecard enters the picture.

Simply put, the HR scorecard is actually comprised of the quantifiable aspects of the HR department, on which the HR department would be graded, in terms of its efficiency and productivity in all its tasks and functions. It is quite difficult to put into context the quantifiable aspects of the HR department, especially when it comes to the functions that it has.

Just how do you quantify, for instance, how effective the HR department is in hiring employees who are efficient at their jobs? This would be a relative concept, and quite fuzzy when it comes to quantifying it. And this is just one of the many aspects that would need to be quantified in the whole process of coming up with an appropriate HR scorecard.

Sure, there are a lot of HR scorecards that you can check online, for guidance and such in coming up with one of your own. There are even websites that offer free downloads of such scorecards! But what is important to remember here is that one company might have a different HR scorecard from that of another company.

This is expected because companies have different goals and purposes; thus, there would be different aspects to measure. However, in a general sense, there would be key elements that just about any HR scorecard you find in the world would have in common.

Workforce Success. The scorecard here would measure just how successful the members in the company's workforce are in achieving the goals and objectives of the company, as a whole. Are all employees performing well towards the realization of the company's goals? This is indeed something that the HR scorecard should be made to measure.

Right HR Costs. This is all about the investment the company has made in the workforce that has been hired by the HR department. Is the company having significant returns of such investment? This element is closely associated with Workforce Success.

Right Types of HR Alignment. This pertains to just how effective the practices employed by the HR department are, according to the strategies and policies employed by the company itself. The HR practices should be aligned according to the strategies employed by the company. Otherwise, the HR department would not be performing in such a way where the company as a whole would benefit. This would defeat the purpose of creating such a department in the first place.

Right HR Practices. This pertains to the policies implemented by the HR department in a deeper level. Are the policies developed of world-class quality? Does such quality exist in all facets of the HR department?

Right HR Professionals. Of course, having an HR department would be a useless move if you do not have quality professionals running it. Members of the HR department should have the needed skills and expertise for it to function productively and accordingly.

With these elements included on your HR scorecard, quantifying the aspects that make your company unique from others in the same industry will definitely be made easier.

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