...Training has been the biggest professional training house in the country. The tracks of its training programs include Marketing/Sales, IT , Commercial, Finance, Quality & Process, Industrial Engineering, RMG, Banking, HR, Development/NGO, Management Development and so forth. Since its inception, Bdjobs Training has been mentoring the professionals by providing latest industry focused education. BT, in this expedition, engages hundreds of industry experts to ensure quality education to the young entrepreneurs and professionals of the country. BT offers both short (1 or 2 days) and long courses in the form of workshop and certificate training. Also BT offers customized in-house training programs exclusively designed for a group of employees. Customized courses can be provided either at our training facilities or on-site at clients’ location. Our training programs are lively, interactive, and include role-playing and demonstrations of real-life workplace issues and solutions. bdjobstraining.com Page |2 bdjobstraining.com Page |3 TRAINING TRACKS Marketing/ Sales Track • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • 1111 Selling Techniques for Excellence 13 Lessons to turn every Company into Fantastic Brands Advance Selling Techniques Art of Pharmaceutical Sales Brand Management–Walking the Talk Branding for Bangladeshi Business Constructive & Modern Leadership Approach in Selling through Team Building Corporate Sales Management...
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...COURSE OVERVIEW This course presents key theoretical concepts and examples of HR issues in practice today. We will cover material on the origins, the nature and the likely future of HRM, including legal aspects and international perspectives. Discussions will center on HRM policy and practice concerning recruitment and selection, organizational exit, performance management, careers, training and development, job design and reward. We will also examine employee relations and equal opportunities in the context of their relationship with HRM. LEARNING OUTCOMES Upon successful completion of this course students will be able to: 1. Understand HRM from a systemic and strategic perspective. 2. Explain the practice of HRM as it relates to managers and employees in organizations. 3. Appreciate fundamental employment laws in a global context (e.g. France, North America and/or Europe). 4. Conduct a basic job analysis and apply this understanding of job requirements to other HRM systems such as selection, performance appraisal, and compensation. 5. Analyze business challenges involving HR systems. 6. Critically assess and evaluate HR policies and practices. TEACHING AND LEARNING METHODS A combination of the following teaching methods and tools will be used in this course: § Lectures (“CM” or ‘Cours Magistraux’)—There ...
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...approach in different contexts 4. Summary – Google case study 5. Contingency perspective of organizational theory and Justification for application Conclusion References 1. Introduction: - This report is based on a case study of Google’s HR practices. Google Inc. is located at Mountain View, California is not simply known for its unique workplace culture but it also known for its advance innovation approach and HR programs. The HR practices at Google which are named as ‘people operations’ is intended to describe that HR is not merely an administration but rather it makes sure the strong relationship between employee and employer. The case encourages discussion on whether the company’s culture is truly emphasis on attracting and motivating the best employees or it is with a business motive. In order to present critical review of the case study , the concept of HRM as a new strategic approach to the management of people is discussed and two different approaches “best practices” and “best fit” is explained. In the end of the report, the case study is presented from “best fit” HRM perspective .Thus this case study helps us to analyze the two different HRM approaches are applied in the organizations. 2. Two perspectives on SHRM: - HRM has experienced a drastic change over the last few years. “Influenced by many internal and external factors HRM has enlarged its work and activities from administration like making HR policies and practices to become a strategic partner...
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...Case Study 2 Leti Raduca BUSI-642 Dr. Quatro September 8th, 2013 Case Study 2 What elements, discussed in the case study, are important for someone who works in the field of human resources? Human Resources department it is one of the most important departments when it comes to quality of personnel and their placement inside the company (Maxwell, 2001). In any organization, people are the most challenging resource to manage; therefore Human Resources representatives should be very vigilant when hiring new people. One of the few important things an HR representative needs to ensure is, that each new employee would fit into the company culture, understand each individual way of learning and craft a program for each individual employee or perhaps for groups of employees that match each other learning style and personality. The new Human Resource managers need to move from the traditional way and to the new way. This case study provides few brilliant examples of how and why this should occur and offers understanding of what features are essential for the people that are working in this field. An important element provided within this case study that it is needed to someone that works with in the field of Human Resources is the development of new skills, implementing and effectively manage the “workforce of one”. For example, having a broad background and experience in different fields, such as marketing, customizing programs for employees, training, being open...
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...Chapter 1: Background of the Study. 1 Introduction: As a BBA student, it is required to submit an internship paper which is a part of BBA program. Students are usually encouraged to work on economic, finance, monetary, marketing, HR activities and other bank related topics keeping pace with their future career. Banks are dominant institutions of national and international financial system. It has become the heart of the economy. Banks cannot remain indifferent to developments in national as well as international financial system. Banks are highly leverage and exposed to exchange rate risk, country risk, and international interest rate risks. Nowadays we are living in a global village – no country is insulated from the world economy. Internship report is the outcome of perfect coordination between theoretical and practical experience throughout the session of weeks. This report is on marketing delopment of BASIC Bank Limited. This report mainly consists of the parts which is ; T he role Of Industrial Development in BASIC BANK LIMITED. This part consists of various aspects of BASIC Bank Limited as mission, vision, historical review, types of provided training, financial condition, various departments and divisions, management aspect, branches, product and services, social responsibilities etc. As a specialized bank, the main mission of this bank to develop the industrial and small business sector by giving the short term and long term loan. And keeping the capital...
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...HR Managers’ Roles & Contributions in Merger Processes Khalil Al Jerjawi Faculty of Business School of Management University of Western Sydney, Australia E.mail: mr.jerjawi@gmail.com Accepted: August 12, 2011 DOI :10.5296/ijhrs.v1i1.896 As companies have engaged in domestic and international mergers over the last few years in order to match the macroeconomic trends operating on a worldwide and more recently to cope with the current global financial crisis, human resource managers have been encouraged to play a more strategic role in their organizations, especially in the case of extensive and radical organizational change such as merging process. This study addresses and works on the existing research gap by investigating the roles of HR managers among the different roles which were defined at the fist by Dave Ulrich. This paper demonstrates that HR managers are an essential part of merger and that HR practices should be given an extensive emphasizing throughout such organizational change “the merger process”. Keywords: HR practices; HR manager roles; Merger process. 64 www.macrothink.org/ijhrs 1. Introduction In recent years human resource managers have been triggered to play a more strategic role in their organizations, especially in making strategic decisions and going through radical organizational changes such as merging process (Bjorkman & Soderberg, 2003). Nowadays this requirement is even more urgent and acute due to the fact that past decade has been characterized...
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...Consulting MAY 2009 CSR and HR Management Issue Brief and Roadmap 2 ISSUE BRIEF AND ROADMAP OBJECTIVE • To understand the foundational elements that need to be in place to foster a high performance CSR (corporate social responsibility) organization and develop a framework or roadmap for firms wishing to become a high performing CSR organization. AT A GLANCE • Human resource professionals have a key role to play to help a company achieve its CSR objectives. Employee involvement is a critical success factor for CSR performance. Human resource managers have the tools and the opportunity to leverage employee commitment to, and engagement in, the firm’s CSR strategy. • High performing CSR organizations foster a culture of CSR and fully integrate CSR throughout their operations, rewarding and incentivizing CSR decisions and initiatives. • Employees prefer to work for organizations aligned with their values; thus, incorporating CSR into the employee brand can enhance recruitment and retention, particularly in tight labour markets. • CSR can be applied to the HR toolkit, resulting in a roadmap or pathway for human resource practitioners to follow who wish to contribute to the achievement of their organization’s sustainability and business aspirations, thereby improving social and environmental conditions locally and globally. CSR and HR Management Issue Brief and Roadmap 3 CSR and HR Management Issue Brief and Roadmap 4 CSR and HR Management Issue Brief and Roadmap ...
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...within three months of graduation, up from 70.8 percent in 2009. It's Time to Earn Your MBA. Find the Right Business School Now. Think an MBA might benefit you? Join us as we explore seven MBA specializations that could help you climb the corporate ladder. In addition to required core courses, most business schools allow you to concentrate on one of these key disciplines: * Business Administration Health Care Administration Is An MBA Right For You? * * Management * Human Resources (HR) * Marketing/Communications * Technology * Accounting Keep reading to see if one of these MBA specializations is right for you. #1 - Business Administration Business administration is the meat and potatoes of business school, or what most schools call the core curriculum. In this program, you would take courses like accounting, communications, economics, HR, marketing, and technology. You'll also likely work independently and in groups, pouring over case studies and giving presentations to your peers. Potential career paths: Mastering business administration can help you develop a broad-based background that could help prepare you to move into any number of avenues in today's multi-faceted business world. An administrative services manager, as one example, has an average income of $81,530, according to the U.S. Department of Labor. Another position that many MBA students hope to rise into eventually is general manager, a position with an average yearly compensation...
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............................................ HR Planning and Budget Approval Budget is the basis of human resource planning. A budget is a plan for controlling the use of funds over a period of time. HRP should be done within the limits of the budget. There is no use in formulating an excellent plan which cannot be implemented because of financial constraints. Managing a human resources department involves budget planning and execution like any other company department. Budget is the basis of human resource planning. HRP should be done within the limits of the budget. There is no use in formulating an excellent plan which cannot be implemented because of financial constraints. HR Budgeting is a powerful financial tool that can estimate the expenditures made by the HR vertical. This strengthens and allows the HR to control the cost rather than letting it control the HR initiative. The budget is drawn parallel to the goals of the organisation. If the organisation expands and requires to register a double digit growth in terms of its strength, it percolate to apportion funds in different areas including recruitment, retention, up-skilling, global mobility management, etc. The allocation of funds would be governed by the HR Strategies. The decision-makers in an organisation remain the main players to approve the budget. The recommendations and inputs are taken from different sources including operation, marketing, logistics and every other vertical within the organisation. Macro...
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...INTERNATIONAL WORKFORCE 4 DIVERSITY MENTORING PROGRAM 4 International Regulations 4 Advocate a diverse workforce 5 Cultural awareness training program 5 THE NEED FOR ‘CONTINUOUS IMPROVEMENT’ IN THE COMPANY 6 Communication 6 Cross Training 7 Feedback 8 Celebrate people's successes 8 THE EMPLOYEE DEMAND FOR IMPROVED REWARDS AND ‘WORK-LIFE BALANCE’ 9 Employee assistance programs 9 Provide a paid day off for birthdays 10 Provide incentives 10 A Four-Day Work Week 10 Working from Home 11 THE MAIN CHALLENGES TO BE FACED, HOW HR NEEDS TO RESPOND TO THESE CHANGES OVER THE NEXT 5-10 YEARS. 11 Retaining and Rewarding Talented employees 11 Managing work-life balance 12 Managing change and cultural transformation 12 CONCLUSION 13 REFERENCES 14 INTRODUCTION “The Raspberry Pi Foundation is a registered educational charity (registration number 1129409) based in the UK. The Foundation’s goal is to advance the education of adults and children, particularly in the field of computers, computer science and related subjects. The raspberry Pi Foundation was founded by Eben Upton, Rob Mullins, Jack Lang and Alan Mycroft” (Raspberry Pi Foundation, 2015). The foundation has grown to over 2000 employees and with an intention to expand and increase further its...
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...HUMAN RESOURCE MANAGEMENT AND EMPLOYEE PERFORMANCE: A CASE STUDY ON BANGLADESH BANK PRESENTED BY: MD. RAYHANUL ISLAM EXAMINATION COMMITTEE: Dr. SUNUNTA SIENGTHAI (CHAIRPERSON) Dr. SUNDAR VENKATESH Dr. YUOSRE BADIR Agenda: Introduction of the study Snapshot of BB and its current situation on human resource management. Findings and discussion. Conclusion of the study and recommendations. Introduction Bangladesh Bank (BB), the central bank of Bangladesh, is the key player for the financial sector of Bangladesh as well as for the economy. An urgent need for supply of adequate professional manpower to cope with the emerging challenges. Objectives of the study: 1. To describe the existing HRM of BB. 2. To assess the strengths and weaknesses of the current BB’s HRM. 3. To examine the relationship between BB’s HRM practices and HR Department’s employees performance. Research methodology ◦ ◦ ◦ ◦ ◦ Sampling Method Primary Data Secondary Data Data Gathering Instrument Data Analysis Flow chart of the research framework Bangladesh Bank and its situation on Human Resource Management • The • • establishment of BB Functions of BB Human Resources Department (HRD) of BB: HR Dept. has 3 division & each division has 2 wings. These arePlanning and Resourcing Division -Planning, Promotion & Transfer wing -Recruitment & Outsourcing wing Development and Benefit Division -Benefits & Administration wing -Training & Development wing Performance and Reward Division...
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...1.- Establish and evaluate the issues of this case in relation to the recruitment and selection processes followed by the company. How effective have the firm’s processes been? The HR department of Kline & Associates was clearly neglectful in many aspects on the assignment of Fred Bailey moving to Japan. The way this whole recruitment process occurred was not well managed from the beginning, since the opportunity appeared because the person managing Japan had been promoted, so Fred would just take his place. That is the first evidence that shows why things where not working. The company should have been involved in the selection and training process for the expatriate in advance. Fred did not know many basic differences between these two cultures, and lacked the knowledge to handle it, therefore, he committed many mistakes with wrong assumptions. Somehow he thought that United States should not be very different from Japan, he was in charge of 7 Americans and 33 Japanese, and thought people had the same motivations, so he could apply the same strategies and behaviours when conducting business. As shown in the case, the company did not provide him with the appropriate training that an expat should have to take the position on managing director. HR should contain cultural awareness programs, preliminary visits, job training, practical assistance and language training (Dowling, Festing & Engle 2013). The human resource managers must have training programs before an expat is...
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...objectives 6 Case Study 7 Company Information 7 Company background 7 Core strategic aims and values 7 Pest Analysis 8 Political Factors 8 Economic Factors 9 Social Factors 9 Technological Factors 9 Employee and human relations 10 Human Relations 10 Key Success Variables 10 Employee Relations 10 Key Success Variables 11 Global market value and competitive advantage 11 Internal & external customer satisfaction 11 Key Success Variables 12 Conclusion 12 List of Figures Figure 1: Strategic Human Resource Management Model 6 Figure 2: Traditional HR versus Strategic HR 7 Figure 3: Pest Model 9 Introduction In the current global business environment, the role of HR cannot be neglected. HR consideration is equally important as the knowledge economy expects from their workforce to share their contribution in building the structure of the ideas for the benefits of organization as a whole and at the same time support in compliance of its strategy. HR competent people working in an organization set the benchmark in value additions for the business activities that are undertaken in return to have the desired achievements of goals and objectives. Hence it has been pretty crucial to acquaint with the dynamic HR changes that are happening in an economy. The effective HRM atmosphere is vital to ensure the rise in productivity, performance outcomes and modernization when it comes to analyzing all segments operating within an economy. The need to study HR and its ingredients...
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...INSTRUCTOR’S MANUAL Southwood School: A Case Study in Recruitment and Selection By Fiona L. Robson Project team Author: SHRM project contributor: External contributor: Editor: Design: Fiona L. Robson Bill Schaefer, SPHR Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Terry Biddle, graphic designer © 2008 Society for Human Resource Management. Fiona L. Robson Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0768 Southwood School: A Case Study in Recruitment and Selection recrUItmeNt aND SeLectIoN caSe StUDY Teaching Notes This case study has been developed to provide resources to promote learning and understanding in the area of recruitment and selection. Purpose This case will help students understand the complexities involved in effective recruitment and selection. This fictionalized case study is based on a real organization. Although...
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...on Transnational Transfer of HR Practice within Multinationals Tianyuan Yu Institute of Enterprise Management, School of Business, Sun Yat-Sen University International Finance College, Beijing Normal University, Zhuhai Campus Jin Feng Road, Tangjiawan, Zhuhai 519085, China Tel: 86-756-6126-600 E-mail: tianyuanyu@gmail.com Nengquan Wu Institute of Enterprise Management, School of Business, Sun Yat-Sen University 135Xin Gang Xi Road, Guangzhou 510275, China Tel: 86-20-8411-4155 Abstract E-mail: mnswnq@mail.sysu.edu.cn This article discusses the process of transferring human resource (HR) policy and practice internationally within multinational companies (MNCs), and the factors that influence the transfer process. The first section thoroughly surveys the literature on why MNCs transfer HR practices across borders and generalizes three lines of arguments. The second section looks at “what to transfer” with regard to particular HR issues, and points to a gap in the literature. The next section briefly reviews three main methods of transfer adopted by MNCs. Finally, the results of transfer are discussed both prescriptively and descriptively in light of Kostova’s (1999) multilevel model. The arguments presented in this article have two main implications which are summarized in the conclusion. Keywords: Multinational companies, Human resource policy and practice, Transfer 1. Why transfer This section examines the reason for MNCs to transfer HR practice. The author believes...
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