...BTEC NATIONAL IN BUSINESS (MANAGEMENT) Unit 37 – Starting a Small Business Assignment 1 – Present your business idea This task assesses P1 Present the initial business idea using relevant criteria Signed (IV) _________________________________ Print Name__________________________________ This unit is all about starting your own small business. The assignments will take you through the planning process in order to complete your own small business plan. This may be a business you are thinking of starting in the future. To complete this assignment you should think of a business idea that you will be able to research and plan for. It should be realistic. You will present your idea to an assessor and some of your class mates. |P1 |Task 1 | | | | | |You should consider whether your business will be new, a franchise or whether you are going to buy an existing | | |business. Your bank manager has asked for your thoughts on this before he/she makes an appointment to discuss your | | |plan. | | | ...
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...INTERNATIONAL UNIVERSITY-BANGLADESH Faculty of Business Administration Department of Human Resource Management BBA Program COURSE OUTLINE I - Course Code and Title: HRM 6006, HRM in Global Business Environment II - Credit : 3 III- Course Instructor: Erfan Haque III - Course Description: This course aims to develop the professional skills of future managers in the areas of international human resource management and cross-cultural management. This course exposes students to Global issues in HRM. Topics include job analysis; legal and measurement issues related to staffing, employment testing, interviewing, training and selection decision-making strategies in the Global context. It is most suitable for third year students who have completed an introductory course in human resource management, and who have some basic understanding of how culture and the international marketplace affect business. The course will review the theories, models and concepts developed in the areas of international management, international organizational behavior, cross-cultural management, and other emerging disciplines, and study their implications on international HRM practices. A major focus of the course will be on international human resource management & development issues of recruitment and selection, compensation and reward systems, training and development, performance appraisal, expatriation, repatriation and career development. IV – Objectives: At the end...
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...the moral, physical and intellectual development of the people” which is greatly integrated into the employee development in the Bosch. Based on the company international executive and managerial planning and country-specific situation, this article will plan and reason the number in a chart for the future eight-year executive and managerial planning in Kazakhstan. An action plan related to the managerial staffing target will be provided. The EMP of the Bosch Group for Kazakhstan, a country with relatively small population and only 4 percent of the population holds a university degree, met four main problems. 1) The labor market for qualified and specialists is very small. 2) The production sites are located in rural places which are hardly attractive to qualified employees. 3) There is growing demand of expatriates for the diesel site. 4) Russian is used in everyday business by most of the people in Kazakhstan. In order to resolve these problems, the human resource manager has to make a plan according to the Bosch employee development scheme. In Bosch, the first typical staffing policy is that the managerial promotion of employees is mainly from within Bosch rather than from outside. For this principal, most of the employees of the manager level in Kazakhstan should be expatriates. Second, the Bosch headquarter constructed a complete and functional promotion procedure for the development of employees called “manager development plan” (MDP). Employees with outstanding...
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...Subject: HRDM 11-4 – Training & Development Week Number: WEEK 02, Period Covered: Nov 24 – Nov 30 / Deadline: Dec 01, 2013 Name: Jhoenathan Ibañez Villarama Primary E-mail: T_Nathan_V1@verifone.com Student Number: 2012-10052 (Registration No.) Quezon City, Philippines ASSIGNMENT Review Question * Describe the relationship between HR and HRD functions in a large organization. How might a small organization handle the responsibilities of these two areas? * The work of human resources departments encompasses a wide range of functions, and large organizations may have many HR professionals on staff. Generally HR functions are split into two broad categories. One, usually called HR management, or just HR, is concerned with the day-to-day operation of a company. HR development, or HRD, has a more forward-looking role. * The types of tasks that might come under the human resources management category include compensation, payroll issues, benefits management and day-to-day employee relations. Human resources professionals from this category would be involved in any dispute that an employee has with management. They would also be involved in hiring and firing. These types of tasks can be described as routine and administrative. By contrast, human resources development concerns itself with strategic thinking about the workforce. Therefore training needs, industrial psychology and driving productivity gains would all be the province of HRD. Professionals working...
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...Assignment Question 1 Identify and examine the key social-cultural trends, including demographic and lifestyle developments that have taken place within your chosen country over the past decade. Assignment Answer 1 When starting thinking about Russia in terms “what was changed in past 10 years”, the quick answer would be “a lot if not everything”. And in fact this level of change brings the main social difficulty, people are not able to cope with this rapid change that results in losing the old references, but not yet able to create the new ones (Sotkina 2010). But what was the main dramatic change? Russia has opened its borders to the other world in late 80s, but only in 2000s it starts trying to live in the global community as an equal member, not as a newbie. This openness showed the way of life other (mainly developed western countries) have, but if in 1990s people looked at this like an impossible bright toy, in 2000s people start wanting to live that way too. People have changed the values of life, having goods (read here the western goods) as an indicator of the social success and throwing away moral values (Sememenko 2004). Also Russia changed the Spiral Dynamics level. In 1990s it has Red level, that is characterized with the “live today because there can be no tomorrow” (Beck et al. 1999), that was brightly shown by the “new Russians” development that is now gone away. In 2000s Russia has moved mainly to the Orange level, where still the personal...
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...CHAPTER 19 International Human Resource Management and Labor Relations Chapter Objectives After studying this chapter, students should be able to: 1. Describe the nature of human resource management in international business. 2. Detail how firms recruit and select managers for international assignments. 3. Explain how international businesses train and develop expatriate managers. 4. Discuss how international firms conduct performance appraisals and determine compensation for their expatriate managers. 5. Analyze retention and turnover issues in international business. 6. Explain basic human resource issues involving nonmanagerial employees. Describe labor relations in international business. LECTURE OUTLINE OPENING CASE: An Emerging Voice for Workers The opening case discusses the changing nature of the Chinese workforce, as workers become more aware of their value to employers. Key Points 1. China is becoming the largest manufacturing center in the world, providing a large number of workers who are willing to work long hours for low pay. 2. Although this is changing, as the workers become more aware of their value to the employer. 3. Wages and working conditions have been improving, which in turn leads to more spending on the part of workers, serving as an economic stimulus...
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...RMIT School of Business Information Technology ISYS1015 ASSIGNMENT SUBMISSION SHEET Family Name: Shen Student Number : 3354450 Personal Name(s) : Helin Contact Telephone Number 0420860306 Assignment Title Student Journal Course Coordinator Barry McIntyre Date Due Date Submitted 1 SEP 2014 This statement should be completed and signed by the student(s) participating in preparation of the assignment. A. Declaration and Statement of Authorship: 1. I/we hold a copy of this assignment, which can be produced if the original is lost/ damaged. 2. This assignment is my/our original work and no part of it has been copied from any other student’s work or from any other source except where due acknowledgement is made. 3. No part of this assignment has been written for me/us by any other person except where such collaboration has been authorised by the lecturer/teacher concerned and is clearly acknowledged in the assignment. 4. I/we have not previously submitted or currently submitting this work for any other course/unit. 5. This work may be reproduced, communicated, compared and archived for the purpose of detecting plagiarism. 6. I/we give permission for a copy of my/our marked work to be retained by the School for review and comparison, including review by external examiners. I/we understand that 7. Plagiarism is the presentation of the work, idea or creation of another person as though it is your own. It is a form of cheating and is a very serious academic offence that may lead...
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...City of McMinnville Succession Plan & A Model for Small Tennessee Municipalities 1 Table of Contents Building a case for Succession Planning ....................................................................................... 6 National Statistics ........................................................................................................................ 6 Tennessee Public Management Statistics (TCMA) .................................................................. 8 Succession planning a component of Workforce Planning ......................................................... 8 Benefits of Succession Planning ................................................................................................. 10 Competencies ............................................................................................................................ 10 Timing ........................................................................................................................................ 11 Foundation ................................................................................................................................. 11 Additional Information and Preliminary Work .......................................................................... 12 Mission, Vision, Values, and Goals ...........................................................................
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...KYMENLAAKSON AMMATTIKORKEAKOULU University of Applied Sciences Degree Programme in International Business ALLISON HOUSE THE CHALLENGES OF WOMEN EXPATRIATES REGARDING INTERNATIONAL ASSIGNMENT Bachelor’s Thesis 2013 1 ABSTRACT KYMMENLAAKSON AMMATTIKORKEAKOULU University of Applied Sciences Degree Programme in International Business House, Allison The Challenges of Women Expatriates Regarding International Assignment Bachelor’s Thesis 74 pages including 12 pages of appendices Supervisor Minna Söderqvist, Principal Lecturer Commissioned by Charlotte Regional Partnership September 2012 Keywords female expatriate, international assignment, male trailing spouse, career advancement, glass ceiling, repatriation With the ever-increasing amount of global business conducted in today’s world, the need for expatriate assignments on behalf of the workplace is increasing also. There is a deficit in the amount of female managers currently on international assignment. The primary objective of this thesis was to identify the challenges facing women, which would have prevented more women from embracing international assignments, and to more thoroughly explore stated challenges in order to pinpoint possible smallscale solutions. The thesis was based on IHRM. The main research method was a collective case study, which consisted mainly of dual perspective qualitative research. The primary conclusions of this thesis are that with additional...
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...Assignment 1: Trends in the Workplace Student Name Date: May 7, 2013 Class Name: HRM 500: Human Resource Management Foundations Professor Name Introduction A materials resource planning (MRP) system would be highly effective in the success of a small manufacturing business. In particular, this system “would help operations and accounting manage material coordination around the world to ensure (1) efficiency and (2) profitability. It accomplishes these goals by providing insight into predictive purchasing, insight into material availability, and accountability for order execution (Boecking, 2012).” The MRP system will involve technical skills needed by new employees and sufficient training to manage the system. The system will assist in ordering materials and anticipating future orders. According to Slater (2012), “The technique coordinates the ordering and sequencing of materials to ensure that manufacturing production can flow with few (or no) stoppages.” Various human resource functions, skills, and factors are discussed below in order to implement this structure. Three Human Resource Functions There are assortments of human resource functions that are essential in the success of a business. According to Noe, Hollenbeck, Gerhart, and Wright (2014), the functions of human resource management include Analysis and design of work, determining how many employees with specific knowledge and skills are needed (human resource planning)...
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...ALLAMA IQBAL OPEN UNIVERSITY, ISLAMABAD (Department of Business Administration) Course: Human Resource Management (5532) Level: MBA Semester: Autumn, 2010 CHECKLIST This packet comprises the following material: 1) 2) 3) 4) 5) Note: Text book Assignments # 1 & 2 Course outlines Assignment 6 forms (2 sets) Assignment submission schedule In this packet, if you find anything missing out of the above-mentioned material, please contact at the address given below: The Mailing Officer Mailing Section, Block # 28 Allama Iqbal Open University, Sector H/8, Islamabad. Tel: (051) 9057611, 9057612 Mohammad Majid Mahmood Bagram Course Coordinator ALLAMA IQBAL OPEN UNIVERSITY, ISLAMABAD (Department of Business Administration) WARNING 1. 2. PLAGIARISM OR HIRING OF GHOST WRITER(S) FOR SOLVING THE ASSIGNMENT(S) WILL DEBAR THE STUDENT FROM AWARD OF DEGREE/CERTIFICATE, IF FOUND AT ANY STAGE. SUBMITTING ASSIGNMENTS BORROWED OR STOLEN FROM OTHER(S) AS ONE’S OWN WILL BE PENALIZED AS DEFINED IN “AIOU PLAGIARISM POLICY”. Course: Human Resource Management (5532) Level: MBA Semester: Autumn, 2010 Total Marks: 100 Pass Marks: 40 ASSIGNMENT No. 1 (Units: 1–4) Q. 1 Why HR is called the most important asset and competitive advantage of any organization in the world? (20) Your Solutions 2 Helping Material HR and Competitive Advantage In order to have an effective competitive strategy, the company must have one or more competitive advantage, factors that allow an...
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...be undertaken and three development options will be evaluated to meet my personal needs. The report will be ended with a personal development plan of mine that includes my personal development objectives. CIPD HR Profession Map What is it? HR Profession map is a mechanism to assess HR professionals and evaluate their capabilities in HR profession. The map evaluates the behaviors, activities and knowledge of HR professionals and provides recommendations for further personal development. It is a very useful and effective tool for HR professional to keep track on their personal development on the go. It is a tool that supports HR practitioners all through their career life. It provides help and assistance at any stage for HR professionals’ career. Based on a certain verified standards, HR professionals can assess themselves and find gaps that require further developments. The map has 10 professional areas (two of which are core areas), and eight behaviors. The behaviors and professional areas are ranked into four bands which resembles levels or steps on the map ladder. The map is used for all HR personnel level, from generalists, through specialists to professionals. The specifies the requirement of each level in all the HR aspects. Among its advantages, on individual level, HR personnel can plan for their career development, prepare for performance evaluation, apply for promotion, seeking for new posts, seeking for the right training and development, prepare carefully for...
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...Project Management for Business LO1 Project management principles Introduction of project management Project management is a planned and structured effort to achieve an objective or is the process of managing, allocating, and timing available resources to achieve the desired goal of a project in an efficient and expedient manner, for example, creating a new system or constructing a project. Project management is widely recognized as a practical way of ensuring that projects meet objectives and products are delivered on time, within budget and to correct quality specification, while at the same time controlling or maintaining the scope of the project at the correct level. Project management includes developing a project plan, which includes defining and confirming the project goals and objectives, identifying tasks and how goals will be achieved, quantifying the resources needed, and determining budgets and timelines for completion. It also includes managing the implementation of the project plan, along with operating regular 'controls' to ensure that there is accurate and objective information on 'performance' relative to the plan, and the mechanisms to implement recovery actions where necessary. Projects usually follow major phases or stages (with various titles for these), including feasibility, definition, project planning, implementation, evaluation and support/maintenance Principles of project management The Success Principle The main goal of project management...
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...A STUDY ON TRAINING AND MICRO CREDIT PROGRAM OF CENTER FOR WOMEN’S RIGHT AND DEVELOPMENT Submitted By: A fieldwork report Submitted to: Shanker Dev Campus Tribhuvan University In partial fulfillment of the requirements for the degree of Bachelor of Business Studies Ramshahpath, Putalisadak, Kathmandu June, 2006 Faculty of Management TRIBHUVAN UNIVERSITY RECOMMENDATION This is to certify that the fieldwork assignment report Submitted by: Entitled A Study on Training and micro credit and development Program of Center for women right and development Has been prepared as approved by this department. This fieldwork assignment report is forwarded for examination. Supervisor Date… Head of the Dept Shanker Dev Campus ACKNOWLEDGEMENTS While preparing this Fieldwork Report of Centre for women’s Right and Development on Training and Micro credit Programme. I received the kind assistance of many people, most of whom are directly involved in micro credit & Savings program within CWRD and also the borrowers. The names of those whose knowledge helped shape this report writing are...
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...Individual Assignment 4 - HRD Human Resource Development of professionals in an emerging economy You are an expatriate sent by SAP to one of the major construction companies in Tanzania. You have Debrah/Oforis article and USD 1 Mio to set up an “ideal” HRD-program for this company that should facilitate as a prime example in the whole industry. Draft your concept! Be as concrete as possible and mind your line of argumentation. It is usually the professional bodies that provide appropriate training and education to their members, which, however, mostly results in compartmentalisation, a very common and well-known problem in Tanzania and other developing countries. Therefore it may be more reasonable to rather establish systematic and coordinated training programs and a unified approach for each industry. Such a development of employees would ensure their ability to perform successfully in an international setting, enhance their productivity as well as competitiveness. Formerly, the Tanzanian government was expected to provide training and facilities. However in recent years the role of the private sector for financing and providing such training has more and more been acknowledged, since the sustainability of funding and with that the guarantee of a structured and continued training is essential and one of the biggest problems faced in HRD. Therefore it may be necessary to complement external funding with the development of domestic funding in order to secure and ensure...
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