...In preparation for career fair, I focused on how to present myself and what companies I wanted to visit. I updated my resume in response to the suggestions made when I turned it in for one of the previous assignments in Business 101. In order to keep a professional appearance, I bought special resume paper at the Illini Union Bookstore rather than using standard paper. Once I had my resume up to date and my business professional attire ready, I researched the companies attending career fair. I looked on Handshake to see the companies attending and wrote down the ones I wanted to check out. As a result, I already had a game plan before attending the fair. As I was heading to the fair, I met someone on the bus who was also going, so we decided...
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... Professor and Dean, School of Business North South University, Dhaka, Bangladesh E-mail: hannan@northsouth.edu Phone: 8852000, Ext.1717 (O), Cell: 01713063097 Permanent Address: Mailing Address: House # 35, Road # 24, Suite # 504 House # 3, Road #78, Apt # 403, Gulshan 2, Dhaka, Bangladesh Gulshan 2, Dhaka-1212, Bangladesh EDUCATION: Post Doctoral Industrial Statistics, (Concentration: Quality Improvement) September 2002 University of Calgary, Alberta, Canada. Research: Modeling censored data for quality improvement from replicated design of experiments. Ph.D. Industrial Engineering, (Area: Production Management and Applied Statistics.) September 1999 Northeastern University, Boston, USA. Thesis: Analysis of censored life test data and robust design method for reliability improvement from highly fractionated experiments. M.S. Operations Research, (Area: Decision Science and Operations Research) June 1996 Northeastern University, Boston, USA. M.Sc. Statistics, First Class, 4th Position December 1987 Department of Statistics, Jahangirnagar University, Dhaka, Bangladesh. B.Sc. (Hons.) Statistics, First Class, 6th Position, (Minor: Mathematics, Economics), July 1986 Department of Statistics, Jahangirnagar University, Dhaka, Bangladesh. EMPLOYMENT: April 2008- present Professor, School of Business, North South University, Dhaka, Bangladesh. Teaching business statistics, operations management...
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...European Journal of Business and Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 4, No.4, 2012 www.iiste.org Analysis of the Factors that Affect Job Satisfaction: A Case Study on Private Companies Employees of Bangladesh Md. Rifayat Islam1* Md. Tauhid Rasul2 G. M. Wali Ullah3 1. 2. 3. Product Management Specialist, Grameenphone Ltd., GP HOUSE, Bashundhara, Baridhara, Dhaka-1229, Bangladesh. HR Professional, DIRD Group. MBA, University of Dhaka. PGDHRM, Bangladesh Institute of Management, Bangladesh. BBA, Department of Business Administration, East West University, Dhaka, Bangladesh. * E-mail of the corresponding author: rifayat@msn.com Abstract Job satisfaction is an important aspect for an organization’s success. A successful organization is the one with satisfied workers. This research report tried to find out the main factors of job satisfaction and whether they have any impact on the job satisfaction of the employee of private companies. Firstly the factors responsible for job satisfaction were identified through a literature review of various articles related to job satisfaction. A focus group discussion among employees and an exploratory research were also conducted. Nine Factors were found. Then to analyze the effect of these nine factors, a quantitative research was done. The employees were selected through convenience sampling. After conducting pretest the main survey was done. The result indicated that four out of nine factors (Coordination...
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...|[pic] |LISA BEGGS | | |School of Business | | |HRM/300 Fundamentals of HumanResourceManagement | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. MU12BSM05 7/11/2012-8/8/2012 Course Description This course explores the critical role of human achieving resources in business results. The course will help students to have a solid understanding of the fundamentals of human resource management and its strategic relevance in business today. This course will provide students with a critical perspective on the development of human capital in the context of a unified system of attracting, retaining and developing talent that creates and supports the vision and values of the organization. Students will develop an understanding of the critical business implications for human resource professionals today. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies:...
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... * ------------------------------------------------- Election 2013 * ------------------------------------------------- Chronicle Investigates * ------------------------------------------------- Obituaries * ------------------------------------------------- Staff Blogs * ------------------------------------------------- Reader Blogs * ------------------------------------------------- Columnists * ------------------------------------------------- Opinions & Editorials * ------------------------------------------------- La Voz (Español) ------------------------------------------------- Neighborhoods * Bay Area * Bellaire * Cy-Fair * Fort Bend * Heights * Katy * Kingwood * Memorial * Pearland * Spring * The Woodlands ------------------------------------------------- Houston & Texas * Houston * Texas ------------------------------------------------- Weather...
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...become one of the world's leading specialty coffee makers. Today GMCR is recognized for its award-winning coffees, innovative brewing technology, and socially responsible business practices. Reaching this point, however, was not easy and forced GMCR to master their marketing strategies in order to survive the competition. In a time and age when 'environmentally responsible' has become the latest buzzword in social and environmental responsibility is not a trendy marketing move. It is a key concept that has been part of the company's core commitment and values from the time when it was housed in a tiny storefront cafe. In fact, Green Mountain has been named one of the Top 100 Most Socially Conscious Corporations by Business, Inc. for two years running. The company's production plant has been certified organic since 1997, and they remain committed to offering high quality, completely organically grown coffee as a major part of their offerings. In addition to their commitment to organically grown coffee, GMCR supports sustainable coffee production methods as a member of Fair Trade associations. In 2000, GMCR became one of the first roasters in the United States to offer Fair Trade Certified™ coffees, and in 2012, the company was named the world's largest purchaser of Fair Trade Certified™ coffee by Fair Trade USA for the second year in a row (Green Mountain Coffee...
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...pages we’ve already noted that one downside of agreeableness is that agreeable people tend to have lower levels of career success. Though agreeableness doesn’t appear to be related to job performance, agreeable people do earn less money. Though we’re not sure why this is so, it may be that agreeable individuals are less aggressive in negotiating starting salaries and pay raises for themselves. Yet there is clear evidence that agreeableness is something employers value. Several recent books argue in favor of the “power of nice” (Thaler & Koval, 2006) and “the kindness revolution” (Horrell, 2006). Other articles in the business press have argued that the sensitive, agreeable CEO—as manifested in CEOs such as GE’s Jeffrey Immelt and Boeing’s James McNerney—signals a shift in business culture (Brady, 2007). In many circles, individuals desiring success in their careers are exhorted to be “complimentary,” “kind,” and “good” (for example, Schillinger, 2007). Take the example of 500-employee Lindblad Expeditions. It emphasizes agreeableness in its hiring decisions. The VP of HR commented, “You can teach people any technical skill, but you can’t teach them how to be a kindhearted, generous-minded person with an open spirit.” So, while employers want agreeable employees, agreeable employees are not better job performers, and they are less successful in their careers. One might explain this apparent contradiction by noting that employers value agreeable employees for other reasons:...
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...WPS05 Employee Engagement SIES College of Management Studies Working Paper Series The Working Paper Series would attempt to disseminate the findings of research in specific areas and also to facilitate discussions and sharing of perspectives and information about the identified areas. The papers carry the names of the authors and should be cited accordingly. The views, findings, and interpretations expressed in this paper are entirely those of the authors. They do not represent the views of SIESCOMS and its management. These working papers would be available online at www.siescoms.edu. No part of the paper can be reproduced in any form without the prior permission of the author. However, they can be quoted by citing the reference. 1 Working Paper 05/07 Employee Engagement Nitin Vazirani Dean in OB and HR SIES College of Management Studies Nerul nitin@siescoms.edu Abstract Employee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. The paper focuses on how employee engagement is an antecedent of job involvement and what should company do to make the employees engaged. The paper also looks at the Gallup 12 point questionnaire, twelve-question survey that identifies...
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...Phase 5 3.1.1 Stakeholder analysis 7 3.1.2 Action plan 10 3.2 Research & Preparation Phase 11 3.3 Action & Evaluation Phase 13 3.4 Review Phase 14 4. Project manager skills 15 5. Lessons learned 17 II. Reference List 19 III. Appendix 19 Exhibit 1: ‘Campus Live – Infoveranstaltung für Unternehmen’ 19 Exhibit 2: Draft questionnaire ‘Bewerbungsvorlieben’ 20 Exhibit 3: Info letter for student assistants 21 Exhibit 4: Questionnaire ‘Fragebogen Jobbörse 2013’ 22 Exhibit 5: Presentation ‘PPT Jobbörse’ 24 Exhibit 6: Poster ‘T-shirt raffle’ 25 2 1. Introduction On April 23rd of this year the annual job fair ‘firstcontact’ was held at the Stadthalle Deggendorf. Over 150 firms used this opportunity to present themselves to the students of Deggendorf University of Applied Sciences(First Contact e.V., 2013). This job fair is the chance for the students to get in contact with company representatives and inform themselves about job opportunities, trainee programs and much more for the life after their graduation. The fair is organised by the student’s club First Contact e.V. of Deggendorf University of Applied Sciences. Back in March of this year, at the beginning of the summer term, I applied for a job as a student assistant for the career service at HDU Deggendorf. I was hired shortly after for the summer term 2013. In my contract the task I was supposed to carry out in my new function was stated: Conduct a research study on the topic of recruiting amongst the students of Deggendorf...
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...Qatar University College of Business and economics DO CULTURAL DIFFERENCES INFLUENCE HRM PRACTICES? A working research paper in Department of Graduate Studies By Sara La - 20020000 July 28, 2013 Abstract This research attempts to examine if the cultural differences would have an impact on the Human Resources Management (HRM) practices. Furthermore, such study would provide guidance and assistance to the HR professionals and for the multicultural institutions as well. With the continuity of the world, the effectiveness of globalization surges and the world becomes much more smaller than before. This globalization accelerates having a cultural engagement. There are some uncommon things in previous years that emerge because of globalization such as: the multicultural organization, branches operates in far countries from the original, etc. Approaching these two phenomena needs good strategies since with the variation of culture, all practices may vary along with the HRM practices. Several literatures are reviewed. All of them reached the same result that foster the claim of: diverse culture will have a huge impact on the HRM practices. This paper applied the Hofstede’s Cultural Dimensions theory for exploring cultural dissimilarity across countries. Results reached reinforce the claim: human resources professionals changes their practices with the culture differences in the countries they want to become better at. Keyword: Human Resources Management, Hofstede’s...
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...On the Self-Growth from Canton Fair Internship Stannis Song ( Song Wenbo ) 20130301199 SEIB 1304 ABSTRACT: This study examined the self-growth and personal development of the Canton Fair internship for students from SEIB school. And this study will give certain promising suggestions to students who are going for this internship and also suggestions to the Canton Fair Internship Project developers. Data were collected from 257 students in SEIB school by questionnaire via Wenjuanxing. Implications for research and practice are discussed. KEY WORDS: Opportunity cost, self-growth, personal development. 1. Introduction Canton Fair, which is also known as China Import and Export Fair or Chinese Export Commodity Fair, is now the greatest trade fair in China, considering its attendance number, exhibition area and its business volume. Canton Fair was first held in 1957, and organized by China Foreign Trade Centre in Gunagzhou, Guangdong. It was first initiated to search for new substitutes of foreign trade when China was sanctioned by many capitalist countries and most of China’s trade allies and diplomatic relations were socialist nations. During the past 59 years, 59 times of Canton Fairs were held and were widely regarded as a milestone to China’s development of its external economic relations. They represented not only the impressive achievement of trade volume, but also emerged the development from a planned to a market-oriented economy. As a student from GDUFS...
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...BUSN460 Senior Project Final Report and Presentation Guide Overview: The object of this course and this project is to provide you with a realistic situation that you are likely to face in the real world business environment. You'll be working with limited information, limited support from your client, within a limited time frame - and yet, you have to get up to speed in a new area quickly, and make informed professional recommendations based on your research and analysis. You and your team have been hired by CanGo as consultants to help them improve their fast-growing business. The management team at CanGo is busy, not entirely organized and somewhat overwhelmed by their success. They are looking to you as an objective, intelligent, experienced business person - and to your combined experience as a team to help them figure out what they should do in several areas of their business. CanGo can provide very little guidance to you - if they knew what they were doing they wouldn't have asked you for help! CanGo is your customer, and they are paying you a great deal of money, so the tone of your work on the project should be that of information addressed to the Board of Directors of this company, and it should be the best professional work of your (academic) career. You should approach this project as if your job depended on it - as if it were paying your mortgage and grocery bill. This project is your new job. In previous courses you have been given specific guidelines, templates...
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...RESEARCH NOTE EXHAUSTION FROM INFORMATION SYSTEM CAREER EXPERIENCE: IMPLICATIONS FOR TURN-AWAY INTENTION1 Deborah J. Armstrong Entrepreneurship, Strategy & Information Systems Department, College of Business, Florida State University, 821 Academic Way, Tallahassee, FL 32306-1110 U.S.A. {darmstrong@business.fsu.edu} Nita G. Brooks Computer Information Systems, Jones College of Business, Middle Tennessee State University, MTSU Box 45, Murfreesboro, TN 37132 U.S.A. {nita.brooks@mtsu.edu} Cynthia K. Riemenschneider Management Information Systems Department, Hankamer School of Business, Baylor University, 1 Bear Place #98005, Waco, TX 76798-8005 U.S.A. {c_riemenschneider@baylor.edu} 1 While the U.S. economy is recovering slowly, reports tell us that the supply of information systems (IS) professionals is declining and demand is once again on the rise. With organizations challenged in their efforts to hire additional staff, IS professionals are being asked to do even more, often leading to burnout, turnover, and turnaway intentions. Building on Ahuja et al.’s (2007) work on turnover intentions and using the job demands– resources model of burnout as an organizing framework for the antecedents to exhaustion from IS career experience (EISCE), this illustrative research note draws attention to exhaustion in IS professionals that spans an individual’s professional career. Findings indicate that IS professionals’ perceived workload (demand) was associated with...
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...The Effect of E-recruitment On the Recruitment Process: Evidence from Case Studies of Three Danish MNCs Anna B. Holm, Aarhus University, Denmark annah@asb.dk Abstract. The aim of this research is to determine whether the introduction of e-recruitment has an impact on the process and underlying tasks, subtasks and activities of recruitment. Three large organizations with wellestablished e-recruitment practices were included in the study. The case studies were conducted in Denmark in 2008-2009 using qualitative research methods. The findings indicate that e-recruitment had a noticeable effect on the overall recruitment process in the studied organizations. The investigation revealed changes in the sequence, divisibility and repetitiveness of a number of tasks and subtasks. The new process design supported by information and communications technologies was identified and is presented in the paper. This process allowed recruiters in the study to perform recruitment tasks more efficiently. However, practitioners should be aware of the increasing demands of the quality of online communication with applicants, and with it the electronic communication skills of recruitment professionals. Keywords: recruitment, e-recruitment, web-based recruitment, online recruitment, staffing, e-HRM 1 Introduction The first decade of the twenty-first century saw rapid growth in the use of online recruitment [25] and the transformation of electronic recruitment into one of...
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...ALLAMA IQBAL OPEN UNIVERSITY ISLAMABAD (Department of Business Administration) HUMAN RESOURCE MANAGEMENT (8502) (MBA (2½ / 3½ Years) SEMESTER: AUTUMN 2012 CHECKLIST This packet comprises the following material: 1) Text Book 2) Assignment No. 1 & 2 3) Course Outline 4) Assignment Forms (2 sets) 5) Schedule for Submitting the Assignments 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 Dr. M. Majid Mahmood Bagram Course Coordinator ALLAMA IQBAL OPEN UNIVERSITY, ISLAMABAD (Department of Business Administration) WARNING 1. 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. 2. SUBMITTING ASSIGNMENTS BORROWED OR STOLEN FROM OTHER(S) AS ONE’S OWN WILL BE PENALIZED AS DEFINED IN “AIOU PLAGIARISM POLICY”. ASSIGNMENT No. 1 (Units: 1–4) Course: Human Resource Management (8502) Semester: Autumn 2012 Level: MBA (2½ / 3 ½ Years) Total Marks: 100 Pass Marks: 50 Q. 1 (a) Quote discriminatory personnel management practices in recruitment, selection, promotion, transfer, layoffs, and benefits. (10) (b) Define and discuss diversity management. (10) Q. 2 Illustrate and explain each of the seven steps...
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