...CHAPTER 9 standard costing: a functional-based control approach 1 discussion questions 1. Standard costs are essentially budgeted amounts on a per-unit basis. Unit standards serve as inputs in building budgets. 2. The quantity decision is determining how much input should be used per unit of output. The pricing decision determines how much should be paid for the quantity of input used. 3. Historical experience is often a poor choice for establishing standards because the historical amounts may include more inefficiency than is desired. 4. Ideal standards are perfection standards, representing the best possible outcomes. Currently attainable standards are standards that are challenging but allow for inefficiency. Currently attainable standards are often chosen because many feel they tend to motivate rather than frustrate. 5. By identifying standards and assessing deviations from the standards, managers can locate areas where change or corrective behavior is needed. 6. Managers generally tend to have more control over the quantity of an input used, rather than the price paid per unit of input. 7. The materials price variance is often computed at the point of purchase rather than issuance because it provides control information sooner. If the variance is computed at the point of issuance and a problem is detected, this problem could have been ongoing for weeks or months (depending on how long the direct materials were in inventory before being used). ...
Words: 8887 - Pages: 36
...SYNDICATE 6 - ASSIGNMENT 1: STORY-BOARD. CHOSEN TOPIC: DEALING WITH RESISTANCE TO CHANGE. PRESENTERS: Executive Manager, Mr Siphiwe Moyo (SM) HR Manager, Colette Atkinson (CA), Line Manager Ms Masabata Dibeco (MD), Union Representative, Mr Thulani Mthiyane (TM) Opening Scene: Colette Atkinson Welcome to Syndicate 6’s EDP assignment. We have successfully collaborated with our combined intelligence and decided that the topic we would demonstrate today, is “Dealing with resistance to change”. The scenario that we are sketching is that of two arch-rival businesses who have competed head to head for 37 years in a highly competitive service industry, are now merging. The acquisition was held up at the Competition Board for several weeks but the decision has just been finalized and the reality of combining two alienated work-forces now becomes a reality and with that, resistance to the enormity of the change. We hope you enjoy the video. Scene 1: SM welcomes SD, MB and TM into the boardroom and sets the scene: Team, I have called you to this session today as we have just received word that the Competition Board has finally approved the merger and as a result, we felt it critical to discuss this matter internally, before you and your staff read about in the press. I wanted to have an open and transparent discussion...
Words: 1553 - Pages: 7
...George E. Davis - INTRODUCTION Human Resource (HR) planning is the formal process of linking business strategy with human resource practices. Approaches to human resource planning can be arrayed along a continuum ranging from an "add-on" to business strategy to a separate planning process (Figure 1). At one end of the continuum, HR planning is little more than a postscript to a business planning process. After engaging in an extensive business planning process in which business product, market, and technological directions are defined, questions about HR practices are raised. These questions deal with the structure, competencies, accountabilities, organization, and leadership required to make the strategy work. At this end of the continuum, HR issues are an afterthought to business strategy. They receive relatively little attention and become an appendage to business planning. In the extreme, line managers consider the HR questions as an afterthought to "real" planning efforts. At the other end of the continuum, HR planning is a distinct and separate planning process. The HR department not only initiates the effort for HR planning, but executes and administers the plan. In this case the HR plan is more a process for shaping priorities for the HR function than for the business. In extreme cases, HR plans are created with little or no awareness or input by line managers. While the outcome may be an elegant document, these isolated HR plans add little value to the business because...
Words: 4115 - Pages: 17
...Table of Contents Procedures 2 1. Introduction of Sheraton 2 2. The role of the HR Manager 3 3. The overall business strategy 4 4. The adopts reference to the employment relationship 5 Reference 5 Procedures 1. Introduction of Sheraton Located in the Centre of Sydney's, Sheraton on the Park (formerly known as Grand Park) was purchased and changed the name by Sheraton Hotel in 1994. Public areas of the hotel include two restaurants, a lounge-style glasses and a lobby lounge. The facilities include 24-hour business services center as secretarial support and access to computers. At the same time, a ballroom, capable of sitting 550 people, and nine smaller function rooms. The occupancy rate of the hotel (often used as a measure of commercial viability) exceeds 95%. Overlooking Hyde Park, the hotel building has 559 rooms and including 49 suites. All are equipped with marble bathrooms, three International Direct Dial telephone, executive writing desk, and on-demand movies in room, walk-in closet, room safe, and mini-bar and control individual air conditioning. Guests can use the health club, heated indoor pool, gym, beauty salon, massage, sauna, steam room, 24-hour room service and laundry service. The occupancy rate is, however, depending on the severity of the season in June, July and August are traditionally the quietest periods Sydney hotel. On holidays, such as Easter and weekends tend to be quiet as well. At the time of the hotels offer special packages...
Words: 1929 - Pages: 8
...Internship Report on Ufone Internship Report on Ufone By: AYESHA HASAN BAHRIA INSTITUTE OF MANAGEMENT & COMPUTER SCIENCES The overall consensus of industry analysts is that Pakistan is one of the countries with a huge E X E C U T I V E S UMMARY 3 untapped potential for telecom growth and an attractive investment environment. Recently Business Monitor International (BMI) ranked Pakistan as a key destination for telecom growth. The BMI rankings take into account a number of factors including industry situation, growth potential, competitive landscape and economy and political risks etc. The Pakistan market reached the 90 million subscriber mark in September 2008, almost double from 2006 numbers. The growth slowed after that and at the end of November 2008 the total mobile subscriber number was 90.5 million. Pakistan needs to increase telecom research and development work within the country. China and India are in the process of becoming world major R&D centers for technology and telecommunication. Two top Chinese telecom equipment firms have announced their plans to collaborate with Pakistan: Huawei is working with UET Lahore and ZTE will setup R&D center in Islamabad. The goal of the policy makers should be to increase the rate of transfer of technology from abroad, broaden the pool of local skilled workforce and accelerate the local production of telecom equipment and handset parts etc. PTCL was established to operate cellular telephony. The...
Words: 13828 - Pages: 56
...pioneered the then breakthrough initiative of mobile to mobile telephony and became the first operator to cover 99% of the country’s people with network Since its inception Grameenphone has built the largest cellular network in the country with over 9700 base stations. Presently, nearly 99 percent of the country's population is within the coverage area of the Grameenphone network. Grameenphone has always been a pioneer in introducing new products and services in the local telecom market. Grameenphone was also the first telecommunication operator in Bangladesh to introduce the pre-paid service in September 1999. It established the first 24-hour Call Center, introduced value-added services such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-based push-pull services, EDGE, personal ring back tone and many other products and services. In October 2013 the company launched 3G services commercially. The entire Grameenphone network is 3G/EDGE/GPRS enabled, allowing access to...
Words: 4697 - Pages: 19
...Atomoxetine Pharmacodynamics Atomoxetine blocks presynaptic noradrenaline transporter (NET) much more selective then for other monoamine transporters; with a 5nM Ki value in the experiment with radiobinding transporters indicating the high affinity (77nM and 1451nM for 5-HT and dopamine transporters respectively) (Bymaster et al., 2002). Inhibiting this transporter blocks reuptake of noradrenaline and increases circulating concentration of this neurotransmitter. Atomoxetine also induce dopamine release at prefrontal cortex (Bymaster et al., 2002), as this region is lack of dopamine transports and so the dopamine concentration is regulated by NET. The increase in noradrenaline (an adrenoceptor agonist) release may cause sympathetic effects such as vasoconstriction and acceleration of heart rate and result in tachycardia and dysrhythmias. Pharmacokinetics Atomoxetine is dosed according to weights of patients (Saucer et al., 2005). It is orally administered with fine absorption, bioavailability = 0.63 and 0.94 for extensive metaboliser (EM) and poor metaboliser (PM) respectively (Saucer et al., 2005), with maximum plasma concentration achieved after 2 to 3 hours (Allen et al., 2004). Once-daily dosing in the morning can be as effective as twice-daily dosing in EM with its effect last to evening and the next morning (Allen et al., 2004), and it is convenient for the patients. Atomoxetine has high plasm protein binding affinity, 98.7% and 96.5% EM and PM respectively (Chalon...
Words: 1526 - Pages: 7
...A Report On HR Practices in GrameenPhone Limited [pic] [pic] [pic] [pic] HR Practices in GrameenPhone Limited Prepared For M. Nazmul Amin Majumder BRAC Business School, BRAC University Prepared By Sabit Rahman Tanim ID: 12264021, Sec.-01 MBA Program [pic] BRAC University Date of Submission: 20 April 2014 LETTER OF TRANSMITTAL 20 April 2014 M. Nazmul Amin Majumder, Ph.D. BRAC Business School, BRAC University Submission of a Report on HR Practices in GrameenPhone Limited Dear Sir, I am highly pleased to submit my report on “HR Practices in GrameenPhone Limited”. In preparing this report I have tried my level best to accumulate relevant information from all the available sources. This report attempts to describe my observations and learning during the course (HRM-502) period. I am very much glad that you have given me the opportunity to prepare this report for you and hope that this report will meet the standards of your judgment. Any limitations in this report will subject to your kind of full consideration. Yours Sincerely, Sabit Rahman Tanim Acknowledgement First of all I would like to thank almighty Allah who has given me the opportunity to complete this report. After that I would like to thank my honorable course instructor M. Nazmul Amin Majumder for his leadership...
Words: 7227 - Pages: 29
...should be able to: Give concise definition for HRM functions. Clearly articulate the difference between HRM and Personnel philosophy and functions. Describe the various instruments/functions of HRM. Know the processes resulting from the instruments and the final outcomes. 1. 2. 3. MS 22B - Eddie Corbin, Lecturer 2 2 Dear students, hope the first lesson gave you a fair idea of what the field of HRM holds for us. Today let us know a little bit more about the same. You all keep hearing about personnel management. You must be wondering what’s the difference between personnel management and HRM and what is HRD?? So in this lesson we are going to tackle the same question. Let us begin by having a systemic view of HRM .Let us understand this with the help of a slide: Stakeholder Interest •Shareholders •Management •Employees •Government •Community •Unions HRM Policy •Employee influence •HR flow •Reward systems •Work systems Situational Factors •Workforce Characteristics •Business strategy •Management philosophy •Labour market •Unions •Task environment •Laws/social values HR Outcomes •Commitment •Competence •Congruence •Costeffectiveness Long-Term Consequences •Individual well-being •Org. effectiveness •Societal well-being Systemic View of HRM Can anyone come and explain this slide? Now let us proceed by understanding the following: Elements of HR functions Importance of HR functions Personnel functions HRM versus Personnel functions HRD instruments Processes...
Words: 9379 - Pages: 38
...1 Comparing internally consistent HR at the Airport Express Train (AET), Oslo, Norway and Southwest Airlines (SA), Dallas, U.S.A. Bård Kuvaas and Anders Dysvik, BI Norwegian School of Management This case study provides a comparison between internally consistent HR in two very different organizations with respect to size (small versus large), age (new versus old), ownership (an independent company reporting to the Norwegian Trading and Business Commerce versus listed), competitive strategy (cost leadership and customer service versus differentiation and customer service), and national context and labor laws (Norway versus the U.S.A.). The main similarity, besides that they both operate in the travel industry, is that they try to achieve competitive advantage through people by implementing internally consistent HR. Internally consistent HR is the degree to which the various HR practices are internally consistent, complementary, and reinforcing each other. Historical background of the SA and AET Despite the severe economic collapse that hit the airline industry in 2009, Southwest Airlines (SA) still prevailed and managed to remain profitable. The results for 2009 marked SA’s 37th consecutive year of profitability. SA was established in 1971, with three Boeing 737 aircrafts. SA became a major airline in 1989 when it exceeded the billion-dollar revenue mark. Southwest is currently the United States’ most successful low-fare, high frequency, point-to-point carrier. SA operates 537...
Words: 4308 - Pages: 18
...Worldwide search and free connectivity of individuals through net surfing. □ ATM = Automated Teller Machine = Any Time Money = All Time Banking □ Customer’s token number display-boards on cash-counters. □ Net-banking & Share-trading through net. □ Issue of Insurance policy through net. □ Auctions, Biddings & Purchases through Credit-cards. □ Laptops & Pen-drives to carry & transfer information. □ Issue of any destination ticket from any railway station & window & Issue of reservation tickets through internet from home with availability of reservation & location details of trains & flights. □ Verification of Insurance cover by police during road checking, to confirm the current policy of the vehicle through SMS to IRDA controlled Global server. □ Use of escalators in Malls, to facilitate free movement of customers on all the floors. □ Use of Bar Coding for quick processing by the systems. □ Instant bill Cashless payments by Credit/Debit/ Big Bazaar cards at retailer’s outlet for purchases. AUTOMATION Automation means replacing human labour with machines. Advantages: 1- More reliable and consistent performance than human. 2- State-of-the-art fully automated...
Words: 1167 - Pages: 5
...Talent “natural aptitude or skill” Traditional Recruiting Methods vs. Modern Recruiting Methods Recruiting is one of the most important things your company does. You recruit not only to succeed as a business, but also to excel compared to your competitors. After all, what’s a company without employees? Ensure that your company continues on strong, long after you’ve moved on, by taking the time to attract, screen, and secure the best job candidates. Traditional Recruiting Methods Recruiting is hardly a new concept for businesses, no matter if they’re new or established. Despite the rapid pace of change in HR methods, many of the classic recruiting methods still have roles to play in today’s world. Job Ads in the Local Paper Newspapers are one of the oldest methods of connecting with people in their homes, and are still picked up and read by a large segment of the population today. In addition to traditional home delivery papers, most media companies now operate parallel online news sites. Make sure you check if your ad will be posted to both mediums, before you decide if it’s worth the investment. Postings at the local Employment Office Your local unemployment office will always be filled with people looking for work. Usually operating an extensive candidate database, financial hiring support programs, and supplementary training for struggling applicants, the employment office is a great place to affordably find many types of employees, very quickly. Using Temporary...
Words: 1648 - Pages: 7
...American International University-Bangladesh (AIUB) INTERNSHIP REPORT ON Job Satisfaction Of Shahjalal Islami Bank Limited An Internship Report Presented to the Faculty of Business Administration in Partial Fulfillment of the Requirements for the Degree of Bachelor of Business Administration Supervised By Mr. Abdul Kader Nazmul Head, Dept. of Management & Assistant Professor, Faculty of Business Administration, AIUB Submitted By; Rahman Md. Shamiur ID 05-05462-1 Human Resource Management Date of Submission 11052009 Mr. R. Tareq Moudud (FCMA, ACS, ACMA (UK)) Director, Office of Placement & Alumni American International University-Bangladesh Subject Submission of Internship Report. Dear Sir, With a great pleasure I have submitted the report on the “Job satisfaction of Shajalal Islami Bank Limited (SJIBL)” which has been done as the main part of the requirement of the course under the supervision of Mr. A.K Nazmul. While doing my internship, I have the opportunity to meet all employees in the Branch. Almost each of the people I came across had been very helpful. However, should you need any clarification I will be obligated to provide with further explanation. Thank you Yours sincerely Rahman Md. Shamiur I.D 05-05462-1 Acknowledgement Definitely all praises be to Allah. So, first of all, I express my deep gratitude to the Almighty Allah who created and nurture us in this transitory world. I also have to put my heartfelt...
Words: 9904 - Pages: 40
...[pic] Independent University, Bangladesh [pic] Compensation system in Grameen Phone Limited HRM370 Compensation System in Gremeen Phone Limited Prepared For: Mr. Monzoor Murshed Course Instructor, HRM 370 Prepared By |Name |ID | |Md. Mahbubul Hoque Bhuiyan |0920713 | |Towhidul Islam Khan |0920034 | |Md. Shamim Rahman |0920108 | | | | | | | | | | Date of submission: 3rd April 2012 Letter of Transmittal 3rd April 2012 ...
Words: 6452 - Pages: 26
...Chuard1, Alexandra Calmy2, Jean-Michel Gaspoz1 Abstract Background: Missed appointments are known to interfere with appropriate care and to misspend medical and administrative resources. The aim of this study was to test the effectiveness of a sequential intervention reminding patients of their upcoming appointment and to identify the profile of patients missing their appointments. Methods: We conducted a randomised controlled study in an urban primary care clinic at the Geneva University Hospitals serving a majority of vulnerable patients. All patients booked in a primary care or HIV clinic at the Geneva University Hospitals were sent a reminder 48 hrs prior to their appointment according to the following sequential intervention: 1. Phone call (fixed or mobile) reminder; 2. If no phone response: a Short Message Service (SMS) reminder; 3. If no available mobile phone number: a postal reminder. The rate of missed appointment, the cost of the intervention, and the profile of patients missing their appointment were recorded. Results: 2123 patients were included: 1052 in the intervention group, 1071 in the control group. Only 61.7% patients had a mobile phone recorded at the clinic. The sequential intervention significantly reduced the rate of missed appointments: 11.4% (n = 122) in the control group and 7.8% (n = 82) in the intervention group (p < 0.005), and allowed to reallocate 28% of cancelled appointments. It also proved to be cost effective in providing a total net benefit...
Words: 5923 - Pages: 24
