...company and it offers the salary for employees when they are in the training period. However, the turnover of employees is quite high and the leaving people caused much loss for the company. The aim of this article is to investigate in Huawei’s turnover problem and give a proposal based on data collections that attract major stakeholders’ attention to make some changes. The highly turnover of employees will have bad influence of the strategic management and thus affect the company’s long-term good performance. Research methods and data sources (1.1&1.2) It is necessary to make a research which showing the valid and reliable information before make the suggestions showing to the stakeholders. When conducting a research project, HR officers have to experience a data collection process. The data types can be categorised as follows: primary or secondary and qualitative or quantitative. Horn (2009) describes the definitions of primary data as new collected information which has never been used in the previous research. The secondary...
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...METHODOLOGY OF SALES OFFICERS IN A PRIVATE BANK (A CASE STUDY OF A PVT LTD YESBANK) BY KINSHUK DE CONTENTS Chapter 1. INTRODUCTION 1.1 AIM 1.2 BACKGROUND 1.3 INDIA’S BANKING SCENE 1.6 EMERGENCE OF PRIVATE SECTOR BANKS 1.7 NATURE OF PROBLEM 1.8 JUSTIFICATION 1.9 ATTRITION 2. RESEARCH METHODOLOGY 2.1 AIM 2.2 OBJECTIVE OF STUDY 2.2 RESEARCH TECHNIQUES 2.5 RECRUITMENT METHODOLOGIES 2.6 INTERNAL RECRUITMENT 2.7 EXTERNAL RECRUITMENT 3. CASE STUDY AT YESBANK 3.1 INTRODUCTION AND GROWTH IN BANKING SECTOR 3.2 YES BANK: AN OVERVIEW 3.3 YES BANK GROWTH 3.5 STRUCTURE OF YES BANK 3.6 HUMAN RESOURCES DEPARTMENT AT YES BANK 3.7 NATURE OF RECRUITMENT PROBLEM FACED AT YES BANK 3.8 RECRUITMENT PROCESS IN YES BANK 3.12 JOB DESCRIPTION 3.13 ANALYSIS OF METHODOLOGIES FOR RECRUITMENT OF SALES OFFICERS 3.14 JOB CONSULTANTS 3.19 ONLINE APPLICATIONS 3.22 REFERRALS 3.25 CAMPUS PLACEMENTS 3.27 DIRECT ADVERTISEMENT 3.28 INTERNAL RECRUITMENT 3.29 CURRENT SCENARIO AND TREND AT DELHI/ NCR REGION 3.30 ANALYSIS FROM INTERVIEWS 3.31 SURVEY OF EMPLOYEES 3.32 EFFECTIVENESS 3.32 OVERALL EFFECTIVE RECRUITMENT...
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...lack development in such crucial responsibilities such as Human Resources Management. Having expanded from less than 10 stores to 24 within four years, M&Y only have one Distribution Centre (DC) to cater to all the branches for supplies and customer orders. The DC, which was constructed in 2008, consists of two main operations of M&Y: The Shipping and Receiving Department, and the Corporate Department. The Shipping and Receiving Department operate at the warehouse and the yard area of DC, where majority of the products ordered by buyers and customers are being received, inventoried, and later shipped to all M&Y stores. The offices in the Corporate Department house the management body: Operations Manager, Health and Safety Officer, Product Manager, Warehouse Manager, and Human Resource...
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...8, 2013 Dr. Laurene Collins Memorandum To: From: Date: April 8, 2013 Re: Human Resources (HR) officer Analysis: In the past, we have lacked the component of internal and external customer service skills in our employment opportunity for a human resources (HR) officer. In order to do this, we will restate the position, with this important feature included ("Human resources job," 2012). Purpose: The HR officer is expected to provide complete support to the various duty functions to include recruitment, enrollment, guidance, instruction, performance and growth of the organization, salary disbursement, negotiation with external organizations, and the maintenance of the right conditions in the work place and is responsible for internal and external customer service training. They also are required to monitor employees and also counsel them if this is required. HR officers develop and advise on organizational policies, and ensure their proper implementation. These policies are related to the effective employment of employees within the organization. They are to ensure that the employees are all rightly balanced in skills and knowledge. For this reason, they conduct training programs. The HR officer works consistently towards the enhancement of an employee’s performance so that they achieve or exceed their targeted goals. Typical Work Requirements: The HR officer should have a clear understanding of the organization's objectives. They are to devise and implement...
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...QR Governance & Management Framework Human Resource Management System Standard HRS/SPC/3005/REC RECRUITMENT AND SELECTION OVERVIEW Version: G&MF 1.1 Date: Controlled Copy No. Author: 1 December 2008 Xx Chief Human Resources Officer Recruitment and Selection . 1 of 7 HRS/SPC/3005/REC Version 1.1 CONTENTS: 1. Purpose ......................................................................................... 3 2. Scope ............................................................................................. 3 3. Key Roles and Responsibilities................................................... 3 3.1 Chief Human Resources Officer................................................. 3 3.2 Direct Reports to the Chief Executive Officer ............................. 3 3.3 Hiring Manager and Recruitment Consultant ............................. 4 3.4 Recruitment Centre .................................................................... 4 3.5 Applicants................................................................................... 4 4. Requirements ................................................................................ 4 5. The Recruitment and Selection Process .................................... 4 5.1 5.2 Recruitment Timeframe .............................................................. 5 5.3 Advertising Vacancies ..................................................
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...structured as follows. Managing Director General Manager Technical Work Manager Chief Engineer Mechanical, Chief Engineer Electrical, Chief Engineer Civil, Chief HR Officer, Chief Operating Officer, Chief Financial Officer Senior Manger Air Conditioning, Senior Manager IT and Telecommunication In addition to this structure there are staffs in different departments and the categories are as follows. Finance Manager Accountant 02 Account Assistant 05 Accounts Clerk 10 HR Manager Assistant Manager Training & Development Clerks 03 HRIS Officer Personnel Assistant 02 * Clerks 07, PA to MD, PA to General Manager Technical, Pool of Secretaries comprising of 5 personnel, * Chief Engineer Mechanical- Technical officer 06, Technicians 08, Clerks 07, Skilled Workers 20, Unskilled Worker 18. * Chief Engineer Electrical- Technical officer 06, Technicians 06, Clerks 07, Semi Skilled Workers 07, Unskilled Worker 12. * Chief Engineer Civil- Technical officer 03, Technicians 03, Clerks 03, Semi Skilled Workers 10, Unskilled Worker 12. The Profitability of the company over the last 5 years given below. * 2010 PAT of Rs 190 Million * 2011 PAT of Rs 220 Million * 2012 PAT of Rs 237Million * 2013 PAT of Rs 219Million * 2014 PAT of Rs 222Million Recruitment and Selection under HR has focused on filling each and every vacancy requested by departmental...
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...Introduction: In order to achieve development of both the Bank and the individual members of staff who contribute to its success, the HR Strategy encompasses organizational development activities, which aim to improve the Bank’s capacity to achieve greater effectiveness, including improved quality of service. There are number of HR practices that could be tested in connection with employee performance. We have studied eleven HR practices and their relationship with organizational success which are personnel selection, performance appraisal, incentive compensation, job design, grievance procedures, information sharing, attitude assessment, labor-management participation, recruitment efforts, employee training and promotion criteria. These eleven HR practice in very important to achieve organizational success and these practices have positive relationship with organizational success. Methodology: The questionnaire was based on questionnaire for measuring impact of various HR practices on employee performance and as well as organizational success. The reason for selecting this questionnaire is that it was used to study the impact of same variables as in present study and was well tested on reliability and validity scales this questionnaire was also correction by our teacher. Questionnaire that was administered consisted of 16 questions and these questions are included Compensation Practices, Promotion Practices Performance Evaluation Practices and Perceived Employee Performance...
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...Human Resource Human Resource Manager Job Description Human resources (HR) officers develop, advise on and implement policies relating to the effective use of personnel within an organisation. Their aim is to ensure that the organisation employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance and achieve the employer's business aims. HR officers are involved in a range of activities required by organisations that employ people, whatever the size or type of business. These cover areas such as working practices, recruitment, pay, conditions of employment, negotiation with external work-related agencies, and equality and diversity. Typical work activities An HR officer must have a clear understanding of their employer's business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives. The HR profession has undergone some changes in recent years. There has been some movement away from staff welfare and administration-centred activities towards strategy and planning. HR departments are now expected to add value to the organisation they support. The exact nature of the work varies according to the organisation, but is likely to include: * working closely with departments, increasingly in a consultancy role...
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...cooperate scandals at prominent firms, globalization of organizations and the introduction of a strategic approach. In all of this, HR professionals and in some companies, ethics officers have and continue to play a vital role in ethics for human resource management. Research suggests that successful ethics management depends more on employees' perceptions of fairness, ethical leadership at all levels, and the alignment of multiple formal and informal cultural systems to support ethical conduct than it does on formal ethics programmes. HR professionals must play a key role in ethics management using HR systems to invoke fairness and ensure organizational harmony. Definitions Ethics as defined by the Webster Dictionary is a branch of philosophy dealing with values relating to human conduct with respect to the rightness or wrongness of certain action. A useful definition advanced by the writer is that ethics is a standard of right and wrong driven to an extent by what humans ought to do, usually in terms of rights, benefits to society, fairness or specific virtues. The Role of the Ethics Officer Typically an ethics officer is responsible for developing an organization's ethics policies, creating communication related to the organization's code, planning ethics training programmes, and overseeing the ethics reporting function. An effective ethics officer knows that it is also critical to operate as part of a team that brings together many different partners: finance, marketing,...
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...ill health and/or injury in the police forces of England and Wales. They commissioned the Institute for Employment Studies (IES) to conduct a review of absence policies and management in police forces to inform this process. This review is intended to be used by the Home Office and HSE to develop measures to improve current practice in line with the Ministerial Task Force (MTF) on Health, Safety and Productivity aims and the drive to improve public sector efficiency. The specific aims of the review were to: explore how sickness absence data is used to manage and monitor absence explore views of the current absence management processes among police officers, police staff, line managers, HR and occupational health professionals identify barriers experienced by staff, line managers, occupational health staff and HR staff in following and implementing current policies and procedures in everyday practice, and how these barriers are addressed within the local force. Guidance issued by the HSE, ACAS & CIPD (2006) and research by CBI (2006), CIPD (2006), NAO (2004) show that absence management cannot be viewed as just primarily policy and procedures. Successful absence management fundamentally depends on addressing wider organisational and management factors such as the culture of the organisation, their approach to well-being at work, communication skills and the ability of line managers to competently deliver...
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...Training and Development as a reason current structure is not link with each country so that each country performs alone and they have no idea how other countries branches are performing. The bank is lack good communication with each country. So that the reason same customer has different experience when they dealing with other branches. Deposit department tellers are assisting in deposit and withdrawers by bank’s customers, some team of tellers are doing the supervision. The supervisors have to report to managers. In the Mortgage loans department, Loan officers are customers to help process loan application. And also the credit officers are to access the viability of each loan application and approve or reject them accordingly. Loan officers are report to their department managers and Department managers are report to the respective branch managers. As well as Credit officers are report directly to Country’s Chief Credit officer and he reports directly to Country Manager. The Credit card department is employed...
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...Resources Officer Location: Maidstone Salary: Band 4 (£28,468 to £35,727 per annum) Contract: Permanent Hours: 37 hours per week Reference: HRO/236 Are you an experienced HR Officer looking for a new challenge? This exciting new role, working within our existing HR team, will suit someone with a certificate in personnel practice (or equivalent HR qualification), who enjoys working in a fast paced challenging environment. The role will involve assisting in the provision of comprehensive, professional HR solutions which support the business. Working in close partnership with managers you will provide advice and guidance on organisational development, resourcing and employee relations. As an experienced HR generalist you will be practised in providing comprehensive professional advice to managers in order to influence decision making. The ideal candidate will need to have comprehensive knowledge and experience in: • Employment legislation, with experience of developing and updating policies. • Experience of providing comprehensive professional advice to managers in relation to recruitment, grievance, disciplinary, capability and absence cases. • Knowledge and experience of job evaluation analysis, processes and techniques. An ability to initiate, maintain and develop effective working relationships. The ability to organise and manage a varied workload with conflicting priorities If you have a proven track record within a HR role and hold a relevant HR qualification...
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...Purpose of Role My role of the Head of Operations is to ensure that the strategic and business objectives as well as the values are put into practice. In conjunction with other members of staff, it is to ensure that the business operations are delivered in accordance with the strategic objectives. I am responsible for overseeing data entry, payroll, managing the HR function, helping and creating organizational and program budgets in collaboration with the CEO and other team members, and undertaking other miscellaneous tasks as and when they arise. I am responsible for ensuring organizational effectiveness by providing leadership for the organization’s financial functions. I am required to work with the staff team, and contribute to the development and implementation of organizational strategies, policies and practices. I plan, direct and manage the performance of all internal operations, so as to maintain and develop business growth in accordance with the overall strategy. Key Responsibilities These are...
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... Similarly there is gap in the company’s hierarchy and key HR positions are vacant, which has created serious effects on the company’s overall working environment. These have deteriorated the interpersonal relations between Nitish, a recently joinedconsultant and Meena, HR officer. In this situation, four options have identified as the possible solutions to the problem. The identified options have been evaluated under the criteria of company’s business and career path of employees of the company. Based on the evaluation of options it has been recommended that the company should redesign the HR policies and operational guidelines immediately and should enforce effectively. Table of Contents 1. Situation Analysis 4 2. Problem Statement 5 3. Options for Solution 5 4. Criteria for Evaluation 5 5. Evaluation of the Options 6 6. Recommendation 7 7. Action Plan 7 8. Contingency Plan 7 Situation Analysis Nitish, a young professional having dual degree of MBA in finance and MTech in computer science, has recently relocated from Jamshedpur to Hyderabad and taken up the position of Senior Consultant-2 at Solutions Unlimited, a US based multinational Information Technology (IT) consultancy firm, which has decided to realign itself as a management consultant. Although Nitish has been a highly competent and achiever in his job he, however,has been facing a lot of problems with the Operation Officer (OO-2) Meena, who is...
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...resource all his land, labor, capital, enterprise form a proper adjustment to do business. So the HR practice in an organization becomes a major fact to the modern world. The world is tremendously competitive now. In every sphere of life and business, competition has become more and more furious. Every firm tries to obtain and retain efficient employees to meet the new challenges. So, attracting, obtaining, retaining and maintaining the best employees have become much more important, rather than other factors in order to meet the corporate goal with the fulfillment of the current challenges. The course under BBA program designed with an excellent combination of theoretical and practical aspects, while studying the BBA program, consisting of theoretical exposure, the students are required to obtain different types of experiences gathered from different organizations, field work, and the presentation based on them. We have tried our best to use this opportunity to enrich my knowledge on banking system and also incorporate my knowledge, which I have learned from my classes. 1.2 Background of the study Practical Knowledge has no alternative especially for BBA student. We worked as an Intern in The BRAC Bank Ltd, HR Division. After doing the study, we have to make a Report. The report covers “HR practice of BRAC Bank Limited”. This report gives a narrative overview of the overall HR practice of BRAC Bank Limited. This report explains the nature and objective of the Human Resource...
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