...Foundations Brigham Young University–Idaho 2013-2014 This is an exciting time to be associated with Brigham Young University-Idaho as it continues on a steady, upward course of academic innovation. Dedicated administrators and faculty members are continually working to prepare students to be well educated academically as well as spiritually. One of the university’s academic developments is our general education program called Foundations. Just as the name suggests, Foundations is designed to provide a strong base for the rest of your university experience and throughout your life. Foundations presents a focused approach to general education, allowing students to explore specific aspects of diverse subjects, delving deep into each topic. The courses are interdisciplinary and have been created through countless hours of faculty collaboration to provide you with the most effective learning outcomes. Foundations courses are divided into five groups: Eternal Truths, Academic Fundamentals, Science, Cultural Awareness, and Connections. While some courses are required, others are left to personal preference. You will be blessed as you enter these inspired classes with an open mind and willing heart. I invite you to carefully review the Foundations courses available and determine which classes will benefit you most. I wish you success in this and every other endeavor here at BYU-Idaho. Best regards, Kim B. Clark President, Brigham Young University-Idaho 47 Foundations Brigham...
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...COMPENSATION ADMINISTRATION Compensation administration is a segment of management or human resource management focusing on planning, organizing, and controlling the direct and indirect payments employees receive for the work they perform. Compensation includes direct forms such as base, merit, and incentive pay and indirect forms such as vacation pay, deferred payment, and health insurance. Compensation does not refer, however, to other kinds of employee rewards such as recognition ceremonies and achievement parties. The ultimate objectives of compensation administration are: efficient maintenance of a productive workforce, equitable pay, and compliance with federal, state, and local regulations based on what companies can afford. The basic concept of compensation administration—compensation management—is rather simple: employees perform tasks for employers and so companies pay employees wages for the jobs they do. Consequently, compensation is an exchange or a transaction, from which both parties—employers and employees—benefit: both parties receive something for giving something. Compensation, however, involves much more than this simple transaction. From the employer's perspective, compensation is an issue of both affordability and employee motivation. Companies must consider what they can reasonably afford to pay their employees and the ramifications of their decisions: will they affect employee turnover and productivity? In addition, some employers and managers believe...
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...UNIVERSITI TUNKU ABDUL RAHMAN FACULTY OF BUSINESS AND FINANCE FACULTY OF ACCOUNTANCY AND MANAGEMENT ACADEMIC YEAR 2016/2017 MAY 2016 TRIMESTER BACHELOR OF COMMERCE (HONS) ACCOUNTING – UBAT2023 BACHELOR OF ACCOUNTING (HONS) - UKAT2023 TAXATION I GROUP ASSIGNMENT Teaching Methodology This teaching method uses a self-directed learning approach, where students are expected to take initiatives towards active self-learning. Therefore students are expected to research learning resources on their own, without the assistance of the lecturer/tutor and learn the required knowledge through self-study and group discussion. Objective of Assignment The objective of this assignment is to assess the student’s ability in the following areas – * Read, understand and analyse business information; * Extract relevant information for analysis and re-present these for specified taxation purposes; * Perform taxation research and apply the appropriate legal provisions to various situations. * Write and present a coherent report incorporating relevant explanations to support decisions and conclusions. Formation of groups Each assignment group shall have a maximum of 5 members. Submission Instructions: The completed assignment shall be submitted to your tutor by the due date stated below. A completed submission should include documents in the following order: * Cover page stating the tutorial group no. and the names & student ID of group members. * The written report ...
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...Compensation and Reward Management UNIT 17 COMPENSATION STRATEGY, STRUCTURE, COMPOSITION Objectives After reading this unit, you should be able to: l appreciate compensation function and objectives; l analyse compensation issues and trends; l assess the characteristics of executive compensation and its determinants; l understand the principles and practices of compensation administration; and l identify the major components of wage structure in India. Structure 17.1 Introduction 17.2 Compensation Issues 17.3 Compensation Function 17.4 Compensation Policies and Objectives 17.5 Compensation Administration 17.6 Compensation Determinants 17.7 Compensation Survey 17.8 Compensation Structure 17.9 Job Evaluation System 17.10 Pay Equity 17.11 Executive Compensation 17.12 Compensation Trends 17.13 Wage Structure in India 17.14 Case Study 17.15 Summary 17.16 Self-Assessment Questions 17.17 Further Readings 17.1 22 INTRODUCTION One of the most difficult functions of human resource management is that of determining the rates of monetary compensation. It is not only complex, but significant both to the organisation and employees. Employee compensation decisions are crucial for the success of an organisation. From a cost perspective alone, effective management of employee compensation is critical because of the total operating costs. Another...
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...Chapter One: Introduction 1.1 Introduction A non-governmental organization (NGO) is an organization that is neither a part of a government nor a conventional for-profit business. Usually set up by ordinary citizens, NGOs may be funded by governments, foundations, businesses, or private persons. Some avoid formal funding altogether and are run primarily by volunteers. NGOs are highly diverse groups of organizations engaged in a wide range of activities, and take different forms in different parts of the world. Some may have charitable status, while others may be registered for tax exemption based on recognition of social purposes. Others may be fronts for political, religious or other interest. The number of NGOs in the Bangladesh is 2333(http://ngonewsbd.com/ngo-list-ofbangladesh/). Bangladesh is a developing country. The NGO sectors today play a very critical role in public health development. Overall contribution and development is the traditional strength of NGOF, which is one of the largest NGO networking organizations in the country. NGOF is determined to build long-term improvement of Public Health situation by reducing mortality and morbidity, and conserving sound environment. In order to implement its programmes as a process of holistic transformation of the society towards development, the Forum has emphasizing stepped forward maintaining a perfect balance among WatSan, health and environment. Combining hardware & software supports and networking...
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...COMPENSATION MANAGEMENT Compensation is a key factor in attracting and keeping the best employees and ensuring that organization has the competitive edge in an increasingly competitive world. The Compensation Management component enables one to differentiate between one’s remuneration strategies and those of his competitors while still allowing flexibility, control and cost effectiveness. It provides a toolset for strategic remuneration planning that reflects organization culture and pay strategies, and it empowers line managers within a framework of flexible budget control. Compensation Management allows one to control bottom-line expenditures and offer competitive and motivating remuneration, be it fixed pay, variable pay, stock options, merit increases, or promotion – in other words, total compensation. In brief, it includes Create centralized and decentralized budgets Plan and administer compensation adjustments at the manager level Plan and administer compensation adjustments within budget Performing Job Pricing Define pay grades and salary structures to identify the internal value of jobs and positions in your organization Administer long-term incentives. FEATURES Compensation Management comprises the following components: Job Pricing This component uses to store and manipulate results from external job evaluation systems, and data from external marketing surveys. This data can be used as a starting point for building salary structures associating with jobs and...
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...Implications for financial inclusion Mike George, Linda Lennard and Kate Scribbins Foundation Further information This report and a summary version are available as a pdf from www.friendsprovidentfoundation.org. The summary is also available in print from Friends Provident Foundation, Pixham End, Dorking, Surrey, RH4 1QA (foundation.enquiries@friendsprovident.co.uk and www.friendsprovidentfoundation.org). Published 2013 by Friends Provident Foundation Pixham End Dorking Surrey RH4 1QA © AnKa 2013 ISBN 978-1-908769-08-4 (pdf ) All rights reserved. Reproduction of this report by photocopying or electronic means for non-commercial purposes is permitted. Otherwise, no part of this report may be reproduced, adapted, stored in a retrieval system or transmitted by any means, electronic, mechanical, photocopying, or otherwise without the prior written permission of Friends Provident Foundation. Friends Provident Foundation Friends Provident Foundation is a grant-making charity working to create the conditions throughout the UK for improved access to appropriate financial services for those who are currently excluded, particularly those on low incomes or otherwise vulnerable to market failure. It particularly wants to encourage thinking that deals with the causes of the problem. Established as part of the demutualisation of Friends Provident Life Office in 2001 and the flotation of Friends Provident plc, it is independent and has its own board of Trustees. www.friendsprovidentfoundation...
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...A PROJECT REPORT ON COMPENSATION MANAGEMENT IN HETERO DRUGS LIMITED SANATHNAGAR, HYDERABAD In partial fulfillment of the requirement for the award of the degree of MASTER OF HUMAN RESOURCE MANAGEMENT Submitted by G.VARALAKSHMI [pic] K.G.R.L.PG COLLEGE, BHIMAVARAM. ANDHRA UNVERISTY VISKAPATANAM (2009-2011) DECLARATION I here by declare that this project report titled a study on “COMPENSATION MANAGEMENT” in HETERO DRUGS LIMITED has been carried out by me Submitted in partial fulfillment of the award of the degree of “ MASTER OF HUMAN RESOURCE MANAGEMENT”, in K.G.R.L .PG COLLEGE BHIMAVARAM. PLACE: DATE: (G.VARALAKSHMI) PREFACE In today’s changing world on should aware of latest trends market demand then only survival can be possible and can compete with others. The concept of “compensation management” plays a significant role in HUMAN RESOURECE MANAGEMENT. COMPENSATION MANAGEMENT is defined as “ systematic approach to provide monetary value to employee in exchange of work performed” A study has been conducted on “COMPANSATION MANAGEMENT” and a Questionnaire is prepared to conduct survey to know how it is working in “HETERO DRUGS LIMITED”. A through analysis is presented in this report on the study conducted with the help of graphical representation. ACKNOWLEDGEMENT I take the opportunity to express...
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...Introduction Housing is a basic need of every human beings, it provides security, pride and ownership. It has great significance in human life. One does not require shelter for protection against natural elements and hostile weather, but also for maintaining standard of family and society. It is one of the significant indicators of urban growth and economy of a particular city. Real estate is a legal term that encompasses land along with the improvements to the land, such as buildings, fences, walls and other site improvements that are fixed in location-immovable. Real estate is often considered synonymous with real property (also sometimes called realty), and housing is one component of real estate. Real estate covers both commercial and personal properties. Housing and real estate sector play an important role in overall economic growth, social uplift, and employment in the context of the rapidly expanding economies. Personal residences account for 75–90 percent of household wealth in emerging-market countries, which amounts to three to six times their annual income. Housing represents 15–40 percent of the monthly expenditure of households worldwide. Similarly, investment in housing accounts for 15–35 percent of aggregate investment, whereas housing construction and housing-related sectors constitute approximately 9 percent of the labor force worldwide (Nenova, 2010; Sarker et.al, 2011). Housing companies may contribute significantly in employment generation and in developing...
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...Human Resource Strategies Section: 1 Human Resource Planning: Human Resource planning is the process of getting the right number of qualified and competent people into the tight job at the right time. Putting another way, HR planning is the system of matching the supply of people internally and externally with the openings the company expects to have over a given time frame. The quality of the candidate and his/her expertise are deciding factor how Grameenphone will succeed in achieving its visions, objectives and tasks. Human Resource planning in Grameenphone must be a part of the Company’s overall plan. When drawing up Human resource plans, it is important to take the following factors into consideration: * Potential/expected workload and expertise requirements and to ensure the optimum and effective utilization of the Human resources for the entire Company, both for current and future requirements. * Possibilities for greater efficiency through reorganization and the use of tools/facilities, and making adjustments during expansion and contraction. * Employee turnover/employee mobility * Potential transfer, promotion, periods of leave etc and design and implement plans to help achieve manpower objective. Human Resource planning should start at the beginning of the year so that HR can co-ordinate Human Resource planning process at the right time. Also necessary budget provisions are important factor to look into. 3.1.2 Classification...
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...The Human Resource Management Of Dutch-Bangla Bank Limited Table of contents Topics Page Letter of Transmitted 2 Acknowledgement 3 Preface 4 Declaration 5 Introduction 10 Introduction of the Topics 10 Main Subject of the Topics 10 Rational of the study 10 Purpose of the study 10 Objective of the study 10-11 Source of Data Collection 11 Limitations of the study 11 A Short Profile of the Organization 12 About the Organization 12 Financial Highlight of the bank 12 Corporate information of the Bank 12 History of the Organization 13 Board of Directors 13 The Committees of the board 13 Executive Committee of the Board of Directors 13 Audit Committee of the Board of Directors 13 Organogram 14 Goal of the Organization 15 Mission, Vision and Core Objective of the Organization 15-16 Specialty/ Feature of the Organization 16-18 Strategy of the Organization 18 SWOT Analysis 18-19 Social Commitment 19 Human Resource Planning 20 Human Resources Development 20-21 HRIS/ Staff Record 21 Classification of employees 21-22 Job Analysis 22 Job Description 22 Job Specification 22 Job Evaluation 22 Recruitment 22 Recruitment Policy 22 Recruitment Committee 23 Recruitment Procedure 23 Recruiting Sources 23 Internal Search 23-25 External Search 25 Selection 26 Selection Committee 26 Selection Process 26 Initial Screening Test 26 Completing the Application Test 26 Employment Tests 26 Comprehensive Interviews 26 Background Investigation 26 Conditional...
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...Read full version paper The Human Resource Management Of Dutch-Bangla Bank Limited The Human Resource Management Of Dutch-Bangla Bank Limited Join AllFreePapers.com Category: Business Autor: andrew 02 April 2011 Words: 11554 | Pages: 47 Table of contents Topics Page Letter of Transmitted 2 Acknowledgement 3 Preface 4 Declaration 5 Introduction 10 Introduction of the Topics 10 Main Subject of the Topics 10 Rational of the study 10 Purpose of the study 10 Objective of the study 10-11 Source of Data Collection 11 Limitations of the study 11 A Short Profile of the Organization 12 About the Organization 12 Financial Highlight of the bank 12 Corporate information of the Bank 12 History of the Organization 13 Board of Directors 13 The Committees of the board 13 Executive Committee of the Board of Directors 13 Audit Committee of the Board of Directors 13 Organogram 14 Goal of the Organization 15 Mission, Vision and Core Objective of the Organization 15-16 Specialty/ Feature of the Organization 16-18 Strategy of the Organization 18 SWOT Analysis 18-19 Social Commitment 19 Human Resource Planning 20 Human Resources Development 20-21 HRIS/ Staff Record 21 Classification of employees 21-22 Job Analysis 22 Job Description 22 Job Specification 22 Job Evaluation 22 Recruitment 22 Recruitment Policy 22 Recruitment Committee 23 Recruitment Procedure 23 Recruiting...
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...STRATEGY: Strategy refers to a plan of action designed to achieve a particular goal. The word is of military origin, deriving from the Greek word strategous, which roughly translates as general. Or Strategy is defined as the comprehensive (complete/broad) & integrated (included/ incorporated) plan to assure that the basic objective of the co or enterprises are achieved. CORPORATE STRATEGY/ STRATEGIC MGMT: It focuses on how managers formulate and implement, and evaluate strategies or plans aimed at developing and maintaining competitive advantage. Here competitive advantage means “the reason some firms enjoy higher levels of performance than their rivals or competitors” FEATURES OF STRATEGY: It includes planning & implementation. It is creative in nature. It is a dynamic & flexible program. It includes all the levels of Org. but maximum efforts are done by Top & Middle Mgmt. Its Life Span is Limited. It is Future Oriented or Forward Looking It offers Broad Guidelines or blueprints to be successful. Strategy is a well defined roadmap of an organization. (mission & Vision are defined). COMPONENTS OF STRATEGY: The strategy statement of a firm sets the firm’s long-term strategic direction and broad policy directions. It gives the firm a clear sense of direction and a blueprint for the firm’s activities for the upcoming years. The main constituents of a strategic statement are as follows: a) STRATEGIC INTENT(PLAN/TGT/GOAL) An organization’s strategic intent is the purpose...
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...------------------------------------------------- MGT-210 BRAC BANK Developed For: Ms. Nasira Siddika (NSd) Sec: 10 Date of Submission: 06/08/2010 NORTH SOUTH UNIVERSITY Developed By: Group Members To complete our project, first of all our team is very grateful to Almighty Allah for the hard work, dedication, team effort and patience we put to finish our project work on time. The team would like to thank the official website of ‘BRAC Bank’ from where we took the information, some of our relatives, friends and the respected officials of the bank who had helped us a lot by providing necessary information to complete the project successfully. Information on their site helped and supported us a lot and without it we could not complete the project properly. We also like to thank our team members as all of them devoted their full support and cooperation and gave valuable time to the project work. Finally we are very grateful to our course instructor “Ms. Nasira Siddika” who inspired and suggested us to do the project, and helped us in every possible way. The team is very thankful to her and honors to have “Ms. Nasira Siddika” as an instructor. August 06, 2010 Ms. Nasira Siddika (NSd) Faculty Member, School of Business North South University Sub: Letter of Transmittal Respected Mam, It is indeed a great pleasure to have the opportunity to submit the project paper. We have prepared this project...
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...Barriers to Asset Building of Working Poor in Hong Kong Subject: Doing Policy Research Subject Code: APSS 3220 Lecturer: Dr. Chen Juan Student Name: Sai Kwan (10704047D) Table of Content No. | Title | Page | 1 | Abstract and Introduction | 2 | 2 | Literature Review Situation of Working Poor in Hong Kong Introduction to Asset Building Asset Building Policies in Hong Kong Theory of Determinants of Asset Accumulation Conceptual Framework for Determinants on Asset Building Barriers to Asset Building in the US Context | 3 | 3 | Research Objectives, Questions, and Design | 8 | 4 | Research Findings Situation of Asset Building of Working Poor in Hong Kong Barriers to Asset Building of Working Poor in Hong Kong | 9 | 5 | Discussion and Summary | 17 | 6 | Policy Implications | 17 | 7 | Limitation of the Research | 19 | 8 | Conclusion | 20 | 9 | References | 21 | 10 | Appendixes | 24 | 1 Abstract - It is widely acknowledged that the numbers of working poor in Hong Kong is tremendously increasing. This paper looks at the barriers of working poor’s asset-building which haven’t intensively discussed by both the government and academicians in Hong Kong. I conducted survey of 45 working poor and 6 intensive interviews. Results revealed that financial...
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