...School of Social Sciences and Humanities MA Media and Communication Specializations: – Media Management – Advertising and Public Relations University of Management and Technology C-II, Johar Town Lahore-54770, Pakistan Tel: 92 42 35212801-10 Fax: 92 42 35212819 Email: info@umt.edu.pk University of Management and Technology www.umt.edu.pk School of Social Sciences and Humanities School of Social Sciences and Humanities Career Opportunities After graduating from UMT, you are likely to find employment opportunities in the following areas: – – – – – – Editorial positions at press, broadcast and web media outlets Managerial positions in media Public relation firms or PR departments of corporations Advertising agencies Establishing new businesses Teaching or researching mass communication Admission requirement – Graduation from an HEC recognized University with minimum 45% marks – Interview Introduction Media is becoming one of the growing industries in our country. In last decade (2000-2010) Mass Media has emerged as a new socio-political and socio-economic force which is supporting the process of required change in society. Media is enhancing its role tremendously to promote democracy, making sure good governance and monitoring malpractices. A large number of media organizations have been established and many plans are in the pipeline. Other dimensions of mass communication like Advertising, Public Relations and Development Communication are rising...
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...The main theme of HR SHARE 2014 is “HR Change and Transformation” It has several sub-themes too. The conference is designed around themes and topics which are aligned to the various complexities that surround business. Main Theme: HR CHANGE AND TRANSFORMATION To accelerate organizational growth and be able to compete on a regional scale and beyond, human resources managers cannot simply follow the traditional paths they used to get the organization where it is today; instead, they need to transform themselves. In other words, HR practitioners need to expand their perspective and explore the world beyond the general HR attributes -- the overall business landscape, the clients as well as the competition. The various challenges facing hr are: Workforce diversity, mobility of talent, problems related to emerging world, strategic talent management etc. The transformation also poses a new challenge to the various HR practitioners that is to develop and demonstrate a new set of competencies to fulfill their changing roles and responsibilities. The implication for HR leaders is clear: HR must be capable of responding to the company's evolving human capital-related needs through the delivery of HR programs and services. What are the steps that should be taken to design intervention for this transformation? How can HR processes are being re-thought, and organizational designs are being re-drawn? The Sub themes for the conference are as follows: PRESENTATION: SUPPLY CHAIN MANAGEMENT...
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...HUMAN RESOURCE MANAGEMENT INNOVATIONS & TECHNOLOGY – ROLE IN RECRUITMENT & MOBILITY Abstract— Human resources have been called the “key ingredient to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation...
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...The Human Resources Department Usage of Social Media Sites as a Recruitment/Selection Tool. In 1997 only about 11 percent of U.S employers were using the web for outside recruiting, figure that has reach 80 percent today and is expected to reach 100 percent in the next few years. Social media, sometimes called social networking, is nothing more than a technology that facilitates human interaction. Different than a website or a resume, which are strictly one-way forms of communication, social media sites allow users to comment, share, or chat with each other, often in real time. Social media has also become an important tool for job seekers due in part to the new ways people are finding out about and getting fired from jobs. As you may already know, most jobs come about through networking, not applying on job boards or aimlessly sending out resumes. Social media tools make networking much easier and much more powerful due to their interactive nature. Thus when a job seeker really learns to use social networking well, his chances for finding opportunities multiply exponentially. Nowadays, social media also plays a part in how hiring managers are conducting their research on candidates. More than 80 percent of recruiters use LinkedIn. Additionally, 50 percent of hiring managers can determine whether a particular candidate’s personality is a good fit for their company just by seeing that person’s social media presence. Recruiters can and will Google you... Regardless of whether...
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...Social Networking And HRM Attachment Collapse . A social networking site is a “Web site that serves as a virtual community, where a group of People use the Internet to communicate with each other about anything and everything.” Mondy’s (Mondy: Human Resources Management, 12th edition, Prentice Hall) defines social networking sites as Facebook, LinkdIn and Twitter. However, having lived in San Francisco Bay Area, I have used Craigslist as Social Networking site as well.My partner at Shiva’s Indian Restaurant, Mountain View, California used to post the jobs for Hostess etc. and get very good response. Once upon a time, BIMA’s chair, Paul Walsh wanted to find a new public relations company just using Twitter. His intention was to weed out applicants who cannot communicate in real time (Mondy). In my personal life I have not used Twitter to do hiring or work for any company doing hiring using twitter for which I have worked for. Most of the companies prohibit the use of twitter during work hours. Coming back to Mondy’s book, it talks about Serena Software’s attempt at using Facebook to get its employees know each other by sending out a press release. Their attempt was at using Facebook to help its employees know the business and the product better. The companies I have worked for does not allow Facebook as the primary chat medium. Rather, they buy product like Skype...
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...Understanding Organisations and the role of Human Resources An introduction to the organisation **** is a sister business to***** a private family owned company. **** is a recruitment company. There are approximately 15 employees within the company. The recruitment agency offers a bespoke service to unemployed individuals who aren’t British citizens therefore find it very difficult to find work. In most cases many clients speak very little English or none at all. Most our clients are from Polish and Russian backgrounds, although work is also available for all other ethnic backgrounds. ***** also runs another business within the same building in combination with the recruitment agency which is a competition service called *****. ************* works in conjunction with a business called ******which is a catalogue service. Together they came to an agreement whereby Express Gifts will promote the ****** membership to all their customers each time an order is placed over the phone. *********** uses automated devices to enter their 25,000 customers into over 100 competitions per month, every month, up until the customer decides to cancel. *********** is a 12 month subscription with the right to cancel at any time with no cancellation fee. The subscription charges are added onto the customer’s monthly statements issued via the catalogue therefore we do not deal with any finances or billing. All customers need to be over 18 to join. ********has a small customer service...
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...specialized or generalist advice according to their client’s needs and profession. Such consulting firms that have a global presence include the following: Deloitte, KPMG, Ernest & Young, Price Waterhouse, Accenture, IBM. Due to constraints, this assignment will focus on Deloitte as the competition within the consulting industry. The company that I am President is HR One Consulting, Inc., (HR One) which provides human resources (hr) consulting services for the technology industries predominately located in Ontario. The company has provided consulting services for clients in other countries such as Israel, United States, and Switzerland and catered to additional industries such as: retail, financial, telecommunications, media, manufacturing, engineering, distribution, government, healthcare and many more. Our company’s vision, mission and value statement is as follows: Our Mission To contribute in understanding and realization of human capital as a powerful tool for achieving business goals and increasing business efficiency Our Vision To be recognized for excellence in providing high quality HR services and recruitment solutions to our clients that contribute to the clients’ business efficiency and overall economic stability in Ontario Province. Our Values Our values are based on creating trustful relationship with our clients on both sides by the way of providing accurate information, supporting open...
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...Tae-Yoon Mike Kim MGT 301 Human Resources Individual Assignment #2 June 12, 2012 Who is screening the screeners? In a society that claims so heavily on equal representation, protection, and treatment of all its citizens and boasts about the countries so called melting pot, it would be naïve to assume that discrimination is a problem of the past. The reason for the numerous cases that are presented each year about a minority group being treated unfairly, based on a potential plethora of different factors, is mostly due to latent discrimination and a few cases of outright discrimination. Latent discrimination is in some cases more severe because the untrained interviewer or the employer will act like nothing is the problem, but still presumes that certain factors about the interviewee could inhibit their job performance. In this specific case dealing with the screeners of employers, there is an apparent switch of trends to a heavier and often times obtrusive way of gathering information that doesn’t apply to the job criterions. With the growing trends of more intense background checks, many new employee screening companies have emerged and the level of quality and accuracy that these companies provide is unregulated and difficult to access. Lester Rosen, the president of the Employment Screening Resources, summarizes the new industry in a precise and decisive manner stating that this new trend is, “…an unregulated industry with easy money and, ironically, not a huge emphasis...
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...Management6 Social Media7 Ethics and Social Responsibility8-9 Website Summary10-11 Conclusion12 References13 INTRODUCTION This project is to help me reach the career path from where I am now to Director of Human Resources in the hospitality industry. Diverse defines the hospitality industry. Human Resources Management Human Resources Management includes enforcing labor and wage laws regarding pay and break periods. Ensuring that employees understand, and that supervisors fairly and consistently adhere to the organization's policies and procedures, helps HR protect worker and company alike. Projected Future Trends Workers’ compensation claims and litigation will continue to be on the rise, resulting in the need for more proactive human resources management of safety in the workplace. Effective customer Service technology management It is well documented that the hotel industry has tended to fall behind in technological advances, opting more for labor intensive operations and service delivery. Therefore, it is perhaps now more important than ever for hotels to make use of technology as a means to provide better guest service quality and increased satisfaction. Social Media Human resource directors have the difficult job of weeding out hundreds of applicants for a single position. They use any means available to carve the candidate pool down to the dozen applicants that are worth interviewing. And because social media is...
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...Management of the media is a key component of a business continuity plan. Complete the following assignment: • How should an organization use the media as an effective as part of a business continuity communications strategy? o Provide an example of how a company might utilize the media during a crisis. There are many pros and cons of using social media in business, including the concern about what to do if things go wrong. [Many businesses today, however, are integrating social media into their Business Continuity and Disaster Recovery plans and activities. Read on to learn more about this evolving trend. The use of social media as a business continuity tool is a trend on the upswing. (Item #1) HR professionals, should update their business continuity plans to include social media. (Item #2) Today's consensus is that it is now a "smart practice" to include SM in BCP and COOP programs. (Item #3) Twitter allows users to quickly and efficiently interact with one another 140 characters at a time through what is called a "tweet." (Item #4) There's a wrong and right way to handle a social media disaster. (Item #5) Two women in Missouri got on Facebook and helped after the Joplin tornado. (Item #6) As always, we look forward to hearing your comments & insights regarding business continuity. If you have a topic you'd like us to cover, email me at bmellinger@attainium.net. Bob Mellinger, President Attainium Corp 1. Social media can transform enterprise business continuity...
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...services to clients. Sustainable communication is about making the best possible use of people and money to deliver maximum impact from minimum resources. It is the Perfect approach to take any organization cares about people, is concerned about climate change and wants to get the best possible return for investment. ICM collaborates with our clients to develop breakthrough insights, strategies, and tactics that communicate, engage and inspire, ultimately making a lasting social impact. ICM Communication Plc believes that to address social and behavioral change, communication initiatives should be supported both at community and institutional levels, as cross cutting strategies to establish common platforms for multiple communication objectives. This will improve the enabling environment, increase access to essential hardware and commodities, strengthen the capacities of service providers and stimulate demand for services, promote adoption of appropriate attitudes and influence positive behaviors across the main social sectors. Communicating strategically requires a clearly defined strategy with specific goals established in advance. Thus, ICM utilizes the Impact method in its service provision. The Impact Method is a framework designed to guide communication professionals as they develop strategic communication programs. This...
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...Abstract HR can answer the needs of this new future workplace. But it will need a new focus on managing the whole lifecycle of employment, new recruiting and engagement ideas, the ability to provide training and development for employees who are not likely to see real salary increases for another decade, and better metrics that prove to the business the impact they are making in the coming years of this Post-Recession Era. Introduction As the U.S. economy begins to right itself from the financial crisis and associated recession, our thoughts turn to the possibility of new growth and new opportunities for business. The end of the recession may not be the ideal resolution to the struggles of the past few years. Compensating for losses has had a significant impact on organizational behavior. Aon Corporation released the 2011 Talent Survey, which revealed some rather unsettling results for the future of human resource management due in large part to the economic crisis (Eamley, 2011). Some of the topics to be discussed will be employee engagement and retention, recruiting and development and leadership in the coming years. Engaging and Retaining Based upon the Talent Survey’s results, there seems to be a problem in the highly important area of engagement, as a mere 14 percent of the 1,328 employers polled nationwide believe that their leaders are actually effective at meeting profitability targets, 17 percent believe they are adequate in...
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...to today’s pool of prospective applicants. One current trend that has been growing for several years is the use of social media in researching applicants prior to an invitation to interview. “A recent Aberdeen Group study shows 77% of HR, staffing, and recruiting professionals use an online career site for talent acquisition. Online content - especially popular social networking sites like Facebook, Twitter and LinkedIn - has created a new and rich information source for HR, staffing, and recruiting practitioners sourcing and screening candidates. Social networks offer a free way to identify passive candidates (those not actively looking for a new job), verify a candidate’s résumé claims, unearth undesirable behaviors, and gain insight into a candidate’s skills, personality, and cultural fit.”(Glenn, 2015) Using social media as a hiring tool is not without its challenges and the HR department should take precaution to ensure that managers and interview committees are not making decisions based on race, gender or age, which are all protected classes. “HR managers can show that they’re complying with the law by posting nondiscriminatory hiring policies on their companies’ websites for job seekers to see. The Fair Credit Reporting Act requires HR to get job candidates’ permission before running pre-employment background checks. The law also applies to social-media recruiting.” (Barrett-Bolden, 2015) Another trend that is affecting...
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...Management, they must also look at the changes needed to perform the duties in the future. Technology, society, and business have changed over time causing the duties of a Human Resource Manager to change. In the past, many employees and companies shared a common loyalty for each other that made the staff members dedicate their lives to the same company. That has now changed with people moving from company to company in search of experience and the challenge to improve their resume. As the position moves into the future, each manager needs to realize that they have to be able to wear many different hats. In order to obtain qualified employees, an HR Manager should have an understanding of every aspect of the company. The position of a Human Resource Manager is always revolving into a new aspect of the company. In order to progress into the future of HR, professionals must look into the past. This will allow companies to anticipate issues that may arise and avoid outcomes that were produced in the past. As companies move into the future, they need to create a network of recruiting that does not force them to weed through tons of applicants. In the past, access to qualified individuals has been limited to a local area, but the future offers technology that opens the door to applicants worldwide. Using the older method of recruiting is not cost effective. It takes time and money to view a large number of unqualified recruits in order to get the few that are qualified. A good technique to...
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...What HR Must Learn from Marketing Human Resources has a marketing problem: it needs to learn to be more like marketing. Yes, HR has historically been poor at communicating and demonstrating its value, but it goes beyond that. High-performing organizations (HPOs) are placing significant emphasis on becoming more analytically-driven and market-focused. While the HR functions within these top companies are adapting their orientations to support and deliver against these imperatives, there are many lessons HR must learn from their organization's marketing function, a function that was forced to evolve from tactical to strategic and has established foundations upon which HR can learn from and refine its efforts. Quantify and validate your impact on the business Since the dot.com bubble burst 13 years ago, corporate leadership has tightened its grip on corporate marketing and held it accountable for its impact on the business. This forced marketers to evolve the way marketing measured its success; away from efficiency measures (e.g., cost per click and click-through rates), towards effectiveness measures (e.g., number of marketing qualified leads generated), and ultimately impact measures (e.g., marketing's contribution to sales forecasted pipeline). Much of this evolution was enabled by marketing's collaboration with sales. This collaboration has allowed marketing to focus on measures that actually "move the needle" and has broadened its impact on the business. What HR...
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