...Internship Report On Performance Appraisal System Of INTERNSHIP REPORT On “Performance Appraisal System of AB Bank Limited, ABBL” Of HR Division, Head Office. (This report on internship in AB Bank Limited is submitted as a requirment of the partial fulfilment of BBA Program) Report prepared for Probal Dutta (1st), Senior Lecturer, BBS, BRAC University Shantu Kumar Ghosh(2nd) Senior Lecturer BBS, BRAC University. Report prepared by MD. ULLAH AL MAMUN Student ID: 06104007. BBS Department, BRAC University. Date Of Submission 13th May, 2010. BRAC University Students Assertion I hereby announced that the extensive study entitled “Performance Appraisal System of AB Bank Limited, ABBL” (Conducted on behalf of AB Bank Limited, Head Office, HR Division) Prepared in partial accomplishment of the requirements for the award of the degree in Bachelor of Businesss Administration (BBA) From BRAC University BBS Department. Is my original work and not put forward For the award of the any other degree/fellowship Or other similar designation or accolade. …………………………………… MD. ULLAH AL MAMUN Student ID: 06104007. Certificate of Approval The internship report of MD. ULLAH AL MAMUN Student id: 06104007. BBS Department, BRAC University Titled “Performance Appraisal System of AB Bank Limited, ABBL” (Conducted on behalf of AB Bank Limited, Head Office, HR Division) Is approved and is suitable in eminence and...
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...UNIVERSITY OF MANAGEMENT TECHNOLOGY HUMAN RESOURCE MANAGEMNET (MG-540) SPRING 2013 TITLE: (TERM PROJECT: PERFORMANCE EVALUATION AND APPRAISALS) ASSIGNMENT NO/WAC #: (3) SECTION: DATE OF SUBMISSION: SESSION OF SUBMISSION: YOUR PROGRAM: ID 130580210-01 130580210-02 130580210-03 130580210-04 (EXEC) 31/12/2013 13 MBA EXEC S. # (Ascending Order) 1 2 3 4 LEAVE BLANK FULL NAME (AS PER ROSTER ATIF IQBAL RIAZ MASOOD ZEESHAN RIAZ ARSALAN ZAFAR FOR GRADING: COMMENTS: MARKS SECURED: Disclaimer This project report has been prepared by the authors as Students of Human Resource management in “University of management and Technology Lahore” in cooperation with the “HR Department of Shokhat khanam memorial cancer hospital Lahore” for academic purposes only. The views expressed in the report are personal to the students and do not necessarily reflect the view of the hospital or any of its staff or personnel and do not bind the Hospital in any manner. This report is the intellectual property of the university and Hospital and the same or any part thereof may not be used in any manner whatsoever, without express permission of the mentioned authorities in writing. HR PROJECT – PERFORMANCE EVALUATION & APPRAISALS Page 2 Acknowledgments Our first and sincere appreciation goes to Mr.Syed Aly Raza, our subject instructor, for all we have learned from him and for his continuous help and support in all stages of this project. We would also like to thank him for being an open...
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...Internship Report On Performance Appraisal System Of INTERNSHIP REPORT On “Performance Appraisal System of AB Bank Limited, ABBL” Of HR Division, Head Office. (This report on internship in AB Bank Limited is submitted as a requirment of the partial fulfilment of BBA Program) Report prepared for Probal Dutta (1st), Senior Lecturer, BBS, BRAC University Shantu Kumar Ghosh(2nd) Senior Lecturer BBS, BRAC University. Report prepared by MD. ULLAH AL MAMUN Student ID: 06104007. BBS Department, BRAC University. Date Of Submission 13th May, 2010. BRAC University Students Assertion I hereby announced that the extensive study entitled “Performance Appraisal System of AB Bank Limited, ABBL” (Conducted on behalf of AB Bank Limited, Head Office, HR Division) Prepared in partial accomplishment of the requirements for the award of the degree in Bachelor of Businesss Administration (BBA) From BBS Department. BRAC University Is my original work and not put forward For the award of the any other degree/fellowship Or other similar designation or accolade. …………………………………… MD. ULLAH AL MAMUN Student ID: 06104007. Certificate of Approval The internship report of MD. ULLAH AL MAMUN Student id: 06104007. BBS Department, BRAC University Titled “Performance Appraisal System of AB Bank Limited, ABBL” (Conducted on behalf of AB Bank Limited, Head Office, HR Division) Is approved and is suitable in eminence and figure Academic supervisor ...
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...some recent suggestions on improving our HR department here at The Office Store. Having to review and suggest new ideas in such a large company is not an easy process to take. While I am the newest assistant manager here, I do bring some experience from my previous job with a competitor. There were many great suggestions submitted, I have selected two of the suggestions I think would have the most impact on our business and help improve and possibly streamline some of the work the HR department has to deal with on a daily basis. HR Suggestion #1: Technology and Payroll The first suggestion I would like to submit would be “Employees having access to paycheck related information.” The basic idea is currently all employees that have direct deposit have also agreed to go paperless giving the company the added savings of printing and mailing paychecks. Many times an employee may need access to previous paycheck stub information for tax purposes or even wage and employment verification. I agree it would be a benefit to the company to enable employee’s access to their own information for payroll as well as basic employment information. “This assists the employee greatly when he or she they can check to see what he or she are claiming on the latest Form W-4 or what benefits he or she may have.” (Lambert, 2005) We could also set up a FAQ page with access to insurance information as well as an n email address where they can ask our HR department questions at any time instead...
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...Faculty of Business Administration Jatiya Kabi Kazi Nazrul Islam University BBA Program “Human Resource Management” Topic Performance Appraisal Process of GlaxoSmithKline (GSK) Bangladesh Limited. Course coordinator Amita Das Lecturer, Dept.of HRM Date of Submission - 08/07/2012 Submitted by Md.Shamirul Islam 2nd year 1st semester ID: 11133027 Letter of Transmittal July 08, 2012 Amita Das Lecturer, Dept of HRM Jatiya Kabi Kazi Nazrul Islam University Subject: Submission of Assignment on Performance Appraisal Process of GSK Limited Bangladesh. Dear Madam, I feel very glad to inform you that I am going to submit my assignment titled HRM based on Performance Appraisal Process of GSK Limited Bangladesh. I have tried my level best to prepare this assignment & included all those data that is essential for it. Thanking you for your valuable information. Sincerely yours, ............................... Md.Shamirul Islam Executive summary As a part of our curriculum we have to prepare reports in each semester for each subject. In this way, my course teacher has assigned me to prepare the report. And the topic of my report is “Performance Appraisal Process of GlaxoSmithKline (GSK) Bangladesh Limited”. She took a lecture on preparation of this report and serving us necessary documents. As I have selected a pharmaceutical organization...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwerty...
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...Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin Tanjila ID: 05304024 BRAC Business School Acknowledgement I would like to take this opportunity to convey my heartfelt appreciation to them whose blessing and cooperation was important to bring this report in light. First I would like to pay my gratitude to the Almighty Allah who made each attempt fruitful. Second...
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...coherent approach to the management of the under-covered bank and telecoms ’ most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. Human resources management comprises several processes. Together, they are supposed to achieve the organization’s goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. The various HR activities which we focused on while doing this report have simply started from the range of Recruiting process, Training Process, Performance Appraisal, Transfer Process, Motivation Process, Employees Retention Programs and Respond to diversity. We surveyed two top telecom companies and one local private company altogether to prepare a high-quality research report. Our objective was to find out the strategic aspect of Human Resource Panning various HR issues that a bank and telecom company focuses for thriving in the market. The results of logistic regression indicate that the majority of the structure of HR approaches and proceedings of each of the organizations are studied. Table Of Contents: PART I 1. INTRODUCTION:…………………………………..6 1. Southeast Bank Ltd ..…………………6 2. Grameen Phone…………………………7 3. Banglalink………………………………8 2. ORGANIZATION REVIEW……………………….9...
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...Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin Tanjila ID: 05304024 BRAC Business School Acknowledgement I would like to take this opportunity to convey my heartfelt appreciation to them whose blessing and cooperation was important to bring this report in light. First I would like to pay my gratitude to the Almighty Allah who made each attempt fruitful. Second, I want to...
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...qualification -Marketing depends on customer & customer behavior. Definitely Rebecca should know the culture of Sri Lanka. It helps her to understand the customers & customer behavior in Sri Lanka. I suggest to do an Induction programme for her to understand the culture of Sri Lanka & culture of the company. She is not suitable for the position, Head of marketing. According to her qualifications she suits for the position Assistant marketing manager. Problem 02, Heavy work scheduled & Not enough time limits have given for the Performance Appraisal- According to this case study we can see Rebecca don’t know how to do a performance appraisals. She had completed the 30 performance appraisal forms of the entire Marketing Team within a single day. Marketing manager and HR manager can coordinate and delegate Rebecca’s task to her subordinates until she get use to the system. Problem 03, No proper knowledge in performance appraisal- HR Manager can provide training and development to uplift...
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...Performance Appraisals Gwendolyn Thomas BUS303: Human Resources Management (BAL1434A) Kevin Righter September 8, 2014 Performance Appraisals Employee performance appraisals are an important part of any business whether a small business or a large corporation. Performance appraisals are beneficial to not only the employees but also to the organization in that they help refine goals, and create open communication between the employer and employee. Employee performance appraisals are an effective way to improve the employee’s performance in that they show strengths and weakness and offer the employee insight in how to improve their work so that they can strive to do better for the next appraisal. To show how the appraisals are effective I will discuss strategic advantages of performance appraisals, potential forms of bias within the appraisal system, and how performance appraisals can contribute to the achievement of strategic objectives. An employer needs to understand the benefits and risks of providing performance feedback to their employees. There can be boundless advantages of using performance appraisals and should be considered fundamental in the strategic management of any organization. In today’s world there are many companies that use employee appraisals to strategically support company goals and values, and affiliate employee performance with the company mission. Succession planning is one very important area that performance appraisals serve. Succession...
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...fair and unbiased appraisal. In this paper, we will discuss the processes by which my current employer, in government contracting industry, hires new employees, promotes internal employees, and basis on which the managers provide appraisal to the employees. The organization hires people who have expertise and experience in IT field, technical writing, business development, government contracting, and accounting. Organizations must devote time to review the processes and update them as needed from time to time. Selection of employees for wrong jobs is very costly on basis of time, money and resources (Bohlander & Snell, 2010). We will look into how my employer applies “person-job fit”, “criterion-related validity”, tests taken by different people and its evaluation, application process and the use of background check (Bohlander & Snell, 2010). Next, we will talk about appraisal process using self-evaluation, manager evaluation, clear goals set by managers, how it helps an employee grow in their career, how the appraisal helps HR make administrative decisions, types of appraisal, and provide effective criticism and how they can improve their work (Bohlander & Snell, 2010). We will also look into processes which work for HR and which need to be improved. In conclusion, I will make recommendations where the HR can improve and what steps they need to take to make the necessary changes in their current processes. Employee Selection When HR receives applications...
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...Executive Summary In this project, we have tried to understand the HR development policies that are being followed at Tata Motors Ltd. We explore the various facets of the policies by studying the literature of the HR policies, by discussing about these policies with the HR of the company and also speaking to the employees of the company. First of all we look at the Organization as a whole, what it stands for, what are its core values, vision and mission and then delve into the HRM practices, mainly with respect to its Human Resource development. We zero in to four categories to which these policies can be broken down to: * Assessment & Feedback * Career Progression & Job Rotation * Training & Development * Performance Awards For the purpose of evaluation of these policies, we conduct our primary research in the RECON department of Lucknow Works of Tata Motors Ltd. The research consists of an online survey and a few in depth interviews. From the responses we have tried to objectively assess the perception of these policies and tried to indentify the areas where there is a mismatch between employee expectation and HR objective. Towards the end, we have come up with some recommendations that could be looked at as possible options to further improve the policy framework. Introduction Vision: To be a world class corporate furthering the interest of all its stakeholders Mission: * Shareholders * To consistently create shareholder...
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...transmitted, photocopied, digitized or otherwise reproduced in any form or by any means without the permission of the copyright holder. Reproduction of this material is not covered under authorization by any reproduction rights organization. To order copies or request permission to reproduce materials, contact Ivey Publishing, Ivey Business School, Western University, London, Ontario, Canada, N6G 0N1; (t) 519.661.3208; (e) cases@ivey.ca; www.iveycases.com. Copyright © 2015, Richard Ivey School of Business Foundation Version: 2015-05-05 In today’s highly competitive and performance driven business climate, both globally and locally, we cannot afford to rest on our laurels. Our highly professional and dedicated human resources [team] works in a culture supportive of openness, fairness, meritocracy, team knowledge sharing and innovation in the relentless pursuit of continual improvement and achieving excellence. — M. Adil Khattak, chief executive officer, Attock Refinery Limited tC After attending the management committee meeting in November 2013 at the company offices in Morgah Rawalpindi, Pakistan, Asif Saeed, senior manager, Human Resources, at Attock Refinery Limited (ARL), thought about how to improve performance appraisals. The meeting minutes drew his attention to the proposal of altering the weightings of performance objectives and competencies in the current system. As secretary of the performance appraisal committee (PAC), Saeed had observed...
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...| 2014 | RHuman Resources Management | [DGE Performance management System] | | ------------------------------------------------- Overview Dana Gas is the Middle East’s leading private sector natural gas company producing some 65,000 barrels of oil equivalent per day of oil, gas and natural gas liquids from its operations in Egypt and the Kurdistan Region of Iraq. Dana Gas Egypt We are 100% operator of production, exploration and developments in the Nile Delta and 50% joint operator in Upper Egypt. Dana Gas, via its subsidiary Dana Gas Egypt, owns a 100% interest in three concessions onshore Nile Delta, the El Manzala, West El Manzala and West El Qantara concessions. And 50% in Komombo ------------------------------------------------- Dana Gas Egypt Manpower Resourcing, Attraction and Retention Philosophies Our success derives from the competence and dedication of our Employees. Dana Gas was able to continue its success in building capacity and capability at all levels, combining global and regional searches to identify and attract skilled people. It is part of our evolving culture to value expertise in a way that will generate the necessary proficiency that we require across the Group now and for the future. Talent Development Developing our people and helping them to reach their full potential are key elements to deliver our Group’s business strategy. This continues to be one of our main priorities. We recognize that the success of our strategy...
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