...Anim Poultr Aqua 1.8 B Renat three formu by bu Sou 3 HR mal Health P ry Products- E Products- R Business A ta is one of th decades alrea ulations like t usiness unit of urce: Official R Practices in Products Enrocin Rena Fish, Ren Activities he leading ph ady. With all tablets, capsu f' last year is g l n Renata Lim naquine 10%, harmaceutical the modern ules, syrups, given in Char mited , Biomin pond companies o facilities Ren ointments, cr rt 1. dlife of our country nata manufact reams and inj y which succe tures medicin jections. Sale essfully passe nes in differen es contributio ed nt on 1.9 F In ter Count 2010 Finan Sourc Tabl (Tak Parti No. Tota Tota Net Prof Net p Bonu Sourc 4 HR Financial P rms of turno try. Among t was $5,823,3 ncial performa ce: Official e 1: Corpor ka .000) iculars of Shares al Assets al Liabilities sales [Gross P fit Before Tax profit After T us/Right ce: Internet R Practices in Performan ver Renata r he pharmaceu 362. Renata h ance of last fe rate Operati Profit] x Tax n Renata Lim nce ranks 27th am uticals compa as a growth o ew years is sh ional Result 2010 1,807,480 2,063,325 1,851,205 2,684,956 1,129,603 851,428 mited mong the list any it ranks n of more than 2 hown in chart ts 2009 1,445,98 1,643,10 1,409,72 2,088,28 823,020 603,524 20% ted company no 11th. Turno 20% over last 2. 2008 4 1,156,787 7 1,506,07 7 1...
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...code Unit review date Understanding Organisations and the Role of Human Resources 31 4 3HRC Sept. 2011 Purpose and aim of unit This core unit provides an introduction to the role of human resources and learning and development (HR/L&D) within an organisation and the environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. This unit is suitable for persons who: are aspiring to, or embarking on, a career in HR/L&D are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills have responsibility for HR/L&D activities and decisions within an organisation without a specialist function are employees or independent consultants within the field of HR/L&D wish to understand the role of HR/L&D in the wider, organisational and environmental context. Learning outcomes On completion of this unit, learners will: 1 Understand the purpose of an organisation and its operating environment. 2 Understand the structure, culture and functions of an organisation. 3 Understand how HR activities support an organisation. 1 Equivalents in Ireland = 5; Scotland = 6 CIPD unit 3HRC - Version 2 - 17.03.10 1 Unit content Indicative content is provided for each of the learning outcomes of the unit. The content is ...
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...Management Practices: A Case Study of South Asian Countries Rafique Ahmed Khan Faculty of Management Science Bahria University Karachi, Pakistan Mohammad Khasro Miah School of Business North South University Dhaka, Bangladesh Amir Manzoor Faculty of Management Science Bahria University Karachi, Pakistan ABSTRACT Purpose: The central point of this study was to demonstrate the similarity and difference of Human Resource Management (HRM) practices amongst the countries in South Asia. Through this paper, an in-depth study was undertaken to evaluate the validity of existing HRM practices in South Asian (SA) countries. An effort was made to examine the influences from the economic emergence in South Asia, force of colonization, historical panorama, cultural similarities and dissimilarities, legal, economic and political factors causing the change.. Methodology/Sampling: The study is based on secondary data collected through extensive research on present and past literature available on the topic. Findings: HRM is in a reforming process towards the development of organizational transformation in South Asia. In addition, contextual and contingency factors are determining the outcome of restructuring HRM practices in South Asia, identified as FDI, foreign MNCs’ influence, and bilateral relations among the SAARC members. Practical Implications: Due to cultural impediments, organizations are finding it difficult to implement modern HRM practices in true letter...
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...Internship Report On Strategies of Human Resource: A Study On Grameenphone Ltd. Submitted To Mr. ShowvonickDatta Lecturer BRAC University Submitted By Salma Sultana Masters of Business Administration (MBA) Id# 10364060 Submission Date: 1 /12 /2013 1 INTERNSHIP RESEARCH REPORT ON ‘Strategies of Human resource: A Study of Grameenphone Limited.’ 2 September , 2013 Mr. ShowvonickDatta Lecturer Brac University Dhaka, Bangladesh Subject: Letter of Transmittal Dear Sir, Attached please find the internship report entitled ‘Strategies of Human Resource: A Study On Grameenphone Ltd’ I have done my internship in Grameenphone Limited during three months attachment period. I did the internship study as a part of my job. The report focuses on the HR (Human Resource Management) strategies of Grameenphone Limited. This report has been submitted in partial fulfillment of the requirements for the degree of Master of Business Administration (MBA), Major in Human Resource Management, Faculty of Business Administration. I hope the report meets your expectation. I will be glad to answer any queries regarding the study and report. Thanking You Sincerely, Salma Sultana ID: 10364060 MBA, Faculty of Business Administration Brac University 3 Letter of Endorsement The Internship Research Report entitled “Strategies of Human Resource: A Study On Grameenphone Ltd.” has been submitted in partial fulfillment of the requirements for the degree of Master of Business Administration (MBA), Major in Human...
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...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 person to ideas, and for encouraging and helping us to shape our interest and ideas. We would like to express our deep gratitude and respect to Mr. M. Ali Khan, HR manager Shoukat khanam memorial cancer hospital for his full support for making this whole project successful. HR PROJECT – PERFORMANCE EVALUATION & APPRAISALS Page 3 Table of contents 1. Executive Summary...
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...HR PRACTICES: Safe, Healthy and Happy Workplace Creating a safe, healthy and happy workplace will ensure that your employees feel homely and stay with your organization for a very long time. Capture their pulse through employee surveys. Open Book Management Style Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process you can gradually create a culture of participative management and ignite the creative endeavor of your work force.. It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives. Be as open as you can. It helps in building trust & motivates employees. Employee self service portal, Manager on-line etc. are the tools available today to the management to practice this style. Performance linked Bonuses Paying out bonuses or having any kind of variable compensation plan can be both an incentive and a disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team's success and the individual's performance. Never pay out bonus without measuring performance, unless it is a statutory obligation. 360 Degree Performance Management...
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...HR PRACTICES OF WIPRO STUDENT UNDERTAKING This is to certify that we have completed the Project titled “H R P r a c t i c e s o f W I P R O ” under the guidance of Prof Sana Danani in partial fulfillment of the requirement for the award of degree of Bachelor of Management Studies at Rizvi College of Arts, Seience & commerce. This is an original piece of work & we have not submitted it earlier elsewhere. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN ACKNOWLEDGEMENT We would like to thank my Project Guide Prof. Sana Danani for her immense guidance, valuable help and the opportunity provided to us to complete the project under his guidance. I would like to thank all faculty members of Rizvi College of Arts, Science & Commerce for guiding and supporting me in the completion of project from time to time. Last but not the least, my gratitude to great almighty and my parents without whose concerned and devoted support the project would not have been the way it is today. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN SUBJECT PROFESSOR (Prof. Sana Danani) CO-ORDINATOR (Furkan Shaikh) CERTIFICATE This is to certify that the project titled “ HR p r a c t i c e s o f W I P R O ” is an academic work done by the following student submitted in the partial fulfillment of the requirement for the award of the degree of bachelor of management...
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...Rashard Lewis July 7, 2013 MGT 510 Effective HR Practices In the early 1990’s, the liberalization of India’s economy and growth in international investment increased the demands of legal services for multinational corporations. With this demand, the legal service market in India became more competitive for corporate legal advice. High attrition rate and foreign law firm had become a major issue causing movement of partners and associates amongst legal firms. Singhania and Partners, an Indian national law firm realized the importance of hiring and retaining talent was the source of competitive advantage (Kapoor). The firm developed an effective Human Resource Management system by establishing career growth based on merit, having discussions, and giving recognition to keep employees loyal and motivated. Merit pay systems have an advantage in helping businesses attract and retain top talent. According to the founder of Singhania and Partner, Ravi Singhania stated that a new employee’s salary increased by 50% before the employee receive his first cheque because he provide value to the firm, and he seemed happy (Goyal,2008). High achievers usually prefer to work for organizations where they feel their accomplishments will be acknowledged and rewarded. For established employees, merit compensation helps keep employees who might otherwise leave for better-paying opportunities. This system encourages stronger employees to stay with the company. In Singhania...
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...come because acquiring and deploying human resources effectively is cumbersome and takes much longer (Wright et al., 1994). The effective management of human resources requires sound Human Resource Management systems. Storey (1995) defines HRM as a distinctive approach to employment management which seeks to obtain competitive advantagethrough the deployment of a highly committed and skilled workforce, using an array of techniques. HRM can help firms improve organizational behavior in such areas as staff commitment, competency and flexibility, which in turn leads to improved staff performance (Koch and McGrath, 1996).In order to develop a sound HRM system , the organization should have effective Human Resource Management practices.HRM practices refer to organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals (Schuler & Jackson, 1987; Schuler & MacMillan,...
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...THE TALENT THRUST FOR ACHIEVING EXPONENTIAL GROWTH September 2007 Introduction This paper outlines the people strategy that can be adopted by a people intensive company that is looking at achieving exponential growth in revenues and business. To illustrate this better, an example of a mid cap IT Company has been taken. The IT Company is focused on meeting the challenges omnipresent in the business environment detailed in the paper, while ensuring the goals of the organization are achieved. The company has set itself very ambitious goals. Achieving these goals would require leveraging of its talent pool. The Context Industry Scenario According to the annual NASSCOM Survey on performance of the IT Software and Services Industry in India, the Indian IT – ITES industry recorded an overall growth of 30.7% as against a projected growth of 27%. They clocked revenues of USD 39.6 billion in FY 06 – 07 up from USD 30.3 billion in FY 05 – 06. The survey also projects that this industry will grow by 24 – 27% whereby revenues will be in the range of USD 49 – 50 billion in FY 08. While India continues to be the preferred destination for Global IT sourcing, due to its talent pool, top quality management and security and quality focus, there are certain challenges that IT organizations need to address immediately. Some of the immediate challenges would include the rupee appreciation, sustainability of available talent, infrastructure development and sustenance of a positive regulatory...
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...Discuss what human resource practices you would recommend that Technology Consultants change. Technology Consultants need to take the time to improve their human resource practices. They need to focus more on personnel practices because they are the ones who reach out to customers’ needs and wants which in turn results in satisfied customers and a profitable organization. They need to also pay closer attention to the selection process. Hiring employees who are qualified and possess the skills necessary for the job is very crucial because it can lead the organization to success or possible failure. Employees need to be hired based on their skills, leadership qualities and commitment not only to the organization itself but also to the customers. The employees hired need to know how to serve their customers in order to produce customer satisfaction. In other words, employees must create value for their customers. Additionally, they need to re-evaluate employee compensation. Employees should receive compensation based on their experience, hard work and dedication to the organization and customer satisfaction. It is unfair to compensate employees who do the minimum required. There are employees who push themselves to the limit because they want personal success and growth within the organization as well as to contribute to the success of the company. Evaluate how well the company resources practices align with one another. The company resources practices do not align with one another...
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...Eye on Asia Can soaring population give India an edge over China? Posted by: Bruce Einhorn on September 19, 2006 India’s population is exploding and is likely to surpass China as the world’s biggest within a few decades. In a country where more than 25% of the people live in poverty, is that a good thing? One of the top executives at India’s premier pharma company seems to think so. Last week Brian Tempest, the former CEO and current “chief mentor” at Ranbaxy Laboratories, told an industry gathering that the growth of India’s below-25 population “is going to act as a secret weapon in the future,” according to this report in the Hindu. Tempest went on to take a jab at China, saying that slower Chinese population growth would put the Middle Kingdom at a disadvantage. Says Tempest, “the one-child policy in China will play a spoilsport.” The logic is simple. Fast population growth equals more young people, and more young people equals a more dynamic work force. According to the Indian Express, citing India’s Ministry of Labour and Employment, India already has an advantage over more advanced economies. The median age in India in 2000 was 24, compared to 30 in China, 38 in Europe and 41 in creaky old Japan. However, most of those Indians live in the countryside, and it’s no secret that India’s rural population is not sharing in the boom enjoyed by people in other parts of the country. In the past, Asiatech blog readers have written in to debate the merits of India’s development...
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...Supporting Good Practice in Managing Employment Relations 3MER 1.1 2 internal factors which impact on the employment relationship Pay - It is well known that pay helps to motivate and even retain staff in most cases, but nowadays it is not just the financial rewards that employees are seeking, its possibility of career enhancement and training opportunities. If employees know that they are being appreciated and groomed for greater things then this could have a positive impact on employee and employer relations. Organisational culture – A company’s organisational culture can have a huge impact on employment relations. Some companies may be very strict about work timings; so if an employee were to leave work 10 minutes before they are supposed to, some managers may discipline them for it. Other companies are more relaxed in this approach as they may let employees start work a little late, or early with no threat of a disciplinary. So employee relations could be affected in a positive or negative manner depending on the type of culture that a company adopts. 2 external factors which impact on the employment relationship Technological changes – The advent of new and improved software’s and technologies may impact employment relationship. Employees may feel that their company is not keeping up to date with new technologies and software’s that are constantly being released in order to make peoples jobs easier. Therefore the employee may feel that...
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...The Role of Government The role of the South African government is to serve the needs of society: to keep order, to protect, and improve the country. The South African government has three levels: federal, provincial, and local, which is defined by the constitution as “distinctive, interrelated, and interdependent” (South Africa, n.d.) In Appendix B, a chart can be found that depicts the structure and functions of each level in more detail. In addition to the three levels of government, there is also an independent judiciary system that is in charge of regulating the compliance of laws and has the power bestowed to determine the merits of any case brought forth. Also, given South Africa’s extensive political history, there is an advisory body in which stems from South Africa’s traditional leaders. This is sometimes viewed with disdain and mistrust as some question the true importance and objectivity of these leaders, especially in terms of their influence in certain situations. (South Africa, n.d.) Given South Africa’s controversial history when it comes to civil liberties and political freedom among others, they have recently been attempting to change that image and become a more respective entity. They attempt to achieve this through many different initiatives, and by passing laws. One such initiative is in regards to child labour. “The largest factor in reducing child labor remained the government’s 250 rand ($35USD) per month Child Support Grant to primary care givers...
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...Welcome to UGSFL The Company was incorporated on 30th June, 1959 as a private limited company with objectives set out in the Memorandum of Association which, inter alia, provided for establishment and operation of a glass sheet Factory, with a view to associate a larger section of the public with a growing industry. The company was converted into a public limited company on 27th October, 1962. Since its establishment the Company is carrying on business satisfactorily. After Independence of Bangladesh the Government of Bangladesh placed the Company under the control and management of Bangladesh Chemical Industries Corporation under the relevant provision of Bangladesh Industrial Enterprises (Nationalization) order, 1972 (P.O.No.27 of 1972). In pursuance of the policy of the Government of The People Republic of Bangladesh 49% of the shares of the Company was offered for public subscription during 1987 after re-valuation of the assets as well as finalization of the net worth of the company. The Financial restructure was made by the Government of the people Republic of Bangladesh under P.O.No.27 of 1972 as amended by the Bangladesh Enterprise (Nationalization) (Amendment) ordinance, 1987 (ordinance No.VII of 1987). The Company owns and operates its Factory at Kalurghat Industrial Area, Chittagong on a plot of land measuring 9.8 acres having capacity of producing 201.00 Lac square feet (sft) of glass sheet, varying in thickness from 2mm to 6mm. The company enjoys all the infrastructural...
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