...Serial Date Period (1) 8:30 A.M.-10:30 A.M. Code Course Name Place Code Period (2) 11:00 P.M.-13:00 P.M. Course Name Place Code Period (3) 13:30 P.M.-15:30 P.M. Course Name Place LNG 171 English I Section ARC-1 (Nadine) Section ARC-2 (Nadine) Section ARC-3 (Nadine) Section BUS-1 (Dima) Section BUS-2 (Dima) Section BUS-3(Dima) Section BUS-4(Rola) Section BUS-5(Rola) Section COMM 1-(Rama) Section COMM 2-(Rama) Section ENG 2-(Rola) Section ENG 3-(Rola) Section ENV 1-(Carlee) B2-03 B2-03 B2-03 D3-11 D3-11 D3-07 D3-07 D2-07 B2-10 B2-10 D2-07 D2-07 B2-03 MTH 002 Pre-Calculus Section 1(Campbell) Section 2(Campbell) B1-07 B1-08 D3-03 GED 196 Communication Skills in Arabic 1 Section A-1(Dalal Halalat) Section A-2(Sherif Sharkawi) Section A-3(Dalal Halalat) Section A-4(Dalal Halalat) Section E-1(Sherif Sharkawi) Section E-2(Sherif Sharkawi) B2-10/B2-01 D3-07/D2-04 B2-03/B2-01 B2-07/B2-01 D3-11/ D2-04 D3-07/D3-11 D2-07/ D2-04 D2-07/ D2-04 BUS 111 Marketing of Services GED 132 MGT 405 MTH 001 GED 252 Science and Technology in Society Business Ethics and Social Responsibility College Algebra Critical Thinking Section E-1(Mustafa Tajdin) B2-03 B1-11 B2-10 GED 195 SWS 320 D3-07 D3-07 D3-07 D2-07 D2-07 D2-07 Section E-3(Sherif Sharkawi) Section E-4(Sherif Sharkawi) Descriptive Geometry(SA) Operational Research B1-08 B1-08 7th December 2013 LNG 173 Professional Communication Skills Section ARC & ENG 1-(Henrick) Section BUS 1-(Henrick)...
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...BUSI 1475 Class: Intake 7; Student ID: 00013526 Student Name: Le Thi Minh Hien Lecturer: Bryan Tran Course: Contemporary Issues in Management Introduction In the orgnization’s today, managing employee is very important . If a organization want to developp, they need a good manager. Based on Shivarudrappa (2010), Human resource management are playing the role that the manager employ, educate, pick out and develop contributory for an organization. He also told us that HRM is making and implementation plan for all staff and operations of the company. So the role of HRM is very important for the development of each organization.To complete the task, HRM is the lead right from the first step.HRM must understand the needs of the employees, the company's strategy, knowledge of marketing, creative, and refreshing work themselves, said creating effective working environment (Zuzeviciute and Tereseviciene, 2007 ). This article was aimed to clarify the skills, abilities and knowledge of the HR manager in a modern company Skills, Competencies and Knowledge Human resource management’s role is one of the important components of the organization. There are some skills can help the manager grow into more effective. Two of the most important skills an employer's selection and recruitment.Recruiting good staff is the first basic skills of a recruiter.It is in the process of selecting a group of highly qualified candidates for recruitment office’s worker(Gold, 2007). He also decided...
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...Courtney J. Cornelius, copy editor Design: Terry Biddle, graphic designer © 2008 Society for Human Resource Management. Fiona L. Robson Note to HR faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0753 © 2008 Society for Human Resource Management. Fiona L. Robson 1 International HRM Case Study Purpose of the Case Study This case study is geared toward an undergraduate audience with a basic understanding of the issues involved in domestic recruitment and selection. The case is based on a fi ctional organization in the United Kingdom’s hotel industry; however, the content covered is relevant internationally and among different industries. The material is presented in this manner to allow you to apply theory to a practical situation. You will have an opportunity to think about the key decisions involved in international assignments. You will be able to transfer your knowledge...
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...Begum Course Instructor: Human Resource Management Prepared by: Md. NorulBasor ID No. : M1516031 Batch : MBA-16 (A) Session : 2014-15 Faculty of Business Studies Bangladesh University of Professionals, Dhaka September 15, 2015 September 15, 2015 Dr. Sumayya Begum Associate professor (FBS) Course Instructor: Human Resource Management Bangladesh University of Professionals Dear Mam: SUBMISSION OF TERM PAPER I have the pleasure to submit the term paper on “Human Resource Management Practice in City Bank”for your kind perusal and evaluation. It is a matter of immense pleasure for me to have the opportunity to analyze the “Human Resource Management Practice in City Bank” one of the dynamic process of HRM in everysector of education. I am grateful to you for allowing me to carry out such term paper. I am also grateful to you for necessary co-operation and assistance from you during my term paper. I believe that the knowledge and experiences acquired while conducting this study will help me in many ways and the readers as well in future. I tried my best to accommodate my ideas and findings as specifically as you asked about within the time frame and resources available. I hope that the idea presented in the assignment will provide a clear picture about Human Resource Management Practice in City Bank. I would like to mention that there might be some errors in the assignment that is totally unintentional and due to professional hazard...
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...AND PSYCHOLOGICAL CONTRACTS A Thesis presented to The Faculty of the Graduate School At the University of Missouri-Columbia In Partial Fulfillment of the Requirements for the Degree Master of Science by PRIYANKO GUCHAIT Dr. Seonghee Cho, Thesis Advisor AUGUST 2007 The undersigned, appointed by the dean of the Graduate School, have examined the thesis entitled HUMAN RESOURCE MANAGEMENT PRACTICES, ORGANIZATIONAL COMMITMENT AND INTENTION TO LEAVE: THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PSYCHOLOGICAL CONTRACTS presented by Priyanko Guchait a candidate for the degree of master of science, and hereby certify that, in their opinion, it is worthy of acceptance. Dr. Seonghee Cho, Food Science (HRM) Dr. Dae-Young Kim, Food Science (HRM) Dr. Robert Torres, Agricultural Education ACKNOWLEDGEMENTS The thesis could not have been completed without the support of many people who are gratefully acknowledged herein. First of all, I would like to express my sincere gratitude and appreciation to my Committee Chair and Advisor, Dr. Seonghee Cho, for her guidance and support throughout the completion of this thesis and my study at University of MissouriColumbia. Without her mentorship I would not have been able to undertake this thesis and my education at University of Missouri-Columbia. I would also like to thank Dr. Robert Torres who served as my committee member, and without whom I would not have been able to do statistical analysis on my own. I would...
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...N.K.Minda Group of Industries HRM Policy Manual Copy No. : Revision No. : 04 Effective Date : 01.04.2006 Next Review Date : 01.04.2007 FOREWARD This manual intends to keep employees abreast with the HRM policies and practices. Though the attempt has been made to cover and elaborate all possible factors, however, it is not conclusion. This Manual supersedes all earlier amendments or changes communicated from time to time. Any amendment or new thing that may arise from time to time shall be processed and communicated to all concerned for additions / deletions. Broadly, all are expected to follow this strictly and exceptional circumstances demanding any deviation may be taken up with appropriate authority, supported by due justification. ********** INDEX |S.No. |Policy Name |Policy No. |Page No. | |1 |Amendment Record |-- |5 | |2 |Distribution List |-- |6 | |3 |Mission |-- |7 | |4 |Vision |-- |8 | |5 ...
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...Employee Relations What are the implications of the decline in union forms of representation for effective employee voice within workplace? Introduction: Union has been a very important part in employee relations. This was actually the voice of employees towards the management/ employers at workplace. Basically union is “an association, combination, or organization of employees who band together to secure favourable wages, improved working conditions, and better work hours and to resolve grievances against employers” (Bagchi, 2003). Unions always try to protect workers right and maintain a balanced relationship between workers and management. Unions’ existence can be traced from the 18th century, when the rapid growth of industrialisation took place. This industrial growth drew attention of women, children, rural workers and immigrants to the work force in different roles and actions. This unskilled and semi-skilled work force continuously organized them to fit in to the system from the beginning; and later become an important arena for the development of trade unions. In recent age the relationship between employee and employer has changed so does the process of representation process. The relationship between employee and employer should have some sort of equality in it. But as a matter of fact this has rarely be a case when an applicant or employee gets the choice to select the desired workplace or work itself from the employers. It’s rather more driven by employers’...
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...1 Lesson: 2 HRM functions Contents: Elements of HRM functions Importance of HRM functions Personnel functions HRM vs. Personnel Functions HRD Instruments HRD Processes HRD Outcomes Appendix: 2 Articles on HRD Learning Objective this Unit By the end of this Unit, you should be able to: Give concise definition for HRM functions. Clearly articulate the difference between HRM and Personnel philosophy and functions. Describe the various instruments/functions of HRM. Know the processes resulting from the instruments and the final outcomes. 1. 2. 3. MS 22B - Eddie Corbin, Lecturer 2 2 Dear students, hope the first lesson gave you a fair idea of what the field of HRM holds for us. Today let us know a little bit more about the same. You all keep hearing about personnel management. You must be wondering what’s the difference between personnel management and HRM and what is HRD?? So in this lesson we are going to tackle the same question. Let us begin by having a systemic view of HRM .Let us understand this with the help of a slide: Stakeholder Interest •Shareholders •Management •Employees •Government •Community •Unions HRM Policy •Employee influence •HR flow •Reward systems •Work systems Situational Factors •Workforce Characteristics •Business strategy •Management philosophy •Labour market •Unions •Task environment •Laws/social values HR Outcomes •Commitment •Competence •Congruence •Costeffectiveness Long-Term Consequences •Individual well-being...
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...contributors Preface Authors’ acknowledgements Tour of the book HRM as I see it: video and text feature Publisher’s acknowledgements Key topics grid xviii xx xxi xxii xxv xxxiii xxxiv xxxvi xxxviii xl 1 2 2 2 3 3 3 4 5 6 8 9 9 13 16 17 18 18 20 22 22 24 25 27 30 I the arena of contemporary human resource management 1 the nature of contemporary HRM John Bratton Outline Objectives Introduction The development of HRM Keynesianism: collectivism and personnel management HRM in practice 1.1: A new role for HR professionals Neo-liberalism: individualism and HRM Management and HRM The meaning of ‘human resource’ The meaning of ‘management’ The nature of the employment relationship Scope and functions of HRM Theoretical perspectives on HRM HRM in practice 1.2: Twenty-first-century senior HR leaders have a changing role The Fombrun, Tichy and Devanna model of HRM The Harvard model of HRM The Guest model of HRM The Warwick model of HRM The Storey model of HRM HRM and globalization: The HRM model in advancing economies? Ulrich’s strategic partner model of HRM Studying HRM Critique and paradox in HRM viii contents ix Case study: Canterbury Hospital Summary, Vocab checklist for ESL students, Review questions and Further reading to improve your mark 33 34 37 37 37 38 38 39 41 44 44 45 46 48 50 52 54 55 56 56 58 60 62 65 66 69 69 69 70 70 71 72 72 73 73 74 77 78 80 81 88 92 2 corporate strategy and strategic HRM John Bratton Outline Objectives Introduction Strategic management...
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...February 04, 2015 IUBAT–International University of Business Agriculture and Technology Spring Semester January 05-April 08, 2015 Day Section Class Schedule 8:30-9:30 CSC 103 (Sec-A) SM #402 CSC 103 (Sec-B) MSS #407 CSC 103 (Sec-C) KD #408 CSC 103 (Sec-D) GM #421 CSC 103 (Sec-E) DAS #501 CSC 103 (Sec-F) PB #502 CSC 103 (Sec-G) DMAH #503 09:3510:35am CSC 103 (Sec-B) MSS #407 CSC 103 (Sec-C) KD #408 CSC 103 (Sec-D) GM #421 CSC 103 (Sec-E) DAS #501 CSC 103 (Sec-F) PB #502 CSC 103 (Sec-G) DMAH #503 CSC 103 (Sec-H) HR #606 ENG 101 (Sec-A) SR #607 ENG 101 (Sec-I) NZM #504 ENG 101 (Sec-J) ENG 101 (Sec-I) NZM #504 ENG 101 (Sec-J) ART 102 (Sec-N) KK #506 ART 102 (Sec-S) MAH #507 ART 102 (Sec-O) SAC #508 ART 102 (Sec-U) NKD #402 CSC 103 (Sec-H) HR #606 ENG 101 (Sec-B) SR #607 ENG 101 (Sec-D) ATMSA #405 ENG 101 (Sec-H) NF #603 ENG 101 (Sec-G) SR #607 ENG 101 (Sec-C) LAM#604 ENG 101 (Sec-D) ENG 101 (Sec-F) JU 10:40-1 ll:45l:40am 12:45pm CSC 103 CSC 103 (Sec-A) SM (Sec-I) #323 MSS#402 CSC 103 (Sec-J) MMR #520 CSC 103 (Sec-K) PB #521 CSC 103 (Sec-U) PPP #601 CSC 103 (Sec-T) DAS #602 2:00-3: 00pm CSC 103 (Sec-I) MSS #402 CSC 103 (Sec-J) MMR #520 CSC 103 (Sec-K) PB #521 CSC 103 (Sec-U) PPP #601 CSC 103 (Sec-T) DAS #602 ART 102 (Sec-H) MMI #403 ENG 101 (Sec-H) NF #603 ENG 101 (Sec-C) LAM #604 3:05-4: 05 pm ART 102 (Sec-A) NKD #403 ART 102 (Sec-B) KK #401 ART 102 (Sec-C) MMI #507 ART 102 (Sec-T) SAC #508 ENG 101 (Sec-N) SI #621 4:105:10pm CSC 103 (Sec-L) MAH #502 CSC 103 (Sec-M) MAB#503 CSC 103...
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...Global Human Resource Management Learning Objectives After studying this chapter, you should be able to: Describe the drivers behind globalization in the early 21st century. Discuss the role that culture plays in determining the effective use of human resource management practices in a global organization. Identify critical HRM issues faced by multinational and global organizations when they conduct business in the international marketplace. Internet/Web Resources General Sites www.expatexchange.com www.ilo.org www.odei.gov/cia/publications/factbook/ index.html www.mexicomaquila.com www.gmacglobalrelocation.com www.shrm.org globalgateway.monster.com Company Sites www.globaldynamics.com www.nortel.com www.bp.com www.dell.com www.ballygaming.com www.nestle.com www.unilever.com www.fiat.com www.volvo.com Career Challenge Chapter 4 Global Human Resource Management 97 Boswell Technologies is a computer software development firm located in Akron, Ohio. Michael Carl, vice president for human resources at Boswell Technologies, has just returned from San Benedetto, Italy. It seems that Boswell is soon going to become Boswell International. The company has just acquired a successful software firm located in San Benedetto. The purpose of the acquisition was to quickly allow Boswell to become a premier supplier of new and innovative computer software in Europe. On his first day back in Ohio, Michael has been called into the office of Boswell’s president, David Randolf, to give...
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...IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE IN NIGERIA: AN EMPIRICAL STUDY OF ECOBANK NIGERIA PLC IN THE LAST FIVE YEARS IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE IN NIGERIA: AN EMPIRICAL STUDY OF ECOBANK NIGERIA PLC IN THE LAST FIVE YEARS FADIORA RICHARD GBOLAHAN MBA HUMAN RESOURCES MANAGEMENT DISSERTATION DEPARTMENT OF MANAGEMENT SCIENCES NATIONAL OPEN UNIVERSITY OF NIGERIA LAGOS NIGERIA E-mail: ricardopsych@yahoo.com Tel: +2348065538913 Abstract This research study examines the impact of human resource management practices on organizational performance in Nigeria focusing on Ecobank Nigeria Plc in the last five years. A total of 50 samples were drawn from the bank population at its corporate head office in Lagos. Out of the 50 self-reported questionnaires administered in this research, 35 were returned upon which the data analyses were based. The primary data collected through questionnaire responses in this research were analyzed using Chi-square statistical techniques. Secondary data were consulted by reviewing Ecobank’s Annual Reports and Financial Statements. Selected HR Metrics such as Revenue Factor, Human Capital Value Added (HCVA), and Human Capital Return on Investment (HCROI) were used to analyze the secondary data respectively. The findings of this research have shown that Ecobank Nigeria Plc has a well-articulated human resource management policies and practices...
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...Contents INTRODUCTION .......................................................................................................................... 2 Control environment and control activities..................................................................................... 3 Framework for Strategic Human Resources Management ............................................................. 3 Regulatory and Compliance ............................................................................................................ 4 Talent Centric Strategy of Human Resource .............................................................................. 5 Retaining and Motivating Talented Staffs with Various Experiences ............................................ 6 Employee Training Strategy ........................................................................................................... 6 Management Values........................................................................................................................ 7 Cultural Balance.............................................................................................................................. 7 Managing Diversity ........................................................................................................................ 8 Environment .................................................................................................................................... 8 Organization...
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...United International University Course: Employee Appraisal and Compensation Course Code: HRM-634 Submitted to: Dr. Durgadas Bhattacharjee Submitted by: Tahreen Naheen ID: 112 141 001 Section: A Date of Submission:24.08.2015 Term Paper On Compensation System in an Industrial Enterprise in Bangladesh A Case Study of ‘Ha-Meem Group’ (Clothing Manufacturer) Introduction Compensation is the most important fuctions of human resource management. The present study aimed at exploring differences between the public and private sector industrial enterprises of Bangladesh with respect to overall status of compensation practices. Employee compensation is defined as the all forms of pay or rewards going to employees and arising from their employment. It is important both for employees and employers. Sound compensation can attract, motivate and retain competent employees of an organization. Compensation once determined should not remain same for years. It should be reviewed and changed after certain period through proper pay survey. Ha-Meem Group, a Bangladeshi clothing manufacturer, is leading supplier of readymade garments and denim fabric in the world. They are one of the top clothing companies in Bangladesh. The company produces some of the most fashionable denim fabrics and garment products and owns one of the most comprehensive...
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...United Nations Development Programme Bangladesh Building a 21st Century Public Administration in Bangladesh End of Assignment Report by the Formulation Mission on Civil Service Reform Program September 16 – October 9, 2007 Submitted by: Pan Suk Kim Judy Johnston Mobasser Monem Patrick Stoop Theodore Thomas BGD/04/002-Developing Civil Service Capacity for 21st Century Administration Contents Contents __________________________________________________________________ 2 Acronym and Abbreviations___________________________________________________ 5 1. Executive Summary: Aiming at Public Confidence and Sustained Transformation in the Civil Service ________________________________________________________ 6 1.1. 1.2. 1.3. 1.4. 1.5. 1.5.1. 1.5.2. 1.5.3. Objectives and Approaches of the Mission_________________________________ 6 Assessment___________________________________________________________ 6 Issues and Goal of a Civil Service Reform Program _________________________ 7 Overview of program components and strategies ___________________________ 9 Recommendations____________________________________________________ 10 Recommendations for immediate action ________________________________________ 10 Recommendations targeted to be implemented before the end of the first year of the civil service reform program _____________________________________________________ 11 Recommendations for a phased civil service reform process. ________________________ 12 2. ...
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