...Organisations frequently use ‘classroom’ and face to face as delivery mechanisms for HRD. In 2013 and beyond this approach is questionable, as both participant and organisational needs have changed. Within this essay I must address diversity needs and how HRD is also focused on the future as much, if not more, than the present. In today’s market, technology has increased the approach, connection, awareness and accessibility for both employers and employees. Consequently, the world is a smaller place that is adapting significant changes towards culture and diversity. Employees now represent a greater distribution of diverse demographic backgrounds and in turn have a number of different needs and wants. Progressively more workplaces are embracing diversity with employees ranging from race, gender cultural background, approach to work, mental health and physical ability. The pace of this change has rapidly opened the possibilities of shared information and knowledge for individuals and businesses alike significantly impacting the roles and responsibility of Human Resource Development (HRD). Traditionally the implementation of HRD is to propose and put into practice training mechanisms within an organisation. With the recent trend of diversification, HRD professionals should now expect to not only meet, but also, understand and adapt their training mechanisms for changing needs of the workforce and its respective employees. Globalisation and its expanding nature The...
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...“Case 14: Apple Computer, Inc.: Maintaining the Music Business while introducing iPhone and Apple TV” Assignment 2; “Case 14: Apple Computer, Inc.: Maintaining the Music Business while introducing iPhone and Apple TV” Anthony Green Professor Milan Havel BUS499 July 24, 2011 “Case 14: Apple Computer, Inc.: Maintaining the Music Business while introducing iPhone and Apple TV” * Describe the key strategic challenges facing Apple Computer. * Describe the dimensions along which company success can be measured. * Describe the critical external and internal environmental factors that have strategic implications for Apple's future. * Describe how Apple's strategy stands up against industry rivalry. * Describe the recommendations you would make to enhance the effectiveness of the company's strategy or to change its strategic approach for better results. “Case 14: Apple Computer, Inc.: Maintaining the Music Business while introducing iPhone and Apple TV” Describe the key strategic challenges facing Apple Computer Apple's is currently a very innovative company. It has gone through many ups and downs over the past 30 + years. From a successful company that brought in millions thanks to 2 guys a garage and a dream, to Steven Jobs, one of the founders, walking away from the company and in the process causing competitors to acquire ideas due to legal mistakes. Apple computer has faced many challenges throughout its 24 year history. Steven Jobs left...
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...document.] | Contents 1. Definition of outsourcing 3 2. Functions outsourced by HR 3 3. Advantages of outsourcing HR Functions 4 3.1 Managing and minimising risk 5 3.2 Cost Savings 5 3.3 Efficiency and economies of scale 5 3.4 Professional Expertise 5 3.5 Improved Employee Morale 6 4. Disadvantage 6 4.1 Poor Performance and decline in quality 6 4.2 Distance and lowering moral 6 4.3 Recruitment Problems 6 4.4 Leak of important internal information 6 4.5 Perceived loss of power and control 7 4.6 Increased Direct Costs 7 5. e-HRM 7 5.1 Objective of e-HRM 7 5.2 Advantages of e-HRM 8 5.3 Disadvantages of e-HRM 8 6. Conclusion and Advice to the Client 8 1. Definition of outsourcing The Human Resource department is considered to be one of the highly accredited departments of the organization; these are the people who provide the working resource to the company and keeping the company afloat even in the worst economic downtime. The best way in which the HR can be managed is decided by the HRD. The ways in which the human resource management is done has changed considerably in the recent years. The HR activities and functions can now be delivered, not only by the specialised Human Resource professionals, but also through outsourcing (Ulrich 1996; Tremblay, Party and Lanoi 2008). The HR outsourcing can be defined as the purchasing of the HR functions and services from a third party supplier. HR outsourcing can also be defined as the process...
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...ASSIGNMENT Q.1 a) What is the impact of globalization and liberalization on industries in our country? Answer 1(a) During the mid 1980s, the Congress Government headed by Rajiv Gandhi made a move to change the policies regarding business, licenses, and permits, as also its attitude towards multinational companies (MNCs) operating in India. However, it was only during the succeeding government of Narasimha Rao government that a strategy was actually formulated in this direction and marketed both in India and abroad. The strategy aimed to bring the Indian economy into the mainstream of the global economy, and at the same time allow a whiff of competition and growth to Indian business. This it was hoped would bring a new dimension to the concepts of quality, productivity, and growth. In evitably, the winds of liberalization that swept through the nation opened a variable Pandora box, with far-reaching implications for hu7man resources management. It bought in a new era of technology, quality consciousness and competition which compelled Indian business to wake up from its somnambulism and reassess its assumptions for dealing with the complete-or-perish’ situation. India has proven world that despite its chaotic political scenario, imbalance wealth distribution, redundant bureaucracy, past baggage of Nehruvian socialism, and its sundry other problem, it can implement sustainable economic restructuring in the world’s most populous democracy. India has the...
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...Gujarat Technological University MBA Semester - IV Syllabus for MBA Programme effective from the Academic Year 2009-10 onwards The course curriculum and syllabus for MBA of Gujarat Technological University are devised considering the norms of AICTE/UGC. While preparing the syllabus, the syllabi of different national level universities/institutions have been taken into account. This syllabus has endeavoured to strike a balance between theory and practice and classic and contemporary concepts. The MBA programme of Gujarat Technological University (GTU) will be conducted on a semester basis with four semesters spread over two academic years. The duration of each semester will be around 15 weeks. In each semester there will be seven courses/subjects. In the first year all the 14 courses are compulsory. In the second year there will be three types of courses, namely, compulsory, electives and sectorial specialisation. The MBA programme will have four electives, namely, Marketing, Finance, Human Resource and Information Systems. A student can choose any one of the four electives. There will be five sectorial specialization areas, namely, Retail, Pharmaceutical and Healthcare, Rural and Cooperatives, Public Systems and Policy, and Banking and Insurance. A candidate has to opt for one of the sectorial areas. In each semester of the second year there will be three compulsory courses, three electives and one sectorial course, thus making a total of six compulsory courses, six elective...
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...1. Origin of the report Our honorable course instructor Afreen Choudhury has assigned us to prepare a term paper on job analysis (job description and job specification), forecast the required number of applicants, select the appropriate sources of candidates, choose the relevant test method, organize the questionnaire for interview, set strategic pay plan and benefits and Services (Safety and Health) for a particular job post with the help of supervisor and HR manager of any company. We have chosen Square Pharmaceutical Ltd and the job post on which we have prepared our report is Medical Promotion Officer. We visited Square Pharmaceuticals Limited. There we appointed with Mr. Younus Ali (Sr. Manager, HRD) and Mr. Tamim Ahsan( Territory officer in Dhaka region). They were very cordial and helpful to us share their experience and provide the required information as they can provide within the policy. We asked them different relevant questions and information to provide. 1.1. Profile of Square Pharmaceuticals Ltd. Corporate Headquarters | : SQUARE CENTRE 48, Mohakhali Commercial Area Dhaka 1212, Bangladesh | Factory | : Shalgaria, PabnaTown, Pabna | Established | :1958 | Constitution | : Public Ltd Company | Founder Chairman | : Mr. Samson H Chowdhury | Chairman | : Mr. Samuel S Chowdhury | Managing Director | : Mr. Tapan Chowdhury | Details of Business | : 1. Pharmaceuticals Products 2. Bulk Chemicals 3. AgroVet Products | Manufacturing Units | :1. Pharmaceuticals...
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... The Comprehensive Project Report is based on the research methodology and students have to prepare the research report by using appropriate scientific statistical research tools for preparation of the CP in consultation with the faculty guide. (Please also refer the Guidelines for CP in MBA Semester III, as the same Project Title continues in Semester IV). A student has to opt for any ONE of the Sectorial Areas and study it thoroughly. The students may undertake the CP based on the selection of an Industry Defined Problem (IDP), if possible for conducting his/her Project. The work of the CP report is divided in Semester -III and Semester -IV and students have to undertake the work as per the guidelines of GTU under the guidance of the Internal Guide and submit the Progress Report in Semester -III for evaluation. The final report is to be submitted by the students at the end of Semester IV. Ideally, Weekends...
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...Chapter 1: Introduction Background Human Resource Development (HRD) as a function has not received much attention in most of the organization in Nepal. However, because of the intense competition in different sectors of business such as finance, aviation, manufacturing, the organizations in these sectors have come to realize that one of the way to have competitive advantage is to have a pool of dynamic employees. The growing demand for HR professionals in the country can serve as evidence to it. In such situation it is necessary for the students of MBA to acquire knowledge regarding existing HRD practices prevalent in the country. This would help the students, or the future manager, to identify where the weakness lies within the organization and how these weaknesses can be turned into strength. By assessing the status of HRD in any given organization the students also have an opportunity to implement the theoretical principles of HRD acquired in the class into real life situation. This report is an outcome of endeavor carried out by the students of HRD to understand the status HRD at Buddha Air Pvt. Ltd. Objective of the study The major objective of carrying out this study is to get an opportunity to test our knowledge regarding various HRD issues at Buddha Air Pvt. Ltd. The study also served the purpose of putting the theoretical knowledge gained through lectures and seminars into real-life situation. Since the study is designed as a case analysis, the study aimed at providing...
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...planning Strategic Planning Process * Step 1: Identifying the organization’s current mission, goals, and strategies * Step 2: Conducting an external analysis * Step 3: Conducting an internal analysis * Step 4: Formulating strategies * Step 5: Implementing strategies * Step 6: Evaluating strategies Human Resource Planning * HR Planning: is the process for analyzing and identifying the needs for and availability of HR required for the organization to meet its objectives. * HRP Responsibilities: Top HR executive and subordinates gather information from other managers to use in the development of HR projections for top management to use in strategic planning and setting organizational goals. HR Planning Process * Scanning external environment for changes affecting labor supply * Internal analysis of people and jobs * Forecasting HR demand & supply * Reconciling Demand & supply * Scanning external environment: * Workforce composition (Gender, racial, educational changes.....) * Work pattern (Use of contingent workers, alternative work schedule, sharing jobs..) * Government influences (Govt. trade policies and restrictions affect HRP) * Economic conditions (Business cycle of recession and boom, inflation, unemployment,........) * Scanning external environment: * Geographic and competitive concerns (Other employers in the area, employee resistance to geographical...
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...Module III: Financial Analysis Cost of Project, Means of Finance, Estimates of Sales and Production, Cost of Production, Working Capital Requirements and its Financing, Profitability Projections, Break Even Point, Projected Balance Sheets, Muti Year Projections, Basic Principles for Measuring Project Cash Flows, Components of the Cash Flow Stream, Biases in Cash Flow Estimation Module IV: Project Risk Types and Measures of Project Risk, Sensitivity Analysis, Scenario Analysis, Optimal Timing, Social Cost Benefit Anaysis, Net Benefit in terms of Economic Prices, Measurement of the Impact on Distribution, Savings Impact and its value, Income Distribution Impact, Little-Mirrlees Approach, Shadow Prices Examination Scheme Components CPA TP Q/S A ME EE Weightage (%) 5 5 5 5 10 70 References • Chandra P.(2002), Projects: Planning, Analysis, Financing, Implementation & Review, Tata McGraw-Hill Publishing. • Meredith J.R. & Mantel S.J., Jr.( 2000), Project Management: A Managerial Approach, Ed. John Wiley & Sons. • Machiraju H.R.(2001), Introduction to Project Finance: An Analytical Perspective, Vikas Publishing House Pvt. Ltd. • Patel B.M.(2000),Project Management: Strategic Financial Planning Examination & Control, Vikas Publishing House Pvt. Ltd. • Finnerty J. D.(1996), Project Financing: Asset-Based Financial Engineering, Wiley • Newbold C.R.,(1998), Project Management in the Fast Lane: Applying Theory & Constraints, St. Lucie Press • Anthony R.N. & Govindrajan...
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... * Meaning and concepts of Human Resource Development, Human Resource Development (HRD) is considered as a vital part of Human Resource Management and it is defined as "an organized learning experience within a given period of time with the objective of producing the possibility of performance change." HRD aims at overall development of human resources. HRD is more concerned with the training and development of employees. Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development. A) Describe the major functions in Human Resource Development (HRD) Frame work of an organization. – 2011 * OR - Features of Human Resource Development, The nature / scope / function / characteristics or features of HRD are as follows :- 1. Training and Development: HRD involves training and developing the employees and managers. It improves their qualities, qualifications and skills. It makes them more efficient in their present jobs. It also prepares them for future higher jobs. 2. Organizational Development (OD): HRD also involves Organizational Development. OD tries to maintain good relations throughout the organization. It also solves problems of absenteeism, internal conflicts, low productivity and resistance to change. 3. Career Development: HRD also involves career planning and development of employees. It helps the employees...
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...[pic] Executive Summary Human organization activity is simply the act of getting people together to accomplish desired goals. Any organization, whether new or old, small or big needs to run smoothly and achieve the goals and objectives which it has set forth. For it develops and implements its own Human Resource Management concepts. As such, the basic functions of HRM, broken down into seven different areas, allow for it to handle the strategic, tactical and operational decisions for the organization. The seven functions of HRM are: Planning, Recruiting, Selection, Socialization, Training and Development, Performance Appraisal, Compensation, Labor relation, and Motivation function Beximco Pharma (BPL) is a leading edge pharmaceutical company based in Bangladesh and is acclaimed for its outstanding product quality, world-class manufacturing facilities, product development capabilities and outstanding professional services. Its strategic strengths include strong recognition of brands, highly skilled work force and diversified business mix. Being a Learning Organization the core essence of Beximco Pharma is its entrepreneurial spirit in every sphere of its management. In this spirit, the tasks of each managerial function are carried out through HRM. In this report, we have tried our best to exemplify how the basic functions of HRM are exercised in Beximco Pharma. We have analyzed BPL’s several functions: planning, recruiting and selection, training and development, performance...
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...HUMAN RESOURCE DEVELOPMENT PRACTICES: ENHANCING EMPLOYEES’ SATISFACTION ETHIOPIAN A CASE STUDY OF ETHIOPIAN ELECTRIC POWER CORPORATION A PROJECT SUBMITTED TO THE SCHOOL OF BUSINESS AND PUBIC ADMINSTRATION OF ADDIS ABABA UNIVERSITY IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF ART IN BUSINESS ADMINISTRATION By DESALEGN AMLAKU ADVISOR ATO TESHOME BEKELE ADDIS ABABA UNIVERSITY SCHOOL OF BUSINESS AND PUBLIC ADMINISTRATION MBAMBA-PROGRAM June 2010 ADDIS ABABA UNIVERSITY SCHOOL OF BUSINESS AND PUBLIC ADMINISTRATION MBAMBA-PROGRAM TO A PROJECT SUBMITTED TO THE SCHOOL OF BUSINESS AND PUBIC ADMINSTRATION OF ADDIS ABABA UNIVERSITY IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF ADMINISTRATION ART IN BUSINESS ADMINISTRATION By DESALEGN AMLAKU GUGISSA GSR /1996/01 ADVISOR ATO TESHOME BEKELE June 2010 ADDIS ABABA UNIVERSITY SCHOOL OF BUSINESS AND PUBLIC ADMISTRATION MBAMBA- PROGRAM HUMAN RESOURCE DEVELOPMENT PRACTICES: ENHANCING EMPLOYEES’ SATISFACTION STU TUDY CORPORATION A CASE STUDY OF ETHIOPIAN ELECTRIC POWER CORPORATION (EEPCo) By Desalegn Amlaku Gugissa GSR/ 1996/01 Approved by the Board of Examiners: ______________________ ___________________ __________________ Advisor Signature Date ______________________ ___________________ __________________ Examiner Signature Date ______________________ ___________________ __________________ Examiner Signature Date Declaration I hereby declare that this project is my original work...
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...Third AIMS International Conference on Management January 1-4, 2006 Exploring the Role of Individual’s Attitude in the HR-Organization Performance Linkage Process Ramkumar, N., PSG College of Technology, Coimbatore ram_mba_stc@yahoo.co.in Krishnaveni, R., PSG College of Technology, Coimbatore kegi_4@yahoo.com There is a growing debate in the corporate arena regarding the level of contribution of the human resource practices to the bottom line of the organization. In line with this, researchers have conducted numerous studies to demonstrate the positive association between HR and performance and provide encouragement to the HR professionals with their empirical results. The present paper makes a critical analysis of such literature and adds value to the concept. Although such strong relationship exists, the mediating or intervening variable in the process was not dealt with. This review based work identifies the intervening variable and provides a convincing evidence and explanation to the linkage process. The theoretical background for a new direction in the HR-performance linkage research is put forth to the researchers associated in this field. Keywords: Human Resource Practices, Organizational Performance, Organizational Commitment. 1. Introduction Today across the globe, it is widely accepted that organization success depends on its people. It is clear that human capital and intellect drive business growth. Over the years, the profession of HR has developed around...
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...A study on Recruitment And selection process of BRAC Bank Ltd. A study on Term Paper On Recruiting Process on BRAC Bank Submitted To: --------------------------- Md.Mahbub ul Alam Senior Management Counsellor Head, Training of Trainers (ToT) & Behavioral Management Division & Member Secretary, Post Graduate Diploma Courses Submitted By: -------------------------- Sabyasachi Bosu PGD-HRM Roll# 14KH002 Bangladesh Institute of Management Date of Submission: December 21, 2014 Letter of Transmittal December 21, 2014 Md.Mahbub ul Alam Senior Management Counsellor Bangladesh Institute of Management Subject: Letter of Transmittal Dear Sir, With great pleasure I submit my Recruitment and Selection process report on “BRAC Bank Limited.” that you have assigned to me as an important requirement of PGD- HRM course. I have found the study to be quite interesting, beneficial & insightful. I have tried my level best to prepare an...
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