...A RESEARCH PAPER On HUMAN RESOURCE PRACTICE IN DEPZ Prepared for: Ms. Rubina Easmin Research paper Supervisor Assistant lecturer Faculty of business administration Prepared by: Md Abu Yusuf chy ID-120204047 MBA (1) Human Resource Management Date of Submission: 30/08/2013 Faculty of Business Administration BGC Trust University Bangladesh EXECUTIVE SUMMARY To meet the requirement of the course outline as well as to comprehend the application of the theoretical knowledge in the practical fields, the research report on HUMAN RESOURCR PRACTICE in DEPZ has been conducted. The main focus of the study is Hrm Practices And Firm Performance Recruitment And Selection Performance Appraisal ,Unionisation ,Training And Development ,Compensation ,Hrm Practices to analyze the, to identify the strengths and weaknesses of existing Recruitment and selection Process and suggest some measures for bringing effectiveness in Recruitment and Selection Process. I prepared an overview of “Foreign Direct Investment in Bangladesh” based on secondary data and information. For this specific purpose I collected data and information from various sources like published materials such as the Bangladesh Economic Review, Different articles of Board of Investment (BOI) and Bangladesh Export Processing Zone (BEPZA), Daily Statement of Affairs of different Internet based publication and other books on Foreign Direct Investment in Bangladesh and articles related to...
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...Recruitment, Selection & Onboarding Recruitment, Selection & Onboarding Reliance Solar Engineering (RES) specializes in designing and manufacturing of solar products for American consumers. The company has grown into a mid-size manufacturing firm in the last decade and management has plans in expanding the company’s operations to compete in the global solar technology industry. In order to achieve this, the organization has to keep up with the latest trends and developments, which requires future recruitment and selection of a high performing qualified workforce. This essay is a discussion on effectively meeting the organization's needs and issues related to finding, attracting, successful hiring and onboarding of personnel. Despite the high unemployment in the nation, RES faces shortage of engineers, and skilled workers such as technicians, machinists, operators, craft workers, distributors and unskilled production jobs. This shortage of workforce limits the organization’s ability to drive innovation and expand operations by improving productivity. According to the article, Boiling point? The skills gap in U.S. manufacturing by Deloitte Manufacturing Institute, “High unemployment is not making it easier to fill positions, particularly in the areas of skilled production and production support. […] Translated to raw numbers, this means that as many as 600,000 jobs are going unfilled, a remarkable...
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...Assessment Task Number 1 BSBHRM405A Support the recruitment, selection and induction of staff Assessment task 1 Shift Supervisor for Star Industries – Interview Portfolio RECRUITMENT AUTHORISATION REQUEST Recruiting will not commence until this form is completed and approved with a Position Description Attached. Date: 09/02/2014 Business Unit: Star Industries Department: Manufacturing Job Title: Shift Supervisor Oracle Cost Code: N/A √ Tick If New Position Replacing Existing Staff Member Name of Present Incumbent: (the person holding the position leaving) Mr Bob Brown__________________________________________________________ Position Reports to: Plant Manager NSW – Gary Denver Proposed Salary: $48,000 - $52,000 Existing Staff Salary: $50,944.40 Target Starting Date: 09/04/2014 Length of Probationary Period: 3 Months Recommended By: Gary Denver Date: 09/02/2014 Department Head: Jim Saunders Date: 09/02/2014 HUMAN RESOURCES Human Resources Advisor: Date: 09/02/2014 AUTHORISATIONAuthorised :Jim Saunders Date: 09/02/2014 (Managing Director of Business Unit): Al Perez Position Description POSITION TITLE:Shift Supervisor DIVISION:Production DEPARTMENT:Manufacturing RESPONSIBLE TO:Plant Manager Production of awnings. Ensuring stock control and stacking and re-stacking of product in warehouse. Maintenance of all plant and machinery. Liaise with suppliers and...
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...designers Product designers Energy suppliers Related industrial sectors Consumers Municipal and governmental authorities Waste treatment agencies Role of KIH ‘configuration engine’ To inform players of their role in life cycle as a stakeholder To accumulate knowledge/information of life cycle from information suppliers To interpret massive life cycle data with transparency for rational decision making 1. 2. 3. Overview of PET bottle recycling Containers and Packaging Recycling Law Specified business entities Fiber Industry (wash, crash, melt, spin) Bottle Industry Obligation to recycle Local governments (deporimerization) Consumers Selective collection and storage Selective discarding Objective of this case study To develop a ‘configuration engine’, which takes LCA as an environmental metric concurrently with an economic metric, for chemical process designer, To clarify steps, tools and information in a form of business-model. To show actual design procedure of PET bottle recycling processes using configuration engine. Business-model development with IDEF0 IDEF0: Integration Definition for Function Modeling type0 A method to model activities of an organization or a system. Control: Conditions required to produce correct output Input: Objects that are transformed into output Output: Activity A0 Objects that are...
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...HUMAN RESOURCE MANAGEMENT Human Resource management in UK perspectives Contents Introduction 3 Literature review and Critical analysis 4 World War I and II 4-6 Training and development 6-7 Total Quality Management (TQM) 7-8 Conclusion 8 References .............................................................................................................................................9 Introduction The purpose of this essay is to consider the work of Audrey Collin in British perspectives compared to the international perspectives. Secondly to identify human resource issue and look at in British point of view. The studies of HRM by Collins provide us a colourful findings and rich competing theoretical outlook. HRM run through all human resource processes such as recruitment, selection, and performance evaluation as well as formal human resource policies, which direct and to some extent hamper the progress of specific practices; and over arching human resource thought, which state the principles that inform an organization's policies and practices. Ideally, these embrace a system that exert a pull on, develops, motivates, and maintain workers who guarantee the effective operation and survival of the business and its component. To be on familiar terms with HRM in context we must think about how these elements of HRM are affected by the internal and external environments of organizations. The internal organizational contextual factors...
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...Chapter 12 Human Resource Management True/False Questions WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT 1. High-performance work practices are those that lead to high individual and high organizational performance. (True; moderate; p. 323) 2. High-performance work practices involve a commitment by management to improve the knowledge skills and abilities of the organization’s employees, increasing employee motivation, and enhancing the retention of quality employees. (True; easy; p. 323) THE HUMAN RESOURCE MANAGEMENT PROCESS 3. The human resource management (HRM) process consists of 10 activities necessary for staffing the organization and sustaining high employee performance. (False; moderate; p. 323) 4. A labor union is an organization that represents workers and seeks to protect their interests. (True; easy; p. 323) 5. In the United States, nearly 25 percent of all workers are unionized. (False; moderate; pp. 323-324) 6. Affirmative action programs assure that minorities are given equal opportunities in the workplace. (False; difficult; p. 324) 7. A community fire department can categorically deny employment to a firefighter applicant who is confined to a wheelchair. (True; moderate; p. 324) 8. The United States will experience a shortage of 20 million workers over the next 10 years according to the U.S. Bureau of Labor Statistics. (False; moderate; p. 325) HUMAN RESOURCE PLANNING 9. Human resource planning can be condensed into two...
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...With the changes in the global market scenario and the increasing competition, the manufacturing organizations face a constant need for improvement. The manufacturing paradigm has shifted from craft manufacturing to mass production and more recently to a newer approach – the lean manufacturing. In mass production, large quantities of the product were produced and the focus was more on quantity than quality. But with the increase in competition and the gradual saturation of the market the need to develop a new paradigm that focuses more on the process i.e., improved quality, delivery and cost performance has emerged. This has led to the introduction of Lean Manufacturing which focuses on waste elimination and creation of flow within an organization. In the words of Shigeo Shingo “The most dangerous kind of waste is the waste we do not recognize.” Lean and six-sigma are methodologies backed by powerful tools that help in improving quality and productivity thereby improving overall profitability and competitiveness. The lean philosophy was initially pioneered by Toyota manufacturing company and aims at various methods of eliminating waste and improving the process flow. Six Sigma on the other hand, focuses on reducing variation using problem solving and statistical tools. It was first implemented in the Motorola Company as a safety margin for product performance. SIX SIGMA Six Sigma is a continuous improvement strategy that focuses on minimizing defects and variation and aims...
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...Amin Kaplan University IT560 Unit 4 Assignment In the last report, it was highlighted that an ERP based system can not only facilitate our employees in making better decisions and giving more productivity but an off-the-shelf ERP solution can also lower the overall cost of doing business by eliminating redundant systems and processes. Also, off-the-shelf ERP software is the easiest to implement and carries lower risks associated with it because of feedback from companies that have already used the same software before. Cost and time are key factors during the selection phase of an Enterprise Resource Planning solution. Customization to prewritten ERP packages is expensive, especially when the software needs to be upgraded. The answer to this is the employment of off-the-shelf ERP software. A...
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...“Scienza Tecnologia e Società” cofinanziato dal FSE HUMAN RESOURCE MANAGEMENT FOR THE LEARNING FACTORY by Harry Barton and Rick Delbridge Cardiff Business School University of Wales, United Kingdom BartonH@Cardiff.ac.uk Paper prepared for International Workshop Lean Production and Labour Force in the Car Industry: The Forms of Implementation of an Epoch-Making Model March 25-27, 2000 University of Calabria – Rende (Italy) 20 Introduction It is conventional wisdom that the factories of the future will be sites of continuous improvement, innovation and knowledge creation (Leonard Barton, 1992; Cooke and Morgan, 1998), with the focus being on the development of a set of strategies and organisational forms based on high skills, organisational flexibility and trust, often termed “high-performance work practices.” (OECD,1998). This view has been formulated followingresearch into developments in large manufacturing organizations within the world’s motor industry (Womack et al, 1990; MacDuffie, 1995) and in particular, Japanese manufacturers (Fruin, 1992; Kenney and Florida, 1993), where human resources (HR) and work practices are often considered central to the success of the Japanese automotive producers (Pil and MacDuffie, 1999). Such views raise fundamental questions regarding the role of labour in such manufacturing systems and, as a direct consequence, there has been increasing interest in the Human Resource Management of these organisations (Arthur, 1992; Osterman...
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...Boots story based on the WJ Brooks of Earls Barton’s family business. The kinky boots company previously known as W J Brooks and Co is a shoemaking firm in the village of Earls Barton, near Northampton. This company has been making shoes for over 100 years. It was founded in the year 1889 with 80 people but in the meanwhile due to economic (cheap) foreign imports, and the strong pound value, sales have been collapsed and the company lost money. They used to pay the money but had no work for the employees (David Gritten, 2005). In the year 1998 the work force was almost halved and Steve felt heavy responsibility for the remaining 30 people and so he has taken his drastic steps towards his family business. The desperate and reluctant owner inspired by an outrageous drag queen to change his product to fetish footwear for transvestites. The present paper mainly discuss about the analysis made on which strategy will yield better profits for the kinky boots company. Literature review: Organizational issues: For a new emerging organization which is of exposed firm, fluid units retrain comparatively employees and few managers as well as non-central functions contracted exterior to the organization. Such a rising organizations will be definitely focus on improving their significant competencies as well as designing techniques and innovative process which are considered as a part of the organization with the exception from its competition. Further the growth in the manufacturing industry...
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...Abstract Purpose – The success of Six Sigma implementation is known to depend on a number of critical factors. The purpose of this paper is to explore and analyse Six Sigma critical success factors (CSFs) in the context of Indian manufacturing organizations. Design/methodology/approach – Although Six Sigma success factors have been amply researched in the global context, in this paper, a maiden attempt is made to identify, through an extensive literature review, the CSFs for Six Sigma implementation followed by their validation and prioritization using primary data collection from Indian companies. A total of 22 CSFs have thus been compiled through an extensive literature review. These CSFs are then validated through an empirical research of select Indian manufacturing companies at various stages of implementation of the Six Sigma process improvement methodology. Findings – A factor analysis was used to finally reduce the 22 factors to seven groups of underlying CSFs, the top factors being use of right tools, measurement assurance, innovation and supplier collaboration. Based on the factors extracted, a Six Sigma adoption model has been proposed in the Asian context. Research limitations/implications – The factor analysis of CSFs of the Indian manufacturing organizations selected in this study demonstrates that the top factor is a composite factor showing combination of the ability of the project teams to use the right tools, measurement assurance, innovation and...
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...production and manufacturing of various products including its latest creation of the Wireless Atomic Weather Station (WAWS). The demand for this product from Institutions and Governments had lead the need for the company to look into manufacturing the product overseas to be able to keep up with demand. This increased demand has main came from countries in and around the Indian Ocean and South China Sea, so it would seem beneficial to look into these countries for the consideration of setting up a production facility there. The countries that should be looked at include:- Indonesia India China These countries make up 70% of the orders from the area, so it would make sense to set the production facility in one of these countries. At present moment the current HR Policies and Procedure have worked extremely well for the company. However, these policy and procedures are very much tailored to the UK market and when a company is looked to expand abroad it might not all be suitable to implement the same policies into the country that you are moving to. Therefore, this report looks at the various aspects a company needs to look at when considering moving to another country. As well as that, this report looks at the culture differences for each country and the difficulties with managing people internationally. The report will also provide information on whether a ‘Best Fit’ or ‘Best Practice’ should be taken when looking at the following HR activities:- Human Resource Planning (HRP) ...
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...RELATIONSHIPS BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES, BUSINESS STRATEGY FIT AND FIRM PERFORMANCE Oya Erdil & Ay e Günsel Gebze Institute of Technology, Turkey ABSTRACT While there has been growing interest concerning the relationship between human resource (HR) practices, firm strategy and firm performance, limited research attention has been paid providing empirical evidence in support of them. This study investigates the relationships between HR practices, human resources management (HRM) - firm strategy fit and the firm performance of 63 small and medium sized firms located around Kocaeli and Gebze from both theoretical and empirical perspective. The findings indicate a strong relationship between different HR practices and HRM-firm strategy fit and firm performance. Further, the results provide support for the assertion that HR-firm strategy fit can significantly assist a firm in improving performance. Therefore, empirical support is obtained for the efforts at aligning HRM practices with firm strategy and firm performance. (recruitment, development, etc.) share the same basic character and play a similar kind of role in relation to strategic management (Luoma, 2000: 771). Effective HRM strategy systematically organizes all individual HRM measures to directly influence employee attitude and behavior in a way that leads business to achieve its competitive strategy. (Huang, 2001: 134). In view of the fact that the goals and necessities of each of the competitive...
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...Operational Level Paper E1 ENTERPRISE OPERATIONS (REVISION SUMMARIES) Chapter 1 2 3 4 5 6 7 8 9 10 11 12 Topic Organisations Corporate Responsibility and Ethics The International Economy Information Systems Managing Information Systems Operations Management Quality Management Marketing Buyer Behaviour Human Resource Management Management Theory and Motivation The Legal Environment Page Number 3 13 17 27 35 45 55 61 73 79 93 101 E1 revision summaries 1 E1 revision summaries 2 Chapter 1 Organisations E1 revision summaries 3 Key summary of chapter Private sector organisations Sub-sectors of the economy not directly controlled by the government or state private business and households. Examples • • • • Private businesses e.g. self employed sole traders or partnerships. Companies (corporations) e.g. separate legal identity with limited liability for shareholders (owners). Private banks and building societies. Non-governmental organisations e.g. trade unions, charities, clubs etc. e.g. Public organisations Sub-sectors of an economy, or organisations, owned and directly controlled by the state or government. Examples • • • Local authorities. State owned industries e.g. the UK post office. Public corporations e.g. the British Broadcasting Company (BBC). Characteristics of public organisations • • • • Ultimately accountable to government. Goals and guidelines determined by government. Not-for-profit motive (NPO). Funded by the general public...
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...Work and Execute the Plans self-assessment course. This introduction provides an overview of the CPIM program, this course, and further preparation for the certification examinations. The CPIM certification is the recognized standard for individual assessment in the field of production and inventory management. The certification is designed to validate the candidate’s in-depth knowledge of a variety of subjects specific to the field. APICS has ensured that CPIM exams are consistently reliable and that the highest professional standards are used in developing and administering the program. The program consists of five examinations and the candidate must pass all five examinations to earn the CPIM designation. The examinations that make up the program are: • Basics of Supply Chain Management (BSCM) • Master Planning of Resources (MPR) • Detailed Scheduling and Planning (DSP) • Execution and Control of Operations (ECO) • Strategic Management of Resources (SMR) A CPIM Exam Content Manual is published annually by APICS. It is a key resource for anyone preparing for the APICS certification examinations. The manual addresses all five of the examinations by documenting the scope of the module, the content outline, the key terms, and primary and secondary references. The CPIM Exam Content Manual can be ordered directly from APICS. Click here for APICS contact information. The APICS Web site is www.apics.org. APICS is...
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