...ANALYSIS PRIME MANPOWER SUBMITTED BY: MACALALAD, MARY JOY C. SATUITO, KENNETH B. Company Profile Manpower Inc. (NYSE: MAN) is a world leader in the employment services industry; creating and delivering services that enable its clients to win in the changing world of work. Celebrating its 60th anniversary in 2008, the $21 billion company offers employers a range of services for the entire employment and business cycle including permanent, temporary and contract recruitment; employee assessment and selection; training; outplacement; outsourcing and consulting. Manpower’s worldwide network of 4,500 offices in 80 countries and territories enables the company to meet the needs of its 400,000 clients per year, including small and medium size enterprises in all industry sectors, as well as the world’s largest multinational corporations. The focus of Manpower’s work is on raising productivity through improved quality, efficiency and cost-reduction across their total workforce, enabling clients to concentrate on their core business activities. Manpower Inc. operates under five brands: Manpower, Manpower Professional, Elan, Jefferson Wells and Right Management. More information on Manpower Inc. is available at www.manpower.com. Address: 14/F Bankmer Building 6756 Ayala Avenue 1226 Makati City, Philippines The Manpower Network: 4,500 offices in 80 countries and territories Manpower and Manpower Professional collectively have 4,100 offices across our network...
Words: 1371 - Pages: 6
...and future growth. You are required to prepare an information system of its office staff. Information regarding New Century Health Clinic are the following: 1. Six(6) office staff workers 1. Anita Davenport - Office manager 2. Fred Brown - Handler of office payroll, tax reporting, and profit distribution 3. Susan Gifford - Responsible for maintenance of patient records 4. Tom Capaletti - Handles paperwork of insurance reporting and accounting 5. Lisa Sung - Responsible of appointment book, reminder calls and daily appointment lists. 6. Carla Herrera - Ordering and organizing office and clinic supplies Note that all members of the staff help out whenever necessary with patient records, insurance processing, and appointment processing. In addition to their regular responsibilities, all office workers are involved in the preparation of patient statements at the end of each month. II. PROBLEM STATEMENT An organization requires a lucid organization chart which would show the flow of responsibility from management, down to its employees. In the case of New Century Health Clinic, having no organization chart is not only the problem. There is an improper assignation of job responsibility of the employees which could cause undesired disasters. Ignoring this problem will remove accountability of the assigned employees in specific tasks. III. ANALYSIS There is a need of a better job description for each position. A job description wherein an...
Words: 791 - Pages: 4
...Practices HON Company HON Company has an extremely customer orientated culture and is a leader in implementing their corporate culture into their key accounts. Since 1944, HNI Corporation comprises 10 businesses that manufacture office furniture and hearth products. The HON Company has consistently held an impressive market share in the office furniture industry. HON has kept a focus on implementing its corporate culture effectively to each of its accounts through its best practice key account selling. HNI Corporation has seen challenges like any other business, but has effectively been a leader in the industry considering they are the second largest office furniture manufacturers in the world. The HON Company’s domestic market is split between two customer segments: the contract segment and the commercial segment. Due to the nature of the industry HON adjusts its distribution channels to capture the entire office furniture market. HON adjusts its personnel and products so that they can make their product accessible to everyone. The contract segment includes large corporations, healthcare organizations and governments that buy office furniture for new office facilities and office renovations. Customers in the contract segment require customized furniture, so goods for this type of segment are sold directly by the company or through a network of company-owned and independent dealers. (Ruiz, 2014) Unlike the contract segment, HON also tends to the needs of the commercial...
Words: 1078 - Pages: 5
...tablets over the time. With the introduction of Microsoft Surface Tablet which runs Window 8, it will be another choice for customers. Furthermore, customers are affordable to own a tablet as the economic in Malaysia is in stable phase. They wanted to own more than one electronic device. http://www.nielsen.com/content/dam/corporate/us/en/newswire/uploads/2011/05/ConnectedDeviceschart3.gif (O3) Microsoft Cooperation is a big company with sufficient manpower. Manpower is proportional to productivity. People will opt to work in the company as the reputation is solid, thus company’s project can be carry out efficiently, especially in long term progress. When the level of manpower in a company is adequate, the business has more options in how it operates. Additionally, the company has more employees who can give their own ideas and perspectives. (O4) Microsoft has an opportunity to enter the tablet market with a device able to use the Microsoft Office suite of software compare to competitors. Nowadays most of the countries are practicing ‘paperless office’ and e-learning which is more convenient...
Words: 369 - Pages: 2
...choosing from a large group in order to make a choice out of it. It is a method of sourcing and screening applicants for recruitment. Recruitment on the other hand is defined as looking for someone as for service or employment. The basis of the recruitment is the selection process made after a thorough scrutiny and screening of all applicants who has the potential to make the job as needed by the company. In public office, the selection and recruitment is based on the qualifications set by the Civil Service Commission (CSC). It grants the aspirants the hope to make a job in public offices for public service but with the set standards of the commission. Public office in the same manner has the department or agency handling selection and recruitment for government service. But in private companies regardless of its nature has also set standards for qualified employees with the competent experience, education, capacity and the maturity to do the job. Private companies are those companies owned or controlled by a group of people or person rather than by public. Private companies are being run by either a family or a group of people or by an organization. Universidad de Zamboanga for...
Words: 3829 - Pages: 16
...alternative work schedule or arrangement apart from the traditional working conditions; allowing people who are unable to work at traditional office hours due to personal or family commitments to join the workforce. The common flexible work arrangement includes Flexi-Time, Part-Time Work, Job Sharing and Telecommuting. Gajendran and Harrison (2007, 1538) have concluded that flexible work arrangement has positive effective on work-family conflict, work performance, job satisfaction, turnover and work-stress. Flexible Work Arrangement in Singapore In Singapore, more corporate entities are adopting flexible work arrangements as part of its organisational strategy. There are several factors that drives Singapore’s need for flexible work arrangements. As a country that is dependent on its strong Gross-Domestic-Productivity (GDP) to boost its economy, the availability and size of the workforce in Singapore is vital to sustain its strong economic growth annually (Anwar, 2008, 448). Therefore, in order to increase the number of domestic workforce, many measures are in place to facilitate the re-entry of women with family responsibilities and retirees back to the workforce. With the increasing number of women and retirees back in the workforce, there is a need for companies to implement flexible work arrangements to cater to the different needs of these people. As mentioned earlier, there are several common flexible work arrangements available that organisation can implement, which...
Words: 1546 - Pages: 7
...EDUCATION 563.1 Name: Camino, Bernardo Ramon L. Course: MAIED Subject: Vocational – Industrial Education in Manpower Development Professor: Patricio R. Malquisto Topic: TESDA, History of TESDA, Courses Offered, Other Special Programs ______________________________________________________________________________ Brief History of TESDA * The Technical Education and Skills Development Authority (TESDA) was established through the enactment of Republic Act No. 7796 otherwise known as the "Technical Education and Skills Development Act of 1994", which was signed into law by President Fidel V. Ramos on August 25, 1994. This Act aims to encourage the full participation of and mobilize the industry, labor, local government units and technical-vocational institutions in the skills development of the country's human resources. The merging of the National Manpower and Youth Council (NMYC) of the Department of Labor and Employment (DOLE). The Bureau of Technical and Vocational Education (BTVE) of the Department of Education, Culture and Sports (DECS), and The Apprenticeship Program of the Bureau of Local Employment (BLE) of the DOLE gave birth to TESDA. The fusion of the above offices was one of the key recommendations of the 1991 Report of the Congressional Commission on Education, which undertook a national review of the state of Philippine education and manpower development. It was meant to reduce overlapping in skills development activities initiated by various public...
Words: 2475 - Pages: 10
...INTRODUCTION Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning .As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand. Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. Human resource planning aims at fulfilling the objectives of manpower requirement. It helps to mobilize the recruited resources for the productive activities. The human resource planning is and important process aiming to link business strategy and its operation. The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers...
Words: 2858 - Pages: 12
...organization, from which job descriptions are built as a shortlist of competencies. Creating a Job Description A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification or may be known as Terms Of Reference. Roles and responsibilities A job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues. Goals A job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in future. Limitations Prescriptive job descriptions may be seen as a hindrance in certain circumstances: • Job descriptions may not be suitable for some senior managers as they should have the freedom to take the initiative and find fruitful new directions; • Job descriptions may be too inflexible in a rapidly-changing...
Words: 9235 - Pages: 37
...| | | | | | | | | | | | | | | | | | | | | ...
Words: 4213 - Pages: 17
...will also be disappointed in themselves. In this case Global Consumer Products Company wanted to hire a Brand Manager for their newly developed Baby Soap as it was an urgent need for them. In recruiting a suitable candidate for the job they have came across many problem areas. According to this case company haven't been able to attract potential candidates to fit into the job well and they have conduct interviews in a rush manner. Somehow they manage to hire a candidate who is not suitable for this job and had not been exposed to strategic Management initiatives in his previous job. They haven't given proper induction and involved him in business activities from the first day without familiarized with the systems and processes of the company. His competency level was far below to the required standards. His Branding team members were really disappointed and de-motivated. In this case study I have identify the problem areas and recommended solutions for the problems. The case has been examined by identifying the similar cases as literature review to classify the situation and to analyze how react for this kind of scenario. Problem Statement When consider the case the main problem is not having a Brand Manager for their newly developed Baby Soap Ranges. The Company wants to hire a Brand Manager. It was a very urgent manpower required to be filled. Forecasting future people needs (demand forecasting) haven't done properly in...
Words: 1690 - Pages: 7
...supported due to the vendor no longer being in business. To compound the issue, Georgia’s software is from a different vendor than Michigan’s vendor. A company that uses multiple systems will run into numerous difficulties, which can be prevented or resolved by planning and integration of a single business system that was designed and configured for all braches to access and use. Each of the department’s data are collected from different sources, some data is stored on hard copies that need to be reentered into the other system so that it is digitally available, which other branches are currently using. As a result of all the time it takes to transfer all existing data currently on hard copy, a lot of manpower hours are being wasted during this process. With the use of multiple codes on the many business systems that are currently in place, data needs to be converted to the proper code before each system can recognize the data. The above mentioned two issues, data that is hard copied and multiple code issues, is translated to losing a portion of the company’s profit margin because of the excess man-hours that are spent on the two issues. A good example of both issues that the income and balance sheets are labor intensive and will be completed 15-20 days after the month has ended. Since there is a lot of manpower required to complete the income and balance sheets, there...
Words: 885 - Pages: 4
...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
Words: 7674 - Pages: 31
...Case.............................................................................................................2 Project Objectives ......................................................................................................2 Project Scope .............................................................................................................2 Major Deliverables.....................................................................................................4 Proposed Resource List..............................................................................................5 Project Customers ......................................................................................................5 Customer Requirements, Needs and Key Attributes .................................................5 Project Stakeholders...................................................................................................5 Project Manager and Authority Level........................................................................5 Preliminary Schedule .................................................................................................6 Preliminary Budget/Cost Estimate.............................................................................6 Approval Requirements .............................................................................................6 Bibliography .........................................................................................
Words: 1717 - Pages: 7
...Biman Bangladesh airlines: COMPANY OVERVIEW: Biman Bangladesh Airlines operates as a national flag carrier of the People's Republic of Bangladesh. It carries the nation's flag to various South Asian destinations, South-East and Far-Eastern destinations, destinations to Gulf and Middle-East region, and European and North American points. The company has sales agents in Abu Dhabi, Dubai, Sharjah, and Ajman, the United Arab Emirates; Athens, Greece; and Manama, Bahrain. Biman Bangladesh Airlines was founded in 1972 and is based in Dhaka, Bangladesh. It has additional offices in Barisal and Chittagong, Bangladesh; New York; Los Angeles, California; London and Manchester, the United Kingdom; Abu Dhabi, the United Arab Emirates; Manama, Bahrain; Kolkata and Delhi, India; Bangkok; and Hong Kong. KEY DEVELOPMENTS FOR BIMAN BANGLADESH AIRLINES Biman Bangladesh Airlines to Launch Services from Manchester Airport 10/14/2011 Manchester Airport announced that Biman Bangladesh Airlines will begin services from Dhaka to Manchester this winter. Tickets for the twice-weekly service are on sale now and the inaugural flight is scheduled for 2 November 2011. The route will be the airport's longest direct flight. Services are scheduled to operate on Wednesdays and Saturdays with a newly purchased B777-300ER with a two class configuration. J.P. Morgan Provides USD 277 Million Financing Facility to Biman Bangladesh Airlines Limited 08/9/2011 J.P. Morgan announced that it has provided a...
Words: 3120 - Pages: 13
