...Masters Program in Business Administration (MBA 4 SEM) ( Semester IV ) Specializations :- Human Resource Management Note: - Solve any 4 Case Study All Case Carry equal Marks. Case 1 :- Meeting the Challenge of Sexual Harassment At an office of Goldman, Sachs and Company in Boston, some male employees allegedly pasted photos of bare-breasted women on company newsletters, next to biographies of new female employees (suggesting that the photos were pictures of the new staff members). Copies of the newsletters were circulated around the office. Sexist literature such as “The Smart Man’s Creed or Why Beer Is Better Than Women” (“After you’ve had a beer, the bottle is still worth a dime”) was allegedly also distributed. Kristine Utley, a former Goldman sales associate, has made these allegations in a suit charging that the environment at Goldman, Sachs constitutes sexual harassment. Fired for refusing a transfer to a New York office, she is suing to gain reinstatement and damages and to eliminate the harassment. Joanne Barbetta has filed a similar suit seeking damages for harassment caused by an environment that she asserted “was poisoning my system.” Ms. Barbetta reports that during her tenure as a clerk at Chemlawn, male employees circulated pornographic magazines and pinup posters. She viewed a slide presentation that included suggestive pictures (e.g., a nude woman)...
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...Human Resource Management IIBM INSTITUTE OF BUSINESS MANAGEMENT DISTANCE LEARNING PROGRAM HUMAN RESOURCE MANAGEMENT ( IIBM - B102 ) www.iibmindia.in www.iibmonline.com Author: VSP Rao Copyright © 2010, VSP Rao All Rights Reserved Produced and Printed by EXCEL BOOKS PRIVATE LIMITED A-45, Naraina, Phase-I, New Delhi-110 028 For IIBM Institute of Business Management Meerut - 250002 Distance Learning Education, IIBM Institute of Business Management The ultimate vision of this Institute is to ensure that all working executives and each young manager must possess the requisite research-oriented-business-acumen and the competitive managerial excellence in successfully tackling the new emerging management-related-problems of the country in the changing global scenario. Individuals who look upon education as a continuing activity and wish to enhance their knowledge in an existing discipline or acquire proficiency in a new area are sure to benefit from the offered Programs. Distance Education is an attempt to make education accessible beyond the close confines of a classroom and to make it available to those who aspire and endeavor. The pedagogy used is interactive with cutting-edge techniques and innovation. This has gone long way to strengthen skills and expertise students to meet much-needed requirement of management students; in industry or society. The Institute pioneered and offers more than 40 programs in the field of Management, Computer, Six Sigma and SAP Training...
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...Internship Report on Nishat Textile Mills | | |[pic][pic] | |Internship report | |On | | | | | |[pic] | | | | ...
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...Systems Consideration in HRIS In today’s knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities,...
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...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
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...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
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...E/MBA Course Allocation Fall 2015 Term Course Code Course Detail MBA 101 Area Remedial English (non credit course) Remedial Math (non credit course) MBA 301 Financial Accounting MBA 302 Foundation Courses MBA 102 Management & Organization MBA 303 Analytical Techniques MBA 304 Micro Economics MBA 305 Macro Economics MBA 306 Management Accounting MBA 307 Legal Issues in Business Information Technology MBA 312 Career Planning MBA 501 Human Resource Management MBA 502 Marketing Management MBA 503 Business in the Global Environment MBA 504 Financial Management MBA 505 Major Courses Caps tone Marketing HRM Finance Business Communication MBA 311 Core Courses MBA 310 Operations Management FIN 502 Section Sec 1 Sec 2 Sec 1 Sec 2 Sec 1 Sec 2 Initial KFZ MAG Md. Abdul Gani SA Shajedul Alam MHH Sec 2 KA Sec 2 Prerequisite Khozaima Fatehali Ziauddin Sec 1 Sec 1 Faculty AZMSA Muhammad Hasibul Hasan Kamrul Arefin A. Z. M Shafiqul Alam MBA 102 Sec 1 PS Pinki Shah Sec 2 MM Md. Moniruzzaman SHC Shish Haider Chowdhury MBA 304 MKB Milan Kumar Bhattacharjee MBA 301 Sec 1 Sec 2 Sec 1 Sec 2 Sec 1 TBA Sec 2 MKa Mohammed Kawsar Sec 1 SSM Syed Shahnawaz Mohsin Sec 2 NAI Nafees Ahmed Imtiazuddin KZ Kazi Zahidul Huq Sec 1 Sec 2 Sec 1 HAA ...
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...------------------------------------------------- Top of Form Bottom of Form * About Us * Payment Details * Sample Project * Contact Us * +Projects4MBA * RSS * Email * Facebook PROJECTS 4 MBA * H*ggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggggg * * OME * QUESTIONNAIRE * FREE MBA PROJECT REPORT QUESTIONNAIRE * DISTANCE EDUCATION IN INDIA * ORDER MBA PROJECT SEPTEMBER 16, 2013 6:29 PMYOU ARE HERE:HOME QUESTIONNAIRES QUESTIONNAIRE FOR RECRUITMENT AND SELECTION Questionnaire for Recruitment and Selection Recruitment and Section can be evaluated by using the following questionnaire :v Q1. Since how many years have you been working with this organization? a. 0-5 Years b. 5-10 Years c. 10 to 15 Years d. More than 15 Years Q2. Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process ? a. Yes b. No Q3. How well are the organization’s affirmative action needs clarified and supported in the selection process? a. Poor b. Adequate ++++++++++ c. Excellent Q4. Is the organization doing timeliness recruitment and Selection process. a. Yes b. No Q5. Does HR provides an adequate pool of quality applicants ? a. Yes b. No Q6. Rate the effectiveness of the interviewing process and other selection instruments, such as testing? a. Poor b. Adequate -c. Excellent Q7. Does the HR team act as...
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...CURRICULUM VITAE [pic] [pic] P.O. BOX 62000 - 00200, NAIROBI KENYA e-mail: wguyo@jkuat.ac.ke PHONE: +254-722-593525 warioguyo@gmail.com PERSONAL INFORMATION Sex: Male Date of birth: 11th.May.1975 Nationality: Kenyan ID No. 12754448 Marital Status: Married Religion: Muslim CAREER OBJECTIVE To work in a challenging and dynamic position in an area of Professional Human Resources training, development and Knowledge management, with a view of integrating creativity, team work and research to provide practical way forward that will map comprehensive strategies for human capacity development PERSONAL PROFILE • Good communication and interpersonal skills with ability to relate to people at all levels. • Ready to learn and take instructions. • Strong team leadership character, trustworthy and reliable personality. • Excellent endurance and ability to work under pressure and dead lines. • Able to mix and socialize quickly with people of diverse cultures and background. • Strong ambitions for success with equally focused determination and stamina to achieve. EDUCATIONAL BACKGROUND Date Institution/Award 2007 – 2012 Jomo Kenyatta University of Agriculture and Technology, School for Human Resource Development. Doctor of Philosophy in Human Resource Management 2005 – 2007 Jomo Kenyatta University of Agriculture and...
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...MBA – II WINTER 2011 COURSE: HUMAN RESOURCE MANAGEMENT (MGT 604) INSTRUCTOR: PROF. F. A. FAREEDY TEACHING ASSOCIATE: HAADIAH QAISER SYLLABUS 1. Case Study Method: How to prepare and present a case analysis. Why to do case studies? Traditional/Lecture approach versus the Case Method, Oral Presentations and Preparing a Written Case Analysis. Constructing Visual Aids and Answering Questions. 2. Introduction to Human Resource Management: Human Resource Management at Work. The changing environment and role of HRM. The Human Resource Managers’ Proficiencies. 3. Strategic Human Resource Management: The HR Scorecard: The Strategic Management Process. Human Resource Management’s Role in Creating Competitive Advantage. Human Resource Management’s Strategic Roles. Creating the Strategic HRM System. 4. A Review of concepts in Organizational Behavior: Motivation. Communication. Leadership. Management and corporate culture. 5. Recruitment and Placement: Job Analysis. Job Specification. Job Description. Human Resource Planning and Recruiting. Planning and Forecasting. Recruiting a more Diverse Workforce. 6. Employee Testing and Selection: Interviewing Candidates. Designing and conducting an effective interview. Structured and Unstructured Interviews. 7. Training and Development: Training and Developing Employees. Management Development systems and programs. 8. Performance Management and Appraisal: Appraising Performance; Problems and Solutions. Managing...
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...gains of productivity. 10. Retrenchment, dismissal and lockouts by the management. 11. Strikes by the workers. 12. Inter-union rivals. 13. General economic and political environment such as rising prices, strikes by others and general indiscipline having their effect on the employees attitudes. 14. Mental inertia on the part of the management. HUM AN RES O URC E M AN AGEM EN T What is Human Resource Management? Concept of Human Resource Management Nature of Human Resource Management Objectives of Human Resource Management Importance of Human Resource Management Read More.... GO O GLE ADS LEARN O N UDEM Y GMAT Math - Data Sufficiency Made Easy GRE and GMAT Math - So Easy a Child Could Do It Navigating the MBA Admissions Process The Music of Business : MBA concepts + Music ! Grow Your Business Using The 8 Factors Disqus seems to be taking longer than usual. Reload? blog comments powered by DISQUS back to top TRAI N I N G AN D DEVELO P M EN T What is Training and Development? Nature of training Traditional vs Modern view of Training Need for training...
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...Executive Summary This research report is a partial requirement of the internship phase of MBA program, department of HRM, Eastern UniversityBangladesh. The topic of the report is “Human Resource Management Practices in Pubali bank Ltd”. Human resources management is very much important for every business organization. Human Resources may be the most misunderstood of all corporate departments, but it’s also the most necessary. Those who work in Human Resources are not only responsible for hiring and firing; they also handle contacting job references and administering employee benefits. Human resource management is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. It’s true that any individual who works in Human Resources must be a “people person.” Since anyone in this department deals with a number of employees, as well as outside individuals, on any given day, a pleasant demeanor is a must. Human Resources may have gotten a bum rap, but it’s clearly among the most important departments in any corporation. The next time you have to meet with someone from Human Resources, remember that without her/him, your company might not be running so efficiently. The benefits of globalization have been very unevenly distributed both between and within nations. At the same time a host of social problems have emerged or intensified, creating increased hardship, insecurity, and anxiety...
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