...Master in Business Administration (MBA) is the next step in business degree. It will help me understand the business world & business practice for better future career opportunities. Most businesses consist of number of different deparment, which has specific job or task to do that is called functional area of a business such as accounting/finance, marketing, operations, human resources and administration. This degree will help me understand each department of business and what roles managers play in each deparment. All business will carry out each functions but not every business will have a separate deparment that is responsible for each function. All businesses need to be well organized to achieve their aims and objectives. Certain tasks, or functions, must be done regularly and these are usually grouped into specific types of activities. All businesses will carry out each of these functions but not every business will have separate deparment that is responsible for each functions. It is all depends on the size of organizations. All functional are of business are very much important to organization. Few functional areas that interest me are Human Resource and Finance. Human Resources is important department. The main purpose of Human Resource deparment is to recruit, select, train and develop staff. This means that they have to find right people at right place at right time and it is the responsibility of Human Resource to train and develop them to make sure that they...
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...Sports Management Career| || Faculty Use Only Career Opportunities in Sports Management Abstract This study was designed to explore the specific competencies essential for a career in sports management and promotion in campus, public, and recreation settings. Utilizing the means of the Competencies of Sport Managers device, the competencies of sport administrators and managers were represented by four factors, identified as Management Techniques, sport programming, business administration, and theoretical perspectives. Discriminant analysis revealed that sport administrators in campus recreation settings placed more emphasis on theoretical perspectives and less emphasis on sport programming. When compared to sport management, administrators in the promotions departments placed more emphasis on sport programming and theoretical perspectives, with faculty placing more emphasis on management techniques and business administration. This study reinforces the need for professional sport commissioners and managers to possess a strong management and business base, along with competence in sport programming and recreational sport theory/foundations. Achieving greater understanding of the nature and importance of sport competencies can help the sport educators become more accountable for its programs in academic preparation, professional training, and continuing education. Allowing individuals interested in a career in sports management...
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...Fuctional Area of Business MGT/521 01/21/2013 Master in Business Administration (MBA) is the next step in business degree. It will help me understand the business world & business practice for better future career opportunities. Most businesses consist of number of different deparment, which has specific job or task to do that is called functional area of a business such as accounting/finance, marketing, operations, human resources and administration. This degree will help me understand each department of business and what roles managers play in each deparment. All business will carry out each functions but not every business will have a separate deparment that is responsible for each function. All businesses need to be well organized to achieve their aims and objectives. Certain tasks, or functions, must be done regularly and these are usually grouped into specific types of activities. All businesses will carry out each of these functions but not every business will have separate deparment that is responsible for each functions. It is all depends on the size of organizations. All functional are of business are very much important to organization. Few functional areas that interest me are Human Resource and Finance. Human Resources is important department. The main purpose of Human Resource deparment is to recruit, select, train and develop staff. This means that they have to find right people at right place at right time and it is the responsibility of Human...
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...1st meeting—Developing Managerial Competencies Managers have to cope with diverse and far‐reaching challenges FOR EXAMPLE 1. Strive to remain competitive in a dynamic and far reaching world 2. To keep pace with ever‐advancing technology 3. To find ways to incorporate the Internet and e‐business into their strategies and business model 1 2 2 Introductory Concepts: What Are Managerial Competencies? Communication Competency Teamwork Competency Competency – a combination of knowledge, skills, behaviors, and attitudes that contribute to personal effectiveness Managerial Competencies – sets of knowledge, skill, behaviors, and attitudes that a person needs to be effective in a wide range of positions and various types of organizations 3 Managerial Effectiveness Self-Management Competency Planning and Administration Competency Strategic Action Competency 4 Multicultural Competency 1 11/8/2013 ?????? • to what extent we believe competencies are something we are "born with or can be learned." • So what !!!!!!!!!....... everyone can develop these competencies if we are motivated, although some competencies may "come easier" to certain individuals than to others. Do we agree? 5 What Is An Organization? A formal and coordinated group of people who function to achieve particular goals These goals cannot be achieved by individuals acting alone An organization has a structure. 6 What Is A Manager? A person who plans, organizes...
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...on in recent times on the issue of competency mapping. A lot of resource is spent and consultants are invited to do competency mapping. Competency mapping is gaining much more importance and organizations are aware of having good human resources or putting the right people on right job. Competency mapping is important and is an essential exercise. Every well managed firm should have well defined roles and list of competencies required to perform each role effectively. Such list should be used for recruitment, performance management, promotions, placements and training needs identification. In performing or carrying out work, it is essential that the required job skills first be articulated. This information not only helps to identify individuals who have the matching skills for doing the work but also the skills that will enhance the successful performance of the work. Yet often to perform well, it is not enough just to have these skills. It is also critical to complement the skills with the necessary knowledge and attitudes. For e.g. the necessary knowledge will enable an individual to apply the right skills for any work situation that will arise while having the right attitude will motivate him to give his best efforts. These skills, knowledge and attitudes required for the work are usually collectively referred as competencies. How Is “Competency” Defined in the Context of This Article? Many definitions of the term “competencies” have arisen over the past decade...
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...The following is a highlighted summary of the book, Competing for the Future, published by Harvard Business School Publishing. The statements below are key points of the book as determined by James Altfeld and have been made available at no charge to the user. Competing for the Future By Gary Hamel and C.K. Prahalad Look around your company. Look at the high profile initiatives that have been launched recently. Look at the issues that are preoccupying senior management. Look at the criteria and benchmarks by which progress is being measured. Look at the track record of new business creation. Look into the faces of your colleagues and consider their dreams and fears. Look toward the future and regenerate success again and again in the years and decades to come. Now ask yourself: Does senior management have a clear and broadly shared understanding of how the industry may be different ten years from now? Are its headlights shining farther out than those of competitors? Is its point of view about the future clearly reflected in the company’s short term priorities? Is its point of view about the future competitively unique? Ask yourself: How influential is my company in setting the new rules of competition within its industry? Is it regularly redefining new ways of doing business building new capabilities, and setting new standards of customer satisfaction? Is it more a rule maker than a rule taker within its industry? Is it more intent on challenging the industry status quo...
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...right job has become more complex due to advent of new organizational forms such as joint ventures, strategic alliances. Art of hitting a Moving Target The hazards of hiring a wrong person in today’s business environment are mentioned with examples. Problems such as lack of negotiation and cross-cultural sensitivity may lead in hiring a wrong person. All that is required is a good understanding of the job requirements and fitting into the shoes of the role. Ten common hiring traps or pitfalls as mentioned by the author are as below: 1. The reactive approach: Job openings are result of firing or resignation. Companies generally seek someone with similar qualities of the previous employee and without defects. This ignores the changing future requirements the job demands. 2. Unrealistic specifications: Job description mentioned by the search team are generally long and detailed which is difficult to be found in a single candidate thus eliminating many good candidates having the priority skills. 3. Evaluating people in absolute terms: It is mentioned that the evaluation of performance of a person is difficult without proper understanding of circumstances. Questions like “what are your strengths and weaknesses are very contextual in nature. These are the candidates view about him and should not be taken as fact. 4. Accepting people at face value: Many candidates who attend the interview don’t tell the full truth, or at least often finesse it. So, accepting people on...
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...St.Lawrence College | Financial Manager | An overview of the financial world. | | Pierre-Luc Dion | 2/3/2012 | Presented to Jonathan Forbes | Contents Executive Summary 3 Introduction 4 Design and Definition of Duties 5 Requirements: 6 Education: 6 Advancement and Certification: 7 Qualifications: 7 Earnings: 8 Conclusion: 8 Works Cited 10 Executive Summary In this paper, you will find different links and relations between the human resources course and specifically regarding financial managers. In the following pages, the investigation of this job will be provided; firstly, I will explain what a Financial Manger Is. In this first section, I will investigate what a Financial Manager (FM) does, and what duties and responsibilities have to be done and applied, I will also talk about where FM’s can work and which position they can occupy. The following section will overlook the skills, competencies, education and experience needed to become a prosperous Financial Manager. This section will investigate all the specific criteria required in order to precisely understand what is needed to become a Financial Manager. The third section of this paper, will examine the possibilities of development for a FM’s throughout their career, and also scrutinize, in order to know if there is a possibility of continuing education for a Financial Manager throughout his career. The last section of this term paper will be in relation to the compensation,...
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... 10 * RESPONSIBILITY 11 * DISCOVERY AND DEVELOPMENT 12 4. COMPENETCY MAP 13-18 5. HUMAN RESOURCE DEPARTEMENT 19 6. PERSONNEL DEPARTMENT 20 7. ADMINISTRATIVE DEPARTMENT 21 8. RATIONALE AND OBJECTIVE 22-23 9. COMPETENCIES MAPPING AT MSD INDIA...
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...Talent Management Terry Meyer November 2005 ALL RIGHTS RESERVED COPYRIGHT Disclaimer Publication or other use of this document by any unauthorised person is strictly prohibited. The views expressed in this document are, unless otherwise stated, those of the author and not those of Fasset. THE CONTEXT OF TALENT MANAGEMENT As South Africa embarks on it’s journey into the second decade of democracy, few can argue that tremendous strides have been made on the political, economic, social and legislative fronts. Much of our legislation and policy directions are amongst the most progressive in the world. However, many challenges remain. One of these is the shortage of professional and managerial skills and the imbalances in terms of race and gender at these levels. Another, is the need to build a robust and entrepreneurial SMME sector which will create the jobs needed to absorb the unemployed in the economy. “Staffing is the new speed limit to growth. It is not the access to capital or technology that will constrain the growth of enterprises or the South African economy, but rather the lack of adequate skills to support organizational growth plans. The traditional channels of education and training are no longer providing skills in sufficient numbers nor are they necessarily aligned to organizational needs. Organizations must participate in the development of relevant skills if they are to survive.” (Italia Boninelli, HR Director: Netcare Group1) In a knowledge and service...
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...competency assessment tool THE WEB-BASED CORE COMPETENCY PROFILE ASSESSMENT TOOL Colleen S. Post and Micheline L. Brunett* ABSTRACT. The Professional Development and Certification Program for the Procurement, Materiel Management and Real Property Community is a key initiative that supports the Government of Canada’s priority to strengthen and streamline government operations. The Program is designed to provide the tools to help functional specialists better serve clients and exercise higher levels of delegated authority in order to meet the challenges of an evolving and increasingly complex environment. The Program Management Office of the Treasury Board of Canada Secretariat has developed an innovative web-based Assessment Tool that enables practitioners and their managers to create a core competency profile and assess their competencies. The tool generates a gap analysis report and learning solutions to assist in the development of individual learning plans. INTRODUCTION Citizen-focused, values based and results-oriented government requires the sustained efforts of a professional and motivated workforce, across the public service, working with the right values. The Public Service Modernization Act, introduced by the Government of Canada on February 6, 2003, is the centrepiece of ongoing efforts to modernize the management of the government’s human resources. One of the objectives of Human Resource Modernization is more coherent training and learning to help employees...
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...Robiul Awal Tuhin | 697 | Course Name: Human Resource Planning Course Code: HRM-502 Group leader: Tasnia Zannat ID-682 Letter of Transmittal 25th February, 2016 Muhammad Abdul Baset Assistant Professor, Department of Management Studies, Jahangirnagar University, Savar, Dhaka. Subject: Submission of an assignment on “Succession Management”. Dear Sir, We the students of Elite 9 group from Department of Management studies of 1st batch. We are going to submit our report as the part of our course objectives. During the process of preparing the assignment, we get the chance of experiencing and rediscovering our potentials. This assignment has sharpened our views, ideas and communication skills, which will help us in our future professional career. At the time of making this report, we had to take help from various sources of the internet. We therefore earnestly request you and hope that you will accept our proposal and give us opportunity to work on one topic....
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...ABSTRACT. are 3 of the most important business concepts that managers, researchers, and educators rely on for decision making, pedagogy, and research. However, little attention has been paid to defining these concepts. As a result, they have become buzzwords that are used so frequently that their meanings are often taken for granted but are not fully understood. In this article, the author reviews the evolution of these concepts in business literature and provides comprehensive definitions, conceptual models, and examples to help clarify and distinguish the concepts so that failures of communication can be avoided. Keywords: competencies, competitive advantage, strategy Copyright © 2007 Heldref Publications 110 Journal of Education for Business S R ince its genesis in the mid-20th century, the study of business disciplines has become an established academic discipline. The proliferation of business curricula, journals, and academic and professional associations is evidence of a dramatic growth in business education. Although the growth has improved the understanding of business and informed business practices, with growth comes various problems. For example, business practitioners, researchers, and educators are confused over important terms and concepts used pervasively in the field. An understanding of key concepts is critical for the foundation from which business practitioners and academics communicate and future research builds. In this...
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...Competence of the Corporation The Idea in Brief The Idea in Practice Diversified giant NEC competed in seemingly disparate businesses—semiconductors, telecommunications, computing, and consumer electronics—and dominated them all. CLARIFY CORE COMPETENCIES How? It considered itself not a collection of strategic business units, but a portfolio of core competencies—the company’s collective knowledge about how to coordinate diverse production skills and technologies. COPYRIGHT © 2003 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED. NEC used its core competencies to achieve what most companies only attempt: Invent new markets, exploit emerging ones, delight customers with products they hadn’t even imagined—but definitely needed. Think of a diversified company as a tree: the trunk and major limbs as core products, smaller branches as business units, leaves and fruit as end products. Nourishing and stabilizing everything is the root system: core competencies. Focusing on core competencies creates unique, integrated systems that reinforce fit among your firm’s diverse production and technology skills—a systemic advantage your competitors can’t copy. When you clarify competencies, your entire organization knows how to support your competitive advantage—and readily allocates resources to build cross-unit technological and...
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... INTRODUCTION This study is mainly a comparative literature review of two research papers which are both looking at Team personalities and Change management aspects within project management. The comparative study is based on research papers conducted by Crawford and Nahmias (2010) and Battilana, et al, 2010). The papers were carefully selected since they were all looking at the same concept of key abilities required to manage and execute change management projects. According to Crawford and Nahmias (2010), it was important to carry out this study to correctly address the question of who is the best person or profession suitable to manage major organisational transformations. The research was focusing on three people whom were seen as the right people to drive the organisational transformations and are as follows; Project Managers, Program Managers and Change Managers. The ideology was to assess their daily duties and come up with the best suitable competencies required to manage change. Looking at the second paper, Battilana, et al, 2010 indicated that there was increasing substantiation that transformation driver’s leadership features and behaviours determine the achievement or malfunction of organisational transformations. The study looked at three key change activities which are necessary for organisational change implementation. The three key activities are as follows; advocating the importance of transformation, encouraging other team members to support the transformations...
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