...in Insurance and Risk Management REGISTRATION NUMBER: N00801170C 1 SETH CHIMERI N00801170C 3RD YEAR WORK RELATED REPORT NATIONAL UNIVERSITY OF SCIENCE AND TECHNOLOGY (NUST) 2010/2011 Prepared in partial fulfilment of the B.Com Honours Degree in Insurance & Risk Management TiB INSURANCE BROKERS A Member of Trust Holdings Limited Executive Summary The National University of Science and Technology (NUST) was established by an Act of Parliament in 1992 and through the years it has become a beacon in churning top class graduates into the commercial and science industries in Zimbabwe. In a bid to preserve its well deserved reputation NUST ensures that all its students undergo one year work related learning in their respective career lines. This serves the imperative opportunity to bridge the gap between theory and the actual practice in the industry, thus enabling graduates from National University of Science and Technology to be the favourites countrywide, regionally and internationally. This report details my enriching experience during my work related learning at TiB Insurance Brokers as a fulfillment of the requirements of the Bachelor of Commerce Honours Degree in Insurance and Risk Management with the National University of Science and Technology (NUST). This work related report outlines among other things the Company background, its organizational structure, and other facts of the Company, what I did during the course of the attachment period, what I leant and what...
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...HISTORY OF ORGANIZATIONAL DEVELOPMENT In the late 1960s organizational development was implemented in organizations via consultants, but was relatively unknown as a theory of practice and had no common definition among its practitioners. Richard Beckhard, an authority on organizational development and change management, defined organizational development as "an effort, planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's processes, using behavioral-science knowledge" (Beckhard 1969). Throughout the 1970s and 1980s organizational development became a more established field with courses and programs being offered in business, education, and administration curricula. In the 1990s and 2000s organizational development continued to grow and evolve and its influences could be seen in theories and strategies such as total quality management (TQM), team building, job enrichment, and reengineering. RATIONALE AND IMPLEMENTATION Organizational development takes into consideration how the organization and its constituents or employees function together. Does the organization meet the needs of its employees? Do the employees work effectively to make the organization a success? How can the symbiotic relationship between employee satisfaction and organizational success be optimized? Organizational development places emphasis on the human factors and data inherent in the organization-employee...
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...Journal of Management and Social Sciences Vol. 5, No. 2, (Fall 2009) 180-194 The Role of Leadership in Human Resource Management a Comparative Study of Specific Public and Private Sectors in Pakistan Akbar Ali * Dean, Multi Disipline, Degree Program NUST, Karachi ABSTRACT The fundamental problem of this study was to examine "The role of leadership in human resource management through comparison of public and private sectors in Pakistan" by evaluating the leadership in ten competencies. The sample was 115 leaders (assesses) which were assessed by 520 respondents (assessors) belonging to Airlines, Hospitals and Banks from both Public and Private Sector. Each of the manager / leader was evaluated by using 360 degree feed back assessment questionnaire. Statistical analyses were conducted using the SPSS statistical package. Outcome of this study pointed that there were statistically significant difference among score of leadership between Private and Public Sector organizations. The conclusion of the study indicated; a) Leadership at Private sector is performing better than Public Sector. b) The leadership score of private sector bank was significantly higher to public sector bank. c) The leadership score of private sector hospital was significantly higher as compared to the public sector hospital. d) The leadership score in public sector airline was significantly higher to the private sector airline. The findings also indicated to call upon Pakistani leaders at public...
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...RoJournal of Management and Social Sciences Vol. 5, No. 2, (Fall 2009) 180-194 The Role of Leadership in Human Resource Management a Comparative Study of Specific Public and Private Sectors in Pakistan * Akbar Ali Dean, Multi Disipline, Degree Program NUST, Karachi ABSTRACT The fundamental problem of this study was to examine "The role of leadership in human resource management through comparison of public and private sectors in Pakistan" by evaluating the leadership in ten competencies. The sample was 115 leaders (assesses) which were assessed by 520 respondents (assessors) belonging to Airlines, Hospitals and Banks from both Public and Private Sector. Each of the manager / leader was evaluated by using 360 degree feed back assessment questionnaire. Statistical analyses were conducted using the SPSS statistical package. Outcome of this study pointed that there were statistically significant difference among score of leadership between Private and Public Sector organizations. The conclusion of the study indicated; a) Leadership at Private sector is performing better than Public Sector. b) The leadership score of private sector bank was significantly higher to public sector bank. c) The leadership score of private sector hospital was significantly higher as compared to the public sector hospital. d) The leadership score in public sector airline was significantly higher to the private sector airline. The findings also indicated to call upon Pakistani...
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...DEPARTMENT OF INSURANCE & ACTUARIAL SCIENCE STRATEGIC MANAGEMENT: AN INDISPENSABLE APPARATUS TO CREATE SUSTAINABLE COMPETITIVE ADVANTAGE IN THE VOLATILE ZIMBABWEAN SHORT-TERM INSURANCE MARKET? By HENSLEY MADAMOMBE N010 7541D SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS OF THE B.COM (HONOURS) DEGREE IN RISK MANAGEMENT AND INSURANCE SUPERVISOR: MR A. NYANHETE MAY 2014 Dedication To my family You have been my source of inspiration and hard work. You sacrificed everything that you had for the sake of my education. From you, I have learnt that: ‘it is only through a disciplined mind that success can only be achieved’. I will always love and cherish you. And, to the late Mr Paul Malaba (Former Chairman of the Insurance and Actuarial Science Department at NUST) You have gone too soon dear Sir, but your immense contributions to the academic fraternity will forever be cherished. You were an inspiration and a father-figure to all of us. The Q.A.B courses at NUST will never be the same without you. i Acknowledgements First and foremost, I would like to give honor, praise and glory to the almighty lord for his unending mercy, protection and unconditional love: “I will praise thee, O Lord my God, with all my heart; and I will glorify thy name for evermore” (Psalms 86:12, King James Version). I would also like to thank my parents, Mr. and Mrs. Madamombe, for their parental advice, financial support, guidance and endless love. Dear father and mother: ‘you are my fountain of...
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... particularly the Microstart and Social Dimension Micro Enterprise Programme and Hivos-a Netherlands donor. Nissi’s Senior Management together with a determined Board of Directors led the start-up and expansion of this profitable donor funded project which grew from one branch to twenty-three branches nationwide during the pre-dollarization era. Nissi global has now expanded its product range to include foreign exchange, Pay Day Loans, Business Loans, Housing Microfinance, Stop order loans and also running agencies such as Ecocash and CBZ. Nissi Global as a microfinance company has set its standards to operate as efficient as banks or better. It has the aspirations of becoming a macro- finance company than micro as it is. It fosters a culture of professionalism and good customer care. It operates from Monday to Friday, 8am to 5pm then Saturdays 8am to 1pm. Due to the prevailing tough economical conditions since the 2007-2008 economic downturn, the company managed to survive though with lesser luggage in the boat. The operations have reduced as well as the number of branches nationwide to four. As most companies have even gone down to closure due to harsh...
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...Raza Mr. Abdul Fatah Bhatti Executive Director Adviser (Academics) Director (Curri) Deputy Director (Curri) Asstt. Director (Curri) Asstt. Director (Curri) Composed by: Mr. Zulfiqar Ali, HEC, Islamabad 2 CONTENTS 1. Introduction……………………………………...........6 2. BBA Programme....................................................11 a. Structure of BBA Programme..……………....12 b. Layout for BBA Programme..........................13 c. Semester-wise Breakup for BBA…...............14 3. Bachelor of Business Studies (BBS)......................15 4. MBA Programme....................................................16 a. Structure of MBA Programme........................17 b. Semester-wise Breakup for MBA...................19 5. MS in Management Sciences................................20 a. Structure of MS Programme...........................20 b. Eligibility for Non-business Degree Holders...21 6. Roadmap for Business Education…………............24 7. BBA Course outlines...............................................25 a. Compulsory Courses for BBA...…….…..........25 b. Foundation Core Courses...........…....…....... 41 c. Major Core Courses........................................59 d. Major Elective Courses...................................75 e. Management Specialisation Courses..............89 f. Marketing Specialisation...............................105 g. Finance Specialisation..................................105 8. BBS Course outlines..............................................116...
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...Journal of Diversity Management – Second Quarter 2010 Volume 5, Number 2 Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model Rehman Safdar, Pakistan Electronic Media Regulatory Authority (PEMRA), Pakistan Ajmal Waheed, Quaid-e-Azam University, Pakistan Khattak Hamid Rafiq, National University of Modern Languages, Pakistan ABSTRACT Researchers have developed a relationship between HRM practices and organizational performance, but the relationship between HRM practice like job analysis – employee Job performance remains unexplored. This paper, based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance. Survey results of 568 employees indicated that practice of job analysis was strongly related to employee job performance. The findings suggest that an organisation-wide policy of job analysis is an important source of competitive advantage in its own right, and requires due attention of HR professionals. The study extends the findings of the HR–employee job performance research pursued in Western countries to a non-Western context. Keywords: Human resource management; HR practices in regulatory authorities; HR-performance linkage; Job analysis; Job performance; Job satisfaction;...
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