...About Pfeiffer Pfeiffer serves the professional development and hands-on resource needs of training and human resource practitioners and gives them products to do their jobs better. We deliver proven ideas and solutions from experts in HR development and HR management, and we offer effective and customizable tools to improve workplace performance. From novice to seasoned professional, Pfeiffer is the source you can trust to make yourself and your organization more successful. Essential Knowledge Pfeiffer produces insightful, practical, and comprehensive materials on topics that matter the most to training and HR professionals. Our Essential Knowledge resources translate the expertise of seasoned professionals into practical, how-to guidance on critical workplace issues and problems. These resources are supported by case studies, worksheets, and job aids and are frequently supplemented with CD-ROMs, websites, and other means of making the content easier to read, understand, and use. Essential Tools Pfeiffer’s Essential Tools resources save time and expense by offering proven, ready-to-use materials—including exercises, activities, games, instruments, and assessments—for use during a training or team-learning event. These resources are frequently offered in loose-leaf or CD-ROM format to facilitate copying and customization of the material. Pfeiffer also recognizes the remarkable power of new technologies in expanding the reach and effectiveness of training. While e-hype...
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...Assignment 2: Managing Planned Organisational Change Executive Summary Change management is essential if the introduction and implementation of a new process into the workforce is to succeed. Through an increase in injuries, plant downtime, equipment damage and multiple “notices of improvement” from the Department of Mines, a performance gap at Utah Point export facility was recognized. This performance gap was analysed and with the assistance of a gap analysis model a desired future comprising a safer, more efficient and profitable facility was identified. To ensure that this future can be achieved, focus was placed on both the factors pressuring for change and the major restraining forces against change. As already stated the high level of injuries to persons working at the facility along with the high costs associated with equipment damage and plant downtime were the foremost factors pressuring management for change. In contrast, the potential for resistance from some of the stakeholders to any change due to potential job losses or lost income defined the major restraining forces. Numerous options were considered to resolve this issue however the implementation of a drug and alcohol policy was determined to be the most effective solution. In order to ensure the smooth enactment of this procedure it was determined that all stakeholder parties should be involved in the design and implementation of the policy. In order to counteract any possible resistance to this change...
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...Rabeya feels secured about her future Ms. Rabeya Boshri a beneficiary of the "Jonaki Samiti" of Coast Trust, Cox's Bazar is a successful borrower of microcredit loan operations. She lives with her husband, Mr. Abdus Salam, a daughter and two sons. At present all her children go to school and she is able to bear both the educational and family expenses. Along with that she is now able to make some personal savings additional to general savings of "Jonaki samiti". But things were not the same even few years earlier. Her husband was a day labourer and it was very hard to bear family expenses with his single income. Their life was becoming tougher day by day and Rabeya wanted to do a bit by herself to help her husband from this growing desolation. One day she came to know that a samiti named "Jonaki" operated by Coast Trust, provides loan wih nominal conditions for a number of Income Generating Activities (IGAs). Sooner she spoke to the Chairperson of the "Jonaki Samiti" and became a memeber of that samity. After accomplishing all the regulations together with general savings she got her first loan installment of Taka 7000. She invested the money in vegetable cultivation. Subsequently she was able to sell some amount of vegetable per week after meeting her own family demand which helped her husband with additional income. In the intervening time she was able to save Taka 3000 along with the ragular savings of samiti and gradually she repaid the loan. After the repayment of...
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...CHAPTER 1 INTRODUCTION 1.1 Background of the Study Kasilak Development Foundation or KDFI is a non-stock, non-profit social development organization: Its primary purpose is to uplift the socio-economic condition of the communities living in a peacefully and ecologically balanced environment. http://www.kasilak.org Furthermore, Kasilak Development Foundation Incorporated (KDFI) was created in 1997 by Stanfilco as a partner in promoting a strong and excellent service to all communities in all area of operations in Mindanao. Kasilak has provided the Mindanao area with sustainable farming, social services and programs that will improve the quality of life. It was through KDFI that Stanfilco built strong relationships with the people living in the different communities. KDFI is dedicated to achieved the goals specifically in providing peaceful ecologically balance environment. Thus, Stanfilco’s community programs are managed and lead by Kasilak Development Foundation Inc. It was March 3, 1997 that Kasilak was organized as a Corporate Social Responsibility of Stanfilco, and was subsequently registered with Securities and Exchange Commission (SEC) on June 2, 1997 with registration no. D1997-00568. As a multinational corporation in the Asia Pacific, the US government started a partnership with Stanfilco to implement environmental projects. It started with the reforestation project entitled “Libuganon River Reforestation Project” which was co-funded by Dole Philippines...
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...companies for about U.S. $11 billion dollars. This impressive development has been due to a growth in inputs (capital and labour) as well as factor productivity. By the year 2020, India is expected to add about 250 million to its labour pool at the rate of about 18 million a year, which is more than the entire labour force of Germany. This so called ‘demographic dividend’ has drawn a new interest in the Human Resource concepts and practices in India. This paper traces notable evidence of economic organisations and managerial ideas from ancient Indian sources with enduring traditions and considers them in the context of contemporary challenges. Intriduction Over many centuries India has absorbed managerial ideas and practices from around the world. Early records of trade, from 4500 B.C. to 300 B.C., not only indicate international economic and political links, but also the ideas of social and public administration. The world’s first management book, titled ‘Arlhãshastra’, written three millennium before Christ, codified many aspects of human resource practices in Ancient India. This treatise presented notions of the financial administration of the state, guiding principles for trade and commerce, as well as the management of people. These ideas were to be embedded in organisational thinking for centuries (Rangarajan 1992, Sihag 2004). Increasing trade, that included engagement with the Romans, led to widespread and systematic governance methods by 250 A.D. During the next 300 years...
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...Nigeria. Group 1~ China Demographics China has the largest population in the world. “One Child Policy” has been implemented in China since 1979 which have helped to prevent an extra 400 million births to the country. According to the fifth Census, China’s population was 1.3 billion. China has 1 majority which is called “Han” and 55 minorities. Economic system In the first 30 years after the founding of the PRC in 1949, China’s economic system was planned economy. In 1978, the household contract responsibility system was introduced in the rural area. In 1984, the economic restructuring shifted from the rural areas to the cities. In 1992, China established the socialist market economic system. Culture and Social Structure China’s history is more than 5000 years with diverse customs and traditions. Every ethnic group has its own culture, even some have their own languages and words. There are many dialects in China, and the main language is Mandarin. People’s tastes are varied as well. People from the South prefer sweet, people from the North prefer salty, while Eastern people like spicy and Western people like sour. Legislative System China's legislation includes the legislation of the National People's Congress and its Standing Committee, regulation making by the State Council and its relevant departments, as well as the legislation of ordinary localities, ethnic autonomous regions, special economic zones and special administrative regions. There are four categories...
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...------------------------------------------------- Introduction A nonprofit organization or not-for-profit organization (often called an NPO), is an organization that uses surplus revenues to achieve its goals rather than distributing them as profit or dividends. These organizations play important roles in society by placing public service above profits. It can operate both in the public & private sectors and includes-museums, libraries, charitable& religious organizations, colleges, universities government agencies, political parties, labor union etc. Unnayan Shamannay denotes coordination of developmental activities, not in the narrow sense, but in the wider context of all the aspects of a living society and human race - reckoning with all the quantifiable and qualitative actions a society carries out. The members of Unnayan Shamannay have been striving to invigorate and further strengthen private sector initiatives for socioeconomic and cultural development of Bangladesh through a concerted grassroots approach.It is an innovative non-profit research organization of resourceful professionals working in the arena of research and development. It is engaged in quantitative and qualitative research work, training, communication and advocacy, cultural learning and developmental activities. The organization was incorporated in July 1994 under the Companies Act, 1913 (section 26) with the Registrar of Joint Stock Companies under the Ministry of Commerce, Government of Bangladesh...
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...PART 1 INTRODUCTION 1.1 Introduction: This report is prepared as a requirement of BBA program on the course FIN 302, Managerial finance. This report focuses on ACI Formulation ltd. The ACI Formulation ltd is one of the most leading Companies in Bangladesh.The report with ACI Formulation ltd which stands as a famous name in verious Business.We proud to work with ACI Formulation ltd and this experience will surely help us in our future assignments as management Professional.ACI Formulation ltd will be more effective in our economy by adopting modern economic technology by extending their activities in human & social welfare.By this report,we are learning much about the Financial ratio analysis of ACI Formulation ltd and we got wonderful experience during our working period to make this report. Lastly, we thank our group members who always inspired us during the working period. 1.2 Significance of the study: The prime reason of this study is to become familiar with the realistic business world and to attain practical knowledge about the banking and corporate world. We all know that there is no alternative of practical knowledge, which is more beneficial than theoretical aspects. 1.3 Scope of the study: The report covers the topic titled “The Financial Performance/Ration...
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...ASSIGNMENT OF PUBLIC FINANCE ON The importance of broadening the Income Tax Base SUBMITTED TO Tanvir M H Arif, MIBM (UWL/TVU, UK); MBA (CU, BD) Assistant Professor, Department of Finance and Banking. University of Chittagong, Chittagong, Bangladesh. Ex-Asst. Professor, FBA, USTC ; Ex-Lecturer, AUB, Dhaka. And CEO, Corporate Trainer and Consultant (CTC), Chittagong, Bangladesh. UK Experiences: Adjunct Faculty of BRIT College, London Ambassador College and Nelson College. SUBMITTED BY GROUP D Group Profile| SERIAL NO.|NAME DETAILS|CLASS ID|E-MAIL ID| 01|SHAMIN JAHAN SHAWN|09303020|shahjahanh53@gmail.com[->0]| 02|JEWEL SHIL|09303036|takenfromlife@ymail.com[->1]| 03|TAMA SAHA|09303050|tama_cu@yahoo.com[->2]| 04|KUSHUM AKTER SOMA|09303056|Kushumsoma@yahoo.com[->3]| 05|DIPA BARUA|09303060|| 06|SHAMIM AKTHER|09303063|Shamim_cufb_17@yahoo.com| 07|HERO AKTER|09303085|hiruakter@gmail.com[->4]| 08| K. A.M. ATAUL ISLAM|09303111|hassanmrhridoy@ gmail.com| 09|MOHAMMAD JAMIR UDDIN |09303113|Jamir_cu@yahoo.com[->5]| 10|MEJBAH UDDIN AHMED|09303118|mejbah118@gmail.com[->6]| 11|BIBI JOYNUB CHOWDHURANI|09303126|| CONTENTS Chapter -1| Introductory Part| 1.1 Introduction1.2 Aims and Scope of the study1.3 Methodology of the study1.4 Vision of the study1.5 Limitations of the study| Chapter -2| Income Tax Background| 2.1 History of Income Tax2.2 Importance of Income Tax2.3 Drawback of Income Tax| Chapter -3| Tax...
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...INTERNSHIP REPORT ON HR PRACTICES IN RENATA LIMITED HR PRACTICES IN RENATA LIMITED 23/05/2012 BRAC University PREPARED FOR, Ms. KOHINUR AKTER SENIOR LECTURER, BRAC BUSINESS SCHOOL COURSE ID: BUS-400 PREPARED BY, NAZMUS SAKIB STUDENT ID: 07304004 BRAC BUSINESS SCHOOL BRAC UNIVERSITY Letter of Transmittal May 23, 2012 Kohinur Akter Senior Lecturer BRAC Business School BRAC University Subject: Submission of Internship Report Dear Ms. Kohinur Akter, With due respect and immense pleasure I am submitting my internship report on “HR Practices in Renata Limited” that you have assigned me as an essential requirement of Internship program. It is really an enormous prospect for me to gather together vast information and grasp the subject matter in an appropriate way. I have found the study is quite attention-grabbing, beneficial & insightful. I tried my level best to prepare an effective & creditable report. The report will provide clear concept about the overall functions of “HR Practices in Renata Limited”, I welcome your entire query & criticism on the report is beneficial for me as it will give me the opportunity to learn more and enrich my knowledge. I hope you will consider the mistakes that may take place in the report in the spite of my best effort Yours Sincerely ______________________ Nazmus Sakib I Acknowledgement Preparation of this Report, I would like to acknowledge the encouragement, guidance and assistance given from a number of responsible...
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...quote a few: • OD is a response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of organization so they can better adopt new technologies, markets and challenges, and the dizzying rate of change itself ( Bennis, 1969). • OD is planned process of change in an organization’s culture through the utilization of behavioral science, technology, research and theory. ( Burke 1982) • Organizational Development is an effort (1)planned,(2) organizational wide, (3) managed from the top, (4) to increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge. (Beckhard,1969) Let us examine this definition: 1. It is a planned change effort. An OD program involves a systematic diagnosis of the organization, the development of strategic plan for improvement, and the mobilization of resources to carry out the effort. 2. It involves the total system. An organization development effort is related to a total organization change in the culture and the reward system or the total managerial strategy. 3. It is managed from the top. In an OD effort the top management of the system has personal investment in the program and it’s outcomes. They actively participates in the management of the effort. This does not mean that they must participate in the same activities as others, but it does that they must have both knowledge...
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...OD, to quote a few: • OD is a response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of organization so they can better adopt new technologies, markets and challenges, and the dizzying rate of change itself ( Bennis, 1969). • OD is planned process of change in an organization’s culture through the utilization of behavioral science, technology, research and theory. ( Burke 1982) • Organizational Development is an effort (1)planned,(2) organizational wide, (3) managed from the top, (4) to increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge. (Beckhard,1969) Let us examine this definition: 1. It is a planned change effort. An OD program involves a systematic diagnosis of the organization, the development of strategic plan for improvement, and the mobilization of resources to carry out the effort. 2. It involves the total system. An organization development effort is related to a total organization change in the culture and the reward system or the total managerial strategy. 3. It is managed from the top. In an OD effort the top management of the system has personal investment in the program and it’s outcomes. They actively participates in the management of the effort. This does not mean that they must participate in the same activities as others, but it does that they must have both knowledge...
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...NATURE OF MAN HISTORY AND PHILOSOPHY OF SCIENCE IN 10 MODULES E. Kolawole Ogundowole, Ph.D., D.Sc. Professor & Head of Philosophy Department University of Lagos. Akoka, Lagos. Nigeria Correct Counsels Limited Research. Counselling. Publishing. Book Supply First published 2003 Correct Counsels Ltd. P. O. Box 53 Akoka, Lagos. C E. Kolawole Ogundowole, 2003 ISBN: 978 -37004 - 0 – 5 This book is copyright. All rights reserved under the Copyright La Enquiries should be addressed to the Publishers. Printed in Nigeria by: Mustard Press Enterprises 16, Ogundola Street Sungas-BAriga. PREFACE A few words about the overall objectives of the course is appropriate as a starting point. Historically, philosophy was the first form of theoretical knowledge. As a rational theoretical tool of comprehending the world, philosophy arose in ancient Greece in stiff battle with mythology and religious consciousness. It came out to lay the foundation for the evolvement of scientific consciousness and the emergence and development of the sciences - Mathematics, Astronomy, Physics, Chemistry, Biology, etc. In an environment rife with various and varying superstitions and myths, the study of the History of Science and Philosophy of Science becomes crucial, lest science itself falls within the ambit of mythology and superstition and becomes another form of myth even in the hands of the tutored. The study of the History of Science...
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...United Nations Development Programme Bangladesh Building a 21st Century Public Administration in Bangladesh End of Assignment Report by the Formulation Mission on Civil Service Reform Program September 16 – October 9, 2007 Submitted by: Pan Suk Kim Judy Johnston Mobasser Monem Patrick Stoop Theodore Thomas BGD/04/002-Developing Civil Service Capacity for 21st Century Administration Contents Contents __________________________________________________________________ 2 Acronym and Abbreviations___________________________________________________ 5 1. Executive Summary: Aiming at Public Confidence and Sustained Transformation in the Civil Service ________________________________________________________ 6 1.1. 1.2. 1.3. 1.4. 1.5. 1.5.1. 1.5.2. 1.5.3. Objectives and Approaches of the Mission_________________________________ 6 Assessment___________________________________________________________ 6 Issues and Goal of a Civil Service Reform Program _________________________ 7 Overview of program components and strategies ___________________________ 9 Recommendations____________________________________________________ 10 Recommendations for immediate action ________________________________________ 10 Recommendations targeted to be implemented before the end of the first year of the civil service reform program _____________________________________________________ 11 Recommendations for a phased civil service reform process. ________________________ 12 2. ...
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...A Handbook for Development Practitioners Ten Steps to a 29672 ResultsBased Monitoring and Evaluation System Jody Zall Kusek Ray C. Rist THE WORLD BANK A Handbook for Development Practitioners Ten Steps to a Results-Based Monitoring and Evaluation System A Handbook for Development Practitioners Ten Steps to a Results-Based Monitoring and Evaluation System Jody Zall Kusek Ray C. Rist THE WORLD BANK Washington, D.C. © 2004 The International Bank for Reconstruction and Development / The World Bank 1818 H Street, NW Washington, DC 20433 Telephone 202-473-1000 Internet www.worldbank.org E-mail feedback@worldbank.org All rights reserved. 1 2 3 4 07 06 05 04 The findings, interpretations, and conclusions expressed herein are those of the author(s) and do not necessarily reflect the views of the Board of Executive Directors of the World Bank or the governments they represent. The World Bank does not guarantee the accuracy of the data included in this work. The boundaries, colors, denominations, and other information shown on any map in this work do not imply any judgment on the part of the World Bank concerning the legal status of any territory or the endorsement or acceptance of such boundaries. Rights and Permissions The material in this work is copyrighted. Copying and/or transmitting portions or all of this work without permission may be a violation of applicable law. The World Bank encourages dissemination...
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