... Strategic Management from My Point of Views Before implementing a selected strategy from several alternatives, we should carefully analyze and consider the selected strategy. Strategy analysis can take a longer time before coming to the decision-making process. The intention is that an organization will be on the effective condition and position in attempting created goals and objectives in various influences from internal as well as external factors. Sometimes internal and external factors change the level of intensity and urgency in conducting certain kinds of strategic decisions completely. The orientation of such specific strategies based on various assumptions is related to the assumption which has been used by the planner, in this case, a manager or leader in an organization to produce a decisive strategy. Managers or leaders have to fully aware that all consequences from the implementation of the strategy are being measured and estimated appropriately. After an organization formulating their strategy, then the working units in the organization can set some technical ways in conducting the strategy. The next step is an organization needs to implement their created strategies to gain the best results. Implementation of the strategy, which has been made and written, has aimed to reach a direction has been determined. People, who have also embodied the strategy, will be able to benefit and work successfully. The discussion in the strategic management includes how to manage...
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...Workshop on Global Health Workforce Strategy Annecy, France, 9-12 December 2000 ASSESSING QUALITY, OUTCOME AND PERFORMANCE MANAGEMENT Dr Javier Martinez The Institute for Health Sector Development London World Health Organization Department of Organization of Health Services Delivery Geneva Switzerland 2001 © World Health Organization, 2001 This document is not a formal publication of the World Health Organization (WHO), and all rights are reserved by the Organization. The document may, however, be freely reviewed, abstracted, reproduced and translated, in part or in whole, but not for sale nor for use in conjunction with commercial purposes. Assessing quality, outcome and performance management Dr Javier Martinez The Institute for Health Sector Development London Contents Introduction ..................................................................................................................... 1 1. Background, objectives and methods ................................................................... 1 2. Mapping out the topic and this review .................................................................. 1 Chapter 1 1.1 1.2 1.2.1 1.2.2 1.2.3 1.2.4 1.2.5 1.2.6 1.2.7 1.2.8 What is performance management? How have the concept and practice of performance management evolved over time? ............................ 3 Definition .............................................................................................................. 3 How have...
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...chocolate, attention to detail and to offer a unique product. Suzy built up a good reputation by offering a unique, high quality product and by always delivering orders on time. These are her product goals. Organisational goals refer to running of the organisation so as to make the most of management skills, technology and resources. Joy of chocolates operational goals are; training for production staff to ensure a high level of expertise, support staff development. Hafiz uses job rotation to further staff knowledge and also holds a personal development review every four months to ensure that staff are given feedback. Goals which are not classed as a priority by an organisation are called secondary goals. Joy of chocolates secondary goals are; limiting the number of suppliers so as to develop a close working relationship and not run the business based on price, offering products using local produce. Suzys objective was to find fair trade suppliers. Her main policies were; health and safety, food production regulations and low wastage. Having policies in place ensures that all staff are giving a consistent approach to work and that everyone is following the same guidelines. 2. Formal organisations are more formal and strict. Informal organisations are often more creative and relaxed. These are more fun and almost like a small family. Formal organisations are based on structure, rules and following order. These types of organisations have boundaries. Informal organisations...
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...International Journal of Educational Management Emerald Article: Human resource management in Hong Kong preschools: the impact of falling rolls on staffing Choi-wa Dora Ho Article information: To cite this document: Choi-wa Dora Ho, (2009),"Human resource management in Hong Kong preschools: the impact of falling rolls on staffing", International Journal of Educational Management, Vol. 23 Iss: 3 pp. 217 - 226 Permanent link to this document: http://dx.doi.org/10.1108/09513540910941720 Downloaded on: 11-05-2012 References: This document contains references to 32 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 1576 times. Access to this document was granted through an Emerald subscription provided by PORTLAND STATE UNIVERSITY For Authors: If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service. Information about how to choose which publication to write for and submission guidelines are available for all. Additional help for authors is available for Emerald subscribers. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com With over forty years' experience, Emerald Group Publishing is a leading independent publisher of global research with impact in business, society, public policy and education. In total, Emerald publishes over 275 journals and more than 130 book series, as well as an extensive range of online...
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...Biomedical scientist: Job description More in this section Job description Salary and conditions Entry requirements Training Career development Employers and vacancy … Related jobs Print all pages in this section Case studies Biomedical scientist: Ann Thomas Biomedical scientist: Kathryn Owen Biomedical scientist: Roslyn Cooke Biomedical scientists work in healthcare and carry out a range of laboratory tests and techniques on tissue samples and fluids to help clinicians diagnose diseases. They also evaluate the effectiveness of treatments. Their work is extremely important for many hospital departments and the functions they carry out are wide ranging. For example, they may work on medical conditions, such as cancer, diabetes, AIDS, malaria, food poisoning or anaemia, or carry out tests for emergency blood transfusions or to see if someone has had a heart attack. Biomedical scientists can work in three areas: infection sciences; blood sciences; and cellular sciences. Infection sciences include: •medical microbiology - identification of micro-organisms causing disease and their antibiotic treatment; •virology - identification of viruses, associated diseases and monitoring the effectiveness of vaccines. Blood sciences include: •clinical chemistry - analysis of body fluids and toxicology studies; •transfusion science - determination of donor/recipient blood compatibility, ensuring blood banks are sufficient; •haematology - form and functions...
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...BASED MUNICIPAL INFORMATION SYSTEM FOR MANAGEMENT OF URBAN DEVELOPMENT CONTROL PROCESS (CASE STUDY OF BLANTYRE CITY ASSEMBLY, BLANTYRE, MALAWI) A GIS based Municipal Information System for Management of Urban Development Control Process (Case Study: Blantyre City Assembly, Blantyre, Malawi) Student: Costly Chanza March 2003 A GIS BASED MUNICIPAL INFORMATION SYSTEM FOR MANAGEMENT OF URBAN DEVELOPMENT CONTROL PROCESS (CASE STUDY OF BLANTYRE CITY ASSEMBLY, BLANTYRE, MALAWI) A GIS based Municipal Information System for Management of Urban Development Control Process (Case Study: Blantyre City Assembly, Blantyre, Malawi) by Costly Chanza Thesis submitted to the International Institute for Geo-information Science and Earth Observation in partial fulfillment of the requirements for the degree of Master of Science in GeoInformation Management for Urban Planning and Management. Degree Assessment Board Chairperson External Examiner First Supervisor Second Supervisor : : : : Prof. Ir. P. van der Molen Dr. F. Toppen (University of Utrecht) R.V. Sliuzas MSc Drs. S. Amer INTERNATIONAL INSTITUTE FOR GEO-INFORMATION SCIENCE AND EARTH OBSERVATION ENSCHEDE, THE NETHERLANDS A GIS BASED MUNICIPAL INFORMATION SYSTEM FOR MANAGEMENT OF URBAN DEVELOPMENT CONTROL PROCESS (CASE STUDY OF BLANTYRE CITY ASSEMBLY, BLANTYRE, MALAWI) Disclaimer This document describes work undertaken as part of a programme of study at the International Institute for Geo-information Science and...
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...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 (The Registration number is C-345 (02)/94).Unnayan Shamannay was conceived in the light of a felt need for an alternative socio-cultural trend, a trend that encompasses the struggle for survival thriving on the creative talent of the people. This trend does not seek to depict the country as poverty-ridden. Rather...
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...QFD Application in the Hospitality Industry: A Hotel Case Study Kioumars Paryani, Lawrence TechnoLogicaL UniversiTy ali masoudi, azad UniversiTy, soUTh Branch of Tehran ElizabEth a. CudnEy, MissoUri UniversiTy of science and TechnoLogy © 2010, asQ Quality function deployment (QFD) is a methodology for capturing and translating the voice of the customer (VOC) into engineering characteristics of products or services. In addition, the process prioritizes and deploys these customer-driven characteristics throughout the product or service development to meet the VOC (that is, customer needs, wants, and expectations). QFD determines effective development targets for the prioritized product and service characteristics. The QFD process has been used and documented extensively in product development. The service industry, however, lacks in the application of this process. The purpose of this paper is to show practitioners and researchers how this process, in its entirety, can be used as a planning process to link customer requirements and service characteristics in the hospitality industry. A case study was developed focusing on a specific hotel to illustrate the application of the QFD process in a five-star hotel. Key words: four-phase QFD, hospitality industry, quality function deployment, service, SERVQUAL, total quality management INTRODUCTION The service industry exhibits distinct features that are not shared in the manufacturing industry. Many service organizations are profit-earning...
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...the manager employ, educate, pick out and develop contributory for an organization. He also told us that HRM is making and implementation plan for all staff and operations of the company. So the role of HRM is very important for the development of each organization.To complete the task, HRM is the lead right from the first step.HRM must understand the needs of the employees, the company's strategy, knowledge of marketing, creative, and refreshing work themselves, said creating effective working environment (Zuzeviciute and Tereseviciene, 2007 ). This article was aimed to clarify the skills, abilities and knowledge of the HR manager in a modern company Skills, Competencies and Knowledge Human resource management’s role is one of the important components of the organization. There are some skills can help the manager grow into more effective. Two of the most important skills an employer's selection and recruitment.Recruiting good staff is the first basic skills of a recruiter.It is in the process of selecting a group of highly qualified candidates for recruitment office’s worker(Gold, 2007). He also decided selection as a progress of choosing people from a group of applicants who have the highest chance to succeed in the jobs. Recently, the staff is a critical component in the development of an organization The case below discussed that Jack is a smart person and donate a vast amount of knownlegde or the experience to the organization. But , everybody’s review about...
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...manufacturing concern to have practical knowledge on “Human Resource Management”. Human resource management is an important department of Square Pharmaceuticals Ltd. In the absence of these all efforts will failed to fulfill the target that in such a technique which cannot solve any problem within short time. Though Square Pharmaceuticals Ltd has been sat up in a town, it faces some problems with regard to manpower that require providing quality medicine to the society. The industry is running in a righteous way with the applicable management with name and fame with a view to know the esteemed industry. I meet the Square pharmaceuticals Ltd authority. The development, extension, communication, production system, and labor relation of an industry depends on the proper management system of that industry. 2. Objectives Of The Study Every activity has some objectives. The...
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... Leading Yourself Final Individual Assignment Case Study 1 Kathleen Dameron kdameron@kdconseil.com Case study ONE How to develop our Leadership when working eadership in multinational organizations. Support: Using the GLOBE STUDY as well as participant analysis in Part 1. Part 1 Compare leading in these Contexts a) Our way here in China, b) our way in Contexts: another country, c) our way with Chinese staff, d) our way with staff of other nationalities. For each context below you will answer these questions: 1) What qualities and behaviors make me / us successful? 2) How do we lead /manage Chinese staff in our company? company? What causes us to be seen as a leader in our organization? 3) How do we lead/ manage non Chinese staff in our company? non-Chinese What causes us to be seen by a leader by HQ in the HQ country? 4) How am I managed / how do I manage my boss of another nationality here in China? How do I lead in another country with another nationality? Be specif specific about the country /company? At distance/virtually or co-located? located? Part 2 And myself? 1) What adaptations will I need to make to be successful in the different successful leadership contexts above? How do I get there: a road map for me. 2) Remember, the best leadership development is: est 70 – challenge assignments, 20 – development relationships and 10% coursework & training. How can you as a leader implement this today for your staff? Part 3 How can my organization grow managers such...
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...Title: Inside Dyson A case study Student Name: Margaret Lynch Student ID: 10137149 Module Code: MG4918 Date of Submission: 26/02/2014 Inside Dyson: a distinctive company Analysis the varying types of strategic capabilities of Dyson. Dyson is a world renowned company that is fronted very publically by Sir James Dyson. It is involved in the manufacture of among other things the vacuum cleaner and is constantly striving to develop new initiatives. Research and development is a major factor with this company and there has been and continues to be major investment of both time and money into this aspect of the firm. For the purpose of this case study analysis a SWOT analysis will be used on the available evidence on the Dyson Company to explore and define the strategic capabilities unique to this company. A SWOT analysis is a look at the strengths, weaknesses, opportunities and threats that can affect an organisation. Johnson et al (2011) affirms that a summary of a SWOT analysis can be helpful when attempting to prioritize strategic capabilities especially when consolidating other available data (Johnson, 2011). It is sufficient for the purpose of this essay and will be used as a simple tool to assess the available data from the case study. A SWOT analysis in this case can be examined using the Value, Rarity, Inimitability and Non-Substitutability (VRIN) framework to assess the competitive position of the company. Johnson (2011) states that managers must look at...
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...1.0 Introduction 1.1 Training and Development: Human Resource Management (HRM) is a new term, before this department was called as a Personnel Administration or Personnel Management, but trends are changing. Today HRM is a very important part of any organization that helps to select, recruit, train and develop employees over time. Training and Development (T&D) is HRM’s subsystems that have to reduce randomness and maintain structured learning format. The main purpose of training and development is to make sure that organization have fully skilled workers that will affect on effectiveness and efficiency of an organization (Naukrihub, 2007). 1.2 Importance of Training and Development: Training and Development is the structure which was made for helping workers to develop their personal and organizational skills, knowledge, and capabilities. So, HRM have to concentrate on developing most superior labour force so that individual and organizational goals would be aligned in providing good service to the customers. In today’s competitive world all employees want to be competitive in the labour market as well. But this can be achieved only through training and development of employees. So, good HRM department should provide proper training in order to develop employee’s skills, which will lead to employee motivation and retention. Organization can not exist by itself, therefore people are the main assets of any company that helps to achieve efficiency and compete in market...
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...Overview Case Study #2 is centered around the reaction to a change initiative taken by British Airways (BA) in July of 2003. BA was implementing a new electronic time-keeping system that would use swipe cards to record when their employees began and finished work each day. As an act of protest, the staff from two terminals at Heathrow Airport in London went on a 24-hour strike that cost BA £40 million and 100,000 customers. The general consensus from commentators was that BA management made a huge mistake in launching such an unpopular initiative at the start of their busiest season. In addition, they did not take caution with regard to the attitudes of their employees, who had already reached a high level of bitterness and anger over the lack of consultation, poor wages and a general dissatisfaction with management. The end result of the wildcat strike, which was reached after extensive talks with representatives from three unions, included a delay in the introduction of the swipe card system and a 3% pay raise for administrative staff. Questions Each change perspective gives a slightly different insight into the key issues that resulted in the BA wildcat strike. When evaluating the situation from the organization development perspective, it is important to systematically evaluate the organization as a whole with specific emphasis on attitudes and behaviors. Had the managers of BA begun their change initiative in this way, they would have understood the negative beliefs held...
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...NATONIA ENERGY – Case Study Individual Review Assignment Date due 17th June 2016 COB (close of business) ~ 3500 words This document presents a description of the company NATEPCO, a full description will follow below. NATEPCO is a subsidiary of NATONIA ENERGY HOLDINGS in the imaginary country Natonia. You hold the position of CIO of NATEPCO and you have been tasked to prepare an IT strategic plan for the Managing Director of NATEPCO. Use thereto the following questions to cover all relevant aspects: Part 1 a) Sketch the Business Model for NATEPCO using the approach of Osterwalder. Make a short description (3-4 lines) for each of the 9 boxes and indicate (where possible) what kind of IT systems are being used in each. b) Derive the business maxims for NATEPCO (maxims are explained in attached article). c) Derive IT maxims relating to these business maxims (do not purely map 1-1). Part 2 a) Identify what is wrong / lacking with operational and organizational governance in NATEPCO. Where does NATEPCO stand on the issue of LIKE and AS a business (see attached article). b) Identify areas of improvement for NATEPCO’S IT organisation in the area of organization, e.g. Committees, Processes, Roles & Responsibilities, Rules and Budget authority. c) Develop an IT Balanced Score Card for operational performance management of NATEPCO d) Sketch a (high level) outline for a IT Balanced Scorecard for NATONIA ENERGY HOLDINGS. Part 3 a) Suggest new IT technology relevant for...
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