...However, we will stick to the CIPD’s definition (Chartered Institute of Personnel and Development, 2008)1: An employer brand is a set of attributes and qualities – often intangible – that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture. Chartered Institute of Personnel and Development In the above definition there is one important word: ‘intangible’. Employer branding is indeed a complex mix between your organisational identity and culture and its members (Tikoo, 2004)2, which is probably the reason why so many companies find the topic difficult to address. An employer brand starts with your corporate careers site and tabletop football in office areas but certainly does not end there. Your employer brand consists of values and attitudes, company anecdotes, heritage and much more everything that shapes the daily life of any of your employees and which paints a picture of how you are perceived by job...
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...INDUSTRIAL TRAINING FROM TATA CMC, JAMMU ON EMBEDDED SYSTEMS. Submitted in the partial fulfilment of requirement for the award of degree of Bachelor of Engineering In Electronics and Communication Engineering Submitted By Ashish Gupta 258/12 Under the guidance of Ms. Sonika Mahajan IT Guide Department of Electronics & Communication Engineering Mahant Bachittar Singh College of Engineering and Technology, Jammu 2015 CERTIFICATE i DECLARATION I hereby declare that the Seminar Report entitled “EMBEDDED SYSTEMS” is an authentic record of my own work carried out as requirement for the award of degree of B.E. (E&C) of Mahant Bachittar Singh College of Engineering & Technology, Jammu. Date: ................ Ashish Gupta 258/12 Certified that the above statement made by the student is correct to the best of my knowledge and belief. Ms. Sonika Mahajan Ms. Neha Gupta Ms. Shalini Sharma IT Guide ...
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...more sucessful. They understand that the heart of every business is within its workforce and without it there’s nothing. The individual is one of the most critical celements in any large-scale organizational change (Brown, 2011). Employee empowerment is a vital tool in shaping the personal and collective goals of an organization. Positive change is inevitable once a corporation posesses a confident, proactive and self-sufficient workforce. A growing number of today’s companies are not only concerened but are doing something about the way they manage their employees (Brown, 2011). They’re initiating the necessary steps toward creating employee pride, responsibility, and empowermnet. It’s also becoming a corporate priority to invest in the developement and enhancement of workforce knowledge, perforamce, and well being. Policies and Procedures Open Door Policy. This communication method is used to promote a sense of openness and trust amongst management and its workforce. It allows employees to feel comfortable addressing questions and concerns, to any level of management, without the fear of repercussions. Companies that practice this policy have happier, self-managed employees who actively participate in the betterment and advancement of their organizations. With open communication and management’s willingness to listen, more problems are solved with less friction. Another benefit of having an open door policy in your business is that it can improve employee morale (Arthur...
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...Table of contents 1. Introduction _____________________________________________ 2 1.1 Context ______________________________________________ 2 2. Selection and Recruitment _________________________________ 2 2.1 Selection _____________________________________________ 2 2.2 Recruitment ___________________________________________ 3 3. Training and Development _________________________________ 3 3.1 Training ______________________________________________ 3 3.2 Development __________________________________________ 4 4. Reward and Incentives ____________________________________ 4 4.1 Reward ______________________________________________ 4 4.2 Incentives_____________________________________________ 5 5. HR professionals support line managers and their staff _________ 5 5.1 Department Staffing_____________________________________ 5 5.2 Workforce Strategy _____________________________________ 6 5.2 Performance Management ______________________________ 6 6. Conclusion _____________________________________________ 6 7. Appendices _____________________________________________ 7 1. Introduction 1.1 Context Every business is driven by its workforces. Accordingly, operative HR strategies are critical to guarantee productivity and maximum success. Human resources experts play a significant role with respect to coming up with the right approaches to support organizational track but they must have the skills to think beyond the strategies to identify the high level...
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...ORGANIZATIONAL DEVELOPMENT – FINAL ESSAY ------------------------------------------------- According to the integrative case “B.R. Richardson timber Products Corporation” we will work out a report with theoretical approaches and practical proposals in order to achieve organizational change within this firm. First we want to suggest a model and a prospect to entering in contract with the Corporation. For guiding our report work we stick to the General Model of Planned Change. This Model provides 4 steps of granting a Change and Improvement by addressing the tasks of Entering and Contracting, followed by Diagnosing, Planning and Implementing Change and finally Evaluating and Institutionalizing Change. We will begin through suggesting and guiding the Entering Process. 1. Before both sides the OD practitioners and the Management of the B.R. Richardson Corp. are starting with any measurements or activities they have to clearly clarify the organizational issues. This is useful and important according to the aspects of providing a similar and shared basement for cooperation, exactly defined duties, rules and responsibilities as well as setting common goals. The entering process often means to the client organization a kind of opening, revealing internal issues and weaknesses to strangers. This concerns and attitude of rejection must be unlearned previously in order to build a trustful and strong relationship of working together with the consultants. The first step is clarifying...
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... Page No. 1. EXECUTIVE SUMMARY 3 2. NTPC HR POLICIES 5 3. NTPC IN NUTSHELL 6 4. HR DEPARTMENT AT NTPC 8 5. HUMAN RESOURCE CENTER (HRC) 9 6. RECRUITMENT 12 7. COMPENSATION POLICY 13 8. EMPLOYEE APPRAISAL 18 9. TRAINING AND DEVELOPMENT 19 10. EMPLOYEE DEVELOPMENT 21 11. ANALYSIS OF NTPC HR POLICY 27 12. MARUTI HR POLICIES 30 13 HUMAN RESOURCE IN MARUTI SUZUKI 31 14 RECRUITMENT FOR FRESHERS 32 15 SOURCES OF RECRUITMENT 33 16 SELECTION 34 17 COMPENSATION 37 18 TRAINING AND DEVLOPMENT 40 19 PERFORMANCE APPRAISAL 42 20. BIBLIOGRAPHY 46 Human Resource Management Page| 2 Executive Summary NTPC strongly believes in achieving organizational excellence through Human Resource. In order to meet Organizational Goals, NTPC leverages the potential of its 24,546 employees by following “People first approach” and states “ People over PLF”. HR functions have formulated an integrated HR strategy which in turn rests on four building blocks of HR viz. Competence Building, Commitment Building, Culture Building and System Building. All HR initiatives are undertaken within this broad framework to actualize the HR vision of enabling the employees to be a family of committed world class professional there by making NTPC a learning organization. NTPC is one of the Maharatna Company (CPSE)...
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...The Heart of Counseling Joe Frazier Liberty University Abstract Ethics and ethical behavior is indispensable in the therapist-client relationship. The professional organizations for psychotherapy professionals have recognized the need to formalize baseline behaviors in codes of ethics that give the minimum standard of practice for therapists. An examination of the aspects of confidentiality, competence, dual roles, sexual intimacies and termination will demonstrate the need for and directed guidelines for ethical behavior. The Bible offers inspiration for the provider of soul care and shows that counseling is an activity that Jesus would endorse as an extension of His hands. Ethics at the Heart of Counseling Introduction The purpose of this paper is to examine the role of ethics in psychotherapy and in the therapeutic relationship. A brief history in the area of ethics will be observed followed by noting the importance of ethics within to psychotherapy. Five aspects of psychotherapy relating to ethics will be discussed with a review of the major codes of ethics. The identity and function of the counselor will be related to maintaining an ethical practice. A biblical view on the need of ethics will shown and the perspective of the writer will be stated. History and Development of Ethics in Psychotherapy A code of ethics is a set of principles of conduct within an organization that guide decision-making and behavior of their membership. All major mental health...
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...This page intentionally left blank Copyright © 2007, New Age International (P) Ltd., Publishers Published by New Age International (P) Ltd., Publishers All rights reserved. No part of this ebook may be reproduced in any form, by photostat, microfilm, xerography, or any other means, or incorporated into any information retrieval system, electronic or mechanical, without the written permission of the publisher. All inquiries should be emailed to rights@newagepublishers.com ISBN (13) : 978-81-224-2487-4 PUBLISHING FOR ONE WORLD NEW AGE INTERNATIONAL (P) LIMITED, PUBLISHERS 4835/24, Ansari Road, Daryaganj, New Delhi - 110002 Visit us at www.newagepublishers.com CONTENTS xvii Dedicated to My Parents Shri Gopalrao and Gayabai Kondalkar This page intentionally left blank Preface Globalisation, technology advancement, open market system and desire of human beings to excel in the field one works has increased competitiveness and resultant work stress. Management of human behaviour and chanalizing it into correct direction has become important. Application of motivational theories, art of leadership and skill of redesigning jobs and modification to organisational structure is an on going process that facilitates positive work environment leading to increased job satisfaction of employees, greater productivity and organizational growth. Due to scientific advancement managing human resources is more challenging. It has been observed that everybody...
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...INTERNSHIP REPORT I On “Standards and Effects of Employee Satisfaction At Axiata Limited” A NTERNSHIP xiata INTERNSHIP REPORT ON “Standards and effects of Employee Satisfaction At Axiata Limited” SUBMITTED TO: Ms. Syeda Shaharbanu Shahbazi Senior Lecturer BRAC Business School BRAC University SUBMITTED BY: Sabrina Nasser Lya BRAC Business School ID: 06204008 BRAC University Date of Submission: December 07, 2010 Date: Decemember 07 2010 Ms. Syeda Shaharbanu Shahbazi Senior Lecturer BRAC Business School BRAC University Subject: Submission of Internship Report Dear Madam, I am hereby submitting my Internship Report, which is a part of the BBA Program curriculum. It is great achievement to work under your active supervision. This report is based on, “Standards And Effects of Employee Satisfcation At Robi Axiata Limited”. I have got the opportunity to work in Robi Axiata Limited in “Implementation Department” under Technology Division for twelve weeks, under the supervision of Mr. Mahmud Hasan Faruquee, Manager SPI, Technical Division. This project gave me both academic and practical exposures. First of all I learned about the organizational culture of a prominent Telecommunication organization of the country. Secondly, the project gave me the opportunity to develop a network with the corporate environment. I shall be highly obliged if you are kind enough to receive this report and provide your valuable judgment. It would be my immense pleasure if you find...
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...PRACTICE OF BANKING COMPUTER FUNDAMENTALS TOTAL INCOME TAX STRATEGIC MANAGEMENT MANAGEMENT ACCOUNTING COMPUTER APPLICATION IN BUSINESS PROJECT MANAGEMENT ENTREPRENEURIAL DEVELOPMENT TOTAL 04 04 04 04 04 24 04 90 90 90 90 90 540 90 10 10 10 10 10 60 10 100 100 100 100 100 600 100 04 04 04 04 04 24 04 04 04 04 04 04 04 28 04 04 04 04 04 04 04 28 04 04 04 04 04 04 24 90 90 90 90 90 540 90 90 90 90 90 90 90 630 90 90 90 90 90 90 90 630 90 90 90 90 90 90 540 10 10 10 10 10 60 10 10 10 10 10 10 10 70 10 10 10 10 10 10 10 70 10 10 10 10 10 10 60 100 100 100 100 100 600 100 100 100 100 100 100 100 700 100 100 100 100 100 100 100 700 100 100 100 100 100 100 600 1 VI 6.1 6.2 6.3 6.4 6.5 6.6 MANAGEMENT INFORMATION SYSTEM ELECTIVE – 1 ELECTIVE – II ELECTIVE – III ELECTIVE – IV PROJECT REPORT VIVA VOCE TOTAL 04 04 04 04 04 90 90 90 90...
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...Glass Door Comments BlackBerry Reviews Updated Dec 11, 2013 All Employees Current Employees Only 3.4 796 reviews 57% of employees recommend this company to a friend 796 Employee Reviews Bottom of Form Review Highlights Pros: * "Great environment combined with a perfect work-life balance" in 49 reviews * "Great work environment/culture which makes it a fun place to work" in 45 reviews * "Good benefits; Good company to work for till profits started to slide off" in 36 reviews * "Lots of great people at the company, learned a lot and inspired my career in technology" in 33 reviews * "Good pay, great management, I felt like the work I was doing was important for the company" in 30 reviews Cons: * "No work life balance, limited career advancement, lack of good benefits of tech companies" in 20 reviews * "Senior management (C-Level) does no communicate down to employees well" in 27 reviews * "Poor management decision making processes - not innovative" in 18 reviews * "Upper management doesn't listen to people lower down that actually know what they're talking about" in 15 reviews * "Many bad/useless middle management built up over the years but the layoff did some clean up" in 13 reviews Reviews Dec 8, 2013 “Loved the company and the people.” Software Development Manager (Former Employee) Rolling Meadows, IL I worked at BlackBerry full-time for more than 5 years Pros – BlackBerry was a great...
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...Library and Information Center Management Recent Titles in Library and Information Science Text Series Library and Information Center Management, Sixth Edition Robert D. Stueart and Barbara B. Moran United States Government Information: Policies and Sources Peter Hernon, Harold C. Relyea, Robert E. Dugan, and Joan F. Cheverie Library Information Systems: From Library Automation to Distributed Information Access Solutions Thomas R. Kochtanek and Joseph R. Matthews The Complete Guide to Acquisitions Management Frances C. Wilkinson and Linda K. Lewis Organization of Information, Second Edition Arlene G. Taylor The School Library Media Manager, Third Edition Blanche Woolls Basic Research Methods for Librarians Ronald R. Powell and Lynn Silipigni Connoway Library of Congress Subject Headings: Principles and Application, Fourth Edition Lois Mai Chan Developing Library and Information Center Collections, Fifth Edition G. Edward Evans and Margaret Zarnosky Saponaro Metadata and Its Impact on Libraries Sheila S. Intner, Susan S. Lazinger, and Jean Weihs Organizing Audiovisual and Electronic Resources for Access: A Cataloging Guide, Second Edition Ingrid Hsieh-Yee Introduction to Cataloging and Classification, Tenth Edition Arlene G. Taylor LIbRaRy and InfoRMaTIon CenTeR ManageMenT Seventh Edition Robert D. Stueart and Barbara B. Moran Library and Information Science Text Series Library of Congress Cataloging-in-Publication Data Stueart, Robert D. Library and information...
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...NAVAL POSTGRADUATE SCHOOL Monterey, California THESIS AN ASSESSMENT OF THE SHIPBOARD TRAINING EFFECTIVENESS OF THE INTEGRATED DAMAGE CONTROL TRAINING TECHNOLOGY (DDCTT) VERSION 3.0 by Stephen J. Coughlin March 1998 Thesis Co-Advisors: Bernard J. Ulozas Alice Crawford Approved for public release; distribution is unlimited. PTIC QUALITY INSPECTED 6 REPORT DOCUMENTATION PAGE Form Approved OMB No. 0704-0188 Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instruction, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington Headquarters Services, Directorate for Information Operations and Reports, 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302, and to the Office of Management and Budget, Paperwork Reduction Project (0704-0188) Washington DC 20S03. 1. AGENCY USE ONLY (Leave blank) 6. March 1998 Master's Thesis FUNDING NUMBERS TITLE AND SUBTITLE An Assessment of the Shipboard Training Effectiveness of the Integrated Damage Control Training Technology (IDCTT) Version 3.0 AUTHQR(S) Stephen J. Coughlin 7. 2. REPORT DATE 3. REPORT TYPE AND DATES COVERED PERFORMING ORGANIZATION...
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...Contents 1.0 Introduction 3 1.1 Purpose 3 1.2 Scope of this report 3 1.3 Methodology 3 1.4 Limitations 3 2.0 Situation Analysis 4 2.1 Business Definition and Scope 4 2.1.2 Mission, Visions and Objectives of Packet One Networks 4 2.1.3 Products and Services Definition of P1 WiMAX 4 2.2 External Environment 5 2.2.1 Remote Environment Analysis 5 2.2.1.1 Economic Environment 5 2.2.1.2 Political/Legal Environment 6 2.2.1.3 Social Cultural Environment 6 2.2.1.4 Technological Environment’ 7 2.2.2 Near Environment Analysis 8 2.2.2.1 Porter’s 5 Forces Model 8 2.2.2.1.1 Rivalry among Present Competitors 8 2.2.2.1.2 Threat of New Entrants 9 2.2.2.1.3 Bargaining Power of Suppliers 9 2.2.2.1.4 Bargaining Power of Buyers 10 2.2.2.1.5 Threat from Substitute Products 10 2.2.2.2 Competitors Analysis 11 2.2.2.3 SWOT Analysis 12 2.2.2.3.1 Strength 13 2.2.2.3.2 Weakness 13 2.2.2.3.3 Opportunity 14 2.2.2.3.4 Threats 14 2.2.2.4.1 P1-Business Position 15 2.2.2.4.2 Market Attractiveness 16 2.2.2.4.3 GE Matrix Chart 16 2.2.2.5 Buyers Analysis. 16 3.0 Marketing Objectives, Strategies and Marketing Mix 17 3.1 Marketing Objectives 17 3.2 Financial Objectives 17 Marketing Strategy’s 17 3.3.1 Untapped Segment & Brand awareness 17 3.4 Product Life Cycle 18 3.5 Segmentations, Targeting and Positioning 19 5.0 P1WiMAX Marketing Tactics 22 5.1 Promotion 22 5.1.1 Events 23 5.1.2 Service availability in F&B outlets 24 ...
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...4,607 11,084 74 92,301 stores millions of euros in sales countries with sales presence employees A nnual Report 2009 6 14 16 Global Reporting Initiative Indicators Letter from the Chairman Inditex business model 18 IP 53 IC 54 Inditex Commitment 163 Inditex Performance 20 26 28 46 Summary of 2009 financial year Milestones for the year Commercial concepts International presence 56 66 124 136 Customers, shareholders and society Corporate Social Responsibility Human Resources Environmental dimension 4 Inditex Annual Report 2009 164 LD 309 Legal Documentation 167 233 296 303 Economic and financial report Corporate governance report Activities Report Audit and Control Committee Activities Report Nomination And Remuneration Committee 308 Verification of the audit of GRI indicators 5 G lobal Reporting Initiative Indicators in 2002. Using this guide, Inditex With transparency as the fundamental principle in its relationship with society, Inditex has followed the Global Reporting Initiative indicators since it published its first Sustainability Report attempts to provide detailed, organised access to the information on its activity to all its stakeholders. Within the general indicators, specific indicators for the textile and footwear sector have been included, identified in the following way: Specific indicator for the sector Specific indicator comment for the sector 6 Inditex Annual Report...
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