of staff in their department (Robbins, 2001). ‘People in the organisation are your most important asset’ is an incorrect statement; because I believe the right people are the organisation’s most important asset. Therefore, companies should hire based on the correct individual’s attitude and behaviour for the company, then train and develop those who deem to have potential. 2.0 Organizational Background – Al-Rajhi Bank Al-Rajhi Bank is the world’s largest Islamic bank and is one of the largest
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archive of this journal is available at www.emeraldinsight.com/1598-2688.htm AJQ 13,3 An analysis of critical success factors for Six Sigma implementation Sunil Sharma Faculty of Management Studies, University of Delhi, Delhi, India, and 294 Anuradha R. Chetiya Department of Mathematics and Statistics, Ramjas College, University of Delhi, Delhi, India Abstract Purpose – The success of Six Sigma implementation is known to depend on a number of critical factors. The purpose of this paper
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equilibrium as they adapt to environmental changes. Successful organizations are in constant state of flux in response to their environment, many companies are looking at media technologies as way to market their product and learn about their competitors. This presence could produce a large following depending on the interest in the content created and information shared. The change stemmed from the speed at which information travel in the media arena. In most cases, the information environment outside the
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being). • Most managers are periodically involved to some extend in each of the major human resource functions. At one time or another, most of managers are involved in some aspect of employee recruiting, selecting, training, developing, compensation, team building, and evaluation. In small organizations, most human resource functions are performed by the owner or by operating managers. • Three types of assistance provided by a Human Resource Department 1 Examples of types of assistance
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An Overview of Sunbeams School Sunbeams was established in the early 70’s by Mrs. Niloufer Manzur with a group of children and her own. Since there has grown into one of the most prestigious educational institutions in Bangladesh through the dedication of the founder Mrs. Manzur, a group of committed teachers who stood by her in times of need and the support of the parents who placed their trust in the institution. Sunbeams was a feeder school initially but the school embarked on an expansion programme
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or exceeding organizational goals. Current research suggests that many organizations will experience a leadership transition crisis in the absence of the implementation of a well designed, functional succession plan for the future. The purpose of this paper is to examine the leadership concept of succession planning and discuss two theories, trait theory and path-goal theory, and their relationship to the succession planning process. Succession planning is a six step process. Three important dimensions
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I) hereby declare that I have completed this project on Performance Appraisal in the academic year 2012-2013. The information submitted is true and original to the best of my knowledge. Signature of the Student CERTIFICATE This is to certify that student, YUSUF KUNDA of M.Com (Part I) has successfully completed the project on PERFORMANCE APPRAISAL under our supervision and this is the result of his earnest work. The information given by him in this project is original and true to the best
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Engineering and Technology Management Tools and Applications For a listing of recent titles in the Artech House Technology Management and Professional Development Library, turn to the back of this book. Engineering and Technology Management Tools and Applications B. S. Dhillon Artech House Boston • London www.artechhouse.com Library of Congress Cataloging-in-Publication Data Dhillon, B. S. Engineering and technology management tools and applications/B.S. Dhillon. p. cm. — (Artech
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The current issue and full text archive of this journal is available at www.emeraldinsight.com/0309-0590.htm PERSPECTIVE ON PRACTICE Evaluation of training in organisations: a proposal for an integrated model Pilar Pineda ´ Universidad Autonoma de Barcelona, Barcelona, Spain Abstract Purpose – Training is a key strategy for human resources development and in achieving organisational objectives. Organisations and public authorities invest large amounts of resources in training, but rarely
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behavior seek to explain the broader outcomes that these actors produce. Organizational behavior can be broken into two broad categories: “micro-level” dynamics and “macro-level” outcomes. The former concerns the interactions of individuals within small groups tied to a larger organization while the latter concerns the interplay of entire organizations within a sector or industry. Organisational Behaviour: What You Need to Know The study of organizational behavior is a by-product of the Industrial Revolution
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