THE RESEARCH SUPERVISOR I certify that the contents and form of internship report submitted by Mr./Mrs………………………………, Roll No………….. has been found satisfactory and according to the prescribed format. I recommend it be processed for evaluation by the External Examiner for the award of the degree. Signature…………………................. Name: .............................................. Stamp………………………. Chairperson Dean, Faculty of Management Sciences, GC University, Faisalabad. 2 Masood Textile
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RR Accounting Firm to evaluate their current system of internal controls as LJB Company is planning to go public. Public companies have additional responsibility to shareholders and investors and must ensure integrity over their financial statements by maintaining a strong and effective internal control environment. The purpose of this report is to provide an objective analysis of the control environment of LBJ Company. This report will discuss importance of internal controls and identify both
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place and file tracking systems were often lacking. Many times the HR personnel in public service had no means of finding who had a file at any particular time, and files could not be retrieved without a major search being launched. This Human Resource information is key to making effective strategic decisions. Therefore, the use of Human Resource Information Systems (HRIS) has been advocated as an opportunity for human resource (HR) professionals to contribute to organizational strategy. According
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field, I have the potential to become the most important member of your HR Department. My skills and capabilities are strongly in line with the requirements stated in your job description. For instance, I am extremely proficient in processing and maintaining filing systems for all employees whom I deem is the most important function of an HR assistant. Besides, I am highly skilled in assisting the department with various HR related activities which include maintaining and updating organizational
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Contents INTRODUCTION .......................................................................................................................... 2 Control environment and control activities..................................................................................... 3 Framework for Strategic Human Resources Management ............................................................. 3 Regulatory and Compliance ..............................................................................
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rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning for his future. It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. By focusing
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13 Table of Contents 1. Introduction1 2. HRM Transformation in general terms2 2.1 HRM phenomenon 3 2.2 Trends driving it3 3. HRM formulation for the manufacturing company 4 3.1 About the company4 3.2 Harvard HRM model 4 3.3 Situational and Stakeholders Aspects 5 3.4 Defining business strategy6 3.5 HRM policies 8 3.6 HRM Delivery9 4. Recommendations and Conclusions 10 4.1 Interpretational model and recommendations10 4.2 Conclusion13 References14
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strategy is quite simply finding a new strategy that will work. In finding a new strategy one must take the strategic approach to HRM. In the strategic approach to HRM there are six key elements that are essential for HR managers to consider: - recognize the impact of the outside environment - recognize the impact of competition and the dynamics of the labor market - has a long range focus - focuses on the issue of choice and decision making - considers all personnel - is integrated with
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STRATEGIC HRM Introduction to HRM: Human Resource Management ("HRM") is a way of management that links people-related activities to the strategy of a business or organization. HRM is often referred to as "strategic HRM". It has several goals: - To meet the needs of the business and management (rather than just serve the interests of employees); - To link human resource strategies / policies to the business goals and objectives; - To find ways for human resources to "add value" to a business;
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