Hien Truong Email: cheunghien84@yahoo.com Phone: 0449112609. Address: 9 McIver Place, Kensington, VIC 3031, Australia. Nationality: Vietnamese. Marital status: married. Date of Birth: 05/01/1982. PERSONAL STATEMENT I have over 8 year experience in software development and Java development area. With a solid knowledge on OOP and Java Enterprise development, I can adapt to large scale projects in a shortest time. Also, I usually work with over 100% of my performance. My knowledge and
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Transformation of Korean HRM based on Confucian Values Jong-Tae Choi* College of Business Administration Seoul National University Abstract This study aims to find out the role of the Confucian family value in the process of the transformation of Korean HRM and IR in a hypercompetition period. I analyzed the characteristics and the transformation of Korean companies’ HRM as well as the core value system of Confucian familism. I suggest that a successful transformation of HRM in Korean companies
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Management Vol. 23, No. 11, November 2012, 1227–1239 Which HRM practices contribute to service culture? Akiko Ueno∗ ,† Royal Docks Business School, University of East London, Docklands Campus, 4-6 University Way, London, E16 2RD, UK It is known that Human Resources Management (HRM) can help to develop service culture, which will in turn improve service quality. The purpose of this article is to determine the relative importance of six HRM practices in terms of their impact on culture. A questionnaire
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In every business scenario, there will always be competitiveness. This is where an HRM department comes in to design strategies for optimal business performance. To date, the significance of an effective HRM department has been amplified, due to the cumulative need for productivity and flatter structuring within an organization for better delegation & communication, both of which have become a necessity in order to overcome opposition. When implementing a strategy, Armstrong (2006) states that
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student to understand the major human resource policies and practices of contemporary modern organizations with particular reference to their application in the local context. Students will critically assess the relationship between strategy and the core HRM activities such as recruitment, selection, appraisal and pay systems, planning, training and development, and approaches to the quality of working life. This subject contributes to the achievement of the BBA (Hons) Programme Outcomes by enabling
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NOVA School of Business and Economics Spring Semester 2013/2014 – 1st Half Human Resource Management Professor Filipa Castanheira NOVA School of Business and Economics Spring Semester 2013/2014 – 1st Half Human Resource Management Professor Filipa Castanheira H3 restaurant H3 restaurant Group 5 Andreia Maria da Silva Carrilho Duarte Lopes - 1901 António Homem de Melo - 1819 João Miguel Dias Martins - 1911 Luís Alberto Mendieta Caballero - 1895 Mariana Monteiro Teixeira
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environment of the industry. This would include following:- * identifying needs and aspirations of the employees. * Aligning needs and opportunity * Setting career opportunities * Periodic review and audit of the system. Ans 2. The feature would be as follows Pervasive force. Permeates to all levels of management and all enterprises. Action oriented. Resolution of problems of employees solved through rational policies and action rather than resorting to paper work. Individual oriented
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Appendix 2 – Organizational Chart.ppt. Since the organization is fairly large and the scope of the assignment is limited, Maritime Services is the chosen domain. However, the various HR related practices extends to all parts of the organization as the HRM function is common to all business units with minor variations for some of the business untis. The company has a strong culture [3] where all members of the organization hold clear organizational values. Keeping in tune with the changing business landscape
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Employers' Organizations in Asia-Pacific in the Twenty-First Century Turin, Italy, 5-13 May 1997. [Top] [Next] Table of Contents 1. Executive Summary 2. Introduction 3. Industrial Relations (IR) in the Global Context (a) IR - a definition (b) IR and HRM (c) Liberalization, globalization and IR (i) Overview (ii) The relevance of globalization to industrial relations - a summary (iii) The role of multinational corporations (MNC's) (iv) Information technology and IR (v) The impact of other trends (d)
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Applying Organizational Behavior When Motivating Employees ADM 521 Applied Administration Concepts Dr. Michael Provitera 2/26/2014 Chauvaunia Goodman 1. Introduction Employee motivation can be regarded as one of the key practices for an organization to build long-term sustainability in any respective business industry. In relation to the recent phenomenon, the performance of employees significantly depends upon a number of factors including employee motivation, employee satisfaction, performance
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