IIBM Institute of Business Management Examination Paper Human Resource Management Subject Code-B102 Section A: Objective Type & Short Questions Part One Multiple Choices: 1. It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others a. Geocentrism b. Polycentrism c. Ethnocentrism d. Egocentrism 2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements
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information storage and retrieval systems without permission in writing from the publisher. CONTENTS 1. 2. 3. 4. 5. 6. 7. 8. 9. Introduction: Why a Grievance Handling Procedure is Vital Definition of Grievances and Complaints at the Workplace Work-related Grievance Types of Grievance: General vs Individual Handling of General Grievances Handling of Individual Grievances Making the Grievance Procedure Work Employee Counselling Handling Unexpected Scenarios 01 02 03 05 06 09 12 20 24 28 10. Going
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objectives ………..…………………………………….p. 3 b. Description of the company………..…………………………….......p. 3 c. HR specialty topic area and the reasons I chose it…………………p. 3 2. Motivations of hiring top talents ………………………………………………..p. 3 3. Mechanisms in place to hire top talents ……………………………………. …p. 4 4. Assessment of the top talent employees ………………………………………..p. 6 5. Open questions on top talents …………………………………………………..p. 6 a. Unusual techniques for recruiting top talents ……………………
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techniques and systems analysis tools Interviews will be the first form of information gathering that will be used. Interviews and survey forms are a very effective way to gather information. Through the user’s impressions, personal experiences, task related ideas, and attitudes on the current system can give a baseline for needs. The interviews will aid in forming a definition of the scope of the system requirements. Interviews will also allow the system analyst to understand what boundaries by which
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Prepare letters and related documents using Microsoft Word to communicate with employees and stakeholders of the organization | * Knowledge of MS office software | * Typing * Writing * Computer * MS office | * 100% accuracy * Format * Prioritize | | * Using computer * Using faxes * Using copiers | * Type * Write * computer | * 45 wpm 100 % accuracy * Format * Prioritize jobs | 5 | Assist Public and employees with personnel questions Using the company policy
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Assistant Manager of Human Resources (HR) for the region. If you do well in this assignment, you may advance to the HR manager spot when your boss, Pat, moves on to another executive role in Cost Club. For memo purposes, Pat’s last name is the same as the last name of your facilitator. Pat has explained that while the Manager’s role is to focus on long-range and integration issues involving the entire region, your role as assistant manager is to deal with HR issues that arise routinely in the workplace
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industry · Related to company effectiveness o Satisfies needs of stakeholders HRM help support business strategy and provide services the customers value. Value of a product: determined by its quality and how closely the product fits customers needs. HRM: policies, practices, and systems that influence employees behavior attitudes, and performance · “People practices” Strategic HRM consists of: HR Planning: analyzing and designing work, determining HR needs Recruiting:
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Management LEARNING OBJECTIVES Chapter 7 addresses the following questions: Q1 How is activity-based costing (ABC) different from traditional costing? Q2 What are activities, and how are they identified? Q3 What process is used to assign costs in an ABC system? Q4 How are cost drivers selected for activities? Q5 What is activity-based management (ABM)? Q6 What are the benefits, costs, and limitations of ABC and ABM? These learning questions (Q1 through Q6) are cross-referenced in the textbook to individual
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Cheese. Robert Bolton, Partner, Leader of Global HR Transformation Centre of Excellence, KPMG and Hayley Brown, Talent Intelligence Analyst, Europe, Middle East and Africa (EMEA), for AVON Cosmetics, discuss the results of a survey and how HR needs to be able to use analytics to prove its own value to the business ------------------------------------------------- Transcript Philippa Lamb: According to a recent CIPD survey two in every three HR leaders believe they play an integral role in strategy
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and HR manager of any company. We have chosen Square Pharmaceutical Ltd and the job post on which we have prepared our report is Medical Promotion Officer. We visited Square Pharmaceuticals Limited. There we appointed with Mr. Younus Ali (Sr. Manager, HRD) and Mr. Tamim Ahsan( Territory officer in Dhaka region). They were very cordial and helpful to us share their experience and provide the required information as they can provide within the policy. We asked them different relevant questions and
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