Disclosures About CSR Practices: A Literature Review Kavitha W * and Anita P ** Corporate Social Responsibility (CSR) is now prominent and evident more than ever due to the emphasis laid on businesses regarding environmental, social and ethical issues. The level of CSR activities of the firms is made known to public only through the disclosures. This paper reviews the literature on CSR disclosures and the effect of these disclosures. There are various factors which determine the extent of disclosures
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HGL Case study Name: Hemnarayansingh Doorga Module: SHRM Tutor: Kristine Henry Submission Date: 03/06/2013 Confidentiality: I have read, understand and adhere to the KOL Confidentiality Policy. Click here to access the KOL Confidentiality Policy. Academic Integrity Statement: I have read and understood the Academic Integrity guidelines for Kaplan Open Learning and the University Of Essex, and declare that this assignment conforms to all of the rules and regulations contained
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Suharnomo-Diponegoro University-Indonesia +628156581301 Abstract The objective of the study is to investigate and analyze the influence of culture on human resource management practices. The research is expected to answer the importance question: Are HRM practices influenced by national culture or not? It is generally accepted that the practices of management is considered to be universal until Hofstede (1980:42) published the seminal work: Culture’s Consequences: International Differences in Work Related
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Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise. Recession presents a very difficult time for any existing organization in today’s corporate world and no company is exempted from this truth. The biggest challenge for companies and especially Human Resource in this economy downturn is to survive and to
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Executive summary The research report strives to carry out an investigation to gain an understanding about cultural differences in workplace, the impact, and the preventions in the context of Singapore. The focus will be employees on Singapore work environment. Cullen & Praveen (2014) explains culture as the characteristics of a particular group of people, defined by everything from language, religion, cuisine, social habits, music and arts etc. Nick (2012) points out that in Southeast Asia
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Introduction HR is concerned with the people dimension in an organization, hence the trend in organizations to re-designate Personnel Department into Human Resource Department. The functions undertaken by HRD are to recruit, select, train and develop employees for an organization. Today with companies having a global mix of employees, developing an understanding of the employees is a tough task for the HR Department. Human Resource Management is a process of bringing people and organizations together
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: 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement
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CHAPTER 19 International Human Resource Management and Labor Relations Chapter Objectives After studying this chapter, students should be able to: 1. Describe the nature of human resource management in international business. 2. Detail how firms recruit and select managers for international assignments. 3. Explain how international businesses train and develop expatriate managers. 4. Discuss how international
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of businesses. They are moving towards becoming the corporate centers of excellence by developing the right metric and analytics, the right talent and understanding how much human capital impacts successful business results. This paper analyzes the trends, contributions, skills and challenges that HR professionals have been and are going through to become the effective Strategic Partner. Mind the Talent Management Gap: HR-A versus HR-LO Ram Charan, a worldwide business adviser and speaker, suggests
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In Australia the history of Human Resource Management is said to have transformed over four stages; Pre 1940s Administration and welfare, 1940s – 1970s Personnel Management, 1970s – 2000 Human Resource Management (and, from about 1985, Strategic HRM) and the current era expected to be a mix of Strategic and International Human Resource Management. The transition from stage two to three was seen as a somewhat paramount movement in Human Resource Management as it harboured the link between Personnel
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