THE IMPACT OF ORGANIZATIONAL POLITICS ON THE WORK OF THE INTERNAL HUMAN RESOURCE PROFESSIONAL by Julie A. Paleen Aronow A Research Paper Submitted in Partial Fulfillment of the Requirements for Master of Science Degree in Training and Development Approved: 4 Semester Credits Dr. Kat Lui The Graduate College University of Wisconsin – Stout May, 2004 ii The Graduate School University of Wisconsin – Stout Menomonie, WI 54751 ABSTRACT Aronow Julie Ann Paleen ___________________
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degree Program of MBA curriculum of Rajasthan Technical University, Kota. It is expected from an MBA to possess a good communication & effective presentation skills. Objectives of the project report, these are:- □ It is uphold the dignity of individual □ It is honor all commitments □ It is committed to quality, Innovation and growth in every endeavor □ It is responsible Corporate Citizens. The research provides an opportunity to a student to
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Chapter-3 Human Resource Policy & practice of IFIC Bank Limited 3.1 ACTIVITIES OF HRM: HRM has a significant role in today IFIC Bank and must be forward thinking. They must take the lead in assisting good achievement with the "people" component of the organization: Under the guidance of HRM, employees of an organization can assist it in gaining and maintaining a competitive advantage. Attracting and maintaining such employees require: HRM of IFIC Bank to have policies and practices
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REGENT UNIVERSITY COLLEGE OF ARTS & SCIENCES UNDERGRADUATE CATALOG 2013-2014 (Fall 2013-Summer 2014) Regent University 1000 Regent University Drive Virginia Beach, VA 23464-9800 800.373.5504 admissions@regent.edu www.regent.edu PREFACE Regional Accreditation Regent University is accredited by the Southern Association of Colleges and Schools Commission on Colleges to award associates, baccalaureate, masters, and doctorate degrees. Contact the Commission on Colleges at 1866 Southern Lane,
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UNITED STATES SECURITIES AND EXCHANGE COMMISSION Washington, D.C. 20549 _____________________________ FORM 10-K (Mark One) ANNUAL REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934 For the fiscal year ended November 29, 2013 or TRANSITION REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934 For the transition period from to Commission File Number: 0-15175 ADOBE SYSTEMS INCORPORATED (Exact name of registrant as specified
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ISSN 1940-204X Performance Management at Perelson Weiner LLP1 Jan Bell Babson College Alfred J. Nanni, Jr Babson College Introduction and entrepreneurs. (See Exhibit 3 for a description of PW’s business.) PW’s business development is relationship-based; the firm doesn’t advertise for business. Instead, personnel develop long-term relationships with clients. These relationships typically start with tax return or financial statement preparation and then grow to include services that
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ASSESSING HUMAN RESOURCE PRACTICES ALIGNMENT: A CASE STUDY HERBERT G. HENEMAN III AND A N T H O N Y T. M I L A N O W S K I Research has established the link between HR practices and organizational performance, suggesting that the HR system has great strategic potential to drive organizational effectiveness. To capitalize on this potential, the organization must design and deliver HR practices that focus on necessary employee performance competencies, creating an HR system with vertical and horizontal
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A study of Estimating Cost to Government For a government employee Study conducted by XLRI The XLRI Team consists of Prof. Premrajan Prof. EM Rao Prof. Gurunathan L XLRI Jamshedpur Acknowledgements The XLRI Team is thankful to the Sixth Pay commission for offering their support during the entire length of the project. The XLRI team also thanks the representatives of all the government sectors that offered their views and patiently answered the questions the team asked them. We thank
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Historical records reveal that there is no written document on the beginning of business research as an organized business activity, but this is definitely of modern origin. During the Middle Ages, the merchant families of Fugger and Rothschild prospered in part because their organizations enabled them to get information before their competitors did. These studies were unsystematic, but considered to be well organized during that time. In 1879, more by accident than foresight, N. W. Ayer and Son conducted
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