Aidah Nassazi EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE. Evidence from Uganda Business Economics and Tourism 2013 VAASAN AMMATTIKORKEAKOULU UNIVERSITY OF APPLIED SCIENCES International Business ABSTRACT Author Title Year Language Pages Name of Supervisor Aidah Nassazi Effects of training on Employee performance. Evidence from Uganda 2013 English 57 + 2 Appendices Koskinen Ossi Employees are major assets of any organization. The active role they play towards a
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Human Resources Management Assignment 1 A glimpse of Manulife Financial In 1887, a Canadian leading financial services group was born. Manulife Financial currently has primary operations across Asia, Canada and the United States. This year, Manulife Financial celebrates its 125th year of serving clients with sturdy, dependable, consistent and advanced solutions for their most important financial decisions. Manulife Financial’s international operations offer financial protection and wealth management
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RELATIONSHIPS BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES, BUSINESS STRATEGY FIT AND FIRM PERFORMANCE Oya Erdil & Ay e Günsel Gebze Institute of Technology, Turkey ABSTRACT While there has been growing interest concerning the relationship between human resource (HR) practices, firm strategy and firm performance, limited research attention has been paid providing empirical evidence in support of them. This study investigates the relationships between HR practices, human resources management (HRM)
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ORGANISATIONAL BEHAVIOUR MBA 1.2 ORGANISATIONAL BEHAVIOUR SYLLABUS UNIT 1 Introduction to Organisational Behaviour, Meaning; Elements; Need; Approaches; Models; Global scenario. UNIT 2 Individual Behaviour; Personality; Learning; Attitudes; Perception; Motivation; Ability; Their relevant organizational behaviour. UNIT 3 Group dynamics; Group norms; Group cohesiveness; Group Behance to organizational behaviour. UNIT 4 Leadership Styles; Qualities; Organisational
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In this competitive environment in today’s world, the entire bank increases their facilities in favor of their customers to retain them and capture more share of the market to be leader. Interest is one of the main factors in attracting customers and also one of the significant factors in increasing extra income from providing loans besides other service income. So, it can be said that conventional banking systems are interest-based system. Bangladesh is one of the largest Muslim countries of the
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i STRATEGIC HUMAN RESOURCE MANAGEMENT ii For free online support material please go to the Kogan Page website: www.koganpage.com/strategichrm Password: SHRM53756 iii STRATEGIC HUMAN RESOURCE MANAGEMENT A GUIDE TO ACTION 4TH EDITION Michael Armstrong London and Philadelphia iv Publisher’s note Every possible effort has been made to ensure that the information contained in this book is accurate at the time of going to press, and the publishers and author cannot accept responsibility for
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Organizational Development Q1. Define OD and enlist its important characteristics. Ans. The literature contains several definitions of OD, to quote a few: • OD is a response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of organization so they can better adopt new technologies, markets and challenges, and the dizzying rate of change itself ( Bennis, 1969). • OD is planned process of change in an organization’s
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accomplishment. | | | | | | I have the tools and resources to do my job well. | | | | | | On my job, I have clearly defined quality goals. | | | | | | The Company does an excellent job of keeping employees informed about matters affecting us. | | | | | | When a customer is dissatisfied, I can usually correct the problem to their satisfaction. | | | | | | I understand why it is so important for (Company name) to value diversity (to recognize and respect the value of differences
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Organizational Development Q1. Define OD and enlist its important characteristics. Ans. The literature contains several definitions of OD, to quote a few: • OD is a response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of organization so they can better adopt new technologies, markets and challenges, and the dizzying rate of change itself ( Bennis, 1969). • OD is planned process of change in an organization’s culture
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PARTIAL FULLFILLMENT OF THE REQUIREMENT OF MBA PROGRAMME SUBMITTED BY: UNDER THE GUIDANCE OF: PATEL HIREN B. INTERNAL GUIDE AT GRIMS PROF. ANITHA THOMAS EXTERNAL GUIDE AT COMPANY Mr. S.L.GANDHI (P&A MANAGER KABRA EXTRUSION TECHNIK) POST – GRADUATE CENTRE GIDC RAJJU SHROFF ROFEL
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