...ALLAMA IQBAL OPEN UNIVERSITY ISLAMABAD (Department of Business Administration) HUMAN RESOURCE MANAGEMENT (8502) (MBA (2½ / 3½ Years) SEMESTER: AUTUMN 2012 CHECKLIST This packet comprises the following material: 1) Text Book 2) Assignment No. 1 & 2 3) Course Outline 4) Assignment Forms (2 sets) 5) Schedule for Submitting the Assignments In this packet, if you find anything missing out of the above-mentioned material, please contact at the address given below: - The Mailing Officer Mailing Section, Block # 28 Allama Iqbal Open University, Sector H/8, Islamabad. Tel: (051) 9057611, 9057612 Dr. M. Majid Mahmood Bagram Course Coordinator ALLAMA IQBAL OPEN UNIVERSITY, ISLAMABAD (Department of Business Administration) WARNING 1. PLAGIARISM OR HIRING OF GHOST WRITER(S) FOR SOLVING THE ASSIGNMENT(S) WILL DEBAR THE STUDENT FROM AWARD OF DEGREE/CERTIFICATE, IF FOUND AT ANY STAGE. 2. SUBMITTING ASSIGNMENTS BORROWED OR STOLEN FROM OTHER(S) AS ONE’S OWN WILL BE PENALIZED AS DEFINED IN “AIOU PLAGIARISM POLICY”. ASSIGNMENT No. 1 (Units: 1–4) Course: Human Resource Management (8502) Semester: Autumn 2012 Level: MBA (2½ / 3 ½ Years) Total Marks: 100 Pass Marks: 50 Q. 1 (a) Quote discriminatory personnel management practices in recruitment, selection, promotion, transfer, layoffs, and benefits. (10) (b) Define and discuss diversity management. (10) Q. 2 Illustrate and explain each of the seven steps...
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...| | | | | | | | | | | | | | | Dr. Mitchell Fields HRM: 71-243 (03, 04) Fall 2014 ------------------------------------------------- Schukra Assignment Due Date: Wednesday, October 29th (at the very beginning of class, no later than 5 minutes after the start of class) Length: No more than six pages double-spaced with one inch margins excluding title page, references and exhibits. The final report must be submitted on the due date simultaneously in TWO WAYS: Submit as follows: 1) A traditional paper report (stapled, etc.) to be turned in at the very beginning of class on the due date, and 2) As an email to me in a single PDF file at mfields@uwindsor.ca. The papers should be in APA format and use at least five appropriate references (not Wikipedia or ask.com, etc.). Because some of the reports will be forwarded to Schukra, your student numbers should not be included on the electronic versions. You must submit your report using both methods in order to receive a grade for this assignment (electronic only submissions will not be accepted). Late assignments, at the instructor’s discretion, will either not be accepted or will be severely penalized. A selection of the best or most interesting reports will be submitted to Schukra for discussion at the workshop. The teams with the very best submissions may be invited to briefly (no more than 3 - 5 minutes) present a summary of their suggestions to the Schukra Team during their session. Workshop Date: Saturday...
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... I also like to make sure my decisions are equally fair and beneficial to everyone, regardless of the time that it may take. These are the same skills that I use academically as well. I like to make sure that I complete all my assignments with well thought out, researched and prepared material. I will work tirelessly to achieve the best possible material, again, no matter how long it takes. The results of my “Ethical Lens Inventory” show that I am a critical thinker by nature. Again by me carefully analyzing, researching, and thoroughly thinking things through to come up with the best possible solution. I have always believed that it is only fair that I give a problem or situation my all, regardless whether it is for work, personal or academically. The results of my “Reasoning Abilities” in My Career Plan Building Activity were on the same lines as my “Ethical Lens Inventory”. I am a person that works well in careers where success comes from apply practical skills and where thinking is used mostly to solve problems. It also states that I am likely to be attracted to jobs that require me to be organized, research, deliver results, follow instructions, goal focused, and apply expertise. That is why I enjoy and want to continue to advance in my current career as an accountant. With me being an accountant I am constantly using the skills and competencies, from the Ethical Lens Inventory and My Career Plan, on a daily basis. With me having to reconcile...
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...owned and operated franchised broker offices. I report to the owner of the franchise, which is the head broker. My Positions is Real Estate Agent, been with the company 8 years, the team consist of 10 people all independent agents, we all come to together when it’s time, to discuss ways of working to together on projects, and making the office run more efficient. Our executive officer which is the owner is always open for new ideas. International Headquarters 175 Park Avenue Madison, New Jersey 07940 Contents Assignment 1.2: Organizational Profile Part 1— Description of your Company 3 Assignment 2.1: Organizational Profile Part 2—Alignment of Mission, Vision, Values, and Strategy 4 Assignment 2.2: Stakeholder Analysis 5 Assignment 3.2: Organizational Profile Part 3—Cultural Analysis 6 Assignment 4.2: Alignment of your Organization’s Performance Appraisal System with its Strategy and Culture 7 Assignment 5.2: Professional Development...
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...and making them less effective, because NCOs are not applying themselves. NCOs expect to be evaluated fairly, objectively, and want to be receiving an NCOER that will allow them to excel for further promotion and assignments. An NCO wants to have the faith that their rater is competent enough to give them a proper rating, good or bad, on their performance. The visual information career field is small and highly competitive to reach the ranks of Sergeant First Class to Sergeant Major, so accurate NCOERs are crucial to compete. An area of concern on ethical behavior was found on NCOERs coming from the Defense Information School instructors. NCOs had received bullets that were exactly the same and in the same blocks of evaluation, causing the value of their NCOERs to be devalued and possibly causing Staff Sergeants to fall behind their peers for promotion. The inaccurate and irrelevant NCOER Ever since I was a young Sergeant, I learned that the Noncommissioned Officer Evaluation Report, NCOER is a crucial document to show and justify what you have learned and accomplished during that rating period. In recent years as I have become a senior noncommissioned officer and been able to review many NCOERs, I have seen a pattern for NCOs in the Visual Information career field for the Signal Corps. Leaders are writing inaccurate NCOERs and making them less effective, because NCOs are not applying themselves. I still believe that the NCOER is the most accurate means there is to...
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...5 Question # 1 • T.J- T.J’s decision affect him in several ways because if he was to notify the professor about K.C’s behavior and attitude towards the group assignment he wouldn’t have to worry about failing the assignment or being in trouble for plagiarism which wasn’t his fault. By protecting himself from being caught, he is able to make sure that K.C get a grade deserves and not one that he didn’t work for. • K.C- the main stakeholder would be K.C because TJ decision could cost him either his grade for the class and record in the business school or more work because he could be forced by the group to do more work on the assignment. In K.C’s interest he would rather that the group just hand in the assignment as is because of his minimal effort attitude. • Professor- The professor is in charge of the class and would want T.J to inform him about his partner K.C would is not doing his share of the work correctly. The professor wants to ensure that fair grades are earned by students and wouldn’t want to just hand out grades to those who did not earn them. • Group members- Question # 2 T.J is facing a dilemma with his group member K.C because he would rather be ethical and not hand in plagiarized work which if caught by the marker would end up costing him his grade as well. Though the part of the assignment that is plagiarized is completed by K.C there is a good chance the professor would punish the whole group because the group also should have been checking each other’s...
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...ALLAMA IQBAL OPEN UNIVERSITY, ISLAMABAD (Department of Business Administration) Course: Human Resource Management (5532) Level: MBA Semester: Autumn, 2010 CHECKLIST This packet comprises the following material: 1) 2) 3) 4) 5) Note: Text book Assignments # 1 & 2 Course outlines Assignment 6 forms (2 sets) Assignment submission schedule In this packet, if you find anything missing out of the above-mentioned material, please contact at the address given below: The Mailing Officer Mailing Section, Block # 28 Allama Iqbal Open University, Sector H/8, Islamabad. Tel: (051) 9057611, 9057612 Mohammad Majid Mahmood Bagram Course Coordinator ALLAMA IQBAL OPEN UNIVERSITY, ISLAMABAD (Department of Business Administration) WARNING 1. 2. PLAGIARISM OR HIRING OF GHOST WRITER(S) FOR SOLVING THE ASSIGNMENT(S) WILL DEBAR THE STUDENT FROM AWARD OF DEGREE/CERTIFICATE, IF FOUND AT ANY STAGE. SUBMITTING ASSIGNMENTS BORROWED OR STOLEN FROM OTHER(S) AS ONE’S OWN WILL BE PENALIZED AS DEFINED IN “AIOU PLAGIARISM POLICY”. Course: Human Resource Management (5532) Level: MBA Semester: Autumn, 2010 Total Marks: 100 Pass Marks: 40 ASSIGNMENT No. 1 (Units: 1–4) Q. 1 Why HR is called the most important asset and competitive advantage of any organization in the world? (20) Your Solutions 2 Helping Material HR and Competitive Advantage In order to have an effective competitive strategy, the company must have one or more competitive advantage, factors that allow an...
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...Communicate, Maintain), this jump-starts the Discovery stage. You will spend time finding key information and career opportunities on your selected organization that will be used in composing your resume, cover letter, personal brand pitch, online applications, and interview responses. Tasks You will: 1. Identify the name, and other criteria, of a company/organization (Part 1) for whom you would like to work, the Focus (Part 2), and its Competition (Part 3) and submit these in one document to the Blackboard Assignment Drop Box in a Microsoft Word document, by Friday, September 2, 2011 2. Review its website, if available, and other resources uncovered through our “Discovery Project” lecture for essential information that will be used in marketing yourself as a prospective hire 3. Collect and record this information so that you may draw from it and build your brand for future assignments 4. Compare and merge your and your organization’s brands so that you will gain experience promoting yourself to an array of employers 5. Submit the remainder of the Project (Parts 4 and 5) for grading in the Blackboard Assignment Drop Box by 5 p.m., Friday, September 9, 2011 Note: for both submissions, you may download this assignment requirements sheet keeping all or only the relevant Parts to submit on the two due dates. There are several suggested resources for this assignment: • The relevant classes and captured lectures for weeks two and three of class • The organization’s website ...
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...experienced, senior-level professional, I am capable of resolving confidential issues, managing complex situations and have the capacity to multi-task very successfully. I am an experienced visionary leader. Throughout my entire career, I have implemented initiatives that have improved citizens’ quality of life by focusing on public safety. That being said, I would have to say in most situations, my style of leadership is transformational. The transformational leadership style depends on high levels of communication from management to meet goals. Leaders motivate employees and enhance productivity and efficiency through communication and high visibility. This style of leadership requires the involvement of management to meet goals. I believe I would be described as a good leader. I take being a good leader seriously and have studied leadership for many years. I...
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...semester opportunity for the student to: 1) gain an in-depth understanding about a STEM field of their interest, 2) perform appropriate research or participate in task/project development, 3) investigate professional sources of information within the community, and 4) present highlights of the experience. Students are required to develop a Project Proposal in conjunction with their mentor and supervising teacher and are encouraged to refine their work to submit to the district science fair and/or a national competition. Students in the Short Term Fellowship experience will spend between 5 – 10 contact hours per week for approximately 9 weeks within a mentoring organization or working on an independent project. Students will be required to enroll in a JFE Research & Design course and meet regularly with their GSMST faculty advisor. It is important students seek appropriate supervision for their projects and, if needed, follow all protocols outlined by the Georgia Science and Engineering Fair, maintain proper safety protocols and seek required approvals...
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...|[pic] |LISA BEGGS | | |School of Business | | |HRM/300 Fundamentals of HumanResourceManagement | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. MU12BSM05 7/11/2012-8/8/2012 Course Description This course explores the critical role of human achieving resources in business results. The course will help students to have a solid understanding of the fundamentals of human resource management and its strategic relevance in business today. This course will provide students with a critical perspective on the development of human capital in the context of a unified system of attracting, retaining and developing talent that creates and supports the vision and values of the organization. Students will develop an understanding of the critical business implications for human resource professionals today. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies:...
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...of Contents Summary Resume Career Objective Evaluations Qualifications Project Management Security Specialist Defense Tactical Training and Selection Focus areas Concept of Security Security Projects Security Programs and Training Security Placements Summary Resume TRACY E FULFORD 2414 County Road 90 Pearland TX (832)498-8757 tracy.fulford68@gmail.com Career objective; highly experienced Military Security Senior Non-Commissioned Officer seeking to transition into the private sector security industry. Certified by the Security Industry Association as a Certified Security Project Manager in May 2015. Very knowledgeable in both architectural and operational elements of security policies, training, and systems. PROFESSIONAL ACHIEVEMENTS PROJECT MANAGEMENT Certified Security Project Manager TRAINING First Army Academy Observer Trainer/Coach SECURITY SPECIALIST Defense Security Services Security Specialist Defense Security Services Security Ad-junctions SKILLS WORK HISTORY RETENTION AND CAREER COUNSELING US Army Reserve Career Counselor 79V Security Programs and Design Defense Tactical Training Law Enforcement/Military/Security Personnel Programs Planning and Operations Law Enforcement/Military/Security Personnel Personnel assessment for Law Enforcement/Military/Security projects Objective Focus Training BN SS OPERATIONS NCO, US ARMY RESERVE AGR, HOUSTON TX 08/01/2012 to Current ARMY RESERVE CAREER COUNSELOR, US ARMY RESERVES AGR...
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...IOP3701 EXAM QUESTIONS SECTION 1 May 2011 For fair & equitable testing & assessment in the work context, the starting point is that the job must be described, explain why this would be important (5) Discuss the importance of doing a thorough job analysis in testing and assessment in the work context (5) * The first step and main emphasis in the decision making process is a thorough job analysis * Job analysis consists of: * Job description – indicates the tasks that need to be done in the job. * Job specification – specific characteristics required of a person to perform well in the job. * It is important to list specific requirements that are not often stated – which candidates cannot be considered. * The next step includes fair procedures for making decision. This entails well thought through and justifiable procedures for job description, advertisements etc. * Evaluate and justify minimum requirements in formal education, prior learning, relevant experience, training, skills and knowledge. * Decide on suitable testing and assessment techniques * Follow scientific, professional and ethical guidelines * Monitor outcomes for fairness and adverse impact. * Take steps to ensure equity and fairness for future opportunities. * Fair and equitable testing and assessment: * 1st step and main emphasis in the decision-making process is a thorough job analysis – to know exactly what the job entails and what qualities, characteristics...
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...by email or text | clarkdonnalee@yahoo.com | Team Ground Rules and Guidelines The following bullet points are the team ground rules and guidelines for Team B: * Everyone must submit work on time. Each member is responsible to submitting their portion of the work to the forum by midnight on the date before the assignment is due. For example, if the assignment is due on Tuesday, each members’ portion of the assignment is due no later than Monday at 12:00 am; * As a rule, all group assignments will be approved by all of the group members before the assignment is submitted. All approvals must be received by 10 pm on the day the assignment is due. If for some reason a team member does not give their approval by the deadline, the assignment will be submitted with a majority approval; * While each team member is assigned a specific task, they should seek advice or assistance on any subject matter not clearly understood; * Members will respect each other and the different skill levels each team member possesses. We will communicate in a professional and courteous manner. If conflicts arise, we will address them as a team. * All assignments must fall within the specified guidelines of the class syllabus (i.e. specific APA styles and formatting, Microsoft Word processing, degree of research and word limitations, etc.); * Team members are required to give meaningful feedback...
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...Introduction Factors causing the employee’s dissatisfaction Malik’s employee approached him with an appearance of being frustrated and exhausted. She expressed her dissatisfaction with the job, relating it to a feeling of being overworked, undervalued, with no challenge to learn new skills and no vision on improvement to her personal goals. The factors that cause her job dissatisfaction are directly related to stress, lack of challenge, motivation, opportunities to growth, development of skills and leadership. There is little difference between “job stress” and “challenge”. When an employee has a feeling of being overworked and exhausted with job demands, that doesn’t challenge and fulfill their motivations can provoke job stress, exhaustion and dissatisfaction and a future burnout. The feelings of excitement and anticipation, and occasional nervousness about starting something new, that usually employees have when they start a new job, can be recaptured with challenges that energize and motivate workers to learn new skills, if the company doesn’t provide them to its employees it is possible to create boring job routine with no satisfaction and excitement. The form of leadership and management employees can prevent or contribute to dissatisfaction on the job. Employees that are recognized for their achievements, supported, appreciated, valued are more likely to keep the satisfaction and motivation with work, on the other hand the ones that are unappreciated, not...
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