...JACOB JOSE MOOLAN SUSHIL GUJAR RISHABH DHAMIJA DATE: July 11, 2014 INTERVIEW ASSIGNMENT GLOBAL HUMAN RESOURCE MANAGEMENT – HRM830 INTERVIEW ASSIGNMENT – HUMAN RESOURCE MANAGEMENT-JACOB-RISHABH-SUSHIL 1 Contents Introduction .................................................................................................................................... 2 Part One: Interview this person face to face or over the telephone to find out about their journey in the HR profession and current position. Ask about their education and previous HR experiences and any words of advice for newcomers to the profession. ...................................... 3 Part Two: Company history, tell me about the organization of the HR professional. Include the type of industry products or services they provide. Mention any challenges that the organization is facing. ..................................................................................................................... 5 Part Three: What is the role of HR in the organisation? What are some of the challenges facing HR? From your understanding of HR what would you recommend as a solution and why? ........ 7 Part Four: Reflect on this interview. What were some of the major learning points for you and why? Knowing the experiences of your interviewee what would you do differently and why and what do you hope to do the same? .............................................................................................. 10...
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...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 a. Job analysis b. Job rotation c. Job circulation d. Job description 3. This Act provides an assistance for minimum statutory wages for scheduled employment a. Payment of Wages Act, 1936 b. Minimum Wages Act, 1948 c. Factories Act, 1948 d. Payment of Gratuity act, 1972 4. __________ is the actual posting of an employee to a specific job a. Induction b. Placement c. Attrition d. None 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as a. Training b. Development c. Education d. Mentoring 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events a. Planned change b. Technology change c. Structural change d. None 7. It is a process for setting goals and monitoring progress towards achieving those goals a. Performance appraisal b. Performance gap c. Performance factor d. Performance management system...
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...Human Resource Management Subject Code : B102 Section A Part One 1.d. Egocentricism 2. a Job Analysis 3. b. Minimum Wages Act ,1948 4. b. Placement] 5.b. Development 6.a. Planned Change 7.d. Performance Management System 8. c. Rating Scale 9.a. Human Recourses 10.b. Management Game Part Two 1. Every employee has an aspiration to grow at his work place. Organistaions paying attention and if the employee grows he feels happy and motivated. If the organization does not pay attention due to any reasons the employee becomes frustrated due to no growth and key executives leave in frustration. Organisation lose as new hiring needs to be done with additional selection and training. Organizations therefore try to put their career plans in place and educate employees about opportunities that exist internally. 2. Features of HRM Pervasive force: Action Oriented: focuses attention on action rather than on record keeping. Individually Oriented: It tries to help employees to develop their potential full. People Oriented: It tries to put people on assigned jobs in order to produce good results. Future Oriented: Effective HRM helps an Organization meet its goals in future by providing for competent and well motivated employees. 3. Performance Appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic and...
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...a normal company that has all its employees at one site everyday. The majority of the communication is done through personal meetings and teleconferencing. The manager that I interviewed is Markeia Keese. She is in his early thirties and has worked at this company for about 5 years. I contacted Markeia by phone and asked if I could set up an interview for a class project, she was very accommodating, but there was some difficulty due to schedule conflicts for the both of us. I immediately got a sense that she really felt it was appropriate to treat people right, which is a key factor in managing in HR. Most HR managers I’ve encountered enjoy working with people and therefore the people who become HR managers tend to be more people friendly. I asked Markeia a series of questions that I had prepared for the interview. As the interview started I began to ask the basic questions that I felt would be good icebreakers to the interview. All the ‘how long have you worked here?’ and the, ‘do you enjoy your job?’ were asked early in the interview and then I moved on to the more in depth questions. It was at this point in the interview that I got the best understanding of the role that a HR manager has in her company. She had mentioned the...
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...PART 1 - 40% NAME(s): Sherri Khan HR ISSUE | IDENTIFY THE DETAILS IN THE CASE WHICH ARE PERTINENT TO THIS HR ISSUE. JUST LIST THE FACT THAT CAUSES YOU SOME CONCERN. DO NOT MAKE SUGGESTIONS ON HOW TO FIX THE PROBLEM.e.g. under Training and Development – Will and Steve do not any management training(expand the chart to accommodate your information) | RECRUITMENT AND SELECTION | 1. Will and Steve rely too heavily on Referrals 2. Applicants are not being pre-screened, they are bringing resumes to the interview 3. No formal job descriptions exist 4. No orientation program exist 5. Interviews have no structure 6. Interviews are off topic 7. Interview do not have enough relation to the job 8. Selection of new hires is done solely by Will & Steve 9. Employees are being placed in positions that they haven’t applied for 10. HR staff left on maternity leave and other staff are working overtime to do that person’s job | COMPENSATION AND BENEFITS | 1. New hires can be waiting up to 6 weeks to receive pay 2. Benefits program has not been reviewed 3. Benefits are being handled by a family member not employed by Outrage Video Games 4. Employee needs are not being considered for benefits 5. Employees doing the same job are not receiving equal pay 6. There was not any mention of performance reviews being conducted 7. Raises are only given to employees that request it 8...
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...(A Matter of Priorities) MGT 331 (Management of Human Resources) March 23, 2014 Professor J. Barnes Background Sheila Stephens, a production manager for Thompson Manufacturing was put in an unfortunate situation while attempting to juggle a busy work schedule and interview a potential candidate. The human resource manager caught her off guard and insisted she give some attention to an individual he felt would be an asset to the company. Stephens juggled competing interruptions during the course of the interview including phones calls and having to leave the room. The constant interruptions could make the applicant think that his potential manager is not up to task. Current Challenges Whenever a manager conducts an interview, there are always challenges. The key to a successful interview is to be time conscious. The interview should be performed with the least amount of interruptions as possible. The resume of the candidate should have already been reviewed. Also, the inquiry should be structured to include information relevant only to the qualifications of the candidate for the position. An interview is not just an assessment of the individual looking for a position but also an assessment of the organization by the individual. Having a smooth-flowing interview is important as it allows continuous exchange of ideas and conversation (2014, para. 1). Analysis of Issues Stephens was definitely too busy to accommodate an interview on that particular day. The human resource...
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...its executives and sales manager will also change. Before the merger, the duties of sales executive were only selling but now as the company has added a new aspect of providing full-service cleaning solutions and the duties of its sales executives has altered significantly. The new team that will be developed will consist of sales executives with excellent sales knowledge and customer service skills. For determining the accurate functions of the new sales position, the company can make use of the interview and job performance methods. The job performance method can be used by the company to develop different tests and interviews along with the design of performance appraisals and training (Armstrong, 2000). Similarly, interviews can also play an inherent part of the analysis as with this the company can attain information in concern to job descriptions and study job evaluations. The prominent job duties and specification of the new team, identified with the help of interview...
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...complementing with company’s new strategy. Job Analysis With the changes taking place at InterClean, Inc. the duties and obligations of its executives and sales manager will also change. Before the merger, the duties of sales executive were only selling but now as the company has added a new aspect of providing full-service cleaning solutions and the duties of its sales executives has altered significantly. The new team that will be developed will consist of sales executives with excellent sales knowledge and customer service skills. For determining the accurate functions of the new sales position, the company can make use of the interview and job performance methods. The job performance method can be used by the company to develop different tests and interviews along with the design of performance appraisals and training (Armstrong, 2000). Similarly, interviews can also play an inherent part of the analysis as with this the company can attain information in concern to job descriptions and study job evaluations. The prominent...
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...Juergen Daum. All rights reserved. Performance Management Beyond Budgeting: Why you should consider it, How it works, and Who should contribute to make it happen. News categories: Enterprise and business strategy, Finance and accounting, Performance management and controlling, Information Technology by Juergen H. Daum Table of content: Intro Why should a company consider to move Beyond Budgeting ? How does the Beyond Budgeting model work ? Who should contribute to make it happen ? The Transition Route – Major success factors Summary Additional resources (updated Jan 2005) “Fixed budgets don’t work today. A budget is a too static instrument and locks managers into the past - Daum New! - visit J.H.D.'s Beyond Budgeting Info Center - including latest BB insight materials, interviews with BB pioneers etc. - here an extract: | J.D.'s insight article "Beyond Budgeting" | Interview with Lennart Francke, CFO of Svenska Handelsbanken | Panel Discussion with Borealis, Nestlé, and Unilever | Interview with Jeremy Hope – co-founder of the Beyond Budgeting Round Table | Interview with J.D. on finance and IT | Intro Three years ago I presented to a group of senior executives at the headquarters of a large U.S. based consumer products company with global operations the concept of “Strategic Enterprise Management” (SEM) – a concept that ties enterprise management closer to strategy and establishes management processes that make it easier to manage trade offs...
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...the A STUDY ON EVENT MANAGEMENT PROBLEMS AND PROSPECTS the following objectives have been framed. 1. Understand the present scenario of event management business. 2. Study the Promotional methods followed by event management companies. 3. Analyse the problems faced by the event management companies. 4. Comprehend the business prospects. SCOPE OF THE STUDY * The present study is confined to EVENT MANAGEMENT in kanyakumari. * Now a day’s EVENT MANAGEMENT industry gaining a lot of important in INDIA .The EVENT MANAGEMENT market shows stable growth STATEMENT OF THE PROBLEM This modern age of distraction it is important to make events memorable and to make sure that guests of the event are remembering, and even talking about, the event days and weeks after it is over. Event planners need to provide their clients with creative solutions to combat shrinking budgets. Adapting to the inevitable rise in cost or finding other ways of keeping costs down has been a concern that is as relevant today as it has been for many years now. An increased sustainability and environmental focus is more essential in today’s corporate environment. Keeping up-to-date with new developments, products and services through social media, newsletters and relevant marketing materials at exhibitions. Allocating the right resources with the right skills is an everyday challenge for most businesses, but in the ever changing world of event management this challenge requires...
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...Human Resource Management (HRM) is a division in practically every organization, however over the years the role of HRM has experienced significant changes. According to the business dictionary, HRM is defined as “Administrative activities associated with human resources planning, recruitment, selection, orientation, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.” In past times HRM were considered responsible for simply hiring and firing and at one point in time were labeled event coordinators and planners. Due to the numerous legal changes and advancements in technology the HRM responsibilities have changed drastically and are essential to maintaining a successful organization. The HRM today is responsible for all aspects of employee development from recruitment to training and beyond in addition to impacting the organizations strategic plan. Constant legal changes and advancements to technology have created an increase in responsibility for HRM. Legalities organizations are required to follow witness constant changes, which require HRM to be both educated and up to date with the laws that effect their organization. The slightest of mistakes could result in fines, lawsuits, and in some cases an organization being shut down entirely. Those employed within an organizations HRM are expected to know these laws to refrain from violating employment laws, employment practices, and more. Another challenge those in HRM face with...
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...consolidating market base in commercial banking segment Prepared For Dr. A.K.M Saiful Majid Course Instructor, Strategic Management Prepared By Zahedul Amin, Roll- ZR-33 EMBA Batch 13 Institute of Business Administration, University of Dhaka Background The report will be prepared as part of the course requirement for the Strategic Management course, under the supervision of our esteemed faculty, Dr. Saiful Majid. HSBC Bangladesh has gained significant traction since entering the market in 1998. They have adopted a set of focused strategies enabling them to position themselves as a premium brand in the commercial banking segment. Alongside, they have forayed in the retail and structured financing segment securing spectacular performance. The report intends to focus on recent strategic changes which resulted in HSBC effectively closing retail banking wing. This is the result of the organization’s internal restructuring which led to renewed focus on commercial banking which has higher profitability and lower classified loans. Scope The report will be based on publicly available documents and on Key Informant Interviews (KIIs) with company middle-management. The report will make use of previously available internal surveys and studies deemed non-classified by company management. Application of tools learned in the Strategic management course will be selectively applied to further analyze industry and generate strategy. Objective The following are the objectives...
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...Course Title: Fundamentals of Management (Final Revision – Part 1 [Q & A] ) Question 1: What’s an organization? & why are managers important to an organization’s success? Ans: An Organization is a deliberate arrangement of people brought together to accomplish a specific purpose. (Examples: NOKIA, University). Why are Managers important? Because they have an impact on both employees & the organizations in which they work. For the following reasons: I. Organizations need managerial skills & abilities more than ever in these uncertain, complex & chaotic times. II. Managers are critical to getting thing done. Question 2: Is business management a profession? Why or why not? Do some external research answer this question? Ans: Management is a profession according to the Occupational Outlook Handbook published by BLS (Bereau of Labor Statistics). In addition to the concept of an administrative manager, this handbook lists a variety of managerial positions (such as: Management analysis/ Management Consultants) According to BLS; administrative services managers held over 200,000 jobs in 2006. Question 4: What are Fayol’s 14 Principles of management? Ans:1. Division of work 3. Unity of Command 5. Discipline 7. Remuneration 2. Authority 4. Unity of direction 6. Centralization 8. Scalar Chain 10. Subordination of individual to the general interest 11. Equity 12. Espirit De Corps 13. Initiative 14. Order Question 4:- What’s planning? & what are the types of planning? Ans: Planning...
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...conversation that takes place between an employee and human resources (HR) or other manager to determine the reason(s) the employee is leaving. (enterprenuer.com) When an employee makes a voluntary decision to leave an organization, it is important for the organization to find out the reason for leaving, as the employee takes with him/her the knowledge, skills, expertise, and the experience. Generally, employee turnover happens due to the organizational and/or interpersonal and/or personal reasons. To understand the factors that compelled an employee to end its relationship with the organization is an integral part of the employment ending process. The organization should use the exit interview as an effective tool to develop and implement the strategies for meaningful staff retention. The exit interview provides the organization an opportunity to 'make peace' with a disgruntled employee; otherwise, the employee leave with the vengeful intentions which could lead to negative publicity for the organization. The number of questions can be asked to the departing employee, but a careful selection has to be made based on what outcomes the organization would like to derive. Some of the basic questions asked are stated below. For a detailed list of questions, please refer Appendix A. a. Overall, how did you find your experience working on this team? b. What did you like about it? c. What could have been better? d. What is the primary reason for leaving? e. What would...
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...performance but they think that measurement is an essential part of strategy. Effective management however is an integral part of management process. New strategies and process are being introduces to improve performance without examining whether old measures of performance are relevant or whether new one is necessary. The balanced scorecard combines an effective measurement system that help a company’s strategic objectives with a management system that can help drive changes in key areas such as products process customer and market development. The scorecard presents manager with four different perspectives from which to choose measures.it compliments traditional finance indicators with measures of performance for customer internal process and innovation and improvement activities. The measure of the balance scorecard helps focus a company’s strategic vision encourages thinking about current and future success and helps provide a balance between external and internal measures. This helps manager to see what tradeoffs they are making among their key success factors. Looking at the balanced scorecard measures of a company which should be different for every company it should be clear that what is the company strategy. Many companies used balance scorecard. Rock water a global engineering and Construction Company used balanced scorecard to respond to their changing industry. The CEO & senior management of Rock water developed a vision and strategy then transformed them into balanced...
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