...Niloufer Manzur with a group of children and her own. Since there has grown into one of the most prestigious educational institutions in Bangladesh through the dedication of the founder Mrs. Manzur, a group of committed teachers who stood by her in times of need and the support of the parents who placed their trust in the institution. Sunbeams was a feeder school initially but the school embarked on an expansion programme in 1994. The GCE Ordinary Level Courses were introduced in 1996 and our first cohort completed their “O” Levels in May 1998. The GCE A Level Course was started from August 2007. The School is currently housed on two sites. The Senior section in Uttara: Plot No. 6-12, Road No. 13/A, Sector. 10, Uttara, Dhaka-1230, Bangladesh. Tel: +8801727343088, E-mail: sunbeams.uttara@gmail.com and the Junior section in Dhanmondi: House No. 51A, Road No. 16 Dhanmondi, Dhaka-1205, Bangladesh. Tel: +88028116311, +88028124484 School Motto At Sunbeams, aim to inculate the following qualities in their students. 1. Knowledge, Skills and Learning 2. Leadership and Initiative 3. Faith and Patriotism 4. Integrity and Honesty 5. Humility and Tolerance 6. Confidence and Self Reliance 7. Commitment The seven beams of the sun in their logo represent these objectives. Vision and Mission of Sunbeams Sunbeams exist to provide the best possible teaching and learning experiences for every individual. The curriculum is designed to prepare students for the General...
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...……………………………………………………………………………...............16 Recommendations........................................................................17 References..................................................................................18 Bibliography................................................................................19 Appendices.................................................................................21 Appendix 1 – Implementation Plan Appendix 2 – Reflective Statement Introduction Further to the proposed management development programme made to Whitstable Party Planning Company and the 30 minute taster training session that was arrange for line managers, this report will provide advice and research on methods of learning that can be implemented into Mr Handley’s business. Topics from the proposed management development programme included Leadership, Engagement, Annual turnover analysis, Change Management, Feedback, Equality and Diversity and Handling Difficult Conversations. Learning is critical to build business competence and gain competitive advantage in the market. The report will consider a number of current learning interventions, and why they may or may not be suitable for implementation at Whitstable Party Company. Alongside learning, evaluation; being able to measure return on investment, is key in ascertaining the effectiveness of learning methods in the business. Therefore, a number of evaluation models ad...
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...National Human Resource Standard Competencies Framework & Body of Knowledge PEMBANGUNAN SUMBER MANUSIA BERHAD 2014 0 TABLE OF CONTENTS TABLE OF CONTENTS ....................................................................................................................... 1 THE STANDARDS ~ AT A GLANCE ................................................................................................... 2 THE FIVE DIMENSIONS ..................................................................................................................... 3 THE THREE LEVELS OF HR PROFESSIONALS ............................................................................... 4 HR COMPETENCIES .......................................................................................................................... 6 HR CORE COMPETENCIES ............................................................................................................... 7 HR FUNCTIONAL COMPETENCIES .................................................................................................. 8 HR COMPETENCIES FRAMEWORK.................................................................................................. 9 HR COMPETENCY LEVELS ACCORDING TO DIMENSIONS......................................................... 10 HR BODY OF KNOWLEDGE............................................................................................................. 19 CONCLUSION .....................................
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...Topic : H.R Policy of Godrej Ltd. Submitted to :- Submitted by :- Introduction Godrej Properties Limited is one of the leading real estate development companies in India, based in Mumbai. The company is a fully integrated real estate development company, involved in all activities associated with the development of residential and commercial real estate. It undertakes its projects through its in-house team of professionals and by partnering with companies with domestic and international operations. The company has real estate development projects in 10 cities in India, which are at various stages of development. Its business focuses on residential, commercial and township developments. The residential portfolio of the company consists of various types of accommodation of varying sizes. In its commercial portfolio, it builds office space catering to blue-chip Indian and international companies, IT parks catering to the requirements of IT/ITES companies and retail space. The company's township portfolio includes integrated townships consisting of residential and commercial developments. The company entered into its first project in 1991. It initially concentrated its operations in Mumbai and later expanded to cities such as Pune, Bengaluru, Kolkata, Hyderabad, Ahmedabad, Mangalore, Chandigarh, Chennai and Kochi. As of October 15, 2009, it had completed a total of 23 projects comprising 16 residential and seven commercial projects. Its parent...
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...Journal of Management Research ISSN 1941-899X 2012, Vol. 4, No. 2 Talent Management: Effect on Organizational Performance James Sunday KEHINDE, PhD, ACA Dept. of Accounting, Faculty of Management Sciences Lagos State University, Ojo, Nigeria, West Africa Tel: 234-802-307-5627 Received: September 8, 2011 doi:10.5296/jmr.v4i2.937 E-mail: pastorkehindebox@yahoo.com Accepted: November 25, 2011 Published: April 1, 2012 URL: http://dx.doi.org/10.5296/jmr.v4i2.937 Abstract Talent management is a new concept but difficult phenomenon to measure. The impact of talent management on organizational performance is a problem especially where only strategic staffs is treated as talents of the firm. The purpose of the study is to examine the effect of talent management on organizational performance. The questionnaire was used as the survey method of collecting primary data for the study. Correlation coefficient, t- student distribution and the descriptive analyses were the methods used to analyze the data gathered. The analyses revealed that talent management has positive impact on the organizational overall performance. It also revealed that talent management scheme has impact on the performance of the multinational and the national firm but the small and medium scale firms have not been gaining from this new technique within the Nigerian business environment. The study therefore recommends that talent management scheme should be used for all categories of staff within the firm that have...
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...Segment: Financial Services Programme Start Date: September 2012 Futurus Background: The Futurus Programme is the key graduate entry career development programme within the Bank of Ireland Group. The objective is to enhance graduate entrants’ technical and personal skills through a structured and supportive programme which will strengthen our future senior leadership talent pipeline. It is aimed at high calibre graduates and provides a comprehensive, consistent and integrated programme which will support the development of a broad group mindset and rounded skill set in all graduates. Participants are given a combined opportunity to develop both specialist skills and personal development. These skills will equip graduates to develop their careers and challenge for significant roles in the future. Vacancies available in: Retail Division Ireland & UK Group Supports (HR, Finance, Credit & Market Risk, Audit) Corporate & Treasury Division Vacancy Locations: Ireland & UK Minimum Requirements: Relevant Primary Degree at 2:1 Level or Masters Degree (Expected or Achieved) Desirable Degree Specialism: Finance, Mathematics, Engineering, Actuarial, Quantitative Studies, Arts (e.g. Business, Economics or Finance), Science, Computer Science Essential Requirements: Strong Customer Focus Demonstrate Initiative and Flexibility Intellectual agility and a willingness to challenge the status quo ...
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...New Employee Orientation Programme First Few Sips - Coca-Cola India Submitted To Professor Srimannarayana 12th August, 2013 First Few Sips- An Overview of Employee Orientation Program Coca-Cola India is lean organization with a total workforce of around 200-250 employees. Due to the structure, resource requirement and intake is restricted to merely 30-40 heads per year. This makes the training program more customized and individual focussed rather than standard. The common orientation program – First Few Sips however, remains standard yet adaptable to accommodate changes. This program is conducted every 3-4 months. Since, only about 10-12 people join the organization every quarter, HR waits for the availability of a group of new employees before it conducts this orientation program. The reason behind this is the involvement of the Leadership Team. They cannot be made free for individual orientation and thus, there is a requirement of a sizeable group. The itinerary of the orientation program is as follows: Day 1: The new employees meet Atul Singh and Venkatesh Kini in an open house where they get an opportunity to ask these leaders about their experiences. Ice breaking events are conducted. Day 2: Market Visit. This gives the new employees an exposure to the real time developments in the market and thus the related issues and business problems. Day 3: Talks and Open House discussions with Vice Presidents of the various Business Functions. Day 4: Plant visit to a bottling...
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...Midsize pharmaceutical company under the leadership of Jennifer Childs (Owner and CEO). The company has sales offices or manufacturing plants in eight countries. At the October staff meeting the CEO asked three manager to develop a prioritized list of potential projects and to meet with her to sell on their ideas. According to the CEO company profits for the year are expected to be more than 2m$ more than anticipated, the CEO tell them she would like to reinvest this additional project by funding project within the company, that will either increase sales or reduce costs. Further the instructions is that the managers must not assume that the funds will be divided equally amongst the three of them. The CEO further states that she is willing to put all the funds on one project if it seems appropriate. The company has the following key personnel: Julie Chen Manager product development and he has a team of scientists working on a new prescription drug. Tyler Ripken is employed as a manager production at the firm’s largest and oldest manufacturing facility and has been with the company for only 6 months Jeff Mathews Manager operations is responsible for the company’s computers and information systems as well as its accounting operations. Joe Sanchez is a manager of Marketing According to Professor Pieter Steyn of Cranefield College, Managing organisations through projects or through project-portfolios (also known as programmes) is gaining popularity, since it is a management...
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...Two, Strong global Alumni Network. Finally, Strong brand recognition in Indian market. Q: Please share in detail the application and final selection procedure at your B-School. Application process was fair and simple. In general, there are total two rounds of application with dates in Mid-Oct and Mid-Jan for Class of 2018 with decisions admissions offer being rolled out a month later. After the applications are submitted, admissions team short-lists the candidates for Personal Interviews at college campus and are conducted by Alumni. Where personal interview is not possible, interviews are conducted over video call. There is only one round of interviews and they typically last 20-45 minutes. Q: The programme at your B-School is one of the most expensive programmes. How have you financed the course? Post Graduate Program is ISB’s flagship program and highly regarded in the market. ISB has tie up with all the major banks in India to finance the education (including tuition and other expenses) at very favorable terms. I have partly funded my course through savings and balance through bank loan. Q: What is a typical...
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...Records, Sarah Corner was tasked with saving the organization from the problems it had. Leadership is core to organizational development and success. It is crucial that a radical transformation approach be pursued to resolve the problems faced by the organization. ‘Investment is the employment of funds with the aim of achieving additional income or growth in value. The essential quality of an investment is that it involves waiting for the reward’, S.S Kaplan. The proposal tabled highlights the problems encountered and recommends solutions for ensuring the success of future investment initiatives. In the era of globalization, having a competitive advantage is core, as case of Astral Records showing their competitive edge in the market they operate in. This shows as Astral Records is known for producing the highest quality compact disc in the industry. Implementing the balanced scorecard programme management learning organization value chain will bring about synergy to the organizations financial perspective, internal processes and customer perspective. The result of the approach will prove to be beneficial in the short-term as well as provide long-term sustainability of the organization. The learning culture instilled by this process will ensure the organizations success in future initiatives. In essence, the organization will ultimately need to transform by applying the effective leadership, redesigning its structures, and continuously improving in an innovative trend to achieve...
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...TRAINING AND DEVELOPMENT MBA III SEM AS PER SYLLABUS OF RTU, KOTA PREPARED BY Dr. Pragya Mathur Kumar FACULTY (BISMA) BIYANI GROUP OF COLLEGES SECTOR -3, VIDHYADHAR NAGAR, JAIPUR -302023. For more detail :- http://www.gurukpo.com TRAINING AND DEVELOPMENT Group C [HUMAN RESOURCE MANAGEMENT] M-311 STUDY MATERIAL IN THE FORM OF QUESTION & ANSWERS Objective: The purpose of this paper is to provide an in-depth under-standing of the role of training in the HRD and to enable the course participants to manage the Training system and processes. CONTENTS TOPIC 1. NO.OF QUESTIONS Page Introduction to Training & Development Performance Appraisal & Training Training Process Trainer & Training Institutions - 6 3 2. 3. 5 19 8 9 12 32 4. 5. Evaluation of Training 6. 15 12 37 49 Training Methods and Techniques Annexure References 60 For more detail :- http://www.gurukpo.com UNIT I INTRODUCTION TO TRAINING AND DEVELOPMENT Q.1. What is training? Ans.Training can be defined as “The systematic acquisition of attitudes, concepts, knowledge, roles, or skills, that result in improved performance at work.” It refers to the process of teaching employees the basic skills they need to perform their jobs. Training refers to skill enhancement processes and activities designed to provide learners with the knowledge and skills needed for their present jobs. Q.2.What is training needs assessment? Ans. Training Needs Assessment consists of : Organizational Analysis :Examines systemwide...
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...MDI Murshidabad in association with HrUdbhav( HR club of MDIM) organized its first HR Meet “Samanvay’15” on 19th & 20th September, 2015. This very first edition of HR Meet was based on the premise that the overall HR scenario in India and at the global level is undergoing a sea change. HR is no more a staff-function; rather it has acquired an agile role. Subsequently many HR managers, unlike in the past, are becoming strategic business partners. They possess significant leadership qualities and are capable of managing organizational change. They are actively involved in redefining culture of the organization. At the same time, they are facing increasing challenges in their search of high HR performance to retain talents and build engagement in the workplace. This Conclave intended to bring eminent and senior professionals from the industry who has significant achievements to their credit. It acted as a rendezvous for the participants to listen to views and experiences pertaining to the emerging challenges in HR. The conclave also extended an opportunity for individuals associated with the field of HRM, namely the corporate managers, faculty members and students, to learn and interact with each other. This enriched the audience and lead to an awakening among them. The panelists shared their experiences and created learning on the HR related best practices which they have been experiencing in their organizations. The event saw active participation both from industry and academia...
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...Human Resource management Meaning of Human Resource Management Page No. 1 1 2 3 5 5 6 8 9 9 13 20 20 20 21 1.2 Characteristics of Human Resource Management 1.3 Need and Development of Human resource management 2 2.0 2.1 2.2 2.3 3 3.0 3.1 3.2 4 4.0 4.1 4.2 4.3 Human Resource Management in Banking What is a Bank HRM Background and Practices HR Practices and Methods Job analysis, Job design, and Job evolution Job analysis Job design Human Resource Planning Recruitment Selection Placement -2- 4.4 5.0 5.1 5.2 5.3 6.0 6 6.1 6.2 Induction & Orientation Human Resource Development Management Development Career Planning & Development Organizational Development Compensations Management Compensation Compensations and Benefits 21 23 23 23 24 25 25 26 7 8 7.0 8.0 8.1 8.2 8.3 8.4 8.5 Human Relations Human Resource Management in Bank HRM in Cooperative Banks HRM in Regional Rural Banks (RRBs) HRM in Public Sector Banks HRM in Private Banks & Foreign Banks HRM in Public Sector Unit Banks (PSU Banks) 27 28 28 28 28 29 29 31 31 31 32 9 9.0 Responsibilities of the Human Resource Management Department in Banks 9.1 9.2 Role Responsibilities 10 10.0 Employee Relation in Banks -3- 11 12 Current Challenges Faced by banks in HRM 12.0 Development in Banks 12.1 Training and Development 12.2 Recruitment 12.3 Selections 33 35 35 39 40 45...
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...Borotis Athens University of Economics and Business, Greece Panagiotis Zaharias Athens University of Economics and Business, Greece Angeliki Poulymenakou Athens University of Economics and Business, Greece Chapter XXXV ABSTRACT E-learning attracts considerable interest in contemporary corporate training curricula. As it concerns a considerable investment, organizations that tend to adopt and maintain it effectively and efficiently in the long term need to learn from the pioneers. Authors’ experience and extensive literature review lead to 11 critical success factors, which promise to increase the awareness towards the most common impediments. Those critical success factors include the alignment with business objectives; leadership; empowerment of the learning aspect; technological infrastructure; blended instruction; careful design; evaluation and feedback; time and space to learn; motivation to learn; usability; and complete knowledge of learners’ characteristics. Copyright © 2008, Idea Group Inc., distributing in print or electronic forms without written permission of IGI is prohibited. Critical Success Factors for E-Learning Adoption INTRODUCTION E-learning is increasingly recognized as an important mean in delivering effective and relevant training in the workplace. This new training delivery mode exploits the power of Web networking and capitalizes on corporate technology infrastructures. Research studies and professional reports present the magnitude...
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...Full Day Masterclass C Full Day Masterclass D A Day With The World’s Most Influential Person in HR FOR THE FIRST TIME LEARNING SESSIONS FOR YOU AND YOUR COLLEAGUES TO ATTEND! Bring your entire HR Team to the show as this year’s event features two expertled operational Forums, and over 15 Open Seminars and HR Clinics – learning is guaranteed for everyone. Super Sunday 18 November 2012 Monday 19 November 2012 Dave Ulrich Guru Day HR Excellence Awards** HR Clinics (Open Seminars)* HR Summit (Main) Learning & Development Forum HR Clinics (Open Seminars)* HR Summit (Main) Recruitment & Talent Acquisition Forum* HR Clinics (Open Seminars)* Full Day Masterclass A Full Day Masterclass B GROUP DISCOUNTS AVAILABLE CALL: +971 4 335 2483 E-MAIL: a.watts@iirme.com An Interactive Day with Dave Ulrich – Hear directly from the world’s most influential person in HR. Not to be missed! A Reinvented Programme – The agenda is constructed around the 6 pillars that make HR successful and effective An Unrivalled Heavyweight Speaker Faculty – Bringing you award-winning international and regional HR game changers An Event For Your Entire HR Team – Increasing our learning offerings by bringing you two operational Forums as well as over 20 open HR Clinics Exciting And Innovative Formats – New interactive formats that will maximise your outcomes and take-away from the show FREE *HR...
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