...|Macro Features |Job Application Cover Letter |Micro Features | | |Dear Mr. Wong, | | | | | | | |Application for the Post of Audit Assistant | | | | | | | |I would like to be considered for the post of Audit Assistant with Grant Thornton Byrne. This| | | |career opportunity came to my attention from an advertisement at the Career Resource Centre | | | |of City University on 14 December 1999. | | | | | | | |In July 2000, I will graduate with a Higher Diploma in Accountancy...
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...International HRM analyses for Haelec Products Ltd | February 25 2014 | An analyses which will allow Haelec Management Team to implement an expansion programme in terms of establishing HR Policies abroad. | Jason Clark | 1.0 Introduction Since 1990, Haelec Products Ltd has grown from strength to strength in the production and manufacturing of various products including its latest creation of the Wireless Atomic Weather Station (WAWS). The demand for this product from Institutions and Governments had lead the need for the company to look into manufacturing the product overseas to be able to keep up with demand. This increased demand has main came from countries in and around the Indian Ocean and South China Sea, so it would seem beneficial to look into these countries for the consideration of setting up a production facility there. The countries that should be looked at include:- Indonesia India China These countries make up 70% of the orders from the area, so it would make sense to set the production facility in one of these countries. At present moment the current HR Policies and Procedure have worked extremely well for the company. However, these policy and procedures are very much tailored to the UK market and when a company is looked to expand abroad it might not all be suitable to implement the same policies into the country that you are moving to. Therefore, this report looks at the various aspects a company needs to look at when considering moving...
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...It's Getting Hot at Shannon's Pizzeria Mini Case Analysis Mohamed Al-Balawi Ryerson University CMHR505 22/05/2015 In any organization or business, there must be a constant structure of hierarchy and a recognized division of labour to maintain consistency and fluidity without the concern for internal turmoil within layers of that organization. This is not the circumstance we see here at Shannon’s Pizzeria. Shannon FitzRandolph may boast an appreciable degree and an impressive resume, but her business could collapse if she does not restructure the organization. Every business needs to divide the work to employees who are specialized or trained to perform that job. The division of labour is necessary to provide efficient results to that business. If you hire a car mechanic to bake your bread every morning, you may not reach your desired results. At Shannon’s Pizzeria, you do not need a high degree of expertise to bake pizzas or manage the store. Even if all employees have equal training, it does not mean you will realize the same performance and reach the same results. There is a structure that exists at Shannon’s Pizzeria, and it is that of a formal hierarchy. Shannon does the ethically correct thing by hiring students to be her employees. Her managers are also of a young age that worked their way up from being a day-shift employee, with no training or education necessary to be promoted. That is where the problem lies. Shannon does not have a constant structure of hierarchy...
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...3110 Advanced Organization Behaviour My integrating ‘textbook’ Author: _____________________ 3110 Advanced Organization Behaviour My integrating ‘textbook’ Author: _____________________ This textbook is organized into the following chapters: Chapter | Topic(s) | 1. | | 2. | | 3. | | 4. | | 5. | | 6. | | 7. | | 8. | | 9. | | 10. | | This textbook is organized into the following chapters: Chapter | Topic(s) | 1. | | 2. | | 3. | | 4. | | 5. | | 6. | | 7. | | 8. | | 9. | | 10. | | Aliquam quam libero, sodales ac, porta ut, tempus et, lectus. Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam quam libero, sodales ac, porta ut, tempus et, lectus. Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Each chapter is organized as follows: 1. Overview of why this chapter is important for managers in organizations, and why it is placed where it is in your ‘textbook’ 2. A workplace situation (no more than two paragraphs) where this topic would be useful in resolving. 3. The topics covered in this chapter, with key points emphasized in bullet form 4. Three key references (articles, videos, books etc.) that build upon the key points in the chapter 5. Any additional references you recommend. Each chapter is organized as follows: 6. Overview of why this chapter is important for managers in organizations, and why it is placed where it is in your ‘textbook’ 7...
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...Gujarat Technological University Syllabus for New MBA Program effective from Academic Year 2011-12 MBA I Semester I Accounting for Managers (AFM) 1. Course Objective: The objective of the course is to acquaint the students with the language of Accounting and to develop in them the ability to evaluate and use accounting data as an aid to decision making. The main purpose is to assist the students in developing skills in problem solving and decision making in the financial area. Emphasis is laid on analysis and utilization of financial and accounting data for planning and control. 2. Course Duration: The course duration is of 36 sessions of 75 minutes each i.e. 45 hours. 3. Course Contents: Module No: Module Content No. of Sessions 70 Marks (External Evaluation) 17 I II Fundamentals of Accounting Basic understanding of accounting, Accounting Concepts, Conceptual framework of financial statements, Accounting Policies, Journal Entries and preparation of accounts - Trial Balance to Balance sheet and profit and loss Account, Recognition of Income and Expenses, Provisions, Contingent Liabilities Accounting Standards and Applicability: Disclosure of Accounting Policies (AS-1), Valuation of Inventories (AS-2), Depreciation Accounting (AS-6), Income Recognition & Accrual Income (AS-9), Accounting of Fixed Assets (AS-10), Accounting for Intangible Assets (AS-26), Accounting for Investments (AS-13), 7 7 17 III IV V Preparing and Understanding Financial Statements...
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...Ethical Behavior in an Organization Ethical Behavior in an Organization Dictionary.com defines Ethics as “values relating to human conduct, with respect to the rightness and wrongness of certain actions and to the goodness and badness of the motives and ends of such actions” (2011). In business ethics it is absolutely essential to maintain the concern of corporate social responsibility. Local laws, be it federal, state or local, mandate that all institutions follow ethical practices. The challenge for Management is ensure continued legal compliance with good ethical business practices. During difficult times, it becomes a test for organizations to enforce and practice positive ethical culture. Negative ethical decisions would prove detrimental to an organization in the longer run. Ethical issues are a major concern for any organization because of the lasting impact they can have on customers, stakeholders, employees, and the overall company image. Customers and employees are impacted by the unethical behavior of a company such as when “greed overtook concerns about human welfare when the Manville Corporation suppressed evidence that asbestos inhalation was killing its employees, or when Ford failed to correct a known defect that made its Pinto vulnerable to gas tank explosions following low speed rear-end collisions” (Sims, 1992, p. 3). Negative ethical behavior can result in lawsuits, prison time and/or fines, loss of...
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...development work within 3GPP only. The Organisational Partners accept no liability for any use of this Specification. Specifications and reports for implementation of the 3GPP TM system should be obtained via the 3GPP Organisational Partners' Publications Offices. Release 5 2 3GPP TS 23.079 V5.6.0 (2005-12) Keywords UMTS, GSM, network, addressing 3GPP Postal address 3GPP support office address 650 Route des Lucioles - Sophia Antipolis Valbonne - FRANCE Tel.: +33 4 92 94 42 00 Fax: +33 4 93 65 47 16 Internet http://www.3gpp.org Copyright Notification No part may be reproduced except as authorized by written permission. The copyright and the foregoing restriction extend to reproduction in all media. © 2005, 3GPP Organizational Partners (ARIB, ATIS, CCSA, ETSI, TTA, TTC). All rights reserved. 3GPP Release 5 3 3GPP TS 23.079 V5.6.0 (2005-12) Contents Foreword.............................................................................................................................................................5 1 2 3 3.1 3.2 Scope ........................................................................................................................................................5 References...
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...RESUME [pic] Divya.G.S Master of Business Administration (INTERNATIONAL - MBA) Bachelor of Engineering (EEE) Email:divyagowthaman@yahoo.com Objective To obtain a challenging position that enhances my skills, be regular and committed in whatever I involve into and make my contribution through my knowledge, interest and enthusiasm. Experience Details OCT 2011 –SEP 2014 (3 years -1 month) BHARTI AIRTEL LIMITED working as a SENIOR SALES CO-ORDINATOR ¬Awarded as BEST TEAM PERFORMANCE on May 2014 throughout India ¬ Handled 15 members in a group ¬ Coordinate support for sales professionals in creating sales strategies ¬ Develop methodologies and logistics to market and sell products or services. ¬ Coordinate and assist customers in meeting their merchandise requirements. ¬ Support sales and marketing teams in achieving hundred percent outcomes ¬ Coordinate sales efforts in reaching or exceeding sales targets and goals. ¬ Coordinate marketing efforts to maximize business opportunities. ¬ Develop future sales projections and coordinate efforts to achieve outcomes. ¬ Handled 15 members in a group Academic Profile ➢ IMBA (INTERNATIONAL MASTER OF BUSINESS ADMINISTRATION)...
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...Chapter 1: Strategic Role of HRM Strategic Role of Human Resources Management Human Resources Management (HRM): management of people in organizations to drive successful organizational performance and achievement of organization's strategic goals - Attract, retain, engage diverse talent - Hire best, develop talent, create productive work environment ** HR Strategy align with Company Strategy Better HR practices = Better Organizational performance Which practices? ○ Profit Sharing Result? Positive Relationship with turnover, productivity, corporate performance ○ Results Oriented Performance Appraisal ○ Employment Security Human Resource Management Responsibilities 1) Traditional: Operational (Administrative) Category - Hire/maintain employees - Offer advice - Plan future workforce requirements - Appraising performance - Disciplining/counselling - Health and safety - Complaints Handling Outsourcing: using outside vendors to handle specified functions on permanent basis Employee counselling, recruitment, payroll, training, benefits administration 2) Strategic Category - Strategic partner ○ Help achieve strategic objectives Strategy: company's plan on how it will balance internal strengths and weaknesses with external opportunities and threats to maintain competitive advantage • HR Challenge: building leadership pipeline (manage talent shortage) Role in Formulating Strategy - HR professionals + line managers do environmental scanning: identify and analyze...
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...Human Resources Management (HRM) can simply be defined as managing (planning, organizing, directing and controlling) the functions of employing, developing of human relations with a view to contribute proportionately to the organizational, individual and social goals. While another major function of HRM is to consistently look for talented individuals and make them a part of the organization who can contribute to the growth. The process of selection is a very painstaking process that requires rigorous research and hunting, only then the right individuals is selected. The importance of quality employees is essential for the success of an organization. The real worth of Human Capital has only been truly recognized over the past decade or so, since then all the well-to-do firms have started investing heavily in it. The process of selecting new recruits is a vital function in its own, where a wrong decision can turn out to be a disaster for the organization. The ultimate goal of selection is to obtain the most suitable candidate for the position in question. As mentioned earlier, the importance of human capital has been truly realized just recently, therefore in this new era of technology HRM has also come of age. There are countless solutions and softwares being developed on continuous basis to facilitate recruiters in selecting the best possible candidates for any desired positions. Almost all the professionally sound firms conduct thorough analysis and recruitment tests for...
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...CASE STUDY: PT TELKOM’S RECRUITMENT, SELECTION AND TRAINING PROCESS Agung Budiman Annisa Kusumawardhani Sabran Maria Grace Imanuella Ramavito Mountaino Yohann Mayo P INTRODUCTION Managing human resources is one of the most important things to support activities in a company. To attain profit sought by the company, they have to pay attention to the human resources available in fulfilling their goal. Companies need to meticulously plan and analyze the process of recruitment, selection, and training stage, to produce high-quality workforce. PT Telkom is a company that is trying to survive the constantly changing circumstances. In the past, many people were keen to work in PT Telkom, considering it as a pride. Today, with the Y generation searching for jobs in the labour market, the interest in working in the company has slowly diminished. Moreover, the existing new employees merely utilize PT Telkom as a stepping stone. PT Telkom needs new employees to perform daily activities and regeneration. Thus a strategy in managing human resources is an important factor in order for PT Telkom to sustain its business, and this becomes an interesting point of study. Therefore, by looking at the three topics, recruitment, selection and training; a wider understanding of the real case of PT Telkom will broaden the knowledge on the issue. * 23 Oktober 1856 - layanan jasa telegraf elektromagnetik Jakarta (Batavia) – Bogor (Buitenzorg) * 1961 - Perusahaan Negara Pos dan Telekomunikasi...
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...|A C/O Kofi Oware |Kn 2263 Kaneshie-Accra | |Telephone |0243572144, 0263521557 | |Email |Pius1buah@yahoo.com | Pius Mends Buah Young, energetic, ready to learn and can adapt well to different working environment. Personal details Date of birth: 27 September 1985 Marital status: Single Languages : English, Twi & Ga Drivers’ License: Yes |Objective |To work in an environment where I can contribute to the achievement of corporate objectives and in turn develop my | | |career. | | | | | |SUMMARY OF STRENGTHS, SKILLS AND CAPABILITIES | | | | | |I am a team player, goal achiever, affable, approachable, and God fearing. | | |Young energetic and ready to learn and I can adapt well to different...
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...HR Management Chapter 1: Changing Nature of HR Management HR Management: policies, practices and systems that influence an employee’s behavior, attitude, and performance in the attainment of organizational goals HR Activities Strategic HR Management: linking HR function with strategic objectives of the organization in order to improve performance. • Measure HR effectiveness • HR metrics • HR technology (HRMSs) • HR planning Equal Employment Opportunity Compliance with laws Diversity of multicultural and global workforce Employment equity legislation Staffing Job analysis Job description/job specification Selection process Talent Management and Development Orientation Training Career Planning Performance Management Total Rewards Compensation (pay, incentives, benefits) Variable pay programs Health Safety, Security EAPs (Employee Assistance Programs) Health promotion Workplace Security Employee and Labour Relations Employee rights Policies and Procedures Union/Management relations Every manager in an organization does HR functions. Small company: less than 100 employees - shortages of qualified workers, increasing costs, increased wage pressures, increasing competition Medium sized companies: 100 to 500 employees HR Managers work with Operating Managers Management of Human Capital Physical Financial Intangibile Human Human capital/Intellectual capital: collective value of the capabilities...
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...FOREWORD At no time during the last three or four decades have the communication skills of individuals in the business world come under closer scrutiny than today. And never before have those who work in the business world needed better, more effective communication skills. The emerging technology appears to be increasing, rather than decreasing, the need for effective communication skills. As more individuals have ready access to desk-top equipment to process written communication, fewer support personnel will be readily available to provide editing assistance. Therefore, welldeveloped communication skills among originators are more important to success than ever before. This book is suitable for several different audiences, including undergraduate and graduate students. The organization of this manual is a logic sequence of chapters including both business communication and correspondence. The first part is dedicated to business communication and the second to business correspondence. The special features found in this edition are: 1. Examples of effective letter writing. Studies have shown students studying written business communication can learn as much, if not more, from ineffective examples of written communication as they do from effective examples. 2. Varied application problems in the writing-oriented chapters. The number of problems has been increased. While the majority of problems require the writing of a letter or report, some are designed...
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...Attractiveness and the Selection Process Individual Research Assignment Organizations have their own structured form of identifying and hiring individuals who have the right knowledge, skills, and abilities to perform a specific job at said organization; this is called the selection process or personnel selection (Langton & Stephen 2009). In a typical hiring situation, the decision maker needs to make an informed, prompt selection that suits the needs of the organization. Because of this, stereotypes, like facial attractiveness, have a major impact on these choices. (Desrumaux, De Bosscher, & Leoni 2009). Over the years attractiveness has become an important variable. When research was conducted on the affects of attractiveness the notion of the attractiveness stereotype was formed. This stereotype links physically attractive people to more desirable traits than that of unattractive people (Dickey-Bryant, Lautenschlager, Mendoza, & Abrahams 1986). It has also been noted that people who are considered attractive...
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