...• " A STUDY OF THE IMPACT OF HUMAN RESOURCE PRACTICES IN REGIONAL RURAL BANK OF MP II (A) INTRODUCTION OF HRD According to Economic Theory, the factors of production are land, labour, capital, organization and enterprise to produce and distribute goods and services. These five factors can be further grouped into two broad categories, (i) land and capital and (ii) labour, organization and enterprise. The former category is passive in nature while the latter one is active. The inputs of this category may be largely termed as human resources working in the form of entrepreneurs, managers and workers. No amount of production of any good or service is possible in their absence. Even with the given factor - inputs (factors of production) of the first category, the magnitude of goods and services and their quality depend on the quality of such human resources. In the present day society, the need for well developed and qualified human resources is being felt very profoundly to successfully face cut-throat competition. This is because the modern commercial and industrial scenario is characterized by mega-sized organizations, global competitions, innovative and newer wide variety of goods and services and ever changing technology. In this situation, the development of human resources has assumed more significance so as to understand and use ever - changing technology and to do the job effectively and efficiently, eventually leading to...
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...HR Planning and Recruitment Report Year - 2014 ABC Contents 1. What is Human Resource Management? 3 2. Brief Introduction of Abu Dhabi Aviation 3 2.1. Structure of the Organization 3 2.2. Strategic Plans of the Company 4 2.3. Overview of HR Planning and Management 5 3. Strategic HR Plans and Organizational Structure. 5 4. Challenges that are faced by Human Resources Department 6 4.1. Managing Workforce and Retention 6 4.2. Work Culture and Diversity 6 4.3. Stress 6 4.4. Maintaining Ethics and Values 6 5. Internal Factors affecting Human Resource 6 6. External Factors affecting Human Resource 7 7. Emerging Human Resource Trend in UAE 7 8. Recruitment Trends 7 Bibliography 8 1. What is Human Resource Management? Human Resource Management is a department of an organization that focuses on internal factors of the organization like recruitment, management of employees and provides direction to the workforce. Human Resource Management also takes care of the benefits of the employees such as compensation, safety, wellness, training and motivation towards work. In other words, Human Resource Management is comprehensive and strategic approach to manage workplace people and maintain the environment of the organization effectively. (Susan, 2014) 2. Brief Introduction of Abu Dhabi Aviation Abu Dhabi Aviation is the one the largest commercial helicopter operator in the Middle East situated in Abu Dhabi, United Arab...
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...Pakistan Energy Crisis: An Overview Contents Power Sector Highlights Pakistan Energy Stats Causes of Power Crisis Circular Debt Issue GoP’s Initiatives for the Power Sector/Sectoral Recommendations VTT’s brief Portfolio The Power sector was restructured in 1998 with the creation of PEPCO (Pakistan Electric Power Company)… Water & Power Development Authority’s (WAPDA) has been structured into distinct corporate entities comprising of 4 GENCOs, 10 DISCOs and one TransCO (NTDC). These 10 DISCOs are responsible for distribution to the end users. KESC meets its overall demand with its own generation plus purchase from NTDC, IPPs and from Karachi Nuclear Power Plant. The Current structure of the power sector is: Thermal power generation stands at 8,300MW but the thermal plants have low conversion efficiencies and are expensive to maintain/operate. Most of the thermal power plants installed by IPPs, use furnace oil which has become very expensive over the recent past. Hydro Power Only 34 % of total electricity generation is achieved thru hydro power. Currently we are producing 6555 MW against the potential of 41000 to 45000 MW Pakistan has a potential of producing wind energy ranging from 10000 MW to 50000 MW, yet power generation through wind is in initial stages in Pakistan and currently only a plant of 06 MW capacity has been installed in first phase in Jhampir by a Turkish company and...
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...its relationship with North Korea continues to present a strong challenge. South Korea fell into a brief financial crisis in 1997 due to structural weakness in the banking sector, however strong economic and financial reforms quickly countered the downturn and put the country back on a growth path by the following year. With the opening up of markets after the financial crisis in 1997, the country became one of the largest technology markets in the world. As far as social issues are concerned, the country has low population growth and fertility rates, leading to an ageing population. Furthermore, the country has a highly qualified labor force, which makes it possible to both produce and commercialize advanced technologies. The country is also well equipped with extensive broadband network and telecommunication facilities. Legal procedures in the country are time consuming and complex, which makes it very difficult for foreign investors. The environmental scenario of the country is characterized by the breach of emission standards, which is reaching unreasonable limits in spite of its relatively small area and population in comparison to other countries. Republic of Korea: Country Analysis Report – In-depth PESTLE Insights © Datamonitor. This brief is a licensed product and is not to be photocopied Published 06/2008 Page 11 PESTLE analysis Political analysis Overview South Korea had a turbulent political past, characterized by frequent changes in government, little...
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...relationship with North Korea continues to present a strong challenge. South Korea fell into a brief financial crisis in 1997 due to structural weakness in the banking sector, however strong economic and financial reforms quickly countered the downturn and put the country back on a growth path by the following year. With the opening up of markets after the financial crisis in 1997, the country became one of the largest technology markets in the world. As far as social issues are concerned, the country has low population growth and fertility rates, leading to an ageing population. Furthermore, the country has a highly qualified labor force, which makes it possible to both produce and commercialize advanced technologies. The country is also well equipped with extensive broadband network and telecommunication facilities. Legal procedures in the country are time consuming and complex, which makes it very difficult for foreign investors. The environmental scenario of the country is characterized by the breach of emission standards, which is reaching unreasonable limits in spite of its relatively small area and population in comparison to other countries. Republic of Korea: Country Analysis Report – In-depth PESTLE Insights © Datamonitor. This brief is a licensed product and is not to be photocopied Published 06/2008 Page 11 PESTLE analysis Political analysis Overview South Korea had a turbulent political past, characterized by frequent changes in government...
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...candidates. Academic Profiles Prof Greg Brown | Greg Brown is an Associate Professor in Economics. | Prof Annemarie Davis | Annemarie is an Associate Professor in Business Management. Her research focus areas are in strategy-as-practice and the middle management perspectives. Annemarie supervises Masters and Doctoral candidates in the Strategy-as-Practice focus area and is currently directing higher degrees in the College of Economic and Management Sciences. | Dr Francois du Toit | Francois is a senior lecturer in strategy and international business. His areas of interest are at the intersections of strategy, marketing and finance; especially the different presentations of social capital in relationship strategies. He has held senior positions in executive management,finance, and, sales and marketingin multinational corporates in the healthcare industry. He a registered chartered business strategist with the Canadian Business Strategy Association. | Prof Mari Jansen van Rensburg | Mari is a Professor of Marketing Management and is the Acting Area Head of the area. She specialises in strategic marketing, customer relationship management and strategic management. She has published widely. | Ms Colene Hind | Colene is a senior lecturer in strategic management. She teaches in the subjects of management and marketing. As a researcher her knowledge relates to the field of...
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...Course Overview The objective of this course is to have a general understanding of Research Methodology and Statistics as applicable to Business Management and its use and relevance in areas of Management Research. While mathematical material will be covered, the major goal is for the students to develop a set of skills and tools which will be important in their management careers. At the conclusion of the course students should be able to: (1) develop the skills to identify the appropriate statistical techniques for the analysis of data; and (2) learn how to collect, analyze, present and interpret research data. Course Syllabus Group I: Research Methodology: Objectives, Role & Scope in Management Research, Process of Research; Research Designs: Exploratory, Descriptive & Experimental Research Designs and their Applications; Sampling Design: Concepts, types and their applicability; Scaling Techniques including Likert, Thurston, Semantic Differential Scaling techniques, etc. Tools & Techniques of Data Collection: Primary & Secondary; Classification & Tabulation of Data. Group II: Introduction to Statistics, Statistics & Business Research, Measures of Central Tendency: Mean, Median and Mode; Measures of Dispersion, Coefficient of Variance; Skewness & Kurtosis: Concept and Measures; Correlation Analysis: Simple, Partial & Multiple (Elementary); Regression Analysis: Concept & Measures, Linear Regression. Elementary Probability Theory: Concepts, Definitions...
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...Toy Company | To: | CEO | | | CC: | Human Resources Manager | Date: | 7/15/2014 | Re: | Constructive Discharge Claim | The Toy Company’s Attorney and the Human Resources Director is investigating an employee complaint of Constructive Discharge Claim to the Title VII of the Civil Rights Act of 1964. In order to control cost we are doing an initial response on how should the Human Resources and the Company’s Attorney should respond to the employees claim. A. Constructive Discharge How constructive discharge is relevant to this case? An employee filed a claim against the toy company under the Title VII of the Civil Rights Act of 1964 of Constructive Discharge. The employee was not happy about the change in the work schedule, which requires him to work on his religious holiday. The Toy Company existing work shift policy is starting 8:00 am to 5:00 pm, Monday through Friday. However, the new work policy for the beginning of the year would be a 12-hour shift from Monday through Sunday. According to USLegal.com, "Constructive Discharge is when working conditions are as intolerable as to amount to firing, despite the lack of a formal termination notice. (USLEGAL, 2001-2014)” The employee strongly felt that the new work policy would be very unpleasant or the conditions to work on his religious day would be unworkable, so he quit his job. B. Title VII According to the U.S Equal Employment Opportunity Commission, the definition of Title VII of the Civil Rights...
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...traditionally has been limited to expressing Recommendations on financial statements and related issues of legality, regularity and fraud. This involves assessments of whether transactions were properly controlled, whether care was taken in the collection and custody of revenues, whether expenditures were properly incurred and generally, whether the executives’ intentions were being met. However, this approach does not provide information on waste, inefficiency or ineffectiveness. Increased public expenditure, the need for more rational and informed decision making in the use of resources and the growing demand for public accountability of those who manage public resources necessitated a new and expanded scope audit–performance audit.Today, performance audit has become one of the major tasks in most developed and in some developing countries. According to Financial administration proclamation 648/2001 (E.C) article No 7 sub article 1 (a) Internal audits in Ethiopia are already provided with mandates to undertake performance audit in the public bodies. Traditional financial and compliance audits will continue to play an essential part; it is anticipated, however, that there will be a gradual and planned growth of performance audit work. 1.2 Objective of the study 1.2.1 General objective The general objective of this study is to evaluate whether the Ethiopian public sectors applying the performance auditing. 1.2.2 Specific objectives * To examining...
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...STAFFING MANAGEMENT INSTRUCTOR’S MANUAL Southwood School: A Case Study in Recruitment and Selection By Fiona L. Robson Project team Author: SHRM project contributor: External contributor: Editor: Design: Fiona L. Robson Bill Schaefer, SPHR Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Terry Biddle, graphic designer © 2008 Society for Human Resource Management. Fiona L. Robson Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0768 Southwood School: A Case Study in Recruitment and Selection recrUItmeNt aND SeLectIoN caSe StUDY Teaching Notes This case study has been developed to provide resources to promote learning and understanding in the area of recruitment and selection. Purpose This case will help students understand the complexities involved in effective recruitment and selection. This fictionalized case study is based on a...
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...Commentary www.cdhowe.org No. 250 June 2007 ISSN 0824-8001 C.D. Howe Institute The Pension Papers Ill-Defined Benefits: The Uncertain Present and Brighter Future of Employee Pensions in Canada David Laidler and William B. P. Robson In this issue... Attempts to shore up the classic single-employer, defined-benefit pension plan are the wrong response to Canada’s occupational pension problems. While tax and regulatory changes can help, Canadians need a new approach to retirement income that will pool risks, control costs, and avoid the agency problems that have put many pension promises at risk. The Study in Brief The problems of employer-sponsored defined-benefit (DB) pension plans in Canada raise two issues: the need for short-run measures to limit the damage; and the need for new pension models to prevent their recurring. The DB sector’s immediate preoccupations are the result of changes in the economic environment — in particular, a decline in long-term interest rates — that caused their balance sheets to deteriorate, and of changes in accounting standards to more market-based methods that revealed the underfunded state of these plans in stark form. The immediate policy challenge is to ensure the recovery and/or restructuring of sick plans, and the continued health of sound ones. Extra time and financial scope to work off deficits are good, but current limits on contributions to plans should rise or disappear, while legislation to establish clear title...
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...Table of Contents List of Acronyms 1 SDPI Management Structure 2 SDPI Board of Governors 3 SDPI Mandate 4 About SDPI 5 1996-97: An Overview 6 Research Programme 8 Collaborative Research Projects 13 Reaching Out 15 Advocacy and Networking 20 Capacity Building 24 Management and Support Services 28 Annexures: I. SDPI Seminar Series 30 II. SDPI Staff 32 III. List of Project/Research Partners 33 IV. SDPI Members 34 V. Linkages and Networks 35 VI. Auditor’s Report 36 |List of Acronyms | | | | | | | |ASDCs Annual Sustainable Development Conferences | |CBO Community Based Organisation | |CBR Central Board of Revenue...
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...Strategy Process 10 Organizational Structure and Control Prof. Dr. Bernd Venohr Berlin, June 2007 © 2007 Prof. Dr. Bernd Venohr Agenda Introduction to Strategy 1 2 3 4 5 6 7 8 9 Course Overview and Strategy Concept Economics of Strategy Shareholder Value External Environment Internal Environment Competitive Positioning Diversification Mergers & Acquisitions Global Strategy Business Strategy Corporate Strategy Strategy Process 10 Organizational Structure and Control 11 Strategic Leadership © 2007 Prof. Dr. Bernd Venohr 2 Overview “Structure follows strategy“ Basics of structuring organizations Example: managing the multibusiness organization © 2007 Prof. Dr. Bernd Venohr 3 Alfred Chandler: Structure follows strategy Alfred Chandler (business history professor at Harvard Business School) examined in Strategy and Structure: Chapters in the History of the Industrial Enterprise (1962) the organizational changes of several large US companies: Organization developed in response to changes in the corporation's business strategy An organization begins with a single product or line of business. Over time the organization begins to grow in size and complexity (more products ). Ultimately the structure of the organization has to change from functional to divisional organization as a result of the strategy change: „unless structure follows strategy, inefficiency results“ This research has been a source of controversial discussion...
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...been taken into account. This syllabus has endeavoured to strike a balance between theory and practice and classic and contemporary concepts. The MBA programme of Gujarat Technological University (GTU) will be conducted on a semester basis with four semesters spread over two academic years. The duration of each semester will be around 15 weeks. In each semester there will be seven courses/subjects. In the first year all the 14 courses are compulsory. In the second year there will be three types of courses, namely, compulsory, electives and sectorial specialisation. The MBA programme will have four electives, namely, Marketing, Finance, Human Resource and Information Systems. A student can choose any one of the four electives. There will be five sectorial specialization areas, namely, Retail, Pharmaceutical and Healthcare, Rural and Cooperatives, Public Systems and Policy, and Banking and Insurance. A candidate has to opt for one of the sectorial areas. In each semester of the second year there will be three compulsory courses, three electives and one sectorial course, thus making a total of six compulsory courses, six elective courses and two sectorial courses in the second year. Once a student opts for a particular elective and sectorial course in semester III, he/she will continue the same in semester IV. The institution conducting the programme can either offer all the electives and sectorial options or the minimum requirement of two for each. The institution is free to drop an...
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...Issue 6 Employee engagement August 2011 Issue 6 Employee engagement August 2011 APS Human Capital Matters: Employee engagement August 2011, Issue 6 Editor’s note to readers Welcome to the sixth edition of Human Capital Matters—the digest for time poor leaders and practitioners with an interest in human capital and organisational capability. This edition focuses on the concept of employee engagement and its application to the public service workforce. The contribution of employee engagement to organisational performance is central to many of the human capital reform initiatives advocated in Ahead of the Game: Blueprint for the Reform of Australian Government Administration. Importantly, there is an open question on whether the features of employee engagement in the public service differ from that of other organisations. The Australian Public Service Commission is working with other agencies on clarifying not only the key features of APS employee engagement but also what contribution engaged employees make to enhancing organisational capability. The concept of staff engagement has an enormous amount of currency in the business world today; for many the pursuit of ‘engaged’ staff is seen as an end in itself. But there are a broad range of definitions and interpretations of employee engagement in the literature: some are heavy with psychological theory while others link employee views and organisational strategy. However, there are common themes: for example, engagement...
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