...Career Development Plan Part I—Job Analysis and Selection HRM/531 Human Capital Management November 29, 2010 Career Development Plan Part I—Job Analysis and Selection Merging two successful organizations requires forethought and planning. The sales division within each company generates the revenue to promote future growth and ultimate success for this venture. Developing the perfect sales team by balancing the requirements of the position with the level of talent each salesperson brings to the team provides a dynamic team geared for a positive outcome. The workforce planning system measures each candidate's potential, past success, and abilities to perform the necessary tasks. In addition to candidate review, measurement of the position itself by the human resources division allows for an accurate determination relating to the candidate list. To ensure a positive outcome, this workforce planning system will go into effect immediately. Job analysis Many options are available to analysis what a particular position entails. For example, human resources managers can interview current employees within that position, issuing current employees questionnaires relating to specific job functions, observation of the position, and collecting information on the background of current employees relating to daily tasks, such as statements of duties. However, for this task, the interview technique will suit the needs of the HR division relating to the development of the new sales...
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...Chapter 1: The World of Human Resources Management • Human Resources Management (HRM) – The process of managing human resources or talent (human capital and intellectual assets) to achieve an organization’s objectives. • “Why Study HRM?” – Staffing the organization, designing jobs and teams, developing skillful employees, identifying approaches for improving their performance, and rewarding employee successes—all typically labeled HRM issues—are as relevant to line managers as they are to managers in the HR department. • An organization's success increasingly depends on the knowledge, skills, and abilities of employees, particularly as they help establish a set of core competencies that distinguish an organization from its competitors. To work with people effectively, we have to o Understand human behaviour o Be knowledgeable about various systems and practices available o Be aware of economic, technological social and legal issues • Core Competencies – Integrated knowledge sets within an organization that distinguishes it from its competitors and delivers value to customers. • Sustained competitive advantage through people is achieved if these human resources: o Have value. o Are rare and unavailable to competitors. o Are difficult to imitate. o Are organized for synergy. • The impact of HR practices o Cost savings – reduce turnover, absenteeism, cost of losing value...
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...important factors must be addressed and they include: 1. Personnel outcomes – achieving organization and effectiveness, employee effectiveness and needs. 2. Organization environment – i.e. the job, the work group, work supervisor and employee. 3. Personnel activities – techniques, programs and approaches. External environment – Influences and restricts a firm’s activities, objectives, strategies and personnel actions. It is influenced by : i) Government requirements – this is represented by laws and regulations as they affect the management human resources. ii) Union expectations – as manifested by leadership members. Restricts and influences firm operations. iii) Economic conditions – changing always. Hiring and payment of employees is itself a reflection of how economic conditions influence companies’ operations. iv) Labour market conditions always changing availability of skilled manpower and expectations of people. Definition Human Resources Management – Is the set of activities that are intended to influence the effectiveness of human resources and organizations. HRM Activities a) Human Resource Planning b) Employment Planning c) Equal opportunity employment d) Job design and analysis e) Recruitment f) Selection g) Career development h) Performance development (management) i) Compensation j) Health and Safety k) Evaluation of Personnel HANDOUT 1 Human Resources Planning - This is a future and Action oriented process and looks at each individual as unique...
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...bank in Bangladesh. It established in Bangladesh under the Banking Companies Act, 1991 and incorporated as private limited company on 20 May 1999 under the Companies Act, 1994. BRAC Bank will be a unique organization in Bangladesh. The primary objective of the Bank is to provide all kinds of banking business. At the very beginning the Bank faced some legal obligation because the High Court of Bangladesh suspended activity of the Bank and it could fail to start its operations till 03 June 2001. Eventually, the judgment of the High Court was set aside and dismissed by the Appellate Division of the Supreme Court on 04 June 2001 and the Bank has started its operations from July 04, 2001. The importance of financial intermediaries in the development of the overall economy of country cannot be described in...
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...specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification. Job Description of a finance Manager : Position Description: Finance Manager Supervises: All treasury staff, as well as financial analysts and cost accountants Principal Accountabilities: Management 1. Maintain a documented system of accounting policies and procedures 2. Manage outsourced functions 3. Oversee the operations of the treasury department, including the design of an organizational structure adequate for achieving the department's goals and objectives Funds Management 1. Forecast cash flow positions, related borrowing needs, and available funds for investment 2. Ensure that sufficient funds are available to meet ongoing operational and capital investment requirements 3. Use hedging to mitigate financial risks related to the interest rates on the company's borrowings, as well as on its foreign exchange positions 4. Maintain banking relationships Budgeting 1. Manage the preparation of the company's budget 2. Report to management on variances from the established budget, and the reasons for those variances 3. Assist management in the formulation of its overall strategic direction Financial Analysis ...
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...Internship Report “Recruitment and Selection Process “ Of Robi Axiata Ltd. Submitted to, Afsana Akhtar Assistant Professor BRAC Business School BRAC University Submitted by, Upama Khayer , I.D.-07304103 BRAC Business School BRAC University. Submitted on, 05 December, 2010 Letter of Transmittal December 05, 2010 Ms. Afsana Akhtar Assistant Professor BRAC Business School BRAC University Subject: Letter of Transmittal Dear Madam, With great pleasure I submit my Recruitment and Selection process report on “Robi Axiata Ltd.” that you have assigned to me as an important requirement of BUS-400 course. I have found the study to be quite interesting, beneficial & insightful. I have tried my level best to prepare an effective & creditable report. The report contains a detailed study on Recruitment and Selection process & a look at how it is done in the practical world. Here we have gathered information through different sources such as websites and actual interviews from my Supervisor of “Robi Axiata Ltd”. I also want to thank you for your support and patience for me and I appreciate the opportunity provided by you through assigning me to work in this thoughtful project. Yours sincerely, ________________ Upama Khayer (ID #07304103) Acknowledgement First of all, I would like to thank my Advisor Ms. Afsana Akhtar for her untiring guidance, help, effort, and suggestion. Really I am thankful to her. Without her direct guide this report couldn’t be possible. A very dynamic personality...
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...HRM Practices On Job satisfaction and Firm’s productivity of ROBI Telecom [pic] [pic] Report On HRM practices on job satisfaction and firm’s productivity of ROBI Telecom SUBMITTED TO Md. Atiqur Rahman Sarker Lecturer, Department of Business Administration East West University, Bangladesh SUBMITTED BY |Name of the students |ID No. | |Mahmudur Rahman |2009-2-13-030 | |Muhammad Rifat Iqbal |2009-2-10-273 | |Farjana Yeasmin |2009-3-13-034 | |Sarira Hossain |2009-2-10-162 | Course Name: Human Resource Management Course Code: HRM301 Section: 7 SUBMISSION DATE: 1st November, 2011 Letter of Transmittal November 1st, 2011 Md. Atiqur Rahman Sarker Lecturer, Department of Business Administration 43, Mohakhali C/A Dhaka – 1212, Bangladesh Subject: Submission of report on HRM practices on job satisfaction and firm’s productivity of “ROBI Telecom”. Dear Sir, We...
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...with each operating division isolated into “silos” showing job titles according to reporting chain of command and ultimate authority. The CEO and SVPs get the higher positions and bigger boxes; the little boxes represent the expendable worker “bees.” The Disney org chart, on the other hand, is based on process, from the story idea through direction to the final release of the film. All of the staff positions are in the service of supporting this work flow. the Disney chart is showing an operational flow, not an org authority Structure at Walt Disney There are four main divisions to the Walt Disney Company. These divisions include media networks, parks and resorts, studio entertainment, and consumer products. The Walt Disney Company is united by a central CEO and President. He should ensure smooth relations and operations between the multitudes of branches that make up the Walt Disney Company. He should also be responsible for company public image. Disney's management is primarily split into two units. These units are Corporate and Business Units. Corporate management is management within the overall Walt Disney Company while Business Units deal with the individual branches of the Walt Disney Company. JOB Analysis To develop an HR plan, HR managers must obviously be knowledgeable about the jobs that the organization needs performed. They organize information about a given job by performing a job analysis to identify the tasks, responsibilities, and skills that it...
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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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...Project Report On Human Resource Management in Banking Sector ―STATE BANK OF INDIA‖ [Submitted in partial fulfilment] [M.BA Second Semester – January to May 2013] As a part of the Curriculum of MASTER OF BUSINESS ADMINISTRATION [MBA] From Bhai Parmanand institute of Business Studies, Delhi. Guru Gobind Singh Indraprastha University, Delhi. If you want this project word jamiabbs@gmail.com I will sent you file copy then mail me at -1- TABLE OF CONTENTS Chapter No 1 1.0 1.1 Particulars 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...
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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...Objectives Introduction Opening Case What is Human Resource Management? Nature of HRM Scope of HRM Objectives of HRM Functions of HRM Role of HRM HRM in the New Millennium Summary Self Assessment Questions Reference Books 1.0 Objectives After studying this unit, you will be able to: 1.1 Understand the basic concepts of human resource management (HRM). Explain what human resource management is and how it relates to the management process. Provide an overview of functions of HRM. Describe how the major roles of HR management are being transformed. Explain the role of HRM in the present millennium. Introduction Human beings are social beings and hardly ever live and work in isolation. We always plan, develop and manage our relations both consciously and unconsciously. The relations are the outcome of our actions and depend to a great extent upon our ability to manage our actions. From childhood each and every individual acquire knowledge and experience on understanding others and how to behave in each and every situations in life. Later we carry forward this learning and understanding in carrying and managing relations at our workplace. The whole context of Human Resource Management revolves around this core matter of managing relations at work place. Since mid 1980’s Human Resource Management (HRM) has gained acceptance in both academic and commercial circle. HRM is a multidisciplinary organizational function that draws theories...
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...Chart 13 Managerial function 14 ▪ Planning ▪ Organizing ▪ Leading ▪ Controlling SWOT Analysis 15 Decision Making and Policy Making 16 ▪ Centralized ▪ Decentralized ▪ Decision Making Process ▪ Mangers Decisions Management Styles and Policies 18 ▪ Collective Participation in Decision-Making ▪ Employee Participation ▪ Delegation of Power ▪ Control Function Organization Structure and Design 19 Omnipotent or Symbolic View of management 21 Culture of the organization 21 ▪ Dimensions of Organizational Culture ▪ The Source of Culture ▪ How Employees learn culture ▪ Innovative culture ▪ Customer-responsive culture ▪ Focus on individual development ▪ Trust and openness ▪ Employee’s Empowerment ▪ Toleration of Employees Expression The Environment 24 ▪ Stakeholder relationships Socioeconomic view 25 Value-Based Management Managerial Ethics 27 Human Resource Management 27 ▪ Recruitment ▪ Selection ▪ Orientation ▪ Types of Training ▪ Career Development...
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...to have a group of people who manages human resources. These groups of people are part of what we call today as Human Resources Management. The fact that it is important to have human resources in any organization, it is vital to have an effective Human Resource Management who makes sure that the organization’s goal and objectives are achieved. There are many challenges every day that organizations are now engaged in. There are more consumer demands, new technologies, many fast growing industries, and enormous amount of improving human intelligence to keep up with. When the organization grow, human resources will grow and become more complex. Human Resource Management will have to continue to strive to become effective. Human Resource Management functions, planning, and intelligence will have to continue to expand into many areas that are vital to organizational growth and success. In this paper, we will discuss Human Resource Management. Human resource management (HRM) plays a strategic role in organizational success; it contributes to employee motivation, morale, retention, productivity, performance quality, organizational profitability, efficiency, and effectiveness (Youssef, 2012, Ch. 1 summary). We will cover the most important functions such as: Equal Employment Opportunity (EEO) and affirmative action; Human Resource planning, recruitment, and selection; Human Resource Development...
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