... HUMAN RESOURCE MANAGEMENT Raspberry Pi Foundation Table of Contents INTRODUCTION 3 MANAGING AN INCREASINGLY DIVERSE AND INTERNATIONAL WORKFORCE 4 DIVERSITY MENTORING PROGRAM 4 International Regulations 4 Advocate a diverse workforce 5 Cultural awareness training program 5 THE NEED FOR ‘CONTINUOUS IMPROVEMENT’ IN THE COMPANY 6 Communication 6 Cross Training 7 Feedback 8 Celebrate people's successes 8 THE EMPLOYEE DEMAND FOR IMPROVED REWARDS AND ‘WORK-LIFE BALANCE’ 9 Employee assistance programs 9 Provide a paid day off for birthdays 10 Provide incentives 10 A Four-Day Work Week 10 Working from Home 11 THE MAIN CHALLENGES TO BE FACED, HOW HR NEEDS TO RESPOND TO THESE CHANGES OVER THE NEXT 5-10 YEARS. 11 Retaining and Rewarding Talented employees 11 Managing work-life balance 12 Managing change and cultural transformation 12 CONCLUSION 13 REFERENCES 14 INTRODUCTION “The Raspberry Pi Foundation is a registered educational charity (registration number 1129409) based in the UK. The Foundation’s goal is to advance the education of adults and children, particularly in the field of computers, computer science and related subjects. The raspberry Pi Foundation was founded by Eben Upton, Rob Mullins, Jack Lang and Alan Mycroft” (Raspberry Pi Foundation, 2015). The foundation has grown to over 2000 employees and with an intention to expand and increase further its...
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... |Course Outlines | |Course Name (Long): | | | | | |Diversity, Values and Ethics in Public Safety | | Section I: Administrative Information |Course Name (Short): Diversity, Values and Ethics |Credit Value: 3.0 | |Program(s): Police Foundations |Credit Value Notes: | |Program Coordinator(s): Michael Lloyd |Effective Term: Jan 2011 | |Course Leader or Contact: Stephanie Dimech |Prerequisites: None | | |Corequisites: None | | |Equivalents: None | | ...
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...Hours: 4 (3 hrs lecture + 1.5 hrs tutorial x 13 weeks) Level: Foundation/Matriculation Lecturers: Ms Fazidah Abdul Jamil., Mdm Goh Wan Chen, Ms Saratha Thevi Ramasamy, Ms Norzaireen Shamsul Kamar Synopsis: This course is designed for students who require the necessary skills for tertiary studies. Some basic grammatical concepts are taught and students are to apply them in their writing. Writing will focus on the development of coherent paragraphs. Reading skills will cover such strategies as scanning, skimming, main ideas, contextual clues and inferences. Learning Outcomes: Upon completion of this subject, student will be able to: 1. write summaries as well as process, comparison-contrast and cause-effect essays 2. apply basic grammatical concepts in writing 3. answer questions based on academic texts 4. give oral presentations Textbook: 1. Daise, D., Norloff, C., and Carne, P., (2011). Q: Skills for Success 4 : Reading and Writing Oxford University Press, UK 2. Paterson, K, and Wedge, R., (2013). Oxford Grammar for EAP. Oxford University Press, UK Recommended References: Cambridge International Dictionary of English (1997), Cambridge University Press, UK Mode of Assessment: [1] Class participation 5% [2] Quiz 1 15% [3] Quiz 2 10% [4] Oral Presentation 10% [5] Mid-Term Examination 20% [6] Final Examination 40% Syllabus – FDENG001 |Week ...
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...for Business BSc (Hons) Computer Games (Design) BSc/BSc (Hons) Cyber Security and Networks BSc/BSc (Hons) Networked Systems Engineering IT PROJECT MANAGEMENT 1 module code M3G405252 MODULE HANDBOOK – TRIMESTER A SESSION 2015/2016 Module Code: M3G405252 Module Title: IT PROJECT MANAGEMENT 1 Standard Module Abbreviation: ITPM1 Module Level: 3 Credit Points: 20 Module Leader: Edwin Gray, Office: M609, email:e.gray@gcu.ac.uk September 2015 Issue 1 01/09/2015 Edwin M Gray, BA, MSc, MBCS, CITP, CPSSADM Contents Page 1 Introduction 3 2 Module Overview 3 3 Module Descriptor 4 4 Module Assessment 7 5 Feedback 10 6 Indicative Reading 10 7 The Library, Saltire Centre 11 8 Learning Material Supplied By Module Leader 12 9 Module Delivery Structure 12 10 Learning and Teaching Plan 14 M3G405252 IT PROJECT MANAGEMENT 1 INTRODUCTION This handbook gives details of the module content, teaching schedule, recommended reading, assessment and feedback strategies used for students undertaking the module IT Project Management 1 (M3G405252 (old code: COMU350) Module Leader contact details: Eddie Gray, M609, (e.gray@gcu.ac.uk) Programmes Taking This Module This module’s host programmes are: • P01627 BSc/BSc (Hons) Computing (Information Systems Development) • P00249 BSc /BSc (Hons) Computing (Web Systems Development) • P00280 BSc /BSc (Hons) Information Technology...
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...Name: Kaiser Foundation Health Plan of the Northwest Kaiser Foundation Hospitals HR #: DOB: Clinician: Personal Health Profile Medications (Prescription and over-the-counter drugs) Drug Names Strength Frequency Medical Office: Occupation: Medication Allergies Drug Reaction Major Surgeries or Injuries (Include year if known) Other Hospitalizations (Include year) Have you been treated for any of the following? Yes No Yes No Yes Diabetes High Cholesterol High Blood Pressure Heart Disease Thyroid Disease Lung Disease Other (Explain) Does your mother, father, sister or brother have any of the following? Yes No Yes No Yes Diabetes High Cholesterol Alcohol/Drug Abuse Have you been sexually active in the past 6 months? No Do you use birth control? No Yes Method: When was your last tetanus shot? High Blood Pressure No Cancer Mental/Emotional Problems Heart attack before age 55 Breast, Colon or Prostate Cancer Yes If yes, how many partners? No Yes No If over 65, have you had a pneumovax vaccine? Have you ever smoked? No Yes Do you smoke or use smokeless tobacco? No Yes Do you use alcoholic beverages? No Yes If yes, how many drinks on an average per week (1 drink=1glass beer/wine or 1 shot hard liquor) 1 to 5 6 to 10 11 to 20 More than 20 Do you exercise regularly? If yes, what type? No Yes Do you use recreational or “street drugs”? No Yes 12803...
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...Attendance: A Critical Intersection 4 Laying the Foundation for Success 6 Taking Automation into the Future 8 Key Take-Aways 10 About Brandon Hall Group 11 ©2015 Brandon Hall Group. Licensed for Distribution by Kronos Incorporated. Page 3 Time & Attendance Trends in the UK Introduction NOTABLE INSIGHT Organisations with fully automated T&A processes are 32% more likely to be able to use their workforce data to support predictive analytics. Time and attendance (T&A) tracking and data are at the core of workforce management today and are key intersection points between HR and the business. Key findings from Brandon Hall Group’s 2015 HCM Technology Trends study show that organisations in the UK are beginning to take advantage of technology to automate T&A. As a result, they are able to experience key improvements in reporting and analytics capabilities and better support collaboration with other areas of the business: • Technology. 67% of UK organisations that have workforce management strategies say they have used technology to enable their T&A processes. • Reporting and analytics. Organisations with fully automated T&A processes are 70% more likely to be able to report on current data and 32% more likely to be able to use their workforce data to support predictive analytics. • Ownership. 63% of UK respondents report that T&A processes are owned outside of HR. By enabling T&A processes through technology, organisations...
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...Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin Tanjila ID: 05304024 BRAC Business School Acknowledgement I would like to take this opportunity to convey my heartfelt appreciation to them whose blessing and cooperation was important to bring this report in light. First I would like to pay my gratitude to the Almighty Allah who made each attempt fruitful. Second, I want to...
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...Bachelor of Business Administration (Hons) Course Title : Organizational Behavior Course Code : BUS 250 Year of Study : 2 Number of Credits : 3 credits Duration in Weeks : 12 weeks Contact Hours Per Week : 3 hours Pre-requisite Course(s) : BUS 120 Principles and Practice of Management Course Aims The course provides students with a conceptual and a pragmatic approach to understand the employees’ behavior in the organization. This course equips students with the knowledge and skills required to diagnose problems of organizational behaviors, and enhance students’ skills to manage the work behavior of employees at the individual, team, and organizational level. Teaching Approach The course will be taught in lectures and tutorials. Practical examples and cases will be used to practice the concepts relating to organizational behaviors. The learning model for this course is based on lectures, in-class case discussions, behavioral games, psychological tests, and videos. Resources Principal Reading 1. Robbins, S. P. and Judge, T.A. (2015). Organizational Behavior (16th Global Edition). New Jersey: Prentice Hall. ISBN #978-0-13-800040-0 Supplementary Reading 1. Frost, P.J., W.R. Nord, & L.A. Krefting. (2004). Managerial and Organizational Reality. Upper Saddle River: Pearson (pp.244-249, 307-319). 2. Gibson, J,L., J.M. Ivancevich, J.H. Donnelly, & R. Konopaske (2004). Organizations. (11th Ed). New York: McGraw Hill, pp.351-376...
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...Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin Tanjila ID: 05304024 BRAC Business School Acknowledgement I would like to take this opportunity to convey my heartfelt appreciation to them whose blessing and cooperation was important to bring this report in light. First I would like to pay my gratitude to the Almighty Allah who made each attempt fruitful. Second...
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...ecognition Programs [pic] Nothing could be truer than J. Willard Marriott's adage, "If you take care of your associates, they will take care of the customer, and the customer will keep coming back..." This is one of Marriott International's most important and enduring principles. The company's Awards of Excellence program is one of the ways Marriott celebrates its associates and how the company especially honors those associates and business units that exemplify this legendary spirit to serve the customer, the community and coworkers. In 2011, we celebrate the 25th anniversary of this prestigious recognition program. [pic] |[pic] | |J. Willard Marriott Award of Excellence | | | |[pic] | | | |[pic] | | ...
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...becoming a well-known name among American consumers. It all began with Swinmurn unsuccessfully trying to find a pair of shoes for himself, even online. The desire to find the right pair eventually led him to start an online shoe business, Zappos.com. By 2009, the organisation had grown and joined global online retailer, Amazon.com Inc. and last year the organisation was restructured into 10 companies under the Zappos Family of Companies unit. Zappos Family is fast gaining a reputation not only for having great customer service but particularly for being a good employer. Fitting into Zappos’ shoes Earning a reputation as a good employer is no mean feat and the organisation’s quirky and open culture has helped to achieve this. This culture took some time to develop but it has now become a part of everyday work practices for all Zappos Family employees. Hollie Delaney, director of HR at Zappos.com. says that the organisation needed to define itself and the people who would work for it, and this definition came in the form of the 10 core values (see sidebox). “Our 10 core values are our foundation and our guide in making decisions,” she explains. Some of these values may seem a tad silly to people outside the organisation – they include “Create Fun and A Little Weirdness” and “Deliver WOW Through Service” – but the organisation has proven that such values work for its employees. The values came about not...
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...becoming a well-known name among American consumers. It all began with Swinmurn unsuccessfully trying to find a pair of shoes for himself, even online. The desire to find the right pair eventually led him to start an online shoe business, Zappos.com. By 2009, the organisation had grown and joined global online retailer, Amazon.com Inc. and last year the organisation was restructured into 10 companies under the Zappos Family of Companies unit. Zappos Family is fast gaining a reputation not only for having great customer service but particularly for being a good employer. Fitting into Zappos’ shoes Earning a reputation as a good employer is no mean feat and the organisation’s quirky and open culture has helped to achieve this. This culture took some time to develop but it has now become a part of everyday work practices for all Zappos Family employees. Hollie Delaney, director of HR at Zappos.com. says that the organisation needed to define itself and the people who would work for it, and this definition came in the form of the 10 core values (see sidebox). “Our 10 core values are our foundation and our guide in making decisions,” she explains. Some of these values may seem a tad silly to people outside the organisation – they include “Create Fun and A Little Weirdness” and “Deliver WOW Through Service” – but the organisation has proven that such values work for its employees. The values came about not...
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...Qantas Airways Limited HR Strategy FY14/15 Introduction Founded in the Queensland outback in 1920, Qantas has grown to be Australia's largest domestic and international airline. Registered originally as the Queensland and Northern Territory Aerial Services Limited (QANTAS), Qantas is widely regarded as the world's leading long distance airline and one of the strongest brands in Australia. Our airline brand operates regional, domestic and international services and is forever expanding, it is for this reason we are constantly seeking passionate, driven and enthusiastic people to join our friendly team. We employ over 30,000 people with approximately 93 per cent of them based within Australia. Qantas Airways Limited is committed to growing and developing their HR departments and within the next 12 months will: * Establish themselves as the best employer in the aviation industry in Australia. * Will maintain a positive and joyful employment experience across all offices, airports and aircrafts for all current and future Qantas employees. HR Strategy The Qantas Airways Limited HR strategy supports and lays the foundations of the organisations vison and mission. It will be analysed and measured by the success of a number of key programs focusing on the following areas of people management: * Culture and Behaviour * People and Structure * Recruitment and Retention * Reward and Recognition * Learning and Development * Systems and Compliance ...
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...want to get out of the garage. The shed will be built from a kit that can be ordered from Home Depot. Requirements Walls need to be 8 ft. tall; floor space needs to be 120 sq. ft, 2’x3’ windows on each side. Need double doors on the front side to create a 7’x8’ opening, lockable. The roof will be shingled to match the house, cedar siding stained to match the house. Leave rafters open for additional storage, concrete slab floor Location: SW corner of the back yard. Estimated cost - $1,250 Estimated duration – 1 month (working Thursdays & Fridays) Staff required: • Andy Handy – hired hand at $25/hour • Betty Doe (daughter) – hired at $10/hour • Frank Doe (son) – hired at $10/hour • Homeowner – John Doe – sweat equity $0/hour Steps to build: • Order kit and schedule delivery (week one) o Duration: 1 day Hours: 2 Staff: John • Preparation (summary task) •...
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...domain specific compliances. Statutory compliances mainly includes compliance to minimum wages, ESI Act, PF Act, Apprentices Act, Contract labour Regulation and Abolition act, Industrial disputes Act, Payment of gratuity act, Equal Remuneration Act, Employee State remuneration act etc. At the organizational level, domain based compliances are also important. With organizations looking into more of mergers and acquisitions, the role of human resources is very vital to manage the cultural and language barriers. With this the objective of this paper is to throw light on various compliances to be ensured at the statutory level, role based and domain based level. OUTCOME: The outcome of this project is a recommended framework for Global HR Compliance with respect to legal, statutory regulations, employee leave management systems, role based compliance , organizational compliance and domain based compliances for any business during global expansions in different geographical locations. ABOUT THE AUTHOR: Ms.Ankita Shrivastava,a student of Prin.Welingkar Institute Of Management and Research, Bangalore is pursuing her course in E-Business. Formerly ,being an employee of Tata Consultancy Services and having worked as a Systems engineer and then as an intern at Employee Experts ,she believes in hard work, perseverence and sincerity to...
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