...March 14, 2013 Muhammad Abdul Baset Lecturer, Department of Management Studies Jahangirnagor University Course Instructor, EMBA-520: Human Resource Planning Subject: Proposal for preparing term paper. Dear Sir, With due respect, be informed that, as a part of our course objectives, we listed below our proposals for term paper Proposed Topics: 1. Reasons of HRP Failure in Local Industry (BD). 2. Problems of HR Managers and HR department in Local Industry (BD). 3. Facts those make HR Managers frustrated in Local Industry (BD). Purpose: To find out the reasons behind the failure of HRM practice as well as problem analysis of HR managers and HR department and how HR managers become frustrated in local industries of Bangladesh. Our aim is to prepare a clear, concise, complete term paper which will be very easy to read and very friendly to understand so that every level of employees will feel the importance of HRM. Scope: HRM practice is now at the stage of new born baby in the local companies (Except Bank, large group of companies in Bangladesh) but in multinational company they enjoying the youth of HRM. So, this is the right time to grow up HRM practice in local industries. Strengths: All of our group members are employed in different organization in BD. This is our main strength of our team. Opportunities: As we are employed and we have a network among different professionals, we will get the opportunity to collect data and...
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...SERMON -- WE BELONG TO ABBA! by Eddie Lawrence Alternate Title: YOU ARE ADOPTED! Galatians 4:3 Even so we, when we were children, were in bondage under the elements of the world. 4 But when the fullness of the time had come, God sent forth His Son, born of a woman, born under the law, 5 to redeem those who were under the law, that we might receive the adoption as sons. ROMAN LAW CONCERNING ADOPTION Source-- Backgrounds of Early Christianity, by Ferguson, page 51. 1. Taken out of his previous condition. 2. All old debts were cancelled. 3. He started a new life as a son. 4. He took the family name. 5. He was entitled to the family inheritance. 6. The new father owned the adoptee's property. 7. The new father controlled his relationships. 8. The new father had the right of discipline. 9. The new father was responsible for his support. 10. The new father was liable for his actions. 11. The adoptee was viewed as natural born. 12. Could not be reversed. WHAT THE FATHER DOES FOR US: 1. A Father gives his children life. A. A New Nature (2 Cor. 5:17; John 1:12) B. Receives God's life (Jo. 3:36) C. Receives new desires (Gal. 5:22) D. Recieves a new family (brethren) 2. A Father loves his children. Luke 11:13 "If you then, being evil, know how to give good gifts to your children, how much more will [your] heavenly Father give the Holy Spirit to those who ask Him!" 3. A Father protects his children. John 10:28 "And I give them eternal life, and...
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...IT Solutions: Proposal for New HR System By Thomas E. Foster Jr. University of Phoenix BSA/375 09/02/2013 Proposal for New Human Resource System In our quest to ever better ourselves the IT department, of Riordan Manufacturing, is submitting this Request for Proposal to integrate a more sophisticated, state-of-the art, information systems technology in our Human Resources department. Riordan Manufacturing has always strived to better ourselves by keeping up with technology in all of our operating systems and our manufacturing systems. Our goal is to remain at the forefront of the manufacturing community as we keep leading the way in all of our business systems and, at the same time, keeping the feel of a customer friendly company. We want to make sure that our customers can feel safe in the knowledge that we will do what is necessary to fulfill their business needs. As of now, our Human Resource, (HR), Operating System, (OS), has fallen short of this goal. Please understand that the system that is in place, while it has the ability to complete the task at hand is not sufficient enough for our growing organization. Right now, we are running many separate applications to process all of the HR system requirements. This process is not only time consuming, but is not a cost efficient solution that this company is looking for. If we want to accomplish our goal we need to combine all the old HR systems into a single integrated application. The IT department is...
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...Pro Staffing Research for Outsourcing Payroll and Tax Services 03/15/2014 Table of Contents Project Scope 4 Requirements 4 Procurement Advantages 5 Savings Analysis 5 Procurement Disadvantages 6 Risks 6 Scoring Matrix for Procurement Proposals 8 Contractual Analysis 12 Considerations 12 Proposal Information 12 Legal Compliance Subjects 12 Proposal Questionnaire 12 Instructions to Proposers 13 Project Scope Pro Staffing research of outsourcing payroll and tax responsibilities versus in-house or new software package to evaluate which process will better meet the needs of corporation in both cost and quality of services. The analysis shows the cost savings for the procurement average 31% less than in-house management either by current processes or new software. Risk/ liability for Federal Tax withholding and reports is moved to the vendor. Requirements The solution needs to provide minimal 1. Direct deposit or mail for employees and contractual workers regular payroll, bonus pay, and expense checks 2. Handle workers compensation payment 3. Payroll withholding 4. Payroll tax management 5. Knowledge of international payments to employees or contractors 6. Online payroll management by Pro Staffing 7. Web access with required registration access for previous W2 and payroll check information for up to five years 8. Documents should be printable or delivery by mail 9. Strict documented protocol...
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...creating proposals: 2013 table of contents executive summary 1 back ground information 2 problem and objectives 3 research methodology 4 estimates of cost and schedule 6 qualification of researcher 8 appendix 9 executive summary automating to meet the needs of jump inc. Construction company Proposals are extremely important tools in construction, sales and marketing efforts but they also pose some serious challenges. These are some of the specific problems our company is facing Inefficient delivery of information where and when it’s needed Lack of tools to help construction sales people to work productively Difficulty in completing and delivering quality proposals quickly Construction sales people are experiencing too much desk time and not enough face time as they wrestle with the challenge of preparing proactive proposals Inconsistent looking proposals that contain conflicting and sometimes incorrect information The main goal of this project is to research a specific need expressed by members of the Proposal Development Group and Sales Department, that is the need for an industry specific Proposal Software Program. As outlined in the proposal, this is to be accomplished through significant interaction between the researchers, Information Management department and experts in the Proposal Development Group and Sales Department. This type of cooperative agreement is seen as fundamental to the success of all projects. Background information the positive impact of a proposal writer...
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...To centralize or not to centralize? It's a hard call made harder by power struggles. CEOs can force a more thoughtful debate by asking three critical questions The chief executive of a European equipment manufacturer recently faced a tough centralization decision: should he combine product management for the company's two business units--cutting and welding--which operated largely independently of each other but shared the same brand? His technical leader believed that an integrated product range would make the company's offerings more appealing to businesses that bought both types of equipment. These customers accounted for more than 70 percent of the market but less than 40 percent of the company's sales. "You cut before you weld," he explained. "You get a better weld at lower cost if the cutting is done with the welding in mind." Managers in both divisions, though, resisted fiercely: product management, they believed, was central to their business, and they could not imagine losing control of it. The CEO's dilemma--were the gains of centralization worth the pain it could cause?--is a perennial one. Business leaders dating back at least to Alfred Sloan, who laid out GM's influential philosophy of decentralization in a series of memos during the 1920s, have recognized that badly judged centralization can stifle initiative, constrain the ability to tailor products and services locally, and burden business divisions with high costs and poor service.1 Insufficient centralization...
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...at are at hand which the Eric is facing are: a) Dealing with Fred Fred’s assignment to India has exceeded more than the designated period. His initial assignment was supposed to be for 18 months but it has been exceeded for more than 3 years. Once he came back, the position he supposed to fill was given to other engineer. These two scenarios has broken psychological contract. b) Global expansion (Chinese Operation) Tex-Mark Corporation has rising up their global presence. Thus, adding to the number of expatriate destinations. Without a formal policy on expatriate again company could not solve the expatriate issue. c) Cost Cutting request by VP, HR Eric has the idea to make pre-departure training more comprehensive and rigorous preparation in which it will increase the training expenses whiles his VP HR focusing on cost cutting. 2.2 Alternative Solution to Solve The Problems a) Eric should do proper debriefing and counselling against Fred: There was a broken of psychological contract between Fred and Tex-Mark’s management. Proper debriefing and counselling should be conducted against Fred. b) Set-up regional center: The possible solution for the Chinese operation is to develop a regional center in Asia Pacific region as the main issue as can be understood is the cultural difficulties expatriates are facing. c)...
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...Proposals and Research Nashira Wiggins American Intercontinental University Abstract What are the differences between formal research and a business proposal? What are the similarities? This paper will compare and contrast the theoretical and practical differences between formal research and a business proposal. The second part of this paper will explore the effects of human resources outsourcing on leadership performance and employee commitment. This paper will show that human resources outsourcing has a negative effect on employees and their morale. Part 1 Formal research provides basic information and statistics in a given field or industry depending on the focus of the research. Formal research may be used to research the demand for a specific product or service by researching similar products or services that are already on the market. Included in this research would be the general sales rate, the companies that market these products or services, and the current sale price. Research will reveal whether the market for the product is flooded or if it is indeed a good business opportunity. A business proposal is a document that proposes a method for completing a task. A business proposal can be used for launching a new product or for something like implementing a new strategy for a marketing campaign. “A proposal includes a brief description for the task at hand, a section describing the general approach to the task, a schedule for the task in question and a budget...
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...totally decentralized governance and how changing to a centralized governance leads to unrest and resistance. It also illustrates how the cultural/managerial change effects the business decisions needed to be made by a company to achieve success. Essentially, the case shows that IT governance must be aligned with business activities and tie all functions together to support the company’s strategy. 2. Problem Statement Will BPOC give a go-ahead for the proposal that the customer advocacy group was proposing? The proposal was to build a state-of-the-art customer interaction network that would centralize all incoming calls into a globally managed set of contact centers. Though this is a potentially valuable project, CISCO’s new centralized governance means that the customer advocacy group needs to get an approval from the BPOC. Will the BPOC realize the potential? Will it support the project and commit to a full cross-border and cross-functional implementation? If I was in Boston’s shoes, do I think he should approve the proposal? 3. Proposed Solution First, we need to understand the new strategies put in place by the CIO Brad Boston in late 2001 and why the new strategy faces resistance. This directly has an effect on the result of the BPOC’s decision on whether to go ahead with the central call center or not and how it might affect...
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...strategic skills to the CEO. You will share some of the essential strategic and administrative steps for this important function of Human Resources and will include metrics for which to evaluate the recruitment and selection approach that will be implemented. The situation: Suppose that you are the new HR Director at HSS (the case study presented in our Course Resources under modules) and you have already made a presentation to the CEO and the Board of Directors on the need for HR planning and and enhanced strategic role that HR must play in the organization. After that presentation, and having read the research on managing human resources strategically that you have presented (assignment 2 literature review), the CEO confides that she has been thinking about how the senior staff in the organization are recruited and selected. As a result, she has asked you to propose new recruitment and selection methods for the senior level employees. Deliverable: The CEO's directive to you is to prepare a short (approximately five-page double spaced) proposal that includes at the least: 1. A cover memo to the CEO providing an overview of the task assigned and a summary of your proposal 2. A description of at least three recruitment approaches that could be considered 3. A description of at least three selection approaches that could be considered 4. A cost/benefit analysis and comparison of the approaches of both the recruitment and selection approached 5. Metrics the organization...
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...boils down to how employees are rewarded for the part they play in achieving goals put forward by the organization, HR staff, top executives, and managers have a unique part. HR individual has the primary occupation of organizing pay for any association and their resources. Reasonable compensation and benefit strategies take hours of dedication to calibrate yet it does not merit anything if workers feel they are underpaid and unappreciated. A study that was undertaken demonstrated that an exclusive 55 percent of employees are fulfilled by what they earn. With reports indicating how CEOs from top organizations in the U.S are paid 300 times the pay of typical workers, it's hard for that number to be any higher. HR authorities are taking radical measures to change that. It's been proposed that organizations ought to be straightforward, with their employees keeping in mind the end goal to be a society of trust. The U.S Securities and Exchange Commission issued a rule to reveal the compensation of middle laborers contrasted with those of CEO's. This way, it might incite HR departments to restructure how employees are paid. The message that should be given from an organization to their employees is that they are being paid fairly. That way employees are satisfied and will urge them to work gainfully and not leave willfully. The article made a few proposals on how HR staff can better help workers...
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...Imagine that you are the HR director for a multinational firm that has recently begun to assign workers to international posts. You are responsible for determining the staffing needs of foreign operations. You will also need to adopt a mentoring program for expatriates. As you do not have the resources to provide in house training, you are considering the use of an external consulting firm to provide pre-departure training for employees. Write a six to eight (6-8) page paper in which you: 1. Determine four to six (4-6) components that the pre-departure training will need to cover. Provide a rationale for the use of using the training components in question. 2. Propose three (3) criteria that management will use to assess the performance of expatriates working abroad. Support your proposal with examples of the fundamental ways in which these performance requirements have improved performance, 3. Recommend the recruiting and selection strategy that you believe your firm should use when offering international assignments. Provide a rationale for your recommendation, 4. Compare and contrast two (2) staffing alternatives for foreign operations at your multinational firm. Select the staffing alternative that you believe to be the best fit for your scenario and provide a rationale for your selection. More Details hidden… BUS 325 ASSIGNMENT 2 INTERNATIONAL ASSIGNMENT NEW BUS 325 Assignment 2 – International Assignment – NEW Imagine that you are the HR director for a multinational...
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...Centralized Training Workshop Proposal Centralized Training Workshop Proposal The Centralized Training Workshop is being formed to train all managers on the new system and compliance policies being introduced across the organization. To ensure organization resources and the manager’s time is not wasted several issues need to be addressed and resolved. These issues include though not limited to organization and infrastructure problems and social concerns within the organization and have been addressed and resolved to facilitate training. All training will be customized to the manager’s background, training objectives and system requirements. CTW (Centralized Training Workshop) is a combined effort of HR and IT department managers to streamline the new organization’s system and policies being implemented company wide. The proposed workshop will be conducted at the organization headquarters, a suitable site for all satellite location managers. Workshop sessions will be held in a three day period, each training day will be for a five hour period. Stakeholders Stakeholders concerned with the workshop include committee members and financial department of the main branch, along with advertising and all satellite managers. Indirectly involved are all uses of our services and products. In addition to any individuals invested in the organization. Objective The main purpose for the proposed workshop is proper training and feedback from the training experience. By complete understanding...
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...rP os t op yo Vendor Partnering Important Considerations When IT Outsources IT E xc e r p t e d fro m tC The Adventures of an IT Leader By Do No Robert D. Austin, Richard L. Nolan, and Shannon O’Donnell Buy the book: Amazon Barnes & Noble HarvardBusiness.org Harvard Business Press Boston, Massachusetts ISBN-13: 978-1-4221-3046-9 3028BC This document is authorized for use only by Paolo Neirotti until September 2011. Copying or posting is an infringement of copyright. Permissions@hbsp.harvard.edu or 617.783.7860. rP os t op yo Copyright 2009 Harvard Business School Publishing Corporation All rights reserved Printed in the United States of America This chapter was originally published as chapter 14 of The Adventures of an IT Leader, copyright 2009 Harvard Business School Publishing Corporation. No part of this publication may be reproduced, stored in or introduced into a retrieval system, or transmitted, in any form, or by any means (electronic, mechanical, photocopying, recording, or otherwise), without the prior permission of the publisher. Requests for permission should be directed to permissions@harvardbusiness.org, or mailed to Permissions, Harvard Business School Publishing, 60 Harvard Way, Boston, Massachusetts 02163. Do No tC You can purchase Harvard Business Press books at booksellers worldwide. You can order Harvard Business Press books and book chapters online at www.harvardbusiness...
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...CITY OF NEW ORLEANS 2013 Budget Proposal October 29th, 2012 10/29/2012 Mayor’s Office of Communications 2013 Budget Presentation • Background • Performance Management/Review of Improvements • 2013 Budget Proposal 2 2013 Budget Proposal Funding Cuts at the State and Federal level are posing significant budgeting challenges for municipalities across the U.S. ● Nearly 48% of cities plan to reduce workforce this year ● Los Angeles predicts over 200 City jobs will be eliminated due to budgetary challenges ● San Bernardino closing all but one library and reducing 100 jobs including Police and Fire positions ● The State of Louisiana is not meeting its obligation to fund District Attorney, Indigent Defender, or mental health We must continue to take action to be smart about how we get smaller 3 2013 Budget Proposal The Landrieu Administration addressed an inherited $97M spending gap Budget Comparison $550M 2009 Expenditure $528M 500 110 450 $431M $97M Gap 400 418 431 Gap Recurring Revenue 2010 350 300 2009 Note: One-time revenue sources not included in chart 4 2013 Budget Proposal First step to eliminating gap was to reverse the spending trend Annual Expenses $550M $528.0M $496.0M 500 $483.0M $479.9M $477.8M* $50.2M Difference 450 400 350 *= Proposed $477.8M expenditure does not include $13.4M appropriation to fund balance. Including fund balance contribution, the City is proposing a budget...
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