...Be able to assess and plan for personal professional development My Career Plan Career Goal: To become a financial manager. To design, plan, control and supervise the financing of construction of buildings, highways, and rapid transit systems. Requirements: • Bachelor's degree in Accounting. • Ability to work as part of a team. • Creativity. • Analytical mind. • Capacity for detail. • Presentation skills. • Writing skills. • Knowledge of physical social sciences and mathematics. • Accreditation by Licensing Board. Current Skills and Interests: • Summer worker for Smith Construction Co. • High School mathematics courses • High School social science courses • Experience working as a team • Attended high school writing courses • Gave presentations in high school courses Plan To Reach Career Goal: • Bachelor's Degree - attend the University of Manchester School of Banking and Finance and a Level-4 Certificate on Management and Leadership at Kings College of Management. • Job Experience - Continue working for Smith Construction Co.; Seek internships through University career placement office • Networking - Join campus organizations for engineering students Introduction: Personal development planning is the process of creating an action plan based on awareness, values, reflection, goal-setting and planning for personal development within the context of a career, education, relationship or for self-improvement. Personal Development Plan (PDP) begins by aiming...
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...Human Resource Management, 12e (Dessler) Chapter 9 Performance Management and Appraisal 1) Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards? A) recruitment B) employee selection C) performance appraisal D) employee orientation E) organizational development Answer: C Explanation: Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee. Diff: 1 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 2) The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________. A) apply for managerial positions B) remove any performance deficiencies C) revise their performance standards D) enroll in work-related training programs E) change their peer evaluation procedures Answer: B Explanation: The purpose of providing feedback to the employee is to motivate him or her to eliminate performance deficiencies or to continue to perform above par. Diff: 2 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 3) Which of the following is NOT one of the recommended guidelines for setting effective employee goals? A) assigning specific goals B) assigning measurable goals C) assigning...
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...the many tools given to managers from Human Resource department in order to evaluate the employees of an organization. Giving an effective Performance Appraisals (PA) is one the most critical duties of a supervisor or a manager. This process helps empower employees by making them feel as though they are an extension of the organization. By feeling as though they are a part of the organization employees tend to care more than just a paycheck or even benefits. According to the text the main purpose of PA is to evaluate employees' work performance. Performance appraisal is very useful for an organization to manage the employees in order to know the working performance of the employees. Performance appraisals help to build up individuals, improve organizational performance, and build strategic business planning, lead to a better performance and better management corporation. There are various forms of Performance appraisals of past job and setting of new goals, assessment of current salary levels or relation of performance to pay, assessment of training, needs, and identification of strategies for meeting them. There are performance appraisals of potential for promotion and development with succession planning, assessment of individual progress and assistance with career planning decisions, and enhancement of motivation and communication. Whatever the purpose is for the appraisals, if done accordingly both the employee and the organization can benefit. Through these evaluation...
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...commissions laid out the scope of their duties and their responsibilities in the specific office or position they were appointed to. And they served at the pleasure of the king (or queen), meaning they could be dismissed by the monarch at any time. These traditions applied throughout the Royal Navy, including in ships stationed in Britain’s North American colonies. During the War for Independence, the Continental Navy maintained these traditions. And after the U.S. achieved its independence from Britain, both the Revenue Marine (starting in 1790) and Navy (beginning in 1798) carried them forward. Foreword CONTENTS i Overview 1 Application Format & Contents 9 Narrative Memo 13 CO’s Endorsement 21 Interview 31 Conclusion 41 Appendix A (Officer & Enlisted Careers) 43 49 OCS, CSPI, DCE, AVCAD APPLICATION PREPARATION HANDBOOK OCS, CSPI, DCE, AVCAD APPLICATION PREPARATION HANDBOOK FOREWORD president”. That means they can be dismissed at any time without any reason. These terms of service date back centuries, and are the source of the words we still use to describe the status of the people within the military hierarchy: “enlist”, “warrant”, and “commission”. Starting over 500 years ago, ranks in Britain’s Royal Navy paralleled the distinctions that existed in civilian society, when a rigid class system existed. As today, crews were made up of seamen (there were no...
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............................................................... 7 FES FACTORS......................................................................................................................................... 7 EVALUATING A POSITION USING FES ................................................................................................ 9 FES EVALUATION STATEMENT.......................................................................................................... 13 FACTOR LEVEL RELATIONSHIPS ...................................................................................................... 14 CHAPTER 3, POSITION DESCRIPTIONS................................................................................................. 18 NARRATIVE POSITION DESCRIPTIONS............................................................................................. 19 FES POSITION...
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...Case Study-1 Jack Nelson’s Problem Chapter-1 Introduction to Human Resource Management Page: 1 * The case is all about the necessity & functions of HR unit in a local bank. In this bank Jack Nelson is a member of board of director and Ruth Jonson is an excellent employee. As Mr. Nelson was very much curious about how Jonson operate her machine, she briefly gave an idea about it. Speaking with the in-charged supervisor of a branch of this bank Nelson found that something was wrong inside the branches. But unfortunately it was not known to Jonson. Jonson found out the main problem and it was high employee turnover. In this bank selection time of employee is very short and at the same time the new employer quit their job in a very short time. All branch supervisors hire their new employees without communicating with the home office or other branches. During the time of development of opening, the supervisors tried to find a suitable employee to replace the worker who had quit. After visiting the 22 branches, the finding is that problems are similar mostly. Nelson wondered about the movements that he should take and the home office steps. The more he thought about the matter, the more perplexed he became. The problem is as much as complex that he couldn’t put his finger on that problem and he did not know the actual place whether to report his findings to the president. * Most of the experts believe that there are five basic functions that all managers perform...
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...emeraldinsight.com/0142-5455.htm Quality of work life and career development: perceptions of part-time MBA students Jessica Li College of Information, University of North Texas, Denton, Texas, USA, and Quality of work life and career development 201 Received 19 April 2010 Revised 8 November 2010 Accepted 10 November 2010 Roland K. Yeo Kuwait Maastricht Business School, Salmiya, Kuwait Abstract Purpose – The purpose of this paper is to examine what employees perceive as positive and negative aspects of their work, and how these affect their perceptions of the quality of work life (QWL) and their career development decisions. Design/methodology/approach – This is a qualitative study using data collected from an online discussion forum. Thematic and textual analysis was performed to identify core themes associated with perceptions of QWL and career development. Data analysis was based on the researchers’ interpretations of narratives based on the online postings of 140 part-time MBA students and guided by the literature. Findings – Four major themes emerged as domains of tensions within which employees operated to construct meanings around their work life. These include: internal and external tension, private and public tension, self and otherness tension, and present and future tension. Career development support, flexibility and autonomy in job design as well as flexibility in career development planning emerged as positive career development strategies that would affect employees’...
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...Performance management: Performance management is the integration of performance appraisal systems with broader human resource systems as a means of aligning employees work behaviors with the organization’s goals. This performance management guidance relates to the management of employee performance (i.e., planning, developing, monitoring, rating, and rewarding employee contributions), rather than performance-based or performance-oriented approaches to managing, measuring, and accounting for agency program performance. While these concepts can and should be linked and integrated, they remain distinct in some respects, particularly with regard to establishing individual accountability and dealing with poor performers. Performance Appraisal: Performance Appraisal is the part of the performance assessment and management process in which an employee’s contribution to the organization during a specified period of time is assessed. Performance feedback lets employees know how well they have performed in comparison with the standards of the organization. Delivering and receiving performance feedback can be an emotionally laden process that dramatically affects employees attitudes toward the organization and themselves. Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Employee performance management includes: ...
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...combines traditional theory with cutting-edge today`s Transferable Skills Development issues & Challenges that focuses on key elements. • Packed with real-world examples, the course illustrates how successful managers deal with challenges, as well as provides students with step-by-step guidelines for effectively handling skills development functions. • Experiential exercises, action learning, individual and group work, role plays, reflective exercises, and self assessment included in this course would help students to immediately apply to their personal and professional lives. Course Objectives: Upon completion of this course, students should be able to: • Develop skills in managing oneself, other people, groups, and ultimately organizations. • Develop rich set of softer interpersonal, influencing, team-building, conflict management, and communications skills. • Understand organizational performance, and career success in modern, dynamic and complex organizations. Transferable Skills Development: Transferable Skills Development is more than getting work done through people. It is developing people through work. If you want to improve your workforce management, then you need to improve the way you lead people via transferring skills. LECTURE-2 A conflict arises when individuals have varied interests, opinions and thought processes and are just not willing to compromise with each other. It is always wise to adjust to some extent and try to find...
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...Tri-American was governed by a board of directors who set policy, which was then applied separately by the various plant managers, including Dick Spencer at the Modrow company. The company operates under a decentralized structure where each plant manager has considerable autonomy. This structure encourages a sense of competition among plants within the company; however, it also increased the pressure to perform and increase profitability. Dick’s Rise to the Top Dick Spencer started his career at the Tri-American Corporation as salesman. As a salesman, Dick excelled and was admired by fellow colleague for his charm and his great success in sales. Dick was well educated in Business Administration and had an MBA from a well-known university. As a salesman, Dick’s charm, salesmanship, and ability to communicate effectively and relate to the customers provided him with much success. Dick enjoyed his success; however, the constant travel that came with job began to take a toll on his personal life and he began to struggle with work-life balance. After two years of successful work as a salesman, he felt it was time to grow and take a stab at something new, a more challenging position in the company. During his time there, he met the president of Tri-American and approached him about transferring out of the sales division. At first, the president was hesitant about this change because Dick...
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...Human Resources Tools Greenbloom Medical is a growing healthcare facility, and with that growth the expansion and inclusion of many different positions are needed to be opened and filled. One such position is the CNA position. At Greenbloom we like to maintain a strict standard of the best level of service for our customers. Designing and utilizing the best tools to select the proper candidates for the CNA position at Greenbloom is critical to keeping to our mission of providing the best service on every level to our patients. This document will explore the various tools that will be utilized to select candidates. Executive Summary The purpose of this document is to explain the tools and selection processes supporting our company’s mission of providing the best healthcare services available. Our core beliefs in this mission dictate the necessity of selecting the right tools to recruit the best. The CNA position’s selection tools include a comprehensive benefits package, fair pay, incentives, internal and external recruitment procedures, in-depth job description, analysis of viability for teamwork in the position, job functions, interview questions designed to find personnel with the right personalities to fit into our organizational culture, training proposal for advancement, and orientation for new hires that underlines our core beliefs and expectations of professional behavior from all employees. All of these tools have been carefully chosen to help attract and retain the...
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...Career Development As English Teacher Content Career Development As English Teacher | Serial | Topic | Page No. | 1.2.3.4. 5. 6. 7. 8. | Executive Summery Introduction Objective Methodology AnalyzeFindings and RecommendationConclusionReference | 12-3 4 45-6 789 | Acknowledgement: Alhamdulillah, first of all we would like to thank ALLAH as finally we were able to finish our assignment thenWe would like to express our special thanks of gratitude to our teacher prof.Dr.Abdul Hannan Mia who gave us the golden opportunity to do this wonderful project on the topic Career management. Without his guide our project cannot be done properly like this. He always give us supports and guide to us how to do our assignment properly. Secondly We would also like to expand our deepest gratitude to all those who have directly and indirectly guided us in writing this assignment within the limited time frame. Impartial fulfillment of the course HRM 5168 Submitted by Name: Lamia Nur Antora ID: 2016010004042 Name: Farzana Akber ID: 2016010004072 Submitted to Prof.Dr.Abdul Hannan Mia Executive summary: Teacher is an important role for our life and nation. Teaching is a noble and honorable profession because teachers can build up people, a society or a nation through teaching. Actually teachers are valuable assets in our country. The nation may expect to get an honest and sincere teacher. Teachers always try to teach the...
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...FULBRIGHT MASTER’S AND PHD PROGRAM GRANTS APPLICATION FOR STUDY IN THE UNITED STATES ***READ ALL INSTRUCTIONS AND INFORMATION CAREFULLY BEFORE COMPLETING APPLICATION*** INSTRUCTIONS Please fill out the application form according to the following instructions. YOU SHOULD NOT MAIL THIS FORM DIRECTLY TO ANY UNIVERSITY IN THE UNITED STATES. 1. All forms in this application are to be completed in English and typewritten in black ink or printed from a computer (Font = Times Roman, Size = 11). 2. Each page of the following application carries its own instructions that should be read carefully before proceeding. 3. Questions must be answered completely and carefully. Please make every effort to limit your responses to the space provided. 4. Completed applications should be returned to Fulbright Program Office in your country of citizenship as soon as possible. Before you begin this application, you should make sure that you are aware of all deadline dates and requirements as these may vary from country to country. 5. Incomplete applications will not be considered. 6. Do not mention the names of any U.S. universities you wish to attend in this application. The University Preference Sheet is included for that purpose. 7. If you do not hold a valid Pakistani passport, apply for one immediately. 8. Attach a copy of your complete CV. 9. All successful candidates are required to sign a contract with USEFP that binds them to return to Pakistan immediately...
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...performance appraisal process Identify the major steps we can take to avoid problems with the appraisal process Briefly discuss the differences between evaluative performance reviews and developmental performance reviews Define the following terms: Performance management Performance appraisal Motivation Traits Behaviors Results Critical incidents method Management by Objectives (MBO) method Narrative method or form Graphic rating scale form Behaviorally Anchored Rating Scale (BARS) form Ranking method 360° evaluation Bias Stereotyping Electronic Performance Monitoring (EPM) Chapter 8 Outline Performance Management Systems Performance Management Versus Performance Appraisal The Performance Appraisal Process Accurate Performance Measures Why Do We Conduct Performance Appraisals? Communicating Decision Making (Evaluating) Motivating (Developing) Evaluating and Motivating (Development) What Do We Assess? Trait Appraisals Behavioral Appraisals Results/Outcomes Appraisals Which Option Is Best? How Do We Use Appraisal Methods and Forms? Critical Incidents Method Management by Objectives (MBO) Method Narrative Method or Form Graphic Rating Scale Form...
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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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