...JOB DESCRIPTION (Channel Management Specialist) Job Title: | Channel Management Specialist | | Date: | 09.06.2012 | | | | | | | | Name: | vacant | | Written by: | A.S.M. Rafiq Ullah | | | | | | | | Reports to: | Head of Content & Applications | | Approved by: | | | | | | | (Jobholder) | | Division/Dept: | Commercial Division/Product/Content & Applications | | Approved by: | A.S.M.Rafiq Ullah | | | | | | (Immediate Superior) | | | | | | | | 1. JOB PURPOSE With the ambitious target for IBB Services going forward, the existing channels must be optimized and new channels developed in order to reach the targets. This role shall focus and strengthen channel management within Content & Application team , give better support to sales channels and create sufficient push to reach targets It shall support all the channels in GP (Direct Sales, Distribution, Customer Service, CLM, Self Service Digital&Social Media(WEB and WAP), Self Service/Marketing(USSD, SMS, MMS, IVR, OBD) with the Content&Applications portfolio. | 2. ORGANISATIONALCHART 3. PRINCIPLE ACCOUNTABILITIES List the expected end results that must be achieved in order to fulfil your job purpose and the activities that help in achieving these results. EXPECTED END RESULTS | MAJOR ACTIVITIES | Channels that achieve their targets | * Follow up sales goals for the channels including acquisition and retention...
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...Resource Management Job descriptions are the definition of an employees or future employee’s position and responsibilities. It is basically a written informative of the position at hand and allows for job seekers to know whether or not they are qualified for the company’s opening. A company can effectively use descriptions by placing them in their hiring ads on-line and in the newspaper. When a job seeker sees a description of a job they are more apt to call because they will know if they are right for the job or not. Management of a company can use job descriptions as a powerful tool within their company. Job descriptions give managers the analysis and specifications of a job within the company. These specifications are how managers know what each employee is responsible for completely, their job performance or productivity. Job descriptions can even help when it comes time for an employee’s review. Management can take the employee’s performance over the period of time and compare it to what the job requires to determine the employee’s compensation. Thus, all of this information making this task for management easier. When company’s use job descriptions they are making it easier to find an employee, make it known what is expected and have a set of guidelines to be followed for the job. All of these are sound reasons for a company to want job descriptions. However, there are some limitations that come along with descriptions. When a company uses job descriptions they are...
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...BSHS 402 Case Management /Complete Class Purchase here http://homeworkonestop.com/bshs-402-case-management-complete-class BSHS 402 Case Management /CoBSHS 402 Case Management /Complete Class Purchase here http://homeworkonestop.com/bshs-402-case-management-complete-class Product Description BSHS 402 Case Management /Complete Class /A++ Work BSHS 402 Case Management /Complete Class Purchase here http://homeworkonestop.com/bshs-402-case-management-complete-class Product Description BSHS 402 Case Management /Complete Class /A++ Work BSHS 402 Case Management /Complete Class Purchase here http://homeworkonestop.com/bshs-402-case-management-complete-class Product Description BSHS 402 Case Management /Complete Class /A++ Work BSHS 402 Case Management /Complete Class Purchase here http://homeworkonestop.com/bshs-402-case-management-complete-class Product Description BSHS 402 Case Management /Complete Class /A++ Work BSHS 402 Case Management /Complete Class Purchase here http://homeworkonestop.com/bshs-402-case-management-complete-class Product Description BSHS 402 Case Management /Complete Class /A++ Work BSHS 402 Case Management /Complete Class Purchase here http://homeworkonestop.com/bshs-402-case-management-complete-class Product Description BSHS 402 Case Management /Complete Class /A++ Work BSHS 402 Case Management /Complete Class Purchase here ...
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...An Analysis of XML Database Solutions for the Management Of MPEG-7 Media Descriptions MOHSIN ARSALAN SZABIST KARACHI, PAKISTAN Abstract: MPEG-7 based applications will be set up in the near future due to its promising standard for the description of multimedia contents. Therefore management of large amount of mpeg-7 complaint media description is what is needed. Mpeg documents are XML documents with media description schemes defined in xml schema. In this paper are mentioned some of the solutions that help make a management system for mpeg-7. Furthermore these solutions are compared and analyzed. The result shows how limited today’s databases are, when comes the case of mpeg-7. Keywords: MPEG-7, XML, SCHEMA 1. INTRODUCTION The paper is organized in the following manner that sec1 is the introduction to what mpeg-7 is. Then the solutions for its management are mentioned. Then the solutions are analyzed and finally in the end the conclusion is mentioned. 1.1. MPEG-7: Mpeg (moving picture expert group) is the creator of the well known mpeg1 and mpeg2 and mpeg4. Mpeg-7 is an ISO standard which is developed by mpeg group. The mpeg-7 standard formally named “multimedia content description interface” provides a rich of standardized tools which describes a multimedia content. Humans as well as automatic systems process audiovisual information which is within the mpeg7 scope. Audiovisual description tools (the metadata elements and their structure and relationships...
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...PM598 – Contract and Procurement Management RFP Template: Template notes: ------------------------------------------------- The formats of RFP's used by companies and government agencies are seldom the same. The organization of the technical, management, and commercial information included in RFP's varies. There are six commonly used sections of information that procurement groups include in RFP's. We will use these six sections as a template for your RFP’s. ------------------------------------------------- 1. Instructions to Bidders 2. Description of Work 3. Proposal 4. Specifications and Drawings 5. Special Conditions ------------------------------------------------- 6. General Conditions and Contract Agreement The Instructions to Bidders provide sufficient information to bidders to allow them to prepare a responsive bid proposal. Most of this information is not required in the final contract for the work. The information in the Description of Work, Proposal, Specifications and Drawings, Special Conditions, and the General Conditions and Contract Agreement sections is included in the final contract for the work. The remainder of this template discusses each of these sections included in RFP's. Please feel free to type “N/A” under sections that are not applicable to your project and to add sub-sections as desired. Also, you will want to delete the description information (in blue) after you have added your data under each section of the template. How...
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...documentation required in the recruitment process, which will then be adopted for all employment opportunities in Elite Management. I will also include the description of the recruitment documentation used in Elite Management. The position I have chosen to look into is that of the Finance Manager for Elite Management. In order to recruit the right people for the organisation, management needs to pay attention to the various stages of the recruitment process. Here I will discuss the four important documents used in the recruitment process. These are the Job Advert, the Application Form, Job description and the Person Specification. 1. Job vacancy advertisements A job advertisement is an announcement about a job vacancy. The advertisement is part of the recruitment process designed to attract suitable qualified candidates for a job. Traditionally job adverts have been placed on newspapers and other printed media, however nowadays a large number of Job advertisement are placed on internet on job websites as well as on the company’s own internet or intranet websites. Adverts include a summary of the job description, the person’s specification and remuneration for the job. Elite Management will advertise in its website and other job websites. We shall also place the adverts in national and local newspapers. For Elite Management, once a position becomes vacant management must decide whether the position will be filled internal or external. If the position has to be filled internally...
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...សាកលវិទ្យាល័យជាតិគ្រប់គ្រង National University of Management Assignment On Are job descriptions always necessary? lecturer: Auy ridelle Group 1. Mr. Kak Bunna, Number: 44501 2. Mr. Touch Sokheng, Number: 31533 3. Mr. Ratt Chak, Number: 44551 4. Mr. Sor Sophal, Number: 44505 5. Mr. Nou Ratana, Number: 44502 Discussion Questions. 1. Apply contingency theory to the practice of job descriptions. How can contingency theory explain the current situation in which some organizations use job descriptions and others choose not to use them? 2. Which contingencies might affect the use of job description? Describe a specific situation that would be favorable for the use of job descriptions. Now describe another situation that would be unfavorable for the effective use of job descriptions. 3. Do you think job description support or hinder the goal of learning organization approach? Group Discussion 1. Contingency theory is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. Instead, the optimal course of action is contingent (dependent) upon the internal and external situation. Several contingency approaches were developed concurrently in the late 1960s. They suggested that previous theories such as Weber's bureaucracy and Taylor's scientific management had failed because they neglected that management style and organizational structure were influenced by various aspects of the...
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...Submitted to Subject Human Resource Management Topic Continuing Case: Carter Cleaning Center (The Job Description) Institute Of Management Sciences, Lahore Human Resource Management Questions 1. What should be the format and final form of the store manager’s job description? There is no standard format as to what should be included in the job description of store manager but most job descriptions cover the following sections • Job identification • Job summary • Responsibilities and Duties • Authority of incumbent • Standards of performance • Working conditions • Job specification 2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? Not all the standards and procedures are important to mention in the body of job description except the ones that are relevant and important for the applicants to know i.e. Performance and Competency standards. Note: It depends upon the type of job under discussion as to what sort of standards to include. 3. How should Jennifer go about collecting the information required for the standards, procedures and job description? First of all Jennifer should conduct a complete job analysis for the job of store manager and she should also check out existing policies and procedures of the company in place, then she should use one or more of the following methods for collecting information about Standards...
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...BUS 303 ENTIRE COURSE HUMAN RESOURCES MANAGEMENT A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=bus-303-entire-course-human-resources-management Visit Our website: http://hwsoloutions.com/ Product Description BUS 303 Entire Course Human Resources Management, BUS 303 Entire Course (Human Resources Management), Product Description ASHFORD BUS 303 Week 1 DQ 1 Human Resource Management and Organizational Objectives ASHFORD BUS 303 Week 1 DQ 2 SWOT Environmental Scanning ASHFORD BUS 303 Week 2 Assignment Job Description ASHFORD BUS 303 Week 2 DQ 1 HR Planning Process ASHFORD BUS 303 Week 2 DQ 2 Employee Selection Methods ASHFORD BUS 303 Week 3 DQ 1 Performance Management ASHFORD BUS 303 Week 3 DQ 2 Compensation and Benefits ASHFORD BUS 303 Week 3 Performance Appraisal ASHFORD BUS 303 Week 4 DQ 1 Training Costs ASHFORD BUS 303 Week 4 DQ 2 Training and Career Development ASHFORD BUS 303 Week 5 DQ 1 Global HRM ASHFORD BUS 303 Week 5 DQ 2 The Future of HRM ASHFORD BUS 303 Week 5 Human Resources Management Product Description ASHFORD BUS 303 Week 1 DQ 1 Human Resource Management and Organizational Objectives ASHFORD BUS 303 Week 1 DQ 2 SWOT Environmental Scanning ASHFORD BUS 303 Week 2 Assignment Job Description ASHFORD BUS 303 Week 2 DQ 1 HR Planning Process ASHFORD BUS 303 Week 2 DQ 2 Employee Selection Methods ASHFORD BUS 303 Week 3 DQ 1 Performance Management ASHFORD BUS 303 Week 3 DQ 2 Compensation and Benefits ASHFORD BUS 303 Week...
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...COURSE NAME: ADVANCED OPERATIONS MANAGEMENT COURSE NUMBER: OMGT 701 CASE STUDY OUTLINE This case study is worth 25% of your final mark, and aims at providing you with practical insights about Supply Chain and Business Operations Management. Students are required to form teams consisting of no more than four members. Students should contact enterprises of their choice and obtain pertinent information about different challenges the enterprise in facing. In this respect, they should ask for some interviews accommodation with members of the management team and require their assistance and clarification in understanding the overall business operation processes. A report on their project findings, about 20 pages in length, should be released to the teacher by April 9, 2015, 10:30. Penalties of 10 points per day lateness for not meeting this deadline will be applied. The text of the report should be double-spaced, while suggested font size: 12. The report should contain the following elements: - a table of contents - an overview of the goods and/or services offered by your business unit of choice - a brief analysis of the enterprise mission statement - a description of the main products competitive strategies used - a description of the enterprise organizational structure - a description of the main product processes used - a description of the enterprise concern about quality management strategies with respect to both processes and...
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...|189-398-96959 | |Applied Position | | |Education |2002/09 -- 2006/07 East China University of Science and Technology Bachelor | | |20011/12 -- now East China University of Science and Technology Master | Self Assessment: ← Master in Project Management & Bachelor in computer science or related major with good command. ← At least 6+ years’ solid experience in software, 3+ years’ experiences of people management and project management. ← In-depth business knowledge in software project management related business processes. ← Experience in evaluating and selecting suppliers and creating and managing service level agreements.. ← Proven ability to concurrently manage a complex range of tasks and projects, where achievement is dependent on other’s efforts. ← An innate ability to foresee problems, identify risk and develop plausible solutions. Ability to think strategically ← Familiar with control the scope, the progress,...
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...inclusions/exclusions – a description of what is and what isn’t within the requirements for management of this conference. This should particularly describe any items that you know are high priorities for your organisation, and any items that you know have expressly been excluded. (e.g. ‘Don’t worry about organising security staff, the venue will deal with that.’) Reporting The ‘who’ – a description of who you report to and answer to (these may be different people or groups) leading up to and throughout this conference. In particular you must outline lines of authority, and the budget approval process, and should reflect organisational policy and procedure. Constraints The limits are a description of any constraints for the conference. Some common ones may be: • cost, where there is a fixed budget with no possible extensions • attendees, where there is an absolute upper or lower limit for attendees • Legal’s, where various forms of legislation may affect proceeding. Preparation Venue The ‘where’ – details of the venue you have identified as suitable with a description of the alternate venues that you have chosen from. Include in your description the key criteria that this venue meets, and the estimate costs for planned usage. Attach to this plan a location map showing where the venue is. Program and purpose Ensure that the stated purpose of the conference is met with an appropriate and balanced conference program. Timeline A description of all deliverables for...
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...Submitted to Name Khuram Shahzad I.D. 083268 Section C Assignment Fourth (4th) Subject Human Resource Management Topic Continuing Case: Carter Cleaning Center (The Job Description) Institute Of Management Sciences, Lahore Human Resource Management Questions 1. What should be the format and final form of the store manager’s job description? There is no standard format as to what should be included in the job description of store manager but most job descriptions cover the following sections • Job identification • Job summary • Responsibilities and Duties • Authority of incumbent • Standards of performance • Working conditions • Job specification 2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? Not all the standards and procedures are important to mention in the body of job description except the ones that are relevant and important for the applicants to know i.e. Performance and Competency standards. Note: It depends upon the type of job under discussion as to what sort of standards to include. 3. How should Jennifer go about collecting the information required for the standards, procedures and job description? First of all Jennifer should conduct a complete job analysis for the job of store manager and she should also check out existing policies and procedures of the company in place, then she...
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...A++PAPER;http://www.homeworkproviders.com/shop/bus-303-entire-course/ BUS 303 ENTIRE COURSE HUMAN RESOURCES MANAGEMENT BUS 303 Entire Course Human Resources Management, BUS 303 Entire Course (Human Resources Management), Product Description ASHFORD BUS 303 Week 1 DQ 1 Human Resource Management and Organizational Objectives ASHFORD BUS 303 Week 1 DQ 2 SWOT Environmental Scanning ASHFORD BUS 303 Week 2 Assignment Job Description ASHFORD BUS 303 Week 2 DQ 1 HR Planning Process ASHFORD BUS 303 Week 2 DQ 2 Employee Selection Methods ASHFORD BUS 303 Week 3 DQ 1 Performance Management ASHFORD BUS 303 Week 3 DQ 2 Compensation and Benefits ASHFORD BUS 303 Week 3 Performance Appraisal ASHFORD BUS 303 Week 4 DQ 1 Training Costs ASHFORD BUS 303 Week 4 DQ 2 Training and Career Development ASHFORD BUS 303 Week 5 DQ 1 Global HRM ASHFORD BUS 303 Week 5 DQ 2 The Future of HRM ASHFORD BUS 303 Week 5 Human Resources Management Product Description ASHFORD BUS 303 Week 1 DQ 1 Human Resource Management and Organizational Objectives ASHFORD BUS 303 Week 1 DQ 2 SWOT Environmental Scanning ASHFORD BUS 303 Week 2 Assignment Job Description ASHFORD BUS 303 Week 2 DQ 1 HR Planning Process ASHFORD BUS 303 Week 2 DQ 2 Employee Selection Methods ASHFORD BUS 303 Week 3 DQ 1 Performance Management ASHFORD BUS 303 Week 3 DQ 2 Compensation and Benefits ASHFORD BUS 303 Week 3 Performance Appraisal ASHFORD BUS 303 Week 4 DQ 1 Training Costs ...
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...UNDERGRADUATE REGULATIONS & SYLLABUSES 2014 - 2015 THE FACULTY OF SOCIAL SCIENCES TABLE OF CONTENTS MESSAGE FROM THE DEAN ............................................................. 3 UNDERGRADUATE PROGRAMMES ................................................ 4 ACADEMIC CALENDAR 2014-2015 ................................................ 5 DEFINITIONS ...................................................................................... 13 GENERAL INFORMATION & REGULATIONS .............................. 14 General Regulations for Bachelor of Science Degrees 14 Special Regulations for Degrees in Hospitality and Tourism Management........................................................... 27 Franchise Agreements .......................................................... 27 EVENING UNIVERSITY -GENERAL INFORMATION & REGULATIONS ................................................................................... 28 General Regulations for Bachelor of Science Degrees 28 General Regulations for Diploma Programmes ............ 36 General Regulations for Certificate Programmes ......... 37 STUDENT PRIZES .............................................................................. 38 CODE OF CONDUCT ........................................................................ 39 UNIVERSITY REGULATIONS ON PLAGIARISM .......................... 40 THE ACADEMIC SUPPORT/ DISABILITIES LIAISON UNIT (ASDLU) ..............................................................................................
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