National Bank of Pakistan [pic] Maryam Naeem MC080202354 MBA (HRM) Session-Feb 2008-Feb 2010 Submission Date: March 22, 2010 Virtual University of Pakistan [pic] Letter of Undertaking Internship Certificate: Dedication I dedicate this effort to my dear Grand Maa (Late) whose prayers made me able to reach where I am today. Thanks Amma!
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IIBM Institute of Business Management HUMAN RESOURCE MANAGEMENT www.iibmindia.in Subject: HUMAN RESOURCE MANAGEMENT Credits: 4 SYLLABUS Introduction to Human Resource Management Introduction: Nature, Philosophy, Need, Objectives and Evolution of Human Resources Management; HRM Functions; HRD Concept; HRD Strategy; HR Responsibilities; Environmental Factors of HRM: Environmental Factors, Challenges to HRM. Concepts and Process of Human Resource Planning Human Resource Planning:
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Chapter 12 Human Resource Management True/False Questions WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT 1. High-performance work practices are those that lead to high individual and high organizational performance. (True; moderate; p. 323) 2. High-performance work practices involve a commitment by management to improve the knowledge skills and abilities of the organization’s employees, increasing employee motivation, and enhancing the retention of quality employees. (True; easy; p. 323)
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describe sources of ethical guidance. 3 Discuss attempts at legislating ethics. 4 Explain the importance of creating an ethical culture, describe a code of ethics, and support the importance of linking pay to ethical behavior. 5 Explain human resource ethics and describe ethics training. 6 Describe the concept of corporate social responsibility. 7 Explain why everyone is not on board with regard to corporate social responsibility. 8 Explain corporate sustainability. 9 Describe
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1.1 Introduction: We study organizational behavior, so it is very important in an organization. We choose a company which name is Popular Pharmaceuticals Ltd. Popular develops several modern GMP standard production lines and are capable of producing a number of preparations separately in its different plants. Our capabilities and expertise in manufacturing finished formulations are exemplified by its wide range of dosage forms and packages. 1.2 Method : Popular Pharmaceuticals Ltd They follows
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Resources Management, 13e (Dessler) Chapter 1 Introduction to Human Resource Management 1) The basic functions of the management process include all of the following EXCEPT ________. A) planning B) organizing C) outsourcing D) leading Answer: C Explanation: C) The five basic functions of the management process include planning, organizing, staffing, leading, and controlling. Outsourcing jobs may be an aspect of human resources, but it is not one of the primary management functions.
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Human Resource Management Analysis Sidra Mirza Superior community institute Bachelor of Business studies LEVEL – 2 PROJECT #1 HUMAN RESOURCE MANAGEMENT ANALYSIS COURSE NAME- Human Resource Management COURSE CODE – Submitted by – Sidra Mirza Submitted to – Mrs.Madeeha Omar Date of Submission – 26/11/2013 Human Resource Management Analysis Sidra Mirza About the Project This project is based on a survey of Al-Ahlia cooperation insurance company situated in Saudi Arabia for the
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Executive Summary 8 Chapter 1: Introduction 12 1.1 Background 12 1.2 Policy context 13 1.3 Rationale for the study 14 1.4 Research terms of reference and approach 14 1.5 Report structure 15 Chapter 2: Key Concepts from the Strategic HR Literature 17 2.1 Introduction 17 2.2 What is strategic HR? 17 2.3 From personnel management to strategic HRM 18 2.4 The impact of strategic HRM 21 2.5 The implementation of strategic HRM in the public
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for yourself. Sincerely, Glenn D. Sullivan President MESSAGE FROM THE PRESIDENT 1 Table of Contents Mission Statement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Sullivan University Success Story . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
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Chapter 1 Introduction Origin of the report After Liberation when country's traditional items of export could not yield expected result, in late 70s the government and a section of entrepreneurs - young, educated and dynamic, began to emphasize on development of non-traditional items of export. By the year 1983, Ready-Made-Garment (RMG) emerged to be a non-traditional export oriented sector most promising in the socioeconomic context of the country. By that time, those entrepreneurs felt a
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