employees first.” Angela Ahrendts, Senior Vice President, Apple Inc. Abstract Hiring and employee retention have been identified as the “key challenges” in managing and measuring employee productivity, according to a survey conducted among more than 200 HR managers across industries. The backbone of any organisation is the employees working in it. Factors like commitment, performance, behaviour, stability of employees can affect the growth of a sector or an industry. This paper discusses the contribution
and employees are managed well. With the competitive hotel industry, an assumption made here is that Shangri-La is not going to increase the pay of employees and will have to solve the issues via other strategies. First, Shangri-La will have to manage service promises, which ultimately correlate to customer expectations. The first would be making realistic promises, as the expectations employees bring to Shangri-La would affect their evaluations of the quality (measured by pay level). Therefore
is actually the strife of human resources, as the market reveals. The past history has witnessed the transformation of employee becoming the highly priced capital in the company and this has been the birth to the concept of Human Resource Management (HR). These days, business world is undergoing a significant change .The traditional Human Resource style fails to draw level with such rapid changes. The traditional style mainly focuses on encouraging personnel activities of a company. It is an unassertive
are the problems they are trying to solve. Thus, the case study chosen is the E-Government initiatives / policy on Government Employee Management System (GEMS) and to be compared to EG-HRMIS Malaysia. According to BAG Network, GEMS is known as the Human Resource Management System (HRMS) Project before. It is an interactive, web-based Human Resource Management System lead by the Public Service Department of the Prime Minister's Office to manage HR functions and operations of the entire Brunei Civil
Institute of Management Technology 2014-2016 Human Resource Management Project Report On HR Process and Policy Study of Mahindra Logistics Limited Submitted To – Submitted By – Prof.: Dr. Arun Prasad Siddharth Dixit 140201156 Sudipto Das 140201163 Suhas R Menon 140201164 Sukant Chaturvedi 140201165 Tanay Singh Rawat 140201167 Tarun Acharya 140201168 Organization Structure As mentioned earlier in the report, Mahindra logistics has around 3400 employees working directly with them
of poor recourse of human management and poor quality of production. Human Resource Management is a managing effectivelyemployee in company. HRM works with employment problems by the law and with the directives of organization. HRM involves many departments in the company like staff hiring, setup performance of management, reentering of staff and change management. Anotherdefinition of HRM involves managing people in widely prospective way, which managing people in good relation between the management
4 I- Introduction: My internship at NDU was at EST Ephrem Makhlouf, specialized in special building materials and waterproofing products. Since 2007, Est Ephrem Makhlouf has provided a wide range of quality products for use in all areas of construction & a wide range of innovative specialty construction chemicals and materials that includes: spacers, PVC water stops, tie rods, clips, chamfers, concrete admixtures and fibers, products for architectural concrete, cement additives, masonry products
ABSTRACT The study is based on Performance Appraisal System implemented in an engineering company named BHOR Engineering Pvt. Ltd. For the financial year 2013-14. KEYWORDS Performance Appraisal‚ PAS‚ BEPL‚ Personnel‚ Assessing Quantity‚ Points of view INTRODUCTION CONCEPT AND CANTEXT OF THE STUDY Appraising the performance of individuals, groups and organizations is a common tice of all societies. While in some instances these appraisals processes are structured and formally sanctioned, in other
Jahangir Siddiqui Jahangir Siddiqui Group is one of the biggest financial services providers of Pakistan. This group is also the 2nd largest shareholder of the insurance company EFU. Jahangir Siddiqui was Pakistani Rags to Riches Business Tycoon, who founded JS group about 5 decades ago. Overview: When most fourteen year old boys were flying kites or playing cricket in their spare time, young Jahangir Siddiqui was busy running his business as a distributor of Coca-Cola in Hyderabad. He also set
Table Content 1 Introduction …………………………………………………………………………. 1 – 3 1.1 Background of Swinburne University 1.2 Overall Organization Chart 1.3 Human Resource Department Organization Chart 2 Human Resource Management of Swinburne University …..…………….………… 4 - 10 2.1 Human Resource Functions ………………………………………….………….. 4 – 8 2.2 Human Resource Issues and Issues Management …………………..…………… 9 - 10 3 Conclusion and Recommendation ………………………………………………….. 11 – 12 4 References …………………………………………………………