Chapter 1: Understand the Difference between Personnel Management and Human Resource Management Al Asmars Scrap Co L.L.C The company founded at April 1985, founder Tariq Aziz Uh Rehmen, who is former employee of other company that made him decide to run a new business which is scrap business specializing heavy vehicles, trucks and all type of metals. Their mission is to provide good and fast customer service that will satisfied the costumer. It’s located in Industrial Area # 2, Sharjah Landmark
Need for the study Biomedical waste word is applied to waste generated during the diagnosis, treatment or immunization of human beings or animals or in the production or testing of biologicals1. Biomedical waste has been categorized as general waste, pathological waste, radioactive waste, chemical waste, infectious waste, sharps and pharmaceutical waste16. In country like India, where there is big and complex health care system, varied economy, private and Government hospitals working together, while
Activities also include managing the approach to employee benefits and compensation, employee records and personnel policies. Usually, small businesses (for-profit or non-profit) have to carry out these activities themselves because they cannot yet afford part or full-time help. However, they should always ensure that employees have – and are aware of – personnel policies which conform to current regulations. These policies are often in the form of employee manuals which all employees
Howard (1992) stresses how essential it is that the communications director reports directly to the top management. Bowman and Ellis (1969) confirm that the communications director should have a core role in the management structure. Their view is that the particular knowledge and skills of the practitioner justify his place at the decision making table. Lauzen (1995) suggests that the exclusion of communication practitioners from this decision-making process reduces corporate communications to
critique of the methodologies used in studies investigating communication channels in the book publishing industry Mbengei (2001), set out to investigate the kind of information publishing personnel looks for. He gathered his data through personal interviews with forty two (42) employees of firms dealing with publishing, observation and secondary sources of data such as documents to gather information. The study established that information needs of publishing personnel included the following: information
services in response to acute and chronic conditions arising from diseases as well as injuries and genetic abnormalities. With all these various services, hospitals have been able to generate essential information for research, expertise, education and management. (World health Organization. 2016) According to Farlex 2012, the hospital is an institution for the treatment, care, and
to be collected from secondary sources such as magazines, articles, reports, budgets, newspaper etc to highlight the problems and findings of the study done by various research and business professionals to understand the significance of the training in the companies. The objectives of the proposed topic have to be formulated based on the previous study by the research professionals. Approximately ten to fifteen reviews are to be collected and presented in my project report. “People are definitely
Institute of Personnel and Development, London. Buckley, R. & Caple, J. (1995) ‘A Systematic Approach to Training’, in The Theory and Practice of Training, Kogan Page, London. Chiu, W., Thompson, D., Wai-ming Mak, Lo, K.L. (1997) ‘Re-thinking Training Needs Analysis: A Proposed Framework for Literature Review’, Personnel Review, Vol. 28, No. 1/2. pp77-90. CLMS (1995) ‘Intervening in the Social Processes of an Organization’ Reading 12, MSc in Training and Human Resource Management, M2 U1, pp137-140
ensure the following benefits. 1. The work involved in formulating HR Polices requires that the management give deep thought to the basic needs of both organization and the employees. 2. Established Policies ensure consistent treatment of all personnel throughout the organization, favourism and discrimination are, thereby minimized. 3. Continuity of action is assured even though top-management personnel change. 4. Policies serve as a standard of performance. 5. Sound Policies help build employee motivation
With the globalization, the incidences of downsizing practice have increased across economies to deal with the requirements of increasing competition. The initial concept of downsizing was tried in economies like US during the 1990s to deal with the Japanese competition. These organizations, even introduced the concept of temporary work contracts (Littler, 2000). These strategies later became one of the major intervention strategy for organizational change across the economies. (French & Bell