HR projects

A survey of more than 4,700 executives conducted by The Boston Consulting Group and World Federation of Personnel Management Associations showed that executives consider talent management as the most important human resource challenge. Ways on how companies can address these issues are also presented.

Human resource is the most valuable asset for a company to operate and continue its business activities successfully. Even though a business organisation has other resources such as money, material and machines, its business operations cannot be continued without utilising its human resources efficiently and effectively. Hence, human resource management mainly concentrate on how to plan, organise, direct and monitor human resource of an organization effectively and efficiently by which goals and objectives of the company can be achieved. In general, employees of an organisation should work together to achieve a particular target. It can be seen that human resource is only resource that cannot be fully controlled by an organisation. Thus they have to be used very carefully to get benefits to the organisation while giving benefits to employees. To do so, they should have an efficient and effective communication system so as to coordinate their duties and responsibilities among each and every employee within the organisation. Because of the continuous changes that happen in external and internal business environment, behaviours of employees and technology used to communicate information among employees have been changing over the last years. These changes have created many advantages as well as communication barriers between employees of an organisation in a diversified environment.

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This dissertation contains the findings of a research project that investigated the relationship between employee benefits and employee satisfaction at Google. The performance of an organization highly depends on how motivated the employees are as this directly impacts on the efforts of the employees. Satisfied and motivated employees would put in the right efforts that will help an organization achieve the set objectives and goals. Therefore, this dissertation explores the types of employee benefits at Google, employee satisfaction and the impact of employee satisfaction on the operations of Google. This study has centred on exploratory research process rather than analytical research as the topic under research is itself exploratory. The findings presented are based on exhaustive questionnaires and interviews with 70 respondents being employees and remaining 30 respondents being managers respectively.

The Agile approach proved to be effective in building self-managed software development teams that can quickly respond to rapid changes and adapt to ambiguous and complex business environments with fast-changing requirements. After the pandemic, and as a cause of worldwide lockdown, companies struggled to survive. Most companies started shifting their work processes and environment to handle ambiguity using Agile methods and tools. The company's transition to Agile is usually led by HR, which played an essential role in this change, managing the talent and choosing the best processes to benefit the organization and avoiding other rigid processes and consider them wastes. Some Agile methodologies can add tremendous value to the organizations, while applying other methods can be harmful. Today, companies seek to reinvent their working practices by incorporating the Agile approach to improve flexibility and meet increasingly competitive market demands. This study examines the Agile management role in the HRM environment transformation and its effect on the new reality of adopting technologies in all HRM.

Preface Training Managers Manual strikes a balance between research and real practices. It provides students with a solid background in the fundamentals of training and development such as needs assessment, transfer of training, learning environment design, methods, and evaluation. It provides Training Managers with a solid background in the fundamentals of training and development such as needs assessment, transfer of training, learning environment design, methods, and evaluation. To help employees better understand the relationship between the main elements of the book This edition is updated with new material on coaching in a crisis and leadership for a difficult future. training managers manual is the bible of the industry and very much the definitive work that all coaches stand on. This new edition explains clearly and in-depth how to unlock people s potential to maximize their performance Contains the eponymous GROW model (Goals, Reality, Options, Will), now established as the basis for coaching professionals. Clear, concise, hands-on and reader-friendly, this is a coaching guide written in a coaching style. It digs deep into the roots of coaching, particularly transpersonal psychology, a useful model for personal development and in-depth coaching. There are new coaching questions and fresh chapters on emotional intelligence and high-performance leadership. Whitmore also considers the future of coaching and its role in the transformation of learning and workplace relationships, as well as illustrating how coaching can help in a crisis.

Knowledge management (KM) is the process of capturing, developing, sharing, and effectively using organizational knowledge. It refers to a multidisciplinary approach to achieving organizational objectives by making the best use of knowledge. "Knowledge management is the process of capturing, distributing, and effectively using knowledge." This definition has the virtue of being simple, stark, and to the point. A few years later, the Gartner Group created another second definition of KM, which is perhaps the most frequently cited one (Duhon, 1998): "Knowledge management is a discipline that promotes an integrated approach to identifying, capturing, evaluating, retrieving, and sharing all of an enterprise's information assets. These assets may include databases, documents, policies, procedures, and previously un-captured expertise and experience in individual workers." Both definitions share a very organizational, a very corporate orientation. KM, historically at least, is primarily about managing the knowledge of and in organizations. The operational origin of KM, as the term is understood today, arose within the consulting community and from there the principles of KM were rather rapidly spread by the consulting organizations to other disciplines. The consulting firms quickly realized the potential of the Intranet flavor of the Internet for linking together their own geographically dispersed and knowledge-based organizations. Once having gained expertise in how to take advantage of intranets to connect across their organizations and to share and manage information and knowledge, they then understood that the expertise they had gained was a product that could be sold to other organizations. A new product of course needed a name, and the name chosen, or at least arrived at, was Knowledge Management. The timing was propitious, as the enthusiasm for intellectual capital in the 1980s, had primed the pump for the recognition of information and knowledge as essential assets for any organization.

There has been much literature explored on the concepts of culture and ethnicity in multicultural corporations, and some of it with individual regards to employee training, motivation or performance, very little studies have comprised all these factors together and simultaneously analyzed the interrelationship between them. Thus, the main objectives of this dissertation are to establish and describe how culture and ethnicity affect employee development, how they motivate or demotivate them, and finally, what the consequences on their performance are. An empirical qualitative approach of unstructured interviews and participant observation was used to access the correlation between all the above-mentioned concepts from the perspective of the ​crew of a multicultural corporation. The study further presents and analyses employee feedback and results, and proves that all these dimensions are significantly mutually dependent and closely related.

Due to the Liberalisation, Privatisation and Globalisation policies of the Central Government after 90s gave rise for an open market trend by permitting foreign Direct Investment in the Indian business. In the era of globalisation due to heavy competition among the business organisations, it started spreading its wings from one country to the other. A multinational corporation or worldwide enterprise is an organization that owns or controls production of goods or services in one or more countries other than their home country. The MultiNational companies expanded business in many foreign countries. The first instance of such business is found in East India Company which existed during 1600. The Dutch East India Company was founded on March 20, 1602. The mushroom growth of these foreign companies gave rise to a new Human Resource Practices. The industrial culture has shown importance to the Human Resource as a key factor of production as, other factors such as money; machines and goodwill are used only upon the potentiality of human resource. It has become a challenge for all the MNCs to retain the workforce by implementing proper HR Strategies hence it found to be an interesting area for study. This study analyse human resource strategies followed by top 10 MNCs in India.

Purpose: One of the major areas on HRM is how to develop employees and get the most efficient out of them by retaining employees and reducing an organization's turnover rate. People leave organizations all the times, depending on various reasons that might be personal and out of the control of the employee, and/or either due to conflict of interest or  employees seeking a change in their careers. There are various possible factors of the range of control of the organization. However, it has been observed that organizations can keep their employees longer if they are oriented and well- trained. In this paper, investigation will be on the impact of employees' orientation as a tool towards reducing high turnover rates.

Methodology: Both primary and secondary data were used to gather information for this investigation. The secondary data was obtained from articles, blogs, papers online, and textbooks. The questionnaires were sent to respondents electronically via Google forms. A link was produced: Https://forms.gle/GEgBCklkmlkMXmL9 after the survey was built, it was shared amongst respondents with an attached letter of clarification explaining the process of participation which was on voluntary basis. The survey was opened for a span of one week and within a week 144 surveys were filled and submitted above the benchmark which targeted 100 participates. The targeted audience was a random selection of The Gambia’s workforce, there was no specific organization under reviewed.

Findings: The Statistics of this survey shows that very few numbers of employees stayed with an organization for more than 5 years of employment which indicates a high turnover. Over 73% of the respondents received orientation prior to job engagement with little and/or less information about how to do their jobs. Whereas, over 27% of employees never received any orientation. Results also show that management does not get involved often in ensuring that their newly hired employees understand what-to-do? And how-to-do-their jobs, rather  most employees  ended up learning their jobs by themselves. Finally, this survey recorded 38% for employees’ feedback and 66% of the time management does not respond to staff feedback. Feedback is one of the most ideal ways of improvement but management concentrates less on it. On the side of training and development, 42% of the respondents believe that orientation helps in reducing the rate at which people leave an organization. While 36% feel neutral about this statement and 50% of the respondents believe that orientation helps in retaining employees.

1 Contents
2      Allied Bank Limited 4
3      History 4
3.1 Allied Bank: Public Sector Years (1974-91) 4
3.2 Privatization (1991-2004) 4
3.3 A new beginning (2005-to-date) 5
4      Board of Directors 5
5      Products 5
5.1 Personal Banking 5
5.2 Business Banking 5
5.3 Islamic Banking 5
5.4 Other Services 6
6      Innovation: e-Banking Channels 6
7      Corporate Objective 6
8      Mission Statement 6
9      Vision 2010 and Beyond 6
10    Values 6
10.1 Service Orientation 7
10.2 Trustworthiness 7
10.3 Adaptive to Change 7
10.4 Team Orientation 7
10.5 Commitment 7
10.6 Pride 7
11      Chairman’s Message 7
12      Human Resource Management (HRM) 8
12.1 Role of Human Resource Management 8
12.1.1 Selection: 8
12.1.2 Strategic Planning: 8
12.1.3 Training and Development: 8
13      Job Analysis 8
13.1 Understand the job 9
13.2 Identify Performance Behaviours 9
13.3 Essential Competencies 9
13.4 Identify Target Performance Level 10
13.5 Experience, Education and Training Needed 10
13.6 Special Considerations 11
13.7 Review and Finalize 11
13.8 Using Results 11
14        Recruitment 11
14.1 Criteria for labor 12
14.2 Criteria for executive 12
14.3 Channels of Recruitment 12
14.3.1 External Recruitment 12
14.3.2 Internal Recruitment 13
14.3.3 Rehiring 13
14.3.4 Salary 13
15        Selection 13
15.1 Informal interview 13
15.2 Formal interview 14
16        Employee Orientation 14
16.1 Benefits: 14
16.2.1 Welcome employee to company 14
17        Defining Training & Development: 15
17.1 Training Process 15
18      Training and Development 15
18.1 On the Job Trainings 15
18.2 Off the Job Trainings 16
19      Compensation Management 16
19.1 Rewards 16
19.2 Punishment 17
20      Employee Engagement & Retention 17
20.1 Performance Management 18
21      Pay for Performance 18
21.1 Maslow Hierarchy of Need 18

Many learners underestimate the significance of the project report and make the mistake of thinking that good marks can be scored by simply producing a good layout. This is fundamentally not the case as many projects are graded well below their potential because of an indifferent or poor write-up. In order to acquire the right balance, learner should consider the aim behind making the good project .It provides the opportunity for learner to demonstrate independence and originality, to plan and organize the project work, and to put into practice some of the techniques learners have been taught throughout the course.

Global recruitment can be defined as attracting, sourcing, hiring the best candidates from all around the world. As competition for talent raises, it is highly essential for global organizations to create recruitment strategies that are consistent worldwide. Thus, talent attraction is one of the most important aspects of the global recruitment process in a modern market. Therefore, the list of various factors and challenges that a successful recruiter should consider always expands. Hence, there are numerous strategies, trainings, and recruiter development plans that companies embed into their recruitment and talent attraction methods. The main aim of this research was to investigate various factors and challenges that may arise during global recruitment and talent attraction processes and to provide useful suggestions for the recruitment teams and organizations in general.

Pada artikel kali ini, kita akan memberikan contoh surat lamaran kerja untuk kerja di toko yang bisa Anda gunakan sebagai referensi manakala hendak melamar pekerjaan. Surat lamaran kerja ini tentu akan sangat dibutuhkan bagi Anda yang akan melamar pekerjaan.

The examination analyzed how a reward system has a role in job satisfaction to end up happy with their activity and positions and how extraneous prizes influence representatives. The particular destinations were to decide the company's reward system, to decide the connection between reward system and job satisfaction to distinguish the reward system of the companies. The theoretical literature focused on affective event theory, equity theory, and job characteristics theory. The experimental writing focuses on compensations, rewards, commissions, working conditions, and their impact on worker fulfillment. This study employed a descriptive research design and used a structured questionnaire to gather data—the study's target population comprised 100 employees of small businesses. A sample of 30 employees was selected from the population using a simple random sampling technique. Qualitative data obtained through closed-ended questions were analyzed using SPSS software and percentages and presented by tables and charts. The study found out that the salaries, bonus payment, ordinary commission, and working conditions positively affect satisfaction. The researcher, based on the research findings, concludes that there the reward system plays a vital role in job satisfaction, and there is a direct relationship between extrinsic rewards and employee satisfaction.

This research dissertation seeks to investigate the importance of performance related pay in motivating the employees at Holiday Inn, Sheffield. Performance related pay (PRP) is basically a financial reward given by the organisation to the outstanding employees after evaluating their performance at the workplace. In the present business world, most of the organisations have introduced the concept of PRP with an aim to motivate the employees and achieve the desired targets and organisational goals. Over the last couple of years, there has been substantial growth in terms of using performance pay systems in the business organisations. In this highly competitive business environment due to globalisation, most of the organisations are forced hard to reassess their human resource related strategies and approaches. They are looking for best suitable strategy and approach for obtaining competitive advantage over the others.

Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being. Employee engagement is the level of commitment and involvement an employee has towards their organization and its values

According to a CTHRC online article, in less than twenty years “the potential labour shortage in tourism could reach a staggering 348,000 full-year jobs” (Canadian Tourism Human Resources Council, 2008a, ¶ 1). Women represent the majority of this labour force, and yet the issue of attracting, training, and retaining women as workers with unique needs has not been discussed either provincially or nationally.

Despite the preponderance of women working in this part of the tourism industry, no study has sought to understand ways to increase, or enhance, the participation of women in travel services.

This study attempts to fill a knowledge gap in this area by quantitatively and qualitatively examining the role of women travel services in British Columbia. As a result of a survey with over 250 working British Columbian female travel services professionals, and 26 leaders of both genders in the provincial industry, several key themes were identified and recommendations made relating to achieving a vision of British Columbia’s travel services is a progressive,
inclusive, and flexible career choice. These include having women play an active and strategic role in their travel services careers, providing increased compensation and compensory measures (such as flex time and child care), creating opportunities for women to transition to positions of influence, and implementing provincial programs relating to mentorship.

This study tests the impact of stakeholders perceptions and opinions about the impacts of tourism development and community participation and further to determine their willingness to support rural tourism and marketing strategies using Structural Equation Modeling (SEM). The implications of social exchange theory and stakeholders' theory provide the theoretical underpinning for this study. The study is descriptive in nature, and is based on both quantitative methodology to investigate the relationships between different constructs. The research study used survey questionnaires for quantitative data collection. The study area is a rural tourism spot Karaikudi, Sivaganga District in Tamilnadu, India. Convenience and quota sampling methods were adapted to collect quantitative data from different tourism stakeholders such as government authorities, businesses, residents, tourism faculty and students. The sample size is 320. The data was then analyzed using the statistical package SPSS and model was tested using SEM. The research shows some statistical positive relationship between tourism development impacts people may experience, their desire for more participation in the decision-making process and tourism support. The result helps the rural tourism planners, governments and support organizations in other areas to better evaluate and understand the stakeholders' attitude and perceptions before implementing the project.

Quality of work life (QWL) has assumed increasingly interest and importance in all the countries of the world. It is very significant in the contest of commitment to work, motivation and job performance. Quality of working life offered through the management or organization. Thus quality of working is a concern not only to improve life at work, but also life outside work. The factors affecting QWL are Industrial effectiveness, human resource development,

"QWL refers to the level of satisfaction, motivation, involvement and commitment individuals experience with respect to their lives at work." QWL provides for the balanced relationship among work, non-work and family aspects of life. In other words , family life and social life should not be strained by working hours including overtime work, work during inconvenient hours, business travel, transfers, vacations etc., By analyzing this research, several notable dimensions that influence quality of work life are adequate and fair compensation, welfare measures, social integration, stress at work. The aim of this study is to gain an insight into current working life policies and practices, as well as work life balance issues of employees. This report is formulated after a thorough research and is based on the information given by the company personal and through questionnaire filled by the employees. In due course of our project we have visited the company and interacted with the people concerned. By analyzing this research, we had taken samples from Dharani sugars at Vasudevanallur. The sample size of 110 was taken from employees of Dharani Sugars & Chemicals Ltd. By adopting this research, conveniences sampling are apply to collect the samples. The statistical software SPSS (Statistical Package for Social Science) used to analyze the research. The statistical tools like exploratory factory analysis, Multiple Correspondence Analyses, ANOVA used for research.

This concept paper is written towards the advancement of the strategic partnership between the new recently graduated youth and how they become Economically Empowered for the purposes of capacity building for indigenous business development. Capacity building may generally be described as the strengthening of the abilities of organisations (WB-OED, 2005:6) The main thrust of private partnership proposal between governmental ministries and the business community at large is that the Combination of Capacity building and empowerment is a unique feature with a positive economic benefit resultant that comes out of such relationship(s)/partnerships with the private sector. Graduate Interns offer ANY economy especially third world developing countries an affordable yet valuable resource that can help build an economy.

Tools that help in managing Projects form a part of what is known as Enterprise Software which are a collection of computer programs that have common business applications, tools for modelling how the project or its parts works, and development tools for building applications unique to the organization. These tools are intended to solve an enterprise-wide problem, rather than a departmental problem and improve the projects productivity and efficiency by providing  support functionality. Some of these tools are considered in this paper.

The dissertation focuses on the topic of The Importance of Training Staff in the Modern Workplace Era. It is very important for organisations to acquaint their employees with modern technology and necessary skills and knowledge in their respective fields of work. HR department plays an important role in order to make sure that the quality of training should be provided to all staff member for more efficiently and effectively completion of tasks. In this regards, total 107 respondents’ response were collected through designed 5-likert questionnaire which comprised of 20 questions. The data was analysed in the form of frequencies, mean, maximum, minimum and standard deviation after completion of a ​respective questionnaire. It was found that staff training is one of the major sources that increase the organisation efficiency, quality, marketing, management and all other aspects are linked with organisational performance.

This report presents a proposal for a public voting system to be developed as part of the e-Campus project. This is an important area for development because the opinions of students are pivotal to the future of the university, and such a system can increase awareness of important ...

The concept of workers’ participation represents a popular theme in the analysis of the world of work among scholars in the fields of Industrial Sociology, Industrial Relations as well as Management. Workers’ participation has an important influence in decision-making for organizational effectiveness. It creates a sense of belongingness among the workers as well as friendly environment in which both the management and the workers’ voluntarily contribute to healthy industrial relations. In addition, the denial of workers’ active involvement in decision-making is held to be one of the major causes of the problems which are manifested daily in the work lives of the human resources. 

The main need of this research is to analyze the workers’ participation in management in order to ensure high performance and commitment to the organization’s success. The research confronts the importance of workers’ participation in order to capable of taking fruitful decisions regarding policy making, working conditions, productivity, manufacturing supervision and administration. The benefit of workers’ involvement and commitment in management provides the opportunity to voice their opinions, which can lead to better human resource practices in the organization.

Özet İKY uygulamalarının etkinliği, özellikle kaynak temelli yaklaşımla birlikte insanın temel kaynak olarak öne çıkmasıyla akademik ve uygulamalı yazında daha fazla tartışılmaya başlanmıştır. Bilgiye dayalı ekonomik yapısal gelişmeler, beyaz yakalı çalışanlardan daha fazla beklentiyi beraberinde getirmiştir. Beyaz yakalı ve bilgi işçisi olarak da ifade edilen kas gücü yerine zihin gücünü ve bilgiyi kullanan çalışanların örgüte olan bağlılıkları, örgüt amaçları doğrultusunda gösterdikleri performans ve ekstra çabalar küresel rekabetin yoğunluğunun arttığı günümüzde örgütler ve İKY alanının temel gündem maddeleridir. Bu kapsamda bu çalışma, çeşitli sektörlerden beyaz yakalı çalışanların hali hazırda çalışmakta oldukları örgütte fonksiyonel olan İKY uygulamalarının etkinliğini değerlendirmeleri ve bunun yanı sıra İKY'den ne tür beklentiler içerisinde olduklarının sorgulanması amacını taşımaktadır. Ayrıca çalışanların demografik profilleri açısından İKY uygulamalarında algısal açıdan bir farklılık gösterip göstermediği belirlenerek, bunun sonucuna göre İKY politikaları açısından ne gibi farklı uygulamalar takip edilmesi konusunda fikir vermek amaçlanmaktadır. Abstract The effectiveness of HRM practices has begun to be discussed more and more in academic and practical writing, with the emphasis on human as a fundamental resource, especially with the resource-based approach. Economic structural developments based on information brought more expectation from white-collar workers. Instead of muscular power, which is also referred to as information workers, white-collar workers and informed loyalties, the performance they demonstrate in terms 1 Bu makale Meryem Aybas'ın doktora tezinden üretilmiştir.

Summary
1. Organization of "staffing comprehensive information security organization" is considered in the top five levels of the organization to ensure the safety of the system by means of "the reliability of cognitive functions" personla, which is the result of the development of professional, corporate and organizational culture of the organization; the result of the reliability of the personal safety of personnel systems and awareness of the organization's mission staff in relation to the state and national interests (which is the basis of loyalty and trustworthiness of staff).
2. From the perspective of cognitive psychology, neuropsychology and neyromenedzhmenta, creating reliability of cognitive functions of personnel through the development of organizational culture and human resources to ensure the safety of the system corresponds to the development of the left, "male", the logical hemisphere of the human brain. This is a vertical control circuit reliability HR - in the form of staff loyalty.
    3. From the standpoint of neyromenedzhmenta, cognitive psychology and neuropsychology creation reliability of cognitive functions through the development of corporate culture of the human resource (HR) systems to ensure the safety of the right corresponds to the development, emotional, "Women's" human brain is the basis for the formation of loyalty of personnel, the development of civil society (social institutions) in the organization or the state.
This "horizontal contour" reliability management
    4. Cooperation and development of organizational maturity and corporate culture provide reliable management and provision of personnel reliability in safety systems, just as is the case with the bilateral regulation of behavior and operation of the human brain, which mechanisms are considered in the works BG Ananiev and his followers.
Maturity and the interaction of these two HR control loops, define, respectively, the sixth and seventh level of reliability of the human resource in the security systems and HR in the organization (trustworthiness and loyalty of staff), on which work is expected to consider in the section
5. Cognitive behavior therapy and therapy "awareness" are the most effective approaches to improve the reliability of human cognitive functions in safety systems.
And the higher the level of professionalism of the staff and the level of the head, so as practice shows, are efficient and effective, these approaches (which is planned to demonstrate at the section - in the prevention of stress, occupational health psychology, health management)