Volume 5‚ Number 2 Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model Rehman Safdar‚ Pakistan Electronic Media Regulatory Authority (PEMRA)‚ Pakistan Ajmal Waheed‚ Quaid-e-Azam University‚ Pakistan Khattak Hamid Rafiq‚ National University of Modern Languages‚ Pakistan ABSTRACT Researchers have developed a relationship between HRM practices and organizational performance‚ but the relationship between HRM practice like job analysis – employee Job performance remains unexplored
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Commercial banks Types of advances: Advances by commercial banks are made in different forms such as demand loan‚ term loan‚ cash credit‚ overdraft etc. These forms of advances are explained below. 1. Demand Loan:-In a demand loan account‚ the entire amount is paid to the debtor at one time‚ either in cash or by transfer to his savings bank or current account. No subsequent debit is ordinarily allowed except by way of interest‚ incidental charges‚ insurance premiums‚ expenses incurred for the
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6. Explain the Meaning of the term Personality‚ What are the various factors responsible for development of personality. 7. What is Attitude? State it’s Nature. What are its functions? 8. Explain the term “Job Satisfaction”. State its Advantages. Write a note on Job Satisfaction. 9. Define Job Satisfaction. How does it relate to attitude? 10. Explain Eriksson’s stage theories of personality Development. 11. Write Short Notes: a) Organisational Commitment5. b) Dimension of Attitude. 12. Explain the
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Mel Lazo ISDS 7540 – Marketing Analytics Module Dr. Black 7 December 2012 Pilgrim Bank Case Analysis Introduction and Defining the Relationships The business analyst at Pilgrim Bank‚ Alan Green‚ was tasked with guiding the marketing team to a better understanding of customer profitability. With the help of his supervisor and the IT department‚ he has access to an extensive data set of over 30‚000 customers‚ both old and new. Included are continuous variables for Profit‚ Tenure‚ and Satisfaction
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The main achievement of Jyske Bank was their ability to improve quality service and to deliver a service matching perfectly customers’ expectations. The gap model of service quality‚ developed by V.A Zeithmal‚ A. Parasuraman and L.L Berry‚ in Delivering Quality Service: Balancing Customer Perceptions and Expectations‚ will help us to understand how Jyske Bank managed to close the gap between customers’ expectations and perceptions (the customer gap). Briefly‚ the gap model states that an organization
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Bank have the following characteristics which distinguish them from most other commercial enterprises: 1. Security: They have custody of large volumes of monetary items‚ including cash and negotiable instruments‚ whose physical security has to be ensured. This applies to both the storage and the transfer of monetary item and makes banks vulnerable to misappropriation and fraud. They‚ therefore‚ need to establish formal operating procedures‚ well-define limits for individual discretion and rigorous
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BANK OF THE PHILIPPINE ISLANDS Bank of the Philippine Islands (BPI) is that country’s second-largest bank‚ trailing only Metropolitan Bank & Trust. It is also the Philippines’ oldest bank and one of the oldest of all Asian banks. BPI offers a full range of commercial and retail financial services‚ including corporate finance services‚ asset management‚ and brokerage and other financial consulting services. BPI’s retail network includes more than 700 branches throughout the Philippines‚ as well
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organisation‚ its staff and its services‚ and influencing our loyalty to it.” (Wirtz & Johnston‚ 2003‚ p.10) In relevance to the above quote‚ a RATER audit has been conducted on the customer service of the Commonwealth bank of Australia. The Commonwealth bank is the largest bank in Australia and has a leading customer base‚ so new or expert naive customers have a high expectation. Opening a new account can be a good example on how the commonwealth customer service works. Upon entrance to a commonwealth
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Job Evaluation Methods There are three basic methods of job evaluation: (1) ranking‚ (2) classification‚ (3) factor comparison. While many variations of these methods exist in practice‚ the three basic approaches are described here. Ranking Method Perhaps the simplest method of job evaluation is the ranking method. According to this method‚ jobs are arranged from highest to lowest‚ in order of their value or merit to the organization. Jobs also can be arranged according to the relative difficulty
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integrate some of the operational functions‚ but had yet to connect them further. Due to changes in banking regulation‚ the US government had begun cracking down on new rules on financial reporting‚ asset quality‚ and capital requirements for the banks. The government wanted better controls from upper management and the only way First Fidelity could accomplish this was to integrate systems‚ management‚ and combine all eight financial institutions into a more consolidated with less autonomous feel
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