jeetuhr@yahoo.com‚ jeetyadav86@gmail.com PROFESSIONAL SNAPSHOT An astute professional having over 4.9 year’s experiences in HR‚ Personnel Management‚ Administration etc. and handling a gamut of Human Resource Development functions. Hands on experience of manpower management‚ recruitment involving resume generation‚ screening‚ short-listing with appropriate compensation. Proficient at developing and implementing training programs to enhance the efficiency and motivation level of the employees. Deft
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Considerations for Compensation and Benefits Abstract Compensation is one of the most important considerations perspective employees will make prior to accepting a job offer. For this reason‚ another performance of Human Resource (HR) professionals is the compensation analysis. The focus of the analyst in this position is to use strategy in formulating compensation and benefits packages that are attractive and conducive to maintaining talented employees (Editorial Board‚ 2011). As another critical
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Management Key Terms Management Process The five basic functions of management are: organizing‚ staffing‚ leading‚ and controlling. planning‚ Human Resource Management The staffing functions of the management process. Or‚ the policies and practices needed to carry out the "people" or human resource aspects of a management position‚ including recruiting‚ screening‚ training‚ rewarding‚ and appraising. Authority The right to make decisions‚ to direct the work of others‚ and to give orders
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The General Civil Aviation Authority (GCAA) was established in 1996 by Federal Cabinet Decree (Law 4) to regulate Civil Aviation and provide designated aviation services with emphasis on safety and security and to strengthen the aviation industry within the UAE and its upper airspace. The main office is located in Abu Dhabi and the regional office is located in Dubai to serve the northern Emirates. The GCAA‚ which is the sole authority for the control and regulation of civil aviation in the UAE‚ is
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As I stroll into practice‚ carrying my basketball bag which is overfilled with all of my things. My basketball shoes that smell like sour milk‚ my practice jersey that also has a terrible smell‚ along with my deodorant that smells like amazing smelling boys‚ and my perfume that smells like cherry blossoms. I walk in a rush to the locker room‚ because before every practice we would have to make fifty free throws. The previous day at practice the head coach‚ Coach Schroeder‚ got outrageously mad at
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HR Centre of Excellence HR Models – lessons from best practice Initial desk research October 2009 Nick Holley © Henley Business School 2009 www.henley.reading.ac.uk Contents Introduction The classic HR model Over the last decade a classic model‚ based on the work of Dave Ulrich et al‚ has emerged that has three elements (recently he has added to the model but these three remain the core). We don’t need to go into detail but we will simply highlight these three key elements: business
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Dell ties benefit program design and costs to market median; however‚ "Employee Perceived Value" may be above market. Benefits are appropriate rather than cash compensation when: Required from a legislative or competitive standpoint; More efficient from a tax and risk standpoint to maximize the economic value of the employee’s total compensation; Leveraged buying offers a significant advantage to employees. Taking Time For Yourself - Home Holiday List (DIS) Extended Maternity Leave Maternity Leave
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of AGCO Licensee in Pakistan. The HR Department The HR department of Millat equipment Ltd. is relatively new and consists of a manager‚ deputy manager‚ assistant mangers‚ junior executives and further assistants to junior executives. The structure of department is very vertical and the junior executives have often got to report directly to the Manager HR‚ which bypasses the chain of hierarchy. We interviewed Mr. Shafiq ur Rehman who is the assistant manager HR and has been with Millat Equipment
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resources and learning and development (HR/L&D) within an organisation and the environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. This unit is suitable for persons who: are aspiring to‚ or embarking on‚ a career in HR/L&D are working in the field of HR/L&D in a support role and wish to
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1.2 Explain factors that affect an organisations approach to talent planning: There are obviously many different factors that affect an organistions approach to talent planning. External factors such as the economic environment can have a massive effect in how an organisation resources and retains talent. For example‚ in times of high unemployment it is far easier to attract high levels of talent‚ as there are many unemployed suitable candidates in the job market. Similarly it is easier to
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