HR PORTFOLIO Name: Shanika Jayasooriya Student ID: JASHD13 Lecturer: Mr. Ranjith De Silva Subject: Human Resource Management (MAN2145) Table of Contents 1.0 Research Synopsis 3 2.0 Job Analysis 4 2.1 Importance of Job Analysis 4 2.2 Steps in a Job Analysis 5 2.3 Components of a Job Analysis 6 2.4 Uses of Job Analysis Information 6 3.0 Job Description 8 3.1 Components of a Job Description 8 3.2 Uses of a Job Description 9 3.3 Relationship between Job Analysis and Job Description
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the development of their dealer partners with better facilities‚ better people and better processes. Finally‚ to deliver excellent customer experiences; by ensuring that every contact customers have with the company is enjoyable and memorable Marketing strategy Kia’s marketing strategy is designed to answer two questions; firstly‚ which customers will need to be served? And how value for customers will be created? The first one will be answered through the process of segmentation and targeting
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by Fortune Magazine as the best of the 100 best companies to work for‚” (Book 712) Google seems to be excelling at Human Resources by taking an unconventional route to getting the job done just like their business decisions. One of Google’s methods is to correlate personal traits from employees’ survey answers to actual performance and then using the collected data to screen job candidatesRecently‚ Fortune Magazine released it’s “100 Best Companies to Work For 2007″ and Google’s Mountain View‚ California
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Zoey Abbott A0000140 4DEP The CIPD introduced the HR Professional Map in 2009‚ which set out the new foundations for professional competency in HR and the criteria for new and revised CIPD qualifications. The map highlights 10 professional areas at four different levels and the eight key behaviours HR professionals need to operate. The HR Profession Map sets out the following eight behaviours: 1. Decisive thinker. Able to analyse information quickly and use it to make robust decisions. 2
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THE DETERMINANTS OF THE NUMBER OF HR STAFF IN ORGANISATIONS: THEORY AND EMPIRICAL EVIDENCE JOS VAN OMMEREN CHRIS BREWSTER Cranfield School of Management Cranfield Bedford MK43 0AL UK E-mail: J.Van_Ommeren@cranfield.ac.uk. Tel: + 44 (0) 1234-751122; Fax: + 44 (0) 1234 751276. April 1999 ABSTRACT The current paper develops a range of hypotheses about the determinants of the human resources staff ratios in organisations and tests them using empirical survey data from European organisations
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Human Resource is a very important part of any company regardless of the size of the company. The main purpose of human resource is to hire qualified employees while keeping the cost low yet provide benefits and training to retain those employees to make a company successful. To maintain the standard of a company HR has to face many challenges and come up with strategies to face those challenges. With many changes happening in work area‚ it must be extremely challenging for Human Resource Management
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Practical Table of Contents Introduction of the company: 2 Organisation strategic and organisational plans to determine human resources requirement: 3 Consultation approaches with senior management to identify human resource needs within their area: 4 Options for delivery of human resources services: 4 Methods to ensure option for human resource services comply with legislative requirements and organisation policies: 5 Strategies and action plans for delivery of human resource service:
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The Great Italian Food Company (GIFC) is a family owned business. For the restaurant business to survive‚ it must give attention in providing high quality products and service‚ perform corporate social responsibility and integrity. The GIFC managers have understood that for the restaurant business to succeed‚ in the long run‚ must focus on integrity in relationships with customers‚ employees and business partners. The GIFC is an authentic Italian restaurant‚ so opening up other ethnic restaurants
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Marketing Strategies of Indian Automobile Companies: A Case Study of Maruti Suzuki India Limited Dr.M.A.Lokhande1‚ Vishal Sunil Rana2 1 Prof & Head‚ Dept of Commerce‚ Dr.Babasaheb Ambedkar Marathwada University‚ Aurangabad‚ (M.S) Asst Prof & Head‚ Dept of Business Administration‚ S.S.B.T’s College of Engg & Tech.‚ Jalgaon (M.S) Emails: 1murlidhar_lokhande@yahoo.com‚ 2vishal.rana1980@yahoo.com 2 1 Corresponding Author Abstract— In today’s competitive era the word ‘Strategy’ is very
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rental prices in his locality from an HR head based from the organization’s headquarters in Seattle. The challenges apart from the usual semantic one’s. to manage such an organization with offices or departments spread throughout the globe‚ would be tough if not impossible. Why is this idea so difficult to implement when theoretically it’s logic is so apparent? In a global firm that used this popular slogan on the first page of its annual report‚ one local HR manager commented on its application
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