Ajeet Singh H.N.-100/4‚Hans Enclave‚ Near Rajiv Chowk‚ Gurgaon. Mobile No.: 08527814196‚ 09549053795 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
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External assessment Political‚ governmental and legal forces: * Political forces As the current situation in Egypt is not stable and there is a lot of political issues that affect directly the business in Egypt‚ also the revolution and the security instability‚ and the decline in the Egyptian pound price which affect negatively the prices in Egypt all of this is a threat for the center as the customer numbers decline and the prices become higher‚ and it becomes difficult to forecast the
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Analytical report: The Value of HR analytics in HR development Introduction The following report will begin by analysing the role that Human Resource (HR) analytics and Human Resource Management Systems (HRIMS) must have in order to assist HR in the shift from being an administrative and compliance based focus to becoming a much more strategically focussed and valued business resource. Towards doing this‚ we will first take a look at the purpose and benefits of HR metrics and then continue to discuss
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* The External Analysis examines opportunities and threats that exist in the environment. It shows to management the opportunities to favorable conditions in the environment that could produce rewards for the organization if acted properly. * An organization provides a means of using individual strengths within a group to achieve more than can be accomplished by the aggregate efforts of group members working individually. An organization relates to external analysis because it needs it
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4.2 External Factors External factors are a number of influencing factors which are not controlled by the company but will impact pricing decisions. It includes of legal‚ consumer trends‚ technological‚ and competitors. Our company focuses on technological and competitor as external factors that influencing price setting on matcha collagen biscuits. 4.2.1 Competitor Competition factors can look into three areas which are monopoly competition‚ perfect competition and oligopoly competition. Monopolistic
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trends; what’s hot this year can easily fizzle out by next year. Political environments and many other external factors play a role in what trends are hot in business and human resources. We will look at the sectors of training‚ performance management and career management. Within each sector‚ we will look at current trends in the industry and finish by looking at what is the largest trend to impact Interactions Marketing. Training We will first look at training and discuss three specific trends that
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generally but with specific reference to ‘professionalism’ within the HR function? What improvements could you make? The term professional‚ like many words and concepts has many different dimensions and the meaning of which has changed over time. One definition might be getting paid to complete a specific set of specialised tasks. Another might be an uncompromising commitment to performing at the highest level at all times. Yet another could be displaying a polite‚ considerate and generally businesslike
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hired only based on their skills. “We have worked for years to get to this point. We have a very heated‚ potentially dangerous operation on the ramp. There is a lot of stress when the plane is on the ground. Inevitably some conflict will arise. If something happens out of the ordinary‚ if you feel someone didn’t handle something correctly‚ you fill out a report. We got so many reports after a while we added a line. ‘If it involved a Southwest employee‚ have you discussed it with him or her?’ If we
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HR Structure Designing and communicating a HR structure that best serves the needs of an organization includes a strategy that defines the purpose and determines which principles of the structure are most critical for success. The HR structure should be structurally aligned with the organization structure of the business. This paper will review the current structure of my organization and a design of a new structure for our HR department which I will apply Christensen’s advice on designing
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enterprises through three models——a functional model‚ a strategic planning model and the multiple constituency model. Discussion ·The Functions of HRM Human resource management is a system serving organizational strategy. It works usually following a few steps：“Strategic analysis → Job analysis → HR planning→ Recruiting→ Selection →Orientation → Performance appraisal → Rewarding → Training”. According to the enterprises’ position requirements‚ those steps above help HR select right and appropriate
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