Introduction to HRM EBB740A05 Practice Exam 1. _______ refers to a company’s ability to maintain and gain market share in its industry. A) Outsourcing B) Competitiveness C) Self-efficacy D) Empowerment 2. A strategic architect is one who: A) develops talent and designs reward systems. B) facilitates change. C) implements workplace policies conducive to work environment. D) recognizes business trends and their impact on the business. 3. All Stakeholders are shareholders. A) True B) False 4. Which
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Title: MANAGEMENT: CURRENT PRACTICES AND NEW Area: HUMAN RESOURCE MANAGEMENT Presenting Author: Prof. Bhavesh B. Pandya. Institute of Business Management and Research (IBMR)‚ Near Asia School‚ Drive-in Road‚ Ahmedabad. E-mail: prof.pandya@yahoo.co.in‚ pandyabhavesh2000@yahoo.com. Theme: The prime objective of HRM is to have highly committed‚ talented‚ and happy workers in organization. There is shifting change in the importance of basic input that requires in business activity. Four
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HR practices in Bangladesh Introduction ▪ Background Bangladesh‚ officially the People’s Republic of Bangladesh is a country in South Asia. It is bordered by India on all sides except for a small border with Burma (Myanmar) to the far southeast and by the Bay of Bengal to the south. Together with the Indian state of West Bengal‚ it makes up the ethno-linguistic region of Bengal. The name Bangladesh means "Country of Bengal" in the official Bengali language. Bangladesh is the eighth most
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In brief: This chapter gives a history of equal opportunity legislation‚ outlines defenses against discrimination allegations‚ gives examples of discriminatory practices‚ describes the EEOC enforcement process and suggests proactive programs. interesting issues: Affirmative Action programs have come under fire in recent years‚ even by some members of protected groups. A very critical issue is whether Affirmative Action represents a "leg up" assistance for those who have been historically discriminated
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Part-1 Introduction Organizational overview: “To provide a stable and gainful source of employment for the under privileged rural artisans‚ lift up the traditional identity and the commitment of quality service” The name of the organization Aarong is a Bangla word. It means “a village fair or market”. Aarong started its journey on the basis of this slogan. Now-a-days it is an established fashion and home décor in Bangladesh. Its’ dedication is to change
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HR practice in Bangladesh is better than the past. In the past‚ HR role was concentrated to hiring firing and letter issuance-dispatching-filing stage. Now it has started to perform more than that. Such as ....Employee motivation‚ Employee development‚ employee retention‚ facilitating organizational development initiatives etc. and thus contributes to the achievement of organizational goals. These value added job has just begun in BD. For a good tomorrow‚ this is a starting point. Employers have
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ijcrb.webs.com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4‚ NO 1 Impact of HR Practices on Employee Job Satisfaction in Public Sector Organizations of Pakistan Muhammad Javed Faculty of Administrative Sciences Air University Islamabad‚ Pakistan Muhammad Rafiq (Corresponding Author) Faculty of Administrative Sciences Air University Islamabad‚ Pakistan Islamabad‚ 44000‚ Federal‚ Pakistan. Maqsood Ahmed Faculty of Administrative Sciences Air University
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Human Resource Management Practices in Infosys INTRODUCTION "Our assets walk out of the door each evening. We have to make sure that they come back the next morning." (Narayana Murthy‚ CEO Infosys). Infosys technology‚ a leading software company based in India‚ was voted as the best employer in the country in many HR surveys in the recent years. The company is well known for its employee friendly HR practices. Though Infosys has grown to become a US $ 2 billion company by the year
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Building the National HR Competency Model: The four pillars of Professionalism By Marius Meyer‚ CEO: SA Board for People Practices (SABPP) Last month we introduced you to the new national HR Competency Model of the SA Board for People Practices (SABPP). As the HR standards-setting and professional body for HR‚ the aim of the model is to set a national standard for HR competence‚ and to provide HR professionals with a common framework for developing the required competencies in meeting the
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is the brief summary of the main findings from the Bloom & Van Reeenen’s consideration for impact of HRM on productivity:- • Increase productivity from incentives both individual & group bonuses. • Increase in productivity because workers are generally attracted to the organizations which offer high incentives. • More efficient when introduced with other complementary features within HRM practices such as team work ‚ group bonuses and firm characteristics such as ICT‚ decentralization etc. • Distortions
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