Cover pg 1 Symposium on “Best HR Practices in India” April 16th & 17th 2012‚ HPCL Management Development Institute‚ Nigdi‚ Pune Organized By Training & Balanced Scorecard Department‚ HPCL Symposium Director : Mr. Ashis Sen‚ DGM-Training & Balanced Scorecard‚ HPCL inside pg 1 Business growth is no longer unidirectional. It has become multi-polar and is growing simultaneously along many paradigms. This has caused intricate complexities in the field of business which rules out
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to examine how they approach their chronically poor performing employees. The hedgehog concept helped GUH ignore everything except what worked toward their goals. The flywheel element means the solution is not one large sweeping change but many small incremental changes to achieve the desired result. The L5L methodology forced GUH to ask the tough questions and face the brutal facts of what is not working in their organization. The article covered a several year process of lessons learned and trial
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Coercive Power DEFINITION: “A form of influence through which the employee obeys‚ but only because of the presence of threats” (Satterlee‚ 2009‚ p. 111). SUMMARY: The article I chose was “The intersection of power‚ trust and supplier network size: implications for supplier performance‚” by Bryan Ashenbaum and Regis Terpend (2012). The article examines the intersecting effects of power‚ trust and supplier network size on the five dimensions of supplier performance. The five dimensions are delivery
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10/02/13 Defining Requirements: After analyzing your data and findings from research‚ you have a description of the world as it is today. Now—think about the future: what your product/service needs to do to succeed. Requirements! Problem with Requirements Can’t be gathered Not features‚ because they specify needs‚ not solutions. Not specifications Generating Effective Requirements Sources of requirements: Customer personas‚ brainstorming‚ Stakeholders‚ External influences Types
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Employee Relations Emerald Article: Recruitment in small firms: Processes‚ methods and problems Marilyn Carroll‚ Mick Marchington‚ Jill Earnshaw‚ Stephen Taylor Article information: To cite this document: Marilyn Carroll‚ Mick Marchington‚ Jill Earnshaw‚ Stephen Taylor‚ (1999)‚"Recruitment in small firms: Processes‚ methods and problems"‚ Employee Relations‚ Vol. 21 Iss: 3 pp. 236 - 250 Permanent link to this document: http://dx.doi.org/10.1108/01425459910273080 Downloaded on: 28-11-2012
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NATIONAL HUMAN RESOURCE DEVELOPMENT IN THE DEVELOPING WORLD: THE REPUBLIC OF KAZAKHSTAN A Thesis by MADINA KENZHEGARANOVA Submitted to the Office of Graduate Studies of Texas A&M University in partial fulfillment of the requirements for the degree of MASTER OF SCIENCE May 2008 Major Subject: Educational Human Resource Development NATIONAL HUMAN RESOURCE DEVELOPMENT IN THE DEVELOPING WORLD: THE REPUBLIC OF KAZAKHSTAN A Thesis by MADINA KENZHEGARANOVA Submitted to the
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state of flux to create equilibrium within the self. The Id was entirely is entirely unconscious and only concerned with the satisfaction of primal needs. The ego is the part of the psyche that is in contact with the external world. It stands for reason and good sense as well as controlling voluntary functions such as movement. The Superego is like a secret police department that serves as judge or censor over the activities and thoughts of the ego. I do feel that Freud’s theory has some practical
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I. INTRODUCTION 1.1 JOB SATISFACTION Job satisfaction describes how content an individual is with his or her job. The happier people are within their job‚ the more satisfied they are said to be. Logic would dictate that the most satisfied (“happy”) workers should be the best performers and vice versa. This is called the "happy worker" hypothesis. However‚ this hypothesis is not well supported‚ as job satisfaction is not the same as motivation or aptitude‚ although they may
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Chapter 1 Starting up a Proprietorship Proprietorship-an unincorporated business owned by one individual Easy to start Three advantages o Easily and inexpensively formed o Few government regulations o Its income is not subject to public taxation Three limitations o May be difficult for them to obtain capital needed for growth o Proprietor has unlimited personal liability o Life of a proprietorship is limited to the life of the founder Used primarily for small businesses Only account for
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E-HR Implementation and Change Process Muhammad Saif ul Haq Muhammad Saad Muhammad Hamad Ayaz Saif_paf@hotmail.com joinsaad@yahoo.com hummad@ymail.com Abstract This paper presents the current picture of HR practices in the telecommunication industry in Pakistan and the need of the transformation from traditional HR practices to the latest e-HR practices. This paper discusses the factors which could support the change process related to the implementation of e-HR
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