An Assignment On Comparison between any two Competitive Companies Submitted in partial fulfilment of the requirement For the Award Master of Management Studies Under the Guidance of Prof. Mona Sinha Submitted by:Vailankanni D’souza MMS SEM I Roll no. 12 INTRODUCTION Why Airtel v/s Vodafone The dominant players in India are Airtel‚ Reliance Infocomm‚ Vodafone‚ Idea cellular and BSNL/MTNL but Vodafone drew my attention with its marketing strategy and Airtel with its Innovations and product
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Q Tell me about 4C Mortgage Consultancy Company and when was it established? 4C Mortgage Consultancy is the UAE’s first ISO 9001:2008 certified independent mortgage consultancy based in Dubai‚ UAE since the year 2013. The company is licensed by the Dubai Economic Department and the Real Estate Regulatory Authority as a certified home finance consultancy which proffer‚ professional and reliable financial solution to investors and the end users in the region. We back simple and straightforward process
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invest in employees jeopardize their own success and even survival. In part‚ this practice has lingered for lack of alternatives. Until recently‚ there simply weren’t robust methods for measuring the bottom-line contributions of investments in human capital management (HCM)—things like leadership development‚ job design‚ and knowledge sharing. That’s changed. Over the past decade‚ we have worked with colleagues worldwide to develop a system for assessing HCM‚ predicting organizational performance‚ and
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service that provides a single‚ centralized view of the data that a human resource management (HRM) or human capital management (HCM) group requires for completing human resource (HR) processes. A Human Resources Information System (HRIS) is software or online solution that is used for data entry‚ data tracking and the data information requirements of an organization’s human resources (HR) management‚ payroll and bookkeeping operations. A HRIS is usually offered as a database. 1.1 Hrmis In Malaysia
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HUMAN AND SOCIAL CAPITAL BY: JOSEPH KIOKO REG. NO: D80/61281/2011 DATE: 05/06/2013 LECTURER: PROF. P. O. K’OBONYO Introduction and Definitions: Human capital is defined by the OECD (1998‚ p9) as “the knowledge‚ skills and competences and other attributes embodied in individuals that are relevant to economic activity.” While Duration of schooling and levels of qualification are the standard measures used to measure human capital the OECD itself
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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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* Misconceptions about HR and How to Get Over Them Human resource is a complex‚ multifaceted field that requires professionals to have the ability to juggle priorities and excel at a number of tasks—from the sometimes tedious to the often strategic. It takes knowing what to hone in on and what to delegate‚ staying on top of the latest trends in compensation and always having a finger on the pulse of employee relations. And‚ often‚ with so many misconceptions about HR‚ it involves staying ahead
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CORPORATE LEADERSHIP COUNCIL CLC HUMAN RESOURCES CORPORATE EXECUTIVE BOARD Organization Redesign Workbook A Nine-Step Plan to Optimize Employee Performance Selected Imperatives and Solutions forAlpha Company1 1 January 2012 1 Pseudonym. A FRAMEWORK FOR MEMBER CONVERSATIONS The mission of the Corporate Executive Board is to create revolutionary economic advantage for leaders of the world’s great enterprises by enabling them to act with unparalleled intelligence and confidence
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competition from abroad as their products and services rapidly commoditize. As businesses become more complex‚ so must the HR organizations that support them. The design of the HR department must parallel the many dimensions of the business. If there are multiple products‚ customers‚ geographies‚ or service lines‚ then HR needs to support them all. As a result‚ today’s HR organizations face many of the same dilemmas as the businesses they work with‚ such as how to: 1. Build strong functional/product
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Table of Contents Introduction 2 Organogram Management Level 4 HR at KAC Fashion 5 Recruitment & Selection 6 Recruitment Sources 7 • Advertising 7 • Employee Referrals 8 • Walk-ins and Write-ins 8 Selection 9 Employee Training 10 Process of Identifying Training need 10 Performance Management 13 Incentives and Benefits 15 Labor Management 18 Conclusion 19 Acronyms 20 Bibliography 21 Work Distribution 22 Introduction The total foreign currency Bangladesh earns
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