“Analysis of Pakistan steel mill” Subject: Analysis of Pakistani Industries Class ID: 10127 Prepared By 1. Suraj Oad (4344) 2. Zeeshan Khan (4503) 3. M.Talha Atta-us-samad (4502) 4. Sumair hussain (4439) Submitted To: Sir Riaz Ahmed Table of Contents Introduction: 4 Steel 4 Significance of Steel Industry in Economic Growth 4 Steel Recycling 4 Production Process 6 Basic Steelmaking Process: 6 Various Steel melting processes:
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response time and improving decision-making and service to managers & employees. * Most frequent uses include payroll processing‚ maintaining employees’ records and administering benefits programs. * First step in choosing a HRIS is fir HR personnel to evaluate their biggest headache or most time-consuming tasks Challenge 3: Managing change * No change means chance Types of changes * Reactive change- resulting
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Opportunity to join a NAVRATNA Company as Management Trainee (Technical / F&A / HR & Welfare / Corporate Communications) Rectt. Advt. No. : 04/2013 Rashtriya Ispat Nigam Limited - Visakhapatnam Steel Plant (RINL-VSP) is India’s first shore-based integrated Steel Plant built with state-of-the-art technology and is a prime producer of long steel products in the country having extensive market in infrastructure‚ construction‚ automobile‚ electrical and forging industry. With an annual turnover of
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1. What are the challenges faced by Right when the downsizing effort no longer is a popular human resource strategy? a. Currently it does not seem like Right has an alternative plan for providing a service for HR departments other than recommitment. Their sole business is to help business’s manage change mostly due to downsizing. They will have to come up with a new business strategy or downsize themselves. Right seems to have found a market of helping people manage the change that has occurred
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Productivity: HR Forecasting- HR Demand & HR Supply 1. Strategic manpower Planning: p. 51 Strategic manpower planning is a dynamic‚ proactive‚ ongoing process of systematically attracting‚ identifying‚ developing‚ mentoring‚ and retaining employees to support current and future organizational goals. Successful SMP needs--- Must be a team approach not a single act Must have support of senior management Must have line management ownership Be involved in the process with support from HR personnel
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Human Resource (HR) Provision function: is a consecutive process of human resources planning‚ job analysis‚ recruitment‚ selection‚ placement and incorporation. HR Planning The ongoing process of systematic planning is to achieve optimum use of an organization’s most valuable asset - its human resources. The objective of HR planning is to ensure the best fit between employees and jobs‚ while avoiding manpower shortages or surpluses. Sands Corporation would have to look at the three key elements
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Learning from our mistakes is part of being human. It something that we all experience at various periods of our lives and it’s a natural process of learning. For example‚ when one learns a new language‚ It takes time to produce the language correctly and accurately. We can notice many mistakes and errors during practicing and producing a language; but as we identify the mistakes made and learn from it‚ we become more proficient in that language. By comparison‚ in life we all make mistakes as well‚ but
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NATIONAL THERMAL POWER CORPORATION NTPC’People before PLF (Plant Load Factor)’ is the guiding philosophy behind the entire gamut of HR policies at NATIONAL THERMAL POWER CORPORATION. We are strongly committed to the development and growth of all our employees as individuals and not just as employees. We currently employ approximately 26‚000 people at NTPC.Competence building‚ Commitment building‚ Culture building and Systems building are the four building blocks on which our HR systems are based
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Everyone makes mistakes‚ but the important thing is not to make the same mistake twice. Childhood is a time when one learns from their mistakes. In Harper Lee’s To Kill a Mockingbird‚ children learn important life lessons and later‚ start to use these lessons as they grow and mature. First‚ the children learn not to judge others until they have seen and experienced the world from their eyes. Next‚ the children learn how to respect other people’s privacy. Finally‚ they learn what real courage looks
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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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