National Hydro Power Co-Operation of India(nhpc) HUMAN RESOURCE DIVISION RESPONSIBILITIES 1. Formulation of Corporate Personnel Policies. 2. Manpower Planning‚ Career development and re-deployment. 3. Industrial Relations. FUNCTIONS (A) Personnel 1. Formulation of Corporate Personnel Policies & Awards/Rewards. 2. Maintenance of harmonious Industrial Relations. 3. Formulation‚ negotiations and implementation of wage structure. 4. Compliance of Labour
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share options as bonuses and considering the growth of Microsoft in the 1980s to the 1990s‚ all of them essentially became multi millionaires but continued working for Microsoft as essentially volunteers. Microsoft virtually outsourced their reward policy to the stock exchange. Challenges Considering that Microsoft only wanted the top students from the top schools‚ supply was soon to run out as other technology companies like Oracle and Google competed for the same graduates. To make matters
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Somdev Devvarman becomes 2nd Indian after Leander paes to break into the top-100 of ATP rankings‚ reaching a career-high 96th with total points of 540 as on 2nd August 2010 India finishes 2-1 to clinch the bronze medal in the inaugural Asian Women Champions Trophy hockey tournament at Busan‚ South Korea India’s 7th fastest supercomputer at a computation(HPC) cluster 1.5 Tera Byte memory and 30TB storage space cluster capacity ’Annapurna’ was unveiled at the Institute of Mathematical Sciences(IMSc)
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REPORT ON MANAGEMENT PRACTICES OF ‘BANGLALINK’ Course Title: Course Code: Submitted to: Principles of Management MGT-101 Dr. Motaher Hossain Course Instructor(MGT-101) Institute of Business Administration Jahangirnagar University Submitted by: Aniqa Tahsin Anchal(787)‚ Md. Shafaeth Zaman(802)‚ Nafiz Imtiaz Noor(816)‚ Sabiha Sultana(1257)‚ Md. Aftarul Islam(1981) Submission Date: 21st November 2011 INSTITUTE OF BUSINESS ADMINISTRATION JAHANGIRNAGAR UNIVERSITY SAVAR‚ DHAKA
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Term Paper On Recruitment and Selection Process of Banglalink Human Resource Management (MGT 301) Section-03 Submitted To: Prof. Lt.Gen. Aminul karim Professor‚ Brac Business School‚ Brac University Submitted by: (Group-1) Sarzia Sharna‚ ID: 09104090 Syed Najmus Sakib‚ ID: 0910 Manar Mostofa Dewan‚ ID: 0910 Md.Masudul Islam‚ ID: 0910 Raha Tasmeem
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is predicted that there will be around 10 million mobile subscribers in the country by 2006. Middle to higher income citizens has been dominating the mobile customers. Lately the lower income group started joining the club. It was fuelled after Banglalink rocked the market by bundling subscription and handset at Tk1‚ 500 only. Later people became more excited after the launching of Teletalk. AKTEL stunned the market introducing one-second pulse. GP made history with launching EDGE‚ the very first
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first entrant in the market back in 1989 when it was awarded a license to operate cellular. Since then it has been renamed to Pacific Bangladesh Telecom Ltd. and given the Brand name Citycell Digital to its cellular service. Grameen Phone‚ Robi‚ Banglalink‚ Teletalk and Airtel have entered the industry with various changes in between. In the past 4 years the market has more than doubled‚ growing from 1.5 million subscriber in early 2004 to 38.93 million at the end of
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Pakistan as well as in a number of other countries including UAE‚ Saudi Arabia‚ EU‚ Zimbabwe‚ etc. As a leading professional services organization‚ SHMA is engaged in providing consulting services in a diverse range of fields including organization and HR‚ actuarial services‚ financial advisory‚ outsourcing and technology solutions etc. Our clients include national and MNC clients in the public and private sector‚ donor agencies as well as provincial and federal government bodies. Our principal office
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hr policy of coca cola company HUMAN RESOURCE POLICY OF COCA COLA COMPANY HUMAN RESOURCE MANAGEMENT WITHIN COCA COLA Human Resource Management at CocaCola Company has many advantages. It isa global company and it is impossible tocreate certain policies or proceduresapplicable in all divisions of thecompany‚ cultural and politicaldifferences need to be taken into account. JOB ANALYSIS AND DESIGNING Coca cola company HR department has itsown job description and job analysis inwhich they
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EBL HR Policy Manual Contents 1 Recruitment: 3 1.1 Recruitment Process: 3 2 Terms & Conditions of Employment: 3 2.1 Working Hours: 3 2.2 Office Hours during Hartal: 3 2.3 Public Holidays: 4 2.4 Probation: 4 2.5 Confirmation: 4 2.6 Transfer: 5
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