1. | Executive Summary | 2 | 2. | Introduction | 3 | 3. | Human Resource Department of PTCL | 4 | 4. | The objectives of the HR department at PTCL | 6 | 5. | Human Resource Initiatives | 7 | 6. | Format of Job Description | 8 | 7. | HR Planning & Working | 9 | 8. | Recruitment Policy | 10 | 9. | Recruitment and Selection Process in PTCL | 11 | 10. | Training and Development | 16 | 11. | Performance Appraisal
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(outsouring etc.) Work Flow Design and an Organization’s structure * If structure strongly based on functions workers have low authority and work alone on highly specialized jobs. * Managing a division requires more skills than managing a function * HR managers need to design jobs that fit with the structure not only in the job itself Job Analysis * Process of getting detailed info about a job Job descriptions * List of tasks duties and responsibilities (TDRs)> shows how well candidate fits
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Microsoft’s HR Strategy – An Analysis HR Planning Report Jyoti Priyadarshini 805803145 Preview ____________________________________________________________ _______________ 1 Elements of Effective HR Strategy ____________________________________________________________ _ 2 Microsoft: Knowledge Fuel of the Technology World_______________________________________ 2 HR Strategy at Microsoft ____________________________________________________________ _ 3 Recruitment
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Alex Wyllie Dr. Bassett IB English HL October 4 2008 The Pricking Thorns of Misplaced Love In Annie Proulx’s The Shipping News the main character Quoyle is constantly plagued by the ill placed love and vision of his wretched late wife. Quoyle is introduced and characterized as a lame excuse for a man who “survives” through parts of his life (Proulx 1). From the beginning of his life both his father and brother view him as a “failure” (Proulx 2). These two being the only two family
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and ensuring that they perform to expectation. Besides‚ the Human Resource Department also clarifies and sets day to day goals for the organisation. It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company. (Handy‚ 1999) Research has shown that the human aspect of resources within an organisation contributes approximately eighty percent of the organization’s value. This implies that if people are not managed properly
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have great impacts onorganizations respective to human resource (HR) function behaviors. These impactsknow as globalization‚ increasing customer’s expectations‚ transparent market‚ andhuman resource management (HRM) provides possibilities to make organizations morehealthy and competitive. Where the firm may focus on cost for employee compensationand make conclusions on share services or outsourcings.We can say that‚ the function of HR units offers and increases some potential of organizations structure and some of human capital
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in the briefings may not totally reflect the companies’ opinions‚ reader discretion is advised. Soft Drinks 467 billion litres Bottled Water 192 billion litres Carbonates 160 billion litres Fruit/ Vegetable Juice 61 billion litres RTD Coffee 4 billion litres RTD Tea 30 billion litres Sports and Energy Drinks 15 billion litres Asian Speciality Drinks 22 billion litres The Coca-Cola Company‚ the world’s leading soft drinks company‚ has a stated aim to double its size over the
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and low-level employees the importance of creating a diverse workforce to prevent disparate treatment and disparate impact. The second lesson to be learned by the employers is that at the time of hiring they should let candidates know about their policy against discrimination and racism in any form. The third lesson learned from this situation is that to prevent racial discrimination in the workplace employers should trained employees in how to avoid discrimination and racism. Lastly the employer
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interview 3. Inform the respondent that the interview would last not more than 40 minutes Company’s Background 1. Name of the company 2. Organizational Structure 3. Main business activities 4. Date of establishment 5. Number of employees Respondent’s Background 1. Name‚ Age‚ Gender 2. Length o service with the company 3. Position/job title in the company HR Activities – ask the respondent to explain each activity in detail 1. Do they prepare job description and job specification for
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how the HR environment at Dell is managed. Your discussion must cover the following: Linking HRM practices to the company’s business objectives. Designing work that motivates and satisfies the employees as well as maximising customer service quality and productivity. Human Resource Management refers to the policies‚ practices and systems that influence employee’s behaviour‚ attitudes and performances. Nowadays more and more companies are recognising the fact that the key to company success
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