FACULTY OF TECHNOLOGY MANAGEMENT AND BUSINESS ORGANIZATIONAL BEHAVIOR (BPB 20503) GROUP ASSIGNMENT NO | NAME | MATRIC NO | 1. | SUSANTY MARIAH BT KHAIRULNAS | AP100100 | 2. | NOR AMALINA BT AZMI | AP100035 | 3. | SITI HARISAH BT ILMIN | AP100057 | 4. | NORTAJIZATULZUWANA BT MUJI | AP100338 | 5. | ZUHAIRAH ADILAH MD ZUKI | AP100158 | SECTION : 01 SUBMISSION TO : DR. ETA WAHAB 1.0 INTRODUCTION The topic that been selected
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Topic: Compensation Submitted By: Syeda Zunairah Bukhari (10-Arid-1942) Sir: Abdul Latif Barani Institute of Information technology PMAS-Arid Agriculture University Rawalpindi. Definition: Compensation is the total amount of the monetary and non-monetary pay provided to an employee by an employer in return for work performed as required. Compensation is based on: market research about the worth of similar jobs in the marketplace‚ employee contributions and
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CLEAR INPUTS‚ PROCESSES‚ AND OUTPUT 14 1.23. BUSINESS RULES 14 2. SYSTEM ANALYSIS 15 2.1. INTRODUCTION 15 2.2. SYSTEM REQUIREMENT SPECIFICATIONS (SRS) 16 2.2. 1. Use Case Diagram 16 2.2. 2. Use Case Documentation 17 2.2. 3. Sequence Diagram 27 2.2.4. Activity Diagram 37 3. SYSTEM DESIGN 46 3.1. INTRODUCTION 46 3.2. Class diagram 47 3.3. Deployment diagram 48 3.4. Component diagram 49 List of Figure Figure 1 use case diagram 16 Figure 2 Sequence Login form 28 Figure 3 Sequence diagram for Discipline
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and the self setting of goals are also techniques through which an organization can ensure highly motivated employees. Introducing job rotation so that the employees do not get bored of their jobs and increasing employee involvement in management activities where they are also involved in active decision making increases the ownership of the employees and hence the motivation. Introducing variable pay according to the performance of the employee also pays in majority of the cases as long as the goal
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goals. Web-based training Distance learning-based training Cross-cultural diversity training The Training and Development Process Needs analysis Identify job performance skills needed‚ assess prospective trainees skills‚ and develop objectives. Instructional design Produce the training program content‚ including workbooks‚ exercises‚ and activities. Validation Presenting (trying out) the training to a small representative audience. Implement the program Actually training the targeted employee
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HRM Role in Recession The recession is healthy‚ from time to time. The recession helps to stop the businesses‚ which are not bringing value added and the human capital is transferred to more vital businesses at lower costs. In the companies‚ which survive the recession‚ the HRM Role is very important. The recession is very dangerous for the companies. During the times‚ when the business grows dramatically‚ the HRM Function introduces different policies‚ which are focused on spending money. The
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‘analytical HRM’ in the development of HRM theory. (Chapter 1‚ Page 6) Michelle’s Answer: Analytical HRM emphasizes the primary task of HRM scholars which is to build theory and gather empirical data in order to identify and explain ‘the way management actually behaves in organizing work and managing people’. (Emphasizes the importance of developing and building theory based on managers’ actual behaviors in organizing work and managing people in a range of different context.) This approach to HRM has
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various settings‚ including multinational companies and organizations. The activities involved in the HRM function are pervasive throughout the organisation. Line managers typically spend more than 50% of their time for HR activities such as hiring‚ evaluating‚ disciplining and scheduling employees. HRM department helps the organisations with all activities relating to staffing and maintaining an effective workforce. Major HRM responsibilities include work design and job analysis‚ training and development
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HRM Evolution-India Indian experts account growth since 1920 This period related to post I-World War difficult conditions that called for State intervention & Trade Unions. The Royal Commission (1931)- recommended to appoint of Lab-Welfare-Officer for selection of workers & settling grievances The Factories Act‚ 1948- compulsory Welfare officer (workers 500 & 500+) In course of time: Two Professional Bodies set up. IIPM ( Kolkota ) & NILM (Mumbai)‚ premier Traditional Industrial
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Change is essential to organizations especially in times when the environment around the organization is volatile or when in a new environment. Change usually affects three characteristics of an organization. These being individuals working in the organization‚ culture and processes. An organization can use strategic change approach to implement change in the organization or use tactical change approach. Tactical change approach is often used when the change envisioned is only short term.in this
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