EMPLOYEE PERSONAL DETAILS 1. Name: 2. Designation: 3. Date Of Joining: 4. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 5. Marital status: a) Married b) unmarried 6. Educational Qualification: a)Below HSC b) B.Pharm c.)D.Pharm d) others 6. Years of Experience: a) 0 – 2 years. b) 3 – 5 years. c) 6 – 8 years. d) Above 8 years. 7. Monthly income of the respondents a) Less than 6500 b) 6500-7500 c) 7500-8500 d) Above 8500 RECRUITMENT 1. Which method do you mostly prefer from the following
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What do you believe are the key characteristics of a good performance measurement system? The first key characteristic of a good performance measurement system is that it cares about optimization rather than suboptimization. Under a good performance measurement system‚ an organization is viewed as a whole system which each part interrelated and interdependent. When making decisions‚ employees would take other departments into account and make sure their decisions is good to the whole company
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We could see that this system used by AirAsia is successful as they have been doing really well and improving since year 2001 from first airline in the world to introduce mobile booking‚ to be a public listed company on the Malaysia Stocks Exchange (Bursa Malaysia)‚ after having on 22 November 2004. In line with its growth and expansion plans‚ AirAsia has secured a 175 aircraft commitment with Airbus for its A320s. The 175 aircraft order will place AirAsia as the single largest customer for the
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practically about the Credit Appraisal Process. I would also like to extend my gratitude to Mr. Krishna Kumar Nigam (Chief Manager‚ Allahabad Branch) for giving me an opportunity to join him to know and learn various aspects of the Loans and Advances in the organization. It is my privilege to thank Mr. B. C. Sharma (Industry Guide & Chief Mentor) whose guidance has made me learn and understand the finer and complicated aspects of banking‚ in general and of Credit Appraisal Process‚ in particular. The
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Performance counts sustainability Progress report 2011 CEO STATEMENT Our ApprOACh TO SuSTAiNAbiliTy Programme strategy reporting approach 3 5 7 8 highlighTS 2011 SuppliErS Direct suppliers Indirect suppliers systems and Guidelines stakeholder engagement 9 12 13 14 15 17 ENvirONMENT management Processes Innovation Design marketing Development sourcing own operations sales communication Human resources It 19 20 20 21 22 23 24 27 29 30 30 31 EMplOyEES 2012 MilESTONES pErFOrMANCE supply chain
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How CPALL develop an effective workforce through training and performance appraisal? Organizational and Human Resource Development The Company’s employees‚ especially store employees who have direct contact with customers‚ are very important in providing services to customers‚ creating motivation‚ searching for opportunities to improve strategies‚ as well as developing human resource management processes. Thus‚ the Company has conducted an Employee Relationship Study and expanded the scope
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Quality c) Previous Experience d) Reference e) Self Judgment f) Available assortment 12) Which one attribute you prefer most? a) Quality b) Cost/Price c) Availability 13) Do you know about color bank system? ( Yes ( No. 14) Do you have any experience of this system? ( Yes ( No Name ..................................................................................................................... Address:
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Planning‚ Performance Improvement‚ and Information Systems NAme HCA 340 Instructor Ken Feifer September 1‚ 2012 Planning‚ Performance Improvement‚ and Information Systems Ever since the ending of WWII the distribution of healthcare services within the United States has constantly been changing and will continue to do so. With that‚ our country’s Medicaid and Medicare programs have reached an all-time high percentage and have the largest budget for the healthcare
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- Participatory Rural Appraisal Concepts Methodologies and Techniques Luigi Cavestro 10 October 2003 P.R.A. - Participatory Rural Appraisal 2 INDEX 1. PRA - PARTICIPATORY RURAL APPRAISAL....................................................................... 3 1.1. 1.2. 1.3. 1.4. 2. INTRODUCTION TO PRA. .............................................................................................................. 3 RRA - RAPID RURAL APPRAISAL ......................
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Organizational Climate Questionnaire The organization I work for is enlightened as far as the interpretation for the questionnaire goes. My organization recognizes and rewards the efforts and performances of their employees’ positively. Our reward system has been worked on thoroughly and the end result shows the hard work put into it. My organization is well organized and has clearly defined responsibility and goal. We have high performance standards and there is the utmost support within the
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