References Becker‚ B.E.‚ Huselid‚ M.A. and Ulrich‚ D. (2001). The HR Scorecard: Linking People‚ Strategy‚ and Performance. Cambridge: Harvard Business School Press. Cascio‚ W. (2003). Managing Human Resources: Productivity‚ Quality of Work Life‚ Profits (6th ed.). New York: McGraw-Hill Education. Ehrlich‚ C.J. (1997). Human resource management: a changing script for a changing world. Human Resource Management‚ Vol. 36 No. 1‚ pp. 85-90. Fast Company & Inc. (2013). THE WORLD ’S MOST INNOVATIVE
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“H.R. BUSINESS PARTNERING” HDFC STANDARD LIFE SUBMITTED BY: Kriti Gupta ENROLMENT NO: A7OO6409017 BBA –IVth sem Under guidance of:
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CURRENT HR TRENDS August 1‚ 2011 HRM/552 Abstract The current HR trends will be analyzed to determine the impact on labor unions as a result of outsourcing. The trends in union membership‚ the growth in union membership‚ the process for organizing a labor union to enter a nonunion company‚ the impact the current legal environment has on labor unions and companies‚ the labor movement and the affect of outsourcing‚ the services HR is outsourcing will be evaluated and the effect HR outsourcing
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other companies‚ Pfizer’s HR department experienced problems because the three separate HR departments did not combine into one department. They operated with different policies‚ which created chaos. Intel Corporation was founded in 1968 and is the world’s largest semiconductor company and known for inventing the microprocessor in 1971. The company produces a variety of communications and computing products. They expanded at a fast rate‚ which created problems for the HR department. The department
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Competitive advantage of a company can be generated from human resources (HR) and company performance is influenced by set of effective HR practices. In this study‚ we intended to assess the HR practices in software companies. The project aimed to cover maximum knowledge of the HR practices followed in the organization. What primary factors are considered‚ how data is maintained and finally evaluated and done. Here the HR practices of the company have been explained to understand how the company
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(A) Soft HR treats employees as the most important resource in the business and a source of competitive advantage Employees are treated as individuals and their needs are planned accordingly whereas hard HR treats employees simply as a resource of the business like machinery and buildings. • Soft HR concentrates on the needs of employees; their roles‚ rewards‚ motivation where as hard HR identifies workforce needs of the business and recruits and manages accordingly. • Soft HR Strategic
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No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 Genesis of The Project Background of The Organization Human Resource at Modi Motors Nature & Scope of The Project Rational of The Project Objective of The Project Sampling Hypothesis Research Methodology Analysis of Data Limitations Learning from The Project Suggestions Conclusion Bibliography & References Annexure Content Page No. 5 6 11 12 22 22 23 24 24 26 38 39 42 44 45 46 Dr. V.N. Bedekar Institute of Management Studies Page 3 LIST OF TABLE
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for all corporate America. In 2001‚ Jeff Immelt‚ the company’s new leader was faced with the problem of how to keep this talent machine humming. ________________________________________ In the last half of the 20th century‚ four CEOS made GE’s HR management one of the most successful in the world. Confronted to a strong diversification (due to World War II)‚ Ralph J. Cordiner (1950-1963) implemented a thorough decentralization of the business decisions‚ created the first corporate management
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Executive Summery A department store is defined as a large store selling‚ under one roof‚ but in physically separate departments‚ four or more different classes of consumer goods‚ one of which is women’s and girls’ clothing. Some large departmental store groups like House of Fraser and Debenhams own up to 100 branches and these chains are called multiple department stores. Some departmental stores open their branches around the world and build a large empire. Consumer spending and fashion
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| ROLE OF HR IN MERGERS &ACQUISITIONS | TERM PAPER | | HARSHIT BHATIA | 11PGDMHR22 | Contents DIAGEO- UNITED SPIRITS LIMITED DEAL 3 CONDITIONS TO THE DEAL 3 VALUATIONS 4 LEGAL ADVISORS 5 BENEFITS FOR DIAGEO 6 BENEFITS FOR UNITED SPIRITS 7 POST ACQUISITION MANAGEMENT 8 CONCLUSIVE ANALYSIS 8 DIAGEO- UNITED SPIRITS LIMITED DEAL On 9th November‚ 2012 Vijay Mallya owned United Breweries
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