ROLE OF HUMAN RESOURCE MANAGEMENT IN CORPORATE SOCIAL RESPONSIBILITY RESEARCH TOPIC ROLE OF HUMAN RESOURCE MANAGEMENT IN CORPORATE SOCIAL RESPONSIBILITY INSTITUTE LIAQUAT COLLEGE OF MANAGEMENT AND SCIENCES SUBMITTED TO KARACHI UNIVERSITY SUBMITTED BY SYED ARSALAN IMAM SUPERVISED BY SIR ZEESHAN BABER CLASS BS VIII COURSE TITLE PROJECT REPORT COURSE NUMBER BA (H)-622 ACKNOWLEDGEMENT I offer my humblest thanks to ALMIGHTY ALLAH‚ The most Beneficent and the Most
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The importance of Human resource Assignment 1 Human resource is the set of individuals who make up the workforce of an organization and crucial for the success of the organization. Human resource is the most valuable asset to any organization and huge investment is made for the development to enhance the value. Organizations are comprised of three types of major assets that are needful to an organization’s ability to produce goods and services‚ namely‚ Financial assets‚ Physical assets and Intangible
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As society changes HR-Departments are confronted with a decline in population‚ a steady decline in working population‚ lower birth rates and longer life expectancies. As effect they have to cope with decreasing manpower and certain shortages of labour as well as aging workforces. To secure the companies’ competitive advantage and output capabilities and to vanquish these issues Demographic Management has to be positioned as a strategic objective within the companies. At present HR-Departments do
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You work in a small but growing medical billing software company and had just been promoted to your first management position. You are the sales team manager. Bob and Mary are two of your sales people‚ and they have not been performing over the past 6-8 months. You know something must be done. Bob has been with the company for about 12 months. He started out enthusiastically with strong sales during the first six months of his employment‚ but his enthusiasm is not what it what it was and his Sales
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| |FTH105 Travel‚ Tourism & Hospitality Human Resources | |Assignment title | |Travel‚ Tourism & Hospitality Human Resources | |Lecture/Tutor
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system to manage every expatriate. However‚ people in different position or level will have different performance management. Expatriates in higher level will enjoy more room to make their decision and more emphasize on the long-term goals. Middle managers need to perform based on the local manager’s need and more focus on the short-term‚ local relatively goals. At last‚ Business establisher expatriates and customer-project expatriate’s performance management oblige to relate to their assignments.
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CASE APPLICATION – YA KUN KAYA TOAST Question 1: How would you forecast the manpower needs of Ya Kun? Ya Kun can forecast their manpower by using trend analysis‚ ratio analysis‚ scatter plot and computerized system. The personnel can use either one of these method of finding new recruitment. Based on trend analysis‚ Ya Kun find new recruit by using their past experienced which means that they can provide an initial estimate of future staffing needs‚ but employment levels rarely depend
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HUMAN RESOURCE MANAGEMENT Case 1 FUN AT HITECH 1 ANWS:- According to my view I feel Employee referral hires have greater job satisfaction and stay longer at companies. It’s has the highest applicant to hire conversion rate. Sales persons are the most hired position from employee referrals. Inexpensive sourcing method. Employee referral program can cut down recruitment time. Successful referrals tend to generate other successful referrals. 2 ANWS In this case study fun at work has
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Final Project HRM 215 Securing Human Resources The organization I chose for the employment staffing function is Jamaica Hospital in Queens New York‚ NY. The job holder I chose for the position is Tiana Masko‚ her job title is assistant learning director. I chose her for my interview‚ because she is my cousin and she has been Human Resources for 11 years. I also chose her because she was here to attend the funeral for our family member.She has been in the position for Jamaica Hospital for
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1. Why is internal alignment an important policy in a strategic perspective of compensation? Internal alignment refers to the pay relationships among jobs/skills/competencies within a single organization‚ and it affects employees‚ managers and employers. The relationships form a pay structure that should support the organization strategy‚ support the work flow‚ and motivate behavior toward organization objective. The potential consequences of internal pay structures are vital to organizations and
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