Resource Management (HRM) is the functions in an organization that focuses on the recruitment of new employees and it provides directions to the employees who are working in the organization. Human Resource Management can also be performed by the line managers in the organization. Human Resource Management (HRM) in the organization functions it deals with the issues in the organization such as hiring of new employees‚ safety‚ benefits‚ motivation to the employees and provides training to employees. Human
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across multiple‚ global businesses and functions Known for exceptional leadership and management skills aligning human resources vision and strategy to support business goals Reputation for developing productive‚ trusted partnerships with key executives‚ organizational leaders‚ external vendors and providers to drive HR initiatives to achieve strong business results Successfully built and led teams to drive enterprise-wide initiatives in a highly matrixes environment. Functional expertise includes:
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HR INTERVIEW QUESTIONS 1 .TELL ME ABOUT “YOURSELF” ANS. A. HI‚ I AM SRINADHAREDDY‚I AM currently working in achala services‚banglore as test engineer B. I have over 2 years of experience in manual testing of web applications C. I have completed my mca from s.v university ‚ tirupati. D. I have even worked as assistant lecturer in seicom degree college in the department of computer science . E. I am basically from andhra pradesh but settled down in Bangalore. 2. WHY ARE YOU CHANGING
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DEGREE OF ROLE AMBIGUITY AND ROLE CLARITY AMONG THE EMPLOYEES OF MODI MOTORS GROUP IN PARTIAL FULFILLMNT OF THE REQUIREMENTS FOR MASTER IN MANAGEMENT STUDIES (MMS) 2011-2013 ROLL NO. C - 14 SUBMITTED TO DR. V.N. BEDEKAR INSTITUTE OF MANAGEMENT STUDIES‚ THANE Dr. V.N. Bedekar Institute of Management Studies Page 1 STATEMENT BY THE CANDIDATE I wish to state that the work embodied in this Project titled DEGREE OF ROLE AMBIGUITY AND ROLE CLARITY AMONG
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HR 353 Intro to HR Management Case Study 2.1 Pioneers in HR Analytics 1. What are some reasons that more organizations do not implement HR analytics? How would you make the case for adopting HR analytics? HR has not been looked at as a business partner‚ but a separate part of an organization. One reason why more organizations do not implement HR analytics is that this is a resource not yet used by many organizations. A lot of organizations are not aware of the advantage of HR analytic. If human
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Developing Professional Practice 1. Professionalism The Oxford English Dictionary states the following meanings of the word ‘professional’: 1. ‘a person engaged or qualified in a profession’ 2. ‘a person competent or skilled in a particular activity’ In other words‚ an HR professional needs to have the necessary ability‚ knowledge and skills in the field of people management. However‚ that is not enough. One also has to be able to apply them in a consistent manner‚ i.e. one has to be professional
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Which HR Value Chain Elements Go into the Scorecard? Since the primary focus of HR’s strategic role is value creation‚ thinking about HR architecture means taking broad view of HR’s value chain. Just as a corporate scorecard contains both leading and lagging indicators‚ the HR Scorecard must so the same. Of the four HR architecture elements that we recommend including in the Scorecard- High Performance Work System‚ HR system alignment‚ HR efficiency‚ and HR deliverables- the first
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Assignment 7 Chapter 24: 1. When was the first quasar discovered? The first quasar was discovered in the 1950’s. 2. What is the theory of the existence of quasars? In 1965‚ Jim Gunn and Bruce Peterson of Caltech predicted that distant quasars should show evidence of the end of the cosmic dark ages. But until recently‚ no one had ever seen an object distant enough to check their prediction 3. Where can we find quasars and what are the main characteristics? Quasars have little or
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sufficient amount of cash to meet its requirements 4. Inventory turnover ratio The company in year 2013 is converting its inventory into valuable product and selling it more efficiently 5. Inventory Holding Period In year 2013‚ the company has the least inventory holding period ‚ which means that company is managing its inventory in a more efficient way in that year. 6. Fixed assets turnover ratio The ratio is highest in the year 2013. It indicates that company is producing better sales as compared
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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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