Human Resource Planning includes forecasting current and future HR needs through demand and supply forecasts. HR components like recruitment, selection, training, and performance appraisal should be consistent with the organization's structure and strategy. Recruitment develops applicant pools while selection determines qualifications for jobs. Training develops worker abilities and performance appraisal provides feedback to enhance performance. Pay, benefits, and labor relations are also key HR components that reward employees and manage union relationships.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
2. Human Resource Planning
• HR Planning includes all activities managers do
to forecast current and future HR needs.
– Must be done prior to recruitment and selection
– Demand forecasts made by managers estimate the
number & qualifications the firm will need.
– Supply forecasts estimate the availability and
qualifications of current workers and those in the
labor market.
3. HRM Components
– Component should be consistent with the others,
organization structure, and strategy.
• Recruitment: develop a pool of qualified applicants.
– Selection: determine relative qualifications & potential for a
job.
• Training & Development: ongoing process to develop
worker’s abilities and skills.
• Performance appraisal & feedback: provides
information about how to train, motivate, and reward
workers.
– Managers can evaluate and then give feedback to enhance
worker performance.
4. HRM Components
Pay and Benefits: high performing employees should be
rewarded with raises, bonuses.
– Increased pay provides additional incentive.
– Benefits, such as health insurance, reward membership in firm.
Labor relations: managers need an effective relationship
with labor unions that represent workers.
– Unions help establish pay, and working conditions.
If management moves to a decentralized
structure, HRM should be adjusted as well.
5. Recruitment
– External recruiting: managers look outside the firm
for people who have not worked at the firm before.
• Managers advertise in newspapers, hold open houses,
recruit at universities, and on the Internet.
– External recruitment is difficult since many new jobs have
specific skill needs.
– A multi-prong approach to external recruiting works best.
– Internal Recruiting: positions filled within the firm.
• Internal recruiting has several benefits:
– Workers know the firm’s culture, may not have new ideas.
– Managers likely already know the candidates.
– Internal advancement can motivate employees.
6. HRM Planning: Outsourcing
– Outsourcing: managers can decide to contract with
outside workers rather than hiring them.
– Outsourcing is more flexible for the firm.
– Outsourcing often provides human capital at a lower cost.
• Outsource problems: managers lose control over output.
– Outsource contractors are not committed to the firm.
• Unions typically are against outsourcing that has potential
to eliminate member’s jobs.
8. Selection Process
After a pool of applicants are identified, qualifications
related to the job requirements are determined:
• Background Information: includes education, prior
employment, college major, etc.
• Interview: almost all firms use one of two types:
– Structured interview: managers ask each person the same job-
related questions.
– Unstructured interview: held like a normal conversation.
– Usually structured interviews preferred; bias is possible.
• Physical Ability Test: measure strength & endurance.
– Good for physically demanding jobs.
9. Selection Process
Paper & Pencil Tests: Either an ability and personality
test.
– Ability test: assess if applicant has right skills for the job.
– Personality test: seek traits relevant to job performance.
– Be sure test is a good predictor of job performance.
Performance Tests: measure job performance.
– Typing speed test is one example.
– Assessment Center: candidates assessed on job-related activities
over a period of a few days.
References: outside people provide candid information
about candidate.
– Can be hard to get accurate information.
10. Reliability & Validity
– Selection tools must be reliable and valid.
• Reliability: the degree to which the tool measures the
same thing each time it is used.
– Scores should be close for the same person taking the same test
over time.
• Validity: Does the test measure what it is supposed to
measure?
– Example: does a physical ability test really predict the job
performance of a firefighter?
• Managers have an ethical and legal duty to develop good
selection tools.
11. Terms
• Labor Union-an organization with legal
authority to negotiate with the employer on
behalf of employees
• Bonafide Occupational Qualification
(BOQ)-individual characteristics necessary
for performance of job requirements
• Employees Vs Independent Contractors
• Union Shop - must be in the union
12. Training & Development
• Training: teach organizational members how to
perform current jobs.
– Help worker’s acquire skills to perform effectively.
• Development: build worker’s skills to enable them
to take on new duties.
– Training used more often at lower levels of
firm, development is common with managers.
– A Needs Assessment should be taken first to
determine who needs which program and what
topics should be stressed.
13. Types of Development
– Varied Work Experiences: Top managers must build
expertise in many areas.
– Workers identified as possible top managers given many different
tasks.
– Formal Education: tuition reimbursement is
common for managers taking classes for MBA or
similar.
– Long-distance learning can also be used to reduce travel.
Whatever training and development efforts used,
results must be transferred to the workplace.
14. Terms (cont)
• Right-to-work laws - can’t force
membership
• Contrast Error-interviewer bases judgement
of a candidate upon a comparison with
preceding interviewee
• Similarity Error-bias toward a candidate
that is similar to the interviewee
• Situational Interviews-give scenarios to
candidates and judge their responses
15. Job Analysis
• Job Analysis-the act of examining positions
within an organization
• Job Description-narrative explaining the
scope of a position
• Job Characteristics-tasks involved in a
position
• Job Requirements-personal characteristics
necessary to fill a position
16. Performance Appraisal
• Process of evaluating employee
performance
– job related strengths
– development needs
– progress toward goals
– determine ways to improve performance
– Pay an promotion decisions
• More systematic is better, for the most part
17. Performance Appraisal (cont)
• Self Appraisal
• Peer Appraisal
• 360 Degree appraisal
• Central Tendency Error-everyone ranked as
average
• Leniency-individuals are ranked higher than
they deserve
19. Pay and Benefits
– Pay level: how the firm’s pay incentives compare to
other firms in the industry.
– Managers can decide to offer low or high relative wages.
• Pay Structure: clusters jobs into categories based on
importance, skills, and other issues.
– Benefits: Some are required (social security,
workers comp).
– Others (health insurance, day care, and others) are provided
at the employers option.
– Cafeteria-style plan: employee can choose the best mix of
benefits for them. Can be hard to manage.
20. Pay
• Base Wage
– Job Based Pay-paid for the job that is done
– Competency Based Pay-pay is linked to job-
relevant skills, knowledge, and experience
• Incentive Pay-linked to job performance
– can increase motivation
– links employees to firm performance
– works well when employees trust firm
21. Individual Incentives
• Piece-Rate - Pay for each unit of output
• Commissions - Pay from percentage of
sales or profits
• Bonuses - Lump sum payments
• Merit Pay - Permanent increases in base pay
linked to individual’s previous performance
• Seniority - Increases over time
22. Team or Organizational Incentive
• Gain Sharing - teams of employees share in
gains from improvements in productivity or
cost saving measures
• Profit Sharing - A percentage of profits
earned by a department or company
• Stock Ownership
– Options
– Employee Stock Ownership Plans
23. Labor Legislation Timeline
• Pro-Union Legislation (1920’s and 1930’s)
• Union Restriction Legislation (1940’s and
1950’s)
• Equal Employment Legislation (1960’s to
present)
24. Pro-Union/Labor Legislation
• Railway Labor Act 1926
– The fundamental right of workers to engage in
labor organizing activity without fear of
employer retaliation and discrimination
• Avoid service interruptions
• Eliminate Restrictions on joining unions
• Prompt settlement of disputes
• Federal Insurance Contribution Act 1935
– social security contribution by employers
25. Wagner & National Labor
Relations Act 1935
• Restore the equality of bargaining power
arising out of employer’s general denial of
labor of the right to bargain collectively
with them---Granted right to Strike
– Five Unfair Practices Outlawed
• Interference with organizing
• Domination
• Discrimination in hiring
• Discrimination against those filing charges
• Refusal to bargain collectively
26. Fair Labor Standards Act 1938
• Minimum Wage
• Pay for overtime
• Does not cover commission, salary, or tips
27. Union Restriction
• Taft-Hartley Act Labor Management
Relations Act 1947
– Criticized the Wagner Act for its bias towards
unions, limited the constitutional right of free
speech by employers, did not consider unfair
labor practices on the part of unions
• Employees Allowed to refrain from unions
• Closed shop was outlawed and a written agreement
was required for withdrawal of union dues from
paychecks
28. Taft-Hartley (cont)
• Recognition of supervisor unions not
required
• One certification election per year
• Allowed employee initiated decertification
elections
29. Landrum-Griffin Act 1959
• Detailed regulation of internal union
activity
– Control of due increases
– Right to nominate and vote
– Filing of reports with the Secretary of Labor
30. Pro-Individual
• Equal Pay Act 1963
– Men and women must be paid equally when
doing equal work
• requiring similar skill, effort, responsibility, and
conditions
• Equal Pay Vs Comparable Worth
31. Title VII of the Civil Rights Act of
1964
• Prohibits discrimination in all phases of
employment based on race, color, religion,
sex, or national origin.
– Such information can’t be considered in hiring,
firing, promotions, training, or granting raises
– religious discrimination
– EEOC monitors, justice department enforces
32. Individual Rights (cont)
• Age Discrimination Act of 1967
– Protects those over 40
• Occupational and Safety Health Act 1970
– Requires employers to provide a safe and
healthful workplace with adequate protection
against hazards
• Dangerous Equipment
• Chemicals
– Established OSHA
33. Individual Rights (cont)
• Equal Employment Opportunity Act 1972
– EEOC can sue employers in federal court on
behalf of aggrieved individual or class of
people
• Americans with Disabilities Act 1990
– Employers with more than 15 employees can
not discriminate against disabled employees
• Civil Rights Act 1991
– Awards aggrieved employees punitive damages