Southeast University aims to provide quality higher education at an affordable cost. For recruiting a new Lecturer Manager, the group identified the appropriate source of recruitment as external. The recruitment process they proposed includes identifying a vacancy, preparing job descriptions, advertising the position, and managing responses. The selection process would involve a written test, interviews, decision making, and issuing an appointment letter. While the group worked to prepare a thorough report, they faced some limitations like a lack of time, support from group members, and access to necessary information.
Customer satisfaction of al arafah islami bank ltdSheikh Rakin
This document is an internship report submitted to Daffodil International University on customer satisfaction at Al-Arafah Islami Bank Ltd. It includes an introduction outlining the objectives to evaluate staff service quality, convenient banking hours and customer care. The methodology section describes conducting a survey of 100 customers using a questionnaire on reliability, responsiveness, assurance, empathy and tangibles. The report also acknowledges contributions from supervisors and bank employees who provided support and information.
The document provides background information on National Commerce and Credit Bank Ltd (NCCBL) in Bangladesh. It discusses NCCBL's history, organizational structure, products/services, branches, board of directors, and financial performance. During his internship at NCCBL's Banani branch, the author helped with various general banking activities like opening accounts, processing payments/deposits, providing account balances and closures. He also assisted with other administrative tasks such as file/document arrangement. The objective of the internship was to gain practical banking experience and apply academic knowledge.
Leadership is the process of influencing others towards achieving shared goals. Management involves planning, organizing and directing others' work, while leadership focuses on influencing. There are various leadership styles based on the amount of authority retained by the leader and their emphasis on tasks versus people. These include authoritarian, participative, and free-rein styles. Leadership theories explore traits, behaviors, relationships and situational factors that influence leadership effectiveness. Prominent theories include trait theory, behavioral theory, LMX theory, and contingency theory.
The document discusses performance management systems and their importance in the banking industry. It specifically focuses on analyzing the performance management system at HDFC Bank.
The key points are:
1. Performance management systems help evaluate employee performance against goals and peers, and reward excellence to improve organizational efficiency.
2. HDFC Bank uses management by objectives, graphic rating scales, monthly and annual reviews, and 360 degree feedback as part of its performance management process.
3. Interviews with HR executives and employees at HDFC Bank found that the performance management system helps align individual goals with organizational strategy and informs training to improve performance.
The document discusses organizational structures used by companies. It describes four main types of structures - line, line and staff, matrix, and team. Key factors that influence a company's structure are its size, products/services, and stage of growth. As a company grows, its structure typically becomes more complex, shifting from a line to later stages involving more delegation and collaboration. The roles of the CEO and board of directors in leading the company are also outlined.
This is a 6 month People Management training course of 1+1 'classroom days', with support in between courses, designed to make the learning stick using our unique Sticky Learning® training method.
http://www.makingbusinessmatter.co.uk/training-courses/people-management-course/
The document discusses the key functions of management for nurses, including:
1. Planning, organizing, staffing, directing, coordinating, and controlling. These functions are important for managers in all fields to learn and implement effectively.
2. Specific aspects of each function are described, such as the hierarchy of planning from strategic to tactical to operational levels. Organizing involves establishing objectives and classifying and grouping activities.
3. Staffing provides adequate personnel, directing gets work done through others using techniques like motivating, and coordinating assembles people and activities harmoniously. Controlling regulates activities according to plans.
The document provides details about the intern's experience interning at ATHENA Co., Ltd, including:
1) The intern was assigned tasks in HR, marketing, and assisting the technical manager during the 33 day internship. As the major task, the intern worked as vice manager of the HR department managing interns and helping establish HR solution services.
2) After completing the internship, the intern realized two areas for improvement at ATHENA: employee motivation and balancing customer expectations with experience of services.
3) The intern gained beneficial experiences in communication skills, online marketing knowledge, encouraging others, and recruitment processes from completing varied tasks during the internship.
Customer satisfaction of al arafah islami bank ltdSheikh Rakin
This document is an internship report submitted to Daffodil International University on customer satisfaction at Al-Arafah Islami Bank Ltd. It includes an introduction outlining the objectives to evaluate staff service quality, convenient banking hours and customer care. The methodology section describes conducting a survey of 100 customers using a questionnaire on reliability, responsiveness, assurance, empathy and tangibles. The report also acknowledges contributions from supervisors and bank employees who provided support and information.
The document provides background information on National Commerce and Credit Bank Ltd (NCCBL) in Bangladesh. It discusses NCCBL's history, organizational structure, products/services, branches, board of directors, and financial performance. During his internship at NCCBL's Banani branch, the author helped with various general banking activities like opening accounts, processing payments/deposits, providing account balances and closures. He also assisted with other administrative tasks such as file/document arrangement. The objective of the internship was to gain practical banking experience and apply academic knowledge.
Leadership is the process of influencing others towards achieving shared goals. Management involves planning, organizing and directing others' work, while leadership focuses on influencing. There are various leadership styles based on the amount of authority retained by the leader and their emphasis on tasks versus people. These include authoritarian, participative, and free-rein styles. Leadership theories explore traits, behaviors, relationships and situational factors that influence leadership effectiveness. Prominent theories include trait theory, behavioral theory, LMX theory, and contingency theory.
The document discusses performance management systems and their importance in the banking industry. It specifically focuses on analyzing the performance management system at HDFC Bank.
The key points are:
1. Performance management systems help evaluate employee performance against goals and peers, and reward excellence to improve organizational efficiency.
2. HDFC Bank uses management by objectives, graphic rating scales, monthly and annual reviews, and 360 degree feedback as part of its performance management process.
3. Interviews with HR executives and employees at HDFC Bank found that the performance management system helps align individual goals with organizational strategy and informs training to improve performance.
The document discusses organizational structures used by companies. It describes four main types of structures - line, line and staff, matrix, and team. Key factors that influence a company's structure are its size, products/services, and stage of growth. As a company grows, its structure typically becomes more complex, shifting from a line to later stages involving more delegation and collaboration. The roles of the CEO and board of directors in leading the company are also outlined.
This is a 6 month People Management training course of 1+1 'classroom days', with support in between courses, designed to make the learning stick using our unique Sticky Learning® training method.
http://www.makingbusinessmatter.co.uk/training-courses/people-management-course/
The document discusses the key functions of management for nurses, including:
1. Planning, organizing, staffing, directing, coordinating, and controlling. These functions are important for managers in all fields to learn and implement effectively.
2. Specific aspects of each function are described, such as the hierarchy of planning from strategic to tactical to operational levels. Organizing involves establishing objectives and classifying and grouping activities.
3. Staffing provides adequate personnel, directing gets work done through others using techniques like motivating, and coordinating assembles people and activities harmoniously. Controlling regulates activities according to plans.
The document provides details about the intern's experience interning at ATHENA Co., Ltd, including:
1) The intern was assigned tasks in HR, marketing, and assisting the technical manager during the 33 day internship. As the major task, the intern worked as vice manager of the HR department managing interns and helping establish HR solution services.
2) After completing the internship, the intern realized two areas for improvement at ATHENA: employee motivation and balancing customer expectations with experience of services.
3) The intern gained beneficial experiences in communication skills, online marketing knowledge, encouraging others, and recruitment processes from completing varied tasks during the internship.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
A presentation which discusses the basics of organizational structure. Created as a teaching resource for Organizational Behaviour unit of Pearson HND Business Management Program.
India corporate training market,Business Model in India Corporate Training Ma...Ken Research Pvt ltd.
India Corporate Training Market Forecasts to 2020 - Incremental Allocation of Training Budgets in MSMEs and PPP in Skill Development Initiatives to Propel Growth" which provides a comprehensive analysis of the corporate training market in India. The report covers various aspects such as overall size of India corporate training market, segmentation on the basis of demand from major sectors, training services, industry, mode of learning, training demand from level of employees, major cities, demand for open and customized learning, different learning tools, learning modes, demand from small medium and large organizations, and demand from MNCs and domestic organizations.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Leadership is crucial for organizations and societies to function effectively. True leadership requires having a compelling vision and strategy, communicating it clearly, and motivating others to work towards achieving the vision. While administrators focus on rules and processes, and managers plan and oversee tasks, leaders inspire change and progress by influencing others. Effective leadership is complex and cannot be reduced to any single trait, role, or behavior.
Internship report on productivity and possibality analysis of shahjalal islam...Md. Tohidul Alam
Shahjalal Islami bank Limited is a private commercial bank which is 6th Islamic Shariah based bank in Bangladesh. The Bank started its operation on 10th May 2001, during this period it could improve its image in the society as an Islamic Bank. Now it has 96 branches in Bangladesh. All branches are situated in the highly commercial areas.
As a new bank, Shahjalal Islami Bank Limited has been competing with other private banks where all the banks are adopting different incentive programs to attract the customers. Accordingly, SJIBL is offering different type of deposit scheme bearing highest rate of return. Mudaraba Deposit Scheme, Monthly income scheme and Millionaire Scheme are the most popular offers that are completely new innovation in the banking sector and widely accepted by the clients.
It is observed that the competition of banking sector becomes intensive in the globalization process. Our country has also participated in the race for its existence. Therefore, it becomes obvious for us to increase the field industrialization. SJIBL is playing a vital role in developing industry of the country and putting the national economy competitive with world economy. Developing country like Bangladesh urges a huge amount of investment both in the private and public sectors. SJIBL has been providing a lot of assistances regarding this investment process through its investment and Foreign Exchange Department.
I have tried to incorporate every kinds of relevant information in my report focusing mainly on comparative performance, productivity, growth, profitability of SJIBL. First chapter, the ornaments of the report, is known as the ‘Orientation of the report’ stating the origin of the study. Objectives of the study, methodology of the study, scope of the study and limitation of the study. Second chapter includes theoretical aspects of Shahjalal Bank Limited profile, Objective, Mission and Vision, management. Third chapter includes Opening account requirements, Products and Services. Forth chapter discloses SJIBL findings and analysis. Chapter five Findings, Problems, Recommendation and Appendix
Performance Management And Evaluation for IT Professionals: A Study on GoogleMinhas Kamal
Performance management and evaluation for it professionals: a study on google.
Presented in 2nd year of Bachelor of Science in Software Engineering (BSSE) course at Institute of Information Technology, University of Dhaka (IIT, DU).
The document discusses how leadership is a skill that can be developed, not something someone is born with. It asserts that becoming a great leader is a process involving experience, repetition, and education/training over time. Several quotes are provided supporting this, such as Aristotle saying excellence requires training and habit, and Caesar saying experience is the greatest teacher. It encourages the reader to start their leadership journey and emphasizes that with hard work, anyone can become a leader.
This document outlines an internship report proposal on sustainable financial inclusion and poverty alleviation through smart banking at Bank Asia Ltd. The proposal includes an introduction to the study, literature review, rationale, background of Bank Asia, objectives, methodology, limitations and bibliography. Specifically, it aims to assess financial inclusion modules, identify challenges for Bank Asia, explore poverty elimination, analyze Bank Asia's performance, and make recommendations to improve alternative delivery channels. The research will use both primary data from bank observations and secondary data from annual reports and websites.
The document is an internship report submitted by Samia Afrin to her senior lecturer, Mahtab Faruqui, about her internship at Southeast Bank Limited's Motijheel branch. The report discusses Samia's 3-month internship experience from June to September 2013, during which she studied the general banking activities at the Motijheel branch. The report includes an introduction, overview of Southeast Bank, discussion of general banking activities observed at the branch like account opening, clearing, accounts management and cash operations. It also shares Samia's experience and observations during her internship.
A Study on Effectiveness of Performance Appraisal of EmployeesProjects Kart
Appraising the performance of the individual, groups and organization is a common practice of all societies. While in some instance these appraisal processes are structured and formally sanctioned, in other instances they are an integral and informal part of daily activities. The teacher evaluates the performance of student, banker evaluates the performance of creditors, parents evaluate the performance of their children and all of unconsciously or unconsciously evaluate our own action from time to time. In social interaction, performance evaluation is done in a haphazard an often unsystematic way. But in organization formal programs of evaluating employee and managerial performance-conducted in a systematic and planned manner have achieved popularity in recent years.
This document provides information about an accounting internship. It defines accounting as identifying, measuring, and communicating financial information about an entity. The course objective is to familiarize students with academic and career opportunities in accounting. The internship is 2.5 months long, 272 hours spent at a company with a maximum of 3 students. Students will develop skills in time management, accounting software, communication, problem solving, and understanding accounting rules and procedures. Pros are hands-on experience and working with different teams, while cons are interns are not equal staff and may do menial tasks instead of practicing their specialty.
The document discusses the importance of training and development in the banking sector of Bangladesh. It provides details on the types of training programs conducted at Dhaka Bank, including orientation for new employees, on-the-job training, and off-the-job classroom or lecture-based training to improve employee performance. It emphasizes that regular training is needed to equip employees with new skills and knowledge to adapt to changes in banking and meet organizational goals.
KMML is a state-owned company located in Kerala that produces titanium dioxide and other mineral products. It has a worldwide reputation as a socially responsible and eco-friendly company. KMML was established in 1967 to process mineral deposits found along the coast of Kerala. It is fully owned by the Kerala government and has around 2000 employees. The company has a long history dating back to 1909 when German scientist first discovered mineral deposits in the region.
The document outlines the concepts of Blue Ocean Leadership (BOL), which is a systematic approach to enhance leadership practices that maximize untapped talent and energy in organizations. It discusses the four pillars of BOL, which include focusing on leadership acts and activities, connecting leadership to realities by engaging employees, distributing leadership across management levels, and pursuing high impact activities at low cost. It then provides details on how to analyze the current leadership reality, develop alternative leadership profiles, select new profiles, and institutionalize new leadership practices. The document uses examples from a pilot project implementing BOL in the Malaysian civil service to transform leadership approaches.
This document discusses the fundamentals of organizing, including its nature, importance, and process. It defines organizing as identifying and grouping work to be performed, defining responsibilities, and establishing relationships to enable efficient work. Organizing involves differentiating and integrating units through specialized tasks and coordination. An effective organization has groups working toward common objectives through divided work and cooperation, with central authority, communication, rules, and a dynamic structure. Organizing is important as it facilitates administration, encourages growth and innovation, optimizes technology use, and ensures continuity through coordination. The process of organizing involves identifying activities, grouping them, assigning duties, and delegating appropriate authority.
The document provides an introduction to performance management, including its history, definitions, aims, principles, benefits and the performance management system process. It discusses factors that affect performance and characteristics of an ideal performance management system. The document also covers performance review techniques and tips for successful performance reviews.
Directing And Controlling-Foundation Course Semester 4- Prof. Karishma ShettyKarishmaShetty16
The document discusses directing and leadership as important functions of management. It defines directing as determining the course of action, issuing instructions, and providing guidance to subordinates. Leadership is defined as influencing subordinates to work with confidence and zeal towards mutual objectives. The document outlines various principles of directing like unity of command and effective communication. It also describes traits of effective leaders like self-confidence, initiative, and empathy. Additionally, it discusses autocratic leadership style where the leader makes decisions alone and expects compliance without input from subordinates. While this allows for quick decisions, it limits participation and can cause frustration among employees over time.
Recruitment and Selection Process of a Lecturer Management for Southeast Univ...MD TOWFIQUR RAHMAN
The document summarizes the recruitment and selection process for a lecturer position at Southeast University in Bangladesh. It describes the job posting which included requirements for a PhD, 3 years teaching experience, and publications. It outlines the recruitment process of identifying vacancies, creating job descriptions, advertising open positions, and managing applications. The selection process involves a written test, interviews, decision making, and offer letters.
Financial Report and Ratio Analysis of Square Pharmaceuticals LimitedMD TOWFIQUR RAHMAN
This document analyzes the financial performance of Square Pharmaceuticals Ltd. for 2014-2015 using financial ratios. It provides Square's background and financial statements for the two years. The document then calculates and analyzes key ratios to evaluate Square's liquidity, activity, leverage, profitability, and growth. Specifically, it finds that in 2015 Square had a current ratio of 3.82 times, quick ratio of 2.52 times, inventory turnover of 4.51 times, and fixed asset turnover of 0.78 times. The analysis of ratios provides insight into Square's financial condition and efficiency over time.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
A presentation which discusses the basics of organizational structure. Created as a teaching resource for Organizational Behaviour unit of Pearson HND Business Management Program.
India corporate training market,Business Model in India Corporate Training Ma...Ken Research Pvt ltd.
India Corporate Training Market Forecasts to 2020 - Incremental Allocation of Training Budgets in MSMEs and PPP in Skill Development Initiatives to Propel Growth" which provides a comprehensive analysis of the corporate training market in India. The report covers various aspects such as overall size of India corporate training market, segmentation on the basis of demand from major sectors, training services, industry, mode of learning, training demand from level of employees, major cities, demand for open and customized learning, different learning tools, learning modes, demand from small medium and large organizations, and demand from MNCs and domestic organizations.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Leadership is crucial for organizations and societies to function effectively. True leadership requires having a compelling vision and strategy, communicating it clearly, and motivating others to work towards achieving the vision. While administrators focus on rules and processes, and managers plan and oversee tasks, leaders inspire change and progress by influencing others. Effective leadership is complex and cannot be reduced to any single trait, role, or behavior.
Internship report on productivity and possibality analysis of shahjalal islam...Md. Tohidul Alam
Shahjalal Islami bank Limited is a private commercial bank which is 6th Islamic Shariah based bank in Bangladesh. The Bank started its operation on 10th May 2001, during this period it could improve its image in the society as an Islamic Bank. Now it has 96 branches in Bangladesh. All branches are situated in the highly commercial areas.
As a new bank, Shahjalal Islami Bank Limited has been competing with other private banks where all the banks are adopting different incentive programs to attract the customers. Accordingly, SJIBL is offering different type of deposit scheme bearing highest rate of return. Mudaraba Deposit Scheme, Monthly income scheme and Millionaire Scheme are the most popular offers that are completely new innovation in the banking sector and widely accepted by the clients.
It is observed that the competition of banking sector becomes intensive in the globalization process. Our country has also participated in the race for its existence. Therefore, it becomes obvious for us to increase the field industrialization. SJIBL is playing a vital role in developing industry of the country and putting the national economy competitive with world economy. Developing country like Bangladesh urges a huge amount of investment both in the private and public sectors. SJIBL has been providing a lot of assistances regarding this investment process through its investment and Foreign Exchange Department.
I have tried to incorporate every kinds of relevant information in my report focusing mainly on comparative performance, productivity, growth, profitability of SJIBL. First chapter, the ornaments of the report, is known as the ‘Orientation of the report’ stating the origin of the study. Objectives of the study, methodology of the study, scope of the study and limitation of the study. Second chapter includes theoretical aspects of Shahjalal Bank Limited profile, Objective, Mission and Vision, management. Third chapter includes Opening account requirements, Products and Services. Forth chapter discloses SJIBL findings and analysis. Chapter five Findings, Problems, Recommendation and Appendix
Performance Management And Evaluation for IT Professionals: A Study on GoogleMinhas Kamal
Performance management and evaluation for it professionals: a study on google.
Presented in 2nd year of Bachelor of Science in Software Engineering (BSSE) course at Institute of Information Technology, University of Dhaka (IIT, DU).
The document discusses how leadership is a skill that can be developed, not something someone is born with. It asserts that becoming a great leader is a process involving experience, repetition, and education/training over time. Several quotes are provided supporting this, such as Aristotle saying excellence requires training and habit, and Caesar saying experience is the greatest teacher. It encourages the reader to start their leadership journey and emphasizes that with hard work, anyone can become a leader.
This document outlines an internship report proposal on sustainable financial inclusion and poverty alleviation through smart banking at Bank Asia Ltd. The proposal includes an introduction to the study, literature review, rationale, background of Bank Asia, objectives, methodology, limitations and bibliography. Specifically, it aims to assess financial inclusion modules, identify challenges for Bank Asia, explore poverty elimination, analyze Bank Asia's performance, and make recommendations to improve alternative delivery channels. The research will use both primary data from bank observations and secondary data from annual reports and websites.
The document is an internship report submitted by Samia Afrin to her senior lecturer, Mahtab Faruqui, about her internship at Southeast Bank Limited's Motijheel branch. The report discusses Samia's 3-month internship experience from June to September 2013, during which she studied the general banking activities at the Motijheel branch. The report includes an introduction, overview of Southeast Bank, discussion of general banking activities observed at the branch like account opening, clearing, accounts management and cash operations. It also shares Samia's experience and observations during her internship.
A Study on Effectiveness of Performance Appraisal of EmployeesProjects Kart
Appraising the performance of the individual, groups and organization is a common practice of all societies. While in some instance these appraisal processes are structured and formally sanctioned, in other instances they are an integral and informal part of daily activities. The teacher evaluates the performance of student, banker evaluates the performance of creditors, parents evaluate the performance of their children and all of unconsciously or unconsciously evaluate our own action from time to time. In social interaction, performance evaluation is done in a haphazard an often unsystematic way. But in organization formal programs of evaluating employee and managerial performance-conducted in a systematic and planned manner have achieved popularity in recent years.
This document provides information about an accounting internship. It defines accounting as identifying, measuring, and communicating financial information about an entity. The course objective is to familiarize students with academic and career opportunities in accounting. The internship is 2.5 months long, 272 hours spent at a company with a maximum of 3 students. Students will develop skills in time management, accounting software, communication, problem solving, and understanding accounting rules and procedures. Pros are hands-on experience and working with different teams, while cons are interns are not equal staff and may do menial tasks instead of practicing their specialty.
The document discusses the importance of training and development in the banking sector of Bangladesh. It provides details on the types of training programs conducted at Dhaka Bank, including orientation for new employees, on-the-job training, and off-the-job classroom or lecture-based training to improve employee performance. It emphasizes that regular training is needed to equip employees with new skills and knowledge to adapt to changes in banking and meet organizational goals.
KMML is a state-owned company located in Kerala that produces titanium dioxide and other mineral products. It has a worldwide reputation as a socially responsible and eco-friendly company. KMML was established in 1967 to process mineral deposits found along the coast of Kerala. It is fully owned by the Kerala government and has around 2000 employees. The company has a long history dating back to 1909 when German scientist first discovered mineral deposits in the region.
The document outlines the concepts of Blue Ocean Leadership (BOL), which is a systematic approach to enhance leadership practices that maximize untapped talent and energy in organizations. It discusses the four pillars of BOL, which include focusing on leadership acts and activities, connecting leadership to realities by engaging employees, distributing leadership across management levels, and pursuing high impact activities at low cost. It then provides details on how to analyze the current leadership reality, develop alternative leadership profiles, select new profiles, and institutionalize new leadership practices. The document uses examples from a pilot project implementing BOL in the Malaysian civil service to transform leadership approaches.
This document discusses the fundamentals of organizing, including its nature, importance, and process. It defines organizing as identifying and grouping work to be performed, defining responsibilities, and establishing relationships to enable efficient work. Organizing involves differentiating and integrating units through specialized tasks and coordination. An effective organization has groups working toward common objectives through divided work and cooperation, with central authority, communication, rules, and a dynamic structure. Organizing is important as it facilitates administration, encourages growth and innovation, optimizes technology use, and ensures continuity through coordination. The process of organizing involves identifying activities, grouping them, assigning duties, and delegating appropriate authority.
The document provides an introduction to performance management, including its history, definitions, aims, principles, benefits and the performance management system process. It discusses factors that affect performance and characteristics of an ideal performance management system. The document also covers performance review techniques and tips for successful performance reviews.
Directing And Controlling-Foundation Course Semester 4- Prof. Karishma ShettyKarishmaShetty16
The document discusses directing and leadership as important functions of management. It defines directing as determining the course of action, issuing instructions, and providing guidance to subordinates. Leadership is defined as influencing subordinates to work with confidence and zeal towards mutual objectives. The document outlines various principles of directing like unity of command and effective communication. It also describes traits of effective leaders like self-confidence, initiative, and empathy. Additionally, it discusses autocratic leadership style where the leader makes decisions alone and expects compliance without input from subordinates. While this allows for quick decisions, it limits participation and can cause frustration among employees over time.
Recruitment and Selection Process of a Lecturer Management for Southeast Univ...MD TOWFIQUR RAHMAN
The document summarizes the recruitment and selection process for a lecturer position at Southeast University in Bangladesh. It describes the job posting which included requirements for a PhD, 3 years teaching experience, and publications. It outlines the recruitment process of identifying vacancies, creating job descriptions, advertising open positions, and managing applications. The selection process involves a written test, interviews, decision making, and offer letters.
Financial Report and Ratio Analysis of Square Pharmaceuticals LimitedMD TOWFIQUR RAHMAN
This document analyzes the financial performance of Square Pharmaceuticals Ltd. for 2014-2015 using financial ratios. It provides Square's background and financial statements for the two years. The document then calculates and analyzes key ratios to evaluate Square's liquidity, activity, leverage, profitability, and growth. Specifically, it finds that in 2015 Square had a current ratio of 3.82 times, quick ratio of 2.52 times, inventory turnover of 4.51 times, and fixed asset turnover of 0.78 times. The analysis of ratios provides insight into Square's financial condition and efficiency over time.
This document discusses gender injustice and inequality faced by women globally and within societies. It provides background on how gender inequality manifests in various areas such as education, health, decision-making, and access to economic opportunities. It then discusses specific examples of gender injustice like child marriage, sexual violence, and lack of access to economic resources that make women dependent on men. The document also discusses what the Bible says about God creating men and women as equals and how Jesus elevated the status of women. It concludes by outlining some of the impacts of gender inequality on society, including unequal treatment of women within families, in education, health, politics, decision-making, inheritance, and lack of control over their own lives.
The objective of the given assignment is to identify the different problems in the existing system and propose a solution as well as to make assumptions in areas which lack information. Prepare a feasibility report in four dimensions of feasibility namely-technical, operational, schedule and economical. Choose an appropriate methodology for developing the proposed solution and compare it with various other methodologies. Identify the breakdown of work associated with the chosen methodology. Apply two paradigms of analysis based on object oriented and structured approaches and document them and then present a solution to it.
In short, the main objectives of the project are:
1. To identify the framework of activities associated with methodologies and describe how the techniques are used together to develop a system.
2. To demonstrate, apply and document, to the appropriate standard, the key techniques of analysis and design for the chosen paradigm.
3. To identify the key user interface issues required in a system design.
Based on the mentioned objectives, our team has chosen SSADM as the methodology which stands for Structured System Analysis and Design which has been justified and compared with other methodologies. Physical and logical designs are designed appropriately and documented accordingly giving crystal clear description. All the requirements of the project have been tried to be met with our best efforts and working criteria.
Five-Factor Model of Personality, Assessment, and Job PerformanceA.J. Panneton
Personality Assessment has long been an area of interest within the applied researcher and practitioner communities due to the utility and benefit that a universal, categorical taxonomy of personality traits holds within the applied domain of Organizational Psychology, specifically Personnel Selection. Personality Assessment has become a very common aspect of personnel selection programs as an organizational tool aimed at identifying those potential candidates who possess personality trait structures based on uniquely specific motivational needs which are predicted to coalesce well with the specific characteristics of the available job position. The present paper provides a brief history of Murray’s (1938) need-press theory and the most commonly utilized taxonomy of personality trait structure: The five-factor model (FFM) of personality, also known as the “Big Five.”
LPU is a large private university in India with over 25,000 students. It has a structured recruitment and selection process for academic, administrative, technical, and part-time jobs. The process includes inviting applications, conducting interviews of shortlisted candidates, and finalizing the joining details. LPU believes people are crucial and aims to recruit, train, and retain high-quality employees. It provides training to increase motivation, efficiency, innovation, and job satisfaction among staff.
L'Aventure Entrepreneuriale - guide entrepreneuriat et entrepreneurJérôme HOARAU
L'Aventure Entrepreneuriale est un guide gratuit pour les personnes qui souhaitent entreprendre avec simplicité téléchargeable ici http://bit.ly/ZE9H5t
Un entrepreneur est un aventurier : voici son parcours qui peut être le vôtre aussi !
Découvrez des techniques pour :
- trouver votre idée
- valider votre concept
- développer vos compétences
- structurer votre projet
- créer des partenariats
- apprendre et évoluer
- dessiner son business model
...
Il s'agit d'un ouvrage simple et ludique.
Bonne lecture !
Cressi spearguns are market leaders in the business of producing equipments for spearfishing. Visit bonair-diving.com to get the best Cressi Spearguns.
This document contains the names and student IDs of 9 students who are forming a group called M7SA for a class assignment. It also contains 10 sentences that will be summarized using simpler language.
The document describes the Fronius Energy Package, which includes the Fronius Symo Hybrid inverter and Fronius Solar Battery for home energy storage. The Symo Hybrid comes in models from 3.0-5.0 kW and allows excess solar energy to be stored in the Solar Battery for use when solar power is unavailable. The battery comes in sizes from 4.5-12 kWh and uses lithium iron phosphate technology. The package provides 24 hours of energy independence and emergency power for homes.
2014-2015
Overview :
Many fisheries are non-selective fishing gear catching animals that they did not intend to. This non-taget extra catch is known as ‘bycatch’.
Of these bycatch species, some have a commercial value and are brought back to land by fishers to be sold. However, a large proportion is unwanted and so is discarded-thrown back over the side of the boat.
The mean of bycatch & discards
environmental & social Impacts
Some strategies & solutions
Some bycatch reduction devises in shrimp trawls :
TEDs
JTEDs
RES
Square mesh codends
Fisheyes
Square mesh window
Relation between effort & bycatch
Effects of cod-end mesh size on the catch discarded
IX Jornada Aragonesa de Pediatría de Atención Primaria Cristobal Buñuel
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U 2.3 ob bba-ii big five personality traits modelRai University
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An Assignment on Recruitment and Selection Process of a Lecturer Management for Southeast University
1. An Assignment on Recruitment &
Selection Process of a Lecturer
Management for Southeast University
[Group Name: INNOVATION]
2. An Assignment on Recruitment & Selection Process of a Lecturer
Management for Southeast University
Syeda Khadiza Akter
Course Lecturer
Course Title: Principles of Management
Course Code: MGT1113
Department of Bachelor of Business Administration
School of Business Studies
Southeast University, Dhaka - 1213
Md. Towfiqur Rahman -------------------- ID: 2016010000139
Md. Mahmuther Rahman -------------------- ID: 2016010000401
Ahsan Ullah Chowdhury -------------------- ID: 2016010000418
Farjana Akter Tushi -------------------- ID: 2016010000419
Umme Habiba Akhi -------------------- ID: 2016010000420
Abu Bakar Siddique -------------------- ID: 2016010000160
Mazbaul Islam -------------------- ID: 2016010000410
Mohammad Navid Hasan -------------------- ID: 2015210000105
BBA Program
Batch 42nd
, Section: MGT1113 (F)
School of Business Studies
Southeast University, Dhaka – 1213
Submission Date: August 22, 2016
II
3. Letter of Transmittal
Date: August 22, 2016
Dear Madam,
This is our truthful declaration that our assignment on “Recruitment & Selection Process of a
Lecturer Management for Southeast University” which we have prepared is not a copy of any
other assignment made by any other students.
We also express our honest confirmation in support to the fact that the said assignment has
neither been used before to fulfill to any other course related purpose not it will be submitted to
any other persons or any authority in future.
Yours Truly,
Md. Towfiqur Rahman
[On behalf of the group Innovation]
ID: 2016010000139
Batch 42nd
Section – F
Department of Bachelor of Business Administration
School of Business Studies
Southeast University
Southeast University, Dhaka – 1213
III
4. Executive Summary
This report is based on a “Recruiting & Selection Process.” As a part of BBA program, our
Principles of Management course teacher Syeda Khadiza Akter assigned us to prepare an
assignment on “Recruitment and Selection process of a Lecturer Management for Southeast
University.” In this assignment we are able to recruit a Lecturer Management for Southeast
University. For that we have choose the external source of recruitment because it is the process
of searching outside of the current employee pool to fill open positions in an organization. We
have discussed about the four points of Recruitment Process and Selection Process on the view
of recruiting Lecturer Management. After all Southeast University is one of the fastest growing
private university of Bangladesh. . It was initiated by the group of dedicated educationists and
philanthropists with a dream of developing human resources by nurturing creative thinking at an
affordable cost. The main objective is to uphold the torch of knowledge gained through quality
education in a research oriented, well-equipped and congenial academic atmosphere to cope with
the challenges of globalization.
Southeast University, Dhaka – 1213
IV
5. Table of contents
Page
Title Page II
Letter of Transmittal III
Executive Summary IV
Part 1: Introduction (6 – 7)
1.1: Background of the Study 6
1.2: Objective of the Study 6
1.3: Limitations of the Study 7
Part 2: Organizational Profile (8 – 9)
2.1: Southeast University at a glance 8
2.2: Vision 8
2.3: Mission 8
2.4: Southeast University Trust Organogram 8
2.5: Schools under Southeast University 9
2.6: Faculty 9
2.7: Core Strengths 9
Part 3: Findings and Analysis (10 – 11)
3.1: Appropriate Source of Recruitment 10
3.2: Recruitment Process 10
3.3: Selection Process 11
Part 4: Recommendation and Conclusion (12 – 12)
4.1: Recommendation 12
4.2: Conclusion 12
V
6. PART 1: INTRODUCTION
1.1: Background of the Study
Successful human resource department makes it possible for the organization to acquire the
number and types of people necessary to ensure the continued operation of the organization by
the recruitment and selection process. So it acts an important role in HR department. As a part of
BBA program, our Principles of Management course teacher Syeda Khadiza Akter assigned us to
prepare an assignment on “Recruitment and Selection process of a Lecturer Management for
Southeast University.” We have made a survey for required information in Southeast University
official site in net.
1.2: Objective of the Study
We have prepared this assignment based on three purposes. That are –
1.2.1 To Identify the Appropriate Source of Recruitment:
The searching of suitable candidates and informing them about the openings in the enterprise is
the most important aspect of recruitment process. All organizations have to use external sources
for recruitment to higher positions when existing employees are not suitable. More persons are
needed when expansions are undertaken. It is the process of searching outside of the current
employee pool to fill open positions in an organization.
1.2.2 To Identify the Recruitment Process:
A Recruitment Process is an organization-specific model of how the sourcing of new employees
is undertaken. Typically the ownership of the recruitment process resides within the Human
Resources function, although again this may differ depending on the specific organizational
structure. To identify the recruitment process there are four points:
• Identify Vacancy
• Prepare Job description and Job Specification
• Advertising the vacancy
• Managing the response
1.2.3 To Identify the Selection Process:
Selection is the process in which an organization chooses the applicants who meet the criteria for
the available Positions. To identify the selection process there are four points:
• Written Test
• Arrange Interview
• Decision Making
• Appointment Letter
Page | 6
7. 1.3: Limitations of the Study
We are lucky enough to get a chance to prepare an assignment on “Recruitment and Selection
process of a Lecturer Management for Southeast University.” We tried heart & soul to prepare a
well-informed assignment. But unfortunately we faced some difficulties when preparing this
assignment. We tried to overcome the difficulties. In spite of trying our level best, some
difficulties that hamper our schedule assignment work:
1.3.1 Lack of time:
Within a short time, we need to prepare some other courses’ assignments for in this session.
For this reason, we could not get a fluent time schedule for the assignment.
1.3.2 Lack of support:
Some of our group mates were not well known. Many of them were busy in their other courses’
assignments, for that we have not got that much support for preparing the assignment.
1.3.3 Lack of Information:
Within a short time we need to prepare this assignment and for that we didn’t get that much
information. On the other hand, our group mates were not able to get sufficient information
because of their other courses assignments work. These things hampered the information
collection.
Page | 7
8. PART 2: ORGANIZATIONAL PROFILE
2.1: Southeast University (SEU) at a glance
Southeast University started its journey in the year 2002. It was initiated by the group of
dedicated educationists and philanthropists with a dream of developing human resources by
nurturing creative thinking at an affordable cost. The main objective is to uphold the torch of
knowledge gained through quality education in a research oriented, well-equipped and congenial
academic atmosphere to cope with the challenges of globalization.
The salient features of the university are:
• accredited by the Government of the People’s Republic of Bangladesh
• governed by the Board of Trustees, Southeast University Trust
• curricula as well as programs are approved by the University Grants Commission,
Bangladesh
• continuous and rigorous assessment of student performance
• medium of instruction in English
2.2: Vision
To flourish as prestigious seat of learning and a center of excellence with a global perspective
2.3: Mission
To provide higher education for the students at an affordable cost, keeping in view the challenges
of the 21st
century
2.4: Southeast University Trust Organogram
Page | 8
9. 2.5: Schools under Southeast University
Southeast University conducted with three schools. They are –
• School of Science & Engineering
Department of Architecture
Department of Computer Science & Engineering
Department of Electrical &Electronics Engineering
Department of Information &Communications Engineering
Department of Pharmacy
Department of Textile Engineering
• School of Business Studies
Bachelor of Business Administration
Master of Business Administration (Regular)
Master of Business Administration (Executive)
• School of Arts & Social Sciences
Department of English
Department of Bangla
Department of Economics
Department of Islamic Studies
Department of Law & Justice
2.6: Faculty
Faculty members of Southeast University are qualified, experienced in teaching and research.
They have diverse academic and professional credentials from both home and abroad to enrich
the classroom teaching.
The Student-Faculty ratio is around 20:1 that facilitates close interaction with their teachers and
peers.
2.7: Core Strengths
Southeast University’s core strength lies in its students. The attributes of our students are their
honesty, sincerity, modesty, dedication, commitment and down-to-earth attitude.
Page | 9
10. PART 3: FINDINGS & ANALYSIS
3.1 Appropriate Source of Recruitment:
The searching of suitable candidates and informing them about the openings in the enterprise is
the most important aspect of recruitment process. All organizations have to use external sources
for recruitment to higher positions when existing employees are not suitable. More persons are
needed when expansions are undertaken. It is the process of searching outside of the current
employee pool to fill open positions in an organization. Recruiting of Lecturer Management for
Southeast University we will follow the External Source of recruitment because in internal
source we will select candidates inside the university and in external we will search candidates
outside the university and the candidates will submit their CV for seeking job.
3.2 Recruitment Process:
A Recruitment Process is an organization-specific model of how the sourcing of new employees
is undertaken. Typically the ownership of the recruitment process resides within the Human
Resources function, although again this may differ depending on the specific organizational
structure.
3.2.1 Identify Vacancy:
When a vacancy arises, it is the responsibility of the resource manager to ascertain whether the
post is still required and whether the duties are compatible with the University needs for the
future for a Lecturer Management.
3.2.2 Prepare Job description and Job Specification:
The duties, responsibilities, reporting relationship, working condition and supervisory
responsibilities of a particular post are determined here. The qualities of a person to perform the
duties properly are also set in this step. For lecturer Management of Southeast University this
steps needs must.
3.2.3 Advertising the vacancy
This is the common source of recruitment. For Lecturer Management of Southeast University by
giving advertisement in the daily newspaper, online advertisement in University’s Official
website.
3.2.4 Managing the response
Managing the response of recruiting lecturer management for Southeast University will be like in
the advertising the vacancy we choose two steps in newspaper and online for getting the
response from the candidates there must be address in the newspaper and mobile number or e-
mail address in the online.
Page | 10
11. 3.3 Selection Process:
Selection is the process in which an organization chooses the applicants who meet the criteria for
the available Positions. The selection process for a Lecturer Management for Southeast
University will be –
3.3.1 Written Test
Candidates must have to conduct written and other tests
3.3.2 Arrange Interview
After conducting written and other tests, human resource management department conducts
interview in order to find out the ability of the candidates perfectly.
3.3.3 Decision Making
The Human Resource Management department selects the candidates primarily who have passed
the tests and interviews. After that, the candidates have to face some verbal and analytical skill.
Selection process needs to take medical tests of the primary selected candidates in this level.
3.3.4 Appointment Letter
Final selection is the last step of selection process. Humana Resource Management department
select the candidates finally who have found most successful. Human Resource Management
department send appointment letter to the candidates according to number of vacant posts.
Page | 11
12. PART 4: RECOMMENDATION & CONCLUSION
4.1 Recommendations
From the findings I can suggest for lecturer management for Southeast University following
things for the more effectiveness of recruitment and selection process:
• More emphasis should be given on internet and advertisement so that more and more
candidates apply for the jobs and it will be easy to find the right candidate among them.
• Organization should try to use the internal recruitment process first because it incurs less
cost and acts as a motivational factor and then the external source.
• Also organization should adopt latest techniques like stress test, psychometric test and
personality test to find the right candidate suitable for the job.
4.2 Conclusion
The assignment has attempted to point out recruitment and selection process of Lecturer
Management for Southeast University. Recruitment refers to the process of attracting suitable
candidates to apply for a job. We can get little information about recruitment and selection
process in Southeast University. Recruitment as being one of the major topics is required by
most of the organization. Hence the study helped in understanding the various aspects
of recruitment and selection process. In the Southeast university the sources of recruitment is
effective, the external selection of the organization also in an economical means which also
increase costs, only after looking the efficiency of the existing candidates towards the company
and his sincerity that candidates will be selected, in Southeast University as a Lecturer
Management. It can be retained as such. Also the candidates and employees of Southeast
University are satisfied with the recruitment and selection process. Also they are well aware
about the various sources and methods of recruitment and selection.
Page | 12