Comparing economies of India VS MaldivesHareem_syed
The main aim of this presentation is to compare the economies of one the largest geographical country of South Asia in contrast to the smallest geographical economy of South Asia, This presentation further states the analysis and conclusion observing the facts of the economy.
Comparing economies of India VS MaldivesHareem_syed
The main aim of this presentation is to compare the economies of one the largest geographical country of South Asia in contrast to the smallest geographical economy of South Asia, This presentation further states the analysis and conclusion observing the facts of the economy.
WFTU Asia Pacific Regional Meeting Newsletternube_hq
Day 2: Some 150 delegates attending the World Federation Trade Union’s Asia Pacific regional meeting were thrilled to witness the inauguration of the event this morning. This was followed by the country report session.
A presentation by the law firm of Taft, Stettinius & Hollister LLP on the Foreign Corrupt Practices Act given to the British American Chamber of Commerce Ohio in January 2013.
Reproduced and published by kind permission of Taft, Stettinius & Hollister LLP
For more information, please visit www.baccohio.org
Presentation: Cross-Border Anti-Corruption Programs
By Leas Bachatene, Chief Executive Officer, ethiXbase
Kicking off 2017 which calls for a renewed and intensified focus on compliance, ethiXbase participated in discussions at the Asian Compliance and Anti-Corruption Summit hosted by the European University Viadrina Frankfurt (Oder) and German-Southeast Asian Center of Excellence for Public Policy and Good Governance (CPG) in Bangkok on January 11th and 12th. Devoted to the theme of “Compliance Across Asia”, the summit featured experts who discussed anti-corruption and compliance in Asia.
Speaking on cross-border anti-corruption programs, Leas Bachatene, Chief Executive Officer of ethiXbase, was joined by other experts from the Organisation for Economic Co-operation and Development (OECD), UNDP Regional Asia Pacific Office, National Anti-Corruption Commission of Thailand, among others.
View slides from Leas Bachatene’s presentation on cross-border anti-corruption programs here, which outlines various elements of an effective cross-border anti-corruption program. Enjoy!
This presentation by Leah Ambler outlines some of the highlights from the OECD Foreign Bribery Report released in Paris on 2 December 2014.
Download the report at http://bit.ly/1rNWj1G
Find the webcast and launch event at http://oe.cd/LS
This presentation by Patrick Moulette, Head of the OECD Anti-Corruption Division, was made at the Conference of States Parties to the UN Convention against Corruption in St Petersburg on 2-6 November 2015. http://www.oecd.org/corruption/anti-bribery/
As the modern businesses faces pressure of competition and globalization, the roles and responsibilities of Human Resources managers has transformed completely (Storey, 1999). The long-term demand of the HR manager has increased significantly, however the global supply of talent is becoming very short. In this competitive market place for labor and product, the major challenge or gap is the problem of manpower everywhere (Deb, 2006). Now each and every organization, in order to succeed in the market is in great need to place more emphasis on human resource managers (The strategic importance of human resource development, 2004). This is because of the fact that they are playing a strategic role in this contemporary business world. In this changing global labor market conditions, HR managers along with the firms should be able to adapt their human resource practices accordingly. Here, in this research report the strategic role of Human Resource Manager for the success of the organization is being reflected by taking a case Hotel Holly House (Kapur, n.d).
WFTU Asia Pacific Regional Meeting Newsletternube_hq
Day 2: Some 150 delegates attending the World Federation Trade Union’s Asia Pacific regional meeting were thrilled to witness the inauguration of the event this morning. This was followed by the country report session.
A presentation by the law firm of Taft, Stettinius & Hollister LLP on the Foreign Corrupt Practices Act given to the British American Chamber of Commerce Ohio in January 2013.
Reproduced and published by kind permission of Taft, Stettinius & Hollister LLP
For more information, please visit www.baccohio.org
Presentation: Cross-Border Anti-Corruption Programs
By Leas Bachatene, Chief Executive Officer, ethiXbase
Kicking off 2017 which calls for a renewed and intensified focus on compliance, ethiXbase participated in discussions at the Asian Compliance and Anti-Corruption Summit hosted by the European University Viadrina Frankfurt (Oder) and German-Southeast Asian Center of Excellence for Public Policy and Good Governance (CPG) in Bangkok on January 11th and 12th. Devoted to the theme of “Compliance Across Asia”, the summit featured experts who discussed anti-corruption and compliance in Asia.
Speaking on cross-border anti-corruption programs, Leas Bachatene, Chief Executive Officer of ethiXbase, was joined by other experts from the Organisation for Economic Co-operation and Development (OECD), UNDP Regional Asia Pacific Office, National Anti-Corruption Commission of Thailand, among others.
View slides from Leas Bachatene’s presentation on cross-border anti-corruption programs here, which outlines various elements of an effective cross-border anti-corruption program. Enjoy!
This presentation by Leah Ambler outlines some of the highlights from the OECD Foreign Bribery Report released in Paris on 2 December 2014.
Download the report at http://bit.ly/1rNWj1G
Find the webcast and launch event at http://oe.cd/LS
This presentation by Patrick Moulette, Head of the OECD Anti-Corruption Division, was made at the Conference of States Parties to the UN Convention against Corruption in St Petersburg on 2-6 November 2015. http://www.oecd.org/corruption/anti-bribery/
As the modern businesses faces pressure of competition and globalization, the roles and responsibilities of Human Resources managers has transformed completely (Storey, 1999). The long-term demand of the HR manager has increased significantly, however the global supply of talent is becoming very short. In this competitive market place for labor and product, the major challenge or gap is the problem of manpower everywhere (Deb, 2006). Now each and every organization, in order to succeed in the market is in great need to place more emphasis on human resource managers (The strategic importance of human resource development, 2004). This is because of the fact that they are playing a strategic role in this contemporary business world. In this changing global labor market conditions, HR managers along with the firms should be able to adapt their human resource practices accordingly. Here, in this research report the strategic role of Human Resource Manager for the success of the organization is being reflected by taking a case Hotel Holly House (Kapur, n.d).
PowerPoint developed for lectures on Political Theory and Ideology and delivered to PS 240 Introduction to Political Theory at the University of Kentucky, Spring 2007 by Dr. Christopher s. Rice, Instructor.
International Human Resource Management (IHRM) refers to the management of human resources in a multinational organization. It involves various activities such as recruitment, selection, training, compensation, and performance management of employees across different countries and cultures.
IHRM is crucial as it deals with the challenges and complexities of managing a diverse workforce in multiple locations. It requires understanding and adapting to different labor laws, cultural norms, language barriers, and economic conditions.
Here are some links that provide more information on International HRM:
Society for Human Resource Management (SHRM) - International HR: https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/international-hr.aspx
International Journal of Human Resource Management: https://www.tandfonline.com/loi/rijh20
The Society for International Human Resource Management (SIHRM): https://www.sihrm.org/
International HRM: Managing People in a Multinational Context (Book): https://www.amazon.com/International-HRM-Managing-Multinational-Context/dp/0415710522
Please note that International HRM is a broad topic, and there are numerous resources available online and in academic journals that delve deeper into specific aspects of this field.
An Investigation on Self-Initiated Expatriation: Comparison with Traditional ...paperpublications3
Abstract: As globalisation is expanding and filling this labour gap at present a lot of people move from their home country to a new country which could be done by a multinational company or by themselves. The employees who move to the overseas with their own decision they are called Self-initiated expatriate and they have some differences with traditional expatriates. So this study attempt to find out the comparison between these two groups. Moreover, these both groups of expatriates are likely to be faced various subjective and objective barriers in their expatriation period. In present literature, there is a literature gap on barriers of self-initiated expatriate and their successful expatriation process though there were various research have been taken on traditional expatriates. The research has been taken based on this point and it tries to show the human resource management’s contribution toward these expatriates. This study also discuss about the successful expatriation of self-initiated expatriated and traditional expatriates and how the model of adjustment and expatriation cycle can assist them to overcome their barriers with the assistance of human resource management.
Culture is a social value that helps coorporations together. • Culture functions as a semblance and control mechanism, guiding and shaping employee attitudes and behaviors. Culture improves company dedication and boosts employee behavior consistency.
Uday salunkhe managing work force diversityudaysalunkhe
This article talks about managing work force diversity within the organisation. It has been co- authored by Dr. Uday Salunkhe, Director of the prestigious Welingkar Institute of Management and Research.
The Tiv Socio-Cultural Environment and Entrepreneurship EmergenceIOSRJBM
The paper assesses the Tiv socio-cultural environment and considers its effect on the emergence of entrepreneurship. A qualitative methodology was adopted based essentially on a theoretical survey, scattered observations and random access to some features of the Tiv socio-cultural environment, and a discussion of their implications for the emergence of entrepreneurship. Certain Tiv socio-cultural features and history,- such as attitudes towards wealth, authority and leadership, work and leisure, savings and the formal education system,- were “found” to be capable of either inhibiting their entrepreneurship development or holding back in check any desire to engage in entrepreneurial activity. However, because of the new and emerging realities in Nigeria, socio-cultural values of ethnic groups, including that of the Tiv are changing. Tiv individuals are urged to learn how to convert the weaknesses in their socio-cultural environment to advantage and to create opportunities to launch them into entrepreneurship.
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.
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.
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.
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Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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.
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.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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.
1. DOES HRM DIFFER SIGNIFICANTLY BETWEEN
NATIONAL & INTERNATIONAL CONTEXTS?
Munya Zvimba
2. WHAT IS HUMAN RESOURCE
MANAGEMENT?(HRM)
“ Typically, HRM refers to those activities
undertaken by an organization to effectively utilise
its human resources.” (Dowling, 2008)
“The process of hiring and developing employees
so that they become more valuable to the
organization”. (business dictionary, 2014)
Some of the activities could include:
Human Resource planning
Staffing ( recruitment, education, selection & placement)
Training & development
3. WHAT IS DOMESTIC HUMAN RESOURCE
MANAGEMENT (DHRM)?
DHRM occurs when employees reside within one
national boundary.
DHRM tends to deal with one currency and one tax
rate and one set of regulations.
4. WHAT IS INTERNATIONAL HUMAN RESOURCE
MANAGEMENT (IHRM)?
“All issues related to the management of people in
an international context including; human resource
issues facing MNCs in different parts of their
organisations and comparative analyses of HRM in
different countries’ (Stahl and Björkman, 2006)
“The complexity of working in different countries
and employing different national categories of
workers is a key variable that differentiates
domestic and international management.”
(Dowling, 2008)
5. DIFFERENCES BETWEEN DOMESTIC HRM &
IHRM?
DHRM focuses on one domestic market which
usually has one nationality, where as IHRM deals
with different markets and different nationalities.
(whatishr.com, 2014)
Other areas of focus for IHRM include:
Culture.
Work ethic.
Political and legal.
Health & Safety.
Economic.
Staffing.
Placement.
Education.
Training and development.
6. CULTURE
DHRM tends to focus on one culture.
IHRM has to deal with different cultures.
IHRM has to be aware of issues such as the local
codes of conduct, religious beliefs and hierarchy’s
in local communities.
10. POLITICAL & LEGAL
Most mnc’s home nations have stable
Governments and proper rule of law.
A stable government equals economic stability.
IHRM has to consider the political climate when
expanding abroad.
Here are some examples of unstable governments:
Egypt –Arab springs.
Ukraine –Divide between Russian speaking
Ukrainians and the indigenous Ukrainians.
11. POLITICAL & LEGAL
Terrorism and Kidnapping(Scullion et al, 2007)
Here are some examples of kidnappings:
2005 – BBC reported that 6 Shell oil workers were
kidnapped in the Nigerian oil delta. (BBC, 2005)
2010 – CBC reported that 7 local oil workers were
kidnapped from Exxon Mobil Corp to disrupt
operations of western companies
2014 - Daily mail reported an employee of Sigma
Ltd (sub-contractor for Chevron Texaco) was
kidnapped and held to ransom for
£72000.(Dailymail, 2014)
In some countries it is seen as normal for corruption and bribery.
By looking at the table the countries with the most working hours are generally countries with lots of low-skilled labour. These countries are deemed the least productive. On the contrary the countries who are the most productive are those who work the least hours.
Governments are stable and do not interfere. The regulation is also stable. The domestic HRM does not have to worry too much about the political and legal scene.
In this day and age; risk of terrorism and kidnapping has to be factored in(Scullion et al, 2007). however its is more difficult to plan terrorism and kidnapping prevention measures in a foreign country because of the lack of in-depth knowledge of the area
Under 20% of UK workers feel that they are not safe at workNearly 50% of workers in Latvia feel they are not safe at workThe high % could be as a result of poor legislation or lack of
Better educated countries provide highly skilled labour.Poorly educated countries provide unskilled labour.IHRM has to know what type of labour force is available in the country.