Essentials of hrm
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Mu0015 compensation and benefits
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
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Mb0043 human resource management
This document provides information about obtaining fully solved assignments for SMU BBA Spring 2014. It lists the subject codes and names, semester, credits and marks for the assignments. Students are instructed to send their semester and specialization name to the provided email address or call the given phone number to receive the assignments. The assignments include questions about training objectives and methods, elements of a career planning program, job analysis process, objectives and penalties of discipline, and causes and procedures for grievance handling. Short notes on index/trend analysis and the Delphi technique are also requested.
Innovation training and development 2
This document outlines a 4-step process for employee self-assessment and development planning:
Step 1 involves identifying one's knowledge, skills, strengths and weaknesses. Step 2 is identifying skills needed for one's current job. Step 3 is identifying development activities. Step 4 is implementing the plan, getting feedback, and evaluating progress.
The development plan involves setting goals, selecting a few to focus on, setting timeframes, and identifying methods and resources needed. Management support is also key to ensuring training aligns with job and organizational needs.
Reena CV N
Reenakumari Gupta is seeking a finance role and has over 2 years of experience in finance teams at Amnick social Enterprise and Evelyn Leaning. She has excellent numerical, writing, research, and analytical skills. She holds an MBA in Finance from Indira Gandhi Open University and has experience with accounting software like Tally ERP 9 and Sage 50.
Hrm asign 21 muddassir
Here are the key differences between on-job and off-job training:
On-Job Training:
- Conducted within normal work environment
- Trainee learns by performing actual job tasks under supervision
- More practical and relevant as it involves real work
- Less expensive as there is no disruption of work
Off-Job Training:
- Conducted away from normal work environment
- Trainee is removed from regular job duties
- Can focus fully on training without work distractions
- Broader based and may involve new skills not used on current job
- More expensive due to costs of removing trainee from job
In summary, the main differences are:
- Location - on-job is at
Soujanya HR Resume
G. Soujanya is seeking a challenging job in human resources. She has a Master's in Human Resource Management and experience recruiting, training, and staffing. Soujanya is proficient in interviewing, assessing candidates, and delivering training. She has worked as an HR panelist for Accenture recruiting across various experience levels. Soujanya also served as a process trainer, developing training modules, conducting assessments, and collaborating with managers. In her role as an analyst for Google Maps, she documented processes, analyzed information, and generated reports. Soujanya received awards for her training performance and for meeting targets ahead of schedule.
Complete HR Overview
The document provides an overview of human resources management functions including core HR, talent management, compensation and benefits. It discusses topics such as performance management, training and development, succession planning, rewards, job analysis and evaluation, recruitment, and strategic HR challenges. Key HR processes like the employee lifecycle from attracting to developing talent are depicted in flow charts. Metrics for measuring HR's contribution and types of training programs are also summarized.
Correcting Performance & Behaviour Problem ... For Staff Members
This presentation is exclusively design to identify the performance and behaviour problem among staff members and how to deal with it effectively and efficiently to motivate them in order to get the desired results.This will also show you the roadmap to do it.
Recommended
Mu0015 compensation and benefits
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Mb0043 human resource management
This document provides information about obtaining fully solved assignments for SMU BBA Spring 2014. It lists the subject codes and names, semester, credits and marks for the assignments. Students are instructed to send their semester and specialization name to the provided email address or call the given phone number to receive the assignments. The assignments include questions about training objectives and methods, elements of a career planning program, job analysis process, objectives and penalties of discipline, and causes and procedures for grievance handling. Short notes on index/trend analysis and the Delphi technique are also requested.
Innovation training and development 2
This document outlines a 4-step process for employee self-assessment and development planning:
Step 1 involves identifying one's knowledge, skills, strengths and weaknesses. Step 2 is identifying skills needed for one's current job. Step 3 is identifying development activities. Step 4 is implementing the plan, getting feedback, and evaluating progress.
The development plan involves setting goals, selecting a few to focus on, setting timeframes, and identifying methods and resources needed. Management support is also key to ensuring training aligns with job and organizational needs.
Reena CV N
Reenakumari Gupta is seeking a finance role and has over 2 years of experience in finance teams at Amnick social Enterprise and Evelyn Leaning. She has excellent numerical, writing, research, and analytical skills. She holds an MBA in Finance from Indira Gandhi Open University and has experience with accounting software like Tally ERP 9 and Sage 50.
Hrm asign 21 muddassir
Here are the key differences between on-job and off-job training:
On-Job Training:
- Conducted within normal work environment
- Trainee learns by performing actual job tasks under supervision
- More practical and relevant as it involves real work
- Less expensive as there is no disruption of work
Off-Job Training:
- Conducted away from normal work environment
- Trainee is removed from regular job duties
- Can focus fully on training without work distractions
- Broader based and may involve new skills not used on current job
- More expensive due to costs of removing trainee from job
In summary, the main differences are:
- Location - on-job is at
Soujanya HR Resume
G. Soujanya is seeking a challenging job in human resources. She has a Master's in Human Resource Management and experience recruiting, training, and staffing. Soujanya is proficient in interviewing, assessing candidates, and delivering training. She has worked as an HR panelist for Accenture recruiting across various experience levels. Soujanya also served as a process trainer, developing training modules, conducting assessments, and collaborating with managers. In her role as an analyst for Google Maps, she documented processes, analyzed information, and generated reports. Soujanya received awards for her training performance and for meeting targets ahead of schedule.
Complete HR Overview
The document provides an overview of human resources management functions including core HR, talent management, compensation and benefits. It discusses topics such as performance management, training and development, succession planning, rewards, job analysis and evaluation, recruitment, and strategic HR challenges. Key HR processes like the employee lifecycle from attracting to developing talent are depicted in flow charts. Metrics for measuring HR's contribution and types of training programs are also summarized.
Correcting Performance & Behaviour Problem ... For Staff Members
This presentation is exclusively design to identify the performance and behaviour problem among staff members and how to deal with it effectively and efficiently to motivate them in order to get the desired results.This will also show you the roadmap to do it.
Training Methods
This document discusses various training methods used in human resource management. It defines training methods as techniques used to enhance employees' skills and knowledge. The document then covers traditional methods like on-the-job and off-the-job training as well as modern methods such as online and social learning. Specific techniques are provided for each type of training method. The advantages and disadvantages of both on-the-job and off-the-job training are also summarized.
Empathy map m-young-v1
1. The hiring manager needs someone who can independently perform software development work and start being productive immediately, as the manager has already invested a year into the existing project and does not want to restart.
2. The ideal candidate would have both strong technical skills as well as soft skills like being independent, organized, and a leader, as both are important for the job.
3. The manager wants to hire someone who will fit into the company culture and be able to take on increased responsibilities over time, to attract the best talent and retain them with the opportunity for career growth.
Mb0043 spring 2014 assignments
This document provides the assignment details for the subject Human Resource Management. It includes 6 questions related to topics like training, career planning, job analysis, discipline, grievance handling, index analysis, and Delphi technique. The questions range from 3 to 10 marks each and students are instructed to answer all questions in approximately 400 words for the 10 mark questions. It provides the question, expected answer components, and total marks for each question.
Recruitment
Recruitment involves finding and attracting qualified job candidates. It includes activities like searching for candidates, evaluating their qualifications, and stimulating them to apply. The recruitment process typically involves planning, developing a strategy, searching for candidates, screening applicants, and evaluating the effectiveness of the process. Sources of recruitment can be internal, like current employees, or external, such as job boards. Job analysis is the process of studying jobs in detail to understand their tasks, responsibilities, and requirements. It provides information used for recruitment and selection and results in job descriptions, specifications, and designs.
Internship Letter
An internship is a period during which a student or new graduate gets practical experience in a job. An internship is a professional learning experience that offers meaningful, practical work related to a student's field of study or career interest.
For more information visit https://www.hrhelpboard.com/contract-letters/internship-letter.htm
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The document discusses various topics related to strategic human resource management. It defines strategic HR as aligning people processes with business strategy objectives. It discusses using the HR business partner role to drive HR operations at the business unit level and represent business interests at the corporate level. It also summarizes various HR topics covered including performance management, compensation and benefits, recruitment, training, workforce planning, and policy implementation. The overall purpose seems to be providing an overview of strategic HR and how various HR functions can be leveraged to support business strategy.
Job description and job analysis
The job involves recruiting, screening, interviewing, and hiring workers to fill openings. Key responsibilities include maintaining personnel records using HR systems, interpreting policies for employees, and addressing employee relations issues. A high school diploma is required, while a degree and 3-5 years of related experience are preferred. The position reports to the HR manager and makes independent hiring decisions.
HR Officer Job Description
The HR Officer will be responsible for providing administrative support across various HR functions including recruitment, induction, payroll, leave administration, and general HR duties. Key responsibilities include assisting with recruitment by preparing job postings and interviewing candidates, onboarding new hires, managing payroll processing and employee files, administering leave and absences, communicating with employees, and ensuring compliance with employment laws and policies. Strong computer, communication, and organizational skills are required for this role supporting the HR department.
Google sohel-abir-arafat -group 55 d
Google has grown rapidly from 3,000 to 10,000 employees within a decade but now faces issues with work-life balance, early employee retirement, and a lack of experienced mid-level managers. The case study discusses potential solutions such as improving global expansion efforts, changing recruitment practices, and modifying HR policies around benefits, transfers, and new employee orientation.
Mba106 human resource management
Mail & call us at:-
Call us at : 08263069601
Or
“ help.mbaassignments@gmail.com ”
To get fully solved assignments
Dear students, please send your semester & Specialization name here.
Muffler magic sohel-abir-arafat group 55 d
Muffler Magic faced profit decline after expanding. Key issues included poor HR policies, safety issues, and employee service quality. Recommendations included: implementing written job descriptions and structured recruitment/selection; instituting performance appraisals linked to rewards; conducting various training programs; and developing a skill-based pay and incentive plan to tie pay to performance.
Résumé - Dao Xuan Loc
Dao Xuan Loc has nearly 3 years of experience in market research for the finance and banking sector. He has worked as a market research analyst at The Nielsen Company, where he established relationships with key clients and spearheaded applying logic programming to data collection to ensure quality and quicker results. Loc also conducted complicated research projects in customer experience, usage and attitudes, and segmentation. Previously, he worked as a business development specialist at HPT Corporation, where he performed tasks such as competitor analysis and preparing marketing proposals. Loc obtained a Bachelor of Economics degree from The College of William & Mary, specializing in econometrics and game theory.
BBA-SEM-3-HRM-Job analysis
Job analysis is the process of collecting job-related information to help prepare job descriptions and specifications. It involves determining the tasks performed, skills and qualifications required, and how the job is performed. Common methods of collecting job analysis data include observation, interviews, questionnaires, checklists, technical conferences, and having employees maintain diaries of their daily activities. The collected information is then processed and used to develop the job description outlining the job title, duties, requirements, and working conditions, and the job specification listing the necessary qualifications, skills, abilities, and other characteristics needed to perform the job.
Presentation on “Employee Training Process” – CommLab India
Presentation on “Employee Training Process” – CommLab IndiaCommLab India – Rapid eLearning Solutions
The first step in the training process in an organization includes assessments of its objectives and strategies.Process of training
This document discusses the process of assessing training needs for an organization. It explains that the training needs assessment involves analyzing the organization's objectives, jobs and tasks, and individuals. The process includes determining competencies and skills required for roles, identifying gaps, and developing individualized training plans. Key steps involve analyzing the organization, tasks, and people to understand current states and desired future states to effectively plan training interventions.
Training and Development
Training and Development,Types of Training,Benefits of Training, Difference between Training and Education,Difference between Training and Development,Need for Training,Importance of Training,Advantages of Training,Systematic approach of Training
Career Planning and Development
This document summarizes career planning and development initiatives for both organizations and individuals. For organizations, it discusses job posting systems, mentoring, career resource centers, managers as career counselors, career development workshops, human resource planning, performance appraisals, and career paths. For individuals, it outlines career planning, career awareness, utilizing career resource centers, and analyzing interests, values, and competencies. The overall purpose is to provide guidance and resources to support employees in taking responsibility for and actively managing their own career development.
Management Staffing
This document discusses the recruitment and selection process as well as training methods. It outlines the internal and external sources of recruitment and their merits and demerits. The selection process involves screening applicants through various steps like application, tests, and interviews to select the best candidate. Training is defined as a process to improve employee skills and knowledge through methods like on-the-job training, classroom training, and apprenticeships.
Abolish the Job Description
Role descriptions cover job and non-job roles. Whereas, the job description has traditionally focussed on the job role only. Employees are now expected to perform multiple jobs in the workplace. This slide pack covers those roles.
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This document provides an overview of key concepts in human resource management. It discusses the primary functions of management as planning, organizing, leading, and controlling. It then explains that HRM is important for an organization because the role of HR managers has expanded, legislation places new requirements on employers, jobs have become more technical, and global competition demands increased productivity. The rest of the document outlines the main functions of HRM like staffing, training, motivation, and maintenance as well as how external factors influence HRM.
Human Resource Management
Human Resource Management involves hiring, motivating, and maintaining employees in an organization. It focuses on managing people to accomplish individual, organizational, and social goals. HRM aims to make integrated decisions regarding recruiting, developing, compensating, and separating employees in a way that is consistent with the organization's effectiveness and ability to serve customers with high quality products and services.
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This document discusses various training methods used in human resource management. It defines training methods as techniques used to enhance employees' skills and knowledge. The document then covers traditional methods like on-the-job and off-the-job training as well as modern methods such as online and social learning. Specific techniques are provided for each type of training method. The advantages and disadvantages of both on-the-job and off-the-job training are also summarized.
Empathy map m-young-v1
1. The hiring manager needs someone who can independently perform software development work and start being productive immediately, as the manager has already invested a year into the existing project and does not want to restart.
2. The ideal candidate would have both strong technical skills as well as soft skills like being independent, organized, and a leader, as both are important for the job.
3. The manager wants to hire someone who will fit into the company culture and be able to take on increased responsibilities over time, to attract the best talent and retain them with the opportunity for career growth.
Mb0043 spring 2014 assignments
This document provides the assignment details for the subject Human Resource Management. It includes 6 questions related to topics like training, career planning, job analysis, discipline, grievance handling, index analysis, and Delphi technique. The questions range from 3 to 10 marks each and students are instructed to answer all questions in approximately 400 words for the 10 mark questions. It provides the question, expected answer components, and total marks for each question.
Recruitment
Recruitment involves finding and attracting qualified job candidates. It includes activities like searching for candidates, evaluating their qualifications, and stimulating them to apply. The recruitment process typically involves planning, developing a strategy, searching for candidates, screening applicants, and evaluating the effectiveness of the process. Sources of recruitment can be internal, like current employees, or external, such as job boards. Job analysis is the process of studying jobs in detail to understand their tasks, responsibilities, and requirements. It provides information used for recruitment and selection and results in job descriptions, specifications, and designs.
Internship Letter
An internship is a period during which a student or new graduate gets practical experience in a job. An internship is a professional learning experience that offers meaningful, practical work related to a student's field of study or career interest.
For more information visit https://www.hrhelpboard.com/contract-letters/internship-letter.htm
Personal and professional development
Work-based problem and how can it resolved by communicating at different management levels for an organization to sustain in the market with the development purpose.
SHARIQ PP General
The document discusses various topics related to strategic human resource management. It defines strategic HR as aligning people processes with business strategy objectives. It discusses using the HR business partner role to drive HR operations at the business unit level and represent business interests at the corporate level. It also summarizes various HR topics covered including performance management, compensation and benefits, recruitment, training, workforce planning, and policy implementation. The overall purpose seems to be providing an overview of strategic HR and how various HR functions can be leveraged to support business strategy.
Job description and job analysis
The job involves recruiting, screening, interviewing, and hiring workers to fill openings. Key responsibilities include maintaining personnel records using HR systems, interpreting policies for employees, and addressing employee relations issues. A high school diploma is required, while a degree and 3-5 years of related experience are preferred. The position reports to the HR manager and makes independent hiring decisions.
HR Officer Job Description
The HR Officer will be responsible for providing administrative support across various HR functions including recruitment, induction, payroll, leave administration, and general HR duties. Key responsibilities include assisting with recruitment by preparing job postings and interviewing candidates, onboarding new hires, managing payroll processing and employee files, administering leave and absences, communicating with employees, and ensuring compliance with employment laws and policies. Strong computer, communication, and organizational skills are required for this role supporting the HR department.
Google sohel-abir-arafat -group 55 d
Google has grown rapidly from 3,000 to 10,000 employees within a decade but now faces issues with work-life balance, early employee retirement, and a lack of experienced mid-level managers. The case study discusses potential solutions such as improving global expansion efforts, changing recruitment practices, and modifying HR policies around benefits, transfers, and new employee orientation.
Mba106 human resource management
Mail & call us at:-
Call us at : 08263069601
Or
“ help.mbaassignments@gmail.com ”
To get fully solved assignments
Dear students, please send your semester & Specialization name here.
Muffler magic sohel-abir-arafat group 55 d
Muffler Magic faced profit decline after expanding. Key issues included poor HR policies, safety issues, and employee service quality. Recommendations included: implementing written job descriptions and structured recruitment/selection; instituting performance appraisals linked to rewards; conducting various training programs; and developing a skill-based pay and incentive plan to tie pay to performance.
Résumé - Dao Xuan Loc
Dao Xuan Loc has nearly 3 years of experience in market research for the finance and banking sector. He has worked as a market research analyst at The Nielsen Company, where he established relationships with key clients and spearheaded applying logic programming to data collection to ensure quality and quicker results. Loc also conducted complicated research projects in customer experience, usage and attitudes, and segmentation. Previously, he worked as a business development specialist at HPT Corporation, where he performed tasks such as competitor analysis and preparing marketing proposals. Loc obtained a Bachelor of Economics degree from The College of William & Mary, specializing in econometrics and game theory.
BBA-SEM-3-HRM-Job analysis
Job analysis is the process of collecting job-related information to help prepare job descriptions and specifications. It involves determining the tasks performed, skills and qualifications required, and how the job is performed. Common methods of collecting job analysis data include observation, interviews, questionnaires, checklists, technical conferences, and having employees maintain diaries of their daily activities. The collected information is then processed and used to develop the job description outlining the job title, duties, requirements, and working conditions, and the job specification listing the necessary qualifications, skills, abilities, and other characteristics needed to perform the job.
Presentation on “Employee Training Process” – CommLab India
Presentation on “Employee Training Process” – CommLab IndiaCommLab India – Rapid eLearning Solutions
The first step in the training process in an organization includes assessments of its objectives and strategies.Process of training
This document discusses the process of assessing training needs for an organization. It explains that the training needs assessment involves analyzing the organization's objectives, jobs and tasks, and individuals. The process includes determining competencies and skills required for roles, identifying gaps, and developing individualized training plans. Key steps involve analyzing the organization, tasks, and people to understand current states and desired future states to effectively plan training interventions.
Training and Development
Training and Development,Types of Training,Benefits of Training, Difference between Training and Education,Difference between Training and Development,Need for Training,Importance of Training,Advantages of Training,Systematic approach of Training
Career Planning and Development
This document summarizes career planning and development initiatives for both organizations and individuals. For organizations, it discusses job posting systems, mentoring, career resource centers, managers as career counselors, career development workshops, human resource planning, performance appraisals, and career paths. For individuals, it outlines career planning, career awareness, utilizing career resource centers, and analyzing interests, values, and competencies. The overall purpose is to provide guidance and resources to support employees in taking responsibility for and actively managing their own career development.
Management Staffing
This document discusses the recruitment and selection process as well as training methods. It outlines the internal and external sources of recruitment and their merits and demerits. The selection process involves screening applicants through various steps like application, tests, and interviews to select the best candidate. Training is defined as a process to improve employee skills and knowledge through methods like on-the-job training, classroom training, and apprenticeships.
Abolish the Job Description
Role descriptions cover job and non-job roles. Whereas, the job description has traditionally focussed on the job role only. Employees are now expected to perform multiple jobs in the workplace. This slide pack covers those roles.
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Presentation on “Employee Training Process” – CommLab India
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Hrm chp 2
This document provides an overview of key concepts in human resource management. It discusses the primary functions of management as planning, organizing, leading, and controlling. It then explains that HRM is important for an organization because the role of HR managers has expanded, legislation places new requirements on employers, jobs have become more technical, and global competition demands increased productivity. The rest of the document outlines the main functions of HRM like staffing, training, motivation, and maintenance as well as how external factors influence HRM.
Human Resource Management
Human Resource Management involves hiring, motivating, and maintaining employees in an organization. It focuses on managing people to accomplish individual, organizational, and social goals. HRM aims to make integrated decisions regarding recruiting, developing, compensating, and separating employees in a way that is consistent with the organization's effectiveness and ability to serve customers with high quality products and services.
Assignment essentials of_hrm
The document provides a job description and specification for a marketing manager position. It outlines the key responsibilities of the role, including developing marketing strategies and plans, managing a marketing team, meeting sales and financial targets, identifying new opportunities, and sustaining client relationships. The specification details the required experience as 10 years in marketing, including supervising a staff, as well as a bachelor's degree in marketing. It lists important skills as strong communication, team leadership, and expertise in digital marketing and customer focus. The overview explains the role will develop products and launch campaigns, distribute products, and ensure effective marketing communications.
Human resource management_-_mgt501_handouts
Here are the key points about management:
- Management is the process of working with and through other people to accomplish organizational goals in an effective and efficient manner.
- The main functions of management include planning, organizing, leading, and controlling.
- Planning involves setting goals and deciding how to achieve them. Organizing involves determining what tasks need to be done and who will do them. Leading involves motivating and influencing employees. Controlling involves monitoring progress and making corrections.
- Management helps coordinate and optimize the use of various organizational resources (people, information, physical assets, financial resources) to achieve goals.
- Management is essential for any organization as it provides direction, implements strategies, and ensures efficient and effective
Chapter 1: Introduction to HRM
The document covers the following topics related to human resource management (HRM):
- An introduction to management, organization, and the evolution and history of HRM
- The objective of HRM and important terminology
- A definition of HRM and how it represents the strategic deployment of human resources
- The history and evolution of HRM, from personnel management to its recognition as a profession
- The objectives of HRM from societal, organizational, functional, and personal perspectives
- An overview of the evolution of HR practices in Bangladesh and areas that can be improved
Ppt on hrd
This document provides an overview of an HR presentation on HRD concepts and challenges. It defines HRD as a set of planned activities designed to provide employees with necessary skills to meet current and future job demands. It discusses the objectives, functions, need for and subsystems of HRD. These include training and development, which improves employee knowledge, skills and attitudes in the short-term or prepares them for future roles. The presentation also outlines challenges for HRD like a changing workforce, global competition, skills gaps, and technological changes. It concludes that HRD is too important to not be a central, revenue-generating part of an organization.
Human resource development
Human resource development (HRD) involves developing the competencies of employees through processes like training, performance appraisal, and organization development. This enables people to perform their jobs better and helps the organization achieve its goals. HRD is a planned and continuous process that facilitates competency development at the individual, group, and organizational levels. The ultimate aim of HRD is to contribute to the well-being, motivation, and pride of employees while also meeting the needs of the organization.
Introduction to human resource management
The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to HRM is also examined, including differences between formal and informal organizations as well as line and staff functions. The roles of HR executives are outlined.
Human resource management ppt
Human Resource Management outlines the definition, core elements, objectives, functions, scope, and challenges of HRM. It discusses the meaning of HRM as integrating employment relationships to help organizations and employees achieve their goals. HRM aims to acquire, develop, motivate, and retain committed employees to meet organizational objectives. It also covers the planning, organizing, directing, and controlling of human resources from recruitment to retirement.
Intellectual Property Rights
This document provides an overview of intellectual property (IP) including the types of IP (patents, trademarks, copyright), governing bodies and laws, and key concepts around IP rights.
1. It discusses the World Intellectual Property Organization (WIPO) which promotes IP protection worldwide and is headquartered in Geneva, Switzerland.
2. The major types of IP are outlined as functional/technical inventions protected by patents, artistic works protected by copyright, and symbols/logos protected by trademarks.
3. The rights provided by patents, copyright, and trademarks are territorial in nature and regulated by country-specific laws, though international treaties allow cross-border cooperation on IP issues.
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College of Administrative and Financial SciencesAssign.docx
College of Administrative and Financial Sciences
Assignment 3- Strategic Management
(MGT 401)
Course Name: Strategic Management
Student’s Name:
Course Code: MGT 401
Student’s ID Number:
Semester: II
CRN:
Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade: Marks Obtained/Out of
Level of Marks: High/Middle/Low
Instructions for the three assignments – PLEASE READ THEM CAREFULLY
· The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
· Assignments submitted through email will not be accepted.
· Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
· Students must mention question number clearly in their answer.
· Late submission will NOT be accepted.
· Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
· All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
· Submissions without this cover page will NOT be accepted.
Assignment 3:
Part 3 of project & Discussion Questions
Learning outcomes:
1. Understand issues related to strategic competitive advantage in diversified organizations (Lo 2.2)
2. Gain insights into the strategy-making processes of different types of organizations ( Lo 1.7)
3. Identify appropriate strategies for different situations (Lo 3.1).
This assignment 3 includes two independent sections: section 1-complement of project & section 2- discussion questions.
Section 1 = Part 3 of project
Questions
Consider the same company ‘X’ that you have already used in assignment 1& 2 and answer the following questions.
1. Evaluate the performance of the main activity of your selected company (performance of principal product/service). What type(s) of criteria do you use to evaluate this performance?
2. What type(s) of control of employees and production processes is/are used by your selected company?
3. How does the corporation manage the environmental risks?
4. Evaluate the competitive advantage of the corporation on its market. Suggest some recommendations for the managers of your selected company to improve this competitive advantage.
End of the project
Section 2 = Discussion Questions.
Questions
Discuss the following questions:
1. Is the evaluation and control process appropriate for a corporation that emphasizes creativity? Are control and creativity compatible? Explain. - Max 300 words
2. How can corporate culture be changed? Give examples. Max 250 words
3. How is the cellular/modular structure different from the network structure? Give at least three differences. – Max 200 words
Answers:
PUBLIC
PUBLIC
PUBLIC
Weekly Lecture
Week 2 will focus on several is ...
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