Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
Customer Service
Leadership & Influence
Employee Motivation
Leading Innovation and Change
Digital Marketing Basics
Workplace Stress Management
Effective Communications
Building Passionate Teams
Performance Management
Business Ethics
Business Writing
Emotional Intelligence
Consultative Selling
Strategic Planning
Facilitation Skills
Coaching & Mentoring
4th sem nmims solved assignments june 2021rachitvishnoi1
- A customer complaint was brought up about a lack of prompt delivery and after-sales service response from the organization.
- Implementing an ERP solution could address this by integrating processes like order management, delivery, and customer service to provide end-to-end visibility and improve responsiveness.
- Key areas that an ERP implementation could focus on are order management, delivery, inventory management, and customer relationship management to streamline operations and better satisfy customers.
Employee engagement should remain a top priority for HR even during economic downturns. While cost cutting is necessary, it can damage employee morale and engagement if not handled properly. Some low-cost ways to boost and maintain engagement include frequent communication from leadership, empowering employees, fun activities at work, recognition programs, internal training, innovative cost-cutting schemes, and ensuring performance-based appraisals. Prioritizing engagement strategies can help organizations retain talent and trust among employees during difficult times.
Business Skill Coaching Powerpoint Presentation SlidesSlideTeam
Increase the productivity and workforce of your enterprise by employing Business Skill Coaching Powerpoint Presentation Slides. Take the assistance of employee orientation PowerPoint infographics to mention the roles and responsibilities of an employee like accomplishing the target, managing work balance, maintaining the decorum, and increasing productivity. This life coaching PowerPoint slide deck comprises workforce turnover analysis, employee turnover trend, drivers of employee turnover, mode of pinpoint areas. Showcase the factors that organizations must focus on during coaching sessions such as finance, personal growth, health, family, social life, attitude and career. You can also showcase the ways to provide constant encouragement during coaching sessions by utilizing our mentoring PPT templates. Determine the different objectives for the processes of life coaching with the help of this professional training PowerPoint slides. The four stages of coaching including discovery, assessment, opportunity and execution that will help the client to achieve their professional goals can be depicted using business skill training PPT visuals. Provide help to attain the personal and professional growth by downloading our visually attention-grabbing professional coaching PPT presentation. https://bit.ly/3rKZAiV
For more course tutorials visit
www.tutorialrank.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will
For more course tutorials visit
www.newtonhelp.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will be recorded. These assignments have earlier due dates, so plan accordingly. Grades must be transferred manually to eCampus by your instructor. Don’t panic, this might happen after your due date.
For more course tutorials visit
www.newtonhelp.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
Customer Service
Leadership & Influence
Employee Motivation
Leading Innovation and Change
Digital Marketing Basics
Workplace Stress Management
Effective Communications
Building Passionate Teams
Performance Management
Business Ethics
Business Writing
Emotional Intelligence
Consultative Selling
Strategic Planning
Facilitation Skills
Coaching & Mentoring
4th sem nmims solved assignments june 2021rachitvishnoi1
- A customer complaint was brought up about a lack of prompt delivery and after-sales service response from the organization.
- Implementing an ERP solution could address this by integrating processes like order management, delivery, and customer service to provide end-to-end visibility and improve responsiveness.
- Key areas that an ERP implementation could focus on are order management, delivery, inventory management, and customer relationship management to streamline operations and better satisfy customers.
Employee engagement should remain a top priority for HR even during economic downturns. While cost cutting is necessary, it can damage employee morale and engagement if not handled properly. Some low-cost ways to boost and maintain engagement include frequent communication from leadership, empowering employees, fun activities at work, recognition programs, internal training, innovative cost-cutting schemes, and ensuring performance-based appraisals. Prioritizing engagement strategies can help organizations retain talent and trust among employees during difficult times.
Business Skill Coaching Powerpoint Presentation SlidesSlideTeam
Increase the productivity and workforce of your enterprise by employing Business Skill Coaching Powerpoint Presentation Slides. Take the assistance of employee orientation PowerPoint infographics to mention the roles and responsibilities of an employee like accomplishing the target, managing work balance, maintaining the decorum, and increasing productivity. This life coaching PowerPoint slide deck comprises workforce turnover analysis, employee turnover trend, drivers of employee turnover, mode of pinpoint areas. Showcase the factors that organizations must focus on during coaching sessions such as finance, personal growth, health, family, social life, attitude and career. You can also showcase the ways to provide constant encouragement during coaching sessions by utilizing our mentoring PPT templates. Determine the different objectives for the processes of life coaching with the help of this professional training PowerPoint slides. The four stages of coaching including discovery, assessment, opportunity and execution that will help the client to achieve their professional goals can be depicted using business skill training PPT visuals. Provide help to attain the personal and professional growth by downloading our visually attention-grabbing professional coaching PPT presentation. https://bit.ly/3rKZAiV
For more course tutorials visit
www.tutorialrank.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will
For more course tutorials visit
www.newtonhelp.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will be recorded. These assignments have earlier due dates, so plan accordingly. Grades must be transferred manually to eCampus by your instructor. Don’t panic, this might happen after your due date.
For more course tutorials visit
www.newtonhelp.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
This document provides information and instructions for students enrolled in MGT 312 regarding weekly assignments, practice knowledge checks, and other course materials. It outlines topics like informal groups, the three Cs of effective teams, distributive negotiation, types of trust, and group norms. Students are instructed to complete assignments and knowledge checks in Connect and grades will be transferred to the course site manually by the instructor. The document also provides information on accessing course materials through Connect.
This document provides information and instructions for students enrolled in MGT 312 regarding weekly assignments, practice knowledge checks, and other course materials. It outlines topics like informal groups, the three Cs of effective teams, distributive negotiation, types of trust, and group norms. Students are instructed to complete knowledge checks and assignments in the Connect platform by the given due dates, though instructors may manually transfer grades later. The document also provides context and instructions for applying concepts about perceptions, motivation, performance management, and coaching to a case study about a furniture company facing challenges.
Raghavan provided Sanjay, a new sales trainee, with sales reports and pamphlets about the company's products but did not provide any further training or guidance. This summary training method is insufficient for imparting the necessary job skills and instructions to Sanjay. A more suitable training method for Sanjay would be on-the-job training with direct supervision from an experienced manager to gain hands-on experience in performing his sales role.
The document discusses how Pinnacle Management Group uses Team Scorecards to help companies measure and improve their organizational culture and performance. It summarizes that the Team Scorecard examines communication, trust, alignment, and productivity; identifies areas for improvement; and provides training and tools to help teams work more effectively together. Customized reports and assistance are provided to help companies achieve their business goals.
This document provides information about assignments for an organizational behavior course (MGT 312). It includes practice knowledge checks and assignments related to topics like teams, motivation, perceptions, and career development. Students are instructed to complete assignments in Connect and grades will be transferred to the course site manually by the instructor. The document provides due dates and notes that students have unlimited attempts for practice assignments.
This document provides information about assignments for MGT 312, including practice knowledge checks and assignments related to self-assessment, perceptions, motivation, and performance management. It discusses using a 3-step problem solving approach and organizing framework to motivate employees of Arrow Furniture. It also provides an example of coaching to improve time management and explains why coaching is important for managers.
FOR MORE CLASSES VISIT
www.mgt312rank.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments
This document provides information and instructions for students taking MGT 312, including assignment details and due dates. It announces practice knowledge checks and assignments related to topics like teams, motivation, perceptions, and socialization. Students are instructed to complete assignments in Connect and notes that grades will be manually transferred to the course site. The document also provides links to additional class resources and materials.
The document provides information about various MGT 312 assignments for weeks 1 through 5 from the course website www.mgt312rank.com. It includes practice knowledge checks, assignments on topics like team dynamics and organizational culture, and links to additional course materials. Students are instructed to complete assignments in Connect and grades will be transferred manually by the instructor.
For more classes visit
www.snaptutorial.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts
This document discusses the role and responsibilities of human resources (HR) management. It begins by explaining how HR has evolved from an administrative function to a strategic department involved in organizational decision making. The main responsibilities of HR include staffing, recruitment, developing policies on compensation, benefits, and working conditions. HR also aims to retain top talent through competitive salaries and benefits. Developing strategic HR plans aligned with business goals and objectives is important. However, HR faces challenges such as controlling costs, adapting to technological changes, and replacing retiring "baby boomer" employees. Educating managers and employees about HR functions is crucial so that everyone understands their roles in achieving organizational goals.
smu mba 1 sem spring 2018 solved assignment helpRahul Saini
Get fully solved assignment. Buy online from website
www.smuassignment.in
online store
or
plz drop a mail with your sub code
computeroperator4@gmail.com
we will revert you within 2-3 hour or immediate
Charges rs 125/subject
if urgent then call us on 08791490301, 08273413412
The document provides guidance on conducting effective coaching and counseling sessions. It outlines a 7 step process: 1) friendly greeting, 2) manager states facts, 3) employee explains, 4) manager explains interpretation, 5) manager presents relevant rules and policies, 6) the parties create an action plan, 7) review of the session. The goal is to have an open discussion to understand issues, identify solutions, and set expectations in a supportive manner.
The Do's of Onboarding: How to Improve Employee RetentionCGS
Onboarding can be tough. So tough, in fact, that a recent CGS survey revealed that 61% of Learning and HR leaders are actively seeking experts who can help them craft an effective strategy. How can your business create an onboarding strategy that will positively impact your staff and your organization? Find success with these 8 simple tips.
This document summarizes 11 strategies for making workers happy: 1) providing opportunities for growth and advancement, 2) offering training programs, 3) giving bonuses even as small as $25, 4) allowing worker autonomy, 5) improving the office environment, 6) supporting remote work, 7) reducing email overload, 8) promoting work-life balance, 9) offering benefits like childcare, 10) implementing wellness programs, and 11) permitting short breaks to boost productivity. The strategies are aimed at increasing employee engagement, retention, and productivity.
The survey results show that the company needs improvement in developing leaders and supporting employee development. Less than half of employees feel the company identifies and develops high performers (46%) or has processes to ensure future leaders (36%). Even fewer agree that supervisors have the skills to support direct reports' development (29%) or effectively resolve workplace conflicts (43%). Only 38% feel supervisors communicate expectations well. The document discusses challenges with transferring training to on-the-job performance. There is often a lack of accountability and follow-up after training. Long-term behavior change requires ongoing reinforcement through activities like follow-up discussions, support groups, and feedback from managers.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
This document provides information about getting fully solved assignments from AEREN FOUNDATION. Students can send their semester and specialization details to the provided email or call the phone number to receive solved assignments. The document includes 4 sample case studies related to human resource management with multiple questions on each case for students to practice.
Dear students get fully solved SMU MBA Fall 2014 assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
This document provides information and instructions for students enrolled in MGT 312 regarding weekly assignments, practice knowledge checks, and other course materials. It outlines topics like informal groups, the three Cs of effective teams, distributive negotiation, types of trust, and group norms. Students are instructed to complete assignments and knowledge checks in Connect and grades will be transferred to the course site manually by the instructor. The document also provides information on accessing course materials through Connect.
This document provides information and instructions for students enrolled in MGT 312 regarding weekly assignments, practice knowledge checks, and other course materials. It outlines topics like informal groups, the three Cs of effective teams, distributive negotiation, types of trust, and group norms. Students are instructed to complete knowledge checks and assignments in the Connect platform by the given due dates, though instructors may manually transfer grades later. The document also provides context and instructions for applying concepts about perceptions, motivation, performance management, and coaching to a case study about a furniture company facing challenges.
Raghavan provided Sanjay, a new sales trainee, with sales reports and pamphlets about the company's products but did not provide any further training or guidance. This summary training method is insufficient for imparting the necessary job skills and instructions to Sanjay. A more suitable training method for Sanjay would be on-the-job training with direct supervision from an experienced manager to gain hands-on experience in performing his sales role.
The document discusses how Pinnacle Management Group uses Team Scorecards to help companies measure and improve their organizational culture and performance. It summarizes that the Team Scorecard examines communication, trust, alignment, and productivity; identifies areas for improvement; and provides training and tools to help teams work more effectively together. Customized reports and assistance are provided to help companies achieve their business goals.
This document provides information about assignments for an organizational behavior course (MGT 312). It includes practice knowledge checks and assignments related to topics like teams, motivation, perceptions, and career development. Students are instructed to complete assignments in Connect and grades will be transferred to the course site manually by the instructor. The document provides due dates and notes that students have unlimited attempts for practice assignments.
This document provides information about assignments for MGT 312, including practice knowledge checks and assignments related to self-assessment, perceptions, motivation, and performance management. It discusses using a 3-step problem solving approach and organizing framework to motivate employees of Arrow Furniture. It also provides an example of coaching to improve time management and explains why coaching is important for managers.
FOR MORE CLASSES VISIT
www.mgt312rank.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments
This document provides information and instructions for students taking MGT 312, including assignment details and due dates. It announces practice knowledge checks and assignments related to topics like teams, motivation, perceptions, and socialization. Students are instructed to complete assignments in Connect and notes that grades will be manually transferred to the course site. The document also provides links to additional class resources and materials.
The document provides information about various MGT 312 assignments for weeks 1 through 5 from the course website www.mgt312rank.com. It includes practice knowledge checks, assignments on topics like team dynamics and organizational culture, and links to additional course materials. Students are instructed to complete assignments in Connect and grades will be transferred manually by the instructor.
For more classes visit
www.snaptutorial.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts
This document discusses the role and responsibilities of human resources (HR) management. It begins by explaining how HR has evolved from an administrative function to a strategic department involved in organizational decision making. The main responsibilities of HR include staffing, recruitment, developing policies on compensation, benefits, and working conditions. HR also aims to retain top talent through competitive salaries and benefits. Developing strategic HR plans aligned with business goals and objectives is important. However, HR faces challenges such as controlling costs, adapting to technological changes, and replacing retiring "baby boomer" employees. Educating managers and employees about HR functions is crucial so that everyone understands their roles in achieving organizational goals.
smu mba 1 sem spring 2018 solved assignment helpRahul Saini
Get fully solved assignment. Buy online from website
www.smuassignment.in
online store
or
plz drop a mail with your sub code
computeroperator4@gmail.com
we will revert you within 2-3 hour or immediate
Charges rs 125/subject
if urgent then call us on 08791490301, 08273413412
The document provides guidance on conducting effective coaching and counseling sessions. It outlines a 7 step process: 1) friendly greeting, 2) manager states facts, 3) employee explains, 4) manager explains interpretation, 5) manager presents relevant rules and policies, 6) the parties create an action plan, 7) review of the session. The goal is to have an open discussion to understand issues, identify solutions, and set expectations in a supportive manner.
The Do's of Onboarding: How to Improve Employee RetentionCGS
Onboarding can be tough. So tough, in fact, that a recent CGS survey revealed that 61% of Learning and HR leaders are actively seeking experts who can help them craft an effective strategy. How can your business create an onboarding strategy that will positively impact your staff and your organization? Find success with these 8 simple tips.
This document summarizes 11 strategies for making workers happy: 1) providing opportunities for growth and advancement, 2) offering training programs, 3) giving bonuses even as small as $25, 4) allowing worker autonomy, 5) improving the office environment, 6) supporting remote work, 7) reducing email overload, 8) promoting work-life balance, 9) offering benefits like childcare, 10) implementing wellness programs, and 11) permitting short breaks to boost productivity. The strategies are aimed at increasing employee engagement, retention, and productivity.
The survey results show that the company needs improvement in developing leaders and supporting employee development. Less than half of employees feel the company identifies and develops high performers (46%) or has processes to ensure future leaders (36%). Even fewer agree that supervisors have the skills to support direct reports' development (29%) or effectively resolve workplace conflicts (43%). Only 38% feel supervisors communicate expectations well. The document discusses challenges with transferring training to on-the-job performance. There is often a lack of accountability and follow-up after training. Long-term behavior change requires ongoing reinforcement through activities like follow-up discussions, support groups, and feedback from managers.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
This document provides information about getting fully solved assignments from AEREN FOUNDATION. Students can send their semester and specialization details to the provided email or call the phone number to receive solved assignments. The document includes 4 sample case studies related to human resource management with multiple questions on each case for students to practice.
Dear students get fully solved SMU MBA Fall 2014 assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
The head of a major division asks for help finding a workshop on conflict resolution for all employees in his division after recounting several recent incidents where employees did not know how to resolve conflicts effectively. The document then provides guidance on designing practical training programs, including the key aspects of initial training, written procedures, customized training manuals, ongoing training topics and times, and evaluation to ensure training is effective.
The document discusses the importance of employee training and development for small businesses. It outlines the benefits of training, which include increased productivity, reduced turnover, and financial gains. It also discusses how to plan an effective training program, including assessing needs, setting goals and objectives, selecting trainees and training methods, administering training, and evaluating the results. Key points are that training should be ongoing, not just for new employees, and that a well-planned, structured program aligned with business strategy and objectives is more likely to succeed than an unplanned approach.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Essentials of hrm nmims latest solved assignmentssmumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
Call us at : 08263069601
Maintenance Skills Training for industry is a hot subject right now. In many areas of the country, companies are competing for skilled maintenance personnel.
“A Deloitte study found that the skills gap may leave an estimated 2.4 million positions unfilled between 2018 and 2028, with a potential economic impact of $2.5 trillion”
The skill level of the maintenance personnel in most companies is well below what industry would say is acceptable. In the past, I have been involved with the assessment of the skill level for hundreds of maintenance personnel in the U.S. and Canada and found 80% of the people assessed scored less than 50% of where they need to be in the basic technical skills to perform their jobs. The literacy level of maintenance personnel is also a problem. In some areas of the United States we find that up to 40% of maintenance personnel in a plant are reading below the eighth grade level. After performing the Gunning FOG index, we find the reading level for mechanical maintenance personnel should be the twelfth year level and electrical maintenance personnel the fourteenth year level (associate degree).
This document is a student report on personal development strategies for employees within an organization. It identifies key development areas for three employees: communication skills for the front desk officer, problem-solving skills for the manager, and critical thinking for marketing. It then discusses strategies for improving self-management and effectiveness at work, including adopting a positive attitude, prioritizing tasks, building skills, improving health, and staying organized. The report provides recommendations for continuous training, consistency, organization, and prioritizing health to support personal development in the workplace.
This document provides information about getting fully solved assignments for various subjects and semesters in MBA. It includes contact information for an assignment help service via email or phone call. Students can send their semester, specialization, and subject code to get solved assignments on topics like compensation and benefits, incentive schemes, pay structures, and wage policy in India. Instructions note that answers for 10-mark questions should be around 400 words.
This document provides information about getting fully solved assignments for various subjects and semesters in MBA. It includes contact information for an assignment help service via email or phone call. Students can send their semester, specialization, and subject code to get relevant past assignments that are fully solved. Details are provided on 6 sample assignments for the subject MU0015 – Compensation and Benefits, covering topics like compensation management, employee benefits, incentive schemes, pay structures, and wage policy plans in India.
The document summarizes an interview with Mr. Samrat Ghosh Moulik, the Channel Development Manager of TATA AIG, about his work as a manager. Some of the topics discussed include how he evaluates subordinates' performance, handles stress, motivates employees through incentives, and provides feedback to underperforming staff. The interview covers various challenges of being a manager, such as planning, execution, cost control, and conflict resolution. In summary, the interview discusses Mr. Moulik's responsibilities and approaches as a manager at TATA AIG.
This document outlines planning for an IT team, including objectives, responsibilities, outcomes, and strategies. It discusses:
1. The overall team objectives are to identify new goods/services, develop commercial strategies, and maintain a competitive edge.
2. Responsibilities include keeping work logs, maintaining equipment, processing documentation, installing video/audio conferencing, and performing backups.
3. Outcomes aim to control disruption, centralize data analytics, and maintain high security. The document also discusses communication, issues/challenges, feedback, and learning opportunities.
This document contains summaries of answers to 6 questions about human resource management topics. It discusses the functions of HR, methods of management development like off-the-job training, the concept of human resource information systems and their applications, guidelines for an organizational disciplinary policy, causes of grievances and the grievance handling procedure, and definitions of job enlargement and job enrichment. All answers refer the reader to an external website for full details.
5 Steps for Building a Business Case for Employee TrainingBizLibrary
The five elements that should be included in a business case for employee training are:
1. A scenario analysis that explains the most likely, best case, and worst case outcomes of the training.
2. Linking each expected benefit of the training solution to an expected operational effect.
3. Identifying key performance indicators (KPIs) for each expected benefit to show how success will be measured.
4. Stating the risks of not implementing the proposed training action, such as becoming less competitive.
5. Aligning the training proposal with the organization's strategic goals to show how the training will support those goals.
The document discusses the need for corporate training programs and their advantages. It notes that in today's competitive global environment, staff are under pressure to meet high standards, requiring the development of new training strategies and methods. Training needs analysis that is aligned with organizational goals can help formulate an effective people development strategy. Some key advantages of training programs include addressing employee weaknesses, improving performance, ensuring consistency, increasing worker satisfaction and productivity, improving quality, and reducing costs and supervision needs.
1. Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
AEREN FOUNDATION’S Maharashtra Govt. Reg. No.: F-11724
AN ISO 9001 : 2008 CERTIFIED INTERNATIONAL B-SCHOOL
SUBJECT:-HUMAN RESOURCE MANAGEMENT
Case –1 ( 20 Marks)
Questions
1. If you were the programmer, would you want to work at Microsoft? Why or Why not?
Answer : If i were the programmer i would love to work at microsoft but not interested to work like
BULL just to become a MILLIONAIRE
2. How many activities in this case can you tie into specific motivation theories? List the
activities; list the motivation theories, and how they apply.
Answer : To my knowledge STOCK OPTION PROGRAM vs MASSAGES(what kind of)
They were applied i
3. As Microsoft continues to get larger and its growth rate flattens do you think Management
2. will have to modify any of its motivation practices? Elaborate.
Answer : MOTIVATION has a specific purpose but cannot be applied for everything. Management
need to consider BITTER REALITIES that could help in making their employees understand what could
be done proportional the
4. Can money act as a motivator? Explain.
Answer : Motivation and performance are very complex issues affected by many factors. No one
factor can guarantee motivation or performance in the absence of othercritical factors .Money
cannot be effectively substituted for good management. Some people think that money can’t be
used to motivate employees and that is truefor some employees, but for a large percentage of the
workforce it does not have to be that way.
Case –2 ( 20 Marks)
Questions
1. What should Atlantic Mutual Management do, if anything, to cope with the aftereffects of
9/11?
Answer:The Management can organize a seminar/ presentation with help from a professional
counselor about the various disasters i.e man-made, natural calamity, terrorist attacks etc. with
emphasis on how people
2. How long would You expect employees to be adversely affected by 9/11 if a company
provides no formal assistance for dealing with anger and stress?
Answer :The span of time to decide on the effects of the trauma would be really difficult as it would
wary according to each one's
3. What, if anything, should Management do about employees who appear to be suffering from
such kind or trauma and stress, but will neither admit it nor accept help from their employee?
Answer :The Management can propagate CSR initiatives with keeping community welfare as its
theme. Voluntary Social work and Helping out
4. Outline the role of HR specialist in providing a safe and healthy environment for employees
Answer : HR Specialist is the effective change agent for providing a safe and healthy environment to
the employees. He needs to understand the emotions of individuals and their concerns as well as the
group matrix within the organizations to which
3. Case –3( 20 Marks)
Questions
1. Do you think the company has any orientation programme? If yes, discuss its effectiveness.
Answer : No according to me the company hasn’t provided any orientation program. Because when
one join a new company often have lots of questions about the structureof their new company, its
culture, and its goals. A good orientation program cananswer many of those questions and start off
new employees working in the rightdirection.Orientation is a programs which can take place in-house
or off-site, with audio-visual tools
2. If employees were properly selected, there should be no need for an orientation programme”.
Comment on the statement.
Answer : I do not agree on the statement that if employees were properly selected there should be
no need for an orientation programme this situation will not helpemployee how much good he is
and also results in the poor results to the organisation because giving a proper orientation program
can leads to:
To Reduce Start-up-Costs
Proper orientation can help the employee get "up to speed" much more quickly, thereby reducing
the costs associated with learning the job.
2. To Reduce Anxiety
3. If You were Patil, how would you react to the above situation?
Answer : If I was Patil, I wouldn’t be angry because it was Patil’s mistake not to take consent before
placing an order in his
4. Discuss the purpose of orientation. What are various requisites of an effective programme?
Answer : Purposes of Orientation
Employers have to realize that orientation isn't just a nice gesture put on by the organization. It
serves as an important element of the recruitment and retention process. Some key purposes are:
To Reduce Startup Costs: Proper orientation can help the employee get up to speed much
more quickly, thereby reducing the costs associated with learning the job.
To Reduce Anxiety: Any employee, when put into a new, strange situation, will experience
anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to
reduce anxiety that results from entering into an unknown situation, and helps provide
guidelines for
4. Case –4 ( 20 Marks)
Questions
1. According to You, why did the Bs1110 Scheme succeed and the TQM Scheme failed in ABC
engineering? Define the term “workers” participation in management. Bring out the prerequisites
for its success.
Answer : Bs1110 Scheme succeed because a total quality Management Scheme was introduced to
increase efficiency and quality control. Throughout the 1990’s, more flexible arrangements had been
introduced together with a breakdown of old work demarcation lines. Machines were now built by
flexible teams of workers employing different skills like fitters, electricians, hydraulic engineers, etc.
TQM Scheme failed because team leaders had felt uncomfortable in their roles and there has been a
lot of skepticism from some of the workers.
2. Explain in your own words what empowerment means to You. Also discuss “A worker is a
worker, a Manager a Manager and never the two shall meet.” Do You agree? Why?
Answer : Empowerment means to gain knowledge and understanding. Self empowerment means to
gain knowledge and understanding of the self. Think of it like this. If you knew absolutely nothing
about a car and its inner workings, and the car broke down somewhere far from home. You would
have no idea what to do to fix the car, so that you can go on. Yet if you had a good knowledge and
understanding of the car and its inner workings then you could figure out what needs to be done,
get the tools and spares to do it, and fix it. In this situation you would be empowered (feel
empowered) for you would know what to do to get yourself going again. You would not just sit in
the car and wait for someone to come and sort out the problem for you.
So self-empowerment means to gain
3. What suggestions would You give to a similar company who were thinking of introducing
Total Quality Management to make it a success?
Answer : A core definition of total quality management (TQM) describes a management approach to
long–term success through customer satisfaction. In a TQM effort, all members of an organization
participate in improving processes, products, services, and the culture in which they work.
The Primary Elements of TQM
Total quality management can be summarized as a management system for a customer-focused
organization that involves all employees in continual improvement. It uses strategy, data, and
effective communications to integrate the quality discipline into the culture and activities of the
organization.
5. Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601