Human resource planning training was provided to factories in Vietnam and China to strengthen HR systems and support lean manufacturing. Factories developed action plans to address areas like supervision, incentives, and employee satisfaction. Factories are implementing plans with goals to reduce employee dissatisfaction and increase skills. Initial reports show factories finding the training helpful for setting goals and sharing best practices to realize improvements. The training aims to drive lasting gains in working conditions through continued support.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
The matching model of HRM - human resource management - Manu Melwin Joymanumelwin
One of the first explicit statements of the HRM concept was made by the Michigan School (Fombrun et al, 1984). They held that HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model’).
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
The matching model of HRM - human resource management - Manu Melwin Joymanumelwin
One of the first explicit statements of the HRM concept was made by the Michigan School (Fombrun et al, 1984). They held that HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model’).
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
Human resource planning,Introduction
Defination of HRM
Objectives of HRM
Importance of HRM
How HRM important for Managers
Process of HRM
Line & staff Managers
HRM complete process Exhibit
Strategics of HRM
Summary
Recommendations
Optimization of Collaborative Planing and Decision Making in the Tourism Supp...Chiang Mai University
In the tourism industry, planing and decision making are complex operations. Mutual operations and activities are required across tiers in the supply chain including suppliers, service providers, intermediaries (travel agents and tour operators) and customer (tourists). Such interdependent processes are also vary across various stages in the supply chain starting from planning, pro- curement, purchasing, productions, transports, inventory/storage, sales and proportion as well as customer services. By making decisions in these stages, the objective of all parties should be to maximize the overall profit of the supply chain as a whole, not for individual. By making a decision with collaborations across the supply chain, the collaborative firms could gain a better outcome. Such collaborations can be done in every stage especially forecasting, planning and execution. To support such collaborative decision making, a tourism supply chain optimization model was modeled. The model includes main supply chain players such as suppliers, hotels, travel agents and tourist attractions. The model was developed to maximize the profit of the whole supply chain. In comparison, the model was also compared to the scenarios where individ- ual profit is the objective. The actual data from the tourism supply chain in Thailand was used to validate the model. The optimization found that the supply chain profitability can be reached when the decision making is made under collaborations in the supply chain. The outcome can be greater when the collaborations are supported by information sharing and team work.
Cultural consequences of IHRM on company’s values, behavior, institutions, or...Masum Hussain
The objective of the study is to investigate and analyze the influence of culture on human resource management practices. The research is expected to answer the importance question: Are HRM practices influenced by national culture or not? It is generally accepted that the practices of management is considered to be universal until Hofstede (1980:42) published the seminal work: Culture’s Consequences: International Differences in Work Related Value in 1980. Hofstede’s work is the most popular in cross culture management studies so that his framework in national culture will be used in this research. Structural equation model (SEM) with Two Step Model Building Approach is used to test structural theory. It is used to test the hypotheses model statistically to determine the extent to which the proposed model is consistent with the sample data. SEM incorporates both confirmatory factor analysis and multiple regressions to estimate a series of interdependent relationship simultaneously. The results of descriptive analysis indicate that the national culture dimensions tend high for collectivism, power distance, masculinity and uncertainty avoidance, quite different from Hofstede (1980) findings that Indonesia has high collectivism, high power distance, and moderate in masculinity and low in uncertainty avoidance. While in Second Order Confirmatory Factor Analysis, collectivism, power distance and uncertainty avoidance are confirmed as a dimension of national culture but masculinity are not.
In structural testing, it indicates that two hypotheses i.e. the influence of national culture on career development and compensation are supported but the influence of national culture on staffing and participative management are not supported. Organizational culture also shows influence on staffing and participative management. One of human resource management practices i.e. career development influence on organizational performance but others such as staffing, participative management, and compensation does not. This study shows that national culture and organizational culture influence on some of human resource management practices. Therefore, this research supports the divergence theory that human resource management practices are culture-bound.
HUMAN RESOURCE MANAGEMENT- PERFORMANCE MANAGEMENTTrinity Dwarka
HUMAN RESOURCE MANAGEMENT- PERFORMANCE MANAGEMENT
DEFINITION
Features Of Performance Management
PERFORMANCE PLANNING
PERFORMANCE APPRAISAL
Objectives Of Performance Appraisal
Process Of Performance Appraisal
POTENTIAL APPRAISAL
Performance Appraisal Vs. Potential Appraisal
Barriers To Effective Performance Appraisal
Overcoming Barriers
Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses. The PPT contains definition, Process and Benefits of HR Planning.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
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.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
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.
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/
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.
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.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
3. Human Resource Planning could be expressed as a process by which the
management ensures the right number of people and right kind of people, at the
right place , at the right time doing the right things for which they are recruited and
placed for the achievement of goals of the organization.
Human Resource may be regarded as the quantitative and qualitative measurement
of work required in an organization.
Human Resource Planning aims at the continuous supply of right kind of
personnel to fill various positions in the organization.
HRP is a continuous process.
In the words of Colman, ―Manpower planning is the process of determining
manpower requirements and the means of meeting those requirements in order to
carry out the integrated plan of the organization‖
4. According to Geister, ―Manpower Planning is the process including forecasting,
developing and controlling by which a firm ensures that it has the right number of
people and the right kind of people at the right places, at the right time doing work
for which they are economically most useful. Therefore, manpower planning consists
of projecting future man power requirements and developing manpower plans for the
implement action of projections‖.
According to Dales.S.Beach, ―Human Resource Planning is a process of determining
and assuring that the organization will have an adequate number of qualified persons,
available at the proper times , performing jobs which meet the needs of the enterprise
and which provides at is faction for the individuals involved.‖
5. Ensure optimum use of human resources currently employed
Avoid imbalances in the distribution and allocation of human
resources
Assess or forecast future skill requirements of the organization's
overall objectives
Provide control measure to ensure availability of necessary
resources when required
Control the aspect of human resources
Formulate transfer and promotion policies
6. HRP presents an inventory of existing man power of the organisation.
Analysis of this resource helps in ascertaining the status of the available
personnel and to discover untapped talent presently available with the
organisation.
HRP helps in determining the short fall or surplus of the resource by
comparing the total resource needs with the present supply. It also
helps in projecting future HR needs.
HRP is concerned with the initiation of various organisation
programmes depending upon the demand and supply of human
resources
7. Listing or current human resources
Assessing the context to which the current man power is utilized to the
advantage of the organizing.
Planning out the surplus human resource, if any
Analyzing the requirements of manpower in future in the light of
expansion plans, retirement of personnel etc.
Making human resource forecast
Designing training programme for different categories of human
resource.
8. HRP helps in proper recruitment and selections of the right
type of people which are available for various positions in the
organization.
HRP also facilitates designing of training programmes for the
employees to develop the required skills in them.
HRP provides lead time for procuring personnel as the lead
time given is a time- consuming process.
9. HRP results in reduced labour costs as it helps the management to anticipate shortages
and or surpluses or HR, and correct these imbalances before they become
unmanageable and expensive.
HRP is the scientific way for planning employee development that is designed to make
optimum use of workers’ skills within the organization.
HRP enables identification of the gaps of the existing HRs so that corrective training
could be imparted.
HRP leads of improvement in the overall ―Business Planning‖ process. HRP helps in
formulating managerial succession plan as a part of there placement planning process.
HRP leads to a greater awareness of the importance of soundman power management
through out the organization HRP serves as a tool to evaluate the effect of alternative
man power actions and policies.
10. The process of HRP involves the following steps:
Determination of HRP objectives of HR planning
Current HR inventory
Demand Forecasting
Job requirements
Employment plan
Training and Development programme
11. Human resource planning analyzes an organization’s HR needs and
how to best fill them.
Steps in the HR planning process:
Step 1 — review organizational mission, objectives, and strategies.
Step 2 — review HR objectives and strategies.
Step 3 — assess current HR needs.
Step 4 — forecast HR needs.
Step 5 — develop and implement HR plans.
12.
13. Government policies
Level of economic development
Business Environment
Information Technology
Level of Technology
Natural factors
International Factors
14. Strategies of the Company
Human Resource Policies of the Company
Formal and Informal Groups
Job Analysis
Time Horizons
Types of Quality Of Information
Company’s production Operations policy
Trade unions
15. Components of HRIS
Input- Enter the data to manage HR i.e by whom when and in
what format.
Storage –Storing and updating data in various files from time to
time
Output-It is in two forms hard copy printed or a soft copy
16. Inception of Idea
Collecting the data
Feasibility study
Testing the system
Selecting a project team
Starting up
Defining the requirements
Running in parallel
Vendo Analysis
Maintenance
Package Contract
Evaluation
negotiation
Training
Tailoring the system
17. Personal Administration
Salary Administration
Leave / absence Increase
Skill Inventory
Medical History
Performance Appraisal
Manpower Planning
Recruitment and Carrier Planning
18. Provide accurate and timely information
to supply the required information by statutory
provisions
Provide supply information in most cost effective way.
19.
20. No legal Obstacle
Attractive financial compensation
Flexibility
Demerits of VRS
Fear and Insecurities s among employees
Spoil reputation of the company
Appose from trade unions
21. Advantages of outsourcing-:
It Offers Cost Effective Selection
It allows management to focus more on core business
It gets more accurate and timely information
No need to invest in the latest technology
It avoids Duplication and makes easy and quick access
to information.
22. Termination-It means to relieve the employee from
their services.
Lay off-inability of an employee to give employment to a workmen
Suspension-Punishment usually imposed upon an employee for breaking
rules
Discharge or Dismissal-termination of the employee due to excessive
abseentism
Resignation-termination of the employment by the employee
23. Downsizing-It means elimination of certain jobs with
a view to have a greater efficiency
Role of HR in downsizing
Manager have to decide who is to be made
redundant, where and when.
Have programme’s to help the laid of employee
They have to convince trade union
They must ensure proper communication to
minimize the negative effects of rumors
24. There are several forms of separation:-
Resignation
Dismissal
Death
Suspension
Lay Off
Retrenchment
Retirement
25. Sub-Contracting
There are several alternatives to recruiting and hiring
employees directly. The first is to use temporary
workers obtained from a temporary help agency. The
second is employee leasing.
26. Types of Promotion:-
Horizantal Promotion
An increase in responsibility and pay with the change in
the designation
Vertical Promotion
There is a Change in the status, responsibilities pay
and job classification
Dry Promotion
Means an increase in responsibility and status, without
any increases in pay or other financial benefits
27. Put the employee in a position where he will be of greater value of
the company
To develop competitive spirit
To develop internal source of employee
To promote employee self-development
To build up a morale,loyalty and a sense of belongingness
To promote employee interest in training and development
To build royalty
28. Need of transfer
To meet organizational needs
To satisfy employee needs
To better use employee
To adjust the workforce
To provide relief
To punish employee
To accommodate family related issues
29. Since Nike developed Human Resources Management (HRM) training to strengthen
contract manufacturers' HRM systems and support lean manufacturing implementation,
two waves of factories have taken part: eight factories in Vietnam in November 2008 and
eight factories in Southern China in March 2009.
Prior to participating in the workshop, each factory completed an employee satisfaction
survey to better understand the top issues facing workers and to measure mutual trust
and respect in the factory.
Factories brought survey results along to the two-week training so they could apply their
workers' insights to creation of action plans and HRM best practices. Each factory
developed action plans to address core HRM areas, including supervisory skills, incentive
structures, employee turnover and employee satisfaction.
Following the training, factories have begun implementing their specific action plans with
six-month deliverables.
One factory set specific goals for reducing the number of workers reporting
dissatisfaction with the behavior and attitude of their direct supervisor from 15 percent
to 5 percent. The factory identified targeted training for supervisors including
management, trust and respect, leadership, company policies and grievance systems,
tying training completion directly to key performance indicators tracked within the
factory.
Another has set plans to increase the technical skill level among workers on the shop
floor. Rather than focus only on building workers' technical skills, the plan requires
supervisors to understand the importance of these skills among workers, which often
had been overlooked. Plans also include reassessing skill levels, sharing with leadership
and using findings to increase and improve training.
For both factories - and all those participating in the training - each step in the process
had clear goals, responsibilities, timelines and methods for tracking progress.
30. Factories reported positive results. Statements from factories
participating in the training include:
"The HRM workshop was able to highlight the importance of having a
strong HR system."
"Human resources is one of the most important assets of the
company as a foundation of lean."
"We now share best practice at our weekly meetings and include CR
and HR."
"I am confident that our goals will be achieved within the year."
"HRM has helped us to have a better understanding of how strong
HR supports lean. If HR is strong, we'll use effective processes to
recruit the right people and develop them with a foreseeable career
path. Skilled employees will stay with us longer. This means our
turnover rate will be reduced and our recruiting efforts and training
investment are not wasted."
"The HRM tools we received are helping us follow our projects
closely, followed up by responsible persons within specified
timelines, giving a greater chance to realize measurable
improvements."
"HRM created a community where each factory set off the boundary
of its own experience and knowledge. In return, each factory
received many good practices - a great return on investment."
31. Factories are not alone in this process.
Factories are supported by the HRM Learning
Community established in the training. The
Learning Community brings together
factories that shared the training and
continue to share lessons learned and best
practices meeting bimonthly.
The real measure of success will be the HRM
training's ability to drive systemic and lasting
improvement in working conditions. Nike is
working closely with contract factories in
their implementation of action plans and
ongoing efforts to monitor workers'
experience.