Human Resource Environmental Challenges by Mahmood Qasim
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The document discusses various challenges faced by Mahmood Qasim in his professional role, including external challenges, technological challenges, and economic challenges. It then outlines steps to deal with environmental challenges, which include monitoring the environment, evaluating impact, taking productive measures, and obtaining/analyzing feedback. The document concludes with Mahmood Qasim's professional code of ethics.
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The differences between policies and procedures can be summarized as follows:
Policies guide of decision making, while procedures drive actions.
Policies leave some room for managerial discretion, while procedures are detailed and rigid.
Policies are an integral part of organizational strategies, while procedures are tactical tools.
Policies are generally formulated by top management, while procedures are laid down at lower organizational levels in line with policies.
Policies are more evergreen than procedures. Procedures change more frequently, because they should be adaptable to the changing operational environment and technological advancements.
Ella Forum
The document provides information about Human Capital Department, an HR consulting firm. It introduces the core team members and their backgrounds. It also discusses the company's values, services, experience in the not-for-profit sector, and an example of an HR audit and recommendations provided to a housing charity client.
Introducing Western-style HRM practices to China.pptx
Introducing Western-style HRM practices to China. In 1970s, China started attracting Foreign Direct Investment (FDI) on a large scale. It was overwhelming response from business owners that want launch updated product and services in mainland China. HR are mainly responsible for management in the company. Hence, handling workforce according to the situation or job becomes very effective with them.
Running head BUSINESS PLAN BREAKDOWN 4- THE OPERATIONS PLAN .docx
Running head: BUSINESS PLAN BREAKDOWN 4- THE OPERATIONS PLAN 1
BUSINESS PLAN BREAKDOWN 4- THE OPERATIONS PLAN 2
Business Plan Breakdown 4- The Operations Plan
Name
Institution
Business Plan Breakdown 4- The Operations Plan
· Define the management team by drafting an organizational chart for hiring employees.
Organizational Chart for Hiring Employees
Effectiveness in operation in any business organization requires a well-organized structure for the hiring of employees. The structure should consist of the top General Human resource Manager who is the general overseer of the entire recruitment of all the employees in the organization. General Human resource Manager is responsible for developing and administering human resources plans and processes that relate to the company personnel. The manager will also implement and revise the company compensation program for the employees (Fairchild, 2017). Additionally, the creation and revision of job descriptions in the company are also carried out by the manager. It is the responsibility of the general manager to develop, revise, and recommend personnel policies and procedures. The Deputy Director of Human Resource will assist in advising the general manager in the effective ways for recruitment of employees. The director will help in overseeing recruitment efforts for all personnel, including writing, and placing job ads. The Affirmative Employment personnel help to ensure that the employees meet the job competency requirements. All the complaints that may arise during the hiring process are reported to the Complaints and Adjunction Director. The general Employment Advisor gives recommendations and advises on issues that may affect hiring of employees within the organization.
· Draft the key employee policies and a code of ethics
The employee policies and code of ethics outline the organization’s expectations regarding employee behavior towards other individuals within the organization, supervisors, and the entire management of the organization. The policies apply equally to all the employees regardless of the employment terms of agreement or rank. The employees are bound to compliance with the law. All the employees must protect the organization’s legality. There must comply with all the environmental safety and fair dealing laws. The employees must be responsible when dealing with the organization’s finances, products, partnerships and, public image. Secondly, they should observe respect in their workplace. All employees should respect others and avoid any form of discrimination, harassment, or victimization.
Third, the employees must protect the company property. Every employee should treat the organization property with respect whether they are material or intangible. They should avoid frivolously or misuse of the company equipment. Forth, employees must show integrity and professionalism in the workplace. Fi.
Talent management
The document discusses return on talent (ROT) and how companies are increasingly measuring the value generated from their talented employees. It defines ROT as the knowledge generated and applied by employees. To optimize investment in talent, companies must understand the various costs associated with acquiring and utilizing talent, and continuously measure and improve ROT. An effective talent management information system can help companies with tasks like recruiting, onboarding, performance management, training, succession planning, and integrating compensation plans to attract, retain and develop top talent.
Next
This document presents the training and development strategy of Next HR Consultancy. It outlines objectives to enhance service quality and team culture through leadership and communication skills training. It proposes a training needs assessment and plan involving requests, monitoring, and evaluation. The performance management system focuses on goal setting, coaching, appraisals, improvement, and rewards. Key performance indicators include employee satisfaction with learning opportunities, development assignments, and percentage undergoing regular training.
Hrm in lic
The document summarizes the functions and role of human resource management at Life Insurance Corporation of India (LIC). It outlines the seven key functions of HRM at LIC as: 1) manpower planning, 2) recruitment and selection, 3) employee motivation, 4) employee evaluation, 5) industrial relations, 6) provision of employee services, and 7) employee education, training and development. It then discusses the steps involved in developing an HRM strategy, emphasizing the importance of understanding business strategy and developing an HRM mission statement aligned with organizational goals.
managing human capital(MHC) mba 2 semester
This document discusses managing human capital and outlines several key points:
1. It defines human capital as the collective skills, knowledge, and expertise of employees that contributes to organizational productivity. Managing human capital involves treating employees as assets and investing in them.
2. Some challenges to managing human capital include globalization, workforce diversity, technological advances, and changing political/legal environments. HR strategies like task force, development, turnover, and paternalistic strategies can help address these challenges.
3. Best practices for managing human capital involve recruitment/selection, training, performance management, reward systems, and career development. The document discusses these practices and compares best practice and best fit approaches to human resource management.
Ch 1 shrm
Strategic human resource management (SHRM) aligns human resource practices with organizational strategy to improve business performance. It focuses on integrating HR with strategic planning, developing employee skills to meet future needs, and creating a culture where HR policies support organizational goals. The key goals of SHRM include enhancing organizational effectiveness, developing competitive capabilities, and managing change to achieve a strategic advantage over competitors.
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This document discusses the key concepts of perception. It begins by defining perception as the process of interpreting our senses to provide order and meaning to the environment. It then outlines the main components and subprocesses of perception, including the perceiver, target, and situation. The document also examines perceptual selectivity and the external and internal factors that influence what we pay attention to. Finally, it explores perceptual organization and how principles like proximity, similarity, closure, and continuity help us organize sensory information. The overall document provides a comprehensive overview of the main elements involved in the cognitive process of perception.
Know yourself to grow yourself
This document provides guidance on how to know yourself in order to grow yourself. It instructs the reader to evaluate their motivation, positioning, and connections. For motivation, it suggests asking yourself what you are passionate about, what is important to you, what your personal values are, how you want to see the world change, and what contribution you want to make. For positioning, it prompts reflection on your current reputation, strengths, accomplishments, and skills. And for connections, it asks the reader to consider who in their network can help them achieve their goals, who needs to know them, how to expand their network, how to add value to connections, and how to nurture relationships over time. The overall message is to work on
Know Yourself to Grow Yourself
This document discusses how to know yourself in order to grow yourself. It recommends evaluating your motivation, positioning, and connections. For motivation, it suggests reflecting on what you are passionate about, your personal values, and how you want to see the world and contribute to it. For positioning, it advises considering your reputation, strengths, accomplishments, and skills. For connections, it prompts thinking about who in your network can help you reach your goals, who needs to know you, how to expand your network, add value to it, and nurture it regularly. The overall message is to work on understanding your motivation, positioning, and connections in order to know and grow yourself.
Mahmood Qasim's Slides for business students Leader vs boss
This document repeatedly mentions the name "Mahmood Qasim" over 10 times without providing any other details. It consists solely of repeating the same name with no other context.
Mahmood Qasim's Slides on Success Principles
This document provides guidance on how to achieve goals and get to where you want to be in life. It emphasizes taking 100% responsibility for your life, giving up excuses and blaming others. It explains that your response to events determines your outcomes, so if you don't like your outcomes you must change your responses. It stresses having a clear vision or destination in life and believing in yourself to achieve your goals. Barriers like fear and roadblocks that could stop you are also addressed. The document concludes by advising the reader to take responsibility, respond positively to events, create dreams or goals, believe in themselves, not let barriers stop them, and develop positive self-talk.
Mahmood Qasim Slides Planning for BBA and MBA Students
1) Planning involves determining an organization's goals and the means to achieve them. It includes setting goals at different levels from strategic to operational.
2) Strategic goals pertain to the organization as a whole while tactical and operational goals define outcomes for divisions/departments and individuals.
3) Effective goals are specific, measurable, linked to rewards, cover key areas, and have a defined timeline.
Mahmood Qasim Slides Introduction to Management for BBA and MBA Students
This document discusses principles of management. It begins by defining management as the process of achieving organizational goals through planning, organizing, leading, and controlling. Effective management requires best utilization of available resources to achieve goals in an effective and efficient manner.
The document then outlines the four main functions of management as planning, organizing, leading, and controlling. It provides brief descriptions of each function. Additionally, it identifies the key skills needed for management as technical skills, human skills, and conceptual skills.
In closing, the document includes sample review questions to test understanding of management concepts covered.
Mahmood Qasim slides History of Management for BBA and MBA students
This document provides an overview of classical management perspectives including scientific management. It discusses key thinkers like Frederick Taylor and their contributions, such as Taylor's analysis of loading pig iron which increased output dramatically. It also notes criticisms of scientific management, such as its view of workers as machines and emphasis on one best method. Other classical thinkers discussed include Henry Gantt, known for the Gantt chart, and Frank and Lillian Gilbreth, pioneers of motion study.
Mahmood Qasim slides on organizational culture for organizational behaviour s...
1. The document discusses key concepts related to organizational theory including learning organizations, organizational culture and design. It defines learning organizations as those that facilitate continuous learning and transformation to remain competitive.
2. It also contrasts traditional hierarchical organizations with newer network and virtual organizational designs that are more flexible and team-oriented. Additionally, it examines the differences between dominant and sub cultures within organizations.
3. The document provides examples of how organizational cultures develop and change over time due to factors like mergers, workforce changes, and planned reforms. It emphasizes the importance of culture in shaping employee behaviors and commitment.
Mahmood Qasim Slides on Motivation for Organizational Behaviour Students
1. Motivation refers to the persistent effort directed towards a goal.
2. There are three classifications of motives - primary/physiological motives like food and sex, secondary/non-physiological motives like curiosity and affection, and tertiary/learned motives like power and achievement.
3. Content theories of work motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory, which link motivation to intrinsic and extrinsic rewards. Process theories include Vroom's expectancy theory and Locke and Latham's goal-setting theory.
Mahmood Qasim slides on Personality for Organizational Behavior students
This document discusses key concepts related to personality including:
- Personality is influenced by both nature (heredity) and nurture (environment/socialization).
- There are five major personality traits known as the "Big Five" - Conscientiousness, Emotional Stability, Agreeableness, Extraversion, and Openness to Experience.
- Attitudes are tendencies to respond positively or negatively to people, objects or ideas and consist of beliefs, values, and behaviors. Job satisfaction and organizational commitment are important attitudes.
- Factors like fairness, values, beliefs and disposition determine job satisfaction while commitment involves emotional, continuance, and normative components. Enhancing satisfaction and commitment can benefit employee
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The study Organizational Behaviour helps us understand how people in an organization behave. that is we come to understand how people from different culture think and as managers how we can deal with these people so that they are highly productive.
Organizational Behavior Stress By Mahmood Qasim
This document discusses stress, its causes and effects. It defines stress as the pattern of responses to stressors, including emotions, thoughts and physiology. Major causes of stress listed include occupational demands, role conflicts and ambiguities, overload and underload of work, responsibility for others, lack of social support and unpleasant working conditions. Effects include impacts on task performance, psychological well-being such as burnout, and physical health. Burnout is defined as exhaustion resulting from prolonged work stress. The document also discusses approaches to managing stress on personal, family and organizational levels.
HRM International Challenges by Mahmood Qasim
This document discusses challenges related to international human resource management. It covers frameworks for international HR, preparing and selecting employees for international assignments, developing and placing employees, compensation and protections. It also addresses employee relations, assessing challenges, and questions for review including objections to overseas work, actions for encouraging acceptance of international assignments, concerns about cultural differences, centralizing vs decentralizing HR operations, complications of international staffing, factors for relocation programs, and knowledge needed for moving to a new country for work.
HRM framework by Mahmood Qasim
Human resource management deals with issues related to an organization's workforce, including hiring, compensation, performance management, training, and other activities. The purpose of human resource management is to improve employee contributions in a way that is strategic, ethical, and socially responsible. Human resource activities aim to provide and maintain an appropriate workforce by addressing challenges like workforce diversity, global competitiveness, and unemployment. These activities include human resource planning, recruitment, selection, orientation, training, and compensation. An effective human resource department takes a proactive approach to anticipate problems and undertakes corrective action before issues arise.
HR Framework by Mahmood Qasim
Human Resource Management deals with issues related to an organization's workforce, such as hiring, compensation, performance management, training, and other personnel-related functions. The purpose of HR is to improve employee contribution in a way that is strategic, ethical, and socially responsible. HR activities aim to provide and maintain an appropriate workforce through functions like recruitment, selection, orientation, training, and compensation. Taking a proactive approach to HR management allows organizations to minimize costs and improve productivity by anticipating and addressing issues before they become problems.
Introduction to HRM by Mahmood Qasim
The document discusses human resource management (HRM) and human resource (HR) activities. It states that organizations view their human resources as their most important asset. HRM involves managing employees to complete tasks and achieve organizational goals. HR managers aim to create mutually beneficial relationships between employees and the organization. Some key HR functions include compensation, hiring, training, performance management, and employee development. The purpose of HRM is to maximize employee contributions in a strategic, ethical and socially responsible way. HR activities work to establish and maintain an appropriately sized workforce, and vary depending on the needs and priorities of the organization.
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一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
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2:同时对留学生所学专业登记给予评定
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7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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- 4. Technological Challenges Economical Challenges Economical Challenges Mahmood Qasim
- 7. Steps in Dealing with the Environment Challenges Monitor the Environment Evaluate the Impact Take Productive Measures Obtain & Analyze Feedback Mahmood Qasim
- 8. •Maintain the highest standards of professional and personal conduct. •Strive for personal growth in the field of human resource management. •Support the Society’s goals and objectives for developing the human resource management profession. •Encourage my employer to make the fair and equitable treatment of all employees a primary concern. •Strive to make my employer profitable both in monetary terms and through the support and encouragement of effective employment practices. •Instill in the employees and the public a sense of confidence about the conduct and intentions of my employer. •Maintain loyalty to my employer and pursue its objectives in ways that are consistent with the public interest. Mahmood Qasim •Uphold all laws and regulations relating to my employer’s activities. •Refrain from using my official position, either regular or volunteer, to secure special privilege, gain or benefit for myself. •Maintain the confidentiality of privileged information. •Improve public understanding of the role of human resource management.
- 9. 1. Explain how the growing diversity in an organization’s workforce may contribute to the need for greater flexibility in the organization’s work rules. 2. As the numbers of workers employed at large firms grew in the 1800s, how id employers respond to employees; needs? 3. Assuming that the trend towards robotics and artificial intelligence continues into the next century, how might managers and HR departments be affected? 4. Why should managers and HR specialists monitor demographic trends? 5. Assuming that the Karachi workforce continues to become more diversified, how will managers and HR department be affected? 6. How could the increased professionalization of the HR field benefit HR practitioners and their employers? 7. How do economic cycles affect the HR function? Give an example of an HR policy that takes variations in the economy into account. 8. What is the purpose of a code of ethics such as the one developed by SHRM? Can you suggest any additions to SHRM’s code? Mahmood Qasim