Understanding barriers to youth entrepreneurship as a career choice for youth...Masum Hussain
People say this is the age of business as it is backed by sophisticated technologies, blessed by loads of relevant information. & in this business age the young people are leading from the front as entrepreneurs. Wherever you go from Silicon Valley to Middle East young talents are making significant marks in creating new businesses even sometime more efficiently than the older experienced people. Think of Mark Zukerbourgh, or Michael Yung, they are shaking the world with their innovational business ventures, & people like them are at speed in growing. Different studies provide proof that the young people are the greatest contributors in the arena of business.
Sylhet is a division & a major city of North Eastern area of Bangladesh. This city is rapidly growing than the other cities of this country because of her peoples increasing purchasing power as the area is booming with business projects, a lots of liquid money is in the hands of the peoples as a result of remittance provided by the people living abroad. As we know many people of this area lives in different wealthy country of the world mainly in the United Kingdom (as we know in London there is a town named ‘ Bangla Town’ mainly inhabited by the Sylheties) & middle east many families have enough money in hand almost all the time. Problem with the Sylheti’s is that though they have money they are not interested in investing them in the country for business purpose as most of them are risk averse , & do not know the ABC of business.
The internship involves researching global human resource trends in Japanese companies and the employment situation in Vietnam. The intern will support a Vietnamese recruitment team to increase Vietnamese employment in Japanese manufacturing and IT companies through market research. As an intern at a new venture company, they will gain experience in entrepreneurship, new business development, marketing, and planning by working closely with managers on assigned projects. The 12-week internship pays $1500 and is open to undergraduates interested in human resources.
This document proposes a "New Talent Compact" between employers and employees. It acknowledges the skills gap and lack of education many workers face. The compact has three points: I) employers will provide training for employees' current roles, II) invest in each employee's training equal to the cost of turnover for future roles within or outside the company, and III) provide tools to help employees invest in career development. It provides guidance on implementing the compact, such as understanding employees' education levels, reviewing tuition assistance policies, and ensuring internal job opportunities for skilled workers. The goal is to unlock employees' potential through skills development and build long-term loyalty.
Kaushik Mahalanabis has over 15 years of experience in sales and marketing, including more than 5 years in direct sales and 6 years in the IT training industry. He is currently the Regional Manager (East) at Focus Educare Pvt Ltd in Kolkata, where he handles enquiries, site inspections, and provides business and service support to partners. Previously he held sales and management roles at companies like Educomp Solutions, Sterlite Foundation, and ICFAI University Press.
The document proposes setting up a government organization to increase youth employability in India. The organization would connect job seekers to multinational companies (MNCs) registered with the organization by collecting resumes and forwarding them based on qualifications. It aims to reduce unemployment by 1.5% over 2 years by streamlining the process between job seekers and companies. Challenges include limited internet access for some and addressing location and equal opportunity concerns.
There are two main sources of earning money: doing a job or running a business. Running a business has several benefits over being a salaried employee, such as getting opportunities for growth, giving direction to one's career, and receiving maximum rewards. However, starting a business also presents difficulties like insufficient backup, blind trust, and worrying too much about results. To be successful in business requires having a clear vision, mission, and purpose, as well as planning by searching for suitable opportunities, arranging resources, and persevering. Students are instructed to search for a business opportunity in their locality to discuss in the next session.
Role of Entrepreneur’s in Economic DevelopmentJaikumar Pandit
The document discusses the role of entrepreneurs in economic development. It defines an entrepreneur as someone who creates new jobs and opportunities through innovative ideas and products. Entrepreneurs contribute to economic development in several ways, such as creating wealth and sharing it through new businesses, generating employment, promoting regional development, increasing GDP and per capita income, raising living standards, enabling exports, and spurring community development through infrastructure and education. Several successful Indian entrepreneurs are highlighted such as the founders of Flipkart, Paytm, Ola Cabs, and Patanjali Ayurved.
Understanding barriers to youth entrepreneurship as a career choice for youth...Masum Hussain
People say this is the age of business as it is backed by sophisticated technologies, blessed by loads of relevant information. & in this business age the young people are leading from the front as entrepreneurs. Wherever you go from Silicon Valley to Middle East young talents are making significant marks in creating new businesses even sometime more efficiently than the older experienced people. Think of Mark Zukerbourgh, or Michael Yung, they are shaking the world with their innovational business ventures, & people like them are at speed in growing. Different studies provide proof that the young people are the greatest contributors in the arena of business.
Sylhet is a division & a major city of North Eastern area of Bangladesh. This city is rapidly growing than the other cities of this country because of her peoples increasing purchasing power as the area is booming with business projects, a lots of liquid money is in the hands of the peoples as a result of remittance provided by the people living abroad. As we know many people of this area lives in different wealthy country of the world mainly in the United Kingdom (as we know in London there is a town named ‘ Bangla Town’ mainly inhabited by the Sylheties) & middle east many families have enough money in hand almost all the time. Problem with the Sylheti’s is that though they have money they are not interested in investing them in the country for business purpose as most of them are risk averse , & do not know the ABC of business.
The internship involves researching global human resource trends in Japanese companies and the employment situation in Vietnam. The intern will support a Vietnamese recruitment team to increase Vietnamese employment in Japanese manufacturing and IT companies through market research. As an intern at a new venture company, they will gain experience in entrepreneurship, new business development, marketing, and planning by working closely with managers on assigned projects. The 12-week internship pays $1500 and is open to undergraduates interested in human resources.
This document proposes a "New Talent Compact" between employers and employees. It acknowledges the skills gap and lack of education many workers face. The compact has three points: I) employers will provide training for employees' current roles, II) invest in each employee's training equal to the cost of turnover for future roles within or outside the company, and III) provide tools to help employees invest in career development. It provides guidance on implementing the compact, such as understanding employees' education levels, reviewing tuition assistance policies, and ensuring internal job opportunities for skilled workers. The goal is to unlock employees' potential through skills development and build long-term loyalty.
Kaushik Mahalanabis has over 15 years of experience in sales and marketing, including more than 5 years in direct sales and 6 years in the IT training industry. He is currently the Regional Manager (East) at Focus Educare Pvt Ltd in Kolkata, where he handles enquiries, site inspections, and provides business and service support to partners. Previously he held sales and management roles at companies like Educomp Solutions, Sterlite Foundation, and ICFAI University Press.
The document proposes setting up a government organization to increase youth employability in India. The organization would connect job seekers to multinational companies (MNCs) registered with the organization by collecting resumes and forwarding them based on qualifications. It aims to reduce unemployment by 1.5% over 2 years by streamlining the process between job seekers and companies. Challenges include limited internet access for some and addressing location and equal opportunity concerns.
There are two main sources of earning money: doing a job or running a business. Running a business has several benefits over being a salaried employee, such as getting opportunities for growth, giving direction to one's career, and receiving maximum rewards. However, starting a business also presents difficulties like insufficient backup, blind trust, and worrying too much about results. To be successful in business requires having a clear vision, mission, and purpose, as well as planning by searching for suitable opportunities, arranging resources, and persevering. Students are instructed to search for a business opportunity in their locality to discuss in the next session.
Role of Entrepreneur’s in Economic DevelopmentJaikumar Pandit
The document discusses the role of entrepreneurs in economic development. It defines an entrepreneur as someone who creates new jobs and opportunities through innovative ideas and products. Entrepreneurs contribute to economic development in several ways, such as creating wealth and sharing it through new businesses, generating employment, promoting regional development, increasing GDP and per capita income, raising living standards, enabling exports, and spurring community development through infrastructure and education. Several successful Indian entrepreneurs are highlighted such as the founders of Flipkart, Paytm, Ola Cabs, and Patanjali Ayurved.
This business plan proposes opening an education consultancy in India to provide career guidance and admission assistance to students. India has over 150 universities and over 33,000 colleges, leaving students confused about career paths. The education sector in India is growing at 34% annually and received over $1.3 billion in foreign investment from 2000-2016. The proposed consultancy, called Educare Educational Consultancy, will provide counseling, admission guidance, and informational materials to 10th grade, higher secondary, and graduate students across Delhi through seminars, fairs, and promotional campaigns. Services will be priced affordably with loyalty discounts, scholarships, and seminars to attract customers in a market with over 5,000 existing consultancies.
How do you attract, retain and manage talent?DAYWATCHER.COM
Today, the person who works ten or more years for the same company is a rarity. This is especially true of talented managers and workers, for these individuals find nothing at all wrong with...
Gain additional support from a final-year student through a short-term placement and share your knowledge and
experience with the next generation of business professionals.
Hemant Tulsidas Pilloloo provides his curriculum vitae, which includes his objective to grow his knowledge and skills through an organization where he can utilize his analytical abilities. He has completed his graduation in commerce with a focus on accountancy and auditing, as well as higher secondary and secondary education. He has computer proficiency in MS Office, internet applications, Microsoft Dynamics Navision, Tally ERP 9, and basic SAP knowledge. His work experience includes roles as an accounts executive, exim assistant, and accounts assistant. His work exposures include account finalization, tax preparation and documentation, internal audit assistance, and reconciliation activities.
Ten million Indian graduates and post-graduates were unemployed in 2015, with Kerala having the highest unemployment rate at over 30%. According to a skills report, only 34% of Indian job candidates were found to be employable. RMS School aims to address India's shortage of skilled workers through various training programs. It offers courses in real estate, digital marketing, sales, and human resources. RMS believes that by training youth, it can help promote growth in the real estate industry and broader economy. The school is specialized in providing practical, work-oriented education to make students professionally competent and encourage entrepreneurship.
Technological entrepreneurship is key to world peace and prosperity. It can be taught by exposing students in fields like engineering and science to successful entrepreneurs as role models. The Technion university holds a class on the topic where hundreds of students hear lectures from entrepreneurs about how they started and grew their businesses, the difficulties they faced, and how they overcame mistakes. Governments can support technological entrepreneurship through incubators, partnerships with venture capital funds, and research funding for startups. While innate skills may help, entrepreneurship can be learned from seeking strategic partners, angels, or bootstrapping rather than relying on friends/family money or VC funds alone.
Join our professional courses.. We are associated with TISS (Tata Institute of Social Sciences) providing job oriented courses & also providing internship to our students to MNCs. We also provide weekend classes for working professionals.
This job description is for a Research Associate position at StartupLanes, a global startup ecosystem company. The role involves connecting with Indian professionals living abroad on LinkedIn and identifying leads who may be interested in investing in startups through an angel investment network. Research Associates will be paid Rs. 25 per qualified lead submitted to the investment banking team. The role requires a minimum of 3 years of work experience, 5000 LinkedIn connections, strong English communication skills, and the ability to search for and connect with contacts on LinkedIn.
This document discusses finance jobs in India. It notes that government jobs provide secure employment with benefits, and working for the government has advantages like getting salary conveniently. It also mentions that there are many opportunities for young graduates in India. The document discusses that finance jobs require knowledge of finances and the market. Government jobs hire candidates best suited for the specific role. It provides details on finding finance jobs through job portals and companies directly. It emphasizes the importance of being knowledgeable and competent for finance roles.
The document discusses entrepreneurship and entrepreneurs. It defines an entrepreneur as an individual who takes risks to start something new. Entrepreneurship is the process of creating new ventures with value through time, effort, risk, and reward. The stages of the entrepreneurial process include opportunity analysis, developing a plan, acquiring funding, implementing resources, and scaling the venture. Entrepreneurs drive economic development through innovation, creativity, exploring new markets and technologies. Innovation and creativity are key functions of entrepreneurs. A business plan is an important tool to guide operations in the first year. It helps employees understand goals and performance expectations.
For a career with a business and financial management solution provider, there are excellent growth opportunities in this domain. Candidates with degrees in fields like finance, management, economics, or business studies are preferred. There are various roles available at different levels, including consulting, management, technology, operations, and more. Continuous learning and developing new skills are important for career progression. Companies like Intuit recruit top talent from campuses and through employee referrals. They also provide extensive training programs and opportunities for employees to take on new roles and develop in the organization.
The document provides guidance on how to effectively present company information and analyze a company's activities. It discusses identifying the purpose and audience for a presentation, planning and preparing material in a systematic way, using audiovisual aids, and employing proper speech styles. A sample presentation index is given that covers background on the company's history, products, markets, people, operations, advantages, performance, and future plans. The document also provides a framework for analyzing a company's key activities in a value chain by studying the people, information flow, storage, money involvement, impact on profit, and impact on people for five important activities. Lastly, it offers tips for interviewing a businessperson that include selecting the individual, preparing questions,
Dr Richard Maponya Institute for Skills and Entrepreneurship Development - NPCSam Tsima
The Institute is inspired by the Brazilian National Service for Industrial Apprenticeship, SENAI Institute, whose mission is “To promote vocational and technological education, the innovation and transfer of industrial technologies, contributing to increase the competitiveness of Brazilian industry.”
Dr Maponya was introduced to SENAI Institute during his business visit to Brazil, as a member of the delegation of the South African President, Hon. Jacob Zuma. He remained behind in Brazil, and was introduced to the SENAI Model.
This trip to Brazil and the discussions he held with the Brazilians gave birth to the idea of establishing the Dr Richard Maponya Institute for Skills and Entrepreneurship Development.
Financial management deals with concepts of time, money, and risk and how they are interrelated. It involves planning income and expenditures to help a company survive financially. To work in financial management, one typically needs a graduate degree, which is usually a 2-year full-time program after graduation. Admission is based on tests, group discussions, and interviews. Job prospects in financial services are growing with the rise of the Indian economy, and financial managers are needed across industries. The average salary of a finance manager in India is Rs. 934,260 per year. Several institutes across India offer degrees to work in financial management.
Financial management deals with concepts of time, money, and risk and how they are interrelated. It involves planning income and expenditures to help a company survive financially. A basic eligibility is a bachelor's degree in any discipline, and admission is based on a written test, group discussion, and interview. Job prospects for financial managers are growing with the Indian economy, as they are needed across industries, governments, non-profits, banks, insurance, and more. The average salary for a finance manager in India is Rs. 934,260 per year. Several institutes across India offer programs in finance management.
The candidate has over 7 years of experience in accounting and finance roles, progressing to senior financial controller and most recently as a business unit manager overseeing 150 staff. They have excellent management, communication, and motivational skills and have been recognized as a top 20% performer over the past 5 years. They are currently seeking a director-level position utilizing their experience in areas such as budgeting, financial planning, new business development, and people management.
Human Resource Management Functions of Standard Chartered Bank . Including process & chart. it was made for informal presentation of my BBA course. Hope you all find it helpful.
This document describes a post-graduate program for sons and daughters of family managed businesses. The 18-month program trains participants to develop the knowledge, skills, and attitude to influence and lead their family business. Participants spend one week in the classroom and three weeks working in a business. The program helps participants understand their current business, create a business plan, and plan for their role and the family's role in the business. The program was started in 1997 and has since trained over 3,000 alumni from 160 cities in India and some overseas countries. It has led to additional management development programs and exploring expanding the program to other Asian countries.
PowerPoint Presentation about myself: Tony Tan Keng Hong Tony Keng Hong Tan
Tan Keng Hong Tony is an experienced professional with over 10 years of experience in administration, business development, marketing and human resources. He holds a Bachelor of Commerce from Curtin University of Technology majoring in marketing and e-commerce. His current roles involve business development and training & development with I-Healthy Investment (S) Pte Ltd. He is also knowledgeable about HR practices, employment law, and business excellence standards.
Shohag Bhowmik is a result-driven professional seeking a challenging career in sales, business development, or marketing. He has over 5 years of experience in business development and sales roles. Currently he is a Business Development Executive at Headstart International earning over 3 lakhs per year plus variables. He is responsible for launching brands, handling distributors and accounts, implementing promotional schemes, and providing business development strategies. Previously he held roles at L'oreal Professional India and Max New York Life. He has an MBA and relevant computer and web training.
This business plan proposes opening an education consultancy in India to provide career guidance and admission assistance to students. India has over 150 universities and over 33,000 colleges, leaving students confused about career paths. The education sector in India is growing at 34% annually and received over $1.3 billion in foreign investment from 2000-2016. The proposed consultancy, called Educare Educational Consultancy, will provide counseling, admission guidance, and informational materials to 10th grade, higher secondary, and graduate students across Delhi through seminars, fairs, and promotional campaigns. Services will be priced affordably with loyalty discounts, scholarships, and seminars to attract customers in a market with over 5,000 existing consultancies.
How do you attract, retain and manage talent?DAYWATCHER.COM
Today, the person who works ten or more years for the same company is a rarity. This is especially true of talented managers and workers, for these individuals find nothing at all wrong with...
Gain additional support from a final-year student through a short-term placement and share your knowledge and
experience with the next generation of business professionals.
Hemant Tulsidas Pilloloo provides his curriculum vitae, which includes his objective to grow his knowledge and skills through an organization where he can utilize his analytical abilities. He has completed his graduation in commerce with a focus on accountancy and auditing, as well as higher secondary and secondary education. He has computer proficiency in MS Office, internet applications, Microsoft Dynamics Navision, Tally ERP 9, and basic SAP knowledge. His work experience includes roles as an accounts executive, exim assistant, and accounts assistant. His work exposures include account finalization, tax preparation and documentation, internal audit assistance, and reconciliation activities.
Ten million Indian graduates and post-graduates were unemployed in 2015, with Kerala having the highest unemployment rate at over 30%. According to a skills report, only 34% of Indian job candidates were found to be employable. RMS School aims to address India's shortage of skilled workers through various training programs. It offers courses in real estate, digital marketing, sales, and human resources. RMS believes that by training youth, it can help promote growth in the real estate industry and broader economy. The school is specialized in providing practical, work-oriented education to make students professionally competent and encourage entrepreneurship.
Technological entrepreneurship is key to world peace and prosperity. It can be taught by exposing students in fields like engineering and science to successful entrepreneurs as role models. The Technion university holds a class on the topic where hundreds of students hear lectures from entrepreneurs about how they started and grew their businesses, the difficulties they faced, and how they overcame mistakes. Governments can support technological entrepreneurship through incubators, partnerships with venture capital funds, and research funding for startups. While innate skills may help, entrepreneurship can be learned from seeking strategic partners, angels, or bootstrapping rather than relying on friends/family money or VC funds alone.
Join our professional courses.. We are associated with TISS (Tata Institute of Social Sciences) providing job oriented courses & also providing internship to our students to MNCs. We also provide weekend classes for working professionals.
This job description is for a Research Associate position at StartupLanes, a global startup ecosystem company. The role involves connecting with Indian professionals living abroad on LinkedIn and identifying leads who may be interested in investing in startups through an angel investment network. Research Associates will be paid Rs. 25 per qualified lead submitted to the investment banking team. The role requires a minimum of 3 years of work experience, 5000 LinkedIn connections, strong English communication skills, and the ability to search for and connect with contacts on LinkedIn.
This document discusses finance jobs in India. It notes that government jobs provide secure employment with benefits, and working for the government has advantages like getting salary conveniently. It also mentions that there are many opportunities for young graduates in India. The document discusses that finance jobs require knowledge of finances and the market. Government jobs hire candidates best suited for the specific role. It provides details on finding finance jobs through job portals and companies directly. It emphasizes the importance of being knowledgeable and competent for finance roles.
The document discusses entrepreneurship and entrepreneurs. It defines an entrepreneur as an individual who takes risks to start something new. Entrepreneurship is the process of creating new ventures with value through time, effort, risk, and reward. The stages of the entrepreneurial process include opportunity analysis, developing a plan, acquiring funding, implementing resources, and scaling the venture. Entrepreneurs drive economic development through innovation, creativity, exploring new markets and technologies. Innovation and creativity are key functions of entrepreneurs. A business plan is an important tool to guide operations in the first year. It helps employees understand goals and performance expectations.
For a career with a business and financial management solution provider, there are excellent growth opportunities in this domain. Candidates with degrees in fields like finance, management, economics, or business studies are preferred. There are various roles available at different levels, including consulting, management, technology, operations, and more. Continuous learning and developing new skills are important for career progression. Companies like Intuit recruit top talent from campuses and through employee referrals. They also provide extensive training programs and opportunities for employees to take on new roles and develop in the organization.
The document provides guidance on how to effectively present company information and analyze a company's activities. It discusses identifying the purpose and audience for a presentation, planning and preparing material in a systematic way, using audiovisual aids, and employing proper speech styles. A sample presentation index is given that covers background on the company's history, products, markets, people, operations, advantages, performance, and future plans. The document also provides a framework for analyzing a company's key activities in a value chain by studying the people, information flow, storage, money involvement, impact on profit, and impact on people for five important activities. Lastly, it offers tips for interviewing a businessperson that include selecting the individual, preparing questions,
Dr Richard Maponya Institute for Skills and Entrepreneurship Development - NPCSam Tsima
The Institute is inspired by the Brazilian National Service for Industrial Apprenticeship, SENAI Institute, whose mission is “To promote vocational and technological education, the innovation and transfer of industrial technologies, contributing to increase the competitiveness of Brazilian industry.”
Dr Maponya was introduced to SENAI Institute during his business visit to Brazil, as a member of the delegation of the South African President, Hon. Jacob Zuma. He remained behind in Brazil, and was introduced to the SENAI Model.
This trip to Brazil and the discussions he held with the Brazilians gave birth to the idea of establishing the Dr Richard Maponya Institute for Skills and Entrepreneurship Development.
Financial management deals with concepts of time, money, and risk and how they are interrelated. It involves planning income and expenditures to help a company survive financially. To work in financial management, one typically needs a graduate degree, which is usually a 2-year full-time program after graduation. Admission is based on tests, group discussions, and interviews. Job prospects in financial services are growing with the rise of the Indian economy, and financial managers are needed across industries. The average salary of a finance manager in India is Rs. 934,260 per year. Several institutes across India offer degrees to work in financial management.
Financial management deals with concepts of time, money, and risk and how they are interrelated. It involves planning income and expenditures to help a company survive financially. A basic eligibility is a bachelor's degree in any discipline, and admission is based on a written test, group discussion, and interview. Job prospects for financial managers are growing with the Indian economy, as they are needed across industries, governments, non-profits, banks, insurance, and more. The average salary for a finance manager in India is Rs. 934,260 per year. Several institutes across India offer programs in finance management.
The candidate has over 7 years of experience in accounting and finance roles, progressing to senior financial controller and most recently as a business unit manager overseeing 150 staff. They have excellent management, communication, and motivational skills and have been recognized as a top 20% performer over the past 5 years. They are currently seeking a director-level position utilizing their experience in areas such as budgeting, financial planning, new business development, and people management.
Human Resource Management Functions of Standard Chartered Bank . Including process & chart. it was made for informal presentation of my BBA course. Hope you all find it helpful.
This document describes a post-graduate program for sons and daughters of family managed businesses. The 18-month program trains participants to develop the knowledge, skills, and attitude to influence and lead their family business. Participants spend one week in the classroom and three weeks working in a business. The program helps participants understand their current business, create a business plan, and plan for their role and the family's role in the business. The program was started in 1997 and has since trained over 3,000 alumni from 160 cities in India and some overseas countries. It has led to additional management development programs and exploring expanding the program to other Asian countries.
PowerPoint Presentation about myself: Tony Tan Keng Hong Tony Keng Hong Tan
Tan Keng Hong Tony is an experienced professional with over 10 years of experience in administration, business development, marketing and human resources. He holds a Bachelor of Commerce from Curtin University of Technology majoring in marketing and e-commerce. His current roles involve business development and training & development with I-Healthy Investment (S) Pte Ltd. He is also knowledgeable about HR practices, employment law, and business excellence standards.
Shohag Bhowmik is a result-driven professional seeking a challenging career in sales, business development, or marketing. He has over 5 years of experience in business development and sales roles. Currently he is a Business Development Executive at Headstart International earning over 3 lakhs per year plus variables. He is responsible for launching brands, handling distributors and accounts, implementing promotional schemes, and providing business development strategies. Previously he held roles at L'oreal Professional India and Max New York Life. He has an MBA and relevant computer and web training.
China business specialist - Consulting on doing business & expanding into China, China Outsourcing, new product development & manufacturing, Chinese business culture coaching and more on www.CamelliaUniversal.com
ILRHR 6600: "MNC: Talent Strategy in India and China" by Lingmin Lidodore112
This document discusses talent strategies for multinational companies operating in India and China. Both countries represent hyper-growth markets but have high turnover rates. While India has a preference for MNCs due to professionalism and training, China has no clear preference. Engagement is higher in India (37%) than China (17%). Common talent practices include ensuring Asian representation in leadership and localizing management. Compensation needs to balance pay for performance with internal fairness. Specific strategies for India include global opportunities and empowerment, while China emphasizes promotion, culture training, and addressing financial factors.
This document discusses employee retention strategies through a case study of an Indian IT company. It explores the types of benefits, organizational strategies, and cultural factors that contribute to employee retention in the private sector. The key retention strategies identified include competitive pay and benefits, opportunities for career growth, training and development programs, a positive work environment, and ensuring job satisfaction. The case study analyzes factors affecting retention at Wipro like compensation, training, career growth opportunities, and work-life balance. It concludes that all the identified factors are important for retention but companies need individualized strategies based on employee needs like more emphasis on career growth for younger employees and continued skills training for mid-level staff.
China recruitment challenges chinese executive search headhunter head hunter ...Mark Thibodeau
Recruitment in China Chinese Shanghai head hunter headhunter executive search recruiter in china manufacturing start-up in china china talent leadership recruitment automotive industry recruitment recruiter
This document proposes a solution to boost the employability of Indian youth by encouraging business startups. It notes high unemployment rates in India due to a lack of skills taught in education. The proposed solution is for students to start their own businesses in small groups after graduation rather than searching for jobs. This would utilize their skills, reduce brain drain, and increase employment. Challenges include a lack of funding, training, and support systems for youth entrepreneurs. The document discusses implementing support for student business startups through collaboration with industry and government resources and policies.
The document discusses the major human resource challenges faced by European small and medium enterprises doing business in China. It covers challenges in areas such as understanding Chinese business culture, recruiting and retaining qualified employees, managing Chinese workers, and navigating China's legal system for hiring and employment practices. High turnover rates among Chinese employees and a shortage of qualified talent are also addressed as significant issues for European companies operating in China.
The document provides salary information for various professional occupations in Thailand. It summarizes salary ranges for jobs in accounting, administration, call centers, and other industries. The salary guide aims to provide an effective benchmarking tool and overview of how skills and qualifications are compensated. It also includes insights from industry experts on the business outlook and challenges in attracting and retaining talent in Southeast Asia.
The document discusses strategies to reduce expatriate turnover at a company. It recommends developing thorough training on host country environments to help expatriates adapt. It also suggests improving the repatriation process to make returning employees feel appreciated. Providing support during cultural readjustment and opportunities to use skills gained abroad could reduce turnover rates. Implementing these strategies may help curb the rising expatriate turnover issue.
The document discusses how multinational companies (MNCs) in China are prioritizing leadership development programs to promote local talent into senior roles. It notes that MNCs are replacing expatriates with local hires due to lower costs and better understanding of the local market. However, local talent often lacks skills in English, strategic thinking, and understanding of corporate culture. As a result, MNCs are designing more sophisticated and tiered leadership programs using methods like overseas rotations and real projects. The goal is to develop local leaders while also improving retention of top employees through commitments to professional rewards.
COMPANY PRESENTATIONBy; 1IntroductionGlobal huma.docxtemplestewart19
COMPANY PRESENTATION
By;
1
Introduction
Global human resource management include following aspects:
Unify the companies culture in mergers
Management of personnel internationally
Enforcing global recruitment strategy
Managing expatriates
Onboarding process
Compensation strategies in international business
The international operations of the company required newly hired staff or expatriates who will move to abroad for international business operations. Global human resource management provides various aspects to facilitate personnel management system in international business operations. Global human resource management include management of personnel internationally, unify the companies culture in mergers, enforcing global recruitment strategy, managing expatriates, onboarding process and compensation strategies in international business. In this presentation, all these aspects of global HRM will be presented. We will also study the global recruitment strategy with reference to Japan recruiting system. One compensation strategy will also be suggested for international business operation along with the key strategies required to enhance ethical behavior, sound working conditions and labor relation.
2
Strategies to Unify Companies Culture
Identify cultural differences
Communicate differences
State cultural agenda
Encourage share values
Increase synergies
Communicate expectations
Set operating Model
Build trust
Mergers is an effective international strategy which merge two companies. Following are the check list steps that would be important to unify one company culture with other company.
Identify cultural differences: The corporate cultures are usually different from each other. While merging the operations, it is important to identify the major differences exist in the culture in order to settle these differences in best possible way.
Communicate differences: It is an important responsibility of manager to communicate differences in order to set a culture of compromise and adjustment with in two different cultures.
State cultural agenda: After merger, it is important to state cultural objective and agenda in order to clarify the cultural expectations and to set a unified behavioral norm and pattern.
Encourage share values: It is not good to throw everything of pre-existing culture and change everything after merger (Shrivastava, 1986). It is better to work on the base of common operating principles and use the concept of shared values as well as standardized process.
Increase synergies: The basic logic behind merger of two companies is to increase the synergies through efficient operations. By combining the operations and values of two companies, a greater sum can be achieve (Søderberg & Holden, 2002).
Communicate expectations: By communicating expectations of merger with employees, a unified cooperating culture can be set (Kumar, 2000).
Operating model: The operating model of the company will define the company structure.
COMPANY PRESENTATIONBy; 1IntroductionGlobal huma.docxjanthony65
COMPANY PRESENTATION
By;
1
Introduction
Global human resource management include following aspects:
Unify the companies culture in mergers
Management of personnel internationally
Enforcing global recruitment strategy
Managing expatriates
Onboarding process
Compensation strategies in international business
The international operations of the company required newly hired staff or expatriates who will move to abroad for international business operations. Global human resource management provides various aspects to facilitate personnel management system in international business operations. Global human resource management include management of personnel internationally, unify the companies culture in mergers, enforcing global recruitment strategy, managing expatriates, onboarding process and compensation strategies in international business. In this presentation, all these aspects of global HRM will be presented. We will also study the global recruitment strategy with reference to Japan recruiting system. One compensation strategy will also be suggested for international business operation along with the key strategies required to enhance ethical behavior, sound working conditions and labor relation.
2
Strategies to Unify Companies Culture
Identify cultural differences
Communicate differences
State cultural agenda
Encourage share values
Increase synergies
Communicate expectations
Set operating Model
Build trust
Mergers is an effective international strategy which merge two companies. Following are the check list steps that would be important to unify one company culture with other company.
Identify cultural differences: The corporate cultures are usually different from each other. While merging the operations, it is important to identify the major differences exist in the culture in order to settle these differences in best possible way.
Communicate differences: It is an important responsibility of manager to communicate differences in order to set a culture of compromise and adjustment with in two different cultures.
State cultural agenda: After merger, it is important to state cultural objective and agenda in order to clarify the cultural expectations and to set a unified behavioral norm and pattern.
Encourage share values: It is not good to throw everything of pre-existing culture and change everything after merger (Shrivastava, 1986). It is better to work on the base of common operating principles and use the concept of shared values as well as standardized process.
Increase synergies: The basic logic behind merger of two companies is to increase the synergies through efficient operations. By combining the operations and values of two companies, a greater sum can be achieve (Søderberg & Holden, 2002).
Communicate expectations: By communicating expectations of merger with employees, a unified cooperating culture can be set (Kumar, 2000).
Operating model: The operating model of the company will define the company structure.
This document provides an overview of recruitment, including definitions, the importance of recruitment, factors influencing recruitment, and sources of recruitment. It defines recruitment as the process of attracting qualified candidates for jobs. The recruitment yield pyramid is discussed as a tool for calculating the number of applicants needed to hire a target number of employees based on historical ratios. Internal sources of recruitment include transfers, promotions, job postings and employee references. External sources discussed include schools/universities, advertisements, employment exchanges, military personnel, casual visitors, labor contractors, and internet recruitment.
1. There is a large gap between the number of graduates coming out of Indian universities and the number that are employable, with estimates that only 25% of engineering and 10% of general graduates have the necessary skills.
2. This skills gap is caused by academics that focus only on theoretical knowledge and a lack of interaction between industry, government, and academia to develop curricula tailored to industry needs.
3. Improving employability will require bringing employers into the course design process, modifying courses to match industry needs, and building links between educational institutions and local employers through activities like guest lectures, internships, and research collaborations.
The document discusses staffing, which refers to the process of finding, selecting, evaluating, and developing employees. It covers internal factors like promotion policies, future growth plans, technology used, and external factors like labor laws and competition that affect staffing. Recruitment involves activities to encourage candidates to apply for openings, while selection refers to evaluating applicants and making hiring decisions. Job requirements specify the qualifications and skills candidates must possess to perform job duties.
The document discusses the National Bank of Pakistan (NBP), including its establishment, ownership structure, operations, and recruitment/selection processes. Some key points:
- NBP was established in 1949 and was originally government-owned, now has private and government ownership. It operates 1280 local branches and 18 overseas branches.
- Recruitment involves job analysis, consultants, and screening applicants based on merit. Sources include internal recruitment, industry, educational institutions, and the Institute of Bankers in Pakistan.
- The selection process includes application screening, written tests, interviews, background checks, and job offers/training for successful candidates.
- Benefits include insurance, medical, leave, retirement, and tax benefits
Running Head: ON-BOARDING 1
Running Head: ON-BOARDING 4
On-Boarding
Felicia Griffin
Professor Keith Lipscomb
BUS 325: Global Human Resource Management
February 13, 2019
Onboarding process is a usual process in the recent past in many business organizations. Onboarding seeks to ensure that new employees are easily embedded into the systems as fast as possible. New employees can adjust much more comfortable when they have better employees to ease them in. It helps new employee recruits to adjust to the social and performances. It is mainly aimed at maximizing success. Various vital steps need to be followed in ensuring that new recruits are effectively realigned into the organizational structure.
This is an essential procedure in organizational performances it ensures that new recruits take the shortest time possible to settle and establish better relations with other employees. It is the best way that a business organization can ensure that new recruits concentrate on the primary purpose of the organization rather than focus on how they can settle in their new working environment and social environment.
The onboarding process is an exceptionally chronological process where a beginner follows a given order of events in the organization. The first step is to study the new employee characteristics. It involves understanding their character and their ability to be integrated into the company operations smoothly. This process is very significant because the company can know quite earlier the behavioral adjustment that a given new employee can make to become successful.
The next step in the process is the deployment of newcomer tactics. Within this stage, the new employee develops a relationship with the existing employees within the organization to have a conducive business environment. The next step in the onboarding process is the readjustment of new employee tactics and behavior to conform to organizational culture and be in a position to work effectively towards the achievement of the set organizational goals.
One of the most critical elements of onboarding in a global environment is studying and understanding the characteristics of the new hire to be in a position to know how easy the new recruit will be able to adjust to the organizational culture and its operations. Another vital element in onboarding is the creation of an understanding between new recruits and the already existing employees within the organization to formulate a formidable team that can propel the organization to new heights.
References
Carter, T. (2015). Hire right: the first time: how to improve your recruitment & onboarding process. Journal of Property Management, 80(3), 26-30.
Stephenson, J. (2015). Improve Your Employee Onboarding Process With Seven Storytelling T.
Born between 1997 and 2012, Gen Z currently makes up 20.35% of the US population. The eldest among them are between 22 and 25 years old, so you can expect members of this generation to start trickling into your ranks more and more in the coming years. They will impact the workplace for decades to come. As more and more Gen Z enters the workforce, it is imperative that organizations educate themselves on what this generation values most in an employer. Hiring and retention strategies must evolve to incorporate those preferences and values.
This document is a student project on the topic of employee retention. It includes a title page with the student's name and college information. It then has sections on the importance of employee retention, key factors in retention like compensation, growth opportunities, support, and relationships. It discusses retention strategies, myths, benefits of attrition, and success mantras. Later sections cover employee turnover, engagement, empowerment, and how to manage retention specifically for different industries and situations.
Similar to Managing Chinese Workforce - Employee Status In China (20)
CEO of Camellia Universal, Mr Biao Wang is invited to be a key-note speaker of \'Understanding China\' at the EU Roundtable Conference on 5 October 2010.
Managing Chinese Workforce - Employee Status In China
1. Managing Chinese Workforce: Employee Status in China By Biao Wang (MBA) Camellia Universal Limited 9 April 2011 Moscow, Russia Camellia Universal Limited 2011