Ob by muhammad shahbaz atish
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This document provides an overview of human resource management (HRM) including:
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- The nature and scope of HRM covering functions like employee motivation, remuneration, hiring, and industrial relations.
- Differences between traditional personnel management and modern HRM, with HRM being more strategic, future-oriented, and comprehensive.
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Ob assignment
Organizational culture plays a vital role in encouraging innovation and creativity. It determines how employees solve problems, interact with customers, and treat each other. There are different types of organizational culture like hierarchy, market, clan, and adhocracy that emphasize factors such as stability/flexibility and internal/external focus. NIIT's culture focuses on quality, creativity, and customer satisfaction. It operates with task teams and emphasizes team culture and openness. NIIT has sustained its culture through induction, socialization, reinforcement, and concern for customers.
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2. Ensuring HRM's own core processes, like benefits and compensation, are grounded in sustainability principles.
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Standard Chartered Bank HRM
Standard Chartered Bank Pakistan is the leading international bank in Pakistan, with over 4,500 employees across 176 branches in 41 cities. The bank aims to have a well-organized and talented workforce. It focuses on both managerial HR functions like planning, recruiting, and rewarding, as well as operative functions like development, compensation and industrial relations. The bank sees employees as valuable assets and makes investments in attracting and developing talented professionals. The recruiting process at SCB involves online assessments, aptitude tests, interviews and reference checks to select candidates that meet the role's requirements and the bank's selection criteria.
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The Bank of Punjab was established in 1989 and operates 272 branches across Pakistan. It provides various banking services including deposits, remittances, and lending to businesses, agriculture, and trade. The bank aims to be customer-focused with service excellence. It strives to leverage its relationship with the Punjab government to deliver professional solutions focused on agriculture and middle-tier markets. The bank has received several awards and has values of prioritizing customers, integrity, excellence, respect, and profitability.
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National Bank of Pakistan is the largest commercial bank in Pakistan with over 1,254 branches. It provides various commercial banking and financial services to individuals, corporations, and the government. NBP's business portfolio includes corporate investment banking, retail banking, agricultural financing, and treasury services. The bank faces some challenges like low internal controls, outdated organizational culture, and uneven work distribution. However, it maintains a strong position due to its large size, network across Pakistan, and role as an agent of the central bank.
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Standard Chartered Bank
Standard Chartered was formed in 1869 through a merger of two banks, the Standard Bank of British South Africa and the Chartered Bank of India, Australia and China. Both banks were interested in capitalizing on expanding trade between Europe, Asia, and Africa. Standard Chartered has since grown to operate in over 70 countries and territories worldwide, focusing on developing strong franchises in Asia, Africa, and the Middle East through organic growth and strategic acquisitions and alliances. Today, Standard Chartered provides consumer, corporate, and institutional banking services to both individual and business customers.
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Organizational behaviour
The document discusses several key aspects of organizational behavior related to managing people:
1) People are more complex than machines and require unique approaches that consider social and motivational factors.
2) Managing human resources is an ongoing process that must account for people's inherent sociability and moral dimensions.
3) Unlike other resources, human resources can be transformed through skills development rather than just consumed.
TitleABC123 Version X1Prejudice, Stereotyping, and Di.docx
Title
ABC/123 Version X
1
Prejudice, Stereotyping, and Discrimination Worksheet
PSYCH/620 Version 1
1
University of Phoenix Material
Prejudice, Stereotyping, and Discrimination Worksheet
Define each concept in the “Concept Name” column based on the provided definition.
Definition
Concept Name
Judgments based on positive and negative perceptions of a social group
Reacting to a person as though he or she was an indistinguishable member of a particular social group
Acting on cognitive expectations and emotional reactions to a person's perceived membership in a particular social group
Bias affirms the satisfaction of belonging to the right groups; individual autonomy is balanced against group identity.
Bringing about the behavior in others that a biased perceiver expects
The degree to which one accepts a hierarchy in which some groups rightfully have a commanding influence over others
Similar to fundamental attribution error, as applied to groups
Attributing negative encounters with others to membership in a stigmatized group or others' biases against the stigmatized group to which one belongs
Biases assigned to a person without intention, awareness, effort, or control, often based on subliminal cues
Economic, political, military, or prestige-related threats to ingroup advantage that result in negative intergroup reactions
Applying one’s cognitive expectations and associations about a group to a person
Prejudice that is cool, indirect, automatic, unconscious, unintentional, and often gives reason for the perceiver to deny any bias
Legitimizing current social arrangements, even at the expense of the individual or the group
An explanation for a judgment that is used to excuse one's actual bias
Overt, explicit forms of bias that emphasize belonging to an ingroup and controlling outgroups
The value one places on one's social groups or perceived membership in various social groups
Reacting emotionally to an individual based on one's feelings about the group to which one believes that person belongs
The perception that the world is a dangerous place, which creates fear, hostility, and moral superiority and justifies aggression against perceived threats from outgroups
The part of one's self-concept that derives from his or her group membership
Copyright © XXXX by University of Phoenix. All rights reserved.
Copyright © 2012 by University of Phoenix. All rights reserved.
Introduction
Ideally, employees who understand what working is about in the organization will become fully productive.
HR helps employees become well-adjusted and productive through socialization, training, and development programs.
In other words, they’re hired – now what?
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Socialization, or “onboarding” is a process of adaptation to a new work role
adjustments must be made whenever individuals change jobs
the most profound adjustment occurs when an individual first enters an organization, i.e., outside to inside
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HUMAN RESOURCE MANGEMENT
This ppt includes Management Thinker and Human Resource Management . Also it covers business studies and management . Related to need hierarchy theory and ERG Theory .
Partie I Cours Analyse Sociologique des organisations / Organizational Behaviour
Cours d'analyse sociologique des organisations / comportement organisationnel / Théorie des organisations pour les étudiants de 3ème année à l'INSAT.
1-Ev-MBA-Bup-HRM-Cl-1.pptx
The document discusses the evolution of human resource management from a focus on personnel matters to strategic investment in employees. It explains that effective HRM involves staffing, training, performance management, compensation, health and safety, and labor relations. Additionally, maintaining an appropriate level of job insecurity can increase work effort, but high insecurity reduces motivation.
A Study on Employees Opinion on Organization Culture and Factors Influencing ...
A Study on Employees Opinion on Organization Culture and Factors Influencing ...International Journal of Business Marketing and Management (IJBMM)
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.Week 1Be sure to read the lecture notes thoroughly, as they .docx
Week 1
Be sure to read the lecture notes thoroughly, as they supplement the information offered in your textbook. You will be responsible to know the information provided here and in your assigned reading.
Health Care is Evolving
The way we once delivered health care services, is much different than the way we do today. Where we once focused on individual patients and treating illness, today we focus on groups of patients and promoting wellness. Because of the environment in which we operate today, we strive to provide high quality services to patients in the most appropriate way that we can. Many procedures and treatments that once required an overnight stay are now done on an outpatient basis. Patient care is provided using health care teams and an integrated approach. Patients themselves are becoming more and more active in their own health care.
A variety of forces are impacting our health care delivery system and have caused this paradigm shift. Some of these include:
Forces
· Pay for performance based systems
· Technological advances
· Aging population and associated increase in chronic illness
· Diversifying population
· Supply and demand of heath professionals
· Social morbidity
· Advances in information technology and information sharing
· Globalization
In today's health care system we have a variety of organizations that provide care to patients. This includes providers, supplier organizations, and payers. No matter what type of health care organization we are talking about, the same basic processes must be accomplished by each of them.
Basic Organizational Processes
A health care organization must provide a product or service. Acquiring and maintaining physical and human infrastructure such as office space, laboratory equipment, and employees is necessary to operate and produce the product or service. To do this most effectively, the organization must consider its relationship to the environment in which it operates.
Every organization also needs management and governance. Management plans, organizes, directs, and controls, while governance oversees management and the organization as a whole. Governance helps to provide the strategic direction for the organization and holds it accountable for patient outcomes, treatment effectiveness, patient satisfaction, cost containment, and ethical and appropriate use of resources.
An organization must also be able to adapt to changing conditions both internal and external to it. This function is critical to organization success in today's rapidly changing health care environment.
Processes
· Production
· Boundary spanning
· Maintenance
· Adaptation
· Management
· Governance
Areas of Managerial Activity
The position of a health services manager encompasses many different activities. These activities can be looked at using either a micro approach or a macro approach. The micro approach looks at the individuals within an organization and issues such as motivation, leadership, groups and teams, .
basic of personnel Management(1).pptx
The document discusses key concepts in human resource management (HRM). It defines HRM as focusing on attracting, developing, and maintaining an effective workforce. The key assumptions of HRM are that employee quality determines organizational effectiveness and success depends on hiring skilled employees. HRM applies disciplines like economics, psychology, sociology, and law. It also discusses the importance of human capital and the differences between traditional personnel management and modern HRM. The document outlines principles, objectives, functions, and challenges of HRM.
basic of personnel Management(1).pptx
The document discusses key concepts in human resource management (HRM). It defines HRM as focusing on attracting, developing, and maintaining an effective workforce. The key assumptions of HRM are that employee quality determines organizational effectiveness and success depends on hiring skilled employees. HRM applies disciplines like economics, psychology, sociology, and law. It also discusses the importance of human capital and the differences between traditional personnel management and modern HRM. The document outlines principles, objectives, functions, and challenges of HRM.
CUBCL HRM Dec 15.pptx
This document provides an overview of human resource management (HRM) concepts and practices. It discusses how HRM has evolved over time and been influenced by various internal and external factors. Some of the key topics covered include the changing environment organizations operate in, different approaches to HRM, variables that affect managing human resources as a system, challenges faced, and the importance of integrating theory with practice. The document aims to introduce participants to the fundamental principles of HRM.
Human person and current organizational realities Ifeyinwa Awagu
The document examines how organizations can uphold human dignity for employees. It argues that current realities like profit maximization often treat workers as instruments rather than respecting their humanity. This can lead to inequality, poverty, and health issues. The author recommends that organizations adopt a human-focused approach where employees are seen as central, not mere means to short-term profits. This involves workplace democracy, respecting employees' dignity in all decisions, and managing human resources with philosophies of human dignity and organizational democracy throughout an employee's life cycle. When organizations commit to human dignity as a guiding principle, it changes the meaning of work and the organization's role in society.
Human resources management
Human resource management involves procuring, developing and retaining competent employees to achieve organizational goals efficiently and effectively. It deals with human resources, the most important of the four economic resources (men, machines, materials, money). Human resources are living resources that exhibit diversity in abilities and willingness to work. The key functions of human resource management include planning, organizing, directing, controlling, recruitment and selection, training and development, compensation, integration and maintenance.
Module 1 human resource management
To successfully manage human resources, individuals need personal credibility, business knowledge, understanding of the business strategy, technology knowledge, and the ability to deliver HR services.
Human resource management practices should be evidence- based, that is, based on data showing the relationship between the practice and business outcomes related to key company stakeholders (customers, shareholders, employees, community). In addition to contributing to a company’s business strategy, human resource practices are important for helping companies deal with sustainability, globalization, and technology challenges. Global challenges include entering international markets, immigration, and offshoring. Technology challenges include using new technologies to support flexible and virtual work arrangements, high-performance work systems, and developing effective e-HRM practices and human resource information systems.
Management skills
In a worldwide survey managers admit that “People” are the toughest to handle and people-related problems are on the top of the agenda.
People-related problems – poor communication skills, employees lack motivation, conflicts between team members, overcoming employees’ resistance to organizational changes etc.
A Risky Tomorrow
This document introduces the concept of human risk management, which aims to assess risks related to human behavior and reactions. It discusses how humans have altered their environments more than any other creature. Human resource risk management can benefit organizations strategically, organizationally, managerially, operationally, and in IT infrastructure. Some risks to organizations include employee stress, work-family conflict, depression, and burnout. Recruitment and selection processes also carry risks if not properly managed. Occupational health and safety aims to protect worker health through prevention of diseases and injuries. Change management must consider how organizational changes impact individuals' behaviors. In summary, this document outlines an approach to risk management that incorporates risks stemming from human factors.
Welcome to organization theory and design
This document provides an introduction to organization theory and design. It begins by welcoming students and introducing the instructor. It then summarizes key concepts around organizations including their large size, complexity, mutually agreed upon purposes, and ability to meet a variety of individual and social needs. The document outlines 10 common characteristics of organizations and 3 definitions of organizations from different authors. It also discusses 4 common types of organizations - mutual benefit associations, business concerns, service organizations, and commonweal organizations. The document provides an overview of the external environment that influences organizations and organizational goals. Finally, it discusses key concepts relating to organizational structure including the pyramid structure, unity of direction/command, chain of command, authority, delegation of authority, and factors that influence
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A Study on Employees Opinion on Organization Culture and Factors Influencing ...
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Week 1Be sure to read the lecture notes thoroughly, as they .docx
Week 1Be sure to read the lecture notes thoroughly, as they .docx
Human person and current organizational realities Ifeyinwa Awagu
Human person and current organizational realities Ifeyinwa Awagu
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
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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
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2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
-办理真实使馆公证（即留学回国人员证明）
-办理各国各大学文凭（世界名校一对一专业服务,可全程监控跟踪进度）
-全套服务：毕业证成绩单真实使馆公证真实教育部认证。让您回国发展信心十足！
（详情请加一下 文凭顾问+微信:176555708）欢迎咨询！
学位认证网(DU毕业证)迪肯大学毕业证成绩单一比一原版制作
24小时办理【微信176555708】【毕业证明信-推荐信做学费单】成绩单，录取通知书，Offer，在读证明，雅思托福成绩单，真实大使馆教育部认证，回国人员证明，留信网认证。网上存档永久可查！
degree，Transcripts（一对一服务包括毕业院长签字,专业课程,学位类型,专业或教育领域,以及毕业日期.不要忽视这些细节.这两份文件同样重要!毕业证成绩单文凭留信网学历认证！）如果您是以下情况，我们都能竭诚为您解决实际问题：【公司采用定金+余款的付款流程，以最大化保障您的利益，让您放心无忧】
1、在校期间，因各种原因未能顺利毕业，拿不到官方迪肯大学毕业证+微信176555708；
2、面对父母的压力，希望尽快拿到；
3、不清楚流程以及材料该如何准备；
4、回国时间很长，忘记办理毕业证丢失 学历认证《迪肯大学毕业证》微信176555708《DU学位证书购买》
学位证书验证；
5、回国马上就要找工作，办给用人单位看；
6、企事业单位必须要求办理学历证书 英文《迪肯大学毕业证》微信176555708《DU学位证书购买》
本科毕业证书扫描件的；
微信176555708面向迪肯大学毕业留学生提供以下服务:
【★迪肯大学毕业证、成绩单等全套材料，从防伪到印刷，从水印到钢印烫金，与学校100%相同】
【★大学学历 硕士学位《迪肯大学毕业证》微信176555708《DU学位证书购买》
硕士毕业证】
【★毕业证书范本】
【★真实留信认证，留信网入库存档，可查】
主营项目：
a.办理海外毕业证认证《迪肯大学毕业证》微信176555708《DU学位证书购买》
学位证书英文版，改成绩单，Offer、在读证明、学生卡、信封、证明信等全套材料，从防伪到印刷，从水印到钢印烫金，高精仿度跟学校原版100%相同.
b.真实使馆认证（即留学人员回国证明），使馆存档可通过大使馆查询确认.
c.真实教育部国外学历学位认证，教育部存档，教育部留服网站100%可查.
d.留信网认证，国家专业人才认证中心颁发入库证书，留信网存档可查.
e.招聘中介代理：本公司诚聘各地代理人员以及留学生，如果你有业余时间，有兴趣就请联系我们，我们会给到您的回报！期待您的加盟：一朝办理，终身受益（本信息长期有效）互惠互利，为广大海内外学子及有需要的人士在事业上跨过这道门槛！
【业务选择办理准则】
1.如果您只是为了的应付父母亲戚朋友看下迪肯大学毕业证，那么办理一份学位即可
2.如果您是为了回国找工作，只是进私营企业或者外企，那么办理一份多大学历认证有时间限制吗《迪肯大学毕业证》微信176555708《DU学位证书购买》
毕业证丢失补办即可，因为私营企业或者外企是不能查询学位真假的！
3.如果您是要进国企银行事业单位考公务员等就需办理真实学历认证！
诚招代理：本公司诚聘当地合作代理人员，如果你有业余时间，有兴趣就请联系我们。
可查真实(Monash毕业证)西澳大学毕业证成绩单退学买
办理假西澳大学毕业证【微信176555708】购买,办理Monash成绩单,Monash毕业证制作【微信176555708】【西澳大学毕业证】，Monash毕业证购买，Monash学位证，西澳大学学位证【Monash成绩单制作】【Monash毕业证文凭 Monash本科 澳洲学历认证原版制作【diploma certificate degree transcript 】【留信网认证，本科，硕士，海归，博士，排名，成绩单】代办国外（海外）澳洲、韩国、加拿大、新西兰等各大学毕业证。 ?我们对海外大学及学院的毕业证成绩单所使用的材料，尺寸大小，防伪结构（包括：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）都有原版本文凭对照。#一整套西澳大学文凭证件办理#—包含西澳大学西澳大学毕业证成绩单学历认证|使馆认证|归国人员证明|教育部认证|留信网认证永远存档教育部学历学位认证查询办理国外文凭国外学历学位认证#我们提供全套办理服务。
一整套留学文凭证件服务：
一：西澳大学西澳大学毕业证成绩单毕业证 #成绩单等全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站永久可查
四：留信认证留学生信息网站永久可查
国外毕业证学位证成绩单办理方法：
1客户提供办理西澳大学西澳大学毕业证成绩单信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
教育部文凭学历认证认证的用途：
如果您计划在国内发展那么办理国内教育部认证是必不可少的。事业性用人单位如银行国企公务员在您应聘时都会需要您提供这个认证。其他私营 #外企企业无需提供！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帮您快速整合材料让您少走弯路。
实体公司专业为您服务如有需要请联系我: 微信176555708
Should Repositories Participate in the Fediverse?
Presentation for OR2024 making the case that repositories could play a part in the "fediverse" of distributed social applications
留学学历(UoA毕业证)奥克兰大学毕业证成绩单官方原版办理
制做办理奥克兰大学学历证书＜176555708微信＞【毕业证明信-推荐信做学费单＞【微信176555708】【制作UoA毕业证文凭认证奥克兰大学毕业证成绩单购买】【UoA毕业证书】{奥克兰大学文凭购买}】成绩单，录取通知书，Offer，在读证明，雅思托福成绩单，真实大使馆教育部认证，回国人员证明，＞【制作UoA毕业证文凭认证奥克兰大学毕业证成绩单购买】【UoA毕业证书】{奥克兰大学文凭购买}留信网认证。
奥克兰大学学历证书＜微信176555708（一对一服务包括毕业院长签字,专业课程,学位类型,专业或教育领域,以及毕业日期.不要忽视这些细节.这两份文件同样重要!毕业证成绩单文凭留信网学历认证！）[留学文凭学历认证(留信认证使馆认证)奥克兰大学毕业证成绩单毕业证证书大学Offer请假条成绩单语言证书国际回国人员证明高仿教育部认证申请学校等一切高仿或者真实可查认证服务。
多年留学服务公司,拥有海外样板无数能完美1:1还原海外各国大学degreeDiplomaTranscripts等毕业材料。海外大学毕业材料都有哪些工艺呢？工艺难度主要由：烫金.钢印.底纹.水印.防伪光标.热敏防伪等等组成。而且我们每天都在更新海外文凭的样板以求所有同学都能享受到完美的品质服务。
国外毕业证学位证成绩单办理方法：
1客户提供办理奥克兰大学奥克兰大学硕士毕业证成绩单信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
— — — — 我们是挂科和未毕业同学们的福音我们是实体公司精益求精的工艺！ — — — -
一真实留信认证的作用(私企外企荣誉的见证):
1：该专业认证可证明留学生真实留学身份同时对留学生所学专业等级给予评定。
2：国家专业人才认证中心颁发入库证书这个入网证书并且可以归档到地方。
3：凡是获得留信网入网的信息将会逐步更新到个人身份内将在公安部网内查询个人身份证信息后同步读取人才网入库信息。
4：个人职称评审加20分个人信誉贷款加10分。
5：在国家人才网主办的全国网络招聘大会中纳入资料供国家500强等高端企业选择人才。
国外证书(Lincoln毕业证)新西兰林肯大学毕业证成绩单不能毕业办理
退学办理新西兰林肯大学毕业证【微信176555708】学历认证怎么做：原版仿制新西兰林肯大学电子版成绩单毕业证认证【新西兰林肯大学毕业证成绩单】、新西兰林肯大学文凭证书成绩单复刻offer录取通知书、购买Lincoln圣力嘉学院本科毕业证、【新西兰林肯大学毕业证办理Lincoln毕业证书哪里买】、新西兰林肯大学 Offer在线办理Lincoln Offer新西兰林肯大学Bachloer Degree。1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信176555708我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：新西兰林肯大学新西兰林肯大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信176555708）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。
办理新西兰奥克兰大学毕业证学位证书范本原版一模一样
原版一模一样【微信：741003700 】【新西兰奥克兰大学毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。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，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：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、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
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
制作原版1:1(Monash毕业证)莫纳什大学毕业证成绩单办理假
退学买莫纳什大学毕业证>【微信176555708】办理莫纳什大学毕业证成绩单【微信176555708】Monash毕业证成绩单Monash学历证书Monash文凭【Monash毕业套号文凭网认证莫纳什大学毕业证成绩单】【哪里买莫纳什大学毕业证文凭Monash成绩学校快递邮寄信封】【开版莫纳什大学文凭】Monash留信认证本科硕士学历认证1:1完美还原海外各大学毕业材料上的工艺：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。
可办理以下真实莫纳什大学存档留学生信息存档认证：
1莫纳什大学真实留信网认证（网上可查永久存档无风险百分百成功入库）；
2真实教育部认证（留服）等一切高仿或者真实可查认证服务（暂时不可办理）；
3购买英美真实学籍（不用正常就读直接出学历）；
4英美一年硕士保毕业证项目（保录取学校挂名不用正常就读保毕业）
留学本科/硕士毕业证书成绩单制作流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询莫纳什大学莫纳什大学毕业证offer）；
2开始安排制作莫纳什大学毕业证成绩单电子图；
3莫纳什大学毕业证成绩单电子版做好以后发送给您确认；
4莫纳什大学毕业证成绩单电子版您确认信息无误之后安排制作成品；
5莫纳什大学成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
— — — — — — — — — — — 《文凭顾问微信：176555708》
Gen Z and the marketplaces - let's translate their needs
The product workshop focused on exploring the requirements of Generation Z in relation to marketplace dynamics. We delved into their specific needs, examined the specifics in their shopping preferences, and analyzed their preferred methods for accessing information and making purchases within a marketplace. Through the study of real-life cases , we tried to gain valuable insights into enhancing the marketplace experience for Generation Z.
The workshop was held on the DMA Conference in Vienna June 2024.
成绩单ps(UST毕业证)圣托马斯大学毕业证成绩单快速办理
一比一原版制作UST毕业证【微信176555708】圣托马斯大学毕业证书原版↑制作圣托马斯大学学历认证文凭办理圣托马斯大学留信网认证,留学回国办理毕业证成绩单文凭学历认证【微信176555708】专业为海外学子办理毕业证成绩单、文凭制作，学历仿制，回国人员证明、做文凭，研究生、本科、硕士学历认证、留信认证、结业证、学位证书样本、美国教育部认证百分百真实存档可查】（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。
◆◆◆◆◆ — — — — — — — — 【留学教育】留学归国服务中心 — — — — — -◆◆◆◆◆
【主营项目】
一.毕业证【微信：176555708】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【微信：176555708】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分→ 【关于价格问题（保证一手价格）
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
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！
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。
学历顾问：微信：176555708
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Ob by muhammad shahbaz atish
- 3. Presented by: Muhammad SHAHBAZ ATISH From : Riphah International University Islamabad. Riphah International University
- 4. Performance of employees are directly connected with the reward and benefits. Its also leads to motivate the employees. Attractive reward and benefits also improved the efficiency and effectiveness of employees. The settlement of compensation and benefit between employees and employer is problematic thing. Riphah International University
- 5. What is Organization? Consciously coordinated Two or more people Functioning on continuous basis Achieve a common goal Riphah International University
- 6. What is OB? Field of learning which studies the impact of individuals, groups and …. structure within organization to… improve organization’s effectiveness In JS bank It is the study of people do in an organization and how their behavior affects the organization's performance Riphah International University
- 7. Work-Life Conflicts What are my working hours? (Aanay ka time hay, jaanay ka koi time nahi) • Major reasons Globalization Telecommuting Long hours job Riphah International University
- 8. Groups.. How close individuals are? Leader Power & Politics Conflicts Organization.. Group’s relations HR Policies Individual Biography Ability Values Attitudes Personality Emotions Riphah International University
- 9. Effective Versus Successful Managerial Activities in JS bank 1. Traditional Management Decision making, planning, and controlling 2. Communication Exchanging routine information and processing paperwork 3. Human Resource Management Motivating, disciplining, managing conflict staffing, and training 4. Networking Socializing, politicking, and interacting with others Riphah International University
- 10. Baby boomers Generation X Generation Y Generation z Riphah International University
- 11. Dynamic Decision (Respond according variation in Market) There is centralize authorities who make decision and find right way to work but some time authorities are delegated to low level manager (Decentralization)depend upon nature of decision . Planning: Planning is normally made by top management. Organizing: Organizing is done by Middle Level manager Leading: In JS Bank First level manager leads to employees and motivate them. Controlling: Like other organizations JS Bank is also controlled by top management Riphah International University
- 12. The decision-taking process in Js bank is centralized. The model used is classical, whereby the top management takes their time while making decisions and explore and evaluate all the possible alternatives before choosing the rationally economic and feasible solution. Programmed decisions are made only by the top management with no consultation what so ever with the line managers while the daily and routine decisions are made by the line managers at the middle level with the prior permission or approval from the general manager. Decisions, which are normally taken at the top management, are related to benefits The package positioning Trade discounts Advertisements Price decrease Distribution strategies Riphah International University
- 13. All the employees and service providers are well informed about their responsibilities and company’s rules and regulations before they are hired. Job description is provided clearly to understand the responsibilities in a proper way and to perform up to required standards. All the employees are assigned to perform duties and responsibilities that they can perform. Riphah International University
- 14. Employees get Motivation by:- Immediate job satisfaction Long-term career development Superior pay and benefits The personal growth that comes from experience and training Materialistic as well as internal motivation Riphah International University
- 15. Indirect interaction – logo, advertising, printed publications, press releases, news, sponsorship, etc Direct interaction – The service a customer receives, the appearance of localities, the experience a customer has of services Riphah International University
- 16. INTERNAL Memory Thinking EXTERNAL Word of mouth, media, store visits, trial social network CATALOG Riphah International University
- 17. High Organizational Loyalty vs. Low Organizational Loyalty In some societies, people identify very strongly with their organization or employer In others, people identify with their occupational group, such as engineer or mechanic Riphah International University
- 18. 1: Individualism versus Collectivism Believe in individual rights and prefer to act as individuals Collectivism; People expect others or groups to look after them and protect them (in JS bank is fallow collectivism factors ) 2: Masculinity versus Femininity Separate roles for men & women Men being powerful, achievers and in control Femininity; Women are treated equals (in JS bank is fallow masculinity factors ) Riphah International University
- 19. OCP (Organizational Culture Profile) given under, helps determine whether an individual’s values matches organization’s Riphah International University
- 20. Theory X : negative views about employees, Theory Y : Based on supervisors positive views about employees In JS bank they are committed to organizational objective Riphah International University
- 21. Management by Objectives In JS bank MBO is a established motivator nowadays Organizational objectives in JS bank are divided into smaller objectives for departments and than sections and than units and then further brought down and divided into objectives of individuals Riphah International University
- 23. we are over paid, we don’t automatically get motivated because we rationalize it But if we perceive that we are under paid Equity also covers job titles, comfortable individual job satisfaction Riphah International University