The objective was to visit any well reputable, large scale organization and Analyze the HRM functions on these lines; Recruitment, Selection, Training, Appraisal, and Compensation. For the purpose, we have chosen National Foods.
National foods, Financial Management ReportMuhammad qayum
- National Foods Limited is a Pakistani company that began in 1970 as a spice company and has since expanded into various food products. It has a vision to become a Rs. 50 billion company by 2020.
- The company has various brands including recipe mixes, pickles, ketchup, fruit drinks, and salt. According to reports, ketchups and recipe mixes have seen significant sales growth in recent years due to marketing campaigns. Fruit drinks and salt have also performed well.
- Financial forecasts predict that sales will increase by 21% in 2016 compared to 2015. Expenses are also expected to rise but gross profit is forecast to increase. The income statement projects a continued rise in operating profit and earnings per share.
PERFORMANCE APPRAISAL OF COCA COLA EMPLOYEESbhawna yadav
The document summarizes the performance appraisal process of Coca-Cola employees. It discusses that Coca-Cola conducts annual performance appraisals to evaluate employees based on goals set at the start of the year. The appraisal process includes defining job responsibilities, assessing performance against standards, and providing feedback. Coca-Cola uses parameters like sales, safety, and training to determine rewards. It recognizes top, solid, and bottom performers and outlines development or improvement plans accordingly. The document recommends ensuring the appraisal system is unbiased and getting anonymous feedback to continuously improve personnel practices.
The Coca Cola Company places great emphasis on human resource management and development. The HR department handles recruitment and selection, ensuring a pool of qualified candidates. Training is a priority, with Coca Cola University providing classroom, online, and field training. Surveys of employees found the most demanded training areas were personality enhancement and skills training. Most felt materials should be provided before training, and sessions should be longer in duration. Coca Cola focuses on developing employees' skills and engaging them through continuous training programs.
Report on hrm function related to pepsicoAniba Munir
The document provides background information on PepsiCo, including its history starting in 1893, current products like Pepsi cola and Frito-Lay snacks, operations in Pakistan, mission/vision statements, and facts about the company having annual revenues of $43.3 billion globally as the second largest food and beverage business in the world. It also briefly discusses PepsiCo's primary competitor, The Coca-Cola Company, and provides a profit table and market share information for Pepsi.
This document provides a strategic analysis for Nishat Mills, including a revised mission statement, PEST analysis, and discussion of technological factors. The revised mission statement adds a focus on using best available technology. The PEST analysis examines political, economic, social/cultural, and environmental factors. Politically, issues like terrorism, corruption and unstable government policies present challenges. Economically, the textile industry provides jobs, exports, government revenue and economic stability. Socially, demographic trends and lifestyle changes impact demand. Technologically, Nishat aims to stay competitive through research and development efforts.
National Foods aims to become a 50 billion rupee food company by 2020 with new products and services in domestic and international markets. It became a vendor for McCormick in 1988 and was converted to a public company traded on Pakistani stock exchanges. The company has a broad product line and market coverage with manufacturing competence, marketing skills, research and development, and a reputable brand name. It sees opportunities in expanding abroad and related businesses while threats include new entrants, substitutes, and import quotas.
Business Project Report on Nishat Textile Mills PakistanMuhammad Shahid
This is a complete Business Project Report of the Nishat Textile Mills Pakistan including Organization Introduction, Industry Introduction, Industry Analysis, Market Analysis, Pest Analysis, Environmental Analysis, SWOT Analysis.
The objective was to visit any well reputable, large scale organization and Analyze the HRM functions on these lines; Recruitment, Selection, Training, Appraisal, and Compensation. For the purpose, we have chosen National Foods.
National foods, Financial Management ReportMuhammad qayum
- National Foods Limited is a Pakistani company that began in 1970 as a spice company and has since expanded into various food products. It has a vision to become a Rs. 50 billion company by 2020.
- The company has various brands including recipe mixes, pickles, ketchup, fruit drinks, and salt. According to reports, ketchups and recipe mixes have seen significant sales growth in recent years due to marketing campaigns. Fruit drinks and salt have also performed well.
- Financial forecasts predict that sales will increase by 21% in 2016 compared to 2015. Expenses are also expected to rise but gross profit is forecast to increase. The income statement projects a continued rise in operating profit and earnings per share.
PERFORMANCE APPRAISAL OF COCA COLA EMPLOYEESbhawna yadav
The document summarizes the performance appraisal process of Coca-Cola employees. It discusses that Coca-Cola conducts annual performance appraisals to evaluate employees based on goals set at the start of the year. The appraisal process includes defining job responsibilities, assessing performance against standards, and providing feedback. Coca-Cola uses parameters like sales, safety, and training to determine rewards. It recognizes top, solid, and bottom performers and outlines development or improvement plans accordingly. The document recommends ensuring the appraisal system is unbiased and getting anonymous feedback to continuously improve personnel practices.
The Coca Cola Company places great emphasis on human resource management and development. The HR department handles recruitment and selection, ensuring a pool of qualified candidates. Training is a priority, with Coca Cola University providing classroom, online, and field training. Surveys of employees found the most demanded training areas were personality enhancement and skills training. Most felt materials should be provided before training, and sessions should be longer in duration. Coca Cola focuses on developing employees' skills and engaging them through continuous training programs.
Report on hrm function related to pepsicoAniba Munir
The document provides background information on PepsiCo, including its history starting in 1893, current products like Pepsi cola and Frito-Lay snacks, operations in Pakistan, mission/vision statements, and facts about the company having annual revenues of $43.3 billion globally as the second largest food and beverage business in the world. It also briefly discusses PepsiCo's primary competitor, The Coca-Cola Company, and provides a profit table and market share information for Pepsi.
This document provides a strategic analysis for Nishat Mills, including a revised mission statement, PEST analysis, and discussion of technological factors. The revised mission statement adds a focus on using best available technology. The PEST analysis examines political, economic, social/cultural, and environmental factors. Politically, issues like terrorism, corruption and unstable government policies present challenges. Economically, the textile industry provides jobs, exports, government revenue and economic stability. Socially, demographic trends and lifestyle changes impact demand. Technologically, Nishat aims to stay competitive through research and development efforts.
National Foods aims to become a 50 billion rupee food company by 2020 with new products and services in domestic and international markets. It became a vendor for McCormick in 1988 and was converted to a public company traded on Pakistani stock exchanges. The company has a broad product line and market coverage with manufacturing competence, marketing skills, research and development, and a reputable brand name. It sees opportunities in expanding abroad and related businesses while threats include new entrants, substitutes, and import quotas.
Business Project Report on Nishat Textile Mills PakistanMuhammad Shahid
This is a complete Business Project Report of the Nishat Textile Mills Pakistan including Organization Introduction, Industry Introduction, Industry Analysis, Market Analysis, Pest Analysis, Environmental Analysis, SWOT Analysis.
Nishat Mills is Pakistan's largest vertically integrated textile company established in 1951. It has 227,640 spindles and 789 looms across spinning, weaving, processing, stitching and power generation facilities. Nishat Mills is the flagship company of the large diversified Nishat Group with over $5 billion in assets. The company has a broad international customer base and exports were $393 million in 2015. Pakistan's textile industry is an important part of its economy but faces challenges around energy costs and infrastructure. Nishat Mills has achieved success through quality products and effective management policies.
This document presents the final report on retaining high potential employees at National Foods. It includes an introduction that outlines the importance of employee retention and defines high potential employees. It also states the problem statement, objectives, and scope of the study. The literature review discusses how employee retention reduces costs and increases productivity. It finds high potentials stay for different reasons than other employees. The methodology section explains the primary and secondary research conducted, including interviews and an employee satisfaction survey. The report aims to identify reasons for staying or leaving and ways to improve retention of high potentials to help National Foods achieve its growth goals.
Visited National Foods Ltd to make a report for Mangement course. where we met Abdul Munam who gave us every possible ans which we needed. I must say as we studied NFL, there are running a wonderfull corporation, they know their responsibility not only to make revenue but also social and moral responsibility.
Pepsi Co Pakistan Human Resource Management Department Zain Ali
it include Pepsi Co Pakistan information, and Human Resource Department process and the main focus is on Recruiting, Selection Process and Performance Appraisal
This document provides an overview of HR practices and their implementation at Engro Foods. It discusses Engro Foods' history and profile, departments, culture, internal control framework, HR hierarchy, roles of the HR department, and key HR practices including recruitment, selection, training, compensation, performance management, and career development. The presentation concludes that Engro Foods effectively manages its human resources practices to attract and retain qualified employees, motivate performance, and deal with issues in an efficient manner.
National Foods Limited is a major Pakistani food company founded in 1970 that started as a spice company and now provides food products to 33 countries. It is led by CEO Abrar Hassan and has a diverse product line including sauces, snacks, spices, and more. National Foods employs marketing strategies like promotions, diversification, and relationship building. It aims to expand internationally as a key opportunity while new competitors pose the main threat.
HUMAN RESOURCE PRACTICES IN NESTLE PAKISTANMubeen Raza
This document summarizes human resource practices at Nestle Pakistan. It discusses Nestle's focus on employee safety, recruitment process which looks for knowledge, personality and motivation in candidates, and training programs like management trainee programs and ongoing development. It also outlines Nestle's policies on health, safety, environment and human rights.
A detailed analysis of Pakistan Food Industry and Pakistan Spice Industry is done using facts and figures. Along with the second part pf the project details about the strategic position of Shan Foods a Pakistani based company. Different strategies are also recommended by considering their current strategic position in Pakistan Spice Industry.
This document provides a report on the training and development process at Mehran Foods and Spices. It begins with an introduction to the company's history and operations. It then describes the company's HR practices, including its emphasis on training and developing employees. The report analyzes Mehran's training procedures, types of training provided, and record keeping. It finds that while training is provided, no formal evaluation methods are used. The report concludes with recommendations to improve the effectiveness of training programs.
This document provides information on Lucky Cement, including its business profile, vision, mission, internal and external factor analyses, competitive profile, TOWS matrix, Porter's five forces analysis, and financial analysis. Lucky Cement was founded in 1993 and is one of the largest cement manufacturers in Pakistan. It has strong financial performance with increasing profits, assets, and revenues over recent years. However, it faces threats from government regulations and price competition from rivals. The document evaluates Lucky Cement's strengths and weaknesses and provides recommendations around increasing employee pay and benefits, market penetration in new regions, and contingency planning.
Olper's entered the Pakistani milk market in 2006 when sales of Haleeb were declining. It is now one of the top competitors with a 7% market share. The document discusses Olper's growth strategy, targeting consumers in urban areas aged 25-35. It analyzes Olper's positioning compared to competitors and opportunities to expand its product line and distribution network across Pakistan. Promotional strategies include aggressive advertising campaigns on multiple channels and platforms.
Nishat Mills is the largest vertically integrated textile company in Pakistan. It has various production facilities including spinning, weaving, printing, dyeing, home textiles, garments, and power generation. The company exports over 90% of its products to markets in East Asia, Europe, and North America. It has expanded production capacity in recent years and continues pursuing growth through prudent management policies and an effective marketing strategy. Nishat Mills is committed to corporate social responsibility initiatives focused on environmental protection, community welfare, and contributing to Pakistan's economy and national exchequer through tax payments and foreign exchange earnings.
Engro Foods is a subsidiary of Engro Corporation, one of Pakistan's largest conglomerates. It was formerly Exxon Chemical Pakistan but was acquired by Engro employees in 1991. Engro Foods launched in 2005-06 and has established two processing plants and a dairy farm. It produces and markets popular dairy brands like Olper's and sells products in Pakistan, North America, and other international markets. While Engro Foods has a strong financial position and market share, it faces competition from Nestle and Haleeb Foods and will need to continue innovating and expanding its product portfolio and global operations to maintain its leading position in Pakistan's food industry.
This document provides a financial analysis of Engro Corp Ltd, a Pakistani conglomerate. It begins with an overview of Engro Corp and its subsidiaries, which include fertilizer, petrochemical, food, and energy businesses. The analysis then examines the financial ratios of Engro Chemical Pakistan Ltd, a fertilizer subsidiary, to evaluate its liquidity, leverage, activity, and profitability. Similar ratio analyses are also provided for Fauji Fertilizer Company Ltd, a competitor. Trend analyses of the financial statements of both companies are included. The document aims to analyze the financial performance and position of Engro Corp Ltd and its fertilizer subsidiary through the use of financial ratios.
Shangrila Foods Private Ltd is a leading food company in Pakistan that produces ketchup, sauces, seasonings, and pickles. It has internationally accredited certifications and awards. The company has manufacturing facilities in Karachi and Lahore with over 150 domestic suppliers. Shangrila has a strong supply chain management system that involves forecasting, inventory maintenance, and distribution channels to retailers and distributors across Pakistan.
Engro Corporation was formerly known as Exxon Chemical Pakistan Limited until 1991 when Exxon divested. It operates in fertilizer, food, energy, chemicals and business automation solutions. Engro Foods is a subsidiary of Engro Corporation formed in 2005 and is a major player in Pakistan's food industry with brands like Olper's milk. It focuses on corporate social responsibility through programs like WELD for women's empowerment and contributions to health, education, and environment protection initiatives.
Comprehensive Analysis on: Business Strategy of Square Pharmaceuticals LimitedSadman Prodhan
Square Pharmaceuticals Limited is the largest pharmaceutical company in Bangladesh, holding a 19.18% market share as of 2013. It has a diverse product portfolio and focuses on both cost leadership and differentiation strategies for different product categories. The company emphasizes quality, ethics, and social responsibility. It aims to improve people's health while generating wealth for shareholders. Square faces competition from large MNCs but also has opportunities in exports, research collaborations, and an increasing domestic market. Maintaining quality, investing in innovation, and navigating regulations will be key to sustaining its leading position in the industry.
PepsiCo uses a 180-degree performance appraisal cycle with a graphical rating scale method supported by an ERP system. The appraisal, called a PDR, evaluates employees on qualifications, performance, integrity, leadership, and succession planning. It aims to provide feedback, determine compensation and promotions, and identify training needs to improve performance. While widely used, rating scales can be ambiguous and biased depending on the supervisor, so behavior-based scales are better for objective assessments.
This document is the annual report of Lucky Cement for the year 2010. It provides information on Lucky Cement's vision, mission, strategies and core values. It highlights the company's milestones, facilities, board of directors, management and financial performance for 2010. The report also provides an overview of the Yunus Brothers Group which owns Lucky Cement and its other subsidiaries operating in the textile, cement and energy sectors.
The document discusses employee development and relations practices at various Indian companies. It describes how companies like Rallis India, Rajni Chemicals, and Godrej provide extensive training programs and facilities to employees to motivate them and help with personal and professional growth. They aim to develop strong personal relationships and communicate openly with employees. The document also discusses the importance of human resources development more broadly and programs at companies like Tata, including their leadership development seminars and HR Gurukul initiative.
Browne & Mohan consultants conducted a survey on what factors constitutes the best workplace or a place where employees would love to work. Findings show three aspects which influence an organisation to move towards being a 'lovable workplace'.
Nishat Mills is Pakistan's largest vertically integrated textile company established in 1951. It has 227,640 spindles and 789 looms across spinning, weaving, processing, stitching and power generation facilities. Nishat Mills is the flagship company of the large diversified Nishat Group with over $5 billion in assets. The company has a broad international customer base and exports were $393 million in 2015. Pakistan's textile industry is an important part of its economy but faces challenges around energy costs and infrastructure. Nishat Mills has achieved success through quality products and effective management policies.
This document presents the final report on retaining high potential employees at National Foods. It includes an introduction that outlines the importance of employee retention and defines high potential employees. It also states the problem statement, objectives, and scope of the study. The literature review discusses how employee retention reduces costs and increases productivity. It finds high potentials stay for different reasons than other employees. The methodology section explains the primary and secondary research conducted, including interviews and an employee satisfaction survey. The report aims to identify reasons for staying or leaving and ways to improve retention of high potentials to help National Foods achieve its growth goals.
Visited National Foods Ltd to make a report for Mangement course. where we met Abdul Munam who gave us every possible ans which we needed. I must say as we studied NFL, there are running a wonderfull corporation, they know their responsibility not only to make revenue but also social and moral responsibility.
Pepsi Co Pakistan Human Resource Management Department Zain Ali
it include Pepsi Co Pakistan information, and Human Resource Department process and the main focus is on Recruiting, Selection Process and Performance Appraisal
This document provides an overview of HR practices and their implementation at Engro Foods. It discusses Engro Foods' history and profile, departments, culture, internal control framework, HR hierarchy, roles of the HR department, and key HR practices including recruitment, selection, training, compensation, performance management, and career development. The presentation concludes that Engro Foods effectively manages its human resources practices to attract and retain qualified employees, motivate performance, and deal with issues in an efficient manner.
National Foods Limited is a major Pakistani food company founded in 1970 that started as a spice company and now provides food products to 33 countries. It is led by CEO Abrar Hassan and has a diverse product line including sauces, snacks, spices, and more. National Foods employs marketing strategies like promotions, diversification, and relationship building. It aims to expand internationally as a key opportunity while new competitors pose the main threat.
HUMAN RESOURCE PRACTICES IN NESTLE PAKISTANMubeen Raza
This document summarizes human resource practices at Nestle Pakistan. It discusses Nestle's focus on employee safety, recruitment process which looks for knowledge, personality and motivation in candidates, and training programs like management trainee programs and ongoing development. It also outlines Nestle's policies on health, safety, environment and human rights.
A detailed analysis of Pakistan Food Industry and Pakistan Spice Industry is done using facts and figures. Along with the second part pf the project details about the strategic position of Shan Foods a Pakistani based company. Different strategies are also recommended by considering their current strategic position in Pakistan Spice Industry.
This document provides a report on the training and development process at Mehran Foods and Spices. It begins with an introduction to the company's history and operations. It then describes the company's HR practices, including its emphasis on training and developing employees. The report analyzes Mehran's training procedures, types of training provided, and record keeping. It finds that while training is provided, no formal evaluation methods are used. The report concludes with recommendations to improve the effectiveness of training programs.
This document provides information on Lucky Cement, including its business profile, vision, mission, internal and external factor analyses, competitive profile, TOWS matrix, Porter's five forces analysis, and financial analysis. Lucky Cement was founded in 1993 and is one of the largest cement manufacturers in Pakistan. It has strong financial performance with increasing profits, assets, and revenues over recent years. However, it faces threats from government regulations and price competition from rivals. The document evaluates Lucky Cement's strengths and weaknesses and provides recommendations around increasing employee pay and benefits, market penetration in new regions, and contingency planning.
Olper's entered the Pakistani milk market in 2006 when sales of Haleeb were declining. It is now one of the top competitors with a 7% market share. The document discusses Olper's growth strategy, targeting consumers in urban areas aged 25-35. It analyzes Olper's positioning compared to competitors and opportunities to expand its product line and distribution network across Pakistan. Promotional strategies include aggressive advertising campaigns on multiple channels and platforms.
Nishat Mills is the largest vertically integrated textile company in Pakistan. It has various production facilities including spinning, weaving, printing, dyeing, home textiles, garments, and power generation. The company exports over 90% of its products to markets in East Asia, Europe, and North America. It has expanded production capacity in recent years and continues pursuing growth through prudent management policies and an effective marketing strategy. Nishat Mills is committed to corporate social responsibility initiatives focused on environmental protection, community welfare, and contributing to Pakistan's economy and national exchequer through tax payments and foreign exchange earnings.
Engro Foods is a subsidiary of Engro Corporation, one of Pakistan's largest conglomerates. It was formerly Exxon Chemical Pakistan but was acquired by Engro employees in 1991. Engro Foods launched in 2005-06 and has established two processing plants and a dairy farm. It produces and markets popular dairy brands like Olper's and sells products in Pakistan, North America, and other international markets. While Engro Foods has a strong financial position and market share, it faces competition from Nestle and Haleeb Foods and will need to continue innovating and expanding its product portfolio and global operations to maintain its leading position in Pakistan's food industry.
This document provides a financial analysis of Engro Corp Ltd, a Pakistani conglomerate. It begins with an overview of Engro Corp and its subsidiaries, which include fertilizer, petrochemical, food, and energy businesses. The analysis then examines the financial ratios of Engro Chemical Pakistan Ltd, a fertilizer subsidiary, to evaluate its liquidity, leverage, activity, and profitability. Similar ratio analyses are also provided for Fauji Fertilizer Company Ltd, a competitor. Trend analyses of the financial statements of both companies are included. The document aims to analyze the financial performance and position of Engro Corp Ltd and its fertilizer subsidiary through the use of financial ratios.
Shangrila Foods Private Ltd is a leading food company in Pakistan that produces ketchup, sauces, seasonings, and pickles. It has internationally accredited certifications and awards. The company has manufacturing facilities in Karachi and Lahore with over 150 domestic suppliers. Shangrila has a strong supply chain management system that involves forecasting, inventory maintenance, and distribution channels to retailers and distributors across Pakistan.
Engro Corporation was formerly known as Exxon Chemical Pakistan Limited until 1991 when Exxon divested. It operates in fertilizer, food, energy, chemicals and business automation solutions. Engro Foods is a subsidiary of Engro Corporation formed in 2005 and is a major player in Pakistan's food industry with brands like Olper's milk. It focuses on corporate social responsibility through programs like WELD for women's empowerment and contributions to health, education, and environment protection initiatives.
Comprehensive Analysis on: Business Strategy of Square Pharmaceuticals LimitedSadman Prodhan
Square Pharmaceuticals Limited is the largest pharmaceutical company in Bangladesh, holding a 19.18% market share as of 2013. It has a diverse product portfolio and focuses on both cost leadership and differentiation strategies for different product categories. The company emphasizes quality, ethics, and social responsibility. It aims to improve people's health while generating wealth for shareholders. Square faces competition from large MNCs but also has opportunities in exports, research collaborations, and an increasing domestic market. Maintaining quality, investing in innovation, and navigating regulations will be key to sustaining its leading position in the industry.
PepsiCo uses a 180-degree performance appraisal cycle with a graphical rating scale method supported by an ERP system. The appraisal, called a PDR, evaluates employees on qualifications, performance, integrity, leadership, and succession planning. It aims to provide feedback, determine compensation and promotions, and identify training needs to improve performance. While widely used, rating scales can be ambiguous and biased depending on the supervisor, so behavior-based scales are better for objective assessments.
This document is the annual report of Lucky Cement for the year 2010. It provides information on Lucky Cement's vision, mission, strategies and core values. It highlights the company's milestones, facilities, board of directors, management and financial performance for 2010. The report also provides an overview of the Yunus Brothers Group which owns Lucky Cement and its other subsidiaries operating in the textile, cement and energy sectors.
The document discusses employee development and relations practices at various Indian companies. It describes how companies like Rallis India, Rajni Chemicals, and Godrej provide extensive training programs and facilities to employees to motivate them and help with personal and professional growth. They aim to develop strong personal relationships and communicate openly with employees. The document also discusses the importance of human resources development more broadly and programs at companies like Tata, including their leadership development seminars and HR Gurukul initiative.
Browne & Mohan consultants conducted a survey on what factors constitutes the best workplace or a place where employees would love to work. Findings show three aspects which influence an organisation to move towards being a 'lovable workplace'.
This document discusses career planning, development, and succession planning. It defines career planning as a process where an individual sets career goals and identifies means to achieve them. Career development is a formal approach organizations use to ensure people with proper qualifications are available when needed. The document also discusses the objectives of career planning, such as identifying employee strengths and developing awareness of uniqueness. It states that succession planning identifies potential successors in advance to fill key positions as needed.
TALENT & KNOWLEDGE MANAGEME IS IMPORTANTT.pptxveena755113
Talent management involves attracting, developing, and retaining skilled employees to meet organizational goals. It includes processes like workforce planning, employee engagement, learning and development, performance management, recruiting, onboarding, succession planning, and retention. The primary objective is to close the gap between the current and required talent within the organization. This requires integrating talent management strategies to support individual growth and company growth. Key aspects include identifying skill needs, attracting the right candidates, onboarding and training employees, performance reviews, and succession planning to retain top talent. Failure to properly manage talent can negatively impact business targets, profits, and costs.
This document discusses potential appraisal and career development in organizations. It defines potential appraisal as identifying an employee's ability to take on higher responsibilities. Potential is appraised based on supervisor observations, performance history, and simulated roles. Career development involves guiding employee movement through positions to retain and motivate workers. It outlines the steps of developing a potential appraisal system, including defining roles and qualities, and providing feedback. Career development aims to fulfill organizational and individual needs through actions like improving performance, networking, and expanding abilities.
This document discusses potential appraisal and career development in organizations. It defines potential appraisal as identifying an employee's ability to take on higher responsibilities. Potential is assessed based on supervisor observations, performance history, and simulated roles. Career development involves guiding employee movement through positions to retain talent and improve motivation. It outlines the steps of developing a potential appraisal system, including defining roles and qualities, and providing feedback. Career development aims to attract and utilize employees effectively through assessing needs, creating vision, and evaluating results. Individual development focuses on performance and networking, while organizational development uses tools like counseling, information services, and training programs.
The document outlines the key functions of human resource management (HRM). It discusses three main types of HRM functions: managerial functions which include planning, organizing, directing, and controlling; operative functions such as employment, training, compensation, and separation; and advisory functions where HR provides expert advice to management. Some of the important operative functions described are recruitment and selection, training and development, compensation and rewards, employee benefits, motivation, and industrial relations.
The document outlines the key functions of human resource management (HRM). It discusses three main types of HRM functions: managerial functions which include planning, organizing, directing, and controlling; operative functions such as employment, training, compensation, and separation; and advisory functions where HR provides expert advice to management. Some of the important operative functions described are recruitment and selection, training and development, compensation and benefits, employee records maintenance, and industrial relations.
Organizational behavior is the study of how individuals and groups act within organizations and how organizations manage their environments. It aims to understand and predict employee behavior, improve productivity, and facilitate change. There are several models of organizational behavior, including autocratic, custodial, supportive, and collegial models. The autocratic model relies on power and obedience, while the custodial model focuses on economic resources and security. The supportive model emphasizes leadership and employee motivation. The collegial model is based on teamwork, shared goals, and self-discipline among team members. Organizational behavior provides insights to help organizations and individuals within them be more effective.
Strengthen Your Human Capital Investment with Staff Developmentjscher
The document discusses the importance of training and developing employees at all levels, from new hires to experienced staff, in order to gain a competitive advantage and maximize performance. It provides recommendations for establishing effective training programs, including assessing skills, setting objectives, selecting trainers, and evaluating programs. The author advocates for ongoing training and coaching to retain top talent, maintain skills, and promote continued growth.
Strengthen Your Human Capital Investment with Staff DevelopmentPeak Focus
The document discusses the importance of training and developing employees at all levels, from new hires to experienced staff, in order to gain a competitive advantage and maximize performance. It provides recommendations for establishing effective training programs, including assessing skills, setting objectives, selecting trainers, and evaluating programs. Regular training is emphasized as a way to retain top talent, improve productivity and efficiency, and help the business adapt to changes.
The document summarizes an interview with Mr. Samrat Ghosh Moulik, the Channel Development Manager of TATA AIG, about his work as a manager. Some of the topics discussed include how he evaluates subordinates' performance, handles stress, motivates employees through incentives, and provides feedback to underperforming staff. The interview covers various challenges of being a manager, such as planning, execution, cost control, and conflict resolution. In summary, the interview discusses Mr. Moulik's responsibilities and approaches as a manager at TATA AIG.
Training needs analysis is the process by which a company identifies the training and development needs of its employees so they can perform their jobs effectively. It involves completely analyzing the training needs required at various organizational levels. The key steps are to identify objectives, assess current skills and knowledge, identify gaps and training needs, create a learning and development plan, motivate the workforce and implement training, and measure the effectiveness of the training. Properly performing a training needs analysis can help ensure training is relevant to jobs, improves performance, makes a difference, distinguishes needs from organizational problems, and helps the organization achieve its goals.
Axact - OB report on Organizational CultureFayaz T
Axact had a dynamic training program to motivate new employees and instill organizational culture. The training explained goals around sales targets and used success stories to boost morale. Axact encouraged open communication and task delegation to reduce conflict and allow flexible decision making. Organizational discipline was also enforced by issuing notices to employees who were late or disruptive. The training prepared new employees to be productive and aligned with Axact's vision, though the recommendation is to not require excessive hours from new employees during probation as it reduces motivation.
Training and development aims to improve employee performance and establish skills. It enhances knowledge but also changes attitudes and competencies. Training differs from education in focusing more on practical skills for a particular role. Organizations provide training internally through existing staff or externally through consultants to develop employee and organizational abilities. This benefits both individual career growth and company performance. Effective induction programs help new employees adapt quickly by introducing them to organizational culture and reducing reality shock.
Management Function of an Entrepreneur - Entrepreneurship 9AngelgraceDolliente
The five main management functions of an entrepreneur are planning, organizing, staffing, directing, and controlling. Planning involves setting objectives and determining how to achieve them. Organizing delegates tasks to employees and allocates resources. Staffing involves selecting and developing personnel to fill roles in the organizational structure. Directing includes supervising work, motivating employees, providing leadership, and communicating. Controlling establishes performance standards, measures results, identifies deviations, and takes corrective actions. An entrepreneur must effectively perform all of these functions to manage their business and achieve its objectives.
This document is a dissertation submitted by a student to Amity University in partial fulfillment of a Bachelor of Commerce degree. It examines employee motivation practices at Big Bazaar department stores in India. The dissertation includes chapters on introduction/background on Big Bazaar and its HR department, literature review on motivation theories, research methodology used, results and discussion of findings. Key findings include that employees are motivated by salary increments, performance appraisals, training programs, and both financial and non-financial incentives. The dissertation aims to understand employee responses to the motivation factors provided by Big Bazaar and their level of satisfaction.
Introduction to ideas - A complete insight ( A full semester course)megasheeki
This document discusses various topics related to creative thinking and idea generation. It covers divergent and convergent thinking patterns, areas of creativity in organizations including products, processes, marketing, and organization. It also discusses the idea process, company responses to new ideas, idea profiles and traits, characteristics of creative personalities, thinking techniques like brainstorming and mind mapping, and motivation theories.
Global marketing - Strategies by L'Oreal megasheeki
L'Oreal and Face Fresh were compared. L'Oreal is the world's largest cosmetics company with a mission of beauty for all. It targets customers based on demographics, geography, lifestyle and uses worldwide marketing. In Pakistan it is entering the market and using celebrities, fashion shows and internet to promote. Face Fresh is Pakistan's top local cosmetics brand focused on affordable, high quality skin care. It targets rural Pakistani women of medium income. Both companies were analyzed using various frameworks to evaluate their strategies and make recommendations.
PIA - Pakistan International Airlines Strategic Reportmegasheeki
Presentation contains the strategic report for PIA including the growth rate and SWOT.
Best for Business Management and Strategic Management's Students.
Microeconomics - An Overview of the Rice Commodity in Pakitanmegasheeki
Rice is one of the most important crops globally and in Pakistan. It is a staple food for over half the world's population. In Pakistan, rice production has decreased significantly from 6,883 thousand tons in 2009-10 to 4,823 thousand tons in 2010-11, a decrease of 29.9%. The imposition of a 17% sales tax on agricultural inputs could further decrease rice productivity and GDP growth from agriculture in Pakistan. Rice plays an important economic and cultural role in Pakistan as a major staple food and export.
This document lists various awards and recognitions received by L'Oreal between 2009-2011, including being ranked as one of the top 100 most sustainable corporations in the world by Corporate Register in London in 2009. It also provides a brief definition of business ethics as examining ethical principles and problems that arise in business environments.
1) Nishat Group is a large conglomerate operating over 5 companies in textiles, mills, and power plants across Pakistan and serving international markets.
2) The company prioritizes proper organization, planning, leadership, and control. Key departments are organized efficiently to facilitate information sharing.
3) The company motivates employees through benefits like medical allowances, bonuses, and fuel/mobile expenses to attract and retain talent, though some production workers may experience Theory X management due to being illiterate.
4) Rising cotton prices and electricity issues present risks, though the company runs its own power plants to mitigate risks. Promotion opportunities and break times could be improved for
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
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6. INTRODUCTION
It’s a group of companies
running more then 5 companies
at the same time including textile
mills and power plants
They are well known because of
their Textile products
Awarded many times for best
performance and excellence
Serving the world known
countries including America,
Japan, Spain, France, Germany,
Pakistan etc.
Serving World Wide…………
7. PERFORMANCE APPRAISAL
A performance appraisal is a
discussion of an employee's
performance of assigned duties
and responsibilities. The appraisal
is based on results obtained by
the employee in his job. The
appraisal measures skills and
accomplishments with reasonable
accuracy and uniformity. It
provides a way to help identify
areas for performance
enhancement and to help promote
professional growth. Open lines of
communication throughout the
year help to make effective
working relationships
8. PERFORMANCE MANAGEMENT
Organizations try to
manage the performance
of each employee, team
and process and even of
the organization itself. The
performance management
process is very similar,
regardless of where it is
applied
9. PERFORMANCE APPRAISAL IN
NISHAT
NISHAT group of companies
always focuses on its product
and its customer. For that they
always ensure a best quality by
managing their performances
and working of their employees.
They always look after the
assigned responsibilities and
make an effective
communication with their
employees to make a best
relationship.
11. TOTAL QUALITY
Quality management is the
basic thing for every company.
Without the quality no company
can ever achieve the desired
goal.
Nishat specially focus on the
quality of their product. After
the completion of making their
product, there are three steps
to check the quality, locate the
error and to improve them ..
That’s why Nishat produces on
of the best world’s textile
12. APPRAISAL ISSUES
Nishat always take care of their
employees and in return they
always want to be cared by them
On the monthly basis they
evaluate their employees and
their performances. they locate
which employee is performing
well and responding to his work
effectively. They also give them
incentives and bonuses
14. GROUP WORKING
There are different sections and
departments in Nishat textile like
marketing dept, production dept,
quality check dept, information
dept etc . These all departments
have their specific work to do,.
Nishat in this way allocate
different work to the different
team to get the maximum
outcome and to reach the
problems in performance easily
15. CHALLENGING WORK AND
ENCOURAGING PARTICIPATIONS
Nishat is one of the world best
company. That’s why several
times Nishat assign a
challenging work to their
effective employees to make
their name and increase their
rank. They also appreciate their
participants in the form of funds
and bonuses sometimes they
promote their ranks. In this way
they try to encourage their
participation
17. GOALS SETTING
Nishat group has one of the best
thing in their management and
that’s goal setting. Along with
the allocation of the works to
different teams they also
schedule out the time table. This
help the employees to under
stand when they are suppose to
submit their work. And they don’t
compansate or compromise on
completion of the work in time
18. GOAL SETTING
They not only give them
the time but also provide
them the reasonable
schedule. So that the
employees can calculate
when they could complete
their work. In other word
we can say that they give
them a measureable work
and specified goals
20. SUPERVISORS
As told earlier, Nishat has
different departments. Those all
departments has different heads
and supervisors. Along with the
headship there are several
things those supervisor do, i.e.,
thy train their employees , tell
them what should they do to
avoid problems and also look
after for the fair appraisals to
avoid any problems
21. HR DEPARTMENT
There is also a human
resource department. In
case of any ambiguity, and
they are unable to
understand their manager,
they can ask them.
HR dept not only guide
then but also tell how to
work effectively. They also
train the heads to polish
their skills
23. WHAT TO MEASURE
Nishat mills is excellent in hiring
the people. They also know
which qualities they require for
their company and what kind of
people they really need
They usually look for the efficient
people. They look for the blunt
kind of people who can work in
the challenging environment
24. HOW TO MEASURE
Nishat several sessions to hire a
person.
At first they take a knowledge
based test to know how much a
person know abut his field. After
that they take a psychological
interview to understand that
person. Than there is a final
evaluation session to completely
understand the person.
26. SETTING ORGANIZATIONS GOAL
Setting is goal I just like
setting an achievements
Nishat is one of the leading
textile company in
Pakistan. So they always
have an up to date time
table with the specified
goal. They work together to
achieve that goal. They
offer different incentives for
the best employees..
27. SETTING DEPARTMENTAL GOALS
As told earlier that the
employees of Nishat work in
different teams with different
targets.. So they distribute the
goals into several departments.
It helps them to achieve their
goals more easily and
effectively..
It also fulfills their requirement of
efficiency and thus they achieve
their goals smartly
28. PERFORMANCE REVIEW
There is a proper
performance review system
in Nishat.. Its in the duty of
every head to look after his
employees and tell them
how to perform. After the
performance, he is
responsible to check and
verify the task.. He is
responsible to review the
performance and if there is
any problem, than remove
it..
29. CONCLUSION
A performance appraisal
program (PA program) is
important to employees’
professional development,
to meeting the company’s
or firm’s goals or objectives
and, ultimately, to
contributing to the
company’s or firm’s bottom
line