Pso
•Download as PPT, PDF•
0 likes•1,624 views
The presentation provides an introduction to management concepts for Sir K.J Malik. It is presented by four group members and covers HRM processes both inside and outside the organization. Specifically, it discusses the recruitment process guide, security measures, balancing work and life, and rewards and benefits programs. At the end, the presenters thank the audience and accept any questions.
Report
Share
Report
Share
Recommended
Shr event presentation 24.11.16
This document provides information about the services offered by Strategic Human Resources International. It discusses why companies need HR and the key functions HR provides like recruitment, performance management, and exit management. SHRI offers HR audits, retained HR support including developing HR policies and procedures, and HR projects on an hourly or daily basis. Retained HR support services include developing employment contracts, providing HR advice, and implementing HR policies. SHRI has experience across many industries and claims a 100% success rate in employment tribunals. They offer pragmatic HR solutions and a free no obligation HR audit.
Value & Ethics in Business - Quality of life
The document discusses quality of work life (QWL) from Trinity Institute of Professional Studies in New Delhi. It defines QWL as the freedom one has to enjoy what they desire politically, economically, and socially. It lists economic, social, physical, and political aspects of QWL and defines it to involve occupational health care, suitable working time, and appropriate salary. The document also outlines the nature and scope of QWL, its importance, problems in improving it, and ways to improve QWL such as through reward and recognition, growth opportunities, and empowerment.
Case Study - Hadley Wood Golf Club
Hadley Wood Golf Club benefited greatly from working with Golf HR to update and standardize all of their staff documentation and human resource needs. Golf HR efficiently updated contracts, staff agreements, and staff handbooks to be compliant with current legislation. Outsourcing human resource requirements to Golf HR created a more harmonious workplace by allowing professionals to handle delicate situations instead of co-workers. Golf HR provides an important resource for clubs to rely on for advice or assistance whenever needed.
Sui Southern Gas Company
(1) The Sui Southern Gas Company (SSGC) was formed in 1954 and acts as an intermediary gas supplier in Pakistan with a mission of continuous improvement and responding effectively to customer needs.
(2) SSGC's human resources department believes in aptitude testing, training, and developing employees and is considered the backbone of the company. New employees undergo aptitude testing and training programs.
(3) SSGC faces challenges in keeping up with technological trends in HR and developing talent while ensuring succession planning and participation from managers. The company emphasizes equal opportunity, diversity, and supporting disabled workers.
PSO
The document discusses the history and operations of Pakistan State Oil (PSO). It summarizes that in the 1970s, the Pakistan government merged three oil companies - Esso Eastern, Pakistan National Oil, and Dawood Petroleum - to form PSO. PSO dominates Pakistan's fuel and energy market with a majority share of the oil market. It handles the import, storage, distribution and sale of various petroleum products. PSO aims to be an innovative energy company that meets customers' needs.
Chapters ssgc
Sui Southern Gas Company (SSGC) is Pakistan's largest integrated gas utility. It transmits and distributes natural gas through over 3,200 km of pipelines serving over 2 million customers in Sindh and Balochistan. SSGC aims to expand its network to connect more areas and increase its customer base, while improving efficiency and customer service. It has an ambitious five-year plan costing Rs 42.9 billion to achieve these goals, including expanding its transmission and distribution systems, connecting more towns and villages, and upgrading technologies.
Human Resource at Sui Southern Gas Company
The document discusses HR strategy and recruitment processes at Sui Southern Gas Company (SSGC). It outlines how SSGC ensures its recruitment process aligns with its organizational strategy as a public sector company. It describes SSGC's typical recruitment process, which involves using the National Testing Service and hiring trainees on contracts. SSGC also uses third party HR firms for recruitment to maintain transparency. The document discusses how organizational characteristics, culture, capabilities, environment and performance management system affect recruitment and employee engagement at SSGC. It concludes with some areas for improvement in SSGC's HR and recruitment practices.
Sngpl
The document provides information about Sui Northern Gas Pipelines Limited (SNGPL), the largest natural gas transmission and distribution company in Pakistan. It details SNGPL's network infrastructure including pipelines, compressor stations, and customers served. It also summarizes the company's vision, core values, shareholding structure, certifications, human resources, and completed pipeline projects extending its network since 1964.
Recommended
Shr event presentation 24.11.16
This document provides information about the services offered by Strategic Human Resources International. It discusses why companies need HR and the key functions HR provides like recruitment, performance management, and exit management. SHRI offers HR audits, retained HR support including developing HR policies and procedures, and HR projects on an hourly or daily basis. Retained HR support services include developing employment contracts, providing HR advice, and implementing HR policies. SHRI has experience across many industries and claims a 100% success rate in employment tribunals. They offer pragmatic HR solutions and a free no obligation HR audit.
Value & Ethics in Business - Quality of life
The document discusses quality of work life (QWL) from Trinity Institute of Professional Studies in New Delhi. It defines QWL as the freedom one has to enjoy what they desire politically, economically, and socially. It lists economic, social, physical, and political aspects of QWL and defines it to involve occupational health care, suitable working time, and appropriate salary. The document also outlines the nature and scope of QWL, its importance, problems in improving it, and ways to improve QWL such as through reward and recognition, growth opportunities, and empowerment.
Case Study - Hadley Wood Golf Club
Hadley Wood Golf Club benefited greatly from working with Golf HR to update and standardize all of their staff documentation and human resource needs. Golf HR efficiently updated contracts, staff agreements, and staff handbooks to be compliant with current legislation. Outsourcing human resource requirements to Golf HR created a more harmonious workplace by allowing professionals to handle delicate situations instead of co-workers. Golf HR provides an important resource for clubs to rely on for advice or assistance whenever needed.
Sui Southern Gas Company
(1) The Sui Southern Gas Company (SSGC) was formed in 1954 and acts as an intermediary gas supplier in Pakistan with a mission of continuous improvement and responding effectively to customer needs.
(2) SSGC's human resources department believes in aptitude testing, training, and developing employees and is considered the backbone of the company. New employees undergo aptitude testing and training programs.
(3) SSGC faces challenges in keeping up with technological trends in HR and developing talent while ensuring succession planning and participation from managers. The company emphasizes equal opportunity, diversity, and supporting disabled workers.
PSO
The document discusses the history and operations of Pakistan State Oil (PSO). It summarizes that in the 1970s, the Pakistan government merged three oil companies - Esso Eastern, Pakistan National Oil, and Dawood Petroleum - to form PSO. PSO dominates Pakistan's fuel and energy market with a majority share of the oil market. It handles the import, storage, distribution and sale of various petroleum products. PSO aims to be an innovative energy company that meets customers' needs.
Chapters ssgc
Sui Southern Gas Company (SSGC) is Pakistan's largest integrated gas utility. It transmits and distributes natural gas through over 3,200 km of pipelines serving over 2 million customers in Sindh and Balochistan. SSGC aims to expand its network to connect more areas and increase its customer base, while improving efficiency and customer service. It has an ambitious five-year plan costing Rs 42.9 billion to achieve these goals, including expanding its transmission and distribution systems, connecting more towns and villages, and upgrading technologies.
Human Resource at Sui Southern Gas Company
The document discusses HR strategy and recruitment processes at Sui Southern Gas Company (SSGC). It outlines how SSGC ensures its recruitment process aligns with its organizational strategy as a public sector company. It describes SSGC's typical recruitment process, which involves using the National Testing Service and hiring trainees on contracts. SSGC also uses third party HR firms for recruitment to maintain transparency. The document discusses how organizational characteristics, culture, capabilities, environment and performance management system affect recruitment and employee engagement at SSGC. It concludes with some areas for improvement in SSGC's HR and recruitment practices.
Sngpl
The document provides information about Sui Northern Gas Pipelines Limited (SNGPL), the largest natural gas transmission and distribution company in Pakistan. It details SNGPL's network infrastructure including pipelines, compressor stations, and customers served. It also summarizes the company's vision, core values, shareholding structure, certifications, human resources, and completed pipeline projects extending its network since 1964.
PSO HR
The document discusses PSO (Pakistan State Oil Company), the largest oil marketing company in Pakistan. It provides a brief history of PSO, describing its establishment, growth in market share during the 1980s-1990s, and subsequent decline due to deregulation efforts. It then summarizes PSO's vision, commitment to leadership in energy markets, and focus on low-cost operations and access to long-term supply sources. Key competitors and PSO's current market share are also mentioned.
SSGC Complete Report
The document is an internship report prepared by Samad Saleem Bombaywala for his internship at Sui Southern Gas Company (SSGC) from February 3rd to March 17th, 2014. It provides an overview of SSGC, including its vision, mission and main functions. It describes the author's experience and duties during the internship. It also discusses the different divisions within SSGC's Finance Department, including Treasury Functions, Finance and Accounts. The Treasury Functions division manages funds, payments, revenue control and bank reconciliation.
Facilities Logistics Karachi - Supply Chain Management (SCM) Report
This document provides an overview of the supply chain processes of Facilities Shipping Agency. It discusses the company's product lines which include sea freight, air freight, moving and packing, warehousing and distribution, and handling air and sea cargo. It also describes the company's central distribution center in Dubai, logistics systems including software and transportation, phases of the supply chain including suppliers, manufacturing, warehousing, and customers. The document summarizes the company's procurement process and replenishment and customer order cycles. Finally, it discusses the company's supply chain model and concludes that Facilities implements aspects of supply chain management to satisfy customer needs.
Coca cola project
The document summarizes the history of Coca-Cola bottling from its origins in 1891 to the present day. It describes how the first bottling occurred in Vicksburg, Mississippi in 1891 and how bottling grew rapidly in the following decades as bottling plants opened across the US and internationally. By the 1920s, bottle sales of Coca-Cola exceeded fountain sales as bottling operations expanded globally. The bottling system continued to innovate with new packaging formats and brands over the 20th century and consolidated in the late 20th century while expanding into new markets internationally.
Presentation By Munawar Baseer Ahmed
The document discusses Pakistan's power crisis and issues in the power sector. It outlines seven key aspects that have contributed to the crisis, including inadequate energy planning and lack of effective implementation. It then provides examples of SSGC's strategic planning process and investment programs that have led to improved performance. Finally, it discusses Pakistan's proposed energy mix and hydel power projects to help ensure future energy security and sustainability.
Gul ahmed farbrics
Gul Ahmed Textile Mills Ltd. was incorporated in 1953 in Pakistan and has since grown to become one of the largest textile companies in the world. The company operates an integrated textile facility with over 100,000 spindles and various weaving, dyeing, and finishing processes. Gul Ahmed aims to set trends globally through innovative technology and teamwork while fulfilling its social and environmental responsibilities. It focuses on quality control throughout manufacturing to produce high quality textiles.
PSO
Pakistan State Oil is a state-owned petroleum company based in Karachi, Pakistan. It has over 3,500 retail outlets and serves both retail and bulk customers. The company aims to be an innovative energy company of the future. It was established in 1974 and has over 3,000 employees. While the company has achieved market leadership, it faced challenges such as declining performance and dissatisfied employees that led to high turnover. The company addressed these issues through reforms like developing an ethanol alternative fuel, establishing HR departments in local offices, increasing employee salaries, and improving the work environment for managers.
Pakistan State Oil Company Limited
Pakistan State Oil (PSO) is the largest oil marketing company in Pakistan, with an annual turnover of $6.8 billion and market shares of 80% and 59% in black oil and white oil, respectively. PSO was formed in 1976 through the merger of three oil marketing companies and is now the dominant fuel distributor in the country, with over 3,700 retail outlets. It has a vision of being an innovative and dynamic energy company that delivers value to customers.
Pakistan State Oil and Bahria Town CSR
PSO and Bahria Town engage in corporate social responsibility (CSR) initiatives focused on education, healthcare, community building, and disaster relief. PSO partners with education NGOs to provide schooling for over 500 children and vocational training. It supports healthcare facilities with donations for construction, medical equipment, and supplies. Bahria Town operates free education centers for over 4,000 orphans and provides scholarships to 7,000 students annually. Both organizations contribute to relief efforts during national disasters like earthquakes and floods.
M.PHIL THESIS FINAL PRESENTATION
Management Styles and Employee Performance
A Case study of public Sector Company
Sui Southern Gas Company (SSGC)
Pepsi 4
Pepsi is a global soft drink brand that has been produced since the 1890s. It aims to be the world's best beverage company through providing outstanding quality, service, and value. Pepsi dominates the soft drink market in Pakistan and is considered Pakistan's national drink. A SWOT analysis identified Pepsi's strengths as its established brand name and large market share, while weaknesses include not offering incentives to retailers and only targeting young customers. Opportunities exist in rural market expansion and diversification, while threats include health concerns, competition, and political/economic instability.
Gul Ahmed
Gul Ahmed is a leading textile company in Pakistan known for lawn prints, cotton prints, embroidery, and tailor-made services. It has a diverse product portfolio that includes men's and women's clothing, kids wear, accessories, and home products. Gul Ahmed earned over 302 billion rupees in revenue last year and has over 7,000 employees. The company plans to increase exports, introduce new designs, and expand its retail presence.
Presentation on Pakistan State Oil with Financial Analysis 2013/2014
The document discusses the history and operations of Pakistan State Oil (PSO). It notes that PSO was formed through the nationalization of three petroleum companies in the 1970s. PSO dominates Pakistan's fuel market with a 79% share of the black oil market and 58% share of the white oil market. It has an annual turnover of $6.8 billion and operates 3700 retail outlets across Pakistan. The document also examines PSO's financial performance and compares it to Attock Oil Company Limited, finding that PSO has higher earnings per share and stock in trade.
Gul ahmed
Gul Ahmed is a Pakistani textile and apparel company founded in 1953. It manufactures fabrics, yarn, apparel and accessories. In 2011, Gul Ahmed had revenues of $300 million with 7,000 employees. The company is listed on the Karachi and Lahore stock exchanges and has expanded internationally with subsidiaries in the UAE and UK. Gul Ahmed produces a variety of textile products for both domestic consumption and export.
Presentation on NESTLE
Zainab Zahra presented on the principles of marketing for Nestle Pakistan. Nestle was founded in the 1860s by Henri Nestle and today operates factories around the world. In Pakistan, Nestle arrived in 1988 through a joint venture and has since expanded to include 4 production facilities and over 3,500 employees. Nestle offers a variety of products in Pakistan including dairy, beverages, water, coffee, and confectionery. Through market segmentation, differentiation, and a focus on health and nutrition, Nestle has positioned itself as the leading food and beverage brand in Pakistan.
Coca cola
This document provides information about Coca-Cola's operations and marketing strategies in Pakistan. It discusses Coca-Cola's history in Pakistan dating back to 1953. It outlines some of Coca-Cola's major brands available in Pakistan such as Coca-Cola, Fanta, and Sprite. It also discusses Coca-Cola's bottling operations through 12 bottling plants across Pakistan. Coca-Cola employs over 1,800 people in Pakistan and has invested more than $130 million. The document also summarizes some of Coca-Cola's community involvement and sponsorships in Pakistan as well as uncontrollable factors they consider for international marketing.
Coca-cola company project report MBA 1st year
this is coca cola company's project report for MBA first year students
they may take help from this
please do comments
Nestle
Nestle is a leading global food and beverage company that has been operating for over 150 years. It has operations across 86 countries with 487 factories worldwide. In Pakistan, Nestle started as a joint venture in 1988 and has since expanded its product portfolio and built several new factories. The company's vision is to be the leading health, wellness and nutrition company by meeting the needs of consumers of all ages through innovative products. Its core values include leading a motivated workforce, delivering shareholder value through growth, and playing a responsible role in society and the environment.
Coca Cola Presentation
Thank you for taking the time to speak with me today. Can you please tell me about your role and responsibilities as HR Officer at Coca Cola?
HR Officer: Sure, as HR Officer at Coca Cola, my key responsibilities include:
- Recruitment and selection - I'm responsible for attracting and hiring top talent for various roles in the company. This involves posting job ads, screening resumes, conducting interviews and making hiring decisions.
- Employee orientation - I welcome and orient all new joiners by briefing them about company policies, culture and work expectations.
- Performance management - I track employee performance through annual/quarterly reviews, address issues and ensure goals are aligned with business objectives.
Marketing Presentation on Coca Cola
This document provides a marketing plan for Coca-Cola in India. It begins with an introduction and objectives of the marketing plan. It then provides a brief introduction of Coca-Cola as a company, including its founding, headquarters, brands, sales, and financial details. The executive summary outlines Coca-Cola's goals to double revenues by 2020 and lift its brand image. The document analyzes Coca-Cola's current market situation in India and objectives. It performs a SWOT analysis and discusses marketing strategies, segmentation, budgets, issues in India, and examples of Coca-Cola's advertising implementation. It is a comprehensive marketing plan outlining Coca-Cola's business, goals, and strategies for the Indian market
THOMAS COOK HR POLICY
This document summarizes the HR policies and practices of Thomas Cook, including talent acquisition, workplace policies, talent management, employee engagement, welfare, and organizational structure. The culture at Thomas Cook is described as professional, casual, positive, and with opportunities for continuous learning and evolution. Talent development initiatives include workshops, performance reviews, surveys to recognize employees, and celebrating successes to retain talent. Employee welfare programs focus on training, counseling, medical support, and insurance.
Hr capacity
HR plays a crucial role in organizations by enabling employees to contribute to objectives, attracting and selecting qualified candidates, providing training, reviewing performance, and rewarding employees. In AIESEC, HR supports members' development of skills and competencies through experiences delivering global internships and traineeship programs. Key HR functions in AIESEC include recruitment of members, selection for leadership positions, induction and training through national and local education cycles, tracking skills development, and national/local reward and recognition strategies. HR efficiency, satisfaction, leadership applications, retention rates, and applicant numbers can also indicate the effectiveness of an organization's HR management.
More Related Content
Viewers also liked
PSO HR
The document discusses PSO (Pakistan State Oil Company), the largest oil marketing company in Pakistan. It provides a brief history of PSO, describing its establishment, growth in market share during the 1980s-1990s, and subsequent decline due to deregulation efforts. It then summarizes PSO's vision, commitment to leadership in energy markets, and focus on low-cost operations and access to long-term supply sources. Key competitors and PSO's current market share are also mentioned.
SSGC Complete Report
The document is an internship report prepared by Samad Saleem Bombaywala for his internship at Sui Southern Gas Company (SSGC) from February 3rd to March 17th, 2014. It provides an overview of SSGC, including its vision, mission and main functions. It describes the author's experience and duties during the internship. It also discusses the different divisions within SSGC's Finance Department, including Treasury Functions, Finance and Accounts. The Treasury Functions division manages funds, payments, revenue control and bank reconciliation.
Facilities Logistics Karachi - Supply Chain Management (SCM) Report
This document provides an overview of the supply chain processes of Facilities Shipping Agency. It discusses the company's product lines which include sea freight, air freight, moving and packing, warehousing and distribution, and handling air and sea cargo. It also describes the company's central distribution center in Dubai, logistics systems including software and transportation, phases of the supply chain including suppliers, manufacturing, warehousing, and customers. The document summarizes the company's procurement process and replenishment and customer order cycles. Finally, it discusses the company's supply chain model and concludes that Facilities implements aspects of supply chain management to satisfy customer needs.
Coca cola project
The document summarizes the history of Coca-Cola bottling from its origins in 1891 to the present day. It describes how the first bottling occurred in Vicksburg, Mississippi in 1891 and how bottling grew rapidly in the following decades as bottling plants opened across the US and internationally. By the 1920s, bottle sales of Coca-Cola exceeded fountain sales as bottling operations expanded globally. The bottling system continued to innovate with new packaging formats and brands over the 20th century and consolidated in the late 20th century while expanding into new markets internationally.
Presentation By Munawar Baseer Ahmed
The document discusses Pakistan's power crisis and issues in the power sector. It outlines seven key aspects that have contributed to the crisis, including inadequate energy planning and lack of effective implementation. It then provides examples of SSGC's strategic planning process and investment programs that have led to improved performance. Finally, it discusses Pakistan's proposed energy mix and hydel power projects to help ensure future energy security and sustainability.
Gul ahmed farbrics
Gul Ahmed Textile Mills Ltd. was incorporated in 1953 in Pakistan and has since grown to become one of the largest textile companies in the world. The company operates an integrated textile facility with over 100,000 spindles and various weaving, dyeing, and finishing processes. Gul Ahmed aims to set trends globally through innovative technology and teamwork while fulfilling its social and environmental responsibilities. It focuses on quality control throughout manufacturing to produce high quality textiles.
PSO
Pakistan State Oil is a state-owned petroleum company based in Karachi, Pakistan. It has over 3,500 retail outlets and serves both retail and bulk customers. The company aims to be an innovative energy company of the future. It was established in 1974 and has over 3,000 employees. While the company has achieved market leadership, it faced challenges such as declining performance and dissatisfied employees that led to high turnover. The company addressed these issues through reforms like developing an ethanol alternative fuel, establishing HR departments in local offices, increasing employee salaries, and improving the work environment for managers.
Pakistan State Oil Company Limited
Pakistan State Oil (PSO) is the largest oil marketing company in Pakistan, with an annual turnover of $6.8 billion and market shares of 80% and 59% in black oil and white oil, respectively. PSO was formed in 1976 through the merger of three oil marketing companies and is now the dominant fuel distributor in the country, with over 3,700 retail outlets. It has a vision of being an innovative and dynamic energy company that delivers value to customers.
Pakistan State Oil and Bahria Town CSR
PSO and Bahria Town engage in corporate social responsibility (CSR) initiatives focused on education, healthcare, community building, and disaster relief. PSO partners with education NGOs to provide schooling for over 500 children and vocational training. It supports healthcare facilities with donations for construction, medical equipment, and supplies. Bahria Town operates free education centers for over 4,000 orphans and provides scholarships to 7,000 students annually. Both organizations contribute to relief efforts during national disasters like earthquakes and floods.
M.PHIL THESIS FINAL PRESENTATION
Management Styles and Employee Performance
A Case study of public Sector Company
Sui Southern Gas Company (SSGC)
Pepsi 4
Pepsi is a global soft drink brand that has been produced since the 1890s. It aims to be the world's best beverage company through providing outstanding quality, service, and value. Pepsi dominates the soft drink market in Pakistan and is considered Pakistan's national drink. A SWOT analysis identified Pepsi's strengths as its established brand name and large market share, while weaknesses include not offering incentives to retailers and only targeting young customers. Opportunities exist in rural market expansion and diversification, while threats include health concerns, competition, and political/economic instability.
Gul Ahmed
Gul Ahmed is a leading textile company in Pakistan known for lawn prints, cotton prints, embroidery, and tailor-made services. It has a diverse product portfolio that includes men's and women's clothing, kids wear, accessories, and home products. Gul Ahmed earned over 302 billion rupees in revenue last year and has over 7,000 employees. The company plans to increase exports, introduce new designs, and expand its retail presence.
Presentation on Pakistan State Oil with Financial Analysis 2013/2014
The document discusses the history and operations of Pakistan State Oil (PSO). It notes that PSO was formed through the nationalization of three petroleum companies in the 1970s. PSO dominates Pakistan's fuel market with a 79% share of the black oil market and 58% share of the white oil market. It has an annual turnover of $6.8 billion and operates 3700 retail outlets across Pakistan. The document also examines PSO's financial performance and compares it to Attock Oil Company Limited, finding that PSO has higher earnings per share and stock in trade.
Gul ahmed
Gul Ahmed is a Pakistani textile and apparel company founded in 1953. It manufactures fabrics, yarn, apparel and accessories. In 2011, Gul Ahmed had revenues of $300 million with 7,000 employees. The company is listed on the Karachi and Lahore stock exchanges and has expanded internationally with subsidiaries in the UAE and UK. Gul Ahmed produces a variety of textile products for both domestic consumption and export.
Presentation on NESTLE
Zainab Zahra presented on the principles of marketing for Nestle Pakistan. Nestle was founded in the 1860s by Henri Nestle and today operates factories around the world. In Pakistan, Nestle arrived in 1988 through a joint venture and has since expanded to include 4 production facilities and over 3,500 employees. Nestle offers a variety of products in Pakistan including dairy, beverages, water, coffee, and confectionery. Through market segmentation, differentiation, and a focus on health and nutrition, Nestle has positioned itself as the leading food and beverage brand in Pakistan.
Coca cola
This document provides information about Coca-Cola's operations and marketing strategies in Pakistan. It discusses Coca-Cola's history in Pakistan dating back to 1953. It outlines some of Coca-Cola's major brands available in Pakistan such as Coca-Cola, Fanta, and Sprite. It also discusses Coca-Cola's bottling operations through 12 bottling plants across Pakistan. Coca-Cola employs over 1,800 people in Pakistan and has invested more than $130 million. The document also summarizes some of Coca-Cola's community involvement and sponsorships in Pakistan as well as uncontrollable factors they consider for international marketing.
Coca-cola company project report MBA 1st year
this is coca cola company's project report for MBA first year students
they may take help from this
please do comments
Nestle
Nestle is a leading global food and beverage company that has been operating for over 150 years. It has operations across 86 countries with 487 factories worldwide. In Pakistan, Nestle started as a joint venture in 1988 and has since expanded its product portfolio and built several new factories. The company's vision is to be the leading health, wellness and nutrition company by meeting the needs of consumers of all ages through innovative products. Its core values include leading a motivated workforce, delivering shareholder value through growth, and playing a responsible role in society and the environment.
Coca Cola Presentation
Thank you for taking the time to speak with me today. Can you please tell me about your role and responsibilities as HR Officer at Coca Cola?
HR Officer: Sure, as HR Officer at Coca Cola, my key responsibilities include:
- Recruitment and selection - I'm responsible for attracting and hiring top talent for various roles in the company. This involves posting job ads, screening resumes, conducting interviews and making hiring decisions.
- Employee orientation - I welcome and orient all new joiners by briefing them about company policies, culture and work expectations.
- Performance management - I track employee performance through annual/quarterly reviews, address issues and ensure goals are aligned with business objectives.
Marketing Presentation on Coca Cola
This document provides a marketing plan for Coca-Cola in India. It begins with an introduction and objectives of the marketing plan. It then provides a brief introduction of Coca-Cola as a company, including its founding, headquarters, brands, sales, and financial details. The executive summary outlines Coca-Cola's goals to double revenues by 2020 and lift its brand image. The document analyzes Coca-Cola's current market situation in India and objectives. It performs a SWOT analysis and discusses marketing strategies, segmentation, budgets, issues in India, and examples of Coca-Cola's advertising implementation. It is a comprehensive marketing plan outlining Coca-Cola's business, goals, and strategies for the Indian market
Viewers also liked (20)
Facilities Logistics Karachi - Supply Chain Management (SCM) Report
Facilities Logistics Karachi - Supply Chain Management (SCM) Report
Presentation on Pakistan State Oil with Financial Analysis 2013/2014
Presentation on Pakistan State Oil with Financial Analysis 2013/2014
Similar to Pso
THOMAS COOK HR POLICY
This document summarizes the HR policies and practices of Thomas Cook, including talent acquisition, workplace policies, talent management, employee engagement, welfare, and organizational structure. The culture at Thomas Cook is described as professional, casual, positive, and with opportunities for continuous learning and evolution. Talent development initiatives include workshops, performance reviews, surveys to recognize employees, and celebrating successes to retain talent. Employee welfare programs focus on training, counseling, medical support, and insurance.
Hr capacity
HR plays a crucial role in organizations by enabling employees to contribute to objectives, attracting and selecting qualified candidates, providing training, reviewing performance, and rewarding employees. In AIESEC, HR supports members' development of skills and competencies through experiences delivering global internships and traineeship programs. Key HR functions in AIESEC include recruitment of members, selection for leadership positions, induction and training through national and local education cycles, tracking skills development, and national/local reward and recognition strategies. HR efficiency, satisfaction, leadership applications, retention rates, and applicant numbers can also indicate the effectiveness of an organization's HR management.
Hr capacity
HR plays a crucial role in organizations by enabling employees to contribute to objectives, attracting and selecting qualified candidates, providing training, reviewing performance, and rewarding employees. In AIESEC, HR supports members' development of skills and competencies through experiences delivering global internships and traineeship programs. Key HR functions in AIESEC include recruitment of members, selection for leadership positions, induction and training through national and local education cycles, tracking skills development, and national/local reward and recognition strategies. HR efficiency, satisfaction, leadership applications, retention rates, and applicant numbers can also indicate the effectiveness of an organization's HR management.
Build strong HR
HR plays a crucial role in organizations by enabling employees to contribute to objectives, attracting and selecting qualified candidates, providing training, reviewing performance, and rewarding employees. In AIESEC, HR supports members' development of skills and competencies through experiences delivering global internships and traineeship programs. Key HR functions in AIESEC include recruitment of members, selection for leadership positions, induction and training through national and local education cycles, tracking skills development, and national/local reward and recognition strategies. HR efficiency, satisfaction, leadership applications, retention rates, and applicant numbers can also indicate the effectiveness of an organization's HR management.
HR capacity
HR plays a crucial role in organizations by enabling employees to contribute to objectives, attracting and selecting qualified candidates, providing training, reviewing performance, and rewarding employees. In AIESEC, HR supports members' development of skills and competencies through experiences delivering global internships and traineeship programs. Key HR functions in AIESEC include recruitment of members, selection for leadership positions, induction and training through national and local education cycles, tracking skills development, and national/local reward and recognition strategies. HR efficiency, satisfaction, leadership applications, retention rates, and applicant numbers can also indicate the effectiveness of an organization's HR management.
Tech mahindra ppm
The document outlines various HR policies and processes at Tech Mahindra, including recruitment, selection, training, performance management, and compensation. It details the recruitment process which involves identifying vacancies, creating job descriptions, advertising positions, shortlisting candidates, conducting interviews, and making hiring decisions. It also describes the training and development program which aims to groom talent and consists of induction training, distance learning, and behavioral training, along with periodic assessments. The compensation and appraisal processes are also summarized.
Career planning
This document discusses career planning and development. It defines career as an occupation pursued from youth to retirement with advancement. Career planning identifies opportunities, reduces turnover, increases productivity, and helps employees achieve higher needs and organizational goals. The stages of career planning include career goals, paths, feedback, and retirement needs from ages 20 to 65. Career planning involves forecasting, counseling, pathing, assessment, and succession planning. Tests include interests, personality, and skills. Anchors include competence, security, creativity, autonomy, and lifestyle. Factors for career plan failure and importance of employer-employee involvement are covered. Case studies of Colgate Palmolive and Cadbury illustrate career planning processes.
Southwest wiki
This document provides recommendations for Southwest Airlines CEO Gary Kelley after the acquisition of AirTran. It recommends: [1] Choosing a strategy that executes Southwest's goals and objectives while integrating AirTran; [2] Implementing best operational practices from both airlines to maintain low costs and satisfaction; and [3] Integrating the AirTran culture into Southwest's culture over 3-5 years through visible actions and feedback processes. Execution steps are outlined for each recommendation to ensure their successful implementation.
IiP health and Wellbeing at the Landmark Hotel
This document outlines the strategies and philosophies of an organization to develop and support a multicultural workforce. It discusses creating an inclusive culture through communication, training, and celebrating diversity. Regular reviews are conducted to evaluate health and safety, food hygiene, engagement, and performance against business goals to ensure continuous improvement.
Positive Employee Relations Model
Most organizations want to sustain a culture of Positive Employee Relations. According to consultant Mike Slinger, this requires visible and supportive performance expectations, senior management involvement in development and recognition, and people-centered practices like training, coaching, shared decision-making, and respectful communications. These initiatives aim to create satisfied, motivated, and engaged employees.
Southwest Airline Case Analysis Wiki
The document provides recommendations for Southwest Airlines CEO Gary Kelley after acquiring AirTran to ensure continued success in 2011. It recommends: 1) Choosing the best strategy for Southwest and executing it over 3-5 years. 2) Implementing best operational practices from both airlines to maintain low costs and satisfaction. 3) Integrating AirTran's culture into Southwest's over 3-5 years by comparing cultures and addressing any issues.
HRD challenges.pptx
Career planning and development programmes for the employees.
Development of employees through succession planning.
Gethired global portfolio
GethiredGlobal is an award-winning professional network that helps connect graduates globally for career opportunities like jobs, education, and skill development. It has over 20,000 members across 28 countries. GethiredGlobal provides services like networking events, training, mentorship and recruitment help for both candidates and employers. Their goal is to become the largest talent network globally and offer affordable, high-quality recruitment services.
CBEPL Company Profile 2016
This document provides information about Six Sigma Concept, a company that provides Lean Six Sigma training and consulting services. It summarizes the company's vision, mission, accreditations, services, trainers, clients, and testimonials. The company aims to be a leading provider of management best practices training and consulting to improve quality, productivity and profitability for its clients. It has trained over 25,000 employees and certified over 3,000 Lean Six Sigma belts. Clients in various industries have provided positive feedback on the results and culture change achieved through Six Sigma Concept's engagement.
Дмитро Ваврів/ Дмитро Куявець ”Value driven team development” Lviv Project Ma...
This document discusses Value Driven Development (VDD), an agile methodology that focuses on delivering value to customers. It defines value at three levels: the team level, product level, and business level. The document then outlines the values and evolution of a company called Kantar Consulting, from a small startup to a larger organization using frameworks like SAFe. It discusses how the company promotes and measures performance based on its values through techniques like behavioral standards, team activities, and a "Motivational Triangle" linking compensation, behavior, and motivation. Finally, it thanks the readers and provides contact information for two employees.
Катерина Сиротинська / Денис Рибальченко “Value Driven Development” Kyiv Pro...
This document discusses Value Driven Development (VDD), an agile methodology that focuses on delivering value to customers. It defines value at three levels: the team level, product level, and business level. The document then outlines the values of a company that practices VDD, including customer orientation, quality, and staff retention. It charts the company's growth from 7 people to a larger organization using SAFe principles and cross-functional teams. Finally, it presents the company's performance framework that links compensation, behavior, and motivation to its strategic values and financial results.
Human Resource Practices of Frontier Foundry Steel
FF Steel has over 200 employees and produces steel bars, wire rods, and other products. It has experienced growth since being incorporated in 1986. For recruitment, FF Steel uses internal and external sources as well as employee referrals. The selection process involves screening applications, interviews with a panel, and selecting candidates based on their education, experience, and attitude. Training is conducted through on-the-job and off-the-job methods. Employees are motivated through prizes, incentives, encouragement, and interaction with directors. Maintenance of employees involves performance evaluations, fringe benefits, a good work environment, and no barriers between management and workers.
Human Resource Practices of Frontier Foundry Steel
Frontier Foundry (FF) Steel has over 200 employees and produces steel bars, wire rods, and other products at its facility in Pakistan. FF Steel implements recruitment through both internal and external sources as well as employee referrals, and selects candidates based on their education, experience, and attitude. The company motivates and maintains its HR staff through performance evaluations, fringe benefits like transportation and food, providing a good work environment without barriers between management and workers.
Agile Network India | Implementing AGILE at Scale | Kumar Vishal
The document discusses implementing Agile at scale within Novartis. It describes how Novartis adopted Agile over other frameworks because Agile values aligned well with Novartis' values of being inspired, curious, unbossed, and committed. The document outlines how Novartis established Agile teams, coaches, and governance meetings to build internal Agile capability. It also discusses overcoming challenges like intellectual arrogance and the importance of learning and improving processes continuously.
Part 2 maintain quality customer service
This document discusses maintaining quality customer service. It provides guidance on developing service standards and plans, communicating these standards to staff, monitoring performance to ensure standards are met, evaluating customer satisfaction, and obtaining agreement on actions to improve customer service. Key points include establishing a team to develop standards in identified areas, determining standards with reference to expectations and competitors, monitoring through observation and feedback, collecting customer feedback through surveys, and reporting findings and recommendations to management.
Similar to Pso (20)
Дмитро Ваврів/ Дмитро Куявець ”Value driven team development” Lviv Project Ma...
Дмитро Ваврів/ Дмитро Куявець ”Value driven team development” Lviv Project Ma...
Катерина Сиротинська / Денис Рибальченко “Value Driven Development” Kyiv Pro...
Катерина Сиротинська / Денис Рибальченко “Value Driven Development” Kyiv Pro...
Human Resource Practices of Frontier Foundry Steel
Human Resource Practices of Frontier Foundry Steel
Human Resource Practices of Frontier Foundry Steel
Human Resource Practices of Frontier Foundry Steel
Agile Network India | Implementing AGILE at Scale | Kumar Vishal
Agile Network India | Implementing AGILE at Scale | Kumar Vishal
More from Ali Kamran
Training and development
The document discusses training and development at Holiday Inn Hotel & Resort. It outlines the hotel's vision, mission, organizational structure, and management style. It also states that the document will look at socializing new employees, training programs to build skills, and development efforts to ensure a supply of highly qualified workers.
Teacher
The document discusses the teacher's important role in character building of students. It begins by defining character and noting the current scenario of low literacy rates. It emphasizes that character building should be the prime aim of education. Character is influenced most by role models, especially teachers. Teachers need to understand child development principles and apply them appropriately. Development occurs through both nature and nurture influences. The teacher's role is to foster stable, positive behavior in students through their own strong moral character and caring attitude.
Style textile
This document discusses occupational safety, health, and the environment in Pakistan. It begins with an introduction stating that safety is an unexplored frontier in Pakistan and only receives lip service in most companies. It then discusses the importance of safety as the fourth requirement for living beings.
The document outlines objectives for health, safety, and environmental programs. Health objectives include reducing occupational diseases, maintaining acceptable noise levels, and minimizing respiratory illnesses. Safety objectives and programs aim to qualify employees in first aid and emergency response. Environmental objectives seek to properly treat waste and limit pollution.
Interview segments provide perspectives from managers on their safety standards, waste disposal procedures, and needs for improved medical facilities. Overall, the document evaluates current safety practices and outlines
Sme's
This document outlines a research proposal to study the role of small and medium enterprises (SMEs) in Pakistan's economy. The objectives are to understand SME definitions, contributions to economic growth and employment, and challenges faced. An overview notes SMEs are important to Pakistan's economy but suffer weaknesses that constrain growth. The broad problem is Pakistan's agriculture-based economy has not boosted development as much as industrialized economies. While large industries contribute to growth, the role of SMEs in all sectors cannot be overlooked.
Section 1 back ground (2)
SA 8000 is a social accountability standard that was developed to allow companies to certify that they operate in accordance with international human rights and labor standards. It aims to ensure ethical sourcing and production through independent third-party audits and continuous improvement efforts. SA 8000 certification can benefit companies by improving their brand image, reducing risks, and increasing customer loyalty and access to international markets.
Research
Marketing research is important for businesses as it plays a role in all phases of the business process. It helps define problems, gather and analyze data, interpret results, and present information to managers. There are three main types of marketing research: explanatory research gathers preliminary information, descriptive research better describes markets and problems, and predictive research predicts future outcomes and tests hypotheses. Marketing research can concentrate on key areas like the market, competition, promotion, products, distribution, and pricing. Desk research uses secondary data while field research collects primary data through methods like observation and surveys. Field research can quickly provide businesses with up-to-date information and competitive advantages.
Ptcl
The document discusses planning tools used by Pakistan Telecommunication Company Limited (PTCL), including budgets, probability theory, and scheduling. It provides an overview of PTCL's history and mission, and analyzes the merits and demertits of the organization. The document concludes by recommending that PTCL improve customer service by responding quickly to complaints, increasing network capacity, and ensuring accurate billing.
Pizza hut presentation
Pizza Hut came to Pakistan opening locations in Karachi, Lahore, and Multan. It has a hierarchical structure at the head office and restaurant levels. Management functions like planning, organizing, staffing, leading, and controlling are carried out. Pizza Hut conducts various promotional activities worldwide and in Pakistan uses strategies like Pizza Pooch Club and new flavors. It performs well politically and socially but faces threats from new competitors.
Pia1
This document provides a historical background and overview of Pakistan International Airlines (PIA). It discusses how PIA was formed in 1955 through the merger of Orient Airways and Pakistan Airways to serve as the national carrier of Pakistan. It details PIA's initial routes and fleet expansion over the decades as it grew to become one of the largest airlines in Asia. The document also outlines some of PIA's achievements and challenges over the years in developing its network and adapting to changes in technology and management.
Wah nobel ltd.
The document discusses the marketing plan of Wah Nobel Acetates Limited, a manufacturer of acetic acid, butyl acetate, and ethyl acetate. It outlines the company's products, market segmentation, distribution channels, pricing policies, and marketing objectives to capture market share and increase sales of its chemicals. The marketing department will focus on customer satisfaction, improving products' image, and ensuring consistency in quality to achieve its goals.
Paktel
The document discusses Paktel's management information systems. It provides an overview of Paktel's objectives, history, value added services, hardware and software infrastructure, involvement in information system development, strategic information systems using their value chain, database management systems, telecommunication network model, and recommendations.
Paktel
Paktel is Pakistan's first and leading cellular company. It has the largest network coverage in the country and focuses strongly on customer service. The document discusses Paktel's history and background, strengths such as being the first mobile company and having a qualified workforce, and weaknesses like lack of spending on advertising. It also covers opportunities for growth and threats from increased competition. Paktel offers various value-added services to customers like call centers, international SMS, and call forwarding.
Outsourceing
The 379th Project Management Committee meeting was held on May 14, 2005 at 1100 hrs in the Conference Room. All members except the GM of Spinning were present. The agenda included the Spinning Performance Report for May 2005 and maintenance updates. Issues with motor tripping in Section IV were discussed. The document also covered strategies to reduce costs associated with IT outsourcing such as contracting costs, transition costs, vendor management costs, and costs of switching vendors. Key recommendations included being aware of all potential costs, including transition and management costs, and including flexibility and reversibility clauses in contracts.
Nestle
This document provides an overview of Nestle's history and operations. It discusses how Nestle was founded in 1866 to provide infant nutrition products and condensed milk. It later expanded into coffee, chocolate, bottled water, pet food and other products. Nestle Milkpak Ltd is Nestle's Pakistan subsidiary, which operates factories and collects milk directly from over 130,000 farmers. The company is committed to product quality and social responsibility programs in the communities where it operates.
Motorola
The document discusses differentiation strategy and providing customers with more value-added (MVA). Differentiation strategy involves delivering goods or services that customers perceive as different in important ways. MVA means giving customers more value by delivering solutions to their problems. Differentiation methods include price differentiation, focus differentiation, product/service differentiation, and customer service differentiation. The document also summarizes Motorola's business strategy, which involves continuous innovation to remain competitive by introducing new technological products and monitoring products.
Mobilink
The document discusses Porter's five forces model as it applies to a Mobilink GSM franchise in Pakistan. It identifies the suppliers, customers, competitors, employees, and pressure groups and analyzes the degree of change and complexity for each factor. It concludes that while some factors like suppliers and employees are stable and simple, others like customers and competitors are dynamic and complex for the franchise. Overall, it believes the company has a bright future due to its employees' hard work and customer service.
Marriott
The internship report summarizes Babar Ahmad's 6-week internship at the Marriott hotel and resorts in Islamabad. [1] He interned in the finance department, learning about financial procedures, auditing, budgeting, and cost control. [2] During his internship, he helped develop some business processes and procedures and learned disciplines of corporate culture. [3] He gained experience in income auditing, verifying food issuance reports, and using financial systems like Oracle.
Marriot questioinnaire
This document contains a survey about an individual's work values, job satisfaction, and preferences. It asks the individual to:
1) List their terminal and instrumental values.
2) Grade statements about their job and company on a scale of 1 to 5.
3) Identify where they fall on a matrix measuring sources of job dissatisfaction.
4) Answer yes/no/so-so questions about their pay, work activities, and work nature.
5) Choose between options like job involvement vs. organizational commitment, and uncertainty avoidance vs. risk taking.
The survey gathers information about an employee's values, perceptions of their job and company, and preferences to assess factors
Management report..furguson
Ferguson Associates is a management consulting firm in Pakistan that follows a flat organizational structure with directors responsible for the four functions of management in their departments. The directors plan effectively, organize with a fluid structure but weaknesses in retaining employees, lead subordinates through team management and motivation, and closely control performance. While generally performing management functions well, the directors could improve in organizing human resources.
Jazz1
Jazz is America's classical music, evolving out of African and European musical traditions brought by slaves and immigrants. It has developed many styles over time, from early styles like ragtime and blues to big band swing in the 1930s and bebop in the 1940s. Improvisation and rhythmic innovation have been defining features as jazz musicians continually explore new harmonic and melodic possibilities. Jazz reflects the American spirit of individual expression and democracy.
More from Ali Kamran (20)
Recently uploaded
5 Tips for Creating Standard Financial Reports
Well-crafted financial reports serve as vital tools for decision-making and transparency within an organization. By following the undermentioned tips, you can create standardized financial reports that effectively communicate your company's financial health and performance to stakeholders.
Sources of Revenue for State Government - Prof Oyedokun.pptx
Sources of Revenue for State Government - Prof Oyedokun.pptxGodwin Emmanuel Oyedokun MBA MSc PhD FCA FCTI FCNA CFE FFAR
Lecture slide on Sources of Revenue for State GovernmentAn Overview of the Prosocial dHEDGE Vault works
How the prosocial dHEDGE earns you money while saving the world!
Abhay Bhutada Leads Poonawalla Fincorp To Record Low NPA And Unprecedented Gr...
Under the leadership of Abhay Bhutada, Poonawalla Fincorp has achieved record-low Non-Performing Assets (NPA) and witnessed unprecedented growth. Bhutada's strategic vision and effective management have significantly enhanced the company's financial health, showcasing a robust performance in the financial sector. This achievement underscores the company's resilience and ability to thrive in a competitive market, setting a new benchmark for operational excellence in the industry.
一比一原版(IC毕业证)帝国理工大学毕业证如何办理
IC毕业证文凭证书【微信95270640】一比一伪造帝国理工大学文凭@假冒IC毕业证成绩单+Q微信95270640办理IC学位证书@仿造IC毕业文凭证书@购买帝国理工大学毕业证成绩单IC真实使馆认证/真实留信认证回国人员证明
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，拿不到官方毕业证+微信95270640
2、面对父母的压力，希望尽快拿到帝国理工大学帝国理工大学毕业证学历书；
3、不清楚流程以及材料该如何准备帝国理工大学帝国理工大学毕业证学历书；
4、回国时间很长，忘记办理；
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的；
面向美国乔治城大学毕业留学生提供以下服务:
【★帝国理工大学帝国理工大学毕业证学历书毕业证、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】
【★真实使馆认证（留学人员回国证明），使馆存档可通过大使馆查询确认】
【★真实教育部认证，教育部存档，教育部留服网站可查】
【★真实留信认证，留信网入库存档，可查帝国理工大学帝国理工大学毕业证学历书】
我们从事工作十余年的有着丰富经验的业务顾问，熟悉海外各国大学的学制及教育体系，并且以挂科生解决毕业材料不全问题为基础，为客户量身定制1对1方案，未能毕业的回国留学生成功搭建回国顺利发展所需的桥梁。我们一直努力以高品质的教育为起点，以诚信、专业、高效、创新作为一切的行动宗旨，始终把“诚信为主、质量为本、客户第一”作为我们全部工作的出发点和归宿点。同时为海内外留学生提供大学毕业证购买、补办成绩单及各类分数修改等服务；归国认证方面，提供《留信网入库》申请、《国外学历学位认证》申请以及真实学籍办理等服务，帮助众多莘莘学子实现了一个又一个梦想。
专业服务，请勿犹豫联系我
如果您真实毕业回国，对于学历认证无从下手，请联系我，我们免费帮您递交
诚招代理：本公司诚聘当地代理人员，如果你有业余时间，或者你有同学朋友需要，有兴趣就请联系我
你赢我赢，共创双赢
你做代理，可以帮助帝国理工大学同学朋友
你做代理，可以拯救帝国理工大学失足青年
你做代理，可以挽救帝国理工大学一个个人才
你做代理，你将是别人人生帝国理工大学的转折点
你做代理，可以改变自己，改变他人，给他人和自己一个机会美景更增添一份性感夹杂着一份纯洁的妖娆毫无违和感实在给人带来一份悠然幸福的心情如果说现在的审美已经断然拒绝了无声的话那么在树林间飞掠而过的小鸟叽叽咋咋的叫声是否就是这最后的点睛之笔悠然走在林间的小路上宁静与清香一丝丝的盛夏气息吸入身体昔日生活里的繁忙与焦躁早已淡然无存心中满是悠然清淡的芳菲身体不由的轻松脚步也感到无比的轻快走出这盘栾交错的小道眼前是连绵不绝的山峦浩荡天地间大自然毫无吝啬的展现它的达
BONKMILLON Unleashes Its Bonkers Potential on Solana.pdf
Introducing BONKMILLON - The Most Bonkers Meme Coin Yet
Let's be real for a second – the world of meme coins can feel like a bit of a circus at times. Every other day, there's a new token promising to take you "to the moon" or offering some groundbreaking utility that'll change the game forever. But how many of them actually deliver on that hype?
Solution Manual For Financial Accounting, 8th Canadian Edition 2024, by Libby...
Solution Manual For Financial Accounting, 8th Canadian Edition 2024, by Libby, Hodge, Verified Chapters 1 - 13, Complete Newest Version Solution Manual For Financial Accounting, 8th Canadian Edition by Libby, Hodge, Verified Chapters 1 - 13, Complete Newest Version Solution Manual For Financial Accounting 8th Canadian Edition Pdf Chapters Download Stuvia Solution Manual For Financial Accounting 8th Canadian Edition Ebook Download Stuvia Solution Manual For Financial Accounting 8th Canadian Edition Pdf Solution Manual For Financial Accounting 8th Canadian Edition Pdf Download Stuvia Financial Accounting 8th Canadian Edition Pdf Chapters Download Stuvia Financial Accounting 8th Canadian Edition Ebook Download Stuvia Financial Accounting 8th Canadian Edition Pdf Financial Accounting 8th Canadian Edition Pdf Download Stuvia
Does teamwork really matter? Looking beyond the job posting to understand lab...
Does teamwork really matter? Looking beyond the job posting to understand lab...Labour Market Information Council | Conseil de l’information sur le marché du travail
Vicinity Jobs’ data includes more than three million 2023 OJPs and thousands of skills. Most skills appear in less than 0.02% of job postings, so most postings rely on a small subset of commonly used terms, like teamwork.
Laura Adkins-Hackett, Economist, LMIC, and Sukriti Trehan, Data Scientist, LMIC, presented their research exploring trends in the skills listed in OJPs to develop a deeper understanding of in-demand skills. This research project uses pointwise mutual information and other methods to extract more information about common skills from the relationships between skills, occupations and regions.Bridging the gap: Online job postings, survey data and the assessment of job ...
Bridging the gap: Online job postings, survey data and the assessment of job ...Labour Market Information Council | Conseil de l’information sur le marché du travail
OJP data from firms like Vicinity Jobs have emerged as a complement to traditional sources of labour demand data, such as the Job Vacancy and Wages Survey (JVWS). Ibrahim Abuallail, PhD Candidate, University of Ottawa, presented research relating to bias in OJPs and a proposed approach to effectively adjust OJP data to complement existing official data (such as from the JVWS) and improve the measurement of labour demand.This assessment plan proposal is to outline a structured approach to evaluati...
This assessment plan proposal is to outline a structured approach to evaluati...lamluanvan.net Viết thuê luận văn
Luận Văn Group hỗ trợ viết luận văn thạc sĩ,chuyên đề,khóa luận tốt nghiệp, báo cáo thực tập, Assignment, Essay
Zalo/Sdt 0967 538 624/ 0886 091 915 Website:lamluanvan.net
Tham gia nhóm hỗ trợ viết bài fb: https://www.facebook.com/groups/285625754522599?locale=vi_VNTax System, Behaviour, Justice, and Voluntary Compliance Culture in Nigeria -...
Tax System, Behaviour, Justice, and Voluntary Compliance Culture in Nigeria -...Godwin Emmanuel Oyedokun MBA MSc PhD FCA FCTI FCNA CFE FFAR
Lecture slide titled Tax System, Behaviour, Justice, and Voluntary Compliance Culture in Nigeria - Prof Oyedokun.pptxEco-Innovations and Firm Heterogeneity. Evidence from Italian Family and Nonf...
Eco-Innovations and Firm Heterogeneity. Evidence from Italian Family and Nonf...University of Calabria
The study analyzes differences and primary drivers of green performance between family firms and non-family firms
Independent Study - College of Wooster Research (2023-2024)
"Does Foreign Direct Investment Negatively Affect Preservation of Culture in the Global South? Case Studies in Thailand and Cambodia."
Do elements of globalization, such as Foreign Direct Investment (FDI), negatively affect the ability of countries in the Global South to preserve their culture? This research aims to answer this question by employing a cross-sectional comparative case study analysis utilizing methods of difference. Thailand and Cambodia are compared as they are in the same region and have a similar culture. The metric of difference between Thailand and Cambodia is their ability to preserve their culture. This ability is operationalized by their respective attitudes towards FDI; Thailand imposes stringent regulations and limitations on FDI while Cambodia does not hesitate to accept most FDI and imposes fewer limitations. The evidence from this study suggests that FDI from globally influential countries with high gross domestic products (GDPs) (e.g. China, U.S.) challenges the ability of countries with lower GDPs (e.g. Cambodia) to protect their culture. Furthermore, the ability, or lack thereof, of the receiving countries to protect their culture is amplified by the existence and implementation of restrictive FDI policies imposed by their governments.
My study abroad in Bali, Indonesia, inspired this research topic as I noticed how globalization is changing the culture of its people. I learned their language and way of life which helped me understand the beauty and importance of cultural preservation. I believe we could all benefit from learning new perspectives as they could help us ideate solutions to contemporary issues and empathize with others.
1.2 Business Ideas Business Ideas Busine
Business Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas PowerpointBusiness Ideas Powerpoint
1. Elemental Economics - Introduction to mining.pdf
After this first you should: Understand the nature of mining; have an awareness of the industry’s boundaries, corporate structure and size; appreciation the complex motivations and objectives of the industries’ various participants; know how mineral reserves are defined and estimated, and how they evolve over time.
在线办理(GU毕业证书)美国贡萨加大学毕业证学历证书一模一样
学校原件一模一样【微信：741003700 】《(GU毕业证书)美国贡萨加大学毕业证学历证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/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。
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
【主营项目】
一.毕业证【q微741003700】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【q/微741003700】
◇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
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
Who Is Abhay Bhutada, MD of Poonawalla Fincorp
Abhay Bhutada, the Managing Director of Poonawalla Fincorp Limited, is an accomplished leader with over 15 years of experience in commercial and retail lending. A Qualified Chartered Accountant, he has been pivotal in leveraging technology to enhance financial services. Starting his career at Bank of India, he later founded TAB Capital Limited and co-founded Poonawalla Finance Private Limited, emphasizing digital lending. Under his leadership, Poonawalla Fincorp achieved a 'AAA' credit rating, integrating acquisitions and emphasizing corporate governance. Actively involved in industry forums and CSR initiatives, Abhay has been recognized with awards like "Young Entrepreneur of India 2017" and "40 under 40 Most Influential Leader for 2020-21." Personally, he values mindfulness, enjoys gardening, yoga, and sees every day as an opportunity for growth and improvement.
Recently uploaded (20)
Sources of Revenue for State Government - Prof Oyedokun.pptx
Sources of Revenue for State Government - Prof Oyedokun.pptx
Applying the Global Internal Audit Standards_AIS.pdf
Applying the Global Internal Audit Standards_AIS.pdf
Abhay Bhutada Leads Poonawalla Fincorp To Record Low NPA And Unprecedented Gr...
Abhay Bhutada Leads Poonawalla Fincorp To Record Low NPA And Unprecedented Gr...
BONKMILLON Unleashes Its Bonkers Potential on Solana.pdf
BONKMILLON Unleashes Its Bonkers Potential on Solana.pdf
Solution Manual For Financial Accounting, 8th Canadian Edition 2024, by Libby...
Solution Manual For Financial Accounting, 8th Canadian Edition 2024, by Libby...
Does teamwork really matter? Looking beyond the job posting to understand lab...
Does teamwork really matter? Looking beyond the job posting to understand lab...
Bridging the gap: Online job postings, survey data and the assessment of job ...
Bridging the gap: Online job postings, survey data and the assessment of job ...
This assessment plan proposal is to outline a structured approach to evaluati...
This assessment plan proposal is to outline a structured approach to evaluati...
Tax System, Behaviour, Justice, and Voluntary Compliance Culture in Nigeria -...
Tax System, Behaviour, Justice, and Voluntary Compliance Culture in Nigeria -...
Eco-Innovations and Firm Heterogeneity. Evidence from Italian Family and Nonf...
Eco-Innovations and Firm Heterogeneity. Evidence from Italian Family and Nonf...
Independent Study - College of Wooster Research (2023-2024)
Independent Study - College of Wooster Research (2023-2024)
1. Elemental Economics - Introduction to mining.pdf
1. Elemental Economics - Introduction to mining.pdf
Pso
- 2. Presentation of : Introduction to Management Presented to: Sir K.J Malik
- 3. Group Members: Syed Zartab Haider Roll # 87 Nauman Chattha Roll # 74 Saad Bin Ashfaq Roll # 42 Ahad Bin Ashfaq Roll # 77
- 4. HRM Inside and Outside Shell • Recruitment Process Guide • Security • Balancing Work & Life • Rewards & Benefits
- 5. Recruitment Process Guide • Application • Interview • Recruitment Day • Offer • On Boarding
- 6. Security • Responsibilities to employees • Our approach to safety • HSE Commitment and Standard • Road safety
- 7. Balancing Work & Life • Time off and time out • Sports and social activities • Listening to our employees • Respect for staff
- 8. Rewards & Benefits • Financial rewards • Benefits programme • Training provision
- 10. Thank You !