HRM project
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Teach undergraduate students in the fields of economics and business, providing academic knowledge and experiences. Coach student groups in conducting scientific research. Primary responsibilities include teaching undergraduate students and assisting with their academic achievement. The job is for a lecturer position in the education department of a high education division, reporting to an unspecified supervisor.
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1. The document discusses HUL's recruitment and selection process, which includes advertising vacancies, screening applications, conducting tests and interviews to assess skills, and emphasizing fit between candidates and jobs.
2. HUL has special recruitment programs for MBAs that tailor roles to candidates' backgrounds and provide development opportunities.
3. Employee training focuses on leadership and includes mentoring, rural assignments, and case discussions, while performance reviews utilize 360 degree feedback and transparent career planning.HRM in SME
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油
This document discusses HRM practices in small and medium enterprises (SMEs) based on a case study of Al-Noor Processing & Textile Mills (Pvt) Limited. It finds that SMEs tend to have informal, ad hoc HRM with management handling employee matters instead of dedicated HR departments. Al-Noor does not have clear HR strategies, policies, or benchmarking. Training and development is also informal. The challenges of HRM in SMEs include the high costs of professional HR staff and line managers lacking HR expertise who must handle those responsibilities alongside their regular duties.360 degree-feedback
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The document discusses 360 degree feedback, which is a performance evaluation method that collects feedback from an employee's subordinates, peers, and supervisor(s). It provides a more well-rounded assessment compared to evaluations conducted solely by a direct supervisor. The key points covered include:
- 360 degree feedback originated in the military in the 1940s and was later adopted by some major corporations in the 1960s-1970s.
- It is used for purposes like career development, identifying strengths and weaknesses, and understanding how an employee's self-perception differs from others.
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Workers organized labor unions in the late 1800s to advocate for better working conditions, wages, and benefits. They used tactics like strikes and boycotts to push for change against low pay, long hours, and dangerous work. Several important unions formed, including the Knights of Labor which welcomed all workers, and the American Federation of Labor which focused on skilled trades. However, business owners opposed unions, using lockouts and hiring replacements to break strikes, while the government often sided with owners over workers through interventions like sending troops. This led to violent clashes between labor and management.Context of hrm and challenges
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油
The document discusses the key challenges facing human resource management (HRM). It outlines several contextual factors that influence HRM, including globalization, changing workforce demographics, managing diversity, union attitudes, and work-life balance issues. Some specific challenges mentioned include identifying qualified candidates, adapting to increased competition, embracing change, and fully satisfying employees. The document then examines several challenges in more depth, such as managing a global and diverse workforce, union influence, keeping up with technological innovation, and containing costs while developing human capital. It emphasizes that HR professionals must help their organizations adapt to changing needs in order to succeed.Challenges to HR
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This document discusses emerging challenges for HR professionals. It begins by quoting Peter Drucker and Jack Welch on the need to adapt to changes and field the best players. The main challenges identified are environmental factors like technology changes and globalization. Organizational challenges include cost-cutting and restructuring. Cultural challenges involve managing diversity. HR must develop strategies aligned with business goals and capabilities. Key roles involve developing intellectual capital, managing careers and conflicts, transferring knowledge, and fostering creativity.MBA-projects-HRM-project-report
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This document summarizes training and development practices at Infosys. It discusses that Infosys provides various types of training to employees, including induction training, job training, and promotional training. For fresh graduates, Infosys uses a 6-month foundation program at its Mysore facility to train over 4,000 employees. Infosys also has its Leadership Institute in Karnataka that provides training to help employees advance to larger roles. Infosys places great importance on training and developing its over 160,000 employees worldwide.HR CHALLENGES
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- 1. 1. JOB IDENTIFICATION Job title: Lecturer Recommendation salary grade: Job Family: Teacher Division: High education Department: In Education Job code: 31051993 Exempt/ Nonexempt status: Nonexempt EEOC: Teacher Report to: 2. JOB SUMMARY This person in this position is responsible for teaching, providing academic knowledge and experiences in the field of economics and business to students and to coach some group of student in doing the scientific research. 3. RESPONSIBILITIES AND DUTIES Primary responsibilities Under-graduated students (60%) - Achieve