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The document appears to be a survey collecting information from respondents such as name, age, gender, occupation, whether they have purchased Nokia products before and how they would rate various attributes of Nokia phones compared to competitors. It asks the respondent about their preferred features of Nokia phones, current mobile device used, features that could be improved and how issues have been resolved. The document also inquires about preferred purchase locations and how the respondent heard about Nokia.
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Job analysis hrm by obaid kakar
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This document discusses job analysis, which is defined as the process of collecting, analyzing, and documenting information about the tasks, duties, responsibilities, and requirements of a specific job. The main purposes of job analysis are to aid in employee selection, training and development, compensation management, job design, performance evaluation, and ensuring organizational goals are being met. It describes common job analysis methods like observation, interviewing, and questionnaires. Overall, the document provides an overview of the key aspects and uses of job analysis in human resource management.Human resource planning
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Human resource planning involves forecasting an organization's future human resource needs, determining how to meet those needs through various programs, and evaluating whether the programs are feasible given organizational objectives, environmental constraints, and costs versus benefits. The process includes assessing current and future labor demand and supply, identifying potential surpluses or shortages, and developing action plans to address imbalances through options like hiring, training, outsourcing, or layoffs. Effective HRP is important for strategic workforce management and controlling personnel costs.Mba ii hrm u-2.2 job analysis
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Job analysis is the process of determining the duties, skills, and qualifications required for a job. It involves gathering job data through methods like observation and interviews. This information is used to create job descriptions and specifications. A job description outlines the key responsibilities and requirements of a role, while a specification lists the necessary qualifications, skills, and traits for an individual to perform the job well. Together, job descriptions and specifications are used for strategic HR purposes like recruitment, performance management, and compensation. Job design aims to match job requirements to human attributes through approaches like job simplification, rotation, enlargement, and enrichment.Hrm job analysis
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The document provides a job analysis report for the role of Branch Manager at Alfalah Bank. It details the duties and responsibilities of the role, which include planning and directing branch operations, supervising staff, achieving deposit targets, and ensuring excellent customer service. The minimum qualifications require a Bachelor's/Master's degree in business administration and 4-6 years of relevant experience. Key skills listed include strong communication, problem solving, customer dealing skills, and knowledge of banking operating procedures.Evolution of tunnel placement in ACL reconstruction
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The document discusses the evolution and significance of tunnel placement in anterior cruciate ligament (ACL) reconstruction, emphasizing the transition from isometric to anatomic techniques. It highlights studies showing that nonanatomic graft placements are common in failed reconstructions, while anatomic placements improve knee kinematics and stability. A comparison of different placement methods reveals variability in tunnel location and technique, with anatomical positions offering better outcomes regarding graft tension and knee stability.Brm (one tailed and two tailed hypothesis)
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This document discusses one-tailed and two-tailed hypothesis tests. It defines a hypothesis as an assumption made about the probable results of research. The null hypothesis assumes a parameter takes a certain value, while the alternative hypothesis expresses how the parameter may deviate. A one-tailed test examines if a parameter falls on one side of the distribution, while a two-tailed test looks at both sides. Two-tailed tests are more conservative since they require more extreme test statistics to reject the null hypothesis. Examples are provided to illustrate the difference between one-tailed and two-tailed tests.Chapter 6 Recruitment And Selection
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The document discusses job analysis, which is the process used to collect information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It outlines several key stages and methods of job analysis, including defining job tasks and requirements, developing job descriptions and specifications, setting performance standards, and determining important applications like selection, training, and compensation. Common methods of collecting job analysis information discussed are observation, interviews, questionnaires, previous studies, and work diaries.Recruitment, Selection Process Methods And Steps,
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The document outlines a comprehensive three-day training program on recruitment, HR planning, and competency-based interviewing conducted by Charles Cotter. It covers principles and practices for effective workforce planning and employee selection, emphasizing the integration of HRM with strategic business goals, and includes activities for diagnosing current practices and developing actionable improvement strategies. Additionally, it discusses the nature of competency-based interviews and key phases of employment negotiations, providing tools and techniques for successful hiring and contract discussions.Recruitment And Selection
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The document discusses human resource planning, including what it is, why it is important, and how it is done. It describes human resource planning as involving forecasting an organization's human resource needs and developing plans to meet those needs. The key aspects of human resource planning discussed are analyzing supply and demand, developing action plans to address surpluses or shortages, and linking it to the organization's strategic planning process.HRM-JOB ANALYSIS
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The document discusses job analysis, which is the process used to collect information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It outlines several key stages and methods of job analysis, including defining job tasks and requirements, developing job descriptions and specifications, setting performance standards, and determining important applications like selection, training, and compensation. Common methods of collecting job analysis information discussed are observation, interviews, questionnaires, previous studies, and work diaries.Recruitment, Selection Process Methods And Steps,
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The document discusses recruitment, selection processes, and psychological testing used in hiring. It covers the key steps in recruitment including identifying job requirements, attracting candidates, screening applications, interviews and assessments. Selection methods like testing, interviews and background checks are explained. The uses, types, advantages and disadvantages of psychological testing in selection are also summarized.HUMAN RESOURCE PLANNING
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The document provides an overview of human resource planning (HRP), detailing its purpose, processes, and strategies, including the relationship between HRP and organizational goals. It discusses techniques such as job analysis, forecasting human resource needs, and methods for managing workforce surplus or shortage. Additionally, it touches on the evolving concept of jobs in a modern workforce, emphasizing competency-based job analysis and adaptive job design.Competency-based Recruitment and Selection Interviewing (CBI) Skills
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The document outlines a comprehensive three-day training program on recruitment, HR planning, and competency-based interviewing conducted by Charles Cotter. It covers principles and practices for effective workforce planning and employee selection, emphasizing the integration of HRM with strategic business goals, and includes activities for diagnosing current practices and developing actionable improvement strategies. Additionally, it discusses the nature of competency-based interviews and key phases of employment negotiations, providing tools and techniques for successful hiring and contract discussions.Recruitment And Selection
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The document discusses recruitment and selection processes at IMS Learning Resources Pvt. Ltd. It begins by outlining the objectives of studying their employee hiring process. It then describes the research methodology and importance/scope of the project. The document discusses internal and external factors that affect recruitment. It provides details on various internal sources of recruitment like current employees, former employees, and referrals. It also discusses external sources such as employment exchanges, advertisements, professional associations, and campus recruitment. The summary highlights the key topics and goals covered in the recruitment and selection case study.ppt on Recruitment & Selection Process
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Sprylogic Technologies is a private software company established in 2006 that follows a defined recruitment and selection process. The process begins with recruitment to acquire qualified applicants, followed by screening and selection tests to identify the best candidates. Selection involves preliminary interviews, tests to assess abilities, employment interviews, background and reference checks, and making a final selection decision. The company has an opportunity to adopt additional assessment tools like psychometric testing to better understand candidates. Overall, Sprylogic Technologies has sound recruitment and selection policies to acquire skilled employees and expand its business operations.RECRUITMENT AND SELECTION
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The document provides an in-depth overview of human resource management focusing on recruitment and selection processes. It outlines strategic decisions involved in recruiting, various recruitment methods, and the criteria for selecting candidates, emphasizing the importance of both internal and external sources. It also discusses evaluation methods for recruitment effectiveness and the significance of aligning candidate attributes with organizational values.More from Lufthansa (20)
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The document discusses modifying traditional bukharis, or wood-burning stoves, used for heating in northern South Asia to also use diesel as a fuel. Bukharis are commonly used in places like North India, Nepal, and Bhutan. The summary proposes designing bukharis that can use wood, kerosene, or diesel to provide more fuel options. It notes the health and safety issues with traditional bukharis and outlines plans to set up a factory to produce diesel-powered bukharis for use in remote villages where temperatures are very cold. The document presents details on the business, including targeting customers, positioning the product, and marketing strategies.Leadership
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Jack Welch led a massive restructuring and transformation of GE during his tenure from 1981 to 2001. He sold off underperforming businesses, cut costs aggressively through layoffs and restructuring, and instilled a culture of results and continuous improvement. Welch focused GE on becoming #1 or #2 in global markets, developing a strategy of pursuing the best practices of top competitors. He emphasized developing world-class talent through his "four E's" philosophy. Welch's relentless focus on performance and efficiency drove tremendous growth and profitability for GE, though some critiques argue it may have come at the cost of other priorities like customer service and quality. Overall, Welch played a transformative and hugely important role in GE'sFab india
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Fabindia is a 46-year-old Indian retailer known for selling traditional hand-woven fabrics and garments. It has experienced exponential growth in the last decade and aims to grow its revenue from 1.3 billion rupees currently to 1 billion rupees in the next 4 years. Fabindia sources fabrics and products from artisans across India and sells through different store formats including premium, regular, and concept stores. Garments make up 70% of Fabindia's products and revenue. Key to Fabindia's growth has been maintaining a distinct brand image while empowering artisans and promoting traditional Indian textiles. Moving forward, Fabindia will need to focus on customer acquisition, supply chain managementHuman resources planning
Human resources planningLufthansa
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This document summarizes a student's project on recruitment and selection processes at two companies - Pandora IT Solutions (an IT company) and Lufthansa German Airlines (an aviation company). The student interviewed HR heads and employees at both companies to understand their acquisition processes. The student found that assessing candidates' potential contributions during hiring allows employers to predict performance. However, staffing companies face challenges like pricing competition and deteriorating global economic factors. The student provided recommendations to further improve the recruitment and selection processes based on factors like costs, flexibility, and competencies.Consumer behaviour - toyota project
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The document is a report on a consumer behavior project conducted on Toyota car owners in Delhi and NCR. It includes the following:
- An introduction to Toyota Kirloskar Motor Pvt Ltd in India and its product lineup.
- The objectives, scope, research methodology and data collection process for the project which involved surveying 50 Toyota owners through questionnaires.
- Key findings from the data analysis including the most popular Toyota models, preferred transmission types, decision makers, reasons for choosing Toyota, and favorite features.
- The report provides insights into buying behavior and brand perception of Toyota owners in the target market.Brand Management- vodafone project
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This document provides information about Vodafone's operations in India. It includes a list of faculty and students for an academic year, as well as sections on Vodafone's brand elements, segmentation strategies, business segments, enterprise services, market analysis, branding, advertising, pricing, and distribution. Vodafone is the second largest mobile operator in India with over 68.8 million subscribers as of March 2009. The company uses various branding elements like its logo, slogans, and characters in advertisements to promote its services across India.Business to business project
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JMI Syringe & Medical Device Company Ltd. manufactures and markets surgical devices in Bangladesh such as syringes, intravenous sets, and other medical supplies. It faces competition from other companies like Opso Saline but has established itself as the second largest provider. JMI aims to provide high quality, affordable products and expand its market both within Bangladesh and abroad. The report analyzes JMI's products, pricing strategies, target customers, and marketing challenges to understand how it can strengthen its position against competitors and become the market leader.problem framing apple
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Apple has achieved success through innovations that changed how people listen to music, use computers, and phones. Some trends ignored by Apple include: 1) defying conventional business logic, 2) experimenting outside its core market, 3) building retail stores instead of direct sales and distribution, 4) making computers personal, 5) detailed product design, 6) 360-degree design focus, 7) simplified one-button phones, 8) consolidated marketing strategies, 9) affordable product licensing, 10) outsourcing software development, and 11) non-disclosure of production strategies.Mc donald operation engine
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This document provides an overview of McDonald's operations in India. It discusses McDonald's global presence and history. It then describes McDonald's supply chain and logistics operations in India, including its use of centralized distribution centers. Key suppliers of ingredients and food products to McDonald's India are also outlined, such as Vista Processed Foods, Schreiber Dynamix Dairies Ltd., and Mrs. Bectors Food Specialties Ltd. The document concludes with a brief discussion of McDonald's transportation and logistics processes in India.Philips case
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- The document discusses the trading experience of a group of 17 people using a stock market simulator over several months. They learned about risk analysis, sector performance, different trading types (commodities, stocks, futures), and tools like stop losses and limits.
- Their strategy was diversified, with 50% in safe commodity stocks, 25% in higher risk short selling, 18% in future stocks, and 12% in experiments like mutual funds. Two members analyzed data daily and the others rotated providing recommendations.
- Their Indian market analysis found it moves extremely in bull and bear cycles with interlinked sectors, so one sector declining can impact others.Innovator concept o
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1) The document proposes a device called Concept-O that monitors tire pressure and other components of cars to warn drivers about potential issues like punctures before they occur.
2) Concept-O would be mounted on the wheel base and use sensors to constantly monitor tire pressure and vibration to detect any problems and send warnings.
3) The company plans to target the automobile industry by demonstrating Concept-O to manufacturers like Audi and BMW to incorporate it into their vehicles initially in the luxury segment. Feedback would help improve the product for commercial vehicles.Entrepreneurship Pandora
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The document discusses potential market expansion and growth opportunities for ICICI Bank in emerging markets like India. It notes that ICICI Bank has opportunities in rural areas of tier 1, 2, and 3 cities that still rely on traditional banking. ICICI Bank is well positioned to capitalize on this due to its innovative services like electronic branches, tablet banking, and customer service solutions. The document also outlines ICICI Bank's past strategies around segmentation, targeting, positioning, product differentiation, and distribution that have made it a leader in retail banking in India.Career
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The document is a career assessment for a student pursuing an MBA and MA. Some key points:
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- Academically, the student has achieved multiple degrees and awards in areas like presentations and time management.
- Their father's respected career as an army officer who taught has also shaped their interest in teaching.
- Short term, the student aims to perform well in current studies and pursue a PhD, applying to teach at a business school. Long term, they hope to teach for 10-15 years and potentially open their own school.
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Bussiness research
- 1. Name Divya Taneja Age o o o 15-25 25-35 35-45 Gender o o Male Female - Occupation Have you purchased Nokia product? o o Yes No Rate nokias product in terms of different attributes compared with the competitors? (With 1 being the lowest and 5 being the highest, Competitors Samsung, Blackberry and Apple) Quality - 3 Battery backup - 2 Price - 2 Camera or Video quality - 3 In built memory - 3 Catching up with technology (e.g. Touchscreen, Operating System e.g Andriod) - 1 What do you like most in Nokia phones (order these attributes from 1-6) Quality - 1 Battery backup - 4 Price - 2 Camera or Video quality - 3 In built memory - 5 Catching up with technology (e.g. Touchscreen, Operating System e.g Andriod) - 6
- 2. Rate nokias product in terms of Trends compared with the competitors? (With 1 being the lowest and 5 being the highest, Competitors Samsung, blackberry and Apple) Touchscreen - 1 Operating system (Andriod) - 1 Pricing strategy - 2 Colour and design - 2 What type of mobile device are you currently using o o o o Android smartphones iOS smartphones Symbian OS based Others What features can be improved in Nokia phones (order these attributes from 1-4) Operating system (Android) - 1 Touch screen - 2 Pricing strategy - 3 Colour and design 4 If problems arised, were they resolved by customer care? o o o o Yes, by the company No, not resolved by company Yes, by me or outside the company No, not resolved by me or outside the company Which place do you prefer the most to buy? o o o Priority outlets Dealers Others How did you hear about Nokia? o o o o Newspaper Magazine Online forums, facebook Others (e.g. Word of mouth)