Institute Of Management Science 12 Employee Job Satisfaction; regarding Personnel Policy of Balochistan University [Type the document subtitle] Sajid Kanner Jamsher AsfandYar Khan MPA 4th Semester Subject: Personnel Policy Submitted to: Madam Banish Bakhsh Table of Contents Abstract: 3 Introduction:
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I. INTRODUCTION Personnel management also known as Human resource management (HRM) is the strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations
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Accountability What is accountability? The Army definition is: The obligation imposed by law or lawful order or regulation on an officer or other person for keeping accurate record of property‚ documents‚ or funds. The person having this obligation may or may not have actual possession of the property‚ documents‚ or funds. Accountability is concerned primarily with records‚ while responsibility is concerned primarily with custody‚ care‚ and safekeeping. However‚ the way I see accountability is
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Definition of Personnel Management Obtaining‚ using and maintaining a satisfied workforce. It is concerned with employees at work and with their relationship within the organization Function of Personnel Management 1. Managerial Functions Planning This involves deliberate determination of objectives‚ planning of human resource requirements such as recruitment‚ selection‚ and training. It also involves forecasting of personnel needs‚ changing values‚ attitudes and behaviour of employees
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Running Head: THE IMPORTANCE OF ACCOUNTABILITY The Importance of Accountability This essay I will be writing is about the importance of accountability. To me “Accountability” is important because in the military‚ soldiers are often required to perform duties‚ some extremely challenging‚ to meet expected expectations. Accoutability is everything in this line of work. Having accountability of one’s self is a major factor in being a good soldier in today’s Army. Being accountable means
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Version 5‚ 01 January 2013 DEPARTMENT OF THE ARMY HEADQUARTERS‚ III CORPS AND FORT HOOD 1001 761ST TANK BATTALION AVENUE FORT HOOD‚ TEXAS 76544-5000 REPLY TO ATTENTION OF REPLY TO ATTENTION OF AFZF-CG MEMORANDUM FOR SEE DISTRIBUTION SUBJECT: The Phantom Warrior Standard Handbook 1. Welcome to Fort Hood‚ Texas;
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Being late does not make one important. Tardiness is a very unattractive quality when it comes to most aspects of one’s life: family functions‚ meetings‚ interviews‚ and especially a job. While a family may forgive tardiness‚ a job will not. Being late once or twice in one’s life is unavoidable. Being consistently tardy makes one unreliable and shows a lack of respect for other people’s time and obligations. Being late tells others that one person can be waited on‚ while everyone else can’t
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The importance of bringing all equipment to WLC is based solely on being accountable and as a leader that in tells a lot. If you you are not accountable as a leader‚ it hurts not only yourself‚ but the platoon‚ company or unit as a whole. Being accountable by Army standards‚ means being dependable-arriving to work and appointments on time‚ meeting deadlines‚ being in the right place at the right time‚ doing the right thing at the right time‚ IN THE RIGHT UNIFORM. The Army depends and runs on the
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Introduction: Social accountability is defined as an approach toward building accountability that relies on civic engagement‚ i.e.‚ in which it is ordinary citizens and/or civil society organizations that participate directly or indirectly in exacting accountability. In a public sector context‚ social accountability refers to a broad range of actions and mechanisms that citizens‚ communities‚ independent media and civil society organizations can use to hold public officials and public servants
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prime objective of the present study is to evaluate the personnel management practices of the Bannari Amman Sugars Ltd‚Sathy. In order to achieve the general objectives the following specific objectives have also been framed and put fourth of the critical evaluation. 1. To assess the general performance of the study unit in terms of some important financial performance. 2. To evaluate the important and the effective role personnel management in the growth and development of the organization
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