this project “SUCCESSION PLANNING”. This helped us a lot SUCCESSION PLANNING”. in applying the theoretical concepts of classroom to practical problem solving. We have gained several valuable insights into not only Human Resources function‚ but also the general functioning of a business. We would like to express our heartfelt gratitude to VP HR Malikarjun Rao for his valuable guidance. Sr. Manager C A K Thampi for giving us this innovative concept of Succession Planning for our project. This
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The Industry of HR in India People Matters March 2011 By Ester Martinez‚ Gautam Ghosh‚ Rajlakshmi Saikia Read more at: http://peoplematters.in/articles/cover-story/cover-story-the-industry-of-hr p //p p / / y/ y y www.peoplematters.in The People Matters HR Industry Matrix www.peoplematters.in (c) People Matters - All rights reserved The Size of the Industry and Select Players www.peoplematters.in (c) People Matters - All rights reserved The Players – contd
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8/26/2011 PLANNING TECHNIQUES 1. 2. 3. 4. 5. 6. SEVEN PLANNING TECHNIQUES A Framework/Methodology 7. Stages of growth Critical Success Factors Competitive Forces Model Value Chain Analysis Internet Value Matrix Linkage Analysis Planning Scenario Planning STAGES OF GROWTH CRITICAL SUCCESS FACTORS 1977 Jack Rockart‚ Center for Information Systems Research (CISR)‚ Sloan School of Management‚ MIT A method for defining executive information systems needs Focuses on individual
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Zoey Abbott A0000140 4DEP The CIPD introduced the HR Professional Map in 2009‚ which set out the new foundations for professional competency in HR and the criteria for new and revised CIPD qualifications. The map highlights 10 professional areas at four different levels and the eight key behaviours HR professionals need to operate. The HR Profession Map sets out the following eight behaviours: 1. Decisive thinker. Able to analyse information quickly and use it to make robust decisions. 2
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MGMT 610- OPERATIONS MANAGEMENT 1. What are the differences between job-enlargement‚ job-enrichment‚ and job-rotation? Discuss the benefits of using each of these. Job design is an approach that specifies the tasks that constitute a job for an individual or a group. There are seven components of job design‚ and JOB expansion is one of them. It includes: • Job enlargement: We add tasks requiring similar skill to an existent job. You are using the same skills‚ but the tasks are different
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E&P performance for oil and gas companies around the world. Schlumberger Limited (NYSE: SLB) is the world’s largest oilfield services company. Schlumberger employs over 113‚000 people of more than 140 nationalities working in approximately 85 countries. Its principal offices are in Houston‚ Paris‚ Schlumberger was founded in 1926 by French brothers Conrad and Marcel Schlumberger. Today Schlumberger supplies the petroleum industry with drilling services and well testing. The company is also involved
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Differences between private and public international law In the study of international law‚ a sharp distinction is usually drawn between public international law‚ concerned with the rights and obligations of states with respect to other states and individuals‚ and private international law‚ concerned with issues of jurisdiction‚ applicable law and the recognition and enforcement of foreign judgments in international private law disputes before national courts. Private international law is viewed
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Green HR is one which involves two essential elements: environmentally friendly HR practices and the preservation of knowledge capital.Green HR involves reducing your carbon footprint via less printing of paper‚ video conferencing and interviews‚ etc.Companies are quick to layoff when times are tough before realizing the future implications of losing that knowledge capital. Green HR initiatives help companies find alternative ways to cut cost without losing their top talent; furloughs‚ part time
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HR Practices and HR Policies - RELIANCE COMMUNICATION Introduction Competitive advantage of a company can be generated from human resources (HR) and company performance is influenced by set of effective HR practices. Under present market forces and strict competition‚ the Telecom companies are forced to be competitive‚ Telecom companies must seek ways to become more efficient‚ productive flexible and innovative under constant pressure to improve results.
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CheckPoint – International Staffing HRM 240 - Human Resource Management October 23‚ 2010 International Staffing This paper was written for the purpose of exploring the cultural variances in international business and geographical locations of home offices‚ and remote locations in different countries. Currently organizations are realizing the significance challenges of working in a diverse and challenging environment. “Staffing a site internationally can add new responsibilities
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