MANAGEMENT TRAINEE PROGRAM OF BRAC Bank Ltd First Few Words Today the job market has become extremely competitive and finding the right career with the right company has become very difficult. In the midst of all these one of the leading private commercial banks of the country‚ BRAC Bank Ltd. has brought you a golden opportunity to join the company in a very fast moving career program named “Management Trainee Program”. In this after being recruited as a Management Trainee
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this assignment is to define Management Trainee Program and study its benefits for both companies and Management Trainees. Another purpose of doing this assignment is to study the Management Trainee Programs of two different companies‚ compare and analyze the information collected. 1.2 Define Management Trainee Program There is a need for managerial staff from first line supervisors to top executives in each industry. The purpose of firms holding management trainee program is to prepare and
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up an interview guide for use in the selection of candidates for each of the following: (1) Management Trainee (General Management) (2) General Manager (HR & Administration) You may use either your own organization as a reference‚ or any other. What criteria would you need to look for and how would you assess the suitability of the candidates against the criteria? Interview Guide for Management Trainee (General Management) A management trainee (general management) gathers
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external agencies. It is an online solution for the data entry and tracking of a company‘s human resource department information‚ payrolls‚ management and accounting.HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM which has been implemented at Hero Honda‚ supports functions like Employee self service‚ Payroll‚ Personnel administration‚ Time management & Organization Management. The SAP team plays an important role in handling all the data & security issues relating to the HRIS package at Hero Honda. Thus‚ the
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Management Trainee Job Description The organization will be replacing the Environmental Services Manager within the next three years when the incumbent retires. In preparation for this vacancy‚ I have prepared a trainee job description for the successor. To create the job description‚ I used the task analysis method (Ivancevich‚ 2001‚ chap. 6)‚ the JASR method (Hartley‚ 2004)‚ critical incident technique (Ivancevich‚ chap. 6)‚ and archival job descriptions to gather data. The “job analysis
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the post of Management Trainee‚ which was advertised on the Student Affairs Office notice board of the Hong Kong Polytechnic University on 25 April 2011. My working experience at Lucky Star Garment Manufactory Limited improved my leadership skills‚ communication skills and ability to work in a team environment. I have fluent spoken and written English. I also have fluent spoken and written Mandarin‚ and can therefore work in mainland China. Currently I am studying a B.A. in Management at the Hong
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naturally fit in better than others. (Rollinson 2005:85) Job roles themselves also differ in terms of the suitability of an individual’s personality in being successful in that job role. Therefore in determining the importance of personality at selection interview we need to determine what both the role and the organisation require. (Rollinson 2005:85) In the work environment the “fit” of a person has to be right in terms of skills and experience as well as values and needs. (Holbeche: 2002). Person-organisation
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decide what their synonyms are from the words in italics below. 1. standard 2. cold-contact 3. referral 4. follow-up A. a letter sent to a company which does not have publicly open positions B. a letter sent to a company usually after the interview C. a letter sent to a company in reaction to a published opening D. a letter sent to a company mentioning the person who recommended the job broadcast job-specific networking prospecting recommendation speculative sponsor targeted
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Contents Cover Page I Certificate II Acknowledgements III Abstract IV List of Figures 2 1. Introduction 3 1.1 Braking Theory 4 1.1.1 Braking Force 4 1.1.2 Braking Distribution 4 2. Regenerative Braking System 8 2.1. Necessity Of RBS................................................................................................8 2.2. Detail Study of Concept of RBS 10 2.3. Working Of standard RBS 14 2.4. Elements Of the System 15 2.5. Different
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Interview Guide for the Corporate Sector Interviews for both internship and permanent recruitment across the corporate sector will usually focus on an individual’s fit to the company and passion for the industry. Interviews can vary from two to four sessions and will be predominantly focused on competencies for the role. For those who are interviewing for strategy / intern al consulting roles in a corporate you should expect a case interview. The interviews are usually conducted at first
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