tremendous pressure for the improving their performance for survival and growth due to increasing competition. One such source of improving is “technology” and the other is “human system” existing in the organization. Today the world is shrinking and hence‚ more and more organization has an easy access to sophisticated technology due to relatively easy availability and transfer availability of technology. Thus the source of improvement i.e. the ‘human system’ that will differentiate a successful organization
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well-defined performance management system helps in measuring and evaluating performance in any organisation. Based on the performance people are divided majorly into four categories: High performers‚ average performers‚ Underachievers and nonperformers. There are different rewards and strategies for every category. While it is must to know high performers‚ it is equally important to know under performers and non-performers. Identifying Performance For identifying unsatisfactory performance in an organisation
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Internship Report On “Telesales Practice & Prospect of Banglalink” SUPERVISED BY Mohammad Mizanur Rahman Lecturer Department of Business Administration Manarat International University PREPARED BY Sabrina Sazrin Department of Business Administration MANARAT INTERNATIONAL UNIVERSITY Date of Submission: 12th September 2012 LETTER OF TRANSMITTAL 12th September 2012 Md. Mizanur Rahman Internship Supervisor Lecturer Department of Business Administration
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Training & Development a. Basement of Banglalink T&D activities Banglalink is committed to provide its employees with opportunities to develop skills‚ knowledge and capabilities in areas related to their jobs and responsibilities. Therefore Banglalink has established training & development policies with the following objectives: To upgrade the managerial and behavioral capabilities and functional efficiency of all employees To provide greater opportunity to grow and success within the company
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Comparison Between Grameenphone & Banglalink. Subject: Principal Of Marketing Table of content: Topic Page no. Introduction to Grameenphone | 3 | Introduction to Banglalink | 4 | Company Background | 5 | Mission Of The Organization | 5 | Market Offerings (Product‚ Size/Type & price) | 6 | Concepts Of Marketing | 8 | Marketing Mix | 9 | Supply Chain Management | 16 | Social Marketing Campaign |
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INDUSTRIAL COURT OF MALAYSIA CASE NO: 23/2-341/11 BETWEEN SARAWAK BANK EMPLOYEES’ UNION VS SARAWAK COMMERCIAL BANKS ASSOCIATION AWARD NO: 761 OF 2012 SUMMARY OF THE CASE According to the case the dispute is between Sarawak Bank Employees’ Union (’’the Union’’) and Sarawak Commercial Banks Association (’’the Association’’). The dispute is over the incorporation of ’’higher similar benefits’’ by way of variation into the 12th Collective Agreement for the period commencing
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TEN TIPS ON CREATING TRAINING EVALUATION FORMS‚ WITH SAMPLES Dorothy I. Riddle‚ Ph.D.‚ CMC Service-Growth Consultants Inc. riddle@servicegrowth.com Training evaluation focuses on how effective the trainer was in designing and delivering the training‚ rather than on content acquisition by the trainee. Here are ten basic principles that can help you create an evaluation form that gives you useful information‚ followed by two samples: 1. Keep the evaluation short – no more than one page‚ no more
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subject of performance measurement is encountering increasing interest in both the academic and managerial worlds. This‚ for the most part‚ is due to the broadening spectrum of performances required by the present-day competitive environment and the new production paradigm known as Lean Production or World Class Manufacturing (Hall et al.‚ 1991). In addition there is the need to support and verify the performance improvement programmes such as Just-in-Time‚ Total Quality Management‚ Concurrent
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Performance Appraisal System Antronette S. Hancock Axia College of University of Phoenix A performance appraisal system is a very important part of any successful organization. Both employees and organizational management and leaders benefit from a well-structured performance appraisal system. These systems offer feedback and rewards to employees who perform well‚ while at the same time holding employees accountable for their performance. The following report will describe the purpose
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banglalink - making a difference Banglalink is the second largest cellular service provider in Bangladesh. As of May‚ 2008‚ banglalink has a subscriber base of 8.99 million. It is a wholly owned subsidiary of Orascom Telecom. banglalink had 1.03 million connections until December‚ 2005. The number of banglalink users increased by more than 253 per cent and stood at 3.64 million at the end of 2006‚ making it the fastest growing operator in the world of that year. In August‚ 2006‚ banglalink
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