UNIVERSITY OF NAIROBI A world-class university committed to scholarly excellence • Home • About • Academics • Students • Research • News • Activities • Contacts • Downloads School of Business You are here2010 MBA Projects 2010 MBA Projects 2010 NAME TITLE CONSTANTINE MWIKAMBA MGHENYI CHALLENGES FACING IMPLEMENTATION OF PERFORMANCE CONTRACTING IN THE MINISTRY OF FINANCE OF THE GOVERNMENT OF KENYA JANET WANZUU MUTUA THE INFLUENCE OF BUSINESS PROCESS RE-ENGINEERING ON CUSTOMER
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Introduction Human resource management (HRM) is one of the important factors that are critical to organisation success. Without it‚ there can be no clear vision‚ and opportunity will be squandered. Without it‚ resources will be wasted‚ and a workforce’s full potential will remain woefully untapped. Acquiring the right talent is the key to building a company’s leadership pool. Therefore‚ this paper looks at the relevance of Human Resource Department in large organisations. The paper starts by defining
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should we reorganize the human resource management functions‚ and if so why and how? Yes‚ Bandag should reorganize the human resource management functions because there is no structured human resource department in the Bandag to coordinate and manage human resource functions and issues. In today’s competitive world of business‚ employee’s management‚ motivations and satisfactions are keys to success. Therefore‚ to be more competitive and to retain and satisfy the human resources in the organization‚
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A well designed HRD programme should have the following sub-systems: Performance Appraisal: Performance appraisal is the process of determining how well a worker is performing his job. It provides a mechanism for identification of qualities and deficiencies observed in an employee in relation to his job performance. The object of appraisal is to determine the present state of efficiency of a worker in order to establish the actual need for training. The process of performance appraisal consists
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“A STUDY ON WELFARE MEASURES IN TTK HEALTH CARE LTD-CHENNAI”. By G. JEEVA (Reg No: 35104125) SRM ENGINEERING COLLEGE A PROJECT REPORT Submitted to the Department of SRM SCHOOL OF MANAGEMENT In partial fulfillment of the requirements For the award of the degree of MASTER OF BUSINESS ADMINISTRATION S.R.M INSTITUTE OF SCIENCE & TECHNOLOGY‚ (Deemed University)
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Nigeria have remained stagnant and underperforming because of setbacks and decay in management. This has resulted in public enterprises being branded ‘‘ineffective and inefficient’’. Performance management‚ which is a relatively new concept in human resource management‚ focuses on maximizing team and individual performance to achieve a motivated workforce resulting in higher goal attainment in a quest to enhance organizational competitiveness. This paper gives a perspective of public enterprises
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Human resource management 1 Model of strategic Human resource management 3W 1H = Strategic Human resource management What -> aligning HR to strategic goals and objectives to improve business performance? Why -> providing organisations with sustainable competitive advantage Who -> HR taking role of the consultant to support and assist line managers in their operation? (People are assets to the company) How -> Developing HR programmes that enhances organisational performance through human
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factors that Influence internal pay structure. They are - External factors: (1) Economic pressures (2) Government policies‚ laws‚ regulations (3) Stakeholders (4) Cultures and customs - Organization factors (1) Strategy (2) Technology (3) Human capital (4) HR policy (5) Employee acceptance (6) Cost implications In my opinion‚ I would say Economic pressures and Cultures and customs are the most important in external factors; Employee acceptance is the most important in organization factors
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BTEC LEVEL 5 Human Resource Management Table of Contents Section Page No. Introduction 2 1.1Distinguish between personnel management and human resource management 3 1.2 The function of the HRM in contributing to organizational purposes 4 1.3 The role and responsibilities of line managers in human resource management 5 1.4 The impact of the legal and regulatory framework on human resource management 6 2.1 The reasons for human resource planning in organizations
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To comply with legislative and regulatory requirements‚ the organisation in question is required to keep records for the HMRC as they can request to see information at any time such as the number of employees in the company‚ hours worked and payment. Employers are required to keep records of the amounts that their employees are paid. If an employee claims that he or she has been paid less than minimum wage‚ the Low Pay Commission can inspect the employees record to confirm the accusation. The minimum
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