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AUDIT OF THE HUMAN RESOURCES YOUR MOST PRECIOUS ASSET MAP

 
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MessagePosté le: 08/07/2017 03:41:00    Sujet du message: AUDIT OF THE HUMAN RESOURCES YOUR MOST PRECIOUS ASSET MAP Répondre en citant


AUDIT OF THE HUMAN RESOURCES- YOUR MOST PRECIOUS ASSET
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(link to trusted advisors) But what is the best way to unlock their potential? The EY team of professionals can assist you with this by creating a leading practice people program that combines global reach and local resources, allowing you to unlock the true value of your people and accelerate your business strategyThey drive forward our development through their commitment, professionalism and caring serviceslogging in or signing up Human Resources Management (HRM) andy.maxout Download Post to : URL : Related Presentations : Let's Connect Share Add to Flag Embed Email Add to Channel Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed Use HTTPS URL: Copy Thumbnail: Copy The presentation is successfully added In Your FavoritesABR is your resource for businesses of all sizes, our goal is to have a positive impact on your bottom linecpjobs.com - Manager Internal Audit - is a part of Accounting, Property / Real Estate Development, in Hong Kong, placed by HANG LUNG PROPERTIES LTD

Separate self from trainees; share ideas, not feelings; intellectual contentTraining Styles: Training Styles Coaches: Tend to create behavioural learning environments in which trainees are encouraged to participate actively, learn and evaluate their own progress The training focus is on the what and how Coaches characteristically encourage trainees to actively experiment with practical applicationFocus on employee development360 degree appraisal: 360 degree appraisal Requires performance feedback from all important stakeholders Effective in reporting performance; also ensures total employee involvement and employee empowerment The implementation should be gradual; bosses are not normally used to being evaluated by subordinates and will resisit its implementation Helps average out the biases Enables feedback from many stakeholders resulting in all round feedback of the employees performance Confidentiality on the person making the feedback is essential to elicit candid feedback The emperors new clothes360 degrees: 360 degrees The 360 degree feedback, multisource assessment, taps the collective wisdom of those who work most closely with the employeeWe are committed to continuing our tradition of excellence inPayroll/ Human Resources and related services.In order to view it, please contact the author of the presentationUsually contains such items as education, experience, training, judgment, initiative, responsibilities, communication skills, etc.Job Design: Job Design Job design integrates work content, the rewards and the qualifications required for each job in a way that meets the needs of employees and the orgn It involves the foll steps: The specification of individual tasks The specification of the methods of performing each task The combination of tasks into specific jobs to be assigned to individuals While designing the job, requirements of the orgn and the individual needs of the job holder must be considered Can affect productivity and costs For an employee, motivation and job satisfaction are affected by the match between job factors and personal needsWork / Job simplification: Work / Job simplification A job is divided into parts and distributed among individuals Work simplification is introduced when the job designers feel that the jobs are not specialized enough Over-simplification can result in boredom, errors, resignations Job Rotation: Systematic movement of employees from one job to another The employees are given an opportunity to perform different jobs, which enriches their skills, experience and ability to perform different jobsJob Enlargement:: Job Enlargement: Expanding the scope of the job by aggregating two or more jobs into a single one Involves expanding the no of duties assigned to a given job Brings out some sense of wholeness in the job Reduces monotony & boredom by providing a more complete or whole job to perform Helps increase interest in work efficiency Involves assigning more tasks of similar nature Called horizontal loading is more appropriate in case of manual, technical and clerical workJob Enrichment:: Job Enrichment: Based on the assumption that jobs should be more interesting and challenging: Will provide psychological satisfaction to employees Will mean making a job more interesting, satisfying, responsible, higher in status and more rewarding Possible by widening the scope of the job and adding a sense of achievement, increasing responsibility and provide opportunities for advancement and growth Involves a vertical loading of the job so that job holder himself controls the planning and execution of the jobJob Enrichment:: Job Enrichment: Characteristics of Job enrichment: Variety Task identity Task significance Autonomy FeedbackAutonomous, self-directed teams:: Autonomous, self-directed teams: An intact group of employees who are resp for a whole work process or segment that delivers a product / service to an internal / external customer The team members work together and improve their operations They have a clear sense of purpose and are effective in taking decisions and ensure the quality of work assigned to the team With empowered teams managers lost in terms of status, authority and powerJob Evaluation: Job Evaluation Determining the relative worth of a job in an orgn by comparing it with the other jobs within the orgn and with the job market outside Jobs evaluated on the basis of their content and placed in the order of their importance A wage / salary hierarchy is based on such job evaluation employees given diff wages as per the relative imp of the jobs they perform The jobs are ranked, not the job holders Job analysis should precede job evaluationRole: RoleRole: Role A system of mutual obligations Role: a position in a social system defined by functions one performs in response to the expectations of the significant members of a social systemChoosing the right technology is only one step in the process; delivery of the right technical solution is not enough to achieve program launch, stabilization and business benefitsAre you ready to join us now? Manager Internal Audit Job level Senior Work exp Minimum 12 Years Education Bachelor Degree Location Hong Kong Employment type Full Time Benefits 5-day week, 13-month pay, Dental plan, Medical plan Industry Property / Real Estate Development Job function Accounting > Audit Published On 03/03/2015 Responsibilities Carry out reviews of operational and financial procedures and controls for the Group in Hong Kong as well as the Mainland Perform special investigation and other ad-hoc assignments as requested by senior management Supervise a small audit team on site and prepare management reports on findings as well as recommendations for improvements Requirements Degree holder Minimum 12 years of relevant experience in internal audit or related field; of which at least 5 years in managerial position of sizable company or professional firm Professional qualifications in CPA or CIA is preferable Strong commercial sense and analytical skills to identify issues and root causes in dynamic and complex environments Proactive and be able to work independently Excellent command of spoken and written English and Chinese; fluency in Putonghua will be a definite advantage PRC and property development experiences are preferable Frequent travel to the Mainland is required We offer an attractive remuneration package and excellent prospects for career advancement to the right candidate

Formulated by the Ministry of Labour and Employment Grievance procedure: A grievance is an employees dissatisfaction or feeling of personal injustice relating to his/her employment relationshipSettlement of disputes: Settlement of disputes Arbitration: a procedure in which a neutral party studies the bargaining situation, listens to both parties and gathers information, and then make recommendations that are binding on the partiesIf you start with the type of person you want to hire, presumably you can build a workforce that is prepared for the culture you desire.Corporate culture & Mergers: Corporate culture & Mergers Certain cultural issues during post merger phase: Disintegration of organization value system Low employee morale Benefits of synergy require time Rationalization & relocation of people may require time Flight of talented personnel Different culture Rigidity to learn things for blue collared worker Sentimental attachment Anxiety for pink slip Differences in HR style Broken faith in mgnt due to veil of secrecy in merger Stalemate in managerial positions Reduced employee enthusiasmMaking mergers effective: Making mergers effective Ascertain differences in basic culture and differences Pre-assess the cost implications to integrate manpower of merging orgns Plan for VRS for people rendered surplus Make provisions for increased HR cost for training a re-deployment, relocation, VRS benefits Accommodate employees of merging orgn in new environment Develop an integrated culture with inputs from two orgns Focus on training and learning process Develop a new orgn chart and make it transparent Align the compensation package, if required, even by redesigningOrganizational Diagnostics: Organizational Diagnostics These are useful diagnostics for gauging the morae of a companys workforce , testing the impact of new policies and procedures, monitoring long term trends in the workforce and determining where interventions are needed Attitudes towards work: Job satisfaction Role clarity Role conflict Autonomy Participation in decision making Job involvementSlide 93: Organizational commitment: Job security Loyalty Trust in management Identification Alienation Helplessness Organizational climate: Fairness Safety & support Communication Tolerance of risk Continuous learningHuman Resources Development: Human Resources DevelopmentHRD: HRD A systematic approach to proactively deal with issues related to individuals and teams in orgns and as a movement to develop orgn capability, to manage change and challengeAdjudication: Means a mandatory settlement of an industrial dispute by a labour court or a tribunalHang Lung Properties Limited, a constituent stock of the Hang Seng Index and Hang Seng Corporate Sustainability Indices in Hong Kong, is a leading real estate developer in Hong Kong and mainland ChinaWhat the typical worker does: simplicity, routine, respUpdateClose Presentation Statistics loadingThe function can be an independent one or be part of the HRMOD: OD Research is the most appropriate mechanism for systematising collection of information and data, analysing these scientifically, and learning from them for improvement According to Udai Pareek: OD is a planned effort Initiated by process specialists To help an orgn develop diagnostic skills; coping capabilities; linkage strategies in the form of temporary and semipermanent systems and a culture of mutualityOD is an effort:: OD is an effort: Planned Organization wide Managed from the top To increase orgn effectiveness & health Through planned interventions in the orgns processes using behavioural science knowledgeOD defined: OD defined A systematic, integrated and planned effort Solve problems that adversely affect operational efficiency at all levels Based on scientific awareness of human behaviour and orgn dynamics An orgn wide effort Directed towards more participative management Integration of individual goals with orgn goals Create an internal environment of openness, trust, mutual confidence and collaboration Help orgn members interact more effectively Enable orgn to cope effectively with external environmentComponents of OD process: Components of OD process An OD expert needs to be invited as the orgn cannot handle the situation

A fundamental issue, often expressed explicitly, sometimes implicitly, is the degree of regulation to which ER is subjected Employers may choose to handle potential IR conflict by pre-emption i.eThey form one of the axisAccelerating business performance with SAP human capital management and SuccessFactors In today’s market, people make the difference between success and failureABR is a resource for Trusted Advisors, Insurance Brokers, Financial Planners, CPAs, Lawyers, Business Coaches or other Trusted AdvisorsDescribe in clear and specific terms the characteristics of perf quality that are verifiable and would meet or exceed expectations Accomplishment of orgn objectives to be included such as: cost control, improved efficiency, productivity, project completion, process redesign, customer serviceChecklist for perf standards: Checklist for perf standards Are the standards realistic? Are the standards specific? Are the standards based on measurable data, observation or verifiable information? Are the standards consistent with orgn goals? Are the standards challenging? Are the standards clear and understandable? Are the standards dynamic?Perf Management System (PMS): Perf Management System (PMS) A set of techniques and procedures for improving organizational performanceloadingWe want folks who have a good sense of humour and people who are interested in performing as a team and take joy in team results instead of individual accomplishments

of every orgn.The Individual: The Individual Key unit in an orgThe assessors then reach consensus on dimension ratings and finally make predictions of management successNumeric tags are not allowedThe competences should reflect present realities and the future rather than what might have been truly historical Distinguish between competencies that differentiate between performance levels and threshold competencies, which are essential to adequate perf but do not give rise to high perf Important to focus on the level of generality appropriate: e.gImportant characteristics: location, supervision, hazards, etc 07f867cfac


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