MANAGING HUMAN RESSOURCES

Relevante Qualifikationsmerkmale bereits in der Vorauswahl erkennen zu können - ohne aufwändige psychologische Tests durchführen zu müssen - ermöglicht eine effektivere Preselektion von Bewerbern. In diesem Beitrag stellen wir ein integratives Modell der Qualifikation vor, das im Wesentlichen auf drei Grundkonzepten zur Qualifikation basiert und Alltagstheorien entspricht: dem psychologischen Konzept der Expertise, dem Konzept der Schlüsselqualifikation (Mertens 1974a&b) sowie dem Konzept von der Addition wissenschaftsgestützter Fachausbildungskomponenten, das der Ausbildungswirklichkeit an vielen Hochschulen entspricht. Die Stärke des Modells liegt in dem hohen Abstraktionsniveau der Dimensionen, die eine Zuordnung von Variablen aus unterschiedlichen Kontexten zum Modell ermöglichen. In einer Re-Analyse von drei Studien zum Umweltdienstleistungsmarkt in der Schweiz testen und zeigen wir: Mit diesem einfachen integrativen Modell von Qualifikation lassen sich (i) Branchenunterschiede aufzeigen (Qualifikationsprofile) und (ii) Berufserfolg vorhersagen.

Mengelola sebuah keberagaman (managing diversity) berarti membangun tenaga kerja yang heterogen untuk menunjukkan potensinya dalam suatu lingkungan kerja yang adil, di mana tidak ada anggota atau sekelompok anggota memiliki keuntungan atau kerugian. Hal ini menjadi suatu strategi bisnis pragmatis dimana berfokus untuk memaksimalkan produktivitas, kreativitas dan komitmen tenaga kerja sekaligus memenuhi kebutuhan kelompok konsumen yang beragam. Mengelola keberagaman tidak sama dengan mengelola tindakan affirmatif. Seperti telah dijelaskan pada bab sebelumnya bahwa tindakan affirmatif merujuk pada suatu tindakan yang diambil untuk menanggulangi efek praktik , kebijakan, atau hambatan pada masa lalu atau sekarang, untuk kesempatan kerja yang sama. Hal ini menjadi langkah pertama bagi manajer dalam memperbaiki ketidakseimbangan, ketidakadilan dan kesalahan masa lalu. Dalam jangka waktu yang lama, bagaimanapun tantangannya adalah menciptakan suatu lingkungan kerja yang dapat mendorong setiap individu untuk menunjukkan potensinya secara optimal sehingga saling bersaing untuk mendapatkan promosi dan hadiah lainnya atas prestasi/jasa kerja.

Managing Human Resources Assessment 2
Toward the finish of the report you will have the capacity to comprehend the significance of the human resource office, how the human resource division encourages an organization to reach to their ideal benchmark. In this report there is a concise information on the procedure of how human resource management manages the issues looked by the organization. Significance of learning and advancement is being clarified with the procedure how to suggest them in a workforce, even techniques are incorporated through which representatives can take in more productively. The procedure of execution the board is even included and the strategies to build the execution the executives are clarified. There are laws known as employment laws which are vital and must be pursued and is trailed by a portion of the genuine cases held.

1.1.1Introduction to the organization ABC financial Services PLC is an organization established in 1988. They're main focus of business is in Financial services via fixed deposits, leasing, pawning and other products and they're target market is SME sector and micro financing. This organization have a good reach throughout the country by having wide spread branch network consisting of 66 branches covering all the provinces in the country. Demography of the organization is age group of the employee is 18-60, 53% of the staff members are married and 37% of them are having kids, Staff absenteeism is at 9.8% and monthly turnover is at 2.6% and 47% of the total staffs are females.

Literature often presents the concept of Corporate Social Responsibility (CSR) in association with the idea of Business Ethics. In this article, we saw the need to ellaborate a theoretical model of Business Ethics that was capable of guiding research on Corporate Social Responsibility practices aimed at organizations’ internal public. To this end, we analyzed different Business Ethics fields – namely Responsibility Ethics, ethics that reaffirm the principle of humanity and ethics that generate conventional morality, so as to avoid automatic associations with the idea of Corporate Social Responsibility. The theoretical dialogue of these two major constructs (Business Ethics and CSR) with the field of Labor Relations is dealt with in accordance with these three dimensions of ethics. To find out how a company that desires to be socially responsible relates to its employees, there are indicators that are strongly related to key aspects of labor relations, as shown by the UN’s Global Com...

Corporate Social Responsibility and labor relations: a research agenda about internal stakeholders management in un's global compact signatory corporations Empresarial e Relações de Trabalho: programa de pesquisa sobre gerenciamento dos stakeholders de empresas signatárias do pacto global da onu Responsabilidad Social Corporativa y relaciones laborales: agenda de estudio sobre la gestión interna de los stakeholders en corporaciones signatarias del pacto mundial de la onu