netrashetty
Netra Shetty
AMETEK, Inc is a manufacturer of electronic instruments and electromechanical devices with headquarters in the United States and over 80 manufacturing sites worldwide.[3]
The company was founded in 1930 and has been listed since on the NYSE under the ticker symbol NYSE: AME.[4] The company's original name, American Machine and Metals, was changed to AMETEK in the early 1960, reflecting AME's evolution from a provider of heavy machinery to a manufacturer of analytical instruments, precision components and specialty materials.[5]
Ametek today consists of two major groups (the Electronic Instruments Group and the Electromechanical Group).[6] Together, these two groups and their respective divisions combine a total of over 100 brands, including analytical instruments, monitoring, testing and calibration devices as well as electrical motors, pumps and interconnects.[7] The company's headquarters are in Paoli, Pennsylvania.
During the 1980s, one Ametek group partnered with the California Institute of Technology to assemble hypercube topology computers. It is not known how many systems were delivered, but the market came to be dominated by Intel, NCUBE, and Floating Point Systems.
On April 11,2010, AMETEK, Inc. announced acquisition of Madison, Wisconsin based 3D atom probes manufacturer Imago Scientific Instruments.[8]
On November 9, 2010, AMETEK, Inc. Acquired Chicago based provider of weathering test instruments and related testing and consulting services Atlas Material Testing Technology LLC, from Industrial Growth Partners for $159 million in cash
1 Human Resource Management The ultimate success of any organization depends on its Human resource. This makes Human resource a challenging and critical element for managers to control. Thus Human resource of Descon is not only a critical asset today but has become an important source of competitive advantage in dynamic industry of engineering and construction. With the help of HRD, Descon’s rating in Pakistan is No.1 in Engineering and Construction based industry. They are standing for many years and no one even touch to their rank because of competent and willing work force
HRM is an instrument conceived for training sessions. If you have one which allows you to download the data on your computer, then you have an impressive amount of information you can use. You will definitely see the improvement on your bike once you understand the factors which influence your cardiac rhythm.
You will always pedal better in competitions that when you train. This is what happens with most of he persons who train correctly. It is very difficult to make decisions based on the HRM watch when you compete. There are even people who have given up on chasing the platoon because their heart rhythm was too elevated. This is a huge mistake because cycling is a much too complex tactical fight, which is why your experience is much more important than your cardiac rhythm.
Heart rate target zone is the term used to describe the different areas for which a HRM can be set. Most of the users of a heart monitor watch use standard settings and use programs with standard percentages, which are calculated depending on the maximum heart rhythm. These programs are far from reality when we refer to someone who wants to take things seriously. These target zones have to set according to the personal experience and according to tests, not to a general formula. The most important thins is not to set a too short span between the minimum and the maximum heart rates. If you do this, you will reach the limit very quickly and it will be difficult for you to remain in the right zone.
Apart from the Human Resource department, the industrial and organizational psychology department is also responsible for handling the hiring practices, training programmes and feedback systems. They help guide the HR department to understand the behaviour and attitudes of its employees.
The psychologists try to gauge the problems that the employees face and find ways to improve their performance. The organizational psychologists apply the principals of psychology to Human Resource. The blend of the two can be beneficial for the company and its employees.
The psychologist deals with the human aspects of the workplace and aim at improving people's efficiency, and hence organizational effectiveness, through their knowledge about human functioning.
The major difference between organizational psychologist and HR consultant is that all the work of the Industrial-Organisational psychologist has to be backed up by scientific evidence and statistics. In contrast, HRM is essentially a business study which emphasizes more on the practical side, with less focus on the scientific side.
The jobs of these two professionals are inter-related. The psychologist relies on the HR consultant for important data as well as to know their views. And on the other hand these consultants rely on the psychologists because they have the expertise in assessing human characteristics.
They can design the ideal candidate profile by learning the characteristic required to fulfill the post. Also they can design the tools to improvise the execution processes.
They know how people get well versed with their profession and train them accordingly. They have a mastery in problem solving and try to eliminate the problem from its root. Their technique is based on extensive research material.
Organizational psychology and HRM is more of a collaborative department than competing departments. They work hand-in-hand to create an organizational success.
HUMAN RESOURCE DEPARTMENT 2.3.1 Human Resources Planning It is a starting point of human resource management. If an employee leaves the
firm due to any reason, which may be deliberate resignation to move to another
firm, or any other reason such as, retirement, termination or death, a vacancy is
formed at the respective department of the Descon. The department, carefully
analyzed in all its respects identifies this vacancy and the job description is
forwarded to the Human Resource department.
2.3.2 Job analysis It is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. a) Job Description It is a list of job’s duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities. Descon Engineering Company makes a job description before recruiting people. b) Job Specification A list of job’s “human requirements” that is, the requisite education, skills, personality, and so on. They also make job specification hire the right people at the right place. 2.3.3Recruitment and Selection Descon Engineering Co. Maintains a strict difference between external recruitment and internal recruitment. It has given different names to both these functions that are
The company was founded in 1930 and has been listed since on the NYSE under the ticker symbol NYSE: AME.[4] The company's original name, American Machine and Metals, was changed to AMETEK in the early 1960, reflecting AME's evolution from a provider of heavy machinery to a manufacturer of analytical instruments, precision components and specialty materials.[5]
Ametek today consists of two major groups (the Electronic Instruments Group and the Electromechanical Group).[6] Together, these two groups and their respective divisions combine a total of over 100 brands, including analytical instruments, monitoring, testing and calibration devices as well as electrical motors, pumps and interconnects.[7] The company's headquarters are in Paoli, Pennsylvania.
During the 1980s, one Ametek group partnered with the California Institute of Technology to assemble hypercube topology computers. It is not known how many systems were delivered, but the market came to be dominated by Intel, NCUBE, and Floating Point Systems.
On April 11,2010, AMETEK, Inc. announced acquisition of Madison, Wisconsin based 3D atom probes manufacturer Imago Scientific Instruments.[8]
On November 9, 2010, AMETEK, Inc. Acquired Chicago based provider of weathering test instruments and related testing and consulting services Atlas Material Testing Technology LLC, from Industrial Growth Partners for $159 million in cash
1 Human Resource Management The ultimate success of any organization depends on its Human resource. This makes Human resource a challenging and critical element for managers to control. Thus Human resource of Descon is not only a critical asset today but has become an important source of competitive advantage in dynamic industry of engineering and construction. With the help of HRD, Descon’s rating in Pakistan is No.1 in Engineering and Construction based industry. They are standing for many years and no one even touch to their rank because of competent and willing work force
HRM is an instrument conceived for training sessions. If you have one which allows you to download the data on your computer, then you have an impressive amount of information you can use. You will definitely see the improvement on your bike once you understand the factors which influence your cardiac rhythm.
You will always pedal better in competitions that when you train. This is what happens with most of he persons who train correctly. It is very difficult to make decisions based on the HRM watch when you compete. There are even people who have given up on chasing the platoon because their heart rhythm was too elevated. This is a huge mistake because cycling is a much too complex tactical fight, which is why your experience is much more important than your cardiac rhythm.
Heart rate target zone is the term used to describe the different areas for which a HRM can be set. Most of the users of a heart monitor watch use standard settings and use programs with standard percentages, which are calculated depending on the maximum heart rhythm. These programs are far from reality when we refer to someone who wants to take things seriously. These target zones have to set according to the personal experience and according to tests, not to a general formula. The most important thins is not to set a too short span between the minimum and the maximum heart rates. If you do this, you will reach the limit very quickly and it will be difficult for you to remain in the right zone.
Apart from the Human Resource department, the industrial and organizational psychology department is also responsible for handling the hiring practices, training programmes and feedback systems. They help guide the HR department to understand the behaviour and attitudes of its employees.
The psychologists try to gauge the problems that the employees face and find ways to improve their performance. The organizational psychologists apply the principals of psychology to Human Resource. The blend of the two can be beneficial for the company and its employees.
The psychologist deals with the human aspects of the workplace and aim at improving people's efficiency, and hence organizational effectiveness, through their knowledge about human functioning.
The major difference between organizational psychologist and HR consultant is that all the work of the Industrial-Organisational psychologist has to be backed up by scientific evidence and statistics. In contrast, HRM is essentially a business study which emphasizes more on the practical side, with less focus on the scientific side.
The jobs of these two professionals are inter-related. The psychologist relies on the HR consultant for important data as well as to know their views. And on the other hand these consultants rely on the psychologists because they have the expertise in assessing human characteristics.
They can design the ideal candidate profile by learning the characteristic required to fulfill the post. Also they can design the tools to improvise the execution processes.
They know how people get well versed with their profession and train them accordingly. They have a mastery in problem solving and try to eliminate the problem from its root. Their technique is based on extensive research material.
Organizational psychology and HRM is more of a collaborative department than competing departments. They work hand-in-hand to create an organizational success.
HUMAN RESOURCE DEPARTMENT 2.3.1 Human Resources Planning It is a starting point of human resource management. If an employee leaves the
firm due to any reason, which may be deliberate resignation to move to another
firm, or any other reason such as, retirement, termination or death, a vacancy is
formed at the respective department of the Descon. The department, carefully
analyzed in all its respects identifies this vacancy and the job description is
forwarded to the Human Resource department.
2.3.2 Job analysis It is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. a) Job Description It is a list of job’s duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities. Descon Engineering Company makes a job description before recruiting people. b) Job Specification A list of job’s “human requirements” that is, the requisite education, skills, personality, and so on. They also make job specification hire the right people at the right place. 2.3.3Recruitment and Selection Descon Engineering Co. Maintains a strict difference between external recruitment and internal recruitment. It has given different names to both these functions that are
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