abhishreshthaa
Abhijeet S
The Danaher Corporation NYSE: DHR, is a large global company headquartered in Washington, D.C., United States. Its products are concentrated in the fields of design, manufacture, and marketing of industrial and consumer products.
It operates in four segments: Professional Instrumentation, Medical Technologies, Industrial Technologies, and Tools & Components.
All organizations have people -- they have human resources. Regardless of the size of an organization or the extent of its resources, the organization survives -- and thrives -- because of the capabilities and performance of its people. The activities to maximize those capabilities and that performance are necessary regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources -- or has no formal name for those activities at all.
The vast majority of resources in this topic apply to nonprofits as well as for-profits. There's a misconception that there is a big difference in managing human resources in for-profit versus nonprofit organizations. Actually, they should managed similarly. Nonprofits often have unpaid human resources (volunteers), but we're learning that volunteers should be managed much like employees -- it's just that they're not compensated with money; they're compensated in other ways. Managing volunteers is very similar to paid staff -- their roles should be carefully specified, they should be recruited carefully, they should be oriented and trained, they should be organized into appropriate teams or with suitable supervisors, they should be delegated to, their performance should be monitored, performance issues should be addressed, and they should be rewarded for their performance. Also, organizations should consider the risks and liabilities that can occur with volunteers, much like with employees. So nonprofit organizations should consider the resources in this topic as well.
Job Analysis
Job Analysis:
Wateen Telecom do job analysis in case of:
Starts new projects
On job leaving
According to the nature of employee
Job description: A list of a job’s duties.
Job specification: A list of a job’s “Human requirements”.
Job description and specifications in Wateen
Department: Customer Service
Job Title: Assistant Manager Quality Assurance
Job description
Leading a team of executives responsible for the quality of the contact center operations.
Evaluating team’s performance on Daily/Weekly/Monthly basis.
Ensuring that proper procedures of feedback are being followed.
Job description and specifications in Wateen
Job Specification:
He is Masters Degree holder.
2 years experience in Contact Center Operations.
He has excellent communication, presentation and negotiation skill.
Multi-task, maintain a high standard of service & quality.
He has ability to stress, time management and team
Job description and specifications in Wateen
Department: CEO Office
Job Title: CEO Office Manager
Job Description:
Supervise CEO Office staff in their tasks.
Direct & Coordinate operations of the CEO Office.
Direct & encourage team members to achieve their goals.
Job Specification:
He is Bachelor degree in marketing
He has ability to maintains organizational culture (Telco environment)
He has industry knowledge
He has ability for team building & Leadership
he Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility for human resources -- for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
It operates in four segments: Professional Instrumentation, Medical Technologies, Industrial Technologies, and Tools & Components.
All organizations have people -- they have human resources. Regardless of the size of an organization or the extent of its resources, the organization survives -- and thrives -- because of the capabilities and performance of its people. The activities to maximize those capabilities and that performance are necessary regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources -- or has no formal name for those activities at all.
The vast majority of resources in this topic apply to nonprofits as well as for-profits. There's a misconception that there is a big difference in managing human resources in for-profit versus nonprofit organizations. Actually, they should managed similarly. Nonprofits often have unpaid human resources (volunteers), but we're learning that volunteers should be managed much like employees -- it's just that they're not compensated with money; they're compensated in other ways. Managing volunteers is very similar to paid staff -- their roles should be carefully specified, they should be recruited carefully, they should be oriented and trained, they should be organized into appropriate teams or with suitable supervisors, they should be delegated to, their performance should be monitored, performance issues should be addressed, and they should be rewarded for their performance. Also, organizations should consider the risks and liabilities that can occur with volunteers, much like with employees. So nonprofit organizations should consider the resources in this topic as well.
Job Analysis
Job Analysis:
Wateen Telecom do job analysis in case of:
Starts new projects
On job leaving
According to the nature of employee
Job description: A list of a job’s duties.
Job specification: A list of a job’s “Human requirements”.
Job description and specifications in Wateen
Department: Customer Service
Job Title: Assistant Manager Quality Assurance
Job description
Leading a team of executives responsible for the quality of the contact center operations.
Evaluating team’s performance on Daily/Weekly/Monthly basis.
Ensuring that proper procedures of feedback are being followed.
Job description and specifications in Wateen
Job Specification:
He is Masters Degree holder.
2 years experience in Contact Center Operations.
He has excellent communication, presentation and negotiation skill.
Multi-task, maintain a high standard of service & quality.
He has ability to stress, time management and team
Job description and specifications in Wateen
Department: CEO Office
Job Title: CEO Office Manager
Job Description:
Supervise CEO Office staff in their tasks.
Direct & Coordinate operations of the CEO Office.
Direct & encourage team members to achieve their goals.
Job Specification:
He is Bachelor degree in marketing
He has ability to maintains organizational culture (Telco environment)
He has industry knowledge
He has ability for team building & Leadership
he Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility for human resources -- for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
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