MasterCard Worldwide (NYSE: MA) is an American multinational corporation with its headquarters in the MasterCard International Global Headquarters in Harrison, New York, United States.[3][4] Throughout the world, its principal business is to process payments between the banks of merchants and the card issuing banks or credit unions of the purchasers who use the "MasterCard" brand debit and credit cards to make purchases. MasterCard Worldwide has been a publicly traded company since 2006. Prior to its initial public offering, MasterCard Worldwide was a membership organization owned by the 25,000+ financial institutions that issue its card.

MasterCard, originally known as MasterCharge, was created by several California banks as a competitor to the BankAmericard issued by Bank of America, which later became the Visa credit card issued by Visa Inc. The original banks behind MasterCharge were United California Bank (later First Interstate Bank and subsequently merged into Wells Fargo Bank), Wells Fargo, Crocker National Bank (also subsequently merged into Wells Fargo), and the Bank of California (subsequently merged into the Union Bank of California).


characteristics pinpoint of the nature of human resource management starting from acquisition to utilization of human source which are briefly discus below:
1. Development of well-conceived policy:
The first future of Human Resource management is to develop a well-accepted policy for the organization. The purpose is to practices Human Resource management activities in a better way.
2. Development of Harmonious relation:
Development of Harmonious relation is aimed to achieve goal, for fulfillment of the functions. All barriers to cordial relation should be removed.
3. Establishing a chain of commend:
Human Resource management must establish a chain of commend without which discipline cannot be maintained. These include unite of command, unit of direction and scalar chain.
4. Awareness of own nature of service:
This is the fourth characteristics of Human Resource management in .
By creating awareness promotion policy can be established; training policy can be implemented and other policy can be made well understood.
5. Acquire full professional and operational knowledge:
Human Resource management must ensure full professional and operational knowledge or proper functioning of the activities without which better Human Resource management can never be practiced.
6. Must be good communication and effective leader:
Human Resource management must communicate and give proper guidance to the employees. Thus company policies and decisions can be properly interpreted and practice.
In fine, these feature and characteristics discussed above can pin-point the nature of Human Resource management in .
Principle of Human Resource management:
Policy is a guideline for managerial decision and action. Principles are the fundamental truth established by research, investigation and analysis. Many human resource principles have been established through practice, experience and observation. Principles are universal truths generally applicable to all organization. Policies on the other hand, very form to organization to organization. Principle guide mangers in formulating policies, programmers, procedure and practices. K aswathappa has mentioned some Human Resource principles which are as follow
1. Principle of scientific selection: principle of scientific selection is to select the right person in right time for the right job.
2. Principle of employee development: principle of employee development is to offer full and equal opportunities to every employee to realize employee’s full potential.
3. Principle of labor management cooperation: principle of labor management cooperation is a promote cordial industrial relation.
4. Principle of free flow of communication: principle of free flow of communication is to keep all channels of communication open and encourage upward downward, horizontal, formal and informal communication.
5. Principle of fair remuneration: principle of fair remuneration is to pay fair equitable wages and salaries commiserating with jobs.
6. Principles of incentive: Principle of incentive is to recognize and reward good performance.
7. Principles of dignity of labor: Principles of labors is to treat every job holder with dignity and respect.
8. Principle of participation: Principle of participation to associate employee representatives at every level of decision making.
9. Principle of contribution: Principle of contribution is to natural prosperity to provide a higher purpose of work to all employees and to contribute to national prosperity.
10. Principle of team spirit: principle of team spirit is to promote cooperation and team spirit among employees.
Basic functions of Human Resource Management
There are so many functions of human resource management. Some are general functions and some are basic functions. The basic functions of human resource management are as follows:
1. Acquisition: The first function of human resource management is acquisition of efficient and committed people for the organization.
2. Development: After acquisition, the next function is to develop human resources by training so that they can work efficiently and utilize skills and efficiency to a large extent.
3. Motivation: After making the human resources skilled and efficient, HRM must retain them in the organization for a long time. By applying motivational means this purpose may be fulfilled.
4. Maintenance: The basic function of human resource management is to maintain the people in the organization so that they can devote themselves wholeheartedly keeping good relationship with management.
These are four basic functions of human resource management. In many foreign books these functions have been highlighted first.


The fundamental belief for Human Resource Management and Human Resource Development is that the people working in an organization are its greatest asset for achieving objectives. HRM is a coherent and holistic approach to the management of people that requires and develops organizational structures and systems, individual attitudes and behaviour. Human Resource Development (HRD) commonly refers to training or development of skills and is regarded as part of HRM (www.livelihoods.org).Human Resources Management involves the establishment and execution of policies, programs, and procedures that influence the performance, capabilities and loyalty of the employees of an organization. Through these policies and procedures, individuals are attracted, retained, motivated, and developed to perform the work of the organization. It is through these policies and procedures that the organization seeks to mold and shape the actions of its employees to operate successfully, comply with various public policies, provide satisfactory quality of employment, and improve its position in the marketplace through strengthened ability to compete and serve (Clardy 1996).

Human Resources Development (HRD) is a part of HRM. While HRM deals with the overall management of human resources (people), HRD deals with learning, training and development of the human resources with the aim of improving the each employee’s skills and capability and the organization’s performance.
 

jamescord

MP Guru
MasterCard Worldwide (NYSE: MA) is an American multinational corporation with its headquarters in the MasterCard International Global Headquarters in Harrison, New York, United States.[3][4] Throughout the world, its principal business is to process payments between the banks of merchants and the card issuing banks or credit unions of the purchasers who use the "MasterCard" brand debit and credit cards to make purchases. MasterCard Worldwide has been a publicly traded company since 2006. Prior to its initial public offering, MasterCard Worldwide was a membership organization owned by the 25,000+ financial institutions that issue its card.

MasterCard, originally known as MasterCharge, was created by several California banks as a competitor to the BankAmericard issued by Bank of America, which later became the Visa credit card issued by Visa Inc. The original banks behind MasterCharge were United California Bank (later First Interstate Bank and subsequently merged into Wells Fargo Bank), Wells Fargo, Crocker National Bank (also subsequently merged into Wells Fargo), and the Bank of California (subsequently merged into the Union Bank of California).


characteristics pinpoint of the nature of human resource management starting from acquisition to utilization of human source which are briefly discus below:
1. Development of well-conceived policy:
The first future of Human Resource management is to develop a well-accepted policy for the organization. The purpose is to practices Human Resource management activities in a better way.
2. Development of Harmonious relation:
Development of Harmonious relation is aimed to achieve goal, for fulfillment of the functions. All barriers to cordial relation should be removed.
3. Establishing a chain of commend:
Human Resource management must establish a chain of commend without which discipline cannot be maintained. These include unite of command, unit of direction and scalar chain.
4. Awareness of own nature of service:
This is the fourth characteristics of Human Resource management in .
By creating awareness promotion policy can be established; training policy can be implemented and other policy can be made well understood.
5. Acquire full professional and operational knowledge:
Human Resource management must ensure full professional and operational knowledge or proper functioning of the activities without which better Human Resource management can never be practiced.
6. Must be good communication and effective leader:
Human Resource management must communicate and give proper guidance to the employees. Thus company policies and decisions can be properly interpreted and practice.
In fine, these feature and characteristics discussed above can pin-point the nature of Human Resource management in .
Principle of Human Resource management:
Policy is a guideline for managerial decision and action. Principles are the fundamental truth established by research, investigation and analysis. Many human resource principles have been established through practice, experience and observation. Principles are universal truths generally applicable to all organization. Policies on the other hand, very form to organization to organization. Principle guide mangers in formulating policies, programmers, procedure and practices. K aswathappa has mentioned some Human Resource principles which are as follow
1. Principle of scientific selection: principle of scientific selection is to select the right person in right time for the right job.
2. Principle of employee development: principle of employee development is to offer full and equal opportunities to every employee to realize employee’s full potential.
3. Principle of labor management cooperation: principle of labor management cooperation is a promote cordial industrial relation.
4. Principle of free flow of communication: principle of free flow of communication is to keep all channels of communication open and encourage upward downward, horizontal, formal and informal communication.
5. Principle of fair remuneration: principle of fair remuneration is to pay fair equitable wages and salaries commiserating with jobs.
6. Principles of incentive: Principle of incentive is to recognize and reward good performance.
7. Principles of dignity of labor: Principles of labors is to treat every job holder with dignity and respect.
8. Principle of participation: Principle of participation to associate employee representatives at every level of decision making.
9. Principle of contribution: Principle of contribution is to natural prosperity to provide a higher purpose of work to all employees and to contribute to national prosperity.
10. Principle of team spirit: principle of team spirit is to promote cooperation and team spirit among employees.
Basic functions of Human Resource Management
There are so many functions of human resource management. Some are general functions and some are basic functions. The basic functions of human resource management are as follows:
1. Acquisition: The first function of human resource management is acquisition of efficient and committed people for the organization.
2. Development: After acquisition, the next function is to develop human resources by training so that they can work efficiently and utilize skills and efficiency to a large extent.
3. Motivation: After making the human resources skilled and efficient, HRM must retain them in the organization for a long time. By applying motivational means this purpose may be fulfilled.
4. Maintenance: The basic function of human resource management is to maintain the people in the organization so that they can devote themselves wholeheartedly keeping good relationship with management.
These are four basic functions of human resource management. In many foreign books these functions have been highlighted first.


The fundamental belief for Human Resource Management and Human Resource Development is that the people working in an organization are its greatest asset for achieving objectives. HRM is a coherent and holistic approach to the management of people that requires and develops organizational structures and systems, individual attitudes and behaviour. Human Resource Development (HRD) commonly refers to training or development of skills and is regarded as part of HRM (www.livelihoods.org).Human Resources Management involves the establishment and execution of policies, programs, and procedures that influence the performance, capabilities and loyalty of the employees of an organization. Through these policies and procedures, individuals are attracted, retained, motivated, and developed to perform the work of the organization. It is through these policies and procedures that the organization seeks to mold and shape the actions of its employees to operate successfully, comply with various public policies, provide satisfactory quality of employment, and improve its position in the marketplace through strengthened ability to compete and serve (Clardy 1996).

Human Resources Development (HRD) is a part of HRM. While HRM deals with the overall management of human resources (people), HRD deals with learning, training and development of the human resources with the aim of improving the each employee’s skills and capability and the organization’s performance.

Hello Netra,

Here i am sharing Global Destination Cities Index - MasterCard.pdf, so please download and check it.
 

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