Applications have been invited by Jamnalal Bajaj Institute of Management, Mumbai for admission to following Part-time Management Courses of Academic Year 2012.

• MMM (Master in Marketing Management)
• MFM (Masters in Financial Management)
• MHRDM (Master in Human Resource Development & Management)
• MIM (Masters in Information Management)

MFM (Masters in Financial Management)

Symbiosis Centre for Distance Learning (SCDL)

Admission - 2011

SCDL’s Post Graduate Diploma Programs, Diploma Programs, Certificate Programs and Single Courses ensure quality education through a self-paced, yet guided learning system. SCDL endeavours to fulfill educational and professional ambitions making them the logical choice for every aspirant seeking knowledge.

Programs and Courses:

Faculty of Management:

Two-Year Programs:

• Post Graduate Diploma in Business Administration (Splz: Marketing / Finance / HR / Operations / CRM)
• Post Graduate Diploma in International Business
• Post Graduate Diploma in Banking & Finance

One-Year Programs:

• Post Graduate Diploma in Human Resource Management
• Post Graduate Diploma in Insurance Management (Splz: General / Life)
• Post Graduate Diploma in Retail Management
• Post Graduate Diploma in Customer Relationship Management
• Post Graduate Diploma in Supply Chain Management
• Post Graduate Diploma in Export & Import Management

Six-Month Certificate Program:

• Certificate Program in Entrepreneurship and New Venture Creation

BEML Limited

(Advt.No.KP/S/10/2011)

BEML Limited, a pioneering Multi Business (Rail & Metro, Mining & Construction, Aerospace, Dredging and Defence) Heavy Engineering Company having Manufacturing units at Bangalore, Mysore & KGF in Karnataka, Palakkad at Kerala & Marketing Divisions across the country is looking for High Performing, Dynamic & Career aspiring Professionals for the following positions:

Human Resources

Officer:

• Pay Scale: Rs.16400-40500
• Upper Age limit: 27 Years
• Qualification: The candidates should be a graduate and should possess 1st Division / Class in MBA / Post Graduate Degree in Social Work / Personnel Management (2 yrs full time course) with specialization in PM / IR/ HR / OB from a recognized University (including deemed university recognized by UGC) or Institution recognized or affiliated to such Universities or by AICTE. Degree in Law is desirable. The incumbent should have the prescribed years of post qualification executive experience as mentioned above and should have exposure /experience on HR related matters, viz., Implementation of HR policies, Manpower Planning, Performance Management, Training & Development, HR Service delivery, Industrial Relations, Contract Labour Management, General Administration etc. Those having experience in a large in Manufacturing / Engineering / Automotive industry will have an added advantage.
  Knowledge of Malayalam (Read, Write & Speak) would be essential for positions at Palakkad Complex, Kerala.
• Experience: 02 Years

(Advt. No.: JNTUH/ADMNS/PTPG/2011)

Applications are invited from the eligible candidates for admission into Part Time Post Graduate Programmes offered by JNTUH, Kukatpally Campus, Hyderabad for the academic year 2011 as detailed below:

M. B. A. Part Time Programmes :

Symbiosis Centre for Distance Learning (SCDL)

Corporate Post Graduate Diploma in Business Administration (C-PGDBA) - Credit points: 96

Overview SCDL’s integrated learning methodology goes beyond facts and theories, it is a process that teaches individuals not only how to manage organizations, but also how to continually grow and learn throughout life.

The C-PGDBA curriculum builds a foundation of business savvy knowledge, skills, and abilities to succeed. During the first two semesters, all students pursue common subjects. The third semester covers subjects, specific to a particular specialization.

The curriculum enables students to master the fundamentals of management principles, latest theories and best practices in business. Students are prepared to face a challenging market by getting knowledge of accounts and finance, learning about HR functions, the current market trends and also IT skills to compete in today’s IT savvy world. The students are also made aware of various laws pertaining to business and economics. Lastly, the package is complete with business communication which helps students in creating an impact in this competitive world.

Human Resources Resume Samples | Vice President Of Human Resources

Human Resource Resume Samples
Vice President Of Human Resources

Mr. ABC,
00, North 1 Street,
Burlington City, California, 000000,
(000)-111 1111

Career Goal

• Acquire an executive place as the Vice President of Human Resources with the full application of proficient professional experience and education.

Educational Background

• Accomplish Master of Business Administration Degree from the St. Augustine Business School, St. Augustine at Human Resource as the major in the year of 1992.
• Accomplish Bachelor of Arts Degree from the New England University, New England at the Business Economics as the major in the year of 1985.
• Accomplish associate Degree in Human Resource Management from the Institute of Human Resource Management of California, California in the year of 1993.

Human Resources Resume Samples | Training Specialist

Human Resource Resume Samples
Training Specialist

Mr. ABC,
00, North 1 Street,
Burlington City, abc, 000000,
(000)-111 1111

Career Goal

• Acquire an appreciated place as the Training Specialist in the human resource field with the full presentation of proficient professional experience and education.

Educational Background

• Accomplish Bachelor of Arts Degree abc from the xyz University, xyz at the Sociology as the major in the year of 1990.
• Accomplish associate Degree in Human Resource Management abc from the Institute of Human Resource Management of abc, abc in the year of 1992.

Human Resources Resume Samples | Training Coordinator

Human Resource Resume Samples
Training Coordinator

Mr. ABC,
00, North 1 Street,
Burlington City, xyz, 000000,
(000)-111 1111

Career Goal]

• Acquire an appreciated place as the Training Coordinator in the human resource field with the full performance of accomplished experience and education.

Educational Background

• Accomplish Bachelor of Arts Degree abc from the xyz University abc, xyz at the Business Management as the major in the year of 1990.
• Accomplish associate Degree in Training Coordinator Management from the Institute of Human Resource Management of xyz, abc in the year of 1992.

Human Resources Resume Samples | Personnel Manager

Human Resource Resume Samples
Personnel Manager

Mr. ABC,
00, North 1 Street,
Burlington City, California, 000000,
(000)-111 1111

Career Goal

Obtain an appreciated place as the Personnel Manager in the human resource field with the full functioning of attained experience and education.

Educational Background

• Accomplish Master of Business Administration Degree abc from the Indianapolis abc, Indianapolis at Personnel Management as the major in the year of 1992.
• Accomplish Bachelor of Arts Degree abc from the abc University, abc at the History as the major in the year of 1988.
• Accomplish associate Degree in Personnel Management from the Institute of Human Resource Management of abc, abc in the year of 1990.

Human Resources Resume Samples | Personnel Consultant

Human Resource Resume Samples
Personnel Consultant

Mr. ABC,
00, North 1 Street,
Burlington City, 000000,
(000)-111 1111.

Career Goal

• Obtain an appreciated place as the Personal Consultant in the human resource field with the full application of acquired experience and education.

Human Resources Resume Samples | Labor Relations Specialist

Human Resource Resume Samples
Labour Relations Specialists

Mr. ABC,
00, North 1 Street,
Burlington City, California, 000000,
(000)-111 1111

Career Goal

• Obtain an appreciated place as the Labor Relations Specialist in the human resource field with the full utilization of achieved experience and education.

Human Resource Resume Samples | Job Placement Officer

Human Resource Resume Samples
Job Placement Officer

Mr. ABC,
00, North 1 Street,
Burlington City, California, 000000,
(000)-111 1111

Career Goal

• Obtain an appreciated place as the Job Placement Officer in the human resource field with the full utilization of achieved experience and education.

Human Resource Resume Samples | HR Executive

Human Resource Resume Samples
HR Executive

Mr. ABC,
00, North 1 Street,
Burlington City, California, 000000,
(000)-111 1111

Career Goal

• Obtain a distinctive position in the human resource field as the director with the full appliance of expanded experience and education.

Human Resource Resume Samples | HR Recruiter

Human Resource Resume Samples
HR Recruiter

Mr. ABC,
00, North 1 Street,
Burlington City, California, 000000,
(000)-111 1111

Career Goal

• Obtain an appreciated place as the Human Resource Management Recruiter in the human resource field with the full implementation of accomplished experience and education.

Human Resource Resume Samples | Employer Relations Representative

Human Resource Resume Samples
Employer Relations Representative

Mr. ABC,
00, North 1 Street,
Burlington City, California, 000000,
(000)-111 1111

Career Goal

• Obtain a Top place as the employer relations representatives in the human resource field with the full consumption of gained experience and education.

Human Resource Resume Samples | Compensation Manager

Human Resource Resume Samples
Compensation Manager

Mr. ABC,
00, North 1 Street,
Burlington City, California, 000000,
(000)-111 1111.

Career Goal

• Obtain a distinctive position in the human resource field as the Compensation Manager with the full appliance of expanded experience and education.

Human Resource Management | Training

Explain the factors which mainly contribute to the importance of training for different types of managers and workers in an industry/organization.
The factors which mainly contribute to the importance of training for different types of manages and workers in an industry are,

• There is always shortage of skilled employees and it is always felt that the most direct attack on the problem of un-employment, can be made through expansion of vocational training and professional education
• Skill shortages have arised due to rapid technology changes. Managers are faced with labor markets in which the skilled man-power fails to meet the needs for the new skills requirement.
• Trained employee makes better and economical use of materials and equipment. Therefore, the wastage and shortage are lessened.
• The inevitability of hiring unemployables consequent upon the social goal of equal employment opportunities necessitate the adequate process of training and development facilities

Human Resource Management | Personnel Management

What are the main objects of personnel administration and also describe the duties of the personnel staff?
There are 3 main objects of personnel administration with dual obligation towards management and towards employees.

01. Conserving the company’s human assets:
Modern personnel administration should keep management informed in a continuous basis of all personnel tangial and in-tangial that indicates either positive accomplishments of warning signal in companies personnel practice. The tangial indicators are absenteeism, manpower turnover and company’s productivity. The in-tangial indicator is employee’s attitude. The tangial indicators with skilled analysis predict the future. It is also the responsibility of the personnel administration to guide company’s policies. If the human assets of a firm are misused in the process of making profit, such profit will not continue indefinitely. In fact, adverse long term effects will be felt in the work force. So, to avoid this problem maintain balance between concern for people and profitability by periodically assessing the achievements and defects in the company’s personnel system.

02. Making certain that the line supervisors recognize and carries out his personal responsibility:
The efficient utilization of company’s human assets must be the objectives of the entire line supervision throughout the company. The basic personnel responsibility lies with the supervisors. The personal administer’s objectives in this connection, is to ensure that the line supervisor is aware of personal responsibility and carries them out. He must demonstrate to supervisors that the solution to technical problem will not be effective unless they are arrived at with due consideration for the human problems involved. However, he must also make sure that the supervisors do not fall into the error of making employee happy in the expense of company’s objectives. Therefore, the personnel administrator must aim at maintaining the balance between the employee satisfaction and employee efficiency.

Human Resource Management | Quality Assurance

1. Functions of QA personnel:

• Develop quality goals for the IS function overall and to assist in the development of quality gaols for specific IS.
• Develop, promulgate and maintain IS standards
• Monitor compliance with standards
• Identify areas for improvement
• Report to management
• Train all other IS personnel in QA standards and procedures

2. Relationship between QA personnel and auditors

• Objectives and functions are the same
• Both concern with ensuring high-quality IS are developed, implemented, operated and maintained
• Both concern with collecting evidence on and evaluating the reliability

Human Resource Management | Operations Control Management

Eight functions that are the responsibility of operations management:

1. Computer operations

• Controls over computer operations govern the activities that support the day-to-day execution of either test or production systems. 3 types of controls must exist:
1. Those that prescribe the functions that either human operators or AOF must perform
2. Those that prescribe how jobs are to be scheduled on the hardware/software platform
3. Those that prescribe how hardware is to be maintained in good operating order

2. Communications network protocol

• Network operations govern the activities of wide area and local area networks

3. Data preparation and entry

• Data preparation and data entry facilities should be designed to promote speed and accuracy and to maintain the well-being of keyboard operators

Human Resource Management | Control Function

INTRODUCTION :
Control is an essential function of management in every organization. The management process is incomplete and sometimes useless without the control function. The management process includes planning, organizing, staffing, leading, and controlling. Planning sets forth the objectives a manager intends to achieve. Organizing provides the structure of an organization by determining how and where the employees will be placed in the organization and the responsibilities that they will need to fulfill to attain predefined objectives. Staffing involves the managerial function of placing the right person in the right job in the organization. Leading involves the managerial function of influencing, motivating and directing the human resources of the organization to achieve organizational goals. The control function is concerned with ensuring that the planning, organizing, staffing and leading functions result in the attainment of organizational objectives. In other words, control is a tool that helps organizations measure and compare their actual progress with their established plan.

The term ‘control’ has different meanings in different contexts. In the management context, ‘control’ refers to the evaluation of performance and the implementation of corrective actions to accomplish organizational objectives. Some people confuse ‘control’ with ‘supervision.’ Supervision is a part of control; it helps identify deviations from the established standards of performance.

Human Resource Management | Leadership

INTRODUCTION :
The success or failure of managers depends on their leadership qualities. They can be successful leaders by helping subordinates to find solutions to their problems. Managers are involved with bringing together resources, developing strategies, organizing and controlling activities in order to achieve objectives. At the same time managers, as leaders, have to select the goals and objectives of an organization, decide what is to be done and motivate people to do it. Thus, leadership is that function of management which is largely involved with establishing goals and motivating people to help achieve them. Leaders set goals and help subordinates find the right path to achieve these goals.

A person may be an effective manager – a good planner, and an organized administrator – but lack the motivational skills of a leader. Another may be an effective leader – skilled at inspiring enthusiasm and devotion – but lack the managerial skills to channel the energy he/she arouses in others. Given the challenges of dynamic engagement in today’s business world, most organizations today are putting a premium on managers who also possess leadership skills.

Human Resource Management | Motivation for Job Performance

Introduction :
In any type of organization, a manager must know what motivates his workers in order to make each individual employee perform to the best of his ability. It is not an easy task to motivate employees because they respond in different ways to their jobs and to organizational practices. Motivation is a human psychological characteristic that affects a person’s degree of commitment. It is the set of forces that move a person towards a goal. It deals with how behavior is energized, how it is directed and how it is sustained. The manager’s challenge, then, is to channel this energy and direct this behavior toward the organization’s ends.

Factors that affect work motivation include individual differences and organizational practices. Individuals differ in their personal needs, values and attitudes, interests and abilities. Organizational practices that affect motivation include the rules, policies, managerial practices and reward systems. In order to motivate employees, managers must consider how these factors influence and affect their job performance.

Definitions and meaning of motivation :
According to Stephen P. Robbins, motivation is the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need.

Fred Luthans views motivation as “a process that starts with a physiological or psychological deficiency or need that activates behavior or a drive that is aimed at a goal or incentive.”

The three key elements in the above definitions are needs, drives and goals. Needs set up drives aimed at goals; this is the basic process of motivation. Need is the origin of any motivated behavior. Need is a felt deprivation of physiological or psychological well-being. Needs exist in each individual in varying degrees. When an individual recognizes a need, he is driven by a desire to fulfill the need. Drives are directed at fulfillment of needs. Drives are action-oriented and provide an energizing thrust toward reaching a goal. Incentives or goals are the instruments used to induce people to follow a desired course of action. Once the goal is attained, the physiological or psychological balance is restored and the drive is cut off.

Table 16.1: Approaches to Motivation

Maslow’s needs hierarchy theory :
One of the most popular explanations for human motivation was developed by the psychologist, Abraham Maslow and popularized during the early 1960s. Maslow’s hierarchy of needs theory argues that human needs form a five-level hierarchy. Maslow classified these needs into five groups: physiological needs, need for security, social needs (love and belongingness), self-esteem needs and self-actualization needs.

Herzberg’s two-factor theory :
Motivators in the Herzberg’s two-factor theory correspond to the higher-level needs of esteem and self-actualization in Maslow’s needs hierarchy, while the hygiene factors correspond to Maslow’s physiological, safety and social needs. Table 16.2 compares Maslow’s and Herzberg’s theories of motivation.

Human Resources | Career Planning

Career planning and management :
An important component of the performance management process is the growth and development of employees’ work-related competencies. This process offers an opportunity for employees to work together to improve and build upon their performance and to contribute to organizational effectiveness. Developing an employee’s performance furthers the mission of the University and enhances the overall quality of our workforce by:

Promoting a climate of continuous learning and professional growth
Helping to sustain employee performance at a level which meets or exceeds expectations
Enhancing knowledge, experience, position, or career related skills
Enabling employees to keep abreast of changes in their fields
Making employees competitive for employment opportunities within the University
Motivating employees
Promoting affirmative action objectives

The Career Planning tool helps to think about how we would like our career to develop. This is particularly useful in jobs where there is no clear, established career path or where we are locked into a job that does not satisfy us.

Planning career helps us to avoid the boredom, disillusionment, frustration and stress that come with failing to have achieved your potential. This is a real risk if a good, clear, satisfying career path is not open to you.