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Organizations need to focus on integrating business processes to obtain efficiencies of operation. While integrating one process to the other is important, it is also important to look inwardly to see if components of individual processes are integrated enough within themselves. An integrated Human Capital Management addresses the human resource issues facing organizations, especially performance and attrition. This paper proposes such an integrated system that is powered by the seamlessness offered by an enterprise application and the optimizing capabilities of an analysis engine.
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Being the leading telecommunication company Grameenphone Ltd. enters in the business field that has already become the top telecommunication company of the country. To achieve this goal P&O Division should play a leading role. We know that proper management of people of an organization using IS is essential for achievement of efficiency and effectiveness of operation. If people are properly managed & organized then it will result in the overall performance in a positive way to achieve short term & long term goal. On the other hand, if these are not properly managed & organized then it will result in poor performance. This report covers a thorough analysis about the HRIS in P&O Division of Grameenphone Ltd. This report covers the information necessary to understand the system development process for HRIS. The system development process involves multiple stages from initial design to implementation and evaluation. Failure to follow these steps or rushing through them will result in a poorly designed system that will ultimately fail when it is implemented. Thus, this report begins to identify some of the information that is critical for the eventual implementation of an HRIS. It is started with a focus on the users of the system to help the system development process in its beginning steps. The types of information about users/ customers of the HRIS, the sorting of HRIS data into categories of human capital, and the main concepts of hardware and database security are covered. The first chapter covers the rationale, objective, research methodology, limitation and organization of the report. The second chapter includes the literature review, the third chapter includes the overall profile of Grameenphone Ltd., the fourth chapter elucidates HRIS: A Case of GrameenPhone Ltd. including all activities done through HRIS and HRMIS, the fifth chapter describes analysis of the data and the remaining chapter describes findings, conclusions, recommendations, references, and appendix.
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Dr. Admir Softic_ presentation_Green Club_ENG.pdf
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RSA Conference Exhibitor List 2024 - Exhibitors Data
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PHX May 2024 Corporate Presentation Final
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Dr. Admir Softic_ presentation_Green Club_ENG.pdf
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Katrina Personal Brand Project and portfolio 1
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RSA Conference Exhibitor List 2024 - Exhibitors Data
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Mastering workforce through hrmis
1.
2.
3.
Provision of an
objective measuring tool on which compensation decisions, and promotions can be based
4.
Identification of training
needs - individually, departmentally and organizationally
5.
6.
http://appraisals.naukrihub.com/use-of-it.html
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http://www.doi.gov/hrm/guidance/370dm430hndbk.pdf
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http://hr.rpi.edu/update.com
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http://www.performance-appraisal.com
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www.syrianjobs.com : performance
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Google scholar www.googlescholar.com
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Girish Ramchandran (Data
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Management of Human
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Blau, Gary E.
Human Resource Accounting, 1st ed. Scarsdale,
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Peter Drucker, "Management
Tasks, Responsibilities, Practices”.
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http://managementhelp.org/plan_dec/mbo/mbo.htm
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'The practice of
Management'. By Peter Drucker.Annexure<br />