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Messages - tanchi

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BBA Discussion Forum / Education and employability in the digital age
« on: March 03, 2020, 08:55:54 AM »

Featured by Syed Saad Andaleeb

"Human resources—not capital, nor income, nor material resources—constitute the ultimate basis for wealth of nations. Capital and natural resources are passive factors of production; human beings are the active agents who accumulate capital, exploit natural resources, build social, economic and political organisations, and carry forward national development." (Harbison 1973)


A feature by Rubab Nayeem Khan

"Lekha pora kore je, gari ghora chore shei!"— an idiom very familiar to Bengalis that promises "cars and horses", in other words, wealth, provided we studied sincerely.

« on: March 03, 2020, 08:47:17 AM »
True Automation makes human more skilled than before..

Remarketing concept is really interesting...

BBA Discussion Forum / Re: The new era and digital technologies
« on: March 01, 2020, 09:12:01 AM »
Artificial Intelligence is the big challenge indeed.

BBA Discussion Forum / Re: Looking inside the RMG reality
« on: March 01, 2020, 08:54:06 AM »
we have got a overview of RMG reality by your post

It is good to know that last year chines export in garments industry reduced by 9% whereas in Bangladesh that percentage has increased by 9.83%.

Thanks for sharing such as good news.

BBA Discussion Forum / Working Mom? Aim for Less Stress
« on: March 01, 2020, 08:48:36 AM »

When Marie gets home from her full-time job as a Seattle nurse administrator, her workday is only half over. Next up is driving her two boys to band practice, soccer, and art lessons, supervising homework, taking them to the mall for supplies—and sitting up with them all night when they're sick.
"I didn't want to miss out on any bonding time," she says, "so despite my husband's availability, I took on the heavy lifting of child care."
It's a choice that has a price, Marie admits. "I'm too wound up to sleep, and I've got a chronic red nose from catching one cold after another," she says.
Stressed out
Marie is among legions of stressed-out women. In the United States, 78 percent of all mothers with kids ages 6 to 17 work in paid jobs. Most—including married working moms—also are responsible for child care and housework, according to a 2005 University of Michigan study.
The double responsibilities of work and home can mean more stress, which can prompt everything from insomnia and lowered immunity to mood swings and weight gain. "Excess stress boosts the output of the cortisol hormone, which in turn can increase the risk of high blood pressure, diabetes, obesity, depression, and anxiety," says Brent W. Bost, M.D., an OB/GYN in Beaumont, Texas.
Making the choice
Although many working moms have no choice about being the primary parent, others choose to take on more of the child care responsibilities than their spouse, the Michigan study found. The women do so even though they may work the same hours as their husbands.
Some women feel guilty about missing out on any part of childrearing. Others feel they're more skilled caregivers. In any case, working mothers should understand the importance of negotiating the workload to reduce their stress load, the Michigan researchers said.
Other experts agree. "The real key to a child's happiness is the emotional availability of the parent," says Deborah Belle, Ed.D., a Boston psychologist. "A mother's morale and her emotional and mental health are her child's strength. It's vital that working moms take measures to protect their well-being."
It's best to negotiate child care and housework at the family planning stage. But it's never too late to try these tips to reduce stress:
Adjust your standards and expectations
Dad may dress the kids in mismatched outfits or serve pizza more often than you'd like. But as long as they're nurtured and safe, let go and share the workload. Kids whose fathers are involved in routine activities tend to be better students with fewer behavior problems, studies show.
Scale back kids' commitments
"A hurried child creates a hurried mom," says Dr. Bost. Before signing Billy up for baseball, weigh the cost of chauffeuring, cutting into family meals, and interfering with vacations, he says. Try to set a "one activity per season" limit.
Don't be your kids' entertainment
You don't need to provide constant stimulation for kids with nightly videos, frequent outings, or even blowout vacations. "The best thing a mother can provide is a focused, calm environment," says Dr. Belle.
Spell out duties clearly
Don't expect your mate to read your mind. Instead of the vague suggestion, "help with dinner," state specific chores: Cook dinner three nights a week, clear and wash dishes, and so on. Posted lists can help.
Delegate creatively
Some ideas: Carpool with a classmate's parents; hire a cleaning service a half day a week to tackle harder tasks; foster the team approach for chores. Kids can open lettuce bags or run the vacuum.
Build "me time" into your schedule
"Me first" isn't selfish, it's preventive health, says Dr. Bost. Stick to a guilt-free, uninterrupted block of time for reading a book, gardening, doing yoga, walking, or just soaking in the tub.
Streamline routines
Serving a plate of fruit, a chunk of cheese, and some crusty bread can be more relaxing—and just as nutritious—as fixing a labor-intensive, made-from-scratch meal.
Aim for "good enough"
Trying to hold the best birthday party, bake the best cookies for the Scout sale, or have the best-looking house adds undue pressure. Modify your expectations and accept your limitations.
Set priorities
If reading a bedtime story and extra cuddling time is important, let the dishes sit in the sink and the machine answer calls.
Buying more things means more maintenance, more clutter—and often more debt, a major stressor. Ask yourself: Does our family really need that latest gadget?

BBA Discussion Forum / Re: Cause related marketing
« on: February 27, 2020, 11:10:22 AM »
Cause related marketing is really a new concept for me to learn

BBA Discussion Forum / Re: Recent Marketing Challenges:
« on: February 27, 2020, 11:08:03 AM »
It will definitely help to entrepreneurs to startup their business

BBA Discussion Forum / Are HCM, HRIS and HRMS Interchangeable Terms?
« on: February 27, 2020, 11:06:01 AM »

Are HCM, HRIS and HRMS Interchangeable Terms?

At a basic level HCM, HRMS and HRIS all describe the same thing. So, why are there separate terms? It’s most likely due to the rapid development of these technologies, which prompted the sudden creation of various terms all at once.
That said, there are sometimes subtle differences between the three types. Think of them like three different restaurants. Each one serves food, and while there’s overlap, their menus aren’t identical.
On top of that, vendors often use the terms interchangeably. That’s why it’s wise never to assume that a system that’s marketed using a particular term automatically includes certain features or offers specific capabilities.
In the past, the differences were more pronounced, so it was likelier that you could depend on the terms to mean what they said. Products were narrower in focus, and intended to serve only specific needs for companies. That naturally created a greater divide between the systems, since they focused on different areas.
As the industry has progressed, however, the gap has shrunk. Rather than opting for several solutions from different vendors to meet HR needs, companies have shifted toward the single solution model.
Today’s companies want an integrated suite of features from one provider. Why? It’s much easier to get unified, 360-degree visibility and streamline management. As companies become more complex and produce more data that requires tracking, it’s more of a hassle to deal with data silos and disparate systems.
Vendors have accommodated the market demands by extending the capabilities of their products to incorporate more functions. The downside is that you can never be quite sure what a term refers to anymore. And what something means today may not be the same a year from now.

Sir very interesting topic indeed

BBA Discussion Forum / 20 Human resources terms you need to know
« on: February 27, 2020, 11:01:39 AM »
20 Human resources terms you need to know
1. Attrition
This term refers to the voluntary and involuntary terminations, deaths and employee retirements that result in a reduction to the employer's physical workforce. If you work in a human resources department at a large organization, keeping track of attrition trends can be a job in and of itself.
2. Balanced scorecard
Developed in the early 1990s by Drs. Robert Kaplan and David Norton, the term “balanced scorecard” refers to a management and measurement system, which evaluates four areas of business: internal business processes, financial performance, customer knowledge and learning and growth.
3. Behavioral competency
Behavioral competency is essentially an evaluation of the behavior qualities and character traits of an employee. How these competencies are defined can vary by employer, but fundamentally they revolve around people skills, managerial skills and achievement skills. Certain positions work better for certain behavioral competencies, and these particular markers will help determine whether a candidate will be successful at the position he or she is applying for—as you might imagine, a candidate applying for a managerial position should have strong achievement and development-related competencies.
4. Benchmarking
Benchmarking is a process of measuring the performance of an organization or team through a variety of metrics—for example, customer satisfaction rate, sales and retention—for future comparison. Benchmarking can be used to compare internal performance and the external performance of competitors to measure if improvement has occurred.
5. Broadbanding
Broadbanding is a pay structure that places less emphasis on hierarchy than job duties, skills and performance. This type of pay structure encourages the development of a wide variety of employee skills and growth but comes with a significant decrease in promotion opportunities. For example, a company that subscribes to broadbanding may have a larger range of potential salaries for a marketing specialist, while a company that doesn’t is likely to have multiple titles with a smaller range of potential salaries for each (for example: junior marketing specialist, marketing specialist and sr. marketing specialist).
6. Bumping
Bumping is a practice that gives established senior employees whose positions are to be eliminated the option of taking other positions—often a step down, complete with less pay—within the company that they are qualified for and that are currently held by employees with less seniority. This is a way for an organization to retain institutional knowledge and experienced workers. 
7. Change management
This is a considered approach for transitioning individuals or organizations from one state to another in order to manage and monitor change. Companies can stay ahead of the game when they think ahead about how they can manage the introduction, implementation and consequences of major organizational changes.
8. Confidentiality agreement
This is an agreement between an employer and employee in which the employee may not disclose branded, patented or confidential information. Many companies have protected information that, if leaked, could be devastating for the brand or welfare of the organization—a confidentiality agreement serves as legal protection from this.
9. Distributive bargaining
Distributive bargaining is the negotiation between competing parties that involves the distribution of a finite resource. One party prevails, to the detriment of the other.
10. Due diligence
Generally speaking, due diligence refers to the steps taken to ensure compliance with laws and regulations. In mergers and acquisitions, due diligence is the process of thoroughly examining the details of an investment or purchase to ensure all paperwork and documentation is up to date and compliant.
11. Emotional intelligence
Emotional intelligence is the ability to recognize, assess and manage one’s own emotions, as well as others’ emotions. High emotional intelligence is a must-have skill for those working in human resources.
12. Exit interview
An exit interview is the final meeting between management and an employee leaving the company. Information is gathered to gain insight into work conditions and possible changes or solutions, and the employee has a chance to explain why he or she is leaving.
13. Freedom of association
Freedom of association is a right for people to associate with (or leave) any group of their choosing. That group also has the right to take collective action in pursuit of its members’ interests. In an HR context, this generally refers to workers’ freedom to form labor unions.
14. Grievance
A grievance is a complaint brought forward by an employee about an alleged violation of law or dissatisfaction with work conditions.
15. Gross misconduct
Gross misconduct is an action so serious that it calls for the immediate dismissal of an employee. Physical violence and intoxication at work are two common examples of this.
16. Hawthorne effect
The Hawthorne effect is a phenomenon observed as a result of an experiment conducted by Elton Mayo. In an experiment intended to measure how a work environment impacts worker productivity, Mayo’s researchers noted that workers productivity increased not from changes in environment, but when being watched. Applied to HR, the concept is that employee motivation can be influenced by how aware they are of being observed and judged on their work—a basis for regular evaluation and metrics to meet.
17. Nepotism
Nepotism is preferential hiring of relatives and friends, even though others might be more qualified for those positions. The favoritism is generally showed by individuals in a position of authority such as CEOs, managers or supervisors.
18. Onboarding
Onboarding is the process of moving a new hire from applicant to employee status, ensuring that paperwork is done and orientation is completed.
19. Retention strategy
Retention strategy refers to the processes and policies used to ensure employees stay. In order to retain employees and reduce turnover, managers must help employees meet their goals without losing sight of the organization’s goals. This is always a balance that must be managed carefully.
20. Succession planning
This is the process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs. It assists in finding, assessing and developing the individuals necessary to the strategy of the organization.

Yes True to reduce the gap we should increase industry linkage teaching

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