Bachelors In Business Management - For BBA, BBS students and self learners. (TU, NEPAL)

Marketing information system. A marketing information system is a management information system designed to support marketing decision making. Jobber (2007) defines it as a "system in which marketing data is formally gathered, stored, analysed and distributed to managers in accordance with their informational needs on a regular basis." Kotler, et al. (2006) define it more broadly as "people, equipment, and procedures to gather, sort, analyze, evaluate, and distribute needed, timely, and accurate information to marketing decision makers." [1] A formal MkIS can be of great benefit to any organization whether profit making or non profit making, no matter what its size or the level of managerial finesse. It is true today that in many organization an MKIS is integrated as part of a computerized system. To manage a business well is to engage its future and this means the management of information, in the form of a company wide"Management Information System...

- Human Resource Planning For Productivity Introduction Planning provides direction, reduces uncertainty, and minimizes waste and sets standards. No activities can be done without planning. Here we are going to discuss on human resource planning not only planning. HR-planning is the entry point of human resource management. It is concerned with determining human resource requirements, job analysis, recruitment, selection and socialization. HR- planning is also called ‘Personnel planning’, ‘Employment planning’, and ‘Manpower planning’. HR- planning is the process of determining an organization's human resource needs. It is important factor in human resource management programs because it ensures the right person at right place, at right time. It helps the organization to achieve overall strategic objective. HR- planning is the process of assessing the organization's human resource needs in light of organizational goals and making plans to ensure that a competent, stable wo...

SOCIALIZATION After studying this chapter, students should be able to understand the following: A. Explain Socialization B. Describe Training C. Identify Development D. Understand Training and Development Trends E. Evaluate the Recruitment Process LESSON OVERVIEW Today we will be discussing the orientation or the socialization process that acclimatizes the new hires to the organization. We will discuss in detail that who is responsible for conducting this process and the stages of the socialization process. Further we will also have overview of the training and development process. A. Socialization In order to reduce the anxiety that new employees may experience, attempts should be made to integrate the person into the informal organization. The initial T&D effort designed for employees is Socialization, the guided adjustment of new employees to the company, the job, and the work group. I. Purposes of Socialization Socialization formats are unique to each firm. However...

Hope this will simplifies the cash flow concept for students, this is one of the important questions in the view point of examination. * When an asset (other than cash) increases, the Cash account decreases. * When an asset (other than cash) decreases, the Cash account increases. * When a liability increases, the Cash account increases. * When a liability decreases, the Cash account decreases. * When owner's equity increases, the Cash account increases. * When owner's equity decreases, the Cash account decreases. Real Accounts- Debit What comes in Credit What goes out Personal Accounts Debit The receiver Credit The giver Nominal Accounts Debit Expenses and losses Credit Incomes and gains Format of the Statement of Cash Flows The statement of cash flows has four distinct sections: 1. Cash involving operating activities 2. Cash involving investing activities 3. Cash involving financing activities 4. Supplemental information. Assuming that th...

- Job analysis techniques.  1. They are concerned with tasks that make up various jobs they are industrial engineering-oriented. The important techniques are A. Functional job analysis:  Functional Job Analysis (FJA) was used by U.S. Employment Service job analysts to classify jobs for the DOT (Fine & Wiley, 1971). The most recent version of FJA uses seven scales to describe what workers do in jobs: (1) Things, (2) Data, (3) People, (4) Worker Instructions, (5) Reasoning, (6) Math, and (7) Language. B. Job Element Method? This method of Job Analysis, developed by Ernest Primoff, is a worker oriented method and is used primarily with lesser skilled workers and industrial occupations. This method, like the Critical Incident Technique, focuses on satisfactory workers. This method attempts to identify the characteristics of satisfactory workers ( job elements ). Once identified, these elements are used to develop appropriate selection tests. The steps to perform a Job El...

- Job specification. Job specification is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function. Job specification is derived from job analysis. While the job description describes activities to be done, it is job specifications that list the knowledge, skills, and abilities an individual needs to perform a job satisfactorily. Knowledge, skills, and abilities (KSAs) include education, experience, work skill requirements, personal abilities, and mental and physical requirements.Job specifications for a data entry operator might include a required educational level, a certain number of months of experience, a typing ability of 60 words per minute, a high degree of visual concentration, and abilityto work under time pressure. It is important to note that accurate job specifications identify what KSAs a person needs to do the job, not necessarily what qualifications the current ...

- Job Evaluation. Job Evaluation involves determination of relative worth of each job for the purpose of establishing wage and salary differentials. Relative worth is determined mainly on the basis of Job Description and Job Specification only. Job Evaluation helps to determine wages and salarygrades for all jobs. Employees need to be compensated depending on the grades of jobs they perform. Remuneration must be based on the relative worth of each job. Ignoring this basic principle results in inequitable compensation and attendant ill effects on employees’ morale. A perception of inequity is a sure way of De-motivating an employee.