What is meant by international Trade

According to J.L. Hanson – An exchange of various specialized commodities and services rendered among the corresponding countries is known as international trade.

According to V.M. Memani – International trade is a trade among different countries or trade across political frontiers.

According to M.C. Vaish – Foreign trade may be defined as the exchange of goods and service among the citizen of independent or sovereign states or countries.

Image courtesy by http://amteclinks.com

Feature

• Different of market system
• Different in national boundaries
• Foreign currency and rate of exchange
• Immobility of factors
• Import-export
• Balance of payment
• Various cost
• Dependency
• Trade and control

Causes

• Mobility of factors of production
• Different of climate
• Human capability
• Natural resources
• Market system
• Trend of economic development
• Expansion of market
• Knowledge of technology and technical
• Availability of capital and capital elements
• Difference in quality and price

Merits

• Export opportunities of product and services
• Expansion of industry
• Optimum utilization of resources
• Consumption of unproduced goods
• Specialization of labor
• Creating employment opportunities
• Increase efficiency of local entrepreneurs
• Increase international co-operation
• Increasing investment
• Progress in technological know-how
• Development of standard of living

Importance

• Facility to consume deficit or unproduced goods
• Opportunity to export surplus products
• Expansion o market and economic development
• Advantage of consuming goods at a low price
• Creating employment opportunities
• Ensuring optimum use of resources
• Developing the quality of product
• Development of standard of living

Demerits

• Import harmful and unnecessary goods
• Adverse conditions of trade
• Increase dependency
• Unequal competition and dumping
• Problems on excess production
• Excess uses of natural resources
• Barriers to balanced and local expansion of industries
• Expansion of imperialism
• Create international conflict

Documents used

1. Shipping document

• Bill of exchange
• Bill of lading
• Insurance policy
• Invoice
• Certified invoice
• Certified of origin

2. Non-shipping document

• Indent later
• Letter of credit
• Shipping report
• Charter party
• Pro-forma invoice
• Trust receipt
• Respondent bond
• Latter of indemnity
• Mates receipt
• Dock receipt
• Dock warrant
• Bill of exchange
• Shipping advice
• Bill o sight
• Sales contract
• Bottamary bond

What do you meant by organizational behavior?

According  to Keith Davis – Organizational is the study and application of knowledge about human behavior in organizations as it relates to other system element, such as structure, technology and the external social system.
According to Fred Luthans - Organizational behavior is directly concerned with the understanding, perdition and control human behavior In organizations.


According to Martin J. Gannon – The field of organizational behavior focuses on the micro aspects of organizations such as motivation, Jo satisfaction and Leadership.

According to – Organizational behavior may be defined as the systematic study of the nature of organizations – how they begin, grow, and develop, and the affect on individual members, constituent groups, other organizations, and larger institutions.

Image courtesy by http://qualitybc.com

Nature of organizational behavior

• Oriented toward organizational objectives
• Field of study
• Performance oriented
• Normative and value centered
• Nature of thinking
• Branch of inter discipline
• Humanitive and optimistic
• Total system approach

Element of organizational behavior

• Human resource
• Environment
• Organization structure
• Technology

Objective goals of organizational behavior

• Proper management
• To increase morale
• To increase behavior
• To predict the future outcomes
• To remove conflict
• To control
• To create good labor management relations

Importance of organization behavior

• Organizational development
• Acquiring knowledge
• To create and establish relationship
• To grow and develop in status and impact
• Obtaining co-operation
• Development of life-style
• Control o values
• Attainment of objectives
• Development of social systems
• Facing external environment

Fundamental philosophical concepts of organization behavior

1. The nature of peoples

• Individual differences
• A whole person concept
• Value of person
• Desire for involvement
• Motivated behavior

2. The nature of organization

• Social systems
• Mutual interest
• Rationality
• Goal of organization
• Ethics

Approaches to organizational behavior

• Human resource approaches
• An interdisciplinary approach
• A contingency approaches
• A system approach
• Result oriented approach

Organizational behavior with other subjects relation

• Organizational behaviors & personnel management
• Organizational behavior & social psychology
• Organizational behavior & psychology
• Organizational behavior & sociology
• Organizational behavior & Anthropology
• Organizational behavior & political science

Definition of Performance appraisal

According to S.P Robbins, “Performance appraisal process is a formal process in an organization whereby each employee is evaluated to determine how he or she is performing.”

According to Bartol and Martin, “Performance appraisal is the process of defining expectations for employee performance, measuring, evaluating and recording employee performance relative to those expectations and providing feedback to the employee.”

Image courtesy by http://blog.dew-point.com.hk

According to Prof. R.W.Griffin, “Performance appraisal is a formal assessment of how well employees are performing their job.”

Importance of performance appraisal

• Identifying areas of development 
• Basis of selection devices 
• Development of self-awareness 
• Role in motivating the employees 
• Knowing the deficiency and corrective action can be taken 
• Verifying performance 
• Formation of promotion policy 
• Improve morale 
• Providing needed information and 
• Basis for reward allocation  

Process of performance appraisal

• Establish performance standards
• Communicate performance expectation to employees 
• Measure actual performance 
• Comparison of actual performance with standards 
• Discuss the appraisals with the employees 
• Initiation of corrective action where necessary

Steps of effective performance appraisal process

• Prepare for and schedule the appraisal in advance 
• Create a supportive environment to put employees at ease 
• Explain the purpose of the appraisal to employees 
• Involve the employee in the appraisal discussion including a self-evaluation 
• Focus discussion on work behavior, not on the employees 
• Support evaluation with specific examples 
• Give both positive and negative feed-back 
• Ensure employee’s understand what was discussed in the appraisal 
• General a development plan

Techniques of performance appraisal

• Descriptive essay appraisal 
• Critical incident appraisal 
• The check list appraisal 
• Forced choice appraisal 
• Graphic rating scale appraisal 
• Behaviorally anchored rating scales 
• Forced distribution appraisal 
• Alternation ranking appraisal 
• Group order ranking 
• Individual ranking 
• Paired comparison appraisal 
• Point system 
• Confidential report 
• Management by objective

Suggestions for improving performance appraisal

• Clarifying standards 
• Rewards to accurate appraisers 
• Use peer evaluations 
• Use right appraisal tool 
• Diary keeping 
• Train appraisers 
• Behavior based measures 
• Use more than one appraiser 
• Provide on going feedback 
• Equity and justice 
• Post – appraisal interview

Factors considering of performance appraisal

• Acceptability 
• Reliability 
• Suitability 
• Understand ability 
• Determining standard 
• Knowledge and skill 
• Organizational elements 
• Feedback

What is management development

Management development is the management improve, efficiency and skills function. Management development requires to achieve an organizational success. The effective management to the advantage of both individuals and organizations performance. So therefore, management development can have a direct economic advantage for the firms.

Definition

According to Robbins, “Management development is more future- oriented, and more concerned with education, than is employee training or assisting a person to became a better performer.”

Image courtesy by http://pro-tential.co.uk

According to R. W. Griffin, “Management development refers to teaching managers and professionals the skills needed for both present and future jobs.”

According to Skinner, “Management development refers to the process of educating and developing selected personnel, so that they have the knowledge, skills, attitudes, and understanding needed to manage in future positions.”

According to Weihrich , “Manager development refers to long term, future –oriented programs and the progress a person makes in learning how to manage.”

Importance of management development

• To achieve objective
  

• Adaption with changes
  

• Introduce new method
  

• Develop efficiency
  

• Versatility
  

• Attain job satisfaction
  

• Proper utilization of resources
  

• Research and development
  

• Develop talented executive
  

• Establish cordial labor management relationship
  

• Obsolescence management
  

Process of management development program

• Analysis of organization frame-work and objectives
  

• Develop program planning
  

• Analysis of current management resources inventory
  

• Determination of individual development needs
  

• Making the main development program
  

• Appraisal of individual progress
  

• Comparative analysis of program
  

• Final evaluation of program
  

Method of management development 

On the job developing method

• Under study method
  

• Action learning project
  

• Job rotation
  

• Coaching method
  

• Committee assignments
  

• Appointment as an assistant
  

• Selected readings    
  

Off the job development methods

• Transactional analysis
  

• Special course
  

• Special project
  

• Special meeting
  

• Lecture
  

• University courses
  

• Business tour
  

• Seminar, workshop and conference
  

Skill requires for manager development

• Human relation skill
  

• Technical skill
  

• Organizational skill
  

• Diagnostic or decision skill
  

• Communication skill
  

• Information communication technology skill
  

• Analytical skill
  

• General knowledge
  

What do you meant by Training ?

Training is the process of working experience in that it seeks a relatively permanent changing human behavior, attitudes, knowledge, and motivation. Present employees to improve ability to perform at a high level. Training is continuous process it changing in an individual that will improve by which a person can be contributed to the achieving organizational goals. So that, Training is the most effective employee changing the behavior, attitudes, knowledge, and motivate the achievement organization goals.

Image courtesy by http://akeynotespeaker.com

Definition

According to Gary Dessler, “Training refers to the methods used to give new or present employees the skills they need to perform their jobs.”

According to Robert Kreitner, “Training is the process of changing employee’s behavior and attitudes through some type of guided experience.”

According to Prof. R. W. Griffin, “Training usually refers to teaching operational or technical employees how to do job for which they were hired.”

Objective

The training program will be changing employees is expected outcome activities where clarity objective achieves the organization. The training is very extensive a variety of objectives. Its significant objectives are points below:

• Acquaintance with the organization
• Increasing of efficiency
• To activate the employee
• Make quittance  with  work
• Effectively directing
• Preventing wastage and loss
• Reducing dissatisfaction and labor turnover
• Development of new thinking
• Adjustment with the working environment
• Establishing cordial labor management relationship
• Optimum utilization of resources

Various types

There are employees, improving different types of training. The following forms of training process are found:

On the job training

• Apprenticeship training
• Job rotation
• Job instruction training
• Internship
• Coaching
• Observation method

Off the job training

• Lecture method training
• Discussion method
• Seminar, workshop and conference method
• Management game
• Incident method
• Sensitivity training
• Role playing method

Internal and external training for manager development

There are types of internal and external training achieving the organization. Management development is attitude, knowledge, and motivation increasing of internal and external training. The following are management development of training:

Internal method 

• Understudy method
• Indicating sequence of promotion
• Appointment as an assistant
• Delegating temporary responsibility 
• Nomination as committee member   

External method

• Incident method
• Seminar
• Role playing method
• Conference
• Sensitivity training
• Online- education and e- training
• Professional diploma course
• University management program

Management development process and training

Management development process of teaching, mentoring, job rotation and professional effectiveness are recognized needed for both present and future jobs. Effective management development training requires some conditions. Management development training has the following process:

1. Considering need

• Necessary number of managers
• Determining the training demand of the person
• Necessary qualities of manager

2. Determining the nature of activities

• Present job
• Next job
• Future job

3. Preparing training program

4. Evaluation of training program

5. Developing a proper training program

Importance of human resource training

• Introduction with the rules and activities 
• Increase production and productivity 
• Improve morale 
• Maximum utilization of resources 
• Introduce new method and changes 
• Aid to complex work 
• Develop industrial relations 
• Change of attitude 
• Job satisfaction 
• Versatility 
• Reduce labor turnover 
• Reduce accidents 
• Reduce wastage 
• Easy co-ordination and 
• Develop standard of living  

Techniques of determining needs to training

• Observation 
• Performance analysis 
• Job analysis 
• Employee analysis 
• Productivity analysis 
• Organization behavior analysis 
• Consideration of current and projected changes 
• Survey and report analysis 
• Check list method 
• Recommendations of the managers 
• Group discussion

Methods of Training

• On the job training 
• Job instruction training 
• Induction training 
• Apprenticeship training 
• Under study method 
• Job rotation 
• Coaching method 
• Internship training 
• Incident method 
• Multiple management 
• Role play technique 
• Demonstration method 
• Management game 
• Lecture method 
• Seminar, workshop and conference method

Human resource management

Human resource management is the process of an organizing function of employee recruitment, selection, direction and development of an employee strategic planning. Human resources management, including to jobs analysis, personal needs, employees training, jobs, evaluating performances, determine of managing wages and salaries, developing employee relationships, maintain employees safety, motivation, maintain proper relations between labor and trade union as know as the human resources management. Human resource management also performed by the activities organization function and people. 

Image courtesy by http://pvrcrm.de

Definition

According to S. P. Robbins, “Human resource management is concerned with the people dimension in management. It is a process consisting of the acquisition, development, motivation and maintenance of human resources.”

According to Bartol and Marting, “Human resource management is the management is the management of various activities designed to enhance the effectiveness  of an organization’s workforce in achieving organizational goals.”

According to Gary Dessler,”Humna resource management is the process of acquiring, training, appraising, and compensating employees, and attending to their labour relations, health and safety, and fairness concerns.”

According to R.W Griffing, “Human resource management is the set of organizational activities directed at attracting developing and maintaining an effective workforce.”

Importance of human resource management

• Nerve center of the organization 
• Increase productivity 
• Achieving organization goals 
• To attain job satisfaction 
• Proper maintenance and utilization of resources 
• Creation of cordial labor management relationship 
• To maintain continuous production 
• Performing the functions related to worker 
• Use of modern technology 
• Controlling of labor and production cost 
• To face modern challenges 
• Development of human behavior and human relationship 
• Influence of free trade economy and globalization and 
• Human resource planning and implementation  

Function of human resource management 

Human resource acquisition 

• Human resource planning 
• Job analysis 
• Employees recruiting 
• Selecting of employee 
• Employee socialization

Development functions of human resource management

• Management development 
• Employee training        
• Career development  

Motivation functions of human resource management 

 

• Job design 
• Performance evaluation  
• Job evaluation 
• Rewards 
• Discipline 
• Compensation and benefits

Maintenance functions of human resource management

• Cordial labor relationship 
• Safety and health 
• Labor welfare activities  and 
• Research and future

Objective of human resource management

• To make efficient workforce 
• Selection of right personnel 
• Increase efficiency of worker 
• To create job satisfaction 
• To maintain co-ordination 
• To maintain high morale 
• To maintain co-operation among management and worker 
• To maintain cordial relationship among the workers 
• Determination of compensation 
• Welfare activities and 
• Effective use of human resources

Measurement of effectiveness of human resource management

• Labor management relationship 
• Productivity 
• Employee motivation and job satisfaction 
• Employee training 
• Rate of labor turnover 
• Rate of absenteeism employees 
• Industrial dispute 
• Employee selection 
• Amount of production cost and wastage 
• Use of up to-date technology and 
• Welfare activities 

Internal influence on human resource management

Internal influence on human resource management

• Human resource policy 
• Organization structure 
• Organization goals 
• Tasks 
• Technology 
• Kinds of people employed 
• Demand and supply of human resources with in the enterprise 
• Reward system

External influence on human resource management

• Educational environment 
• Economic environment 
• Technological environment 
• Legal environment 
• Political environment and 
• Sociology- cultural environment