簡介：字?jǐn)?shù)英文字?jǐn)?shù)英文21772177單詞，單詞，1273712737字符；中文字符；中文39493949漢字漢字出處出處GANJIGANJIJ,J,EMAMIANEMAMIANMH,H,MAASOUMIMAASOUMIR,R,ETETALALTHETHEEXISTINGEXISTINGAPPROACHESAPPROACHESTOTOSEXUALITYSEXUALITYEDUCATIONEDUCATIONTARGETINGTARGETINGCHILDRENCHILDRENAREVIEWREVIEWARTICLEJARTICLEJIRANIANIRANIANJOURNALJOURNALOFOFPUBLICPUBLICHEALTH,HEALTH,2017,2017,467467890898890898外文文獻(xiàn)外文文獻(xiàn)THEEXISTINGAPPROACHESTOSEXUALITYEDUCATIONTARGETINGCHILDRENAREVIEWARTICLEABSTRACTBACKGROUNDWEAIMEDTOASSESSWHATISALREADYKNOWNABOUTSEXUALITYEDUCATIONSERELATEDPOLICYORPRACTICALISSUESUSINGREVIEWMETHODSTOSEARCHANDCRITICALLYAPPRAISETHEEXISTINGSEAPPROACHESTARGETINGCHILDRENUNDERAGE12YRMETHODSWECOMPLETEDTHEDATACOLLECTIONBYANEXTENSIVESEARCHOFTHEENGLISHANDPERSIANPUBLISHEDANDUNPUBLISHEDLITERATURE,EVIDENCEFROMEXPERTSINTHETOPIC,ANDBYSEARCHINGCITATIONSTHEMESHTERMSWERESEXUALITYANDTRAINING,SEXUALITYEDUCATIONANDPROGRAMSORAPPROACHES,SEXUALITYANDCHILDREN,SEXUALITYEDUCATIONANDPARENTS,SEXORSEXUALITYEDUCATION,SEXEDUCATIONANDPARENTSORCAREGIVERSASYSTEMATICSEARCHOFMEDICALANDHEALTHRELATEDDATABASES,THECOCHRANELIBRARYANDWEBOFSCIENCEWASUNDERTAKENFORTHEYEARS1970–2015TOGETHERWITHCITATIONSEARCHING,REFERENCELISTCHECKINGANDRECOMMENDATIONSFROMSTAKEHOLDERSTOIDENTIFYEVIDENCEFORSERESULTSACCORDINGTOTHEINCLUSIONCRITERIA,20DOCUMENTSWEREIDENTIFIEDTHEYWERESYNTHESIZEDINTOTHREEMAINCATEGORIESASSEXUALITYRELATEDKNOWLEDGE,ATTITUDES,ANDPARENTSSKILLSTOMANAGECHILDRENSSEXUALBEHAVIORANDRELATEDEDUCATIONEMPLOYEDAPPROACHESTOCHILDRENSSEXUALITYWEREREPORTEDTOBEEFFECTIVEINANDTHESKILLSTHEYGAINCANCHANGETHEIRFUTURETHEREFORE,SEBYPARENTS,ASONEOFTHEMAINCOMPONENTSOFSEXUALSOCIALIZATION,ISONEOFTHEBESTSTRATEGIESFORCHILDRENSSEXUALHEALTHPROMOTIONSEXUALBEHAVIORSARECOMMONINCHILDRENANDMORETHAN50OFCHILDRENGETINVOLVEDINDIFFERENTTYPESOFSEXUALBEHAVIORSBEFORETHEAGEOF13LIKEOTHERAGEGROUPS,CHILDRENNEEDGOODCARE,SUPERVISION,ANDEDUCATIONDURINGTHEIRSEXUALDEVELOPMENT,ANDTHEIRMAINCAREGIVERSARETHEIRFIRSTLINEEDUCATORSPARENTSARECHILDRENSFIRSTANDFOREMOSTTEACHERSINTHEFIELDOFSEXUALITYMOSTPARENTSHAVENOTRECEIVEDSUCHEDUCATIONANDWHENITCOMESTOSE,THEYTENDTOASSIGNTOSCHOOLSWHATTHEYTHEMSELVESARENOTWILLINGTODOINIRAN,THEMAJORITYOFPARENTSARENOTWELLEDUCATEDWITHREGARDTOSEXUALITYRELATEDISSUESINADDITION,THEREISNOSCHOOLBASEDSEXUALHEALTHEDUCATIONASARESULT,ITSHARDANDFEARFULFORPARENTSTOENGAGETHEIRCHILDRENINCONVERSATIONSABOUTSEXUALITYDESPITETHEIMPORTANCEOFPARENTSROLEINSE,THEYARENOTADEQUATELYPREPAREDTOCOMMUNICATEABOUTSEXUALISSUESTHEYAREMAINLYUNABLETOMANAGEPROPERLYTHEIRCHILDRENSSEXUALBEHAVIORSPARENTSLACKTHEADEQUATESKILLSINEMPOWERINGTHEIRYOUNGCHILDRENTOPROTECTTHEMSELVESAGAINSTSEXUALITYRELATEDRISKS,ENJOYSEXINADULTHOOD,ANDGETPREPAREDFORAHEALTHYANDINTIMATEINTERPERSONALINTERACTIONUSINGCOMPREHENSIVEPROGRAMSANDAPPROPRIATESTRATEGIESFOREDUCATINGCHILDRENONSEXUALITYSEEMSTOBEESSENTIALCULTURALINFLUENCESMAYALTERTHEEFFICIENCYOFANYEDUCATIONALPROGRAMSTHISREVIEWAIMEDTOASSESSWHATISALREADYKNOWNABOUTSERELATEDPOLICYORPRACTICEISSUE,BYUSINGSYSTEMATICREVIEWMETHODSTOSEARCHANDCRITICALLYAPPRAISETHEEXISTINGSEAPPROACHESTARGETINGCHILDRENUNDERAGE12METHODS

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簡介：VERSLASTEORIJAIRPRAKTIKABUSINESSTHEORYANDPRACTICEISSN16480627PRINT/ISSN18224202ONLINE2012133275–282DOI103846/BTP201229HTTP//WWWBTPVGTULT/ENASTUDYONEFFICACYOFEMPLOYEETRAININGREVIEWOFLITERATURECHIDAMBARAMVIJAYABANU1,RAMACHANDRANAMUDHA2SCHOOLOFMANAGEMENT,SASTRAUNIVERSITY,THIRUMALAISAMUDRUM,THANJAVUR,TAMILNADU,INDIAEMAILS1VIJAYABANUMBASASTRAEDUCORRESPONDINGAUTHOR2AMUDHAMBASASTRAEDURECEIVED27DECEMBER2011ACCEPTED31APRIL2012ABSTRACTTHESUCCESSOFANYORGANIZATIONDEPENDSONAPPROPRIATEUSEOFHUMANASSETSAVAILABLEINTHEORGANIZATIONALLOTHERASSETSCOULDONLYBESUPPLEMENTARYTOHUMANASSETSTOWARDSAUGMENTINGTHEHUMANRESOURCESANDTOCOPEWITHCHANGES–BOTHINTERNALANDEXTERNAL,THEORGANIZATIONHASTOCONCENTRATENECESSARILYONDEVELOPINGTHEABILITY,WISDOMANDSKILLSOFITSWORKFORCEFORTHEDEVELOPMENTOFHUMANASSET,‘TRAINING’BECOMESTHEBASETRAININGISATOOLTOATTAININDIVIDUAL,ORGANIZATIONALNEEDSRELATEDTOTHEJOBSUNDERTAKENANDISALSOINTENDEDTOIMPROVETHEWORKCULTUREOFTHEGROUPINVOLVEDINAGROUPTASKANIDEALTRAININGPROGRAMMECANBEEXPECTEDTOCHANGETHEATTITUDE,SKILLSANDDEVELOPFORWARDVISIONOFTHEPARTICIPANTSTOWARDSTHETASKTHISPAPERSUMMARIZESTHERESULTSOFTHELITERATUREREVIEWONTHEEFFECTIVENESSOFTRAININGPROGRAMMESOFEMPLOYEESFROMDIVERSEPERSPECTIVEKEYWORDSTRAINING,LEARNING,ORGANIZATION,GROUP,INDIVIDUAL,EFFECTIVENESSJELCLASSIFICATIONM53DARBUOTOJ?MOKYM?EFEKTYVUMOTYRIMAILITERATūROSAP?VALGACHIDAMBARAMVIJAYABANU1,RAMACHANDRANAMUDHA2VADYBOSMOKYKLA,SASTRAUNIVERSITETAS,THIRUMALAISAMUDRUM,THANJAVUR,TAMILNADU,INDIJAELPA?TAS1VIJAYABANUMBASASTRAEDU2AMUDHAMBASASTRAEDU?TEIKTA20111227PRIIMTA20120431SANTRAUKABETKURIOSORGANIZACIJOSS?KM?PRIKLAUSONUO?MOGI?K?J?I?TEKLI?VISIKITIORGANIZACIJOSI?TEKLIAIGALIBūTITIKPRIDERINAMIPRIE?MOGI?K?J?SIEKIANTSUSTIPRINTI?MOGI?KUOSIUSI?TEKLIUSIRSUSIDOROTISUPOKY?IAIS–TIEKVIDAUS,TIEKI?OR?S,ORGANIZACIJAIBūTINAPL?TOTISAVODARBUOTOJ??INIASIRGEB?JIMUSSIEKIANT?IOTIKSLO,MOKYMAITAMPAITINREIK?MINGIMOKYMAI–TAIPRIEMON?PATENKINTIINDIVIDUALIUS,ORGANIZACINIUSPOREIKIUS,SUSIJUSIUSSUDARBOVIETA,BETO,TAIPRIEMON?,KURIORIENTUOTAGERINTIGRUP?SDARBOKULTūR?SPREND?IANTU?DUOTISGRUPINIURE?IMURACIONALIOSMOKYMOPROGRAMOSLEID?IAKEISTIPO?IūR?NUOSTATAS,PL?TOTI?GūD?IUSIRNUKREIPTODALYVIUSU?DUOTIESLINK?IAMESTRAIPSNYJEAPIBENDRINAMIATLIKTITYRIMAIAPIEDARBUOTOJ?MOKYMOPROGRAM?VEIKSMINGUM??VAIRI?PERSPEKTYV?AT?VILGIUREIK?MINIAI?OD?IAIMOKYMAS,ORGANIZAVIMAS,GRUP?,INDIVIDUALUS,EFEKTYVUMAS,MOKYMASISLESSEFFECTIVEWITHRESPECTTOTHEIRCONTRIBUTIONSTOJOBPERFORMANCE,THEYDIDENDORSETHEUSEFULNESSOFFORMALTRAININGMAHESWARI1981ASHIFTFROMKNOWLEDGETOATTITUDEISTHEMAINOBJECTIVEOFTRAININGANDIDENTIFIESTHREEAREASOFTRAININGTECHNICAL,SKILLSANDKNOWLEDGEHESUGGESTSTHATTHEEMPHASISONTHESETHREEMUSTVARYACCORDINGTOTHELEVELSOFTHEEMPLOYEESBHATIA1981ASTUDYONGRADUATEENGINEERINGTRAINEESINTHREELARGEPUBLICSECTORORGANIZATIONSFOUNDTHATTHETRAINEESPERCEIVEDBOTHTHEMETHODANDCONTENTSOFTHETRAININGASDEMOTIVATINGANDDISSATISFYINGAGARWAL1982TRAININGFORPERSONNELMANAGERSSHOULDBEDIRECTEDTOWARDSATTITUDESANDBELIEFSUNDERLYINGMANAGERIALPHILOSOPHYANDTHEIRINTERRELATEDNESSSETH1984THENEEDFORBEHAVIOURALINPUTSISVITALINANYTRAININGPROGRAMMEORGANIZEDFORSUPERVISORSGHOSH1984THESTUDYISEVALUATINGMANAGEMENTTRAININGANDDEVELOPMENTDEALSWITHPRETRAININGEVALUATIONTHESTUDYINCLUDESEVALUATIONOFTRAININGCONTEXT,INPUTEVALUATION,POSTTRAININGEVALUATION,TRANSFEROFLEARNINGANDJOBIMPROVEMENTTHESTUDYISSUGGESTEDFORJOBEVALUATIONASAFOLLOWUPAFTERSIXMONTHSTOONEYEARALLTHESEASPECTSHAVEBEENEVALUATEDFORTHEEXECUTIVESTRAININGPROGRAMMEORGANIZEDINTHE‘ADMINISTRATIVESTAFFCOLLEGE’,HYDERABAD,WHICHBRINGSOUTTHEIMPACTOFINSTITUTIONALPROGRAMMESVIRMANI,SETH1985TWOMODELSHAVEBEENSUGGESTEDTOEVALUATETRAININGEFFECTIVENESSFIRSTISTHEEXPECTATIONACHIEVEMENTMODELCONSISTINGOFMATCHINGPOSTTRAININGACHIEVEMENTWITHPRETRAININGEXPECTATIONOFTHEBOSS,PEERS,THESUBORDINATESANDTRAINEEHIMSELFTHESECONDISTHEEXPERIMENTALCONTROLGROUPMODELWHEREAGROUPOFEMPLOYEESWHOHAVEGONETHROUGHTRAININGISCOMPAREDINTERMSOFTHEIRPERFORMANCEWITHTHOSEWHOHAVENOTSIKKA1985THEDATAHAVEBEENCOLLECTEDFROM119MANAGERSINTHESTEELINDUSTRYWHOHADATTENDEDTRAININGINACOMPANYOREXTERNALTRAININGPROGRAMMESAQUESTIONNAIREHASBEENADMINISTEREDANDRESPONSESARETALLIEDMOSTRESPONDENTSWEREFOUNDTOBESATISFIEDWITHTHEINSTRUCTORS,THESIZEOFTRAININGGROUP,THETRAININGDURATION,THEREADINGMATERIALANDTHETRAININGEQUIPMENTTHEYALLTHOUGHTTHATTHEENVIRONMENTDIDHELPINCARRYINGOUTSOMEOFTHELEARNINGTHATTOOKPLACEDURINGTRAININGJAIN1985INTHEWORKEVALUATIONMETHODOLOGYFORTRAININGBASEDONVARIOUSRESEARCHFINDINGSOFFOODANDAGRICULTURALORGANIZATIONSOFUNITEDNATIONS,RECOMMENDEDSYSTEMATICEVALUATIONFOR‘AGRICULTURALTRAINING’PROGRAMMESISORGANIZEDBYAGRICULTUREEXTENSIONAGENCIESANDHRAPRADESHSTATEELECTRICITYBOARDEVALUATEDPARTICULARLYGROWTH,ORGANIZATIONSTRUCTUREANDPROBLEMSINACHIEVINGMANAGERIALPERFORMANCEITHASBROUGHTOUTOBJECTIVESOFTRAININGANDCOURSECONTENT,METHODFOLLOWEDFOREFFECTIVETRAININGINSERVICEUNDERTAKINGBHATNAGAR1987HUMANRESOURCEDEVELOPMENTINPUBLICENTERPRISEDEALTWITHACONCEPTUALANALYSISOFHUMANRESOURCEDEVELOPMENT,ORGANIZATIONALDEVELOPMENT,PERFORMANCEAPPRAISALANDCARRIERDEVELOPMENTOFSTEELAUTHORITYOFINDIALIMITEDBANSAL1991INTHESTUDYONHRDPRACTICESININDIANINDUSTRIESACOMP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簡介：1中文中文5800字，字，3700單詞，單詞，20500英文字符英文字符文獻(xiàn)出處文獻(xiàn)出處KHANRI,ASLAMHD,LODHIICOMPENSATIONMANAGEMENTASTRATEGICCONDUITTOWARDSACHIEVINGEMPLOYEERETENTIONANDJOBSATISFACTIONINBANKINGSECTOROFPAKISTANJINTERNATIONALJOURNALOFHUMANRESOURCESTUDIES,2011,118997COMPENSATIONMANAGEMENTASTRATEGICCONDUITTOWARDSACHIEVINGEMPLOYEERETENTIONANDJOBSATISFACTIONINBANKINGSECTOROFPAKISTANKHANRI,ASLAMHD,LODHIIABSTRACTTHISPAPEREXPLORESSOMEBASICFACTSABOUTONEOFTHEVERYIMPORTANTASPECTOFHRMTHATISCOMPENSATIONMANAGEMENTANDHOWITAFFECTSTHEJOBSATISFACTIONANDEMPLOYEERETENTIONINBANKINGSECTOROFPAKISTANTHISPAPERSEEKSTOADDSOMECONTRIBUTIONTOWARDSTHECOMPENSATIONMANAGEMENTINTHEBANKINGSECTOROFPAKISTANRESEARCHERSHAVEANALYZEDTHESUCCESSFACTORSOFONEOFTHELEADINGBANKOFPAKISTANASACASESTUDYINCURRENTRESEARCHINORDERTOEXPLORETHELEADINGSATISFACTORYFACTORS,ISSUESANDCHALLENGESREGARDINGCOMPENSATIONPOLICYOFTHECASESTUDYBANKASAMPLEOF450EMPLOYEESOFCASESTUDYBANKHASBEENSELECTEDFORCURRENTRESEARCHUSINGQUESTIONNAIREANDINDEPTHINTERVIEWSASLEADINGTECHNIQUEOFDATACOLLECTIONRESEARCHREVEALSTHECHANGINGTRENDOFEMPLOYEESFROMFINANCIALREWARDSTONONFINANCIALREWARDSASWELLALONGWITHVARIOUSSUCCESSFACTORSBYWHICHBANKRETAINSITSEMPLOYEES,RESULTSHAVESHOWNTHATWORKOVERLOAD,LACKOFPRACTICALAPPROACHTOWARDSTRAININGANDSENIORITYORIENTEDINCENTIVEPLANSARESOMEOFTHEMAJORISSUESWHICHNEEDIMMEDIATEATTENTIONBYTHEADMINISTRATIONKEYWORDSCOMPENSATION,INCENTIVESANDBENEFITS,BANKERS,MOTIVATION,SATISFACTION1INTRODUCTIONHUMANRESOURCESARETHEMOSTPRECIOUSASSETSOFANYORGANIZATIONSTHEYARETHECORNERSTONEOFANYWORKINGPLACETHEYCARRYOUTEVERYDAYOPERATIONSINCLUDINGTHECUSTOMERDEALING,MANAGINGTHECASHFLOWS,RUNNINGTHEMACHINES,DECISIONMAKING,COUNSELINGOFTHEIRSUBORDINATES,ANDINCLUDINGMANYOTHERVITALFUNCTIONSOFTHEORGANIZATIONPEOPLEMAKEMACHINESANDPEOPLERUNMACHINESHENRYFORD,ANAMERICANINDUSTRIALISTPOINTEDOUTTHEIMPORTANCEOFHUMANRESOURCESBYSAYING“TAKEMYBUSINESS,BURNUPMYBUILDING,BUTGIVEMEMYPEOPLEAND3THEBANKINGSECTOROFTHEPAKISTANDOMINATESTHEFINANCIALSERVICESANDTHEIRPROMINENCEHASBECOMEMOREVISIBLEINLASTTENYEARSVARIOUSBANKSINPAKISTANHAVEDRAMATICALLYPROGRESSEDINTHEIRCAPACITY,SIZE,FINANCIALOUTCOMEANDSERVICEREPUTATIONCONSEQUENTLY,BANKINGSECTOROFPAKISTANHASOFFEREDEMPLOYMENTINVARIOUSDEPARTMENTSWITHREASONABLEPAYPACKAGESANDWORKINGENVIRONMENTWHEREEMPLOYEESPERFORMWITHTHEIRZEALANDZESTONEPROMINENTNAMEINBANKINGSECTOROFPAKISTANISOFHABIBBANKLIMITEDHBLHBLHASTHELARGESTCOMMERCIALBANKINGNETWORK,PROVIDINGTHEGROWTHANDESCALATIONOPPORTUNITIESTOITSEMPLOYEESTHEBANKHASANETWORKOFMORETHAN1450BRANCHESINPAKISTANANDOPERATESINMORETHAN55COUNTRIESITSHEADOFFICEISSITUATEDINKARACHI,PAKISTANWITHTHEINCREASINGCOMPETITION,THEEMPLOYEESOFHBLSTRIVEHARDTOPROVIDEHIGHQUALITYSERVICESTOITSCUSTOMERSHBLHADGOTTHEPAKISTANBESTBANKAWARDIN2008WHICHMOTIVATESTHERESEARCHERSTOCONDUCTINDEPTHCASESTUDYANALYSISOFCOMPENSATIONSYSTEMOFTHESAIDBANKASHBLISCONSIDEREDTOBEONEOFTHELEADINGBANKSINPAKISTANWHICHISCREATINGITSEMPLOYERBRANDIMAGEINPAKISTANIECONOMY,RESEARCHERSHAVEINVESTIGATEDTHECURRENTCOMPENSATIONMANAGEMENTSYSTEMALONGWITHITSISSUESANDCHALLENGESINPRESENTSTUDYTHEOBJECTIVESOFRESEARCHISTOANALYZEDIFFERENTCOMPENSATIONMANAGEMENTSYSTEMSBEINGIMPLEMENTEDINCASESTUDYBANKTOEXPLORETHECURRENTCHALLENGESANDISSUESREGARDINGCOMPENSATIONSYSTEMOFHBL2LITERATUREREVIEWONEOFTHEMOSTINTEGRALANDUTMOSTPARTOFTHEMANAGEMENTOFANYORGANIZATIONISTHECOMPENSATIONMANAGEMENTITISASYSTEMATICANDPERIODICAPPROACHTHROUGHWHICHEMPLOYEESAREBEINGREWARDEDFORTHEIREFFORTSWHICHTHEYINSETATTHEIRWORKPLACESCOMPENSATIONISCOMPRISEDOFWAGES,INCENTIVES,REWARDSANDOTHERBENEFITSGIVENTOTHEWORKERSTHEEMPLOYEESOF21STCENTURYWORKNOTONLYFORTHEMONETARYREWARDSBUTALSOFORSOMETHING“EXTRA”ANDINHUMANRESOURCEMANAGEMENTTHISISREFERREDTOAS“BENEFITS”REWARDSAREOFDIFFERENTTYPESDEPENDINGONTHEIRNATUREREWARDSHAVEBEENDISTINGUISHEDINTHEFOLLOWINGTYPES

簡介：字?jǐn)?shù)英文字?jǐn)?shù)英文27732773單詞，單詞，1629016290字符；中文字符；中文53535353漢字漢字出處出處CHARLESCHARLESGIBSONTHEGIBSONTHEMOSTMOSTEFFECTIVEEFFECTIVEDIGITALDIGITALMARKETINGMARKETINGSTRATEGIESSTRATEGIESANDANDAPPROACHESAPPROACHESAREVIEWREVIEWOFOFLITERATUREJINTERNATIONALLITERATUREJINTERNATIONALJOURNALJOURNALOFOFSCIENTIFICSCIENTIFICANDANDRESEARCHRESEARCHPUBLICATIONS2018,821216PUBLICATIONS2018,821216外文文獻(xiàn)外文文獻(xiàn)THEMOSTEFFECTIVEDIGITALMARKETINGSTRATEGIESANDAPPROACHESAREVIEWOFLITERATUREABSTRACTTHERISEINPOPULARITYOFORGANIZATIONSINTEGRATINGTECHNOLOGYINTOTHEIRMARKETINGSTRATEGY,DIRECTSATTENTIONTOTHENEEDFORANINDEPTHREVIEWOFDIGITALMARKETINGSTRATEGIESMAKINGASTRATEGICSHIFTTOCLIENTCENTEREDMARKETINGSTRATEGIES,PROVIDEBUSINESSESTHEOPPORTUNITYTOENGAGEINANEWERAOFINNOVATIVEMARKETINGPRACTICES,THATUSEDIGITALMARKETINGTOMEETTHEIRPRIMARYMARKETINGREQUIREMENTSALITERATUREREVIEWOFTHEMOSTEFFECTIVEDIGITALMARKETINGAPPROACHES,PROVIDECOMPANIESWITHVALUABLETOOLSTOTARGETALARGERAUDIENCE,USINGACOMBINATIONOFEMERGINGTECHNOLOGIESANDSOMEASPECTSOFTRADITIONALMARKETINGTHEPRESENTSTUDYPROVIDEDINDIVIDUALS,COMPANIES,ORGANIZATIONS,BUSINESSESANDRESEARCHERS,WITHDIGITALMARKETINGSTRATEGIESTOINCREASEVISIBILITYTOTHEIRTARGETMARKETINDEXTERMSMARKETING,BUSINESS,DIGITALMARKETING,ADVERTISING,INTERNETMARKETINGIINTRODUCTIONTHEIMPLEMENTATIONOFDIGITALMARKETINGINTOBUSINESSSTRATEGYHASBECOMEAMOREREGULARLYUSEDSTRATEGYGAIKWADKATE2016NOTEDTHATMARKETINGHASALWAYSBEENAROUNDZIMMER2017STATEDTHAT“MARKETINGISCONCERNEDWITHAAMARKETINGSTRATEGYTHATUSETECHNOLOGYTOENHANCEANORGANIZATION’SABILITYTOOBTAINMOREEXPOSURESTARTSWITHASOUNDSTRATEGYLONGO2016CONCURREDWITHTHESETHOUGHTSBYEXPRESSINGTHATSTRATEGYINDIGITALMARKETINGMUSTBEPRIORITIZEDTHEPRESIDENTOFEDVENTUREHOLDINGINC,ESTHERDYSAN,EXPLAINEDTHATTHEINTERNETISNOTJUSTANADDITIONALSALESORADVERTISINGMETHOD,BUTHASBECOMEATOOLTHATHASESSENTIALLYREVAMPEDTHEWAYTHATANORGANIZATIONDOESBUSINESSTHEPRESIDENTOFEDVENTUREDCONTINUEDTOEXPRESSTHATDIGITALIZATIONISPROJECTEDTOHAVEEXPONENTIALGROWTHINTHEFUTUREPATRUTIUBALTES,2016CLIENTFOCUSEDSTRATEGYMAXIMIZATIONOFORGANIZATIONTOCLIENTEXPOSUREMUSTBYAPRIMARYMARKETINGGOALOFANORGANIZATIONTHATSEEKSTOSUCCESSFULLYMAKECONTACTWITHPROSPECTIVECUSTOMERSPI?EIROOTEROMARTíNEZROLáN2016EXPLAINEDTHATTHETRADITIONALPRODUCTIONFOCUSEDPARADIGMWASCHALLENGEDSOMEYEARSLATERBYLAUTERBORN’SUSERCENTEREDMODELTHENEWMODELMADEASHIFTINFOCUSFROMTHEATTENTIONBEINGONPRODUCTIONTOTHEUSERTHETHOUGHTSREGARDINGUSERCENTEREDMARKETINGSTRATEGYISRESONATEDBYPATRUTIUBALTES2016,WHICHFURTHERELABORATEDONDIGITALMARKETING’SROLEINENSURINGTHATTHEFOCUSREMAINSONTHECONSUMERTHESCHOLAROFTHETRANSYLVANIAUNIVERSITYOFBRASOVVOICEDSIMILARCONCERNSOFTHOSEEXPRESSEDBYPI?EIROOTEROMARTíNEZROLáN2016,BYELUCIDATINGTHATTHEATTENTIONGIVENTOTHECUSTOMERESSENTIALLYHASBEEN“DETHRONED”BYEXCESSIVEFOCUSEDBEINGPLACEDONTHEPRODUCTIIPURPOSEINALITERATUREREVIEWCOMPOSEDBYERYIGIT2017,ANEEDFORFURTHERRESEARCHREGARDINGMARKETINGINSPECIFICAREASWASIDENTIFIEDTHEPURPOSEOFTHISPRESENTSTUDYISTOEXAMINEDIGITALMARKETING’SBESTPRACTICESTHISRESEARCHPAPERPROVIDEDAMOREINDEPTH,COMPREHENSIVEEXAMINATIONOFEFFECTIVEDIGITALMARKETINGSTRATEGIES

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簡介：INTERNATIONALJOURNALOFHUMANRESOURCESTUDIESISSN216230582011,VOL1,NO189WWWMACROTHINKORG/IJHRSCOMPENSATIONMANAGEMENTASTRATEGICCONDUITTOWARDSACHIEVINGEMPLOYEERETENTIONANDJOBSATISFACTIONINBANKINGSECTOROFPAKISTANRABIAINAMKHANCORRESPONDINGAUTHORRESEARCHASSOCIATE,HUMANRESOURCEMANAGEMENTACADEMICRESEARCHSOCIETYPAKISTANEMAILRABIAKHAN138LIVECOMHASSANDANIALASLAMLECTURER,FACULTYOFMANAGEMENTSCIENCES,THEISLAMIAUNIVERSITYOFBAHAWALPURPAKISTANEMAILHASSANDANIALIUBEDUPKIRFANLODHITRAININGADVISOR,HUMANRESOURCEMANAGEMENTACADEMICRESEARCHSOCIETYPAKISTANACCEPTEDAUGUST21,2011DOI105296/IJHRSV1I1809ABSTRACTTHISPAPEREXPLORESSOMEBASICFACTSABOUTONEOFTHEVERYIMPORTANTASPECTOFHRMTHATISCOMPENSATIONMANAGEMENTANDHOWITAFFECTSTHEJOBSATISFACTIONANDEMPLOYEERETENTIONINBANKINGSECTOROFPAKISTANTHISPAPERSEEKSTOADDSOMECONTRIBUTIONTOWARDSTHECOMPENSATIONMANAGEMENTINTHEBANKINGSECTOROFPAKISTANRESEARCHERSHAVEANALYZEDTHESUCCESSFACTORSOFONEOFTHELEADINGBANKOFPAKISTANASACASESTUDYINCURRENTRESEARCHINORDERTOEXPLORETHELEADINGSATISFACTORYFACTORS,ISSUESANDCHALLENGESREGARDINGCOMPENSATIONPOLICYOFTHECASESTUDYBANKASAMPLEOF450EMPLOYEESOFCASESTUDYBANKHASBEENSELECTEDFORCURRENTRESEARCHUSINGQUESTIONNAIREANDINDEPTHINTERVIEWSASLEADINGTECHNIQUEOFDATACOLLECTIONRESEARCHINTERNATIONALJOURNALOFHUMANRESOURCESTUDIESISSN216230582011,VOL1,NO191WWWMACROTHINKORG/IJHRSTHESTRENGTHOFANYFINANCIALSERVICEPROVIDINGCOMPANYALSODEPENDSONTHECONTENTMENTANDINSPIRATIONOFITSEMPLOYEESBANKSARETHEBIGGESTFINANCIALSERVICEPROVIDERSOFANYNATIONTHEBANKINGSECTOROFTHEPAKISTANDOMINATESTHEFINANCIALSERVICESANDTHEIRPROMINENCEHASBECOMEMOREVISIBLEINLASTTENYEARSVARIOUSBANKSINPAKISTANHAVEDRAMATICALLYPROGRESSEDINTHEIRCAPACITY,SIZE,FINANCIALOUTCOMEANDSERVICEREPUTATIONCONSEQUENTLY,BANKINGSECTOROFPAKISTANHASOFFEREDEMPLOYMENTINVARIOUSDEPARTMENTSWITHREASONABLEPAYPACKAGESANDWORKINGENVIRONMENTWHEREEMPLOYEESPERFORMWITHTHEIRZEALANDZESTONEPROMINENTNAMEINBANKINGSECTOROFPAKISTANISOFHABIBBANKLIMITEDHBLHBLHASTHELARGESTCOMMERCIALBANKINGNETWORK,PROVIDINGTHEGROWTHANDESCALATIONOPPORTUNITIESTOITSEMPLOYEESTHEBANKHASANETWORKOFMORETHAN1450BRANCHESINPAKISTANANDOPERATESINMORETHAN55COUNTRIESITSHEADOFFICEISSITUATEDINKARACHI,PAKISTANWITHTHEINCREASINGCOMPETITION,THEEMPLOYEESOFHBLSTRIVEHARDTOPROVIDEHIGHQUALITYSERVICESTOITSCUSTOMERSHBLHADGOTTHEPAKISTANBESTBANKAWARDIN2008WHICHMOTIVATESTHERESEARCHERSTOCONDUCTINDEPTHCASESTUDYANALYSISOFCOMPENSATIONSYSTEMOFTHESAIDBANKASHBLISCONSIDEREDTOBEONEOFTHELEADINGBANKSINPAKISTANWHICHISCREATINGITSEMPLOYERBRANDIMAGEINPAKISTANIECONOMY,RESEARCHERSHAVEINVESTIGATEDTHECURRENTCOMPENSATIONMANAGEMENTSYSTEMALONGWITHITSISSUESANDCHALLENGESINPRESENTSTUDYTHEOBJECTIVESOFRESEARCHIS?TOANALYZEDIFFERENTCOMPENSATIONMANAGEMENTSYSTEMSBEINGIMPLEMENTEDINCASESTUDYBANK?TOEXPLORETHECURRENTCHALLENGESANDISSUESREGARDINGCOMPENSATIONSYSTEMOFHBL2LITERATUREREVIEWONEOFTHEMOSTINTEGRALANDUTMOSTPARTOFTHEMANAGEMENTOFANYORGANIZATIONISTHECOMPENSATIONMANAGEMENTITISASYSTEMATICANDPERIODICAPPROACHTHROUGHWHICHEMPLOYEESAREBEINGREWARDEDFORTHEIREFFORTSWHICHTHEYINSETATTHEIRWORKPLACESCOMPENSATIONISCOMPRISEDOFWAGES,INCENTIVES,REWARDSANDOTHERBENEFITSGIVENTOTHEWORKERSTHEEMPLOYEESOF21STCENTURYWORKNOTONLYFORTHEMONETARYREWARDSBUTALSOFORSOMETHING“EXTRA”ANDINHUMANRESOURCEMANAGEMENTTHISISREFERREDTOAS“BENEFITS”REWARDSAREOFDIFFERENTTYPESDEPENDINGONTHEIRNATUREREWARDSHAVEBEENDISTINGUISHEDINTHEFOLLOWINGTYPES?INTRINSICVERSUSEXTRINSICREWARDS?FINANCIALVERSUSNONFINANCIALREWARDS?PERFORMANCEBASEDVERSUSMEMBERSHIPBASEDREWARDSINTRINSICREWARDSARETHOSETHATARESELFINITIATEDREWARDSTHESEREWARDSAREBASEDONTHESELFCONTENTMENTARISINGFROMTHEJOBITSELFINTRINSICREWARDSAREOFTENKNOWNASINTANGIBLEREWARDS,FOREXAMPLEBEINGPARTOFAGROUP,AFEELINGARISINGFROMACCOMPLISHMENTOFGOALSANDPRIDEANDSATISFACTIONARISINGFROMONE’SOWNWORKWHEREASEXTRINSICREWARDSARETHEBENEFITSPROVIDEDBYTHEMANAGERSALSOKNOWNASTANGIBLEREWARDSSUCHASSALARYINCREMENT,BONUS,SALESCOMMISSIONETCTHESEREWARDSINCLUDEMONETARYREWARDS,PROMOTIONSOFEMPLOYEESANDOTHERDIFFERENTKINDS