Visa Inc. (pronunciation: /ˈviːzə/; NYSE: V) is a global payments technology company headquartered in San Francisco, California. It facilitates electronic funds transfers throughout the world, most commonly through Visa-branded credit card and debit cards.[3] Visa does not issue cards, extend credit or set rates and fees for consumers; rather, Visa provides financial institutions with Visa-branded payment products that they then use to offer credit, debit, prepaid and cash-access programs to their customers. In 2008, according to The Nilson Report, Visa held a 38.3% market share of the credit card marketplace and 60.7% of the debit card marketplace in the United States.[4] In 2009, Visa’s global network (known as VisaNet) processed 62 billion transactions with a total volume of $4.4 trillion.[5][6]

Visa has operations across Asia-Pacific, North America, Central and South America, Caribbean, Central and Eastern Europe, Africa and Middle East. Visa Europe is a separate membership entity that is an exclusive licensee of Visa Inc.'s trademarks and technology in the European region, issuing cards such as Visa Debit.

mployee Training and Development:

Training and development opportunities at PM have played a significant role in spreading the word in the general media in order to build its image as an employer that develops and rewards its people. Training and development opportunities have also had a major impact on potential applicants by providing them directly with job specific information on the excellent training, learning and development opportunities being offered by PM.

The absolute commitment to excellence and growth is reflected in the way PM do business, in their dynamic work environments, and in the following principles that guide their approach to employee development. Philip Morris USA:

* Utilize job assignments to drive both business and employee growth;
* Develop their people based on company-wide standards;
* Know their people, their capabilities and aspirations;
* Provide development on a career-long, company-wide basis;
* Provide feedback and rewards to reinforce performance and development; and
* Hold managers accountable for the vitality, diversity and depth of their workforce.

These principles - a component of their business strategy - form the foundation of their people development efforts, which are designed to serve the changing needs of their employees throughout their entire careers. The result is an organization of talented, engaged and committed employees who rank among the world's top business professionals.

A mission and a set of core values guide Philip Morris USA, including a passion to succeed. PM USA believes in developing the leadership potential of their employees, providing them with opportunities for training, development and advancement. Philip Morris believes in providing and supporting training, and expanding employees' work experience on an ongoing basis. PM USA uses a vestibule-training program so that training can be imparted to employees without disrupting normal operations.

For training programs, the organization continually broadens their employees' knowledge and skills through hands-on experience and by promoting many forms of training such as, classroom instructions, lectures, presentations, case study analysis, etc. Employees from various functions are sent to different training sessions throughout the year.

Compensation:

PM USA employees enjoy competitive salaries and a generous package of benefits that has been named #1 by Money magazine in 1999, 2000 and 2001. Attractive salaries are one of the key strengths of Philip Morris USA.

“The areas where we feel we are particularly strong are our career development programs, our competitive salaries and benefits, and the challenging working environment we provide.”

(Senior Vice President HR)

Philip Morris USA offers a competitive base salary commensurate with experience and educational background. Philip Morris USA aims to provide market competitive rewards to their employees through a structure, which addresses the needs for flexibility, personalization, empowerment and commitment. The key components of this philosophy are:

* Total compensation approach
* Pay for performance
* Annual performance and salary reviews

PM USA rewards employees for good performance, skills and competence development and for overall company success. These rewards come in a variety of ways, including regular salary, various kinds of incentives, bonuses, career advancement opportunities and other kinds of benefits mentioned earlier.

The compensation plan includes

· Annual Incentive Awards

· Long Term Performance Awards

· Stock Options

· Stock Appreciation Rights



Recruitment and Selection at Philip Morris USA:

Philip Morris USA recruits around the world. It actively participates in university recruitment fairs, independently run recruitment events, and specialist events such as IT job fairs.



It runs Want Ads that attract potential employees, these ads describe the job its benefits and the organization in detail to the potential applicants. Job openings are also posted on the Internet. Having an online presence has presented an opportunity to attract talented applicants providing PM USA with a large pool of applicants to choose from.



PM USA intends to be the employer of choice, both in attracting new high caliber recruits, and in retaining their existing people. To do this, it offers an employment package that is attractive and meets the diverse requirements of the talented people that it needs to ensure Philip Morris continued success.






PROCESS OF JOB ANALYSIS

I. Planning the Job Analysis

A. Identify objectives of job analysis.
B. Obtain top management support.

II. Preparing and Communicating the Job Analysis

A. Identify jobs and methodology.
B. Review existing job documentation.
C. Communicate process to managers and employees

III. Conducting the Job Analysis

A. Gather job analysis data.
B. Review and compile data.



IV. Developing Job Descriptions and Job Specifications

A. Draft job descriptions and specifications.
B. Review drafts with managers and employees.
C. Identify recommendations.
D. Finalize job descriptions and recommendations.

V. Maintaining and Updating Job Descriptions and Job Specifications

A. Update job descriptions and specifications as organization changes.
B. Periodically review all jobs.





Human Resource Planning



Human Resource Planning is the process of anticipating and carrying out the movement of people into within and out of the organization. Human resources planning is done to achieve the optimum use of human resources and to have the correct number and types of employees needed to meet organizational goals.

Uses of HRP

- Improve the utilization of human resources.
- Match human resource related activities and future organizations objectives effectively.
- Achieve economies in hiring new workers.
- Coordination between various HR programs such a employment equity plan and hiring needs.
 
Last edited:

jamescord

MP Guru
Visa Inc. (pronunciation: /ˈviːzə/; NYSE: V) is a global payments technology company headquartered in San Francisco, California. It facilitates electronic funds transfers throughout the world, most commonly through Visa-branded credit card and debit cards.[3] Visa does not issue cards, extend credit or set rates and fees for consumers; rather, Visa provides financial institutions with Visa-branded payment products that they then use to offer credit, debit, prepaid and cash-access programs to their customers. In 2008, according to The Nilson Report, Visa held a 38.3% market share of the credit card marketplace and 60.7% of the debit card marketplace in the United States.[4] In 2009, Visa’s global network (known as VisaNet) processed 62 billion transactions with a total volume of $4.4 trillion.[5][6]

Visa has operations across Asia-Pacific, North America, Central and South America, Caribbean, Central and Eastern Europe, Africa and Middle East. Visa Europe is a separate membership entity that is an exclusive licensee of Visa Inc.'s trademarks and technology in the European region, issuing cards such as Visa Debit.

mployee Training and Development:

Training and development opportunities at PM have played a significant role in spreading the word in the general media in order to build its image as an employer that develops and rewards its people. Training and development opportunities have also had a major impact on potential applicants by providing them directly with job specific information on the excellent training, learning and development opportunities being offered by PM.

The absolute commitment to excellence and growth is reflected in the way PM do business, in their dynamic work environments, and in the following principles that guide their approach to employee development. Philip Morris USA:

* Utilize job assignments to drive both business and employee growth;
* Develop their people based on company-wide standards;
* Know their people, their capabilities and aspirations;
* Provide development on a career-long, company-wide basis;
* Provide feedback and rewards to reinforce performance and development; and
* Hold managers accountable for the vitality, diversity and depth of their workforce.

These principles - a component of their business strategy - form the foundation of their people development efforts, which are designed to serve the changing needs of their employees throughout their entire careers. The result is an organization of talented, engaged and committed employees who rank among the world's top business professionals.

A mission and a set of core values guide Philip Morris USA, including a passion to succeed. PM USA believes in developing the leadership potential of their employees, providing them with opportunities for training, development and advancement. Philip Morris believes in providing and supporting training, and expanding employees' work experience on an ongoing basis. PM USA uses a vestibule-training program so that training can be imparted to employees without disrupting normal operations.

For training programs, the organization continually broadens their employees' knowledge and skills through hands-on experience and by promoting many forms of training such as, classroom instructions, lectures, presentations, case study analysis, etc. Employees from various functions are sent to different training sessions throughout the year.

Compensation:

PM USA employees enjoy competitive salaries and a generous package of benefits that has been named #1 by Money magazine in 1999, 2000 and 2001. Attractive salaries are one of the key strengths of Philip Morris USA.

“The areas where we feel we are particularly strong are our career development programs, our competitive salaries and benefits, and the challenging working environment we provide.”

(Senior Vice President HR)

Philip Morris USA offers a competitive base salary commensurate with experience and educational background. Philip Morris USA aims to provide market competitive rewards to their employees through a structure, which addresses the needs for flexibility, personalization, empowerment and commitment. The key components of this philosophy are:

* Total compensation approach
* Pay for performance
* Annual performance and salary reviews

PM USA rewards employees for good performance, skills and competence development and for overall company success. These rewards come in a variety of ways, including regular salary, various kinds of incentives, bonuses, career advancement opportunities and other kinds of benefits mentioned earlier.

The compensation plan includes

· Annual Incentive Awards

· Long Term Performance Awards

· Stock Options

· Stock Appreciation Rights



Recruitment and Selection at Philip Morris USA:

Philip Morris USA recruits around the world. It actively participates in university recruitment fairs, independently run recruitment events, and specialist events such as IT job fairs.



It runs Want Ads that attract potential employees, these ads describe the job its benefits and the organization in detail to the potential applicants. Job openings are also posted on the Internet. Having an online presence has presented an opportunity to attract talented applicants providing PM USA with a large pool of applicants to choose from.



PM USA intends to be the employer of choice, both in attracting new high caliber recruits, and in retaining their existing people. To do this, it offers an employment package that is attractive and meets the diverse requirements of the talented people that it needs to ensure Philip Morris continued success.






PROCESS OF JOB ANALYSIS

I. Planning the Job Analysis

A. Identify objectives of job analysis.
B. Obtain top management support.

II. Preparing and Communicating the Job Analysis

A. Identify jobs and methodology.
B. Review existing job documentation.
C. Communicate process to managers and employees

III. Conducting the Job Analysis

A. Gather job analysis data.
B. Review and compile data.



IV. Developing Job Descriptions and Job Specifications

A. Draft job descriptions and specifications.
B. Review drafts with managers and employees.
C. Identify recommendations.
D. Finalize job descriptions and recommendations.

V. Maintaining and Updating Job Descriptions and Job Specifications

A. Update job descriptions and specifications as organization changes.
B. Periodically review all jobs.





Human Resource Planning



Human Resource Planning is the process of anticipating and carrying out the movement of people into within and out of the organization. Human resources planning is done to achieve the optimum use of human resources and to have the correct number and types of employees needed to meet organizational goals.

Uses of HRP

- Improve the utilization of human resources.
- Match human resource related activities and future organizations objectives effectively.
- Achieve economies in hiring new workers.
- Coordination between various HR programs such a employment equity plan and hiring needs.

hello netra,

Please check attachment for Operating Responsibly at Visa Inc, so please download and check it.
 

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