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	<title>MBA Tutorials</title>
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	<link>http://www.mba-tutorials.com</link>
	<description>Best Source of Free Business Management Tutorials</description>
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			<item>
		<title>Market Penetration Strategy</title>
		<link>http://www.mba-tutorials.com/strategy/522-market-penetration-strategy.html</link>
		<comments>http://www.mba-tutorials.com/strategy/522-market-penetration-strategy.html#comments</comments>
		<pubDate>Mon, 08 Mar 2010 21:09:48 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Strategy]]></category>
		<category><![CDATA[market penetration]]></category>
		<category><![CDATA[market penetration conditions]]></category>
		<category><![CDATA[market penetration defination]]></category>
		<category><![CDATA[market penetration examples]]></category>
		<category><![CDATA[Market penetration strategy]]></category>
		<category><![CDATA[Market share increasing strategy]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=522</guid>
		<description><![CDATA[A market penetration strategy seeks to increase market share of the current product or services in the existing market. This strategy adopted by the firms to raise their sales revenue without making changes in the products or services. The other dimension of market penetration is the existing market which means firm already offering products or [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Strategic Role of HRM During Recession</title>
		<link>http://www.mba-tutorials.com/human-resource-management/508-strategic-role-of-hrm-during-recession.html</link>
		<comments>http://www.mba-tutorials.com/human-resource-management/508-strategic-role-of-hrm-during-recession.html#comments</comments>
		<pubDate>Fri, 26 Feb 2010 03:21:40 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[HRM in recession]]></category>
		<category><![CDATA[HRM role in recession]]></category>
		<category><![CDATA[HRM strategic role during recession]]></category>
		<category><![CDATA[HRM strategic role in recession]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=508</guid>
		<description><![CDATA[HRM is a strategic approach of managing the most valuable assets of any Organization, most important asset of any organization are those individuals who contribute or work for achieving the business objectives set by organizations. There are different terms which replaced HRM with the passage of time in managing the peoples in an organization i.e. [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Employee Training and Development</title>
		<link>http://www.mba-tutorials.com/human-resource-management/505-employee-training-and-development.html</link>
		<comments>http://www.mba-tutorials.com/human-resource-management/505-employee-training-and-development.html#comments</comments>
		<pubDate>Sun, 21 Feb 2010 15:39:22 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[Employee Development]]></category>
		<category><![CDATA[Employee Training]]></category>
		<category><![CDATA[Employee Training and Development]]></category>
		<category><![CDATA[Employee Training tutorial]]></category>
		<category><![CDATA[HRM tutorials]]></category>
		<category><![CDATA[Job rotation]]></category>
		<category><![CDATA[Purpose of Training and Development]]></category>
		<category><![CDATA[Training Goals]]></category>
		<category><![CDATA[Training Methods]]></category>
		<category><![CDATA[Training Needs]]></category>
		<category><![CDATA[Training objectives]]></category>
		<category><![CDATA[Training Process]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=505</guid>
		<description><![CDATA[Employee training and development is part of the field of human resource management. It is concerned with activities related to the management of an organization, its aim is to better the performance of groups and individuals in an organizational setting. Employee training and development is known by many names, including human resource development, employee development [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Working Capital or Net Working Capital</title>
		<link>http://www.mba-tutorials.com/finance/501-working-capital-or-net-working-capital.html</link>
		<comments>http://www.mba-tutorials.com/finance/501-working-capital-or-net-working-capital.html#comments</comments>
		<pubDate>Wed, 17 Feb 2010 19:38:12 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Finance]]></category>
		<category><![CDATA[net working capital]]></category>
		<category><![CDATA[net working capital formula]]></category>
		<category><![CDATA[working capital]]></category>
		<category><![CDATA[working capital formula]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=501</guid>
		<description><![CDATA[Working capital or net working determine the operational efficiency and ability of the company to pay its short term obligation. The value of working capital is equal to current assets minus current liabilities as mentioned below.

Working Capital or Net Working Capital  = Current Assets – Current Liabilities 

Increase in working capital value show positive indication [...]]]></description>
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		<item>
		<title>Quick Ratio or Acid Test Ratio</title>
		<link>http://www.mba-tutorials.com/finance/498-quick-ratio-or-acid-test-ratio.html</link>
		<comments>http://www.mba-tutorials.com/finance/498-quick-ratio-or-acid-test-ratio.html#comments</comments>
		<pubDate>Mon, 15 Feb 2010 18:52:55 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Finance]]></category>
		<category><![CDATA[acid ratio]]></category>
		<category><![CDATA[acid ratio analysis]]></category>
		<category><![CDATA[financial analysis]]></category>
		<category><![CDATA[financial ratios]]></category>
		<category><![CDATA[liquidity ratio]]></category>
		<category><![CDATA[quick ratio]]></category>
		<category><![CDATA[quick ratio analysis]]></category>
		<category><![CDATA[quick ratio formula]]></category>
		<category><![CDATA[quick ration defination]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=498</guid>
		<description><![CDATA[A quick ratio or acid ratio determine the company ability to meet its short term obligation by converting current assets into cash at short period of time of one month. The need of quick ratio arise to measure the liquidity of the company more accurately by eliminating the some current assets from current assets as [...]]]></description>
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		<item>
		<title>Employee Relations</title>
		<link>http://www.mba-tutorials.com/human-resource-management/494-employee-relations.html</link>
		<comments>http://www.mba-tutorials.com/human-resource-management/494-employee-relations.html#comments</comments>
		<pubDate>Thu, 11 Feb 2010 18:27:25 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[Employee engagement]]></category>
		<category><![CDATA[Employee Relation]]></category>
		<category><![CDATA[Employee Relations]]></category>
		<category><![CDATA[employee relations competencies]]></category>
		<category><![CDATA[Employee Relations defination]]></category>
		<category><![CDATA[employee relations to employers]]></category>
		<category><![CDATA[Managing workplace conflict]]></category>
		<category><![CDATA[Value of employee relations]]></category>
		<category><![CDATA[what is Employee Relations]]></category>
		<category><![CDATA[workplace conflict]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=494</guid>
		<description><![CDATA[The term employee relations was actually conceived as a replacement for the term industrial relations, but its exact meaning in today’s workplace needs to be clarified. “Employee relations basically involves the body of work concerned with maintaining employee-employer relation, which contributes to satisfactory productivity, increase in employee morale and motivation.” So, in essence employee relation [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Employee Rewards</title>
		<link>http://www.mba-tutorials.com/human-resource-management/493-employee-rewards.html</link>
		<comments>http://www.mba-tutorials.com/human-resource-management/493-employee-rewards.html#comments</comments>
		<pubDate>Thu, 11 Feb 2010 18:22:52 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[Advantages of employee rewards]]></category>
		<category><![CDATA[benefits of employee rewards]]></category>
		<category><![CDATA[Employee advantages]]></category>
		<category><![CDATA[Employee Rewards]]></category>
		<category><![CDATA[Employee Rewards defination]]></category>
		<category><![CDATA[incentive theory of motivation]]></category>
		<category><![CDATA[money as employee reward]]></category>
		<category><![CDATA[what is Employee Rewards]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=493</guid>
		<description><![CDATA[Recognition and rewards are powerful tools of motivation and performance improvement in employees. Rewards can be of two different kinds, monetary and non-monetary. Monetary awards have known to bring about more motivation in employees than non-monetary awards; however recent studies beg to differ. Rewards and recognition usually have direct cost associated to them, for instance [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<item>
		<title>Job Analysis</title>
		<link>http://www.mba-tutorials.com/human-resource-management/490-job-analysis.html</link>
		<comments>http://www.mba-tutorials.com/human-resource-management/490-job-analysis.html#comments</comments>
		<pubDate>Wed, 10 Feb 2010 19:25:26 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[application of Job Analysis]]></category>
		<category><![CDATA[job analysis]]></category>
		<category><![CDATA[job analysis article]]></category>
		<category><![CDATA[job analysis defination]]></category>
		<category><![CDATA[job analysis description]]></category>
		<category><![CDATA[job analysis methods]]></category>
		<category><![CDATA[job analysis tutorial]]></category>
		<category><![CDATA[problems in job analysis]]></category>
		<category><![CDATA[purpose of job analysis]]></category>
		<category><![CDATA[what is job analysis]]></category>
		<category><![CDATA[work oriented methods]]></category>
		<category><![CDATA[worker oriented methods]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=490</guid>
		<description><![CDATA[Job analysis is the process which uses a variety of methods to analyze the requirements of a job. It identifies and determines in detail specific duties in a particular job, its requirements and the relative importance of these duties for it. One of the important concepts about job analysis is that, the analysis conducted is [...]]]></description>
		<wfw:commentRss>http://www.mba-tutorials.com/human-resource-management/490-job-analysis.html/feed</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>SHRM &#8211; Strategic Human Resource Management</title>
		<link>http://www.mba-tutorials.com/human-resource-management/487-shrm-strategic-human-resource-management.html</link>
		<comments>http://www.mba-tutorials.com/human-resource-management/487-shrm-strategic-human-resource-management.html#comments</comments>
		<pubDate>Tue, 09 Feb 2010 17:22:37 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[Business strategy and SHRM]]></category>
		<category><![CDATA[concept of SHRM]]></category>
		<category><![CDATA[Development in SHRM]]></category>
		<category><![CDATA[features of SHRM]]></category>
		<category><![CDATA[Free SHRM notes]]></category>
		<category><![CDATA[HRM and SHRM]]></category>
		<category><![CDATA[HRM strategic]]></category>
		<category><![CDATA[HRM tutorials]]></category>
		<category><![CDATA[human capital management]]></category>
		<category><![CDATA[Key features of SHRM]]></category>
		<category><![CDATA[shrm]]></category>
		<category><![CDATA[SHRM and HCM]]></category>
		<category><![CDATA[SHRM article]]></category>
		<category><![CDATA[SHRM defination]]></category>
		<category><![CDATA[SHRM tutorial]]></category>
		<category><![CDATA[strategic HRM]]></category>
		<category><![CDATA[what is SHRM]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=487</guid>
		<description><![CDATA[Strategic human resource management or SHRM is a branch of HRM. It emerged from the discipline of human resource management and is a fairly new field. Strategic HRM is defined as “the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation and [...]]]></description>
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		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>Recruitment</title>
		<link>http://www.mba-tutorials.com/human-resource-management/483-recruitment.html</link>
		<comments>http://www.mba-tutorials.com/human-resource-management/483-recruitment.html#comments</comments>
		<pubDate>Mon, 01 Feb 2010 19:02:40 +0000</pubDate>
		<dc:creator>Adam</dc:creator>
				<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[Headhunters]]></category>
		<category><![CDATA[HR Recruitment]]></category>
		<category><![CDATA[In-house recruiters]]></category>
		<category><![CDATA[Internet Recruitment]]></category>
		<category><![CDATA[process of recruiting]]></category>
		<category><![CDATA[Process of Recruitment]]></category>
		<category><![CDATA[recruiting phase]]></category>
		<category><![CDATA[Recruitment]]></category>
		<category><![CDATA[Recruitment sources]]></category>
		<category><![CDATA[Sourcing firms]]></category>
		<category><![CDATA[Traditional agency]]></category>
		<category><![CDATA[what is Recruitment]]></category>

		<guid isPermaLink="false">http://www.mba-tutorials.com/?p=483</guid>
		<description><![CDATA[Recruitment refers to the process of finding candidates for a particular cause mainly jobs, army. It involves selecting and screening qualified persons for a particular job at an organization. Large sized organizations usually use professional recruiting companies or outsource the process of recruiting candidates for them. These candidates are selected on the basis of interviews [...]]]></description>
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