...Employee Recognition Program - write a 6-8 page double space describing recent trends around the issue. * Summary of key issues pertaining to the topic. * List strategies that are being implemented by organization and why. * Paper should be backed by substantial research which may include an interview with a manager at organization of more than 100 employees. * Paper should highlight the particular strategy you would implement as a manager and why. * The cover page and bibliography page does not count as a page. * Written Assignment/Oral Presentation will be presented in on April 1. I found a couple of websites: http://humanresources.about.com/od/rewardrecognition/a/recognition_ten.htm: Baudville (www.baudville.com) Crestline (www.crestline.com Awards Ideas Green Award – presented to an individual/team that has shown consistent initiative in making our company environmentally friendly. Safety Award – presented to an individual/team that has shown consistent efforts in safety across the board…driving, elevators, steps, hallways, studios, and offices. Environmental safety, removing hazards (products/chemicals) or any other measure of safety in your area. Innovation & Idea Submission Award – presented to an individual/team that is consistently coming up with new and innovative ways to improve upon the work of the department. Peer to Peer Award – presented to the individual who’s peers consistently praise their work. (if applicable) Rising...
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...A PROJECT REPORT ON “TALENT RETENTION AND EMPLOYEE ENGAGEMENT” FOR RING + AQUA A SUBSIDARY OF RAYMOND LTD. SUBMITTED TO UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION (MBA) SUBMITTED BY KAVITA M. PAWAR UNDER THE GUIDANCE OF PROF. AMOL KARE SIR VISVESVARAYA INSTITUTE OF TECHNOLOGY, CHINCHOLI, NASHIK- 422 101. 2012-2013 STUDENT’S DECLARATION I undersigned myself declare that, the project entitled, “ TALENT RETENTION AND EMPLOYEE ENGAGEMENT” is executed as per the course requirement of two year full time MBA program of University of Pune. This report has not been submitted by me or any other person to any other University or Institution for a degree or diploma course. This is my own and original work. Place: NASHIK Sign of student Date: Kavita M. Pawar ACKNOWLEDGEMENT A project can’t be said to be the work of an Individual. A project is a combination of views, ideas, suggestions & contribution of many people. I am extremely thankful to my project guide Prof. Amol Kare who gave me the opportunity to do this project on subject “A Study of Employee Engagement with Special Reference to Ring Plus Aqua Ltd; Sinnar” as a major part of curriculum. I wish to express my sincere gratitude to my Ring Plus Aqua Human Resources & engineering...
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...EFFECTIVENESS OF EMPLOYEE COUNSELING AT THE LOCAL GOVERNMENT UNIT OF DIFFUN, QUIRINO I. THE PROBLEM AND ITS BACKGROUND The Importance of Developing and Preserving Human Resources Counseling programs geared specifically for employees in or near their work settings have grown steadily in recent years in the Philippines, primarily because employers have come to recognize the importance of developing and preserving valuable human resources. Managers have begun to listen to the ideas of people like Peters and Waterman, whose best-selling book on corporate excellence exhorts, Treat people as adults. Treat them as partners: treat them with dignity; treat them with respect. Treat them - not capital spending and automation - as the primary source of productivity gains… In other words, if you want productivity and the financial reward that goes with it, you must treat your workers as your most important asset (1982). In general, counseling services for employees can be divided into two major categories, namely, those dealing with personal problems and those dealing with career development. The employee counseling programs that deal with personal problems will focus on employees’ mental and physical health and deal with personal problems that might, even indirectly, affect job performance. Those that deal with career development programs will use assessment, counseling, planning, and training to help individuals make and act on career decisions within the context of the organization’s...
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...handle the new demands of stress on the employee. Employers must be able to give solutions on how employees handle these stresses and still work with the same efficiencies. Characteristics of high-performance workplaces and organizations Traditional and High-Performance Organizational Differences High-performance organizations share many of the same characteristics and objectives. Open communication is one of the more important characteristics. In order for there to be trust and respect in the organization there must be open communication. Communication within departments and among the organizations clients and vendors ensures that no one will be left without the proper channels to obtain the information that the clients or vendors need (Team A Discussion, 2010). High-performance organizations have the necessary technology available to their employees to help them perform at a higher standard than the standards of the traditional organization (Team A Discussion, 2010). These advances may be anything from the proper computer programs, faster computers, or employing off-site technologies such as blackberries, for the employees to use. A good management skill is another characteristic that high-performance organizations share (Team A Discussion, 2010). Management has the power to employ the necessary skills in any department. Some of the skills may include characteristics such as flex schedules, employee empowerment, and group recognition (Team A Discussion,...
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...employers to protect the mental and physical health of their employees. Many provincial occupational health and safety acts have been expanded to include harm to psychological well-being in the definition of harassment. In jurisdictions that do not have explicit legislation dealing with psychological health in the workplace, the general duty clause would apply. The most important organizational factors that impact organizational health, the health of individual employees and the financial bottom line, including the way work is carried out and the context in which work occurs, are Psychological Support, Organizational Culture, Clear Leadership & Expectations, Civility & Respect, Psychological Job Fit, Growth & Development, Recognition & Reward, Involvement & Influence, Workload Management, Engagement, Balance, Psychological Protection, Protection of Physical Safety. Apart from the aforesaid factors, a key issue affecting an employee’s health is stress. Taber's Cyclopedic Medical Dictionary defines stress as "the result produced when a structure, system or organism is acted upon by forces that disrupt equilibrium or produce strain". In simpler terms, stress refers to potentially negative physical or mental tensions experienced by a person. A stressor is any event or situation that an individual perceives as a threat; precipitates either adaptation or the...
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...and assistance. The three factors in creating a low-fraud environment are; hiring honest people and providing fraud awareness training; creating a positive work environment; and providing an employee assistance program (EAP). Hiring honest people and providing fraud awareness training Although it is impossible for employers to completely barricade against recruiting fraudulent employees, there are still certain precautions an employer can adopt to detect symptom of potential fraud. For example, in Caterpillar’s case, their first and foremost action to take is to verify potential interviewees’ resumes and certifications. Grad School Hub Deducing from the statistics above, a large number of people are “stretching the truth” about their work experience and accomplishments. Some other companies have conceived various strategies to counter this, for example; using systems to detect credit debt of their potential employees; comparing fingerprints to identify any criminal records; in extreme cases, hiring of private investigators are also used to find out the background of the potential employee. Needless to say, training of interviewers to conduct skillful and comprehensive interviews are imperative. After recruitment, Caterpillar should also provide employees with a fraud awareness program that educates...
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...places as well. They also provide this service to families, groups or individuals. The most recent trends in counseling are through the internet and counseling in the community. These trends cover different parts of the community like business, career centers, religious organizations, and local neighborhood comprehensive health care centers. For instance, many organization provide counseling assistance through an employee assistance programs (EAP), employment enhancement programs (EEPs), career development counseling within the companies and outplacement counseling (EAPs). Employee assistance program were created with the purpose of helping employees who have alcohol problems. However, the service of these programs has been expanded to provide counseling to employees in regards interpersonal and personal family problems that may affect their job performance. Career counseling centers were created during the 1990s to help individuals to explore career opportunities and receive basic help on how to write a resume and prepare for an interview. These programs also provide counseling on how to manage the anxiety as a result of being unemployed. This type of counseling it is also beneficial on how to deal with the stress, asserting oneself and manage conflict at the workplace. Another type of counseling is the pastoral counseling centers. The American Association of...
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...options to positively impact the bottom line of their companies, improve employee morale, retain employees with valuable company knowledge, and keep pace with workplace trends. This article provides human resource professionals with an historical perspective, data and possible solutions—for organizations and employees alike—to work/life balance. Three factors—global competition, personal lives/family values, and an aging workforce— present challenges that exacerbate work/life balance. This article offers the perspective that human resource professionals can assist their companies to capitalize on these factors by using work/life initiatives to gain a competitive advantage in the marketplace. Work/Life Balance: Challenges and Solutions I n a society filled with conflicting responsibilities and commitments, work/life balance has become a predominant issue in the workplace. Three major factors contribute to the interest in, and the importance of, serious consideration of work/life balance: 1) global competition; 2) renewed interest in personal lives/ family values; and 3) an aging workforce. Research suggests that forward-thinking human resource professionals seeking innovative ways to augment their organization’s competitive advantage in the marketplace may find that work/life balance challenges offer a win-win solution. began to offer work/life programs. While the first wave of these programs were primarily to support women...
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...MEMORANDUM DATE: November 29, 2010 TO: James Martin, Director of Human Resources FROM: Name, Assistant Director of Human Resources SUBJECT: Wellness Program Recommendations for Technicraft, Inc. Attached is the report on the implementation of corporate wellness programs. Due to rising health benefit costs and a rising number of health benefit claims, you requested that I investigate the implementation of corporate wellness programs as a way to reduce company costs. In order to determine whether it would be possible to improve employee health and lifestyle habits, while also cutting company costs, I analyzed the results that several companies had after launching their own wellness programs. I also considered and researched the potential disadvantages of implementing a wellness program. After a thorough investigation of all of these factors, I recommend that Technicraft, Inc. implement a corporate wellness program in order to improve employee health and productivity and reduce or stabilize company health benefit costs. I have enjoyed researching this topic and would like to meet with you to discuss my recommendation. I will call you early next week in order to schedule a meeting time or you may contact me at extension 5555. WELLNESS PROGRAM RECCOMMENDATIONS FOR TECHNICRAFT, INC. Prepared for James Martin, Director of Human Resources Technicraft, Inc. 4501 West 92nd Street Indianapolis, IN 46260 Prepared by Name, Assistant Director of Human...
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...the factors of burnout as well as methods that can prevent burnout. Burnout can be physical, mental, or emotional problem that an employee can experience when under stress at their job (Lewis, Packard, & Lewis, 2007). This does not just go for the employee but this can also been seen in the supervisors, managers, and owners. There are behavioral signs and symptoms of burnout. There are some physical signs that you can look for such as the person looking drained, fatigued, physical complaints, and frequent absences (Smith, Jaffe-Gill, Segal, & Segal, 2008). Some emotional signs that a person may notice are helplesness, decreased satisfications, feeling of failure, and detachment (Smith, Jaffe-Gill, Segal, & Segal, 2008). Behavioral signs that a person may notice are isolation, use of food and or drugs, procrastination, abusing alcohol to cope with work, and increased absences (Smith, Jaffe-Gill, Segal, & Segal, 2008). When one is showing signs of burnout out this may be because of lack of social support, cultural, supervisory, organizational, and a combination of these. The things that may make burnout worse id high demands, high emotional demands, high work place, low meaning of work, and high role conflict. When trying to prevent burnout you first need to figure out the type of burnout one is experiencing. When noticing that an employee is suffering burnout because of same project daily,...
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...Over the years stress and anxiety management has become a big factor or part in our lives and how we cope with it on a daily basis can be really challenging. Some people believe that stress and anxiety is the same thing, unfortunately these individuals are wrong. Stress can be caused in several different ways that can be controlled from changing your everyday activities or actions. On the other hand anxiety is usually once you allow stress to overcome your life and your work and it has to be taken care of by a specialist or in worst cases medication. Furthermore today’s number one cause for stress and anxiety is work; our jobs can cause a great deal of stress. (Anxiety vs. Stress: What's The Difference?) There are several factors in the work force that can cause stress. Having an overload of work, making you feel as if you will never see the end of the work, or that working 10-12 hours a day is not making a dent in it. Another cause of stress at work could be time, if you have to work to an unrealistic schedule, this too can cause stress. Stress and anxiety can have different levels depending on what factors impact our lives. According to the American Institute of Stress “There are numerous emotional and physical disorders that have been linked to stress including depression, anxiety, heart attacks.” (Stress Effects ) Every organization should make reducing job stress a priority. Some managers think that it’s not their job to help the employees reduce their stress but...
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...NEW EMPLOYEE INFORMATION GRANTS OFFICE PERSONNEL Heather Brien, Program Manager 301 University Blvd. Galveston, TX 77555‐0737 hebrien@utmb.edu Location: 6.136 McCullough Tel: 409-747-7333 (x77333) Fax: 409-772-0088 • Oversees grants portfolio, clinical trials and associated staff Lydia Cervantes, Business Coordinator 301 University Blvd. Galveston, TX 77555‐0737 lycervan@utmb.edu Location: 6.136 McCullough Tel: 409-747-7327 (x77327) Fax: 409-772-0088 • Responsible for lab ordering, grants database data entry, personnel sourcing Kelly Lee, Grants Administrator (part-time) 301 University Blvd. Galveston, TX 77555‐0737 klee@utmb.edu Location: 6.136 McCullough Tel: 409-772-3684 (x23684) Fax: 409-772-0088 • Responsible for oversight of grants database upgrades, assists with grants submissions, database quality control Vacant, Grants & Contracts Specialist III 301 University Blvd. Galveston, TX 77555‐0737 pmmangah@utmb.edu Location: 6.136 McCullough Tel: Fax: 409-772-0088 • Responsible for grant submissions, grants database, managing accounts and activities Kirti Singh, MBA, Senior Clinical Research Coordinator 301 University Blvd. Galveston, TX 77555‐0737 kisingh@utmb.edu Location: 6.136 McCullough Tel: 409-772-5662 (x25662) Fax: 409-772-0088 • Responsible for leading clinical research activities, regulatory management, daily study activities JOB-SPECIFIC 1) Monthly Clinical Research Coordinator Meetings: http://research.utmb.edu/Education/clincord...
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...Sample Report A Formal Report Sample Reports A FORMAL REPORT THE EFFECTS OF STRESS ON BUSINESS EMPLOYEES AND PROGRAMS OFFERED BY EMPLOYERS TO MANAGE EMPLOYEE STRESS Prepared for Dr. Robert J. Olney Southwest Texas State University Prepared by Charles Dishinger Nancy Howard Bill Kiagler Sherry Seabrooke Donna Tucker November 29, 20-- S-29 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports ii TABLE OF CONTENTS Page LIST OF TABLES……………………………………………………………………… ………. LIST OF FIGURES……………………………………………………………………… ……… ABSTRACT…………………………………………………………………… ………………... SECTION I INTRODUCTION TO THE STUDY………………………………………………….. Introduction…………………………………………………… ……………... Statement of the Problem…………………………………………………….. Significance of the Study…………………………………………………….. Scope of the Study…………………………………………………………… Review of Related Literature………………………………………………… Methods of the Study………………………………………………………… Source of Data…………………………………………………… …. l iii iv v 1 1 1 1 1 2 2 3 3 4 4 4 6 6 6 6 7 8 9 10 11 S-30 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports iii LIST OF TABLES Table 1. Programs Offered by Employers to Manage Stress ........…………………………………… Page 8 S-31 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports iv LIST OF FIGURES Figure 1. Age Distribution of Respondents .......................……………………………………………. 2. Negative Effects of Stress on Work Performance...
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...“The Drinking World” Deborah Pagel Kaplan University “The Drinking World” l. Introduction A).Workers under the influence. B). Identifying the risks C).Factors In Employee Drinking D) Solutions and Statistics ll. Alcohol in the workplace has become a problem for many businesses. A).Problem areas that workers have under the influence B) Cause and effects being under the influence. C). EAP Employee Assistance Program. lll. Why do we work under the influence? A). Disciplinary procedures, accidents, death, poor decision making B) Sleeping on the job, loss of production, hang over effect, stress C). How EAP can help the employee and the worker under the influence. llll. Random testing A) Protecting the employers assets B) Approaching the worker under the influence C) Information and educational training lV.Conclusion Businesses today need to realize that there is a growing problem with alcohol and substance abuse in the work place. In the business world today there is a very common problem that occurs with workers in the work place. Alcohol and substance abuse. You wouldn’t think that this is a serious problem, but do you know if the person that’s working next to you is under the influence? Drinking among workers can threaten public safety, impair your job performance and also cause injury to yourself or others. Absenteeism, lost production...
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...The Human Resource Department of Atain Insurance Company (The Company) is requesting a proposal to its Board of Directors to implement an Employee Assistance Program (EAP). The EAP will be offered as part of our comprehensive benefit package to all of its employees and their qualified dependents. An EAP is a confidential counseling service, paid for by the employer that is designed to help employees and family members who have personal problems as well as work problems that can interfere with their work and family life (Attridge, 2010). Employees and family members will be eligible to receive free counseling for (Attridge, 2010): • Stress • Alcohol and drug problems • Legal and financial problems • Emotional problems • Child/Elder care • Grief and traumatic events The objective of the EAP will be to (Attridge, 2010): • Reduce cost of medical benefits • Reduce turnover • Reduce absenteeism • Increase productivity • Improve efficiency • Reduce lost-time accidents • Increase overall wellness of employees We propose to contract this service out to an outside vendor that will be more qualified to handle the counseling. Benefits, implementation and costs of this program will be thoroughly presented within this proposal. Scope What the company would like to accomplish with implementing an Employee Assistance Program is to protect the health and safety of our workforce; attract and maintain talent; and achieve positive financial performance (Christe,...
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