...chose within the organization. The data to use for the study shall be collected through the help of questionnaire and will be evaluated with the help of statistical tools. The research findings will show a noticeable effect of the performance appraisal on the organization as well as on the Individual. STATEMENT OF THE PROBLEM All organization faces the problem of directing the energies of their staff to the task of achieving business goals and objectives. In doing so, organization need to develop means to influence and channel the behaviors of their employees to optimize their contributions. Performance appraisals constitute one of the major management tools employed in this process. Various strategies had been effectively used for the employee...
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...study is to build an understanding regarding the impact of employee compensation on their job satisfaction and employee’s organizational commitment among Pakistani university teachers. Enhancing organizational commitment among the faculty members is an essential element because that will eventually result in their higher employee commitment, enhancing retention and they will perform better. By identifying the impact of employee compensation in educational sector will help organizations to foster organizational commitment and enhance their satisfaction level among faculty members. This study also aims to develop a course of action for university’s administration to come up with practices which would enable them to attract and retain top level faculty at their institutions. A study conducted by Peril and Promise (2000) stated that Pakistan is a developing nation and for them education is of great importance. Their education sector is facing many problems of them if the quality of faculty. According to Lee (2004) one of the major reasons of lack of commitment and turnover of teachers could be compensation that is being offered. Research Objectives Objectives of this study are as follows: 1. To explore and analyze the employee compensation, organizational commitment (Affective, normative and continuous commitment) and Job Satisfaction in Educational Sector of Pakistan. 2. To explore the extent of association among employee compensation, organizational commitment (Affective, normative...
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...essed September 2004. Business in the Community (2003) Responsibility: Driving Innovation, Inspiring Employees, Fastforward Research, from http://www.bitc,org. uk/resources/publications/ffwd03. html – accessed September 2004. Business in the Community (2004) Accrediting Employee Volunteering: Using volunteering plus to add value to your employee volunteering programmes, Available online at http://www.bitc.org.uk/programmes/ programme_directory/partnership_ academy/volunteering_plus/ – accessed December 2004 CAF (2004) Getting engaged: achieving closer working relationships between companies and local communities, Research and Policy Briefing 2004, Paper 3, West Malling: Charities Aid Foundation. Corporate Citizenship Company (2003) Good companies better employees: how community involvement and good corporate citizenship can enhance employee morale, motivation, commitment and performance, London: The Corporate Citizenship Company. Davis Smith, J. (1998) The 1997 National Survey of Volunteering, London: National Centre for Volunteering. Hardy, R. (2004) Employer supported volunteering and giving: findings from the 2001 Home Office Citizenship Survey, Home Office Research Study 280, London: Home Office Research, Development and Statistics Directorate. HM Treasury (2003) ‘Corporate Challenge: Strengthening community involvement’, http://www.hm- treasury.gov.uk/spending_review/ spend_ccr/spend_ccr_voluntary/ spend_ccr_corpchall.cfm – accessed October 2004. Kramer, M. (2004)...
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...HUMAN RESOURCES STRATEGIES – RESOURCING STRATEGY Marinaş Cristian Puia Ramona Ştefania Academia de Studii Economice Bucureşti, PiaŃa Romană nr.6, Sector 1, Bucureşti, +4021 319 19 00, Ramona.puia@man.ase.ro In this article the authors make an abstract of the main human resources strategies, presenting them in relation with the global strategy of the organisation. The accent falls on resourcing strategy, one of the main sources of competitive advantage. Resourcing strategy is not just about recruitment and selection. It is concerned with any means available to meet the needs of the firm for certain skills and behaviours. A strategy to enlarge the skill base may start with recruitment and selection but would also extend into learning and development programmes to enhance skills and methods of rewarding people for the aquisition of extra skills. These statements want to emphasise the strong links between different human resource strategies. Key words: strategic management, human resources, resoucing strategy, skills. The last years’ research proved that the main priority of organisation strategy and strategic management is to secure a long-term future of the company. It is certain that such a purpose you can not achieve by practicing a bad human resource management and not take into consideration the strategic role of human resources. The human factors are critical when implementing a different organisational strategy, as people are usually change resistant. The performance of...
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...A PROJECT REPORT ON “EMPLOYEE SATISFACTION TOWARDS WELFARE MEASURES” AT RAJASHREE CEMENT UNIT OF GRASIM INDUSTRIES Ltd. Aditya Nagar, Malkhed Road, Dist: Gulbarga (Karnataka). A project report submitted to Visvesvarayya Technology University, Belgum As a partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION Submitted By: AKKANAGAMMA.S.W USN:3GN08MBA03. Under the Guidance of Internal Guide External Guide Mrs.PREETI JOSHI Mr.D.M.BIRADAR Guru Nanak Dev Engineering college. ASST. MANAGER, CSR. Bidar 2009-2010 AKNOWLEDGEMENT It is my privilege to Mr. P.K.Jain, Joint Executive President -HR, for giving me an opportunity to carry out my project work. I extend my sincere gratitude Mr. V.A. Yaligar, GM-HR for providing all the help to complete my project. My special thanks to Mr. B.H.Kalligud, Dy.MANAGER - HR, for their continuous guidance to complete my project. I would like to thanks my guide Mr.D.M.Biradar, Asst Manager CSR & my faculty for providing this placement. I am extremely grateful to all the staff of HR DEPT (TIME-OFFICE & CSR) for their invaluable insight and suggestion and sparing their precious time to interact with me. Finally I would like to thanks my beloved brother, family & my friends who encouraged me through out...
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...Employee Orientation Program Upon reviewing the Company’s orientation program it was brought to my attention that the current program is not setting up our new employees for success. I consulted with upper management who agreed on the lack of company knowledge and information in the current orientation program, so I scheduled a meeting with all supervisors who have direct reports to expand the companies orientation program and set all new hires up for success from day one. This memo will educate all management members on the changes that have been made and orientations will be conducted moving forward. Updated Orientation Program Procedures The initial step in the orientation process starting today will be as follows: The new employee will arrive at the facility at their normally schedule start time reporting to their direct supervisor who will provide an in-depth tour of the facility and explain all the functions that occur throughout the facility. Once the supervisor has completed the tour the new hire will be introduced to the General Manager who give the employee a fifteen minutes one on one meeting where the vision of the companies goals will be elaborated upon engaging with the new employee on the role they will play in the companies success. The final step in the process will have the General Manager escorting the new hire to the Human Resources office where the necessary company policies and procedures will be covered thoroughly establishing...
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...Attract, Develop and Retain. This same framework can be applied at a micro level by an employer or industry sector in developing a strategic workforce plan. This guide will take you through the steps of strategic workforce planning and illustrate how the BETW four-part framework can apply to your organization or company. What is Strategic Workforce Planning? Strategic Workforce Planning is a management process that is being increasingly used to plan for future labour needs, changes and challenges. It examines the current workforce and takes a strategic look at what the future workforce demands will be to develop a human resources plan of action. Strategic Workforce Planning involves identifying, assessing, developing and sustaining employee workforce skills required to successfully accomplish business goals and priorities while balancing the needs and expectations of employees....
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...will result in a safer and more productive workforce. Here are 10 tips for developing an overtime policy that will reduce the likelihood of safety, health and production problems. 1) Beware of the “excessive overtime cycle.” When overtime levels are too high, a counterproductive cycle quickly sets in. Shift workers always feel tired, making them prone to sickness or the need to take a mental health day. Consequently, absenteeism rises, which leads to more overtime and starts a vicious cycle that leads to productivity losses and increased accident risk. 2) Set an annual cap. To prevent an “excessive overtime cycle,” many operations set an annual or monthly cap on overtime hours. A cap benefits employee health and safety and also helps distribute overtime more evenly among the employee population. 3) Account for the “time of day” effect. An annual overtime cap is a good starting point, but it overlooks the effect circadian rhythms have on human performance. Because the human body experiences a low ebb in energy between 3 a.m. and 6 a.m., working during the overnight hours is much harder than working during the daytime. Owing to this “time of day” effect, it’s advisable to track overtime hours by night-shift hours and day-shift hours. If you use fixed shifts, you might want to have a lower annual cap for night crews than day crews. If you use rotating shifts, you should make sure that no more than half of an individual’s overtime hours accrue during night...
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...The Future of Human Resource Discussion at Alumni Symposia- 2013 References ● Wikinomics: How Mass Collaboration Changes Everything (ISBN 1591841380) Don Tapscott and Anthony D. Williams Mckinsey Quarterly Sloan Review Mint Blogs ● ● ● ● ● GigaOm Wired Techcrunch Wall Street Journal Ross Dawson ● ● ● ● ● Many others So What is the the Future of Human Resource And this is just the good news ! Why ? Technology & Outsourcing will replace transactional work Individualism will trash most HR Policies – especially in Hi-tech and then other sectors Collaboration tools will make real engagement possible and not just a Gallup Score – which has presence & meaning more in corporate presentations and resumes than real life Fluidity & Change will replace most Stable HR Constructs and Premises- Organisation Structure/ Design , Compensation, Jobs, Value chains Why ? Technology & Outsourcing will replace transactional work 2006- Unilever outsourced- HR operations, payroll, resourcing and even some of the learning services to Accenture . As Unilever said “The outsourcing programme is part of the company’s One Unilever initiatives to increase leverage of its scale, improve its marketplace competitiveness, deliver functional excellence, and create a more competitive cost-structure allowing it to focus on its consumers and customers.” p.s.- got renewed in Dec 2012 Intelligent programmes – will scavenge every social media site...
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...ABOUT THE BRENNAN CENTER FOR JUSTICE The Brennan Center for Justice at New York University School of Law is a non-partisan public policy and law institute that focuses on fundamental issues of democracy and justice. Our work ranges from voting rights to redistricting reform, from access to the courts to presidential power in the fight against terrorism. A singular institution – part think tank, part public interest law firm, part advocacy group – the Brennan Center combines scholarship, legislative and legal advocacy, and communications to win meaningful, measurable change in the public sector. ABOUT THE BRENNAN CENTER’S LIBERTY AND NATIONAL SECURITY PROJECT The Brennan Center initiated its Liberty and National Security project two years ago to foster better public understanding of the importance of accountability, transparency, and checks-and-balances in the formulation and implementation of national security policy. We have since been at the forefront of advocating for sound, rights-respecting policy prescriptions based on broad public participation and informed discussion. Our staff engages in a spectrum of public education, legislative advocacy, litigation and scholarly activity. ABOUT THE AUTHOR Jonathan Hafetz is Litigation Director of the Liberty and National Security Project at the Brennan Center. He is actively involved in post-9/11 litigation involving detainee rights and other national security issues, and is lead counsel in several leading detention...
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...Employee dissatisfaction and Employee burnout Introduction Employee satisfaction is important to your company's overall success. The impact of dissatisfied employees can range from high turnover and low productivity to a loss in revenue and poor customer service. While a company's philosophy, mission and values are fundamental to success, human capital is an organization's most valuable asset. Your organization's human capital -- its employees -- must be fully engaged and satisfied to keep your business running. The most reasons for employee dissatisfaction and the solutions to solve the problem: 1-Boss: When you are unhappy at work, with your boss, it can be difficult to be a productive member of the team. Learning to communicate your unhappiness allows you to make changes within the workplace so that you can become more stable in your work environment. Communicating your unhappiness can be a daunting task, but the results often help to improve your working condition. 2-Job Responsibilities: Job responsibilities emerges as the second reason for the employees dissatisfied at work as other than anything else, employees want to know whether they are producing meaningful work and it is one of the top motivator for employees staying at their current position. The employers should provide their staff with proper job responsibilities that keep them more motivated at work. 3-The Lack of Respect :One of the complaints employees have is that they are not recognized by their...
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...Employee Relations Introduction An employee relation process is a broad undertaking and involves many different aspect of the management interaction with employee and the employee with the management. Health care organizations typically manage their relationships through the human resource process which is guided by the policy and procedures of the organization (Flynn, Mathis, & Jackson, 2011, p. 203). Employee relations should be a key factor in the growth of an organization. The success of the organization can be measured by the employee’s satisfaction and should be a top priority of any organization. According to Flynn, Mathis and Jackson (2011), employers base relationships with employees upon a series of federal, state and local laws and statutes and through important court decisions, referred to as case law (p 203). Maintaining employee retention, satisfaction and loyalty should me the basic goals for any organization. To treat every employee with dignity, respect and treating all employees firm fair and consistent can lead to a healthy working environment. In the following paper a strategy specific to my organization for integrating job performance and training will be developed. Next, the most significant performance management challenges the organization faces on a daily basis. Following the significant performance management challenges an outline of such will be developed to improve the employee performance and encourage employee retention. Lastly, a set...
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...Employee Engagement Definition of Employee engagement Emotional Employee engagement is a concept whereby an employee feels an emotional attachment to their employers and the goals and values the employer holds. There doesn’t appear to be a definitive description of employee engagement, but most agree that the emotional attachment is a key element to being an engaged employee. “The term employee engagement has gained considerable popularity in the past 20 years yet it remains inconsistently defined and conceptualized”, Shuck B & Wollard K (2010) - Human Resource Development Review. This emotional attachment could be described as a passion for the organisation and their part in it and a feeling that they can make a difference. “Engagement is about passion and commitment-the willingness to invest oneself and expand one’s discretionary effort to help the employer succeed, which is beyond simple satisfaction with the employment arrangement or basic loyalty to the employer”, BlessingWhite, 2008; Erickson, 2005; Macey and Schnieder ,2008. Definitions of Employee Engagement often contain references to other related concepts, such as Job Satisfaction and Organisational Commitment and indeed, an engaged employee will often exhibit these traits, but they in themselves do not define employee engagement. Employee Engagement is a two way bilateral relationship, whereas Job Satisfaction and Employee Commitment tend to concentrate on what the employee is providing to the employer...
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...to maintain in business, a company needs a well rounded team to make the plays of producing what people want and need. In spite of any product or services you may provide the employees of the company are what keep it running and the customers are what keep you in business. It contributes to maintaining satisfactory motivation, morale, and productivity. Employee relations includes handling and dealing with harassment claims, discrimination's, disputes, & employee performances. It also involves making sure regulatory guidelines and employment laws followed and complied by the employers, supervisors, and employees within a company. I. Theoretical basis for Employee Relations as a HR discipline. I believe employees are the core of a company. They are the link that brings the company to the customers so this linked has to be properly lined up for the rest of the gears of business to turn. Employee Relations refers to the relationship between the employer-employee and shared relationship among employees within a business or organizations. It includes handling and dealing with harassment claims, discrimination, disputes, & employee performances. It involves problem solving for employers/ employees or company issues but it also includes proactive measures to ensure a productive flow within a business. It contributes to maintaining satisfactory...
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...Employee Portfolio: Management Plan Cheryl L Mohammed MGT/311 5/5/2015 DR. Ullice Pelican Employee Portfolio: The Management Plan Being a manager at Riordan Manufacturing is challenging especially with three different employees and working particularly with different personalities. So therefore, we are going to talk about their abilities, performances, how different it can be to the organization. The organization is going to introduce you to the important three employees in the process their individual assessment the three employees and introduce you to them. Employees need to have a safe, positive or negative assessment and be able to have the right to know their performances. The First employee Being a manager at Riordan Manufacturing, the first employee I will talk about I will call employee 1. Employee 1 could be the “managerial” of all three. As a dependent, the employee can manage well her own. This employee works well with others, has personal skills and technical skills. She also is important in selecting members for teams and managing. She has high self- esteem, teaches other, positive skills, creative, and is excellent at her job. The second employee The second employee will talk about will call her employee 2. This employee also is an excellent worker. This employee assessment shows that she is emotionally stable and has unique skills. Her skills are secretarial. This particular...
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