...1] Contract labor system * A workman is deemed to be employed as Contract Labor when he is hired in connection with the work of an establishment by or through a contractor. Contract workmen are indirect employees; persons who are hired, supervised and remunerated by a contractor who, in turn, is compensated by the establishment. * 3. Contract labor should not be employed where (a) The work is perennial and must go on from day to day;(b) The work is incidental to and necessary for the work of the factory;(c) The work is sufficient to employ considerable number of whole time workmen; and (d) The work is being done in most concerns through regular workmen. * 4. The Contract Labor (Regulation and Abolition) Act, 1970 Act and the Contract Labour (Regulation and Abolition) Central Rules, 1971 came into force on 10.2.71 * 5. Main objective of the Contract Labour (Regulation & Abolition) Act, 1970 is two fold:-i) To regulate the employment of Contract Labour in certain establishments; andii) To provide for its abolition in certain circumstances. In order to achieve above objectives, the Act lays down various requirements with regard to hiring of Contract Labour, its wages & earnings, working conditions etc. * Every Every industry engaging 20 or more workers on contract basis.6. contractor engaging 20 or more workers. * Contract is awarded by the concerned department /commercial7. Concerned deptt. send a job request to the purchase deptt.department...
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...of individuals to achieve organizational objectives is known as ________. A. human resource leadership B. human resource management C. human resource staffing D. human resource planning 2) As an HR manager in charge of staffing for a restaurant chain, John is most likely NOT responsible for ________. A. training B. human resource planning C. recruitment D. selection 3) What is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization? A. Strategic planning B. Job enlargement C. Recruitment D. Job analysis 4) Compensation, as described in your text, refers to the ________. A. total of all rewards provided to employees in return for their services B. wages individuals receive each pay period C. wage schedules and wage rates listed in the union contract D. internal alignment of intrinsic awards 5) A document that provides information regarding the tasks, duties, and responsibilities of the job is referred to as a ________. A. job analysis B. job description C. job specification D. job document 6) In which of the following occupations, would observation be the least useful method of job analysis? A. Forklift operator B. Financial analyst C. Assembly line worker D. Baggage handler 7) Audrey is a recent college graduate who was hired by a computer manufacturing firm. Each week, Audrey will be assigned...
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...Finding Structure problem of the employees Prudential as a large company but its rule and regulation is fully freedom for the agent and subordinates. They no need to come on time to work and let them achieved target by their own manner. In this situation, their discipline will become low and no standard. Some agent may just sit at home or because Prudential did not have a structure to manage them. Besides this, the agents of Prudential are many but did not have structure to manage them properly. By this problem will make a big problem that are the agent may run away after the client transferred payment to them. Many clients complained about could not find the agent to claim back their insurance because prudential did not have a department to manage this problem. This will influence the image and effectiveness of Prudential because this problem makes clients felt no confident with this company. The no rule of company also let the agent no responsibility to help or direct the new agent. The new agents do not have experience and knowledge about insurance but the agent did not pay much more attention to them. In this issue may harm the image of Prudential. Benefit of Employees (EPF) Nowadays, Employees Provident Fund (EPF) is very important in labor benefits. A worker needs EPF to recover his or her living expenses after the retirement but Prudential did not have EPF. In 2012, agent-agent creates a clump to remonstrance this issue. They protest that Prudential did not...
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...Introduction In Malaysia, Employee Provident Fund (EPF) is known as Kumpulan Wang Simpanan Pekerja (KWSP). In brief, EPF is a mandatory savings scheme for every employee from Private and Non-Pensionable Public Sector in Malaysia. 11% of the employees’ monthly gross income would be contributed to the EPF. In addition, the employer would contribute certain percentage to the employees’ EPF accounts. For wages of RM 5,000 and below, the employer would contribute 13% of the wages to the employees’ EPF account, whereas for those wages exceeding RM 5,000, the employer’s contribution would be only 12%. The contribution would then be invested in a number of approved financial instruments such as Malaysian Government Securities, Money Market Instruments, Loans & Bonds, Equity and Property to generate income. The EPF ensure us to have a secure savings and reasonable dividends. A minimum dividend of 2.5% is guaranteed annually. The actual dividend rate declared would be varied according to the investment return made in approved financial instruments as stated. The annual dividends are calculated based on the opening balance in the EPF account as at 1 January of each year, while the monthly dividends would be credited into the EPF account based on the monthly contributions received. It could be observed that enormous amount of the old folks are currently working as taxi drivers, cleaners or even security guards, even after their retirement ages. That is probably because they have spent...
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...social security legislation in India derives their strength and spirit from the Directive Principles of the State Policy as contained in the Constitution of India. These provide for mandatory social security benefits either solely at the cost of the employers or on the basis of joint contribution of the employers and the employees. While protective entitlements accrue to the employees, the responsibilities for compliance largely rest with the employers. SOCIAL SECURITY LAWS 6.2 The principal social security laws enacted in India are the following: • • The Employees’ State Insurance Act, 1948 The Employees’ Provident Funds & Miscellaneous Provisions Act, 1952 (Separate provident fund legislations exist for workers employed in Coal mines and tea plantations in the state of Assam and for seamen). The Workmen’s Compensation Act, 1923 The Maternity Benefit Act, 1961 The Payment of Gratuity Act, 1972 OF SOCIAL the Employees’ State Insurance Act, 1948 are administered by the Central Government through the Employees State Insurance Corporation (ESIC), whereas the State Governments and Union Territory Administrations are administering medical care under the Employees’ State Insurance Act, 1948. The Payment of Gratuity Act, 1972 is administered by the Central Government in establishments under its control, establishments having branches in more than one State, major ports, mines, oil fields and the railways and by the State Governments and Union Territory Administrations in all other...
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... -Problem Solving COMPENSATION: Compensation is the remuneration received by an employee in return for his/her contribution to the organization. (or) Compensation is the sum total of monetary and non-monetary pay provided to an employee by an employer in return for his work performed. (The reward or the remuneration given to the employee for his employment .) COMPENSATION Monetary Non monetary (By means of case this benefit given to the employees) -The services provide employees Monetary benefit; 1.Salary/wages 2. Incentives 3. Fringe benefits 4.Allowances 5.Conveyance Non-Monetary benefit; Facility for Higher education, Holiday trips, Flexible timing, Hospitalization, Ventilization...
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...occur and probably making you to the way of bankruptcy. Moreover, having finance knowledge help us having a better understanding of the financial issues that arises in our daily life. It can lead us more concern toward the economics situation that happen around, such as the changes of the interest rates, inflation rates, currency exchange and so on. As a result, we are not easily misleading by other people to involve in a bad investment. Furthermore, through the finance knowledge that we apply in our daily life, it assist us in making a wise decision that can directly influence the wealth of a person. For example, a person having the finance knowledge usually has budget in their monthly expenses. They will clearly identify what is their needs and wants and spending their money through this distinction. These types of spending enable a person spends their money rationally and also prevent the person spend on unnecessary luxury. Finance knowledge is a better preparation for us...
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...Concentrix Daksh Services India Private Limited. Unitech Cyber Park, Tower - C, 15th Floor, 60 Meter Road, Sector - 39, Gurgaon - 122016, Haryana, India Tel : +91-124-4593800 Fax : +91-124-4285033 Ref.: SC/208064/BANGALORE/IVB/2015 Date: 09-Oct-2015 Relieving Cum Experience Certificate To Whomsoever It May Concern This is to certify that Gopal Bhimsheppa Doddamani (208064) worked with Concentrix Daksh Services India Private Limited, from 28-Feb-2013 To 24-Aug-2015 and last held the post of Practitioner-CRM Operations. During his tenure his conduct was found satisfactory and there are no outstanding dues against him. He left on his own accord and we wish him all the best in his future endeavors. Sincerely, Concentrix Daksh Services India Private Limited CORP/SEP/ART/FNFS/EL1F/1.1 This is a system generated letter and does not require any signatures. Concentrix Daksh Services India Private Limited (formerly known as IBM Daksh Business Process Services Private Limited) Registered Office: Unit #101,2nd Floor,Westend Mall,District Centre,Janakpuri,New Delhi-110058 Corporate Identity Number: U72200DL1999PTC102972 Phone: 91-124-4635100 Fax: 91-124-4263311 Email: info.india@concentrix.com Website: www.concentrix.com Concentrix Daksh Services India Private Limited. Unitech Cyber Park, Tower - C, 15th Floor, 60 Meter Road, Sector - 39, Gurgaon - 122016, Haryana, India Tel : +91-124-4593800 Fax : +91-124-4285033 Annexure Leave Encashment ...
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...tuition program does not have an already existing advantage for future internal promotions. The company needs to use the tuition aid program as an incentive for already existing employees as a way of getting a higher chance of being promoted. This means that the employees that take part in the program should be highly considered over other employees for promotion positions because of their efforts and it would also motivate employees to take part and do well in the program. Secondly, their should be some sort of list or database of employees that have taken part in the tuition aid program so that they can be easily recognized and distinguished among other general employees. Thirdly, many supervisors do not regularly review the internal job postings which means that many of the company's HR professionals in-charge would have no idea about the internal job postings to start with, know who to nominate and the exact positions oped for promotions which is what the tuition aid program should be good for. Fourthly, the information in the database is outdated or incomplete, so the HR professionals wouldn't know who among the employees have completed the tuition aid program and graduated and who hasn't. This is very ineffective and Garden Gate needs to implement and improve the ways its database is organized. The HR department needs to be aware of the changes in status of their employees, and also the job openings in the different departments of the company. Does the information...
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...Handbook of Compensation, Benefits & Total Rewards has increased flexibility listed as one of the top five advantages of a total rewards approach. Geico’s time off and leave, and family and life programs are aligned with the increased flexibility approach in that they allow their employees paid vacation and holidays, sick and leave time, dependent care FSA, adoption assistance, long-term care insurance plan, and associate assistance program (AAP), which includes three phone and/or in-person counseling sessions at no cost. The family and life benefits include: work-life balance programs, "baby welcome" program; day care and elder care referrals, counseling for stress, anxiety and depression, and financial counseling, aid during crisis situations and legal consultation. Geico realizes that their employees need time off and programs to help make their work-life experience a little easier as in having a balance between the two (WorldatWork, 2007). Geico’s total rewards program package offers a great deal of improved recruitment and retention as stated in Chapter 2 of the text book in that they offer a benefits package to help insure their employees’ future. This organization totally understands their employees’ quality of life, which is why they offer a comprehensive Total Rewards Program that includes variety of options to preserve...
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...Training Needs Analysis Lisa Coats-Birchett BUS 680: Training and Development Dr. Katie Thiry April 29, 2013 Abstract Training needs analysis is a systematic method for determining what caused performance to be less than expected or required (Blanchard & Thacker, 2010). When one thinks of training needs analysis, one wants to know what exactly the company needs for the future. There is a time and place to look at needed KSA’s and there is a need to look at performance levels and what they need to be and what training is needed. Then it is possible for them to decide what type of training they need and why. After it is decided what type of training needs the company has then the classes can be set up either with a classroom, online, e-training, or there can be one on one training or even a combination of those types of training. Once the classes are over with it is important for an evaluation to take place to make sure that the training was successful and for everyone to take a test and make sure they comprehend what was taught in the classes they took. If the training was not successful then it either needs to be retaken or they need to be retrained through a different type of training as each individual learns and comprehends in different ways. Training Needs Analysis There is sure to come a time in every organization when a training needs analysis will come into play. Training is something that is essential in every job in today’s society. It does...
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...Herizon is the largest telecommunications and broadband companies in the United States. We employ 20,000 employees in 17 different countries. We have a very diverse workforce with 2,000 management-level individuals who speak a variety of languages. We at Herizon believe having the right talent, at the right cost is what keeps our company striving. Our total rewards program delivers values that attract, retain and engage a mixture of talent across the globe while maintain a solid value for cost. As a leading telecommunications company we take pride in not only serving our customers but, our employees too. This is why we take great pride in our total rewards program. We want to make sure that we attract the best to work for our company, by offering the best. Our total rewards system is geared towards all of our employees. We have structured a program that will meet the needs of everyone, our total rewards program offers diversity. We have developed a plan that will offer great compensation, along with career development, retirement planning, profit sharing, and work life balance. We want our employees to know that we are a one stop shop. Our total rewards program is geared to keep our employees and to grow them within our organization. We care about your future and we take pride in knowing that our people are taken care of. We follow the success of our employees from onboarding through succession and or retirement. By aligning all the components of total rewards with...
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...different positions that make up a company to make sure the company is able to function properly. There are many different levels of employees within a company such as management, trainees, supervisors, owners, sales, and so on. Without all of the different positions it would leave a company with over loads of work for one person and would not leave room for variety with-in the work place. I would definitely have to say though that a company is developed around the type of leaders that represent that company and it is very important that company consists of the best supervisors and managers to carry the team. There are main functions within being a supervisor that helps carry the supervising role smoothly. The few that we are going to be talking about in this manual to help give examples of the best practices for supervisors is demonstrating communication skills, determining effective orientation and training methods, improving productivity for teams, conducting performance appraisals, resolving conflict, and improving employee relations. Good communication skills in the work place are a very big skill to have and make sure you are doing properly. “Communication is the act of exchanging information” (“Developing communication skills,” 2004) so any information that needs to be done in the work place needs to be communicated properly amongst employees. Communicating well with others and making sure every bit of information is being communicated clearly and properly will save a supervisor...
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...common theme among business. This applies to any size corporation or industry. The world we live in is ever changing and business of any type, needs to keep up to remain successful. A business that can handle change will survive whereas those that don’t handle change may fail. The way a business manages change and how successful they are at it may vary depending on the nature of the business as well as the amount of change needed and the people involved. To keep up with competition it’s important to respond to the needs of the business. Goals include doing things that create and maintain quality performance by employees. The first important step in the process is recognizing the need for change. Unfortunately, not all employees may recognize the state of a company. Employees may disagree with the condition of the business. It would be vital to have an overall understanding of the need for change. The communication can’t be in the form of a memo or announcement. There needs to be strategic renewal where the intent is to regain sustainable competitive advantage. Change in the organization needs to align the internal process that demands new strategies to find new talent and skills of its employees. The goal being lasting changes in employee behavior to support strategic renewal. According to Sector (2010), effective strategic renewal needs behavioral change that targets patterns of employee actions and interactions to meet the company’s strategy and to achieve and sustain outstanding...
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...”Leaders have recognized the importance of focusing their employees’ efforts to achieve high organizational performances. Therefore, there are five conditions that must come together for managers to gain the benefits of a goal-setting program.” (pg. 202) Many businesses, like Allstate Insurance Companies have their own unique goal-setting programs to help their employees to perform highly and to accomplish corporate goals, but not all these programs are effective. First, “the employee must have the knowledge and ability to attain the goal.” (pg. 202) Allstate gives their employees assessments and roadmaps, for the knowledge of requirements and skills needed for their job title and critical skills needed for advancement. Showing that they do appreciate their employees and wanting them to succeed, they provide tools, resources, and opportunities to help easily accomplish the goals that are motivated for the employees to aim for towards the company. Secondly, “the employee must be committed to the goal, especially if the goal is difficult.” In Allstate, They choose, “a diverse slate of candidates that are identified and developed for each key position.” This shows how the company picks specific people who can commit and handle the goals that are needed to be accomplished within their company. Next, “people need feedback on their progress toward the goal.” In Allstate, employees have to take a survey “diversity Index” which gives feedback through a process called “Quarterly...
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