...Compensation in Sime Darby Berhad from payroll perspective 1 Introduction Employee compensation is define as all form of pay going to employees which arising from their employment and could be in the form of direct financial payments and indirect financial payment (Dessler, 2013, p. 378)[1]. There are two basic ways to make direct financial payment to employees based on increments of time or based on performance. This concept of payment method is applied by Sime Darby Berhad. Normally, Non-executive employees mostly consist of Blue-collar, operation workers, and clerical workers are paid based on time-based pay method. Non- Executive workers normally required to work overtime. This is due to cater with the high workload during specific time. For example, normally clerical worker need to work overtime at the end of the year in order to close the account or to finish any unsettled work before they start new task at the beginning of the year. Overtime work is normal in Sime Darby since the workload among Non- Executives workers seem inconsistent throughout the month and year. The workload could be very low at the beginning of the month, but it turn to be so much work to do at the end of the month. For example, compensation team under Human Resource Department will be at ease at the beginning of the month because all of business units will send all compensation instruction or they called “movement” in the middle of the month. Therefore...
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...Questionnaire “A study on employee exit In CADBURY INDIA LIMITED” The purpose of collecting such information is to know the level of satisfaction among the employees of CADBURY INDIA LIMITED. Further it will also help to know the various job related and personal factors and their extent to which they affect the satisfaction level of employees, so that meaningful conclusions and suggestions could be made in order to make the human resource policies and practices of the company more effective and efficient. Dear respondents, Your Co-operation in the context shall go a long way helping me to draw conclusive inferences for which I shall be grateful. Note: Following are the questions that are to be duly filled up by the candidate. It is being strongly assured that secrecy shall be maintained at all the levels of this research and the identity of respondent will not be revealed. It is simply a part of research project which is to be submitted to Institute of Professional Education and Research, Bhopal in the partial fulfillment of the requirements for the award of Masters in Business Administration (HRM). Name of the employee : __________________________________ Employee code : __________________________________ Designation : __________________________________ Name of the department : __________________________________ Part – A (General Information) Please tick ( ) at the appropriate place. 1. Gender : Male Female 2. Marital status...
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...Development Career development planning is for individuals as well as the organization. Human resource manager must foster a career development planning environment to satisfy both the individual and organization needs to maintain a health work force and longevity of one’s organization. It’s the Individuals responsibility to formulate and implementing the career development plan, but they need to receive support from the organization in doing so. Google’s approach as a corporation leaves it up to the employees to knows what what’s out there and available to them for a successful career path. Self-reliance and the urgency is the approach Google would like to see in its employees an opportunistic attitude that will drive an individual approach towards his or her successful career path. Some of the development tools that Google offers are GoogleEDU. GoogleEDU, “the search engine’s two-year-old learning and leadership development program, offers classes for new managers and executives to help them adjust to the Google culture and manage Google’s staff in a professional manner. This is a formalizing learning opportunity that teaches employees what they need to know to keep productive and allows creativity. The development tool also, enhances each employee's current performance and increases support in the overall business strategy. Google has also implemented Project Oxygen in an effort to analyze why people leave Google. People typically leave a google for one of four reasons...
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...Student: Iryna Zaliapska CIPD Course Level 3 Tutor: Tomos Rogers By Student: Iryna Zaliapska CIPD Course Level 3 Tutor: Tomos Rogers By Recording, analysing and using HR information Recording, analysing and using HR information Contents Activity 1 * Two reasons why the organisation needs to collect HR data * Two types of data that is collected within the organisation and how each supports HR practices * A description and benefits of two methods of storing records * A statement of two essential items of UK legislation relating to the recording, storage and accessibility of HR data Activity 2 Analysis and my own findings of the CIPD’s twelfth national survey of Absence Management trends, policy and practice * An introduction to the HR investigation and data interpretation of Absence Management in the organisations across the UK * The obtained results and it follows recommendations References and Bibliography Activity 1 A briefing note about organisation’s approach to collecting, storing and using HR data The Human Resources department collects lots of HR data from its employees. HR systems are increasingly used by HR departments to help collect, store and manage data about its workforce. The organisation needs to collect HR data for a number of reasons, some include: * Legal requirements - to prove that the organisation is hiring at an equal opportunity standard, also, to ensure that and prove that any firing done by the company is...
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...Executive Summary In this project, we have tried to understand the HR development policies that are being followed at Tata Motors Ltd. We explore the various facets of the policies by studying the literature of the HR policies, by discussing about these policies with the HR of the company and also speaking to the employees of the company. First of all we look at the Organization as a whole, what it stands for, what are its core values, vision and mission and then delve into the HRM practices, mainly with respect to its Human Resource development. We zero in to four categories to which these policies can be broken down to: * Assessment & Feedback * Career Progression & Job Rotation * Training & Development * Performance Awards For the purpose of evaluation of these policies, we conduct our primary research in the RECON department of Lucknow Works of Tata Motors Ltd. The research consists of an online survey and a few in depth interviews. From the responses we have tried to objectively assess the perception of these policies and tried to indentify the areas where there is a mismatch between employee expectation and HR objective. Towards the end, we have come up with some recommendations that could be looked at as possible options to further improve the policy framework. Introduction Vision: To be a world class corporate furthering the interest of all its stakeholders Mission: * Shareholders * To consistently create shareholder...
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...Human resources management Report Human resources management Report Executive Summary This HR comparative report has been written in order to analyse the different HR policies applied in two opposed companies. The two companies in question are Velay Bernard which acts in the tertiary industrial sector and Go Sport whose main activities are located in the sports items distribution market. At Velay Bernard, a lot of the workers are temporary workers and recruited by a temporary Agency called Randstad. So their principal motivation is their salary and bonuses at the end of the month. Working conditions and relations at work are quite good due to an open space workshop and a friendly working atmosphere. At Go Sport, a majority of workers signed a fixed term contract and where recruited thanks to the classical recruitment process CV+Cover Letter+Interview. Getting a permanent contract and working its way up in the hierarchy is one of the main motivations employees have. Non flexible working conditions are compensated by a good team spirit within the staff. Structure of the report Executive Summary 2 Introduction 4 Purpose 4 Main points of the two businesses 4 Findings/Main body 5 The Recruitment policies 5 In house training policies 5 Motivations at work 5 Relations at work 6 Working conditions 6 Conclusion 6 Recommendations 7 Introduction Purpose Analysing the differences that exist between two HR policies in two different companies. They both act...
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...1-Definitions of: A- Human Resource Management: Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. These human resources responsibilities are generally divided into three major areas of management: staffing, employee compensation, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. This mandate is unlikely to change in any fundamental way, despite the ever-increasing pace of change in the business world. As Edward L. Gubman observed in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change." B- Personnel Management: The part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent. 2-Evolution of HRM 1) Social justice. The root of personnel...
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...Microsoft Dynamics™ GP Human Resources Sample Reports Copyright Copyright © 2007 Microsoft Corporation. All rights reserved. Complying with all applicable copyright laws is the responsibility of the user. Without limiting the rights under copyright, no part of this document may be reproduced, stored in or introduced into a retrieval system, or transmitted in any form or by any means (electronic, mechanical, photocopying, recording, or otherwise), or for any purpose, without the express written permission of Microsoft Corporation. Notwithstanding the foregoing, the licensee of the software with which this document was provided may make a reasonable number of copies of this document solely for internal use. Trademarks Microsoft and Microsoft Dynamics are either registered trademarks or trademarks of Microsoft Corporation or its affiliates in the United States and/or other countries. FairCom and c-tree Plus are trademarks of FairCom Corporation and are registered in the United States and other countries. The names of actual companies and products mentioned herein may be trademarks or registered marks - in the United States and/or other countries - of their respective owners. The example companies, organizations, products, domain names, e-mail addresses, logos, people, places, and events depicted herein are fictitious. No association with any real company, organization, product, domain name, e-mail address, logo, person, place, or event is intended or should be inferred...
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...Appendix 18f The Hong Kong Polytechnic University Health, Safety and Environment Office HSE Form 2 (01/2009) For HSEO Use Case No.: 香港理工大學 健康安全及環境事務處 Accident/Incident Report Form 意外/事故報告表 Note: This report form should be completed and sent to the Health, Safety and Environment Office in sealed envelop through the Head of Department within 72 hours of the accident/incident. Please refer to Accident/Incident Reporting and Investigation Procedure (Section A400, Health and Safety Guide). The information provided herein will be used for investigation and compiling accident statistics. In case of work-related accident to employee of the University which results in death or partial incapacity, the concerned department should complete HR Form 67 instead of this form. The HR Form 67 should be filed with the Human Resources Office immediately after such an accident is known and a copy of the form be sent to the Health, Safety and Environment Office. 注意: 此表格須經部門主管於意外/事故發生後七十二小時內批注，以密封函件轉交健康安全及環境事務處。本表格內容只供意外調查及 統計之用。請參考理工大學安全健康指引中A400 號文件：事故及意外之報告及調查程序。 若為僱員因工遭遇意外而致死亡或喪失部份工作能力，有關部門應填寫人力資源處表格HR Form 67，並將副本呈送健康安全及環 境事務處。 1. General Information of Accident: 意外資料 Date 日期: Time 時間: Location of Incident/Accident Department in charge of the location 事發地點: 事發地點所屬部門: 2. Nature of Incident: 事故性質 i. Personal injury 個人損傷 ii. Damage to property/equipment 財物損失 iii. Spillage of chemicals 化學品洩漏 iv. Fire 火警 v. Incident of significant environmental...
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...accident in May and due to him not reporting the accident right away. PART 2: POSSIBLE SOLUTIONS There are four key issues that need to be addressed; should the crew still be awarded the prizes, ,why wasn’t the incident reported, is there any way to prove that Joe’s back injury is caused from the ATV accident verse the work incident, and lastly are there any other safety programs should be in place. The easiest issue to resolve is to decide if the crew should still be awarded the prizes. Should the crew still earn the rewards or should the entire right be punished because of one person. The next issue would be to determine why Joe did not report his injury. The management needs to decide if the crew is being bullied into not reporting accident’s to make the rig’s accident stat appear better than what it actually is or did Joe not report the incident out of ignorance? Is there any possibility that...
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...directly for the purpose of resolving the grievance. UNRESOLVED? The matter will be re-investigated; findings and recommendations shall be discussed with employee The matter will be re-investigated; findings and recommendations shall be discussed with employee With a representative or not, a formal written grievance to supervisor With a representative or not, a formal written grievance to supervisor Worker Commitee Worker Commitee The committee shall in turn elect to invoke the Dispute Procedure outlined in the Recognition and Procedural Agreement. The committee shall in turn elect to invoke the Dispute Procedure outlined in the Recognition and Procedural Agreement. HR Dept HR Dept Grievances which have not been resolved to the satisfaction of the employee shall be referred to the local Shop Stewards' Committee Grievances which have not been resolved to the satisfaction of the employee shall be referred to the local Shop Stewards' Committee Unresolved...
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...SUPPORT CENTER 8725 John J. Kingman Rd. Suite 4950 Fort Belvoir, Virginia 22060-6222 Instruction Number: DESC-I-2 February 14, 2008 1884 Report Data Requirements and Processing Procedures 1.0. Purpose: Provide procedural guidance and instruction for accurate preparation of 1884 Reports and data entry into the Fuels Automated System (FAS). This procedure is coordinated with and approved by the Military Service Control Points (SCPs) and is issued as interim guidance pending inclusion to DoD 4140.25-M. Responsible Officers and/or Property Administrators shall ensure compliance with these procedures. 1.1. Applicability: All DESC Stock Point/Defense Fuel Supply Point (DFSP) locations that satisfy reportable fuel product grade and minimum storage capacity criteria. 1884 Reports shall be processed weekly by use of the Fuels Enterprise Server (FES) 1884 Report function described in paragraph 2.0. 1.1.1. Supersession: This revision supersedes DESC-T-I-2 dated July 1, 2005. 1.1.2. Reportable fuel product grades include JP8, JP5, F76, JP4, LTL, LO6, LA6, LA7, JTS, and SIH and shall be reflected in the 1884 Report. Stock Points/DFSP locations previously identified to report ground fuel product grades shall continue to do so. Reportable fuel product grades at individual stock points are pre-loaded into the Fuels Enterprise Server (FES) 1884 Report module. The Responsible Officers (RO)/Property Administrator (PA), or designated representative, shall contact the Business Systems Modernization-Energy...
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...Imagine the worst possible reports from a system. What is wrong with them? List as many problems as you can. What are the consequences of such reports? What could go wrong as a result? How does the prototyping process help guard against each problem? A poor design report from system may have the following mistakes: * It may have use invalid names. * Not using meaningful titles * Excessive or/ and unnecessary highlighting. * Not using indexing properly. * Communicating with the user in a difficult to understand manner. * To have repetitive data. * Missing audit trail * Ignoring or poor knowledge of: Who will use the report? What is the purpose of the report? When and where is the report need it? How many people will use the report? * NO FEED BACK * Poor Error messages. The consequences of a report with these errors may be: * Waste of time and money. * User confusion * Hard to understand forms * Hard to understand reports * Repetitive data. * Not knowing how to fix error. * No very trustful data – unnecessary data. A prototype is an example that serves as a basis for future models. Prototyping gives designers an opportunity to research new alternatives and test the existing design to confirm a product’s functionality prior to production. A prototype has many benefits, such as the developer and the implementer getting valuable feedback from the user even before the actual project is started. *...
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...KOLEJ PROFESIONAL MARA BERANANG REPORT WRITING FORMAT Prepared by: Roselena Mansor Deputy Director (Academic Affairs) 10 December 2009 1 This report format contains guideline on word-processed report writing for all programmes in KPM Beranang. 1.0 Language The entire report should be written in English except for courses which the medium of instruction is not in English. Language use d must be simple and direct to the related course. 2.0 Font Use Arial as font type of size 12 for all text in the report. 3.0 Title and subtitle All titles and subtitles must be numbered and bold. The subtitles should not be indented but arranged in a structured manner not more than three levels as follow: 1.0 First level (Title of the topic) level 1 1.1 Second level (Title of the subtopic) level 2 1.1.1 Third level (Title of the sub-subtopic) level 3 Sub -topics beyond level three are not allowed and should be labeled using alphabets (a, b, c, ) and Romans. Numbering using Roman style (i, ii, iii, .) is only allowed after the alphabets have been used. Example: 1.1.1 a. .. i. .. b. . 2 All numbering should be left aligned. 4.0 Line/Body Text Spacing Use JUSTIFY alignment with 1.5 spacing for the entire body text throughout the report. The text body should not be indented for each paragraph, but hit the enter key twice before stating the following new paragraph. 5.0 Captions Captions must be written at the top of any table or figure. 6.0 Margins All pages should be set with...
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...Burberry ____________________________________________________________ __ By Satish S. Kamble (Student ID no.1033395) Submitted a report of (Course No.-SHR027-6) “International Business Environment”. On May 11, 2011. …………………………………… Particulars Page A. Executive summery ............. 1 B. Contents 1 – Introduction ............. 2 2 – Main body A- PESTE analysis of China ............. 3 B- Opportunities and threats of China ............ 5 C- HR issues and challenges of China and Wales ............. 5 I-HR issues of China ……… 5 II-HR Challenges of China ………. 8 III-HR issues of Wales ……….. 8 IV-HR Challenges of Wales ………… 9 3 – Recommendations ............. 10 4 - Action plane a. For Home Country (England) ...
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