one individual to another from one place to another, e.g., telephone telegraph or television. According to some, it primarily concerned with the transmission of information in a governmental organisation e.g., grapevine, the complaint box, the grievance procedure or the formal chain of command. But the concept of communication with which we are primarily concerned is that it is the act of inducing others to interpret an idea in the manner intended by the speaker of writer. If one person speaks
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An Ethical Dilemma In The Workplace The Dilemma; An Assistant Teacher, from my Counseling Ministry, has worked for twenty years in many types of school setting and with students from grades Pre-K to High school. During her career, she has encounter unfavorable encounters with her peers, parents and students. One particular incident she received a written reprimand from her supervisor. The supervisor stated she engaged in dishonorable conduct of insubordination. She refuses to abide by the instructions
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both employees and employers can negotiate about the specific issues, in terms of notional law, such as: the rules that govern their relationship, wages, hiring practices, layoff, promotions, safety of work, job conditions, working hours, work discipline, benefit programs, and etc. Once both sides have reached a contract that they find agreeable, it is signed and kept in place for a set period of time, most commonly three-five years. The final contract is called a collective bargaining agreement;
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Project Title: HR Audit INDEX SR NO. | TOPIC | PAGE NO. | 1 | Acknowledgement | 3 | 2 | Executive Summary | 4 | 3 | Introduction to HR Audit | 6 | 4 | Qualitative & Quantitative Indicators for HR Audit | 8 | 5 | Types of Audit | 13 | 6 | HR Audit Process | 17 | 7 | Human Resource Management v/s Performance | 21 | 8 | Approaches to Human Resources Audit | 25 | 9 | HR Audit Tools | 30 | 10 | Checklist for HR Audit | 33 | 11 | Audit Report | 35 | 12 | Audit of HR Results
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and joining formalities but never expected beyond that. Human Resource Management takes care of all the aspect, right from Strategic planning Recruitment Joining formalities Induction Training Employee relationship Handling Employee Grievances Attrition Retention Exit Formalities Define SHIFT and RELAY. Where the work of the same kind is carried out by two or more of sets of workers working during different periods of the day each of such sets is called RELAY and each of such
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Assess the advantages and problems facing an employer seeking to manage employee relations in a non-union environment. Rose (2008) identifies that the extent of union derecognition and the general decline in collectivized employment relations in recent years. That is to say, both of them have drawn attention to the growing phenomenon of non-unionism. ‘Non-unionism’ is a common term which is often discussed in the academic literature on human resource management and industrial relations. And it
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the Participation Committee Standard Documents Participation Committee Standard Procedures Election Procedure Role Description Participation Committee Member An implementation programme for the formation or development of a Participation Committee Grievance Procedure Company Suggestion Box – ‘3C Boxes’ (Comments, Complaints, Compliments) Flowchart of Participation Committee Function 28 23 26 8 9 10 13 14 16 17 8 Page 3 3 4 5 5 6 2 Participation Committee Guideline The purpose of this Participation
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HUMAN RESOURCES MANUAL Human Resources Policy Restricted CHAPTER -1 SECTION – A HRP .1 MEANING OF HUMAN RESOURCES: a. ‘ Planning, sourcing, recruiting, inducting, managing the support of welfare, substantiating and implementing employment rules and inhouse policies, professional growth, disciplining, restructuring hierarchies, managing and controlling conduct, maintaining excellent professional relations, firing --------- all these activities of manpower, is human
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The Nature and Nurture of Aggression OUTLINE: * Theories of Aggression * Psychological Influences on Aggression * Environmental Influences on Aggression * Reducing Aggression * A social Learning Approach * Cultural Change & World Violence Aggression – physical or verbal behavior intended to cause harm * kicks and slaps, threats and insults, gossip or snide “digs” (online bullying) Instrumental Aggression – aims to injure too – but only as a means to some
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Post Graduate Program in Management (PGPM) Faculty Name | Dr Tapan K Panda | Year/Term | 2014 - 15/Term-1 | Course Name | Marketing Management-1 | No. of Credits | 3 | No of Contact Hours | 20 | Session Duration | 90 Min. | About the Instructor: Dr Tapan K Panda is a professor of marketing at Great Lakes Institute of Management Chennai and Director of Kotler Srinivasan Centre for Research in Marketing. Prior to joining at Great Lakes, He taught at leading business schools
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