for assignments by making sure that orientation and training programs are completed. * Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. * Assists with conducting educational programs on benefit programs. * Ensures legal compliance by monitoring and implementing applicable human resource
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GULU UNIVERSITY THE NORTHERN QUESTION BY HENRY EGYEYU Tel No: +256774366667/+256794366667/+256714366667/+256754366667 THE ROOT CAUSE OF THE NORTHERN CONFLICT IN UGANDA The origins of the wider northern Ugandan conflict may be sought among deeper issues that lie hidden beneath the surface of the day-to-day conflict with the LRA These root causes, which underlay the initial UPDA and other rebellions, are critical since they have never been resolved and if left unaddressed may again
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labor relations MG420 RESEARCH assignment pAPER MG420 Labor Relations July 2015 TABLE OF CONTENTS Topic Page 1. Collective Bargaining 2 * Four Components of a Collective Bargaining Agreement 2 2. Three U.S. Laws Supporting Collective Bargaining 5 * Three Examples of Employer Unfair Labor Practices 5 3. Establishing and Decertifying a Collective Bargaining Unit 9 * Part of the Process of Establishing a Union 9 * Part of the Process of Decertifying
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1) Which criteria need to be met by the claimant in a case involving wrongful dismissal? INTRODUCTION According to Ashgar Ali Mohamed (2004), "At common law, the employer-employee relationship is contractual; the employer may terminate the contract of employment by serving appropriate notice, as expressed in the contract or implied reasonable notice. Wrongful dismissal occurs when the employee is dismissed without notice or with inadequate notice". SUPPORTING CASE: MASSEY V CROWN LIFE INSURANCE
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Introduction Lae international Hotel is one of the leading hotel in Papua New Guinea and it is rank as number one of in Papua New Guinea. It employs more than 224 employs which are permanent and 6 employees are under the casual employment (B. Elgar, 2012). It has many departments with more than two (2) supervisors in each of them. The Departments includes, Housekeeping Departments, Reservations, Operations, Conferences and Banquets and Maintenance Department. Due to the large number of employees
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malicious, viscous [sic] and bereft of any factual or legal basis," complainant filed the present complaint. Complainant contends that he filed the Petition before the BSP in the legitimate exercise of his constitutional right to seek redress of his grievances; and that respondent, as in-house counsel and acting corporate secretary of the bank, was fully aware
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“(HRM is) a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustained competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices.” (John Bratton / Jeffrey Gold; Human Resource Management Theory And Practice, 2003) Although the terms Human Resource Management and Personnel Management are commonly used interchangeably, research has shown there
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Northern California Sign up for our monthly E-Newsletter Home Local Markets Management Topics Industry Topics Insights Multimedia Events Marketing Programs About Us How an executive coach can help improve employee morale and productivity 03.01.2012 | Northern California Ricci M. Victorio, CSP, Managing Partner, Mosaic Family Business Center As companies continue to try to do more with less, the stress of doing the work of two or more people is taking a toll on employees. And that is
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•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management
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HRM at NUMBA 1 Case Study 1 CASE STUDY: HRM AT NUMBA You are a group of Human Resource Management consultants. You were contracted by NUMBA to audit and analyse their present compliance with SA labour laws, alignment with the SA HR management environment, HRM strategies, policies and practices. You were asked to identify specific strengths, weaknesses, opportunities and threats in these areas. They expect you to provide a thorough overview of HR problems and opportunities in NUMBA, and to propose
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