E-GOVERNANCE INITIATIVES – INDIA “The Government would implement a comprehensive programme to accelerate egovernance at all levels of the Government to improve efficiency, transparency and accountability at the Government-Citizen Interface.” – Hon’ble Prime Minister’s Declaration on Independence Day - 15th August 2002. I ndia has been harnessing the benefits provided by the Information & Communication Technologies (ICT) to provide integrated governance, reach to the citizens faster, provide
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ABSTRACT The HR Department of any company holds some of the most confidential and sensitive information in the organization. Data relating to employees is of a highly contentious and potentially litigious nature and has to be managed in accordance with compliance regulations. While sharing characteristics with other types of records, personnel records have some special characteristics; importance, sensitivity, longevity, quantity and ownership. We will base this report in the company called CASTELLON
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The Impact of Human Resource Management Practices on Perceptions of Organizational Performance Author(s): John T. Delaney and Mark A. Huselid Source: The Academy of Management Journal, Vol. 39, No. 4 (Aug., 1996), pp. 949-969 Published by: Academy of Management Stable URL: http://www.jstor.org/stable/256718 . Accessed: 13/08/2013 00:20 Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at . http://www.jstor.org/page/info/about/policies/terms.jsp
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Policy 2.1.4 O ences 2.1.4.1 Misconduct 2.1.4.2 Gross Misconduct 2.1.5 Procedures 2.1.5.1 Informal Counselling 2.1.5.2 Formal Disciplinary Procedure 2.1.5.2.1 The Investigation Procedure 2.1.5.2.2 The Disciplinary Procedure 2.1.6 Appeals 2.2 Grievance/Dispute Procedures 2.3 Bullying and Harassment Policy and Procedure 2.3.1 Harassment, Sexual Harassment and Bullying 2.3.1.1 Harassment 2.3.1.2 Sexual Harassment 2.3.1.3 Bullying 2.3.1.4 Lack of Respect 2.3.2 Procedures 2.3.2.1 Informal Procedure
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directions; i) Downward Communication Downwards communication flows from executives to employees hence providing information. (ii) Upwards Communication Upwards communication flows from employees to executives providing grievances, problems, trends and opportunities thus allowing executives to solve problems and make intelligent decisions (iii) Lateral Communication Lateral l communication flows between people at the same hierarchical rank, and departments
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HRM ASSESSMENT HISTORICAL DEVELOPMENT OF HR Question 1 Personnel management started to manifest near the end of the 19th century, that was when welfare officers, or as they were sometimes referred to as welfare secretaries, were created. Welfare officers were mostly women, who were only concerned with the protection of women and girls, and their creation was a result of the conditions of the workplace, the stress that was being put on workers due to the expansion of the business's franchise
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following Session. Prerequisite: Only students having a weighted average as set by the School (currently > 63%) in all courses in Years 1, 2 and 3 will be permitted to undertake the honours thesis. In addition, all courses to the end of Year 3 in the discipline of the thesis topic need to be completed. HANDBOOK DESCRIPTION The thesis may describe directed laboratory, investigatory, design, field or research work on an approved subject and will be completed under the guidance and supervision of a member
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© MICHAEL NEWMAN/PHOTOEDIT Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western c hapter 13 Employee Rights and Discipline objective objective objective 3 Identify and explain the privacy 4 Explain the process of responsibilities. employment at will, wrongful discharge, implied contract, and constructive discharge. rights of employees. establishing disciplinary policies, including the proper implementation of 5 objective
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Presentation Overview Introduction Syllabus of Compensation and Benefits and PoA Methodology, Reference Text and Pre-read Evaluation Pattern and List of Assignments What is HR and HRD ? HR functions HR Philosophy and Approach for an Organization Human Resource Management Summary Tuesday, 29 July 2014 Self Introduction B. Sc. (Physics) and Masters in Administrative Management from JBIMS, Mumbai University IT experience across 3 organizations since 1985 Exposure
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Report on Talent Planning There are many different factors that affect an organisations approach to attracting talent and are both internal and external factors. Some examples of internal factors are the size of a business. A larger business would find it much easier to source this could be because they are more well-known to the public and they would also be more financially able to advertise a post to get a larger range of applicants. Recruitment policies also have an effect ie recruiting from
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