ARTICLE 1 – NAME OF THE CLUB It has been resolved the club should be called Aggressive Fitness Club Motto: Yes We Can ARTICLE 2 – Aims and objectives Section A. the main aim of the club as the name implies, is to build our bodies healthy and strong Section B. to improve and promote the development in the Mim Community and its environs so as Ghana large Section C. to establish and promote cordial relationship among the members, the youth and the entire people in the Mim Community
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HRM Case 4) Are incentive programs good for a company or bad for morale? This all depends on whether the rewards support corporate goals. These incentive programs could enhance the goals and increase profits and customer loyalty, or the incentive programs might create competitiveness and back-stabbing among employees, and that is not best way to run a company. Vetements Ltee encountered competitiveness and back-stabbing among employees when it introduced its new incentives program. Vкtements
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Circular 2. Focus Group discussion 3. Target group based information communication Regular changes: 1. Group discussion 2. Follow-up News: 1. Meeting 2. Newsletter Motivation: 1. Newsletter 2. Regular Meeting 3. Field based Support Unit Emergency Information: 1. Over Phone 2. Written instruction by Email 3. Any kind of meeting Information overflows: 1. Head Office based central control point 2. Email system control (Presentation 2) Subject:
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You are an HR practitioner in a medium-sized company that will soon be hiring 20 summer interns. You have been directed to provide a 1500-word briefing for all line managers outlining the legal obligations that your company has to these new employees. Write a memo that outlines the most important legal requirement that managers must know about when hiring and managing these employees. You may wish to make specific reference to your jurisdiction’s laws addressing employment standards, occupational
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Howwouldyouengage stakeholders? key including requirements for: c. Develop HRstrategy a approach i. recruitment ii. performancemanagement iii. remuneration benefits and iv. education training. and Document a writtenreport. in two for of and 2. Develop leasttwo options the delivery HRservices select at of alternative models the delivery HRservices. for Foreachoptiondocument: a. whatthe advantages the modelare of are b. whatthe risksto the organisation are c. whatthe coststo the
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EMPLOYEE HANDBOOK STERLING HOME This handbook has beenamended in line with government rules and regulations and contains new policy information which all staff are required to read as part of their contractual agreement. 2011 PB STERLING HOME 1/1/2011 UNIT III: HEALTH & SAFETY IN HEALTH & SOCIAL CARE INFORMATION BOOKLET SUBMITTED BY: MARIA ANTONIA BOC SUBMITTED TO: CHARLOTTE MILES SANDRA SMITH DECEMBER 12, 2011 CONTENTS: i. Introduction
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unrestricted access to a personal computer, and have the ability to communicate effectively in writing. B. EXIT COMPETENCIES: By the end of this course the student should be able to: 1) Define and describe the nature of options and futures contracts. 2) Use options and futures contracts to modify risk exposure. 3) Employ arbitrage pricing for valuation of derivative securities. 4) Gain experience in conducting basic empirical research. 5) Access the academic financial literature and apply it to
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Property Copyright - protects work, not idea (50 years) Patents - protects idea, not necessarily work (20 years) Trademarks - brands, symbols Fungibles - grain barrel, Bailment - one party looking at somebody etc. Sale of Goods Act - condition and warranties. Consumer protection - Basic Overview of Procurement forms Sarah Mamoser Procurement - when company goes and buys smth; not legal obligation to procur. Tendering cases - construction projects; Contract A procurement stage
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them. 1. OSHA (Occupational Safety and Health Administration): Sets, regulates, and enforces the level of safety and health conditions in work place (Brown, 2017). 2. OBRA (Omnibus Budget Reconciliation Act): Sets the level that every nursing facility must achieve and maintain in the following areas; The rights of the patient, meeting and surpassing adequate levels of care, providing adequate employees to patient ratios, ensuring the patient’s needs are adequately met by the facility, adequate housing
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two junior members get laid off without a formal warning or explanation. The abrupt dismissal of these employees caused a shift in the culture of the work environment and generated issues that would impact the employees of the IT Department. After the abrupt dismissal the remaining employees began to exhibit unprofessional behaviors such as socializing, taking longer breaks, tardiness, and missing departmental meetings. They began to physically and psychologically withdraw from the company becoming
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