EXECUTIVE SUMMARY Square Textile Ltd. started its operation in 1997. It was enlisted in Dhaka Stock Exchange & Chittagong Stock Exchange in 2002. The business lines of Square Textile Ltd. Are manufacturing and marketing of yarn. Its factory is located in Gazipur , Dhaka. The manufactures 100% Cotton Ring Span Yarn or Hosiery , 100% Cotton OE Rotor For Hosiery and Knit Fabrics for 100% export oriented readymade Garments Industry. The strategic Goals and Objectives of the Company are to strive hard
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preparation and communication development to ensure that specific requirements are fulfilled. In a Retirement Plan, money is put aside in a retirement account in the name of the employee, purposed for the future of the employee. With a good Retirement Plan, an employer can provide a wide range of benefits to a retired employee and motivate employees to experience longevity and decrease turnover rate. With certain requirement mandated by law, employers According to Martocchio (2015), “the importance
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21, 2012 Denise R. Holcomb Human Resource Management Roles The human resource department is responsible for four main functions. The four main functions are staffing and recruitment, defining job descriptions and roles, employee relations, and compensation and benefits (Stringer, 2012). The ability of the human resource managers to perform these duties effectively can easily determine an organization’s success or failure. Staffing and Recruitment Human resources are responsible for placing
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Section A In situation A, Employee A had worked for company X for two years, which made him eligible for the Family and Medical Leave. However, there was no violation of the Family and Medical Leave law because employer X obliged to the requirements of the FMLA to reinstate the employee back to the previous job and at the previous rate of pay, after his leave. This Act allows employees to take unpaid leave, which was the case with employee A and thus, he did not deserve to be paid the salary for
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Foundations of a Compensation Strategy Dana Williams BUS434: Compensation & Benefits Management Instructor Gwendolyn McCants-Allen July 7, 2014 An effective compensation strategy is made up of many different components and will directly support the organizations business strategy. As stated by Steve Elliott, the compensations strategy is “externally competitive, legally compliant, compatible with the culture and appropriate for the workforce” and above all it is perceived as
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Mgt 1008 – Compensation and Benefits “We Care” Company is one of thirty home care service providers in the United States and in 2011 merged with a company called “Sunshine” which was also a home care service provider. The Company now has 45 offices domestically and an employee population of 600 employees (350 employees from “We Care” and 250 employees from “Sunshine”). The Company expects to increase their employee population by another 300 people by 2016. The COO (Chief Operating Officer)
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Employee Empowerment Policies and Procedures Paulina Hinesley Sandeep Malhi Tamera McInnis Tiffany Neal Webster University HRDV 5630 June 19, 2012 Employee Empowerment Policies and Procedures Organizations that recognize the value and importance of their employees’ ideas are always more sucessful. They understand that the heart of every business is within its workforce and without it there’s nothing. The individual is one of the most critical celements in any large-scale
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The Effect of Employee Engagement In Reward Systems and Performance Management Introduction The success of any organization rests on the strategic management of its employees. It’s vital for an organization to attract, motivate and retain the best talent available to achieve and sustain a long-term competitive advantage. To achieve this the Human Resources Department must design a performance management system that not only links employee performance outcomes and expectations to its strategic
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development programs” by sending Joe and Eric to a supervisor’s school for work scheduling, job team assignments, and project management. We also find the “motivation function” in Tony’s area where he function as a compensation and benefit manager, as we know compensations and benefits motivate employees to do better in their jobs. He also arranged picnics for the employees to talk about their work, work conditions and issues that would likely result to a build up of rapport among each other and also
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1. What are the main similarities and differences between domestic and international HRM? • More HR activities. • The need for a broader perspective • More involvement in employees’ personal lives. • Changes in emphasis as the workforce mix of expatriates and a local varies. • Risk exposure. • Broader external influences. • Cultural awareness and the role of the international HR manager o Despite the methodological concerns
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