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CORPORATE SOCIAL RESPONSIBILITY IN BANGLADESH: PRACTICE AND PERPETUITY Promoting Safety, Enforcing Rights Corporate Social Responsibility in Bangladesh: Practice and Perpetuity Supported by Published by Promoting Safety, Enforcing Rights Corporate Social Responsibility in Bangladesh: Practice and Perpetuity Researcher Rumana Sobhan Porag Safety and Rights Society Published by Safety and Rights Society 14/23 Babor Road (4th floor) Block B, Mohamadput Dhaka 1207
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Page 1 of 11 Original Research Retention factors in relation to organisational commitment in medical and information technology services Authors: Jeannette van Dyk1 Melinde Coetzee1 Affiliation: 1 Department of Industrial and Organisational Psychology, University of South Africa, South Africa Correspondence to: Melinde Coetzee Email: coetzm1@unisa.ac.za Postal address PO Box 392, University of South Africa 0003, South Africa Dates: Received: 17 Oct. 2011 Accepted: 19 Mar. 2012 Published: 18
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Part A: Literature Review Logistic systems and supply chains are continuously impacted by a multitude of internal and external variables. These variables include globalisation, shorter product life-cycles, technological advances, the development of electronic supply chains (ESC), increased communication, breakdowns of trade barriers, development of national economies and ever continuing efficiency improvements in transportation, manufacturing and communication (Gunaskeran, Patel & McGaughey 2004
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program has been successful, with the number of women in senior management doubling over 5 years. Questions 1. Compare CP Rail’s initiatives to advance women with the recommended six-step program for the implementation of employment equity. 2. Review the list in Highlights in HRM 3.1 (retention strategies). What more could CP Rail undertake? Here is Highlight H.R.M 3.1 ( retention strategies ) see bellow. 2. Case study “Fairmont Hotels and Resorts” Corporate
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“Best Perspectives to Human Resource Management” Author: Arrey Mbongaya Ivo ©2006 African Centre for Community and Development (www.africancentreforcommunity.com ) All rights reserved. Table of Contents 1.0 Introduction, Perspectives in Management and the genesis of Human Resource Management 1.1 Scientific or Closed management, Human Relations or Semi open system, Open System or Contingency system 1.2 Personnel management/ Personnel Manager 1.3 The genesis of Human Resource Management(HRM)/Defining
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the psychological contract are both critical in getting the best from employees.” One could describe an organization's relationship with an employee as an exchange of sorts; an employee exchanges his/her labour for economic rent and an employer facilitates the transformation of the labour into a value added return. But such exchanges require that the employee be supported, nurtured, and developed in line with organizational aspirations (Behery, Paton & Hussain, 2012). Therefore, in Human Resource
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human resources policy makers in various organisations on how to manage stress. 7.2. To Theory This proposed study edifies existing literature. Studies by Hall (2013), Gardell et al (2012), Cox (2009), Heany(2008) and Lokk (2012) among other were quite generic, hence, the proposed study will provide literature related to the motor spares industry. 8. Literature review 8.1. Conceptual Fframework According to Fisher (2007), a conceptual framework is a description of relationships between the concepts
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INTRODUCTION The term "Industrial Relations" has developed both a broad and a narrow meaning. Originally, industrial relations was broadly defined to include the totality of relationships and interactions between employers and employees. From this perspective, industrial relations covers all aspects of the employment relationship, including human resource (or personnel) management, employee relations, and union-management (or labor) relations. Since the mid-twentieth century, however, the term has
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an assessment of the contemporary labour market context of Human Resource Management and the impact of current trends in labor market on the practices associated with Human Resource Management in relation to attraction, motivation and retention of talents. 1.2 Review of Prior Work A labour market can be understood as the mechanism through which human labour is bought and sold as a commodity and the means by which labour demand (the number and type of
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