Citation: Creaby-Attwood, Nick (2010) Rewarding Relationships: A Study of the Interaction of Employment Relationships and Employee Rewards Systems in Two Unionised Private Sector Organisations. Doctoral thesis, Northumbria University. This version was downloaded from Northumbria Research Link: ht tp://nrl.northumbria.ac.uk/4415/ Northumbria University has developed Northumbria Research Link (NRL) to enable users to access the University’s research output. Copyright © and moral r ights for
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Guidance of Supervisor: Dr. Yaj Medury Jaypee Business School, Jaypee Institute of Information Technology, Noida A-10, SECTOR 62, NOIDA, INDIA FEBRUARY, 2010 TABLE OF CONTENTS S. no. Contents Page no. 1. Introduction 3-6 2. Review of Literature 6-13 3. Research Objectives and Hypothesis 13 4. Research Methodology 13-18 5. Data Analysis and Development of model 18-27 6. Conclusions and Implications 27-31 7. Selected References 32-37
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Total Quality Management Vol. 21, No. 9, September 2010, 953 –969 Barriers and benefits of quality management in the construction industry: An empirical study Peter Hoonakkera∗ , Pascale Carayona,b and Todd Loushinec a Center for Quality and Productivity Improvement (CQPI), University of Wisconsin-Madison, Madison, USA; bDepartment of Industrial and Systems Engineering University of WisconsinMadison, Madison, USA; cDepartment of Mechanical and Industrial Engineering University of Minnesota-Duluth
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Electronic Commerce (E-Commerce) [pic] Chapter 1: Introduction o Background information Electronic commerce has revolutionised the entire process of business operation and transaction itself in the day-to-day business. The growth of electronic commerce is mainly with the technological advancements and the innovative methods of sales and conducting transactions over the Internet. Alongside, the increase in the competition and the continuous globalisation of the business organizations with
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MBA –H4020 Human Resource Accounting HUMAN RESOURCE ACCOUNTING UNIT – I The Non accounting of human resources and the change occurring therein, of an organization may provide a poor picture of the profits and profitability of the organization. Likert Objectives of the Study: This unit aims to provide a basis for the conceptual framework of Human Resource Accounting. An attempt is made to highlight the following aspects. Development of the Concept of HRA An Historical Score Card Meaning and
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Robert Gordon University Aberdeen Business School Contemporary HRM 1007520 International Tourism Management Year 3 Submission deadline: 3rd May 2013 Lecturers Responsible: Allison Abbott and Kirstine Collins Module Number: BS2104 Word Count: 2179 Executive summary The subject of this report is the ‘war for talent’ phenomenon and its implication on talent management practices. Its first section presents the aim and objectives and the utilised methods of research. In the second
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TABLE OF CONTENTS 1. EXECUTIVE SUMMARY 2 2. INTRODUCTION 2 3. METHODOLOGY 3 3.1 Research Objectives 3 3.2 Research Methods 3 3.3 Justifying the Research Methods 4 3.4 The impact of BI on Sensible Solution Ltd 4 4. LITERATURE REVIEW 7 4.1 BI Architecture and components 8 4.2 Enterprise Resource Planning (ERP) 9 4.3 Levels Of Strategy Within An Organisation And Linkage To Bi 11 4.3.1 The Corporate Level Strategy 11 4.3.2 Business-Level Strategy 12 4.3.4 Operational
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Asia-Pacific Development Journal Vol. 8, No. 1, June 2001 ISSUES IN TAX REFORMS Azizul Islam* This paper seeks to describe the principles that have guided recent tax reforms in Asian developing countries. It critically examines the purported rationale underlying these reforms and raises some issues connected with these reforms. The paper first discusses the new direction of the perceived role of taxation as a macroeconomic tool and the principles which have formed the basis of recent tax
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This paper is focused on understanding diversity management by the principles of Human Resource Management (HRM). Researches throw light on the fact that there are still problems existing at workplaces regarding equality, and HRM has focused only on just meeting up with the requirements of Equal Employment Opportunity (EEO), there has been negligence visible in managing diversity in an organization. The proposed framework here is of how to manage workforce with diversity and especially when people
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CONTENTS Abstract………………………………………………………………………………………4 Introduction………………………………………………………………………………….5 Objectives of the Study …………………………………………………………………….6 Previous Research…………………………………………………………………………...7 Literature Review…..……………………………………………………………………….9 Research Methodology…………………………………………………………………….22 Data Collection & Analysis…………………………………………………......................25 Conclusion…………………………………………………………………………………..28 Direction for Future Research……………………………………………………………
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