The current issue and full text archive of this journal is available at www.emeraldinsight.com/0142-5455.htm ER 29,6 Talent management strategy of employee engagement in Indian ITES employees: key to retention Jyotsna Bhatnagar Human Resource Management Area, Management Development Institute, Sukhrali, Gurgaon, India Abstract Purpose – With talent management becoming an area of growing concern in the literature, the purpose of this paper is to investigate talent management and its relationship
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Khawaja Bashir Ahmad and Sons (Pvt) Ltd Financial Analysis for FY12 Khawaja Bashir Ahmed & Sons (Pvt.) Ltd. (KBSPL) is the representative company of Khawaja Bashir Ahmed Group. KBSPL was a partnership concern comprising of units located at Liaqatpur and Jalapur. In 2003, this partnership concern was converted into Private Ltd Company comprising of cotton ginning & solvent extraction facilities located at Jalapur. The other Cotton Ginning & Oil Expelling unit was shifted under the umbrella of
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EMPLOYEE TURNOVER ABSTRACT This proposal is aimed at conducting a study to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover. Introduction to Proposed Research Title CAUSES OF EMPLOYEE TURNOVER: Background of Study Employee turnover is the
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TURNOVER INTENT DIPLOMA THESIS Department: Strategie- und Unternehmensökonomik University of Zurich Human Resource Management Professor Dr. Bruno Staffelbach Supervising tutor: Dorothea Brunner Subject area: BWL I Subject: Human Resource Management Author: Mylene Perez Schüracherstr. 14a, 8306 Brüttisellen myleneperez82@yahoo.de Student ID Number: 02-728-285 Field of Study: BWL (Business Administration) Number of Semester: 10 Brüttisellen, 18.06.2008 Turnover Intent
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ith the highest employee turnover rate, the hospitality industry need to encourage employees to voice their opinions, ideas, and any of their other concerns for improving performance and reducing employee turnover. The purpose of this study is to investigate the impact of different types of organizational culture and different leadership styles on employee voice in the hospitality industry. Hospitality human resource practitioners could modify their organizational culture and leadership style according
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RUNNING HEAD: ORGANIZED LABOR AND HUMAN RESOURCES PLANS UNIT 5 INDIVIDUAL PROJECT AVON.MITCHELL SMITH CTU ONLINE MANAGEMENT OF HUMAN RESOURCES IN HEALTHCARE HCM670-1601B-01
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EMPLOYEE TURNOVER ABSTRACT This proposal is aimed at conducting a study to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover. Introduction to Proposed Research Title CAUSES OF EMPLOYEE TURNOVER: Background of Study Employee turnover is the
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Introduction V. External Environmental Analysis 1. Definition of Industry 2. Analysis of Present Task Environment 3. Analysis of Potential Changes in the Macro-environment 4. Threats and Opportunities 5. External Factors Evaluation (EFE) Matrix 6. Industry and Competitive Analysis 7. Competitive Performance Matrix (CPM) VI. Analysis of Internal Environment 1. Company Overview 2. Corporate Values 3. Value Chain Analysis 4. Strengths and Weaknesses 5. Financial Analysis 6. Internal Factors Evaluation (IFE)
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at a Human Resource Management problem of recruitment and retention process in Primary Care. The writer will look at the current recruitment process, which has recently been less than conducive to attracting the right applicant to the ever changing, varied and often stressful roles within the Primary Care setting. Recent events have resulted in high workload and stress levels for existing colleagues and staff due to the lack of retention of newly recruited staff who have been unable to cope with
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programs that cater to the needs of its employee by combining transactional and relational awards, allowing the reward package to meet the different emotional and motivational rewards of employees (WorldatWork, 2007, p. 15). Improved recruitment and retention is another advantage. Highly skills employees are in demand and, companies must find ways to attract and retain high performers. A comprehensive rewards package highlights the organization’s commitment by showing the total value of the reward package
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