personal development plan
1. Introduction
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers. HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
Benefits are a portion of a total compensation package for employees. Benefits are a form of compensation paid by employers to employees over and above the amount of pay specified as a base salary or hourly rate of pay. A comprehensive, common set of benefits might even includes, paid time off such as sick days, vacation days. In addition to these basic benefits, employers might offer relocation assistance, legal assistance, child care benefits, employee discounts, and more. The purpose of benefits is to attract, retain and motivate the employee. It is also for the employee to contribute their effort in order to generate ideas that lead to a better functionality and enhance company performance.
The research question of this study is on how the benefits policy coherence initiative on employment in private industry. The previous researches that was done by Michael C. and John B, Dr. Ronald S. Leopold, Rosaline Chow Koo and Heidi on this topic is lack of explanations on how the companies use benefits to inspire, motivate employees in order to have good job result. For this research the hypotheses that can benefits motivate staff to improve the work place.
2. Research question
How benefits can motivate the employees working in private sector?
3. Importance of the research
This research is important as to prove that benefits for employees do have
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers. HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
Benefits are a portion of a total compensation package for employees. Benefits are a form of compensation paid by employers to employees over and above the amount of pay specified as a base salary or hourly rate of pay. A comprehensive, common set of benefits might even includes, paid time off such as sick days, vacation days. In addition to these basic benefits, employers might offer relocation assistance, legal assistance, child care benefits, employee discounts, and more. The purpose of benefits is to attract, retain and motivate the employee. It is also for the employee to contribute their effort in order to generate ideas that lead to a better functionality and enhance company performance.
The research question of this study is on how the benefits policy coherence initiative on employment in private industry. The previous researches that was done by Michael C. and John B, Dr. Ronald S. Leopold, Rosaline Chow Koo and Heidi on this topic is lack of explanations on how the companies use benefits to inspire, motivate employees in order to have good job result. For this research the hypotheses that can benefits motivate staff to improve the work place.
2. Research question
How benefits can motivate the employees working in private sector?
3. Importance of the research
This research is important as to prove that benefits for employees do have