CHAPTER: 1 INTRODUCTION The human resource has immense potential. The role of economic development of any nation depends on the degree of effective mobilization of these resources. India is a developing country. This means that majority of the population belong to the working class. They have to struggle to make both the ends meet. In their struggle
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Employment Relations UNIT 2 EVOLUTION OF INDUSTRIAL RELATIONS AND CURRENT DEVELOPMENTS Objectives After going through this unit‚ you should be able to: l l explain the historical perspective of industrial relations in India; appreciate the impact of globalisation‚ technological changes‚ and other forces on industrial relations; identify the issues and challenges confronting industrial relations in India. l Structure 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 Introduction Industrial Relations in India
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11/8/04 3:01 PM Page ii Chapter 1 THE STUDY OF INDUSTRIAL RELATIONS Chapter 2 THE CHANGING NATURE OF WORK AND EMPLOYMENT bray_Chapter 01 11/8/04 3:01 PM Page 1 part one the n a t u re and c o n t e x t of industrial re l a t i o n s bray_Chapter 01 11/8/04 3:01 PM Page 2 bray_Chapter 01 11/8/04 3:01 PM Page 3 chapter one the study of industrial relations learning objectives After reading this chapter you should be able to:
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EMPLOYEE ATTRITION ‘An Analysis of Factors Influencing Attrition in the growing Economies’ INTRODUCTION In the recent decades the Indian industry has changed its outlook. The employment scene has changed its appearance. The factors like skill sets‚ job satisfaction drive the employment and not just the money. The employer hence faces the heat of continuous employee turnover. Continuous efforts are made by organisations to control the employee turnover rate as it directly affects the performance
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INTRODUCTION 1.1 GENERAL INTRODUCTION In a highly competitive market it is a great challenge for an industry to be amongst the list of top industries in a country like India. If the target goal is to be achieved there must be good industrial relations between management and labourers. From the time of production to sale of product‚ each and every member from the high level of executive to low level of worker should work together. Once the problems arise between the workers and management
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relevant to employee turnover aspect with regards of employee dissatisfaction on different dimensions towards impacts of employee turnover. There were four dimensions used in this research as employee dissatisfaction which is management style‚ work environment‚ training and development and personal factors. The quantitative survey with 50 respondents took part has been adopted in this research. A set of self developed structured questionnaire titled Employee Turnover: Factor and Impact of Employee Dissatisfaction
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Employee Motivation A question often asked by first-line supervisors and managers is “How do we motivate our employees?” Effectively motivating employees to achieve a desired outcome is one of the most important functions as a supervisor or manager. There is evidence to show organizations are facing challenges retaining employees due to limited opportunities for advancement and the current competitive labor market. It does not appear things will get any better in the future. The loss of employees
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and economic development. According to Frederic Engels‚ “ labour is the source of all wealth it is next to nature ‚ which supplies with the materials that it converts in to wealth but it is even definitely more than this”. 1.2 EMPLOYEE WELFARE Employee welfare work aims at providing such service facilities and amenities to the workers employed in factories and industries healthy‚ congenial surroundings conductive to good health and high moral. The aim or objectives of welfare activities
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unless the ground is properly prepared‚ many human resource management (HRM) practices cannot blossom into competitive advantage unless grounded on an adequate job analysis. Successful HRM practices can lead to outcomes that create competitive advantage. Job analyses‚ properly performed‚ enhance the success of these HRM practices by laying the foundation. Job analysis information can be applied to a variety of HRM practices. We now take a brief look at some of them. NEED AND IMPORTANCE OF THE
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Vinay Ravindran‚ 9866254387 Vinaykumar07@yahoo.com ….For Discussion only…. Employee Engagement Model Achieve Results Employee Engagement is directed towards achieving results. The first key of the model is on the far right hand side and begins with the results the organization‚ department‚ team‚ or individual wants to achieve. The key question for this part of the model is: What do you want achieve and how will you know when you achieve it? Craft Strategy From the far right hand side of the
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