By Ms Jatinder Peters‚ GM(HR) and Head Coordination ONGC‚New Delhi Microsoft Leadership Conclave GLOBALIZATION AND THE INDIAN ECONOMY India was a traditionally managed‚ protected economy where industrial growth was largely fueled by the government sector. 1991-92: first spate of economic liberalisation Process of adjustment to the free-market economy has been through ups and downs STRATEGIES DEPLOYED IN GOING GLOBAL Organic and inorganic growth Adding an export component
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money‚ which emanate from the kind relationship of the employer to the employees‚ to supplement their usual wages‚ from time and which are at most times geared purposely towards the enhancement of workers performance in the organization. This scheme‚ is very important to both the organization and the employees‚ from the employer’s point of view‚ it is anticipated that a good staff employee incentive scheme will induce the employees to work hard and improve their general attitude toward the organization
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The Role of Testing Employees OMM618: Human Resources Management Date: 4/9/2013 Introduction The workplace testing has become increasingly popular. Employers screen their workers in an effort to try to figure out who is best for the position or for the promotion at hand. As long as a test is design to predict an employee’s actual ability to do the job. An employer can generally require typing test for clerical jobs or strength tests for position requiring those skills. Employee
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complexity of USERRA’s application in the Federal workplace‚ the Office of Personnel Management (OPM) regulation provides additional‚ non-USERRA required benefits to service member employees when performing certain types of military service. Discussion: Primarily six (concerns/issues) are regularly raised by service member employees and federal government employers regarding USERRA. ESGR does not have the full view associated with USERRA claims because service members have multiple redress avenues for
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IT 205 Week 4 Check Point: Monitoring Employees on Networks Employers want to limit an employee’s use of e mails or internet usage during work hours for the following reasons; employee productivity‚ and network safety. If an employee is using e mail or the internet for his or her own personal use rather than business use‚ it is costing the company the loss of potential revenue. The amount of traffic on a company’s network could risk the network’s safety and also cause the server to become clogged
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the effects of high performance work practices on employers and employees. The primary goal of most businesses is to maximize profits for the owners. High performance work practices (HPWPs) are a methodology used by various organizations to maximize workforce potential. HPWP is a combination of various theoretical models working alongside a receptive organizational climate and culture. This analysis will state the merits of HPWPs on employers and scrutinize its shortcoming on employees. The
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References: Abdel-Halim‚Ahmed A. 1981. Effects of role stress-jobdesign-technology nteraction n employee J Adler‚ Nancy J. 1980. Culturalsynergy:The mnanagement cross-cultuiralrganizations. n W. W. & Dafna N. Izraeli. 1988. Women in management. New York:M.E. SharpInc. Barrett‚Gerald& Bernard ass
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Hong Kong Island Shangri-La | 2011 Lobby Lounge Report | Submitted to: The Board of Directors | Lobby Lounge Management Team 12/5/2011 | Recruiting Employees 1. Introduction It is critical for every organisation to attract and retain the right employees in order for success. Recruiting the most suitable person for the job involves an efficient usage of a value proposition of the employer and the employer’s brand. As Anon states‚ “People may be an organisation’s biggest asset-but
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intrinsic job interest and increasing job satisfaction‚ and developing amore flexible and efficient workforce. There is evidence that increased team working‚ increased autonomy for teams and employee involvement generally have a positive motivation effect: • Reward systems‚ where the appropriate behavior is shaped as results of certain rewards‚ particularly financial and material ones. This requires a feedback system‚ so that the invective used (e.g.pay) is tied as directly as possible to
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future. Selection practices ensure that employees are capable of high productivity‚ motivated to stay with the organization for as long as the organization wants to employ them‚ able to engage in behaviors that result in customer satisfaction and capable of implementing the strategy of the company. The choices to be made when making a selection decision include accepting a qualified candidate‚ rejecting an unqualified candidate‚ accepting an unqualified candidate and rejecting a qualified candidate
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