1.0 INTRODUCTION The article we are about to review is titled “ Family-Work Conflict and the Availability of Work-Family Friendly Policy Relationships in Married Employees: The Moderating Role of Work Centrality and Career Consequence”‚ it’s a Research and Practice in Human Resource Management‚ volume (18(2))‚ page number (35-46)‚ year 2010. The article is done by Okechukwu Amah an employee of Chevron Nigeria Limited and has worked for the organisation for twenty-five years. He obtained his
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HR Professional Map Effective Hr professional should understand the business and contribute to the goals and the mission. This can be done by understanding the HR professional map- the areas of practice and by adopting the behaviour and knowledge specific to each area on a specific level of competence. The benefit of the map is understanding the functions within HR (10 professional areas) and what we need to do‚ to know and very important- how we need to do it (best practice) at 4 levels of competence
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n a popular Internet role-playing game called Second Life‚ people can create a virtual identity for themselves‚ choosing such things as their age‚ sex‚ and appearance. These virtual characters then do things that people in the real world do‚ such as having sex. Depending on your preferences‚ you can have sex with someone who is older or younger than you – perhaps much older or younger. In fact‚ if your virtual character is an adult‚ you can have sex with a virtual character who is a child.If you
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My role model We all know what role model means but for those whodon’t know: Role model can be any one‚ it could be a person‚ animal‚ bird etc. these are the one who completely changes the way of living of someone. They are extremely unique and have an extraordinary bond between each other. Who can be your role model? I know it is very difficult to decide our role model because many people in our life have done something special for us. It’s not so that everyone should have a role model in his
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Guidance of Mr. Atul Bhavani Prof. Mrs. Pooja mam Officer-HR Training Incharge‚ IMI INDU MANAGEMENT INSTITUTE (IMI) ANKODIYA‚ VADODARA DECLARATION I Niyati D. Shah‚ student of the two-year MBA programme at Indu Management Institute hereby declare that the report on summer training and project work entitled “Innovative approach in the field of HR” am the result of our own work. I acknowledge the other works /publications cited in
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Your firm uses a continuous review system and operates 52 weeks per year. One of the SKUs has the following characteristics. Demand (D) = 20‚000 units/year Ordering cost (S) = $40/order Holding cost (H) = $2/unit/year Lead time (L) = 2weeks Cycle-service level = 95% Demand is normally distributed with a standard deviation of weekly demand of 100 units. Current on-hand inventory is 1.040 units with no scheduled receipts and no backorders. 1. Calculate the item’s EOQ. What is the average time
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wage or salary 14 Time management 14 Travel management (sometimes assigned to accounting rather than HRM) 14 Payroll (sometimes assigned to accounting rather than HRM) 14 Employee benefits administration 14 Personnel cost planning 15 Performance appraisal 15 Management by objectives (MBO) 16 360 degree appraisal 16 Behavioral Observation Scale (BOS) 16 Behaviorally Anchored Rating Scale (BARS) 16 Retention Strategies 16 Customer Acquisition and Talent Acquisition 17 CONSUMER
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important to use a strategy-oriented HR system in order to match the company’s capabilities with the demands of the environment. With the scenario of a medium sized IT organization that faces intense competition‚ having strategic goals and reaching them will help the company stay ahead of the game. The goals of to increase the sales of the company software products and to hire 50 more workers during the calendar year are both directly linked to HR functions. HR will allow the company to bring in 50
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How To Fix HR After reading the article‚ in my opinion‚ the five steps are laid out properly in helping HR Department to achieve success. These five steps are all necessary for building a strong foundation for HR with all talented people working together in accomplishing organizational goal and mission. First‚ step1‚ set a clear mission is an important step at the very beginning because it initiates strategic ideas and plans where HR should focus on as well as how to achieve the target. I believe
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comprehensive appraisal where the feedback about the employees’ performance comes from all the sources that come in contact with the employee on his job. 360 degree respondents for an employee can be his/her peers‚ managers (i.e. superior)‚ subordinates‚ team members‚ customers‚ suppliers/ vendors - anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the "on-the-job" performance of the employee. 360degree appraisal has four integral components:
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