“Employees Satisfaction and Attrition” At “Big Bazaar (Future Retail Group)” Submitted in partial fulfillment of the requirements for the award of The degree of Master of Business Administration Submitted to: Punjab Technical University Jalandhar By: “Aysha Parveen” Registration no-9212400077 Under the guidance of “Prof. Aswathi Nair” #70‚ 2nd Main Road‚ 3rd Cross‚ Kanaka Nagar‚ Nagawara‚ BANGALORE – 560 032 2009 - 11 GUIDE CERTIFICATE This is to certify that the Project
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Version A Handbook for Measuring Employee Performance ALIGNING EMPLOYEE PERFORMANCE PLANS WITH ORGANIZATIONAL GOALS Workforce Compensation and Performance Service Performance Management and Incentive Awards Division s PMD–013 s September 2001 table of contents FOREWORD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 contents CHAPTER 1 PERFORMANCE MANAGEMENT: BACKGROUND AND CONTEXT . . .
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November 20‚ 2011 Monzoor Morshed Lecturer Independent University Bangladesh Dear Sir‚ This report has been done as a requirement to complete the course HRM 380‚ instructed by our course coordinator Mr. Monzoor Morshed. This report describes the Industrial relations of Epyllion group‚ it mainly stresses on employer and employee relation and their evaluation procedure. We are hoping that this report will portray the real picture of the specified company. We concentrated on taking interviews
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1. Abstract It has been controversial and arguable for many years and is still on-going regarding whether HRM and organisational performance are directly or indirectly linked to each other. Some insist that it clearly has a positive impact on business performance whilst the others question that “why companies then hesitate to take the HR policies and why some of them adopt another alternative approaches?” From their point of view‚ it does not affect much of the organisational performance. Therefore
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Bontara Putra 12211144003 – 4 J Why PE Should Be In Every School In high school‚ students have a full schedule for five days on a week to always study about subjects like mathematics‚ biology‚ economy etc. Have a full schedule like that can make the students body and mind disturbed and confused. PE or physical education in high school helps students to refreshed their body and mind in that full busy week of schedule. There are a lot of advantages of PE or sport that many people know‚ but there
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14 Recommendations 19 Conclusion 19 Bibliography 20 Objective To learn about Grameenphone’s work environment. HR sector. HR manages it employees. processes that HR follow to manage the whole organization Scope This study regarding Grameenphone’s HRM and its process has enlightened us with the idea of how an organization operates in the real world. It have us the scope to visit the GP House and hear real experiences in person. Methodology In this study both primary and secondary researches have
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Hospitality Management PRACTICUM MANUAL Name: Course/Year & Section: Home Address: Establishment: Address: COLLEGE OF HOSPITALITY MANAGEMENT VISION College of Hospitality Management will engage in producing potential manpower in hospitality industry and the center of globally competent graduates who can uplift the socio-economic‚ political‚ cultural and moral development of the community. MISSION College of Hospitality Management is committed
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“ HRM policies and principles contribute to the effectiveness‚ continuity and stability of the organization.” Human resource is the set of individuals who make up the workforce of an organization. Any successful organization does not owe its success solely to market realities and sustainable competitive advantages. Successful companies are those that consider their human resource as their most important asset.Human resource is thequalitative aspects‚ that actually make or break an organization
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Job Design and Work Teams........................................................................................ 31 8. Communications and Employee Participation.............................................................. 33 9. Performance Appraisal and Performance Management ............................................... 35 VI. Knowledge Management and Knowledge Transfer......................................................... 37 VII. CASE
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Resource Management Practice 11th Ed ‚Kogan Page Armstrong‚ M Bratton‚ J. and Gold‚ J. (1999)‚ Human Resource Management - Theory and Practice‚ 2nd Edition‚ Palgrave‚ Great Britain Foot‚ M & Hook C (2005) Human Resource Management 3rd edition (2006)Gunnigle‚ P. Human Resource Management in Ireland (2006) pg. 104Gunnigle‚ P. Human Resource Management‚ 3rd edition (2006) Pg 109As cited by Gunnigle‚ P. Human Resource Management‚ 3rd edition (2006) Pg 115. Legge‚ K. (1995)‚ Human Resource Management - Rhetorics
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