Qualification in Human Resources Management(Module 08)‚ friends for their ongoing support. Thank you. Contents… 1. Introduction 2. Causes of the situation 3. Proactive measures that could have been taken 4. Reasons for the poor industrial relations of Bolts and Nuts 5. Is the HR Manager to be blamed? 6. Reactive measures that could’ve been taken 7. Conclusion and recommendations 1. Introduction Bolts & Nuts Company was manufacturing and marketing nuts and bolts and nuts. They
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Employee benefits 1.) Pogi Company has established a defined benefit pension plan for its employees. Annual payments under the pension plan are equal to 3% of an employee’s highest lifetime salary multiplied by the number of years with the entity. An employee’s salary in 2011 was P500‚000. The employee is expected to retire in 10 years‚ and the salary increase are expected to average 4% per year during the period. On December 31‚ 2011‚ the employee has worked for 15 years‚ The future value
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Employee Involvement The direct participation of staff to help an organization fulfill its mission and meet its objectives by applying their own ideas‚ expertise‚ and efforts towards solving problems and making decisions. From this definition‚ participation can include representative participation‚ direct communication‚ and upward problem solving. We will focus on the latter two categories because this article is more about understanding outcomes‚ tools‚ and methods. \The direct participation of
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Human Relations Theory Introduction The Human Relations Theory of organization came in to existence in 1930s as a reaction to the classical approach to organizational analysis. This is because the classical theorists neglected the human factor in the organization. The Classical theorists took a mechanical view of organization and underemphasized the sociopsychological aspects of individual’s behaviour in organization. It is this critical failure of the classical theory that gave birth to the human
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What is the employee engagement? Employee engagement is a workplace approach designed to ensure that employees are committed to their organisation’s goals and values‚ motivated to contribute to organisational success‚ and are able at the same time to enhance their own sense of well-being There are differences between attitude‚ behaviour and outcomes in terms of engagement. An employee might feel pride and loyalty (attitude); be a great advocate of their company to clients‚ or go the extra
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nternational relations (IR) is the study of relationships among countries‚ the roles of sovereign states‚ inter-governmental organizations (IGO)‚ international non-governmental organizations (INGO)‚ non-governmental organizations (NGO)‚ and multinational corporations (MNC). International relations is an academic and a public policy field‚ and so can be positive and normative‚ because it analyzes and formulates the foreign policy of a given State. As political activity‚ international relations dates from
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Definitions of International Relations:- The branch of political science that is concerned with the foreign affairs of and relations among countries. International relations is an academic discipline concerned with the interactions among nations and other international entities. Trevor Taylor (1979) defines International Relations as: "A discipline‚ which tries to explain political activities across state boundaries" According to Ola‚ Joseph (1999): "International relations are the study of all
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Employee Training - Benefits and Steps in Employee Training Training implies enhancing the skills and knowledge of the employees for performing a specific job. Training tries to improve employees’ performance in current job and prepares them for future job. The crucial consequence of training is learning. Training involves changing skills‚ knowledge‚ attitudes‚ or behavior. Objectives of Employee Training 1. To prepare employees to meet the varying and challenging needs of the job and
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1.1 Introduction- Employee Engagement Employee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is a person who is fully involved in‚ and is enthusiastic about‚ his or her work. Such employees are attracted to‚ and inspired‚ committed and fascinated by their work. The age old business dictum goes that ‘satisfied employees create satisfied customers’ by constantly striving for the best‚ contributing to the bottom
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Employee dissatisfaction leads to non hygienic and non favorable work environment (Mawoli & Winnubst‚ 2011). If an employee is dissatisfied to his job he/she is quitting‚ not engage in working activities rather than adapting behavior like problem solving related to their working activities and they are not fulfilling their job and work requirement because they are not satisfied and also it create bad impact on the productivity of the organization. Individual differences on small scale in an organization
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