LITERATURE REVIEW Job Satisfaction and Turnover Intention This study was conducted to measure the level of job satisfaction and its impact on turnover intention. Job Satisfaction Survey (JSS) questionnaire containing nine facets of job satisfaction and a questionnaire containing three items for measuring job satisfaction and turnover intention respectively were used for data collection from private sector. Job satisfaction is defined as a person’s evaluation of his or Her job and work context
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STUDY OF BPO INDUSTRY WITH REFERENCE TO EMPLOYEE ATTRITION AND RETENTION” Introduction The study deals with attrition issue in BPO‚ the reasons of attrition and retention strategies for the same. Experts point out that continued high growth in an industry can be an issue because it strains systems and governance processes that needs time to mature and to be institutionalized. The IT enabled services (ITES) and Business Process Outsourcing (BPO) constitute the fastest growing industry in India
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organizations with research-based solutions for reducing turnover. This research strongly indicates that a combination of new employee assessment tools‚ including Realistic Job Previews‚ Job-Related Personality Assessments‚ and Behavior-Based Interviews not only predict which applicants in the general workforce will turn over‚ but it also indicates that this research can be successfully applied to assist those in the transportation industry to help them achieve their own organizational goals. Additionally
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A PROJECT ON INSURANCE INDUSTRY IN INDIA FOCUSING ON RELIANCE LIFE INSURANCE PREFACE The liberalization of the Indian insurance sector has been the subject of much heated debate for some years. The policy makers where in the catch 22 situation wherein for one they wanted competition‚ development and growth of this insurance sector which is extremely essential for channeling the investments in to the infrastructure
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packages are used by companies to retain and attract talent. Benefits can be used to keep employees happy at work and to up your overall productivity. In this economy it is vital to offer competitive compensation and benefit packages to assist in the retention as the economy rebounds from its current state. In order to offer a competitive package‚ you should be aware of the types of employees you are looking to attract and also the employees that are currently working for the company. There are three
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HistoryAetna‚ Inc. is an American health insurance company‚ which is the direct descendant of Aetna (Fire) Insurance Company‚ of Hartford‚ Connecticut. In 1850 Aetna began operation of an Annuity Fund and the company would soon to be known as Aetna Life Insurance Company. In 1899 Aetna became one of the first publicly held insurance companies to enter the health insurance field. Since then Aetna has become committed to providing access to cost-effective health care of the highest possible standard
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contacts ONLY during regular working hours‚ whether 9 to 5 Monday through Friday or other working hours. Ensure all sellers‚ business partners‚ colleagues and clients understand that this is the company culture or your personal policy. Have a personal cell phone that is only for family and friends‚ so you can leave the business phone behind on family outings‚ personal ’me’ time‚ at the health club‚ or with friends. Answer the work phone‚ fax or email ONLY during business hours. Just as you schedule
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Research Title : HR Planning of Employee Relationship in HanJin Heavey Industry Module Title : Management Research Project Words Count : 1‚731 Words Table of Contents 1. Introduction ---------------------------------------------------pg.3-4 1-1 Background of Company --------------------------------pg.3 1-2 Research Title‚ Questions and Objectives -------------pg.3-4 2. Literature Review --------------------------------------------pg.4-6 2-1 Introduction ------------------------------------------------pg
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Case Study Progressive Insurance Table of contents: Page I. Brief Description of the case…………………………………………………………………………………… II. Statement of the Problem……………………………………………………………………………………… III. Objectives of the case study…………………………………………………………………………………… IV. Methodologies………………………………………………………………………………………………………. V. Analysis………………………………………………………………………………………………………………….. A. SWOT analysis B. VI. Significant Findings……………………………………………………………………………………………….. A. Positive
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Employee Benefits Theatric L. Ishmon Upper Iowa University Human Resource Management October 19‚ 2012 Abstract Employee benefits could possibly be one of the most important factors that employees look at when deciding on a place of employment. As employers are not legally required to grant all benefits‚ some voluntarily grant legally not required benefit as a way of differentiating their organization from their competitors. Because of the many forces that must be weighed and kept in balance
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