ANNEXURE-I QUESTIONNAIRE FOR EMPLOYEES PERCEPTIONS ON HRM PRACTICES IN SUGAR INDUSTRIAL UNITS
|
|
- Brendan Williamson
- 6 years ago
- Views:
Transcription
1 ANNEXURE-I QUESTIONNAIRE FOR EMPLOYEES PERCEPTIONS ON HRM PRACTICES IN SUGAR INDUSTRIAL UNITS Section-1: 1. What is your name?(optional) 2. What is your designation? 3. What is your age? Under or Older 4. What is your gender? Male ( ) Female ( ) 5. What is your highest educational Qualification? Above SSC or Matriculation Diploma/Intermediate Graduation - Technical Graduation- Non Technical Above Graduation and Post Graduation 6. How long have you been working with this organization? 3-5 years 5-8 years 8-12 years years More than 16 years 381
2 Section-2: Please tick ( ) one cell for each statement: S. No Statements SA A N DA SDA Selection & Recruitment 1 Applicants are fully informed about the qualifications required to perform the job before being hired. 2 Applicants undergo a medical test before being hired. 3 Vacancies are filled from qualified employees who are working in the organization. 4 Applicants undergo structured interviews (job related questions, same questions asked of all applicants) before being hired. 5 Applicants for this job take formal test (written or work sample) for selecting applicants for vacancies. 6 Job advertisements in newspapers are used by the company to recruit people. 7 In this organization, there is formal induction, orientation and familiarization process designed to help the new managerial recruits understand the organization. 8 The selection systems followed in our organization are highly scientific and rigorous. 9 Selection system in our organization selects those having the desired knowledge, skills and attitudes. Training & Development practices 1 Our organization conducts extensive training programs for its employees in all aspects of quality.. 2 Was selected because the programme objectives suit my job needs most. 3 I have training opportunities to learn and grow 4 Training needs are identified through a formal performance appraisal mechanism. 5 Sent for the training as a ticket for promotional purposes. 6 The objective of the training programmes is complete understanding of different management functions in its totality. 382
3 7 Training needs identified are realistic, useful and based on the business strategy of the organization. 8 Number of decisions taken without referring to higher authorities. 9 Efficiency in dealing with problems involving human relations. 10 The training programmes has improved my decision-making skills 11 I feel more confident and better equipped to act as a leader and handle conflicting situations. 12 My working relationship between my associates and colleagues in other departments has improved. 13 I feel better equipped to tackle unexpected events with skill and confidence. Performance evaluation practices The performance appraisal is fair. 2 There is a formal & written performance Appraisal system. 3 I am informed that how my performance is evaluated 4 I receive feedback of performance evaluation results about myself. 5 Performance of the employees is measured on the basis of objective quantifiable results. 6 Appraisal system in our organization is growth and development oriented. 7 Appraisal system has a strong influence on individual and team behavior. 8 Employees are provided performance based feedback and counseling. 9 The appraisal data is used for making decisions like job rotation, training and compensation. 10 The objectives of the appraisal system are clear to all employees. Promotion Practices 1 Company has a written promotion policy 2 Job promotions are fair and equitable 3 Priority is given for seniority in promotion decision 4 Priority is given for merit in promotion decisions
4 Grievances handling system 1 There are formal procedures for handling grievances 2 My supervisor handles my work-related issues satisfactorily 3 My supervisor is available to me when I have questions or need help 4 My supervisor delegates work effectively Career Planning 1 Individuals in this organization have clear career paths. 2 Employee s career aspirations within the organization are known by his/ her immediate superior. 3 Employees in our organization have more than one potential position for promotion. 4 Individual and organization growth needs are matched in this organization. 5 Our organization plans for the career and development of employees. 6 Our organization prefers an internal employee whenever a vacancy exists. 7 Each employee is aware of his/her career path in the organization. Job Satisfaction/ Motivation 1 I am satisfied with the information I receive from my supervisor about my performance. 2 I am satisfied with the variety of activities my jobs offers. 3 I am satisfied with the freedom I have to do what I want on my job. 4 I am satisfied with the opportunities my job provides me to interact with others. 5 My job has enough opportunity for independent thought and action. 6 I am satisfied with the opportunities my job gives to complete the task from beginning to end. 7 I am satisfied with the pay I receive for my job. 8 I am satisfied with the security my job provides me. Organizational Commitment 384
5 1 I am willing to put in a great deal of effort beyond that normally expected in order to help this organization be successful. 2 I feel very little loyalty to this organization. 3 I would accept almost any type of job assignment in order to keep working for this organization. 4 I find that my values and the organization s values are very similar. 5 This organization really inspires the very best in me in the way of job performance. 6 It would take very little change in my present circumstances to cause me to leave this organization. 7 I am extremely glad that I chose this organization to work for, over others I was considering at the time I joined. 8 There s not too much to be gained by sticking with this organization indefinitely. 9 For me this is the best of all possible organizations for which to work. Note: SA: Strongly agree; A: Agree; N: Neutral; DA: Disagree; SDA: Strongly Disagree 385
6 ANNEXURE-II QUESTIONNAIRE FOR ENTREPRENEURS PERCEPTIONS ON HRM PRACTICES IN SUGAR INDUSTRIAL UNITS 1. Age of Employers a) Less than 25 years b) years c) years d) 45 and above 2. Academic Background of Employers a) Up to higher secondary b) Diploma c) Degree / P.G.(Technical ) d) Degree (Non- Technical ) 3. Selection Criteria of Staff in Organizations a) Qualification and experience b) Experience only c) Any other (specify) 4. Problems Faced in Recruiting and Retaining People a) High expectations of qualified people b) New recruits are foot-lose c) Competitors pirating experienced people by offering higher emoluments etc. d) Any other 5. Production Performance-Reasons for Deviation In Realization Ratio a) Labour shortage b) Labour unrest c) Non-availability of material inputs d) Government policies e) Changes in demand f) Changes in supply situation due to to glut g) Lack of adequate finance h) Technological changes i) Improper planning of product range j) Other (specify) 6. Welfare Facilities Benefits Provided to Staff a) Provident fund b) ESI/ Medical reimbursement c) Conveyance facility d) Gratuity e) Educational allowance for self or children employee f) HRA g) Advances h) Canteen facility i) Others/ if any specify 386
7 7. Common Grievances of Employees a) Revision of pay scale b) Creation of promotional opportunities c) Union Recognition d) Job security e) Incentives / bonus f) Provision of training for updating skills g) Others, If any, specify 8. Form of Workers Participation Preferred a) Sharing information b) Consultation c) Decision making d) Profit sharing 387
CHAPTER 5 Human Resource Management Practices in NGOs Managerial Perspective
CHAPTER Human Resource Management Practices in NGOs Managerial Perspective.1 Introduction The present chapter describes Human Resource Management practices in Non-Governmental Organisation in Hyderabad
More informationQUESTIONNAIRE. Age : a) Below 30 years b) years. Marital status : Married/ Unmarried. Religion : Hindu/Muslim/Christian
QUESTIONNAIRE 255 QUESTIONNAIRE Personal Name (optional) : Department/Section/Unit ; Designation : Age : a) Below 30 years b) 31-40 years c) 41-50 Years d) Above 50 years Gender : Male/ Female Marital
More informationDr. G. VIGNESH 1 B.SANTHOSH KUMAR 2
FACILITATING FACTOR AND CONSTRAINING FACTOR OF HUMAN RESOURCE MANAGEMENT IN SERVICE INDUSTRIES Dr. G. VIGNESH 1 B.SANTHOSH KUMAR 2 1 Head PG Department of International Business, NGM College Pollachi.
More informationPOST GRADUATE DIPLOMA IN HUMAN RESOURCE MANAGEMENT (PGDHRM) Semester I PROGRAMME CURRICULUM
POST GRADUATE DIPLOMA IN HUMAN RESOURCE MANAGEMENT (PGDHRM) PROGRAMME CURRICULUM Semester I 1. Human Resource Management 2. HR Development & Training 3. Performance and Potential Management 4. Industrial
More informationRESPONDANT: MANAGEMENT
RESPONDANT: MANAGEMENT A QUESTIONNAIRE ON HRD POLICIES AND PRACTICES OF TOURISM INDUSTRY AN EMPERICAL STUDY OF SELECTED TOURISM PLACES IN GUJARAT Respondents Profile (1) Name and address of the organisation
More informationPart I. Please provide the following information about yourself (you need not write your name)
ANNEXURE 401 402 QUESTIONNAIRE Part I Please provide the following information about yourself (you need not write your name) 1) Name of the Department 2) Designation 3) Place of working 4) Age (Please
More informationChapter V FINDINGS, SUGGESTIONS AND CONCLUSIONS
Chapter V FINDINGS, SUGGESTIONS AND CONCLUSIONS 5.1 FINDINGS: The major findings of the study based on the analysis and interpretation of the data are stated below: 1. Majority of the respondent employees
More information1: NATURE CONCEPTS AND FUNCTIONS OF HRM
Subject Paper No and Title 9: HUMAN RESOURCE MANAGEMENT Module No and Title Module Tag 1: NATURE CONCEPTS AND FUNCTIONS OF HRM COM_P9_M1 TABLE OF CONTENTS 1. Learning Outcomes 2. Introduction Human Resource
More informationFAQ: Performance Management and Training
Question 1: How do you know whether a performance appraisal method tests performance correctly? Answer 1: A test is valid if it shows a significant relationship between test performance and job performance.
More informationStaff recruitment, induction and performance appraisal procedure. Link to National Regulations and National Quality Framework
Staff recruitment, induction and performance appraisal procedure Policy Number 2.2 Link to National Regulations and National Quality Framework o Quality Area 7: Leadership and service management Standard
More informationJOB ANALYSIS AND JOB DESIGN
Human Resources UNIT 2 JOB ANALYSIS AND JOB DESIGN Structure 2.0 Objectives 2.1 Introduction 2.2 Job Analysis 2.2.1 Significance of Job Analysis 2.2.2 Components of Job Analysis 2.3 Methods of Job Analysis
More informationCoimbatore, Tamilnadu
A STUDY ON EFFECTIVENESS OF HR AUDIT WITH REFERENCE TO IT COMPANIES IN COIMBATORE M. Sangeetha* & R. Muruugalakshmi** * Assistant Professor, VLB Janakiammal College of Arts and Science, Coimbatore, Tamilnadu
More informationSt. Joseph's Journal of Humanities and Science ISSN:
16 L. Santhana Raj / St. Joseph s Journal of Humanities and Science (Volume 4 Issue 1 January 2017) 16-20 St. Joseph s Journal of Humanities and Science (Volume 4 Issue 1 January 2017) 16-20 St. Joseph's
More informationSTRENGTH AND WEAKNESS OF HRD ACTIVITIES
Page 136 of 230 CHAPTER 7 STRENGTH AND WEAKNESS OF HRD ACTIVITIES 7.1 INTRODUCTION Human Resource Development (HRD) aims at providing opportunities to individuals for full expression of their potential,
More informationOrganizational climate dimensions of employees in engineering colleges
2015; 1(13): 712-716 ISSN Print: 2394-7500 ISSN Online: 2394-5869 Impact Factor: 5.2 IJAR 2015; 1(13): 712-716 www.allresearchjournal.com Received: 11-10-2015 Accepted: 13-11-2015 Professor, Department
More informationGRADUATE SCHOOL 2018 ADVANCING THE UNIVERSITY S MISSION: ENJOY BEING PART OF THEIR DEPARTMENT
For the Employee Engagement Survey (EES) there were 20 respondents in compared to 11 respondents in who identified their department within the Graduate School. For, the survey was sent to 20 active employees
More informationJOURNAL OF INTERNATIONAL ACADEMIC RESEARCH FOR MULTIDISCIPLINARY Impact Factor 2.417, ISSN: , Volume 3, Issue 9, October 2015
PERFORMANCE MANAGEMENT OF LIBRARY PROFESSIONALS IN MEDICAL COLLEGE LIBRARIES IN DAKSHINA KANNADA DISTRICT- A STUDY PUSHPALATHA. K* T.Y. MALLAIAH** SHILPA KUMARI JAI*** *Assistant Librarian, Mangalore University
More informationQualifying Period New Employee Feedback Form
Qualifying Period New Employee Feedback Form Congratulations on being with Landpower Australia for three months. We ask that you complete the following survey which is intended to measure how you feel
More informationWeek 12: Managing People
Week 12: Managing People! Dr Christopher Pokarier EB202 Introduction to Business Some key terms! Labour management sees labour as one input amongst others (a factor of production) and suggests an image
More informationRelationship Between Employee Motivation And Performance Of The Employees Working In Retail Sector In Jaipur Dr. Neha Sharma, Ms.
Relationship Between Employee Motivation And Performance Of The Employees Working In Retail Sector In Jaipur Dr. Neha Sharma, Ms. Avni Sharma Dr. Neha Sharma, Assistant Professor, Department of Commerce,
More informationManaging Human Resources Bohlander Snell
1 MANAGING PEOPLE Introduction to Human Resource Management Managing Human Resources Bohlander Snell 14 th edition PowerPoint Presentation by Charlie Cook The University of West Alabama Chapter Contents
More informationSUMMARY OF MINOR PROJECT MRP(H)-2001/11-12/KLMGO46/UGC-SWRO Dated28/Sep/12XI Plan
SUMMARY OF MINOR PROJECT MRP(H)-2001/11-12/KLMGO46/UGC-SWRO Dated28/Sep/12XI Plan Quality of Work Life and Organizational Commitment of Employees In the Public Sector Banks with special reference to Pathanamthitta
More informationA STUDY ON PERFORMANCE APPRAISAL OF EMPLOYEE AT HIGH ENERGY BATTERIES (INDIA LIMITED) MATHUR, TIRUCHIRAPPALI
International Research Journal of Engineering and Technology (IRJET) eissn: 2395 0056 Volume: 04 Issue: 05 May 2017 www.irjet.net pissn: 23950072 A STUDY ON PERFORMANCE APPRAISAL OF EMPLOYEE AT HIGH ENERGY
More informationASSESSING JOB SATISFACTION LEVEL OF EMPLOYEES IN A TERTIARY CARE HOSPITAL -A TOOL FOR TALENT RETENTION
494 ABSTRACT ASSESSING JOB SATISFACTION LEVEL OF EMPLOYEES IN A TERTIARY CARE HOSPITAL -A TOOL FOR TALENT RETENTION MS. SYEDA AMTUL YAFE* *Head & Associate Professor, Department of Hospital Management,
More informationA STUDY ON EMPLOYEE SATISFACTION AND PERFORMANCE AT CEMENT INDUSTRIES IN RAYALASEEMA REGION
A STUDY ON EMPLOYEE SATISFACTION AND PERFORMANCE AT CEMENT INDUSTRIES IN RAYALASEEMA REGION RAMA KUMARI.M Research Scholar, Department of Management Sciences, JNTUA, Ananthapuramu, A.P, India. Dr.D.PRADEEP
More information(DMHR 01) ASSIGNMENT 1 M.H.R.M. DEGREE EXAMINATION, MAY 2018 First Year PERSPECTIVES OF MANAGEMENT
ASSIGNMENT 1 PERSPECTIVES OF MANAGEMENT Q1) Discuss briefly about management as an art, Science and profession. (DMHR 01) Q2) Explain the functions of organisation. Q3) Discuss the nature of planning.
More information1. PROJECT OVERVIEW D&I PRACTITIONER PROFILE D&I INFLUENCE D&I BUSINESS DRIVERS D&I COMMITMENT
Benchmarking Diversity and Inclusion Practices in Australia Key Findings Prepared by Dimitria Groutsis, Diane van den Broek, Andreea Constantin (University of Sydney) and Jane O Leary (Diversity Council
More informationA STUDY ON THE WORKERS SATISFACTION ABOUT THE TRAINING FOLLOWED IN SOFTWARE ORGANISATION
A STUDY ON THE WORKERS SATISFACTION ABOUT THE TRAINING FOLLOWED IN SOFTWARE ORGANISATION Dr. G.VIGNESH 1 R.DHARAN KUMAR 2 1 Head PG Department of Commerce with International Business, NGM College Pollachi.
More informationFINDINGS, SUGGESTIONS AND CONCLUSION
Chapter VI FINDINGS, SUGGESTIONS AND CONCLUSION 6:1. Findings 6:2. Observed Findings 6:3. Suggestions 6:4. Conclusion 6:5. Scope for Further Research 6:6. Summary of the Thesis 6:1 Findings 1. Employees
More informationA Study of the Job Attitudes and Perception of Library and Information Science Professionals in Erode and Karur Districts in Tamil Nadu
A Study of the Job Attitudes and Perception of Library and Information Science Professionals in Erode and Karur Districts in Tamil Nadu V.P. Ramesh Babu 1, S. Aravind 2 and D. Umamaheswari 3 1 Head & Librarian,
More informationHUMAN RESOURCE MANAGEMENT PERSPECTIVES IN HUMAN
HUMAN RESOURCE MANAGEMENT PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT - I. Arul Edison Anthony Raj, MBA, M.Phil., PGDIB, ADHRM(UK). Assistant Professor E.G.S. Pillay Engineering College, Nagapattinam. INTRODUCTION
More informationA STUDY ON QUALITY OF WORK LIFE AMONG WORKERS WITH SPECIAL REFERENCE TO TEXTILE INDUSTRY IN TIRUPUR DISTRICT A TEXTILE HUB
265 A STUDY ON QUALITY OF WORK LIFE AMONG WORKERS WITH SPECIAL REFERENCE TO TEXTILE INDUSTRY IN TIRUPUR DISTRICT A TEXTILE HUB ABSTRACT INDUMATHY.R.*; KAMALRAJ.S.** *Assistant Professor, PPG Business School,
More informationHRM. Unit 1. Dr. Vinita Pimpale. Dr. Vinita Pimpale R.A.Podar College of Commerce & Economics
HRM Unit 1 1 What Is Human Resource Management? Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people
More informationCHAPTER 4 RESULTS AND DISCUSSIONS
CHAPTER 4 RESULTS AND DISCUSSIONS The study tried to assess HRD practices and challenges in selected regional in Yangon International Airport. In this chapter the major findings of the study were analyzed
More informationSSRG International Journal of Economics and Management Studies (SSRG-IJEMS) volume4 issue4 April 2017
Job Satisfaction among HDFC Bank Employees: - A Case Study of Srinagar City Dr Ajaz Ahmad Mir Assistant Professor Department of Commerce Islamai College Srinagar (J & K) 190002 Abstract In this highly
More informationEMPLOYER BRANDING, HIRING & RETENTION. Sarinah Abu Bakar
EMPLOYER BRANDING, HIRING & RETENTION Sarinah Abu Bakar Employer Branding.. Why Brand Employer Branding : Shaping and maintaining an image in the minds of potential candidates in the market that the company,
More informationGen Work. Introduction
Gen Y @ Work Introduction Generation Y appears to value some of the same things from work that have been traditionally viewed as important by other groups, according to a recent online survey completed
More informationCHAPTER - 6 PROMOTION POLICY
12. www. Performance-appraisal.com 13. http://appraisals,nakurihub.com 14. http://appraisals.nakurihub.com/modern-method.html CHAPTER - 6 PROMOTION POLICY In this chapter meaning and purpose promotion,
More informationHuman resource department is responsible for coordinating all activities involving the company s employees.
Human resource department is responsible for coordinating all activities involving the company s employees. They study the labour market (where employers meet employees) to see what occupations and skills
More informationAppendix 1 A study of Contract Labour in Service Industries Interview Schedule for Contract Labourers
Appendix 1 A study of Contract Labour in Service Industries Interview Schedule for Contract Labourers I. PERSONAL DETAILS 1. Name of the organisation with address: 2. Name of the respondent: 3. Gender:
More informationSUMMARY, FINDINGS, CONCLUSION AND SUGGESTIONS
251 CHAPTER 6 SUMMARY, FINDINGS, CONCLUSION AND SUGGESTIONS 6.1 Research Summary This chapter describes the research summary, findings and conclusion drawn based on statistical analysis. Based on the results,
More informationA Study On Employee Empowerment With Reference To Seshasayee Paper And Boards Ltd., Erode.
IOSR Journal of Business and Management (IOSR-JBM) e-issn : 2278-487X, p-issn : 2319-7668, PP 08-12 www.iosrjournals.org A Study On Employee Empowerment With Reference To Seshasayee Paper And Boards Ltd.,
More informationUAF Administrative Services Work Environment Survey. Prepared for: University of Alaska, Fairbanks Administrative Services
UAF Administrative Services Work Environment Survey Prepared for: University of Alaska, Fairbanks Administrative Services July 2009 UAF Administrative Services Work Environment Survey Prepared for: University
More informationCareer Mobility and Branding in the Civil Service An Empirical Study
Career Mobility and Branding in the Civil Service An Empirical Study Jack K. Ito Faculty of Administration University of Regina Regina, Saskatchewan Canada Phone: (306) 585-4714 Fax: (306) 585-4805 e-mail:
More informationImpact Of Hrm Practices On Employee Satisfaction In Public Sector Commercial Banks In Chennai
International Journal of Management Academy (2013), 1 (2): 91-95 Received: October 2013 Accepted: November 2013 Copyright 2013 by IJOMA Impact Of Hrm Practices On Employee Satisfaction In Public Sector
More informationBayt.com Employee Motivation Report in the Middle East and North Africa. January 2013
Bayt.com Employee Motivation Report in the Middle East and North Africa January 2013 Research Objectives To understand how the current environment is impacting the satisfaction levels of employees in the
More informationStaffing (Human Resource Management)
Staffing (Human Resource Management) What is Staffing? Why Is HRM Important? Research Findings: A source of competitive advantage People-oriented HR creates superior shareholder value As an important strategic
More informationOverview of Reports Survey Results
Overview of Reports Survey Results Metropolitan State University of Denver Campus Climate Survey Spring 2015 Prepared by: 2 Mill Road, Suite 102 Wilmington, DE 19806 Phone: 888.684.4658 Fax: 888.684.4659
More informationVOLUME: D. Management of Drug Dependence Treatment Services
VOLUME: D Management of Drug Dependence Treatment Services Module 2 OPERATIONAL MANAGEMENT Leadership, teamwork & organizational change Workforce Services, partnership & recovery Workshop 2 WORKFORCE Training
More informationBUILDING A CULTURE OF ENGAGEMENT: THE IMPORTANCE OF SENIOR LEADERSHIP
BUILDING A CULTURE OF ENGAGEMENT: THE IMPORTANCE OF SENIOR LEADERSHIP Dale Carnegie Training White Paper Copyright 2012 Dale Carnegie & Associates, Inc. All rights reserved. Senior_leadership_121412_wp
More informationDTR9274O1HJ/TGDTRm5Xgw33Z. Department Survey Sample Department
DTR9274O1HJ/TGDTRm5Xgw33Z Department Survey Sample Department Feedback Report 1/9/217 About This Survey Sample Department, 1/9/217 This multi-rater survey is designed to assist your department in assessing
More informationChapter 6. Motivating Workers
Chapter 6 Motivating Workers Motivation is the reason why employees want to work hard and work effectively for the business. It is a feeling or drive that stimulates employees to work hard for achieving
More informationPerformance Motivational Influencing Employees Relationship of Swissotel Le Concorde Bangkok
ISBN 978-93-84422-80-6 9th International Conference on Arts, Film Studies, Social Sciences and Humanities (AFSSH-17) Pattaya (Thailand) Dec. 27-28, 2017 Performance Motivational Influencing Employees Relationship
More informationIJMDRR E- ISSN Research Paper ISSN EMPLOYEE JOB SATISFACTION IN A PUBLIC SECTOR BANK- A CASE STUDY OF ANDHRA BANK, TIRUPATI
EMPLOYEE JOB SATISFACTION IN A PUBLIC SECTOR BANK- A CASE STUDY OF ANDHRA BANK, TIRUPATI Mr.G S Prasad * Prof. B. Amarnath** Prof. V K Ravindra Kumar*** *Research Scholar, SV University, Tirupati,India.
More informationEMPLOYEE ENGAGEMENT SURVEY
EMPLOYEE ENGAGEMENT SURVEY COO's Office/DCOO's Office/Operations Control March 30, 2015 on behalf of TTC TABLE OF CONTENTS Introduction 3 Overall Engagement Score 10 Aspects of Employee Engagement 14 Overall
More informationAre High Performance Work Practices Disabling? Evidence from the 2011 Workplace Employment Relations Study
Are High Performance Work Practices Disabling? Evidence from the 2011 Workplace Employment Relations Study Kim Hoque, Vicki Wass, Cardiff Business School Nick Bacon, Cass Business School Melanie Jones,
More informationCREATING CONSTRUCTIVE WORK ENVIRONMENT TO IMPROVE QUALITY OF WORK LIFE OF COIMBATORE-BASED IT PROFESSIONALS
CREATING CONSTRUCTIVE WORK ENVIRONMENT TO IMPROVE QUALITY OF WORK LIFE OF COIMBATORE-BASED IT PROFESSIONALS K.Gunasundari 1 and M.Muthumani 2 1 Assistant Professor, Karpagam Institute of Technology, Tamilnadu
More informationSample Company. New Hire Survey Report. Prepared For: Current Survey Period: Month Year Month Year New Hires (Surveys Completed Month - Month Year)
New Hire Survey Report Prepared For: Sample Company Current Survey Period: Month Year Month Year New Hires (Surveys Completed Month - Month Year) # of employees: 43 # of responses: 25 Response rate: 58%
More informationA PROJECT ON EMPLOYEE SATISFACTION IN NALCO
A PROJECT ON EMPLOYEE SATISFACTION IN NALCO 1 CONTENTS CHAPTER-1: INTRODUCTION: COMPANY PROFILE 1.1 Vision and mission statements of the Company 1.2 Different Units of the Company 1.3 Indian Aluminum Industry
More informationA STUDY ON QUALITY OF WORK LIFE OF EMPLOYEES IN SALZER ELECTRONIC PRIVATE LIMITED, COIMBATORE
Journal of Management (JOM) Volume 5, Issue 6, November-December 2018, pp. 116 115, Article ID: JOM_05_06_017 Available online at http://www.iaeme.com/jom/issues.asp?jtype=jom&vtype=5&itype=6 ISSN Print:
More informationHUMAN RESOURCE MANAGEMENT
Chapter 9 Human Resource Management 2014 Q5 (A) Outline the stages in a recruitment and selection process, using the following headings: (i) Internal and External Recruitment (ii) Job Description and Person
More informationThe Workforce and Productivity: People Management is the Key to Closing the Productivity Gap
The Workforce and Productivity: People Management is the Key to Closing the Productivity Gap Michael West Organization Studies Aston Business School Birmingham B4 7ET and Centre for Economic Performance
More informationUNIT 10 PERSONNEL OFFICE: FUNCTIONS AND OPERATIONS
UNIT 10 PERSONNEL OFFICE: FUNCTIONS AND OPERATIONS Structure Objectives Introduction Characteristics and Objectives of Personnel Management Functions and Operations of Personnel Management Organisation
More informationCHAPTER 1 Strategic Compensation: A Component of Human Resource Systems
CHAPTER 1 Strategic Compensation: A Component of Human Resource Systems Multiple Choice Questions 1. Which type of compensation program is based, in part, on the human capital theory? a) merit pay b) seniority
More informationHuman Resource Management
Paper: 1 Module: 1 Introduction to HRM: Meaning, definition, scope, objectives and functions of Principal Investigator Co-Principal Investigator Paper Coordinator Content Writer Prof. S P Bansal Vice Chancellor
More informationAugust 4, 2010 Information Requests Round 1
August 4, 2010 Information Requests Round 1 CAC/MSOS (MPI) 1-50 Reference: 2009 Annual Report page 27. Preamble: In response to Goal 6, one of MPI s strategies is To continue to respond to the issues raised
More informationFINDINGS, RECOMMENDATIONS, SUGGESTIONS AND CONCLUSION
FINDINGS, RECOMMENDATIONS, SUGGESTIONS AND CONCLUSION The present chapter contains the findings, recommendations, suggestions, and conclusion that emerged from the investigation and from various statistical
More informationPOST GRADUATE DIPLOMA IN INDUSTRIAL RELATIONS AND LABOUR LAWS. Semester - I
POST GRADUATE DIPLOMA IN INDUSTRIAL RELATIONS AND LABOUR LAWS Semester - I Subjects No. of Hrs per Week 1.1 Human Resource Management 03 Hrs/Week 1.2 Organizational Behavior 03 Hrs/Week 1.3 Management
More informationEMPLOYEE ENGAGEMENT SURVEY
EMPLOYEE ENGAGEMENT SURVEY ATC Project March 30, 2015 on behalf of TTC TABLE OF CONTENTS Introduction 3 Overall Engagement Score 12 Aspects of Employee Engagement 16 What Drives Engagement 20 Overall Organizational
More informationEMPLOYEE SATISFACTION SURVEY VOICE OF EMPLOYEE - ANALYSIS & RESULTS. SpiceJet Employee Satisfaction Survey
EMPLOYEE SATISFACTION SURVEY VOICE OF EMPLOYEE - ANALYSIS & RESULTS SpiceJet Employee Satisfaction Survey Executive Summary 1 The main objective of conducting Employee Satisfaction Survey was to set a
More informationDecember 7, CFPB Annual Employee Survey
December 7, 2012 2012 CFPB Annual Employee Survey Introduction Interpretation of results: Approximately 74 percent of CFPB employees responded to the first annual employee survey conducted by the Consumer
More informationThis report was obtained (via FOIA) and posted by AltGov2.
This report was obtained (via FOIA) and posted by AltGov2 www.altgov2.org/fevs 2014 CFPB annual employee survey December 2014 Introduction Interpretation of results More than 83 percent of the CFPB employee
More informationA STUDY ON JOB SATISFACTION IN HOMESTEAD DEVELOPERS PVT LTD MOHAMMED ROSHIF U
A STUDY ON JOB SATISFACTION IN HOMESTEAD DEVELOPERS PVT LTD ABSTRACT MOHAMMED ROSHIF U Assistant Professor in Management Studies, JM Arts & Science College, University of Calicut, Kerala Job satisfaction
More informationJohanna Shikongo Cell:
Johanna Shikongo Cell: 0812850115 Email: jn2082@gmail.com Discuss the different approaches to job design Explain the methods of job design Explain the concept of job analysis Describe the job description
More informationImpact of Human Resources Practices on Employee Retention: Study of Community Colleges.
Impact of Human Resources Practices on Employee Retention: Study of Community Colleges. Author Details: Dr. Muneer Ahmed Shah Associate Professor* (Marvi Mallah*, and Shabana*) M. Phil Research Scholar,
More informationThe Relationship between Human Resource Practices and Firm Performance Case Study: The Philippine Firms Empirical Assessment
The Relationship between Human Resource Practices and Firm Performance Case Study: The Philippine Firms Empirical Assessment Bella Llego Abstract This study on The relationship between human resource practices
More informationManaging Human Resources
1 MANAGING PEOPLE Introduction to Human Resource Management MATHISHA HEWAVITHARANA Managing Human Resources MBA (Col),BBA Sp.Mktng (Col), PPG DIP. In Mktng (UK), MCIM (UK), Chartered Marketer (UK), Bohlander
More informationFull file at Chapter 2 HRM Functions and Strategies
Chapter 2: HRM FUNCTIONS AND STRATEGIES LEARNING OUTCOMES After reading this chapter, students should be able to: Explain what we mean by strategic human resource management. Describe the importance of
More informationLEDELSESADFÆRD OG PERFORMANCE LEAP LEADERSHIP AND PERFORMANCE
[Leader Pre-Treatment Survey 1] Welcome to the questionnaire! In the questionnaire you will be asked a series of questions regarding your leader s leadership style. If you are in doubt about your reply,
More informationA STUDY ON EMPLOYER BRANDING WITH SPECIAL REFERENCE TO HIROTEC INDIA PRIVATE LIMITED
Management A STUDY ON EMPLOYER BRANDING WITH SPECIAL REFERENCE TO HIROTEC INDIA PRIVATE LIMITED Karthika.M *1, Dr.V.Latha 2 *1 Assistant Professor, UG Management Sciences, Sri Ramakrishna College of Arts
More information2017 Gender Pay Gap Report
2017 Gender Pay Gap Report TRAVELOPIA 2017 GENDER PAY GAP REPORT 2 Message from Andy Since joining Travelopia on the 20 th March 2018 I have been brought up to speed with the work carried out within the
More informationThe European Charter for Researchers and The Code of Conduct for the Recruitment of Researchers (C&C)
THE CYPRUS INSTITUTE OF NEUROLOGY AND GENETICS THE HUMAN RESOURCES STRATEGY FOR RESEARCHERS INCORPORATING The European Charter for Researchers and The Code of Conduct for the Recruitment of Researchers
More informationVolume 1, Issue 6 (August, 2013) INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW. A Peer Reviewed International Journal IJHRRR
A Peer Reviewed International Journal IJHRRR INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW A STUDY ON JOB SATISFACTION IN ASAHI INDIA GLASS LIMITED PASALA VIDYASAGAR Assistant Professor, Aurora
More informationCHAPTER 6. FINDINGS, SUGGESTIONS CONCLUSIONS AND RECOMMENDATIONS
CHAPTER 6. FINDINGS, SUGGESTIONS CONCLUSIONS AND RECOMMENDATIONS 6.1. Introduction 6.2. Findings 6.3. Suggestions and Recommendations 6.4. Original contribution at doctoral level 6.5. Dimensions for further
More informationHuman Resource Planning, Recruitment and Selection
Human Resource Planning, Recruitment and Selection The main objective of having human resource planning is to have an accurate number of employees required, with matching skill requirements to accomplish
More informationDo Happy Employees Lead to Happy Customers?: Revisiting the Employee-Customer Relationship
Do Happy Employees Lead to Happy Customers?: Revisiting the Employee-Customer Relationship AMA Web Cast October, 2008 Rick Garlick, Director of Consulting and Strategic Implementation, Maritz Research
More informationDTR72KXREB7/TGDTRN24PERe. Sample Organization Sample Organization
DTR72KXREB7/TGDTRN24PERe Sample Organization Sample Organization Feedback Report 2/27/217 About This Survey Sample Organization, 2/27/217 This multi-rater survey is designed to assist your organization
More informationEMPLOYEE ENGAGEMENT SURVEY
EMPLOYEE ENGAGEMENT SURVEY Legal March 27, 2015 on behalf of TTC TABLE OF CONTENTS Introduction 3 Overall Engagement Score 11 Aspects of Employee Engagement 15 What Drives Engagement 19 Overall Organizational
More informationEMPLOYEE MOTIVATION STUDY. September 2009
EMPLOYEE MOTIVATION STUDY September 2009 Objectives To understand how the current environment is impacting the satisfaction levels of an employee in the Middle East. Identification of the drivers that
More informationINTERNAL JOB POSTING (IJP)
INTERNAL JOB POSTING (IJP) Policy Name IJP Effective Date August 12, 2017 Date Last Reviewed August 12, 2017 Supersedes All previous policies and/or Statements Approved By AEC Members : August, 2017 Abstract
More informationSPRING 2012 EMPLOYEE OUTLOOK PART OF THE CIPD OUTLOOK SERIES
SPRING 2012 EMPLOYEE OUTLOOK PART OF THE CIPD OUTLOOK SERIES EMPLOYEE OUTLOOK PART OF THE CIPD OUTLOOK SERIES Summary of key findings 2 Job satisfaction and engagement 4 Employee attitudes towards managers
More informationHRM Legal Environment
Figure 10.1 Components of a HRM System 10-1 Recruitment & Selection Labor Relations Training & Development Pay & Rewards Performance Appraisal & Feedback HRM Legal Environment 10-2 Management of HR is
More information2018 Employee Climate Survey
2018 Employee Climate Survey 2018 Employee Climate Survey Summary Employees were invited to take the 2018 campus climate survey between Oct. 15 and Nov. 9, 2018. The survey consisted of 79 questions. Thirty-four
More informationStudying the Employee Satisfaction Using Factor Analysis
CASES IN MANAGEMENT 259 Studying the Employee Satisfaction Using Factor Analysis Situation Mr LN seems to be excited as he is going to learn a new technique in the statistical methods class today. His
More informationCHAPTER 4 DATA ANALYSIS, PRESENTATION AND INTERPRETATION
CHAPTER 4 DATA ANALYSIS, PRESENTATION AND INTERPRETATION 4.1 OVERVIEW The responses given by 385 faculty members and 30 directors working in NBA accredited institution business schools in Northern India
More informationEMPLOYEE ENGAGEMENT SURVEY
EMPLOYEE ENGAGEMENT SURVEY Customer Service Centre March 31, 2015 on behalf of TTC TABLE OF CONTENTS Introduction 3 Overall Engagement Score 14 Aspects of Employee Engagement 18 What Drives Engagement
More informationA Comparative Study of Job Satisfaction among Employees in A Private And A Government Hospital In Ernakulam District
IOSR Journal of Business and Management (IOSR-JBM) e-issn: 2278-487X, p-issn: 2319-7668. Volume 17, Issue 5.Ver. II (May. 2015), PP 73-77 www.iosrjournals.org A Comparative Study of Job Satisfaction among
More informationSYNCHRONISING THE NEED OF EMPLOYEE AND APPAREL INDUSTRY TO INCREASE THE EMPLOYEE RETENTION
SYNCHRONISING THE NEED OF EMPLOYEE AND APPAREL INDUSTRY TO INCREASE THE EMPLOYEE RETENTION Ishwar Kumar, Assistant Professor National Institute of Fashion Technology, Jodhpur, India ABSTRACT Employee Turnover
More informationMATERIAL SUBJECT #8: EMPLOYEES
ENBRIDGE 2013 CORPORATE SOCIAL RESPONSIBILITY (CSR) REPORT MATERIAL SUBJECT #8: EMPLOYEES CONTEXT People are the basis of our success, and we know that engaging and retaining a highly skilled workforce
More information2011 Employee Job Satisfaction and Engagement
2011 Employee Job Satisfaction and Engagement A Research Report by the Society for Human Resource Management (SHRM) Table of Contents Figure 1 Overall Employee Job Satisfaction Over the Years Figure 2
More information