Every employee tries his best to satisfy his customer to gain the utmost profit from the other side. Academy culture: In this culture organizations hire skilled people. Employees are given roles and responsibilities according to their backgrounds, educational qualification, work experience and abilities. Organizations following this culture are very particular in the training of the employees that already exists. The management tries its best to upgrade the knowledge and skills to improve their professional competence.
Collective Bargaining has been a key foundation for equality in the workplace. It has been used as a vital tool to ensure that all employees are well taken care of in areas such as fair wages, working conditions, incentive programs, grievance procedures, reduce of inequality, health benefits, layoff procedures, severance pay, and other work related factors. This paper addresses the nature of the collective bargaining process, the necessary reasons for collective bargaining and factors that contribute to reaching a contract. According to the Human Resource Management in Public Service textbook, the collective bargaining process is shaped by numerous factors and phases that will later on be explained. It will examine and highlight the main
INTRODUCTION Compensation and benefit is an associate discipline of human resources. Compensation includes not only salary, but also the direct and indirect benefits and rewards given to the employees by the company. Every organization uses compensation and reward program to determine the compensation. The people are most valuable resources of an organization. Compensation management is the important tool used by the companies to attract, keep and inspire their employees.
Many of them are pressing, authoritative and lay the burden of their work on their employees. There are also many supervisors that can maintain productivity at high levels, support their employees, treat them as equals, are compassionate, and are great to work with. This essay is going to attempt to understand the differences between good supervisors and the crummy ones. A lot of times supervisors may view their employees as a personal assistant. Some supervisor may from time
This paper aims to discuss some of the common goals to adopt for the compensation professionals in an organization. Why it is important to compensate employees? Employees are the pillars for an organizational strength as they contribute their efforts to enhance organizational performance, improve productivity and profitability of the company. Therefore, the employees have the full rights of sharing the profits and it is considered illegal company practices if the employer never compensates the workforce appropriately. Therefore, companies are hiring the compensation professionals in order to ensure fair compensation policies for its employees as well as to establish effective labour force.
for some member countries, it is being hard to have their own preference regarding corruption, equality, labor and the behavior of multinational corporation sin host countries, Additionally, Many European countries like Germany and Austria don’t show their own interest to the development of corporate social responsibility.they arguing that most of social and environmental responsibilities discretionary are legally defined by Europe (CSR Europe, 2010). But due to the internationalization process, Worldwide corporations still take on corporate social responsibility initiatives to achieved a “license to operate” (CSR, 2010). The authors shows that the conrolling model of capitalism in much of continental europe lean to define economic responsibility for more broadly and focus (Crane & Matten, 2005). Most of the social issues in Europe about corporate agenda are placed in the arena of ethical responsibility, and the corporations feel the need for strict reassertion of their social authenticity. Likewise, In Europe Philanthropic activities are mostly executed obligatorily through the legal framework.
TRADE UNIONS A membership-based organisation, a trade union is made up of workers and its main task is to protect and enhance workplace benefits for its members. Most trade unions usually do not comprise of any employer (except for employer-based organisation such as Singapore National Employers Federation - SNEF). But trade unions work closely with employers through sharing of common objectives and interests, sometimes in the form of partnership agreement. Industrial relations’ main aims move towards social partners’ cooperation to support the local economy in international environment/competition, not just safeguarding the labour’s position (Looise and Riemsdijk, 1998). Trade unions also seek to improve the social status and economic of workers through good industrial relations and productivity which also benefit employers and the economy.
Trade Unions also help the employer to take care of their employees. In the event of a labour dispute, an employee can consult his/her trade union for advice-both legally and domestically. Most issues that involve trade unions are solved without the intervention of the court of
The well-being of the employees is usually sort after by a safety representative of a trade union and employers have a duty to consult with that representative via negotiations. An additional function of trade unions is to discuss major changes to the workplace such as large scale redundancy. A trade union can protect its members from an illogical employer and can represent employees when there is unfair dismissal. When a dismissal is susceptible, employees can ask trade unions for assistance in dealing with the issue and are able to negotiate payments if there is wrongful
In many organisation benefits or reward packages are often used to attract, motivate or improve performance of employees but some companies’ structures and objectives do not cater for such incentives that is why benefits would at times motivate other employees in one company and not in the other. Managers should first consider their company’s strategy before implementing reward strategies to see if it would be fit for not only the employee as normally alleged but also for the organisation. Its high time organisations consider training and developing their line managers, this would assist them to be equipped with beneficial knowledge and strategically analyse when it comes to dealing with employees of different attributes or traits, to know on which grounds organisations ought to reward employees and how what the home affair’s judicial law perception and penalties concerning reward systems used in