Experience with rotation may positively influence employee perceptions of skill acquisition for two reasons. First, experience with rotation may enhance familiarity with its outcomes. Thus, if skill is related to rotation, perceptions of skill outcomes will increase as an employee gains experience with rotation. Second, cognitive consistency theories (Festinger, 1957; Heider, 1946) suggest that the greater individuals ' investments in rotation—for example, the higher their rate of rotation has been—the more likely they will be to view rotation positively. job rotation increases affective career-related outcomes such as employee satisfaction, motivation, involvement, and commitment.
Based on the match employees can apply for a job or consider other job opportunities. COMPETENCY BASED COMPENSATION Competency based compensation is compensation for individual characteristics, for skills and competencies over and above the pay a job or organizational role commands. Various elements are considered for arriving at compensation increase. Enhancement in competencies has to be one of them. There is a need for competency based compensation system •To attract more competent than average employees •To reward for results and competencies developed •To motivate employees to maintain and enhance their skills and competencies regularly.
Introduction The Greasex line is facing many quality problems, which affect the reputation and profits of the company. Product quality can be improved through efforts made by top management and time-phased plans. Causes of Quality Problems One of the primary causes of quality problems for the Greasex line is the “lack of a quality attitude”. Employees at this firm do not place a high value on quality. Instead, they are more concerned with meeting production quotas.
The organization influences the worker 's attitudes to their jobs. The public reputation of an organization may build up for better or worse, their attitudes towards it. 2. The Nature of Work : The nature of the work, the worker is expected to perform also affects his attitude towards job as well as his morale. If the employee is expected to perform routine or specialized job, he will feel bored and alienated, Repetition of the same task again and again makes the working situation worse.
Investment in human capital through higher qualifications and training is considered as a key step towards achieving sustained long term productivity. There is a positive relationship between training and employee performance. Training generates benefits for the employee as well as the organization by positively influencing employee performance through the development of employee knowledge, skills, ability, competencies and behavior (Benedicta and Appiah, 2010). It is obvious that training plays an important role in the development of organization, improving performance as well as increasing productivity, and eventually putting companies in the best position to face competition and stay at the top. This means that, there is a significant difference between the organizations that train their employees and that organizations that do not (Benedicta and Appiah, 2010).
Genpact management claims to have anticipated the situation well in advance and re-engineered its hiring and retention strategy accordingly. Today, Genpact’s hiring engine accomplishes the tough tasks of meeting the demand growth for people and also back-filling vacancies that naturally occur when people return to school or are promoted. To onboard the right talent Genpact has taken three unique steps: • Changing the hiring channel mix • Expanding the hiring pool ; • Differentiating the Genpact brand Genpact has changed the hiring channel mix through increased referral-based hiring and reduction in consultant and advertisement-based hiring. The increase in internal referrals shows that existing employees
This means that employers need to work with their employees to challenge and encourage them. While promotions often mean an increase in salary, it’s the opportunity for new responsibilities, secondments and the excitement of change that can truly motivate. Employers who provide opportunities for challenge and movement will find that they have motivated employees, who are prepared to go beyond what their job description says. Time – In today’s age of time-saving and ‘on-the-go’ technologies, people are acutely aware of how their time is being spent. For this reason, many employees believe that being given time away from their job, or being rewarded with paid leave, to do what they love outside work is a major motivator.
Industrial relations’ crucial role is to increase the employee commitment with the organization, which will increase the productivity of the organization whichever industry it is utilized in. The employees will be satisfied and will work to achieve the organizations’ goals instead of focusing on their individual goals. Another role of industrial relations is to tackle the unions especially at the time of inflation or when income policies changes (Hartmann, 1975-76; Katz et al., 1987). Media helps in creating awareness among people about industrial relations; it also shapes peoples’ perceptions about unions and the
required for the long haul. Determining Individual coaching job and Development needs. If the performance appraisal procedure includes a requirement that individual development plans be determined and mentioned, folks can then keep picks concerning the abilities and competencies they need to accumulate to make a much bigger contribution to the company. As a result, they increase their potentialities of promotion and lower their odds of conclusion. Determining structure coaching job and Development needs.
Coordinating is classified on the behaviour of the employees towards the work they do, and on how the activities are organized between each other. This function requires communication and good leadership, as well as stimulating motivation and discipline within the company. Commanding is when workers know what exactly they should do (there should be clearly defined tasks). When the directions are fair, people are more likely to get the work done correctly. Here, the main capabilities of the managers are to motivate their team, to encourage to take the initiative, communicate clearly, and base their decisions on the regular