Its impact must be recognised for the employees and the organisation. Thus, before proceeding the with the process, the organisation must assess the level of risks in the organisation as well as, seek expert advice in developing the evaluation process. Once the organisation decides to proceed with the process of job evaluation, it must outline the policy to ensure its goal will be achieved. The job evaluation policy outlines the objectives, the roles and responsibilities in implementing the policy, the procedures involve the evaluation process and the process for appeal. Creating an effective job evaluation policy and practices enable the organisation to act and decide objectively with regards to compensation.
Palmer, Dunford and Akin identified a number of action steps which must be prioritized in order to erect a change plan. Firstly, the problem must be identified. According, to Palmer, Dunford, and Akin, “an individual in the corporation must become knowledgeable of the issue to be rectified” (Palmer, Dunford, Akin, 2009, pg. 194). An employee, preferably an individual in top management must recognized a problem exist, thus, undertaking the necessary actions to attenuate the
It is because of this tension that an individual might react in a way that reduces the tension in him. Job Characteristics Theory Hackman and Oldham (1976); Schermerhorn (1984); Hellriegel, Jackson and Slocum (1999) and Dugguh (2008) cited by Ali et al. (2015: 419) proposed a framework to study how particular job characteristics affect job outcomes and job satisfaction. The framework states that there are a number of core job characteristics that impact on job outcomes and they are: • Variety of skills: it includes the degree to which a job requires a variety of different activities in carrying out the work and involves the use of different skills and talents of the
Introduction The evolution of change is important to an organization in order to explore new opportunities, allow employees to be creative while learning new ideas and skills, and ultimately help to give an organization a competitive edge over adversaries in their field. Change allows an organization to keep up with economic conditions and advancing technology, while helping an organization’s growth opportunities and the needs of its customer base. Change is never easy for any business. An organization’s transitional change process will gain resistance from people within an organization who are use of old policies and technology (Carroll, 2002). People who resist change are those who feel that the changes will only make things worse as time
Training and development is defined as a structured mean of knowledge and skills acquisition needed by the employees to improve their performances (Ng, Lam, Ramendran, & Kadiresan, 2012). Training and development allows the employees to grow by gaining knowledge and becoming competent with their skills. Organizations that invest in training and development do cultivate a strong bonding with their employees’ (Aguenza & Mat Som, 2012). Globally employees are looking for organization that provides training and development programs that facilitate their career
Having a justifiable reason will almost guarantee HR is successful in their reasoning for terminating the employee. In fact, today’s laws make sure that employers are required to demonstrate both substantive fairness and procedural fairness in their reasoning for an employee’s termination (Wei, Freeman, & Kleiner, 2011). I learned in my undergraduate studies that substantive fairness makes the employer have a legitimate reason to dismiss the employee. I learned that procedural fairness concerned the manner in which the termination is affected. It is the employers who fail to apply both substantive and procedural fairness in terminating an employee’s employment that will run the risk of a claim for unfair dismissal or breach of employment contract.
According to Sekaran and Bogie (2013), conceptual framework is a belief on how certain phenomena measured by specific variable are related to each other. In order to investigate and understand the level of The Relationship Between Employee’s stress and the cause that Lead To Stress then effect that employees get from the stress. This framework provides a way to better understand how independent factors/variables can influence the lead to stress among the employers and employees. The independent variables under investigation are problems or breakdown, cause that the relationship between employers and employees willing attract the
Subordinates should understand an adopted compensation plan. Arbitrariness in promotions and rewards leads to cynicism, but not to an increase in motivation. If a new program is taken from the ceiling, workers start to think that the leaders do not respect them. The company should give clear answers to the questions of subordinates on how the system of rewards can affect their daily operations. Also, to achieve professionalism in any work, the employee should strive to become the best in the field.
According to Bass and his colleagues ‘adaptive leaders work more effectively in rapidly changing environments by helping to make sense of the challenges confronted by both leaders and followers and then appropriately responding to those challenges. Adaptive leaders work with their employee to generate creative solutions to complex problems, while also developing them to handle a broader range of leadership responsibilities. Therefore the leadership style may have an impact on employee job satisfaction. The effects of leadership on employee job satisfaction also important because leadership is viewed by some researcher as on of the key driving forces for improving a firm performance. Effective leadership is seen as major source of management to sustained competitive advantage for organization performance improvement according to (Avolio, 1999; lado, Boyd and Wright, 1992; Rowe, 2001).
The psychological contract is about subjective perceptions. Secondly, although the psychological contract contains the expectations and concerns of the individual employee, it also allows the contextual factors to shape individual attitudes and behaviour. These contextual factors include company policy, union