Description:

Modern managers and personal administrators are greatly interested in fathoming and influencing the morale of the employees in such a way that it will contribute to the maximum effectiveness, growth and progress of the organization. Contemporary personnel administration is interested in designing programmes that help provide optimal employee morale.

Mor more

Description:

For all employees earning ₹21,000 (US$310) or less per month as wages, the employer contributes 4.75 percent(revised to 3% wef 1st January 2017) and employee contributes 1.75 percent(revised to 1% wef 1st January 2017), total share 4% percent. State government's share is 1/8th and that by central government is 7/8th. This fund is managed by the ESI Corporation (ESIC) according more

Description:

Human resource is considered to be the most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the employed persons who comprise executives, supervisors and the rank and file employees. It may be noted here that human resource should be utilized to the maximum possible extent, more

Description: At a recent Society for Human Resource Management conference, presenter Dick Finnegan talked about using "stay interviews" to gather insights. He asserted that exit interviews are "autopsies that seldom lead to improvements." Exit Interview is final formal meeting between the management and an employee leaving the firm. It is used as a learning opportunity for the executive concerned who seeks more

Description:

The pressure for performance in the industries has certainly lead to emotional disturbances affecting the quality of working life of the employees. An emotionally intelligent employee can better contribute to the humanization of work atmosphere and democratization of work relations. The purpose of this study is to identify the intermediating variables that influence both emotion more

Description: Introducing HR policies and procedures gives organizations the opportunity to offer a fair and consistent approach to managing their staff. For more on why HR policies are introduced, see our factsheet HR policies and procedures: why introduce them? 11 Policy or practice areas those are crucial to effective people management and development:

• Recruitment and selection
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Description:

Organizations are more concerned about maintaining an effective organizational climate now because of fast growth and competition. It can be made a competitive advantage of the company.

There has been a lot of research on the topic of organizational climate and its impacts. The earliest researches can be tracked back to 1930s. Organizational climate is s more

Description:

Organizational culture works a lot like this. Every company has its own unique personality, just like people do. The unique personality of an organization is referred to as its culture. In groups of people who work together, organizational culture is an invisible but powerful force that influences the behavior of the members of that group.

Organizational more

Description:

Human resource is considered to be the most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the employed persons who comprise executives, supervisors and the rank and file employees. It may be noted here that human resource should be utilized to the maximum possible extent, i more

Description:

360 degree performance appraisal, also known as 'multi-rater feedback', is the most comprehensive appraisal where the feedback about the employees’ performance comes from all the sources that come in contact with the employee on his job.

360 degree respondents for an employee can be his/her peers, managers (i.e. superior), subordinates, team members, cu more