How Recognition Helps to Reduce Voluntary TurnoverOnline Rewards
Current socio-economic tendencies show that the competition for talent is going to get only tougher. In this presentation we’ll tell you about how to get the most of your reward and recognition program and reduce voluntary employee turnover.
North Carolina General Assembly Fiscal Analyst Patrick McHugh, Ph.D., discusses economic incentives and related topics during this Dec. 5, 2013, discussion with the NCACC Economic Development Task Force.
A look at different strategy tools: STEEPLED, SWOT and Porters 5 Forces. How they can help a company and what are their weaknesses. Used in teaching Conceptual Environment for Business class. Supersedes previous slides
How Recognition Helps to Reduce Voluntary TurnoverOnline Rewards
Current socio-economic tendencies show that the competition for talent is going to get only tougher. In this presentation we’ll tell you about how to get the most of your reward and recognition program and reduce voluntary employee turnover.
North Carolina General Assembly Fiscal Analyst Patrick McHugh, Ph.D., discusses economic incentives and related topics during this Dec. 5, 2013, discussion with the NCACC Economic Development Task Force.
A look at different strategy tools: STEEPLED, SWOT and Porters 5 Forces. How they can help a company and what are their weaknesses. Used in teaching Conceptual Environment for Business class. Supersedes previous slides
The Season of Churn: Pandemic-Influenced Employee TurnoverSogolytics
While remote work and flexibility might seem like positives, the workplace changes brought about by the pandemic have had a significant impact on employee turnover. How can employers retain talent and strengthen engagement despite the challenges?
This presentation was prepared to shed some light on Job Satisfaction by the help of different elements those affect job satisfaction. It also include some statistics that shows that How much Satisfied are People at work? This presentation includes EVLN: Responses to Dissatisfaction, relationship of Job Satisfaction and Customers, Organizational commitment, Continuance commitment and Building Organizational Commitment.
Psychological Contract and Organization: A Review ArticleRHIMRJ Journal
The Psychological Contract emerged as a concept in the psychological literature almost fifty years ago, as a footnote
in Understanding Organizational Behavior. The Psychological Contract refers to implicit ideas about the employeeorganization
relationship. The perceived violation of Psychological Contract of employees reflects unfulfilled promises from
employer side. This perception of violation might lead to adverse effect on the organization. Psychological Contract in Indian
perspective is relatively neglected research area. The literature reflects potential opportunity for future research on
Psychological Contract in Indian perspective.
Does Ending Endo Contribute to Inclusive Economic GrowthSonnie Santos
by Vicente Paqueo and Aniceto Orbeta Jr.
Fellows, PIDS and FEF
(a copy of this presentation was given to participants of the FEF Paderanga-Varela Memorial Lecture, to share, study and discuss with the objective of generating discussion about the effects of "ending endo" or temporary employment contract, and arrive at a win-win solution to the problem)
copyright belongs to the authors of the study
Here's a copy of the proposed social media policy for members of Presidential Communications and Operations Offices employees, and accredited bloggers.
Feel free to give suggestions, you can course your comments thru Facebook Page @PresidentialCom
An introduction to psychological contracts and how they can hurt or improve your organisation. This explains that the PC is about the emotional rather than the contractual relationship.
A STUDY ON EMPLOYEE RETENTION FACTORS INFLUENCING IT PROFESSIONALS – INDIAN P...IAEME Publication
Employee Retention is one of the key challenges faced by IT Organizations in India. It has been observed that there is a great demand for skilled IT professionals within India and abroad, which has resulted in technocrats leaving the Organization in search of greener pastures. The IT Organizations in today’s context cannot afford to lose their critical workforce due to uncertainty of changing economy, increasing competition and scarcity of skilled workforceas this would in turn affect their bottom lines drastically. This created the need for designing effective retention strategies. A holistic approach is essential to understand the factors controlling employee turnover in Indian IT and Multinational Companies by the HR Managers. The present study therefore not only aims at examining the reasons for employees leaving the Organization, staying back factors, their attitude towards work, work relationships and their prioritized basic expectations from the Organization but also aims at finding out if there is any significant difference in the response among IT professionals of Indian IT and Multinational Companies with respect to the above factors. Based on the analysis of responses of 30 IT professionals carried out, it was found that there was no significant difference among these companies. However, with respect to certain demographic factors considered like total experience, position and sponsored certification programs, it was found that there was significant difference between these companies. The outcome of the study is expected to help the HR Managers of these Organizations inminimizing the attrition rate by developing effective retention strategies specific to their Organization.
The Season of Churn: Pandemic-Influenced Employee TurnoverSogolytics
While remote work and flexibility might seem like positives, the workplace changes brought about by the pandemic have had a significant impact on employee turnover. How can employers retain talent and strengthen engagement despite the challenges?
This presentation was prepared to shed some light on Job Satisfaction by the help of different elements those affect job satisfaction. It also include some statistics that shows that How much Satisfied are People at work? This presentation includes EVLN: Responses to Dissatisfaction, relationship of Job Satisfaction and Customers, Organizational commitment, Continuance commitment and Building Organizational Commitment.
Psychological Contract and Organization: A Review ArticleRHIMRJ Journal
The Psychological Contract emerged as a concept in the psychological literature almost fifty years ago, as a footnote
in Understanding Organizational Behavior. The Psychological Contract refers to implicit ideas about the employeeorganization
relationship. The perceived violation of Psychological Contract of employees reflects unfulfilled promises from
employer side. This perception of violation might lead to adverse effect on the organization. Psychological Contract in Indian
perspective is relatively neglected research area. The literature reflects potential opportunity for future research on
Psychological Contract in Indian perspective.
Does Ending Endo Contribute to Inclusive Economic GrowthSonnie Santos
by Vicente Paqueo and Aniceto Orbeta Jr.
Fellows, PIDS and FEF
(a copy of this presentation was given to participants of the FEF Paderanga-Varela Memorial Lecture, to share, study and discuss with the objective of generating discussion about the effects of "ending endo" or temporary employment contract, and arrive at a win-win solution to the problem)
copyright belongs to the authors of the study
Here's a copy of the proposed social media policy for members of Presidential Communications and Operations Offices employees, and accredited bloggers.
Feel free to give suggestions, you can course your comments thru Facebook Page @PresidentialCom
An introduction to psychological contracts and how they can hurt or improve your organisation. This explains that the PC is about the emotional rather than the contractual relationship.
A STUDY ON EMPLOYEE RETENTION FACTORS INFLUENCING IT PROFESSIONALS – INDIAN P...IAEME Publication
Employee Retention is one of the key challenges faced by IT Organizations in India. It has been observed that there is a great demand for skilled IT professionals within India and abroad, which has resulted in technocrats leaving the Organization in search of greener pastures. The IT Organizations in today’s context cannot afford to lose their critical workforce due to uncertainty of changing economy, increasing competition and scarcity of skilled workforceas this would in turn affect their bottom lines drastically. This created the need for designing effective retention strategies. A holistic approach is essential to understand the factors controlling employee turnover in Indian IT and Multinational Companies by the HR Managers. The present study therefore not only aims at examining the reasons for employees leaving the Organization, staying back factors, their attitude towards work, work relationships and their prioritized basic expectations from the Organization but also aims at finding out if there is any significant difference in the response among IT professionals of Indian IT and Multinational Companies with respect to the above factors. Based on the analysis of responses of 30 IT professionals carried out, it was found that there was no significant difference among these companies. However, with respect to certain demographic factors considered like total experience, position and sponsored certification programs, it was found that there was significant difference between these companies. The outcome of the study is expected to help the HR Managers of these Organizations inminimizing the attrition rate by developing effective retention strategies specific to their Organization.
Our major goal is to help you achieve your academic goals. We are commited to helping you get top grades in your academic papers.We desire to help you come up with great essays that meet your lecturer's expectations.Contact us now at http://www.premiumessays.net/
The aim of this study is to develop a comprehensive model by measuring the influences of work
stress, organizational commitment and compensation on employee turnover intentions. This research applies a
descriptive research design using survey methods. To determine the sample size the Slovin formula is used.
Sampling uses a disproportionate randomized model as a sampling technique. This study uses the SPSS version
18.00 application to examine the significance of the significance of the overall predetermined model and
framework.
Employee VoiceBeau Nelson posted Apr 19, 2020 752 PM1. Wha.docxgidmanmary
Employee Voice
Beau Nelson posted Apr 19, 2020 7:52 PM
1. What data would you gather about your organization (or large department or division) to accurately evaluate its organizational climate?
To accurately assess the climate of my organization, I would assess the corporate culture, the commitment of employees, evaluate communication, and asses the perception of ethics within the division (CHRM, n.d). I would also like to gauge if there is a potential turnover problem, find ways to improve the organization, and attempt to determine if employees are happy.
2. How would you collect that data?
Anonymously through an online survey. I have seen many surveys throughout my career and most of them are flooded with redundant, but mandatory questions. These questions must be answered to progress or submit the survey. I believe this lowers participation giving less data to analyze.
3. How often would you collect data and analyze it?
Frequency is another factor that could deter someone from taking a survey. If it offered too frequently, the employee could question if their input matters and become fatigued. Surveys should be conducted when a senior leader changes in the organization or a merger. According to Marritt (2017) employees may be asked the same question every quarter. I believe it depends on the number of questions in a survey and what data is trying to be obtained. If the survey is short, quarterly should be fine. If the survey takes forty minutes to complete, quarterly may be too frequently.
4. How would you analyze it?
I believe analyzing the commitment would be one of the best factors to understand the climate of an organization. According to Meyer, Stanley, & Parfyonova (2012), there are three types of commitment to an organization. The first is affective commitment or the emotional desire to remain attached to the company. The second is normative commitment or sense of obligation to stay. The last is continuance commitment; the cost of leaving. I believe pulling data in this manner could really shed light on how committed employees are.
5. What is an example of an HRM action that might result based on data gathered?
The first thing that comes to mind during a survey is the potential removal or change in leadership. However, there are other actions we can track through survey data. Surveys can ask employees how long they plan on remaining with the organization also allow employees to be heard and positively influenced. (Miller, 2018).
6. What are your experiences with evaluating organizational climate as an administrator or as part of a work group?
As a previous acting First Sergeant, I assisted the commander with administering the DEOMI Equal Opportunity Climate Survey (DEOCS). The objective of this survey is to enhance commander accountability, address issues of equal opportunity, improve effectiveness in the organization, and provide a uniform assessment across all Services & DoD compone ...
Employee VoiceBeau Nelson posted Apr 19, 2020 752 PM1. Wha.docxchristinemaritza
Employee Voice
Beau Nelson posted Apr 19, 2020 7:52 PM
1. What data would you gather about your organization (or large department or division) to accurately evaluate its organizational climate?
To accurately assess the climate of my organization, I would assess the corporate culture, the commitment of employees, evaluate communication, and asses the perception of ethics within the division (CHRM, n.d). I would also like to gauge if there is a potential turnover problem, find ways to improve the organization, and attempt to determine if employees are happy.
2. How would you collect that data?
Anonymously through an online survey. I have seen many surveys throughout my career and most of them are flooded with redundant, but mandatory questions. These questions must be answered to progress or submit the survey. I believe this lowers participation giving less data to analyze.
3. How often would you collect data and analyze it?
Frequency is another factor that could deter someone from taking a survey. If it offered too frequently, the employee could question if their input matters and become fatigued. Surveys should be conducted when a senior leader changes in the organization or a merger. According to Marritt (2017) employees may be asked the same question every quarter. I believe it depends on the number of questions in a survey and what data is trying to be obtained. If the survey is short, quarterly should be fine. If the survey takes forty minutes to complete, quarterly may be too frequently.
4. How would you analyze it?
I believe analyzing the commitment would be one of the best factors to understand the climate of an organization. According to Meyer, Stanley, & Parfyonova (2012), there are three types of commitment to an organization. The first is affective commitment or the emotional desire to remain attached to the company. The second is normative commitment or sense of obligation to stay. The last is continuance commitment; the cost of leaving. I believe pulling data in this manner could really shed light on how committed employees are.
5. What is an example of an HRM action that might result based on data gathered?
The first thing that comes to mind during a survey is the potential removal or change in leadership. However, there are other actions we can track through survey data. Surveys can ask employees how long they plan on remaining with the organization also allow employees to be heard and positively influenced. (Miller, 2018).
6. What are your experiences with evaluating organizational climate as an administrator or as part of a work group?
As a previous acting First Sergeant, I assisted the commander with administering the DEOMI Equal Opportunity Climate Survey (DEOCS). The objective of this survey is to enhance commander accountability, address issues of equal opportunity, improve effectiveness in the organization, and provide a uniform assessment across all Services & DoD compone.
Workplace Stress: Impact and Outcomes - An India Study 2016 Sabita Rebecca
Chronic life-style related health issues are growing rapidly among the 'Young Indian Workforce'. It is predicted that by 2025, India will have more than 57% of its population suffering from diabetes. Cardiovascular diseases, diabetes, obesity and tobacco consumption are seen as high-risk elements in employee health and wellness that impact the workforce.
Corporates across India have become sensitive to the prevalent health issues and the impact of stress at the workplace on performance and productivity. Leadership firms are working at building health and wellness programs that make their workforce a lot more resilient to the external challenges.
CGP India, along with SHRM India have collaborated to understand the landscape in a more scientific approach than ever done before. The aim was not just to understand the areas of concern but also to measure the impact of stress on the organizations’ top line. The online survey was participated by a total of 2157 respondents and included senior management interviews from 12 organizations spanning across 3 sectors - IT, Banking and Travel & Hospitality.
Guru” Hall of Fame Nomination Submission ExampleFor this assJeanmarieColbert3
“Guru”/ Hall of Fame Nomination Submission Example
For this assignment you will research information about your “Guru” and use it to complete a Hall of Fame Nomination Form. Please use the Sample below to complete your “Guru” Hall of Fame Nomination. You will need to copy and paste the highlighted information into a document in order to submit it.
Sample
Hall of Fame Nomination
A. Nominee Contact Information:
Name: David L. Boggs (Deceased, July 10, 2010)
Title: David L. Boggs was a professor at Ohio State University & Eastern Michigan University.
Address: David L. Boggs was a longtime resident of Westerville, OH
Email: N/A
Fax: N/A
B. Nominator Contact Information:
Name: (Your Name)
Title: Doctoral Student/Masters Candidate
Address:
Email:
Fax: N/A
C. Primary Contribution of Nominee:
X Scholar X Practitioner ____ Policy Maker
D. Supporting Documentation (single-spaced items 1-5):
Provide a narrative response to each of the following criterion, staying within the 250 word maximum. Responses will be evaluated on a scale of 0 to 100 points with the greatest weight being given to the first three criteria.
1. Provide a synopsis of the nominee’s contribution to the field of literacy.
2. What are the nominee’s most notable achievement in literacy and reading education, as a scholar, practitioner and/or a policy maker across the span of the nominee’s career?
3. Describe the nominee’s single greatest contribution to the field, focusing on its national and/or international significance. Provide national or historical context as appropriate.
4. What has the nominee done to enhance the visibility and stature of literacy as a field of scholarship, practice and/or policy making?
5. What have been the nominee’s contributions, if any, in other fields of endeavor beyond literacy and reading education?
Running head: ENVIRONMENTAL SCAN AND SWOT ANALYSIS 1
ENVIRONMENTAL SCAN AND SWOT ANALYSIS 9
Cordial Care Center Environmental Scan and SWOT Analysis
Jason Parkhill
University of Phoenix
HCS/589 Health Care Strategic Management
Dr. Coralene Quimby-Worrell
Purpose of Environmental Analysis
The environmental analysis will contribute a significant role in the organization's strategic plan by identifying potential and current opportunities or probable threats in external settings. As stated by Pourmohammadi & Shojaei (2020), a detailed assessment of environmental factors contributes a significant role in establishing an organization's failures and success. Well-conducted environmental analysis in a strategic plan entails a critical impact on the organization's success in selecting a strategy. An environmental analysis will help the Cordial Care Center determine opportunities and threats and also assist the institution in directing the business efforts to areas they are required to be focused o ...
Workforce analytics, also called HR analytics or people analytics is getting much attention lately. And rightly so! Research has shown that companies using data to drive their decisions and actions are more succesfull than others. With (predictive) analytics an accurate view of the future requires predictions based on data rather than personal hunches or speculation.
Findings of the workplace mental health research carried out by the ERC in collaboration with the Midlands Mental Health and Productivity Pilot during 2020
Onboard, Not Overboard. Accelerating New Hire Training - Webinar 12-18-13BizLibrary
In this webinar we'll discuss five ways to accelerate the time it takes to get a new employee up to speed.
http://www.bizlibrary.com/bizblog/posts/2013/december/onboard,-not-overboard-accelerating-new-hire-training.aspx
With Bangsamoro in mind, How PH can Learn from UK and its Handling of IrelandSonnie Santos
This is the presentation of the British Embassy on the Forum on Devolution and Autonomy, to share lessons on their handling of Ireland. This lessons can be applied on how PH can handle the issues involving the Bangsamoro autonomy and the creation of the Bangsamoro Basic Law.
Salient Deletions and Amendments to HB 4994; Substituted by HB 5811Sonnie Santos
this document highlights the deleted unconstitutional provision of HB 4994. HB4994 was now substituted by HB 5881. If enacted, it'll serve as the Bangsamoro Basic Law
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
Exploring Career Paths in Cybersecurity for Technical Communicators
Psychosocial safety climate and workplace bullying as predictors
1. Psychosocial Safety Climate and Workplace
Bullying as Predictors of Turnover Intentions
among BPO Employees:
A Basis for a Work Enhancement Program
Alethea Patricia L. del Castillo
M.A. in I/O Psychology
2. Definition of Terms
• Business Processing Outsourcing (BPO) - hiring an
external or a third party contractor to do the services
for the organization that was previously done in-house
(Snell & Bohlander, 2010; Nag, 2004; Belcourt, 2006).
• Psychosocial Safety Climate (PSC) - a shared perception
of organizational policies, practices and procedures for
the protection of workers’ psychological health and
safety (Law et al., 2011; Dollard & Bakker, 2010; Hall et. al., 2010)
3. Definition of Terms
• Workplace Bullying (WB) - harassing, offending, socially
secluding someone or negatively affecting someone’s
work tasks by their supervisor, subordinate, co-workers
or customers which occurs repeatedly and regularly
over a period of time that will make the target end up in
an inferior position (Samnani & Singh, 2012).
• Turnover Intention (TI) – plans to leave the
organization; main determinant of actual turnover
when employees are not satisfied with their works (Yildiz,
2009)
4. Rationale
• Why BPO?
- Directly follows the occurrence of diversity (globalization)
- Adopters of BPO focus on its benefits rather than the psychosocial
risks that goes along with it
• Why PSC and WB as predictors?
- PSC is the lead indicator of psychosocial hazards (work-related)
- WB is psychological in nature and can lead to thoughts of quitting
job (TI)
10. You can access the questionnaire at this link:
https://docs.google.com/forms/d/14I8bjkyuU
FGPqOAsxsIHVORhfxqkNn9oxl2T_EXWPfU/vie
wform
11. Should you have further questions, please
feel free to contact the researcher at
aletheadc@yahoo.com.
Thank you very much for participating in this
research. :)
Editor's Notes
The framework presents the demographic profile of the respondents, such as age, gender and length of service in the organization which will all be correlated with psychosocial safety climate, workplace bullying and turnover intention. As illustrated, the researcher considers psychosocial safety climate and workplace bullying to be predictors of turnover intention. According to several literatures (Bond et. al., 2010 & Law et. al., 2011), low levels of PSC can cause workplace bullying and turnover intentions. Moreover, workplace bullying strongly encourages a person to have thoughts of quitting their current job because of the psychological stressor it brings to the individual which will later affect their well-being (Bentley et. al., 2011). Therefore, it is proposed that psychosocial safety climate and workplace bullying are predictors of turnover intentions among BPO employees. From the results that will be obtained, the researcher will come up with a work enhancement program that will help the management to address the challenges brought by the industry of BPO.
Statistics indicate that BPO employees consider their current organizations having high levels of psychosocial safety climate and low experiences of workplace bullying yet turnover intentions are higher. The researcher is still completing the data collection and will look for more literatures that will better explain the statistics.