Employee attrition was found pertaining to the IT sector specifically in the context of a developing country like India, Africa, China etc., It isn’t always unusual nowadays to study in the newspapers or see on television that employees here or elsewhere are enticing on business action or are threatening to leave their jobs. (Chinonona, Chinomona & Joubert, 2013). Though, evidence shows that it is more expensive for companies to hire new employees than it’s miles to retain currently serving employees
Review of Literature Sabarirajan, Meharajan and Arun (2010), were of opinion that textile industry being a highly labor intensive, needs to concentrate more on employee welfare. The findings of the research suggest that there is a significant positive relationship between welfare measures and level of work satisfaction. Most of the employees are highly benefited with the welfare measures provided by the mills. The employees show positive attitude towards the provision of the welfare measures. The
Occupational health can from the literature of Abdullah et al (2009) can be described as a sound state of the body and mind of people from illness resulting from the materials, processes or procedures used in the workplace, whiles occupational safety is the protection of people from physical
Introduction “Retention of right employee in the right job at the right time with a right pay and good working environment leads to organisation’s growth and success” Employee retention refers to policies and practices the companies adapt to prevent main employees from leaving their jobs. How to preserve valuable employees is one of the toughest tasks that are making the companies to strive hard to survive in the competitive marketplace. Usually replacement costs of an employee are 2.5 times the salary
and disappointment to the employment and absence of truthfulness to the association may be scan for an alternate occupation. Literature Review: The literature review gave some very interesting facts about the Job Satisfaction. As per Ayub(2012) Finds that the greater part of
Introduction “Retention of right employee in the right job at the right time with a right pay and good working environment leads to organisation’s growth and success” Employee retention refers to policies and practices the employers adapt to prevent main employees from leaving their jobs. How to retain valuable employees is one of the toughest tasks that are making the companies to strive hard to survive in the competitive marketplace. Usually replacement costs of an employee are 2.5 times the salary of
so effectively in prevented employees from going to court. But, under common law, if the employee already knew of the hazards the job entailed or if the injuries were brought about as a result of the negligence of the employee or a co-worker, the employer was not liable to pay compensation for their injuries. From these origins, there has emerged an approach and practice with regard to health, safety and welfare issues. It is because, when the injuries happen, it will be affect the worker performance
of the paper is to clarify the concept of employee engagement with respect to business, consultancy, and academia. Moreover, the paper will explain the levels of employee engagement that can be measured and improved. Furthermore, the last part of the paper will design a survey questionnaire for organisations with high-performance working (HPW) achievements to effectively measure the level of employee engagement. Discussion Task One: Literature review The company management (in close collaboration
Employee job satisfaction is essential to face the dynamic and ever-increasing challenges of maintaining productivity of the organization by keeping their workforce constantly engaged and motivated (Dr. D B Rane, 2011). Job satisfaction is considered as varied and complex concept, which cannot be compacted into one simple definition. Mc.Shane and Glinow defines job satisfaction as a person’s evaluation of their job. It is an appraisal of perceived job characteristics, work environment, and emotional
being in this universe is ever satisfied with all aspects, likewise the employees who are working in organization may not be satisfied with all the aspect of their employment such as working condition, compensation, leave policy, transfer, promotion, welfare, co-workers, management, recreation facilities, equipments, HR policies supervisors etc.. Most of the dissatisfaction may be because of genuine facts & some are imaginary, which is connected with the organization. But at the end of the day if this