Hi John and Swati Thanks for your reply. Swati’s answers is more relevant to the question you are the WINNER. Please post your question... Regards Banu Priya
From India, Hyderabad
From India, Hyderabad
Dear Banu Priya Greetings! can you explain what wrong in my answer and if u have the exact answer, please let me know and gain knowledge.
From India, Madras
57From India, Madras
John,
Greetings to you!
WHAT IS "RETRENCHMENT" AND "REDUNDANCY"
An employee is said to be "retrenched" when his or her job becomes redundant and the employer either cannot offer the employee any alternative position or, any alternative position offered by the employer cannot be accepted by the employee.
The concept of "retrenchment" is usually linked with "redundancy" and also with the concept of "severance" or "severance pay".
The following is a brief explanation of what these various expressions mean in practice.
An employee is often referred to as "redundant" but a more accurate description is that the job the employee was employed to perform is redundant (that is, the employer does not want the job performed by anyone, anymore) and the employee's employment is then terminated by reason of that redundancy. That is, a job becomes redundant, not an employee.
"Retrenchment" is the expression to describe what occurs to an employee whose employment is terminated by reason of his or her job becoming redundant.
"Severance" is the expression, usually seen as "severance pay", referrable to the amount or amounts an employee receives upon being retrenched.
In cases of termination by reason of redundancy (that is, retrenchment), the law requires an employer to treat the employee fairly and lawfully. For example, an employer is not allowed to single out an employee for retrenchment as an easy means of avoiding a process of performance review of the employee or to avoid a claim of unfair dismissal by the employee.
Swati Had not posted her question yet. Hence the turn is passed to you. please post your question.
Happy weekend
Banu Priya
From India, Hyderabad
Greetings to you!
WHAT IS "RETRENCHMENT" AND "REDUNDANCY"
An employee is said to be "retrenched" when his or her job becomes redundant and the employer either cannot offer the employee any alternative position or, any alternative position offered by the employer cannot be accepted by the employee.
The concept of "retrenchment" is usually linked with "redundancy" and also with the concept of "severance" or "severance pay".
The following is a brief explanation of what these various expressions mean in practice.
An employee is often referred to as "redundant" but a more accurate description is that the job the employee was employed to perform is redundant (that is, the employer does not want the job performed by anyone, anymore) and the employee's employment is then terminated by reason of that redundancy. That is, a job becomes redundant, not an employee.
"Retrenchment" is the expression to describe what occurs to an employee whose employment is terminated by reason of his or her job becoming redundant.
"Severance" is the expression, usually seen as "severance pay", referrable to the amount or amounts an employee receives upon being retrenched.
In cases of termination by reason of redundancy (that is, retrenchment), the law requires an employer to treat the employee fairly and lawfully. For example, an employer is not allowed to single out an employee for retrenchment as an easy means of avoiding a process of performance review of the employee or to avoid a claim of unfair dismissal by the employee.
Swati Had not posted her question yet. Hence the turn is passed to you. please post your question.
Happy weekend
Banu Priya
From India, Hyderabad
Hi,
According to Maslow's theory of motivation, the topics mentioned comes under the self actualization or higher order needs.
A person will first try to fulfill his basic, social, safety needs.
All the mentioned topics are job related and Maslow never spoke about any job related satisfaction. But these topics come under the higher order needs.
Thanks
Lalitha
From India, Hyderabad
According to Maslow's theory of motivation, the topics mentioned comes under the self actualization or higher order needs.
A person will first try to fulfill his basic, social, safety needs.
All the mentioned topics are job related and Maslow never spoke about any job related satisfaction. But these topics come under the higher order needs.
Thanks
Lalitha
From India, Hyderabad
Here is my question: According to A.P Shops and Establishment Act how an employer should maintain attendance registers and attendance records? Banu Priya
From India, Hyderabad
From India, Hyderabad
Hi,
Maintenance of registers and records and display of notices:
1). every employer shall maintain a register of employment in Form XXII
2). Every employer of an establishment other than a shop shall exhibit in his establishment a notice in
Form XXIV specifying the day or days of the week on which his employees shall be given a holiday.
3). every employer shall maintain a register Form XXV for the leave granted to person employed.
4). The register records and notices relating to any calendar year shall be preserved for a period of three years after the last entry is made therein.
5). Every employer shall maintain a visit book in which an inspector visiting the establishment may recode his remarks regarding any defects that may come to light at the time of his visit or give directions regarding production of any documents required to be maintained or produced under the provisions of the act and the rules.
6) The visit book shall be a bound book more or less of size(18cms*15c.ms) containing 100 pages.
Regards,
Suresh:icon1:
From India, Bangalore
Maintenance of registers and records and display of notices:
1). every employer shall maintain a register of employment in Form XXII
2). Every employer of an establishment other than a shop shall exhibit in his establishment a notice in
Form XXIV specifying the day or days of the week on which his employees shall be given a holiday.
3). every employer shall maintain a register Form XXV for the leave granted to person employed.
4). The register records and notices relating to any calendar year shall be preserved for a period of three years after the last entry is made therein.
5). Every employer shall maintain a visit book in which an inspector visiting the establishment may recode his remarks regarding any defects that may come to light at the time of his visit or give directions regarding production of any documents required to be maintained or produced under the provisions of the act and the rules.
6) The visit book shall be a bound book more or less of size(18cms*15c.ms) containing 100 pages.
Regards,
Suresh:icon1:
From India, Bangalore
I would like to bring in my perspective in the interpretion of the Maslows Theory....
I agree with Seema, interms of the Theory being related to Reward.
But, if we watch the theory closely we tend to see lot of linkages to various systems in HR.
"His main emphasis was on what motivates a human being"....would like to borrow this from seema.
Let us look at some Examples.
1. Recruitment - an offer to a lower band to a higher.....we see lot of bundling into the compensation....viz perks, ESOPs, Car, Club Membership, housing, et al....can we relate this to the theory.
2. Policies in the organisation - for various bands...(self explanatory).
I think I have cited some examples...In the same manner...we can look at each of the HR Systems.
What say on this perspective?
Cheers,
Sujesh
From India
I agree with Seema, interms of the Theory being related to Reward.
But, if we watch the theory closely we tend to see lot of linkages to various systems in HR.
"His main emphasis was on what motivates a human being"....would like to borrow this from seema.
Let us look at some Examples.
1. Recruitment - an offer to a lower band to a higher.....we see lot of bundling into the compensation....viz perks, ESOPs, Car, Club Membership, housing, et al....can we relate this to the theory.
2. Policies in the organisation - for various bands...(self explanatory).
I think I have cited some examples...In the same manner...we can look at each of the HR Systems.
What say on this perspective?
Cheers,
Sujesh
From India
Is there a need to design and develop HR Processes, Policies and Practices so that they "IMPACT THE LIFE" of an individual working in an organisation...... Open for discussion.....
From India
From India
Ya Maslow’s theory is related to motivation and rewards not with the mentioned options.
From India, Delhi
From India, Delhi
Appreciative Inquiry (AI) is an organizational development process or philosophy that engages individuals within an organizational system in its renewal, change and focused performance.
Appreciative Inquiry is a particular way of asking questions and envisioning the future that fosters positive relationships and builds on the basic goodness in a person, a situation, or an organization. In so doing, it enhances a system's capacity for collaboration and change.
Appreciative Inquiry utilizes a 4-stage process focusing on:
The basic idea is to build organizations around what works, rather than trying to fix what doesn't. It is the opposite of problem solving. Instead of focusing on fixing what's wrong, AI focuses on how to create more of what's already working
From India, Delhi
Appreciative Inquiry is a particular way of asking questions and envisioning the future that fosters positive relationships and builds on the basic goodness in a person, a situation, or an organization. In so doing, it enhances a system's capacity for collaboration and change.
Appreciative Inquiry utilizes a 4-stage process focusing on:
- DISCOVER: The identification of organizational processes that work well.
- DREAM: The envisioning of processes that would work well in the future.
- DESIGN: Planning and prioritizing processes that would work well.
- DESTINY (or DELIVER): The implementation (execution) of the proposed design
The basic idea is to build organizations around what works, rather than trying to fix what doesn't. It is the opposite of problem solving. Instead of focusing on fixing what's wrong, AI focuses on how to create more of what's already working
From India, Delhi
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