UNIVERSITI MALAYSIA SARAWAK (UNIMAS)
FACULTY OF COGNITIVE SCIENCE AND HUMAN DEVELOPMENT
KMS1024 HUMAN RESOURCE MANAGEMENT
SEMESTER 2 (SESSION 2015/2016)
GROUP ASSIGNMENT (15%)
TITLE:
INCIDENT 1 – COMPENSATION
INCIDENT 2 - EMPLOYEE AND LABOUR RELATIONS
LECTURER’S NAME: MADAM WAN SOFIAH MEOR OSMAN
GROUP MEMBER’S DETAILS:
NUM. NAME MATRICS NUM.
1. SHAMMUNDESWARI A/P PATHMANATHAN 53758
2. CHIN PUI CHEN 54544
3. NOORAZILA BT YAZIZ 52913
4. CHU YEE LI 51518
5. ROY ANAK JIKA 43866
6. TRACY ELLYNA KEMOS 49327
DEADLINE: 22nd APRIL 2016
1.0 DISCUSSION
INCIDENT 1
1. Why was the implementation of flextime a negative experience for the management at TOKU?
Flextime is a non-traditional working scheduling practice which allows the employee who works full-time to choose their individual starting and quitting times within certain time limits, such as not earlier than 5 a.m. and not later than 9 p.m.(“What is flextime? definition and meaning,” n.d.). As in result this does not also reduce the total hours of working should be completed by employee in a week. Flextime is a practice to create flexible conditions that help the employees to integrate their work and personal lives more effectively. Besides it also gives an opportunity for the employees to manage issues regarding their commuting, caregiving, continuing education and community service. But based on the few research and the article, implementation of flextime in ToKu had gave negative experience for the management due to few
Kristi Hedges is, self-purportedly, “good at managing [her] time” (para. 1). Considering her background espoused in Time Management for the Time Challenged as an “author, leadership coach” (para. 18), and successful guide to clients in need of time managing techniques (para. 3) the aforementioned assertion may be well founded. Unfortunately the rigours of life, “work, travel, and family”, overtook her, and inspired her to provide the wealth of experience at her fingertips for the general public (para. 4).
In Time Management Kristi provides readers with three time management implementation strategies.
Introduction
Managing supervisor of Department O, Wilma Coogan, asked if I could make a report on extending telecommuting at the Corona Corporation. Telecommuting is working from a remote location, away from the standard work office. Remote locations can range from the home of the employee to any place with an Internet connection and the required tools (Ye, 2012). Although we are currently using this concept, there is no formal telecommuting method for our company.
There are many scenarios that can occur that will interrupt our everyday procedures. It 's not about the amount of time in the day but the quality and completion of work that gets done. This helps not only ourselves but our co-workers keep a smooth and positive environment for
Audience:
As Dr. Barnetson is a current professor for Athabasca University, the obvious intended audience is students who are taking the relevant course. The size, layout and print style are not specifically geared towards academics, however, and the general feel of this book is more like a well-written narrative, with no charts or graphs and additional blurbs of information scattered throughout. The book would be useful tool for student studying this subject, but also to administrators of workers’ compensation systems, as well as policy writers and key decisions makers within for-profit companies.
Thesis:
Dr. Barnetson concludes throughout the book that the current workers’ compensation system in Canada falls very short of its goal and intentions.
Toffler maintains that we as a society are experiencing “future shock” through the vast amount of innovation and advancement through the recent years. As in years past we as a society had moved at a snail’s pace, recent times we are moving exponentially faster and living a life of stress and
Flexible working hours - Patagonia has flexible-time policies which lets the workers set their own working hours. They can go whenever they want. The company also makes it clear that they do not want those hours to be excessive by closing the child developmental centre at 5 p.m.
Therefore the work culture is such that it promotes productivity among the employees and increases their commitment to the organisation thereby increasing the profit of the company.
For example, company that used flexible work schedule have different time operation hour from another company. Flexible work schedule comprised of two main arrangements:
a) Fulltime
1. Flexible hours (flextime) – Employee can start or stop their work and finish their work within core hour. For example, Employee can star work at 10am and end their work at 4pm but he/she need to replace
In this milestone we will be looking at a few key items of employee and labor relations. Some items that this paper will cover are things such as employee discipline, performance management and employee and labor relations. First, we will start by looking at employee discipline.
Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations.
When talking about employee discipline there are two schools of thought.
Job dissatisfaction due to family pressure.
Solution 2
Develop a new system:
Package
Calculating ROI and hence the compensation. This would give very accurate results and ensure that company does not waste any money on such program.
Motivation
Employees motivated to work as they are certain when they get back to their home. The compensation is also more justified to the employees.
Time management has been one of the most substantial hurdles of my scholastic and professional career. Many of us waste our time on things that are neither important nor necessary, instead of using that time for something of that is meaningful. To capitalize on the use of time management strategies and reach my Doctoral Business Administration (DBA) program goals. I will execute two specific time management strategies, for example, accessing and planning a weekly schedule while adjusting my daily schedule. Time management will help me maximize the use of my time and reach my ultimate DBA goals of completing each assignment.
A performance-oriented philosophy is followed; no one is guaranteed compensation just for adding another year to organisational service. Instead, pay and incentives are based on performance differences among employees. Employees who perform well get larger compensation increases; those who do not perform satisfactorily receive little or no increase in compensation. Thus, employees who perform satisfactorily should keep up or advance in relation to a broad view of the labour market for their jobs, whereas poor or marginal performers should fall
CASE STUDY REPORT # 2
HBO
COVER PAGE
Case Study Title: Spooked by Computers
Name: Adela C. Prado
Date of Submission: April 12, 2017
EXECUTIVE SUMMARY
The Pasig Arts Patrol, a business that had five (5) full-time employees, including Ms Suzanne Espiritu, Executive Director, the Head of the Office and Mr Martin Abella, Office Coordinator. The business ran smoothly but hires as many as six part-time workers to augment the needed services specially month before Christmas.
INTRODUCTION
Today, most of the employees when they want to choose jobs, they are not only looking on how much salaries alone, instead they explore other benefits that jobs can offer to them. One of the benefits that employee will look for is does the job they want to apply offers flexibility especially in terms of work schedule. This is because many employee already have other demanding commitments and the recent changes in the nature of work, along with the introduction of new technologies (cell phones, email and other means of electronic communication) have led to many employees struggling to balance roles in their work and personal lives (Hayman, 2009; Hobsor, Delunas & Kelsic, 2001). Therefore, employees hope to get a job that allows them to do other commitments without disrupting their commitment to work.
Introduction
In today’s society, it is common for employees to have many challenging responsibilities in their life other than work, for example, commitments involving parents or children, education or sports commitments or personal interests outside of work. People want to escape work for a greater sense of well-being and to reduce stress levels. A poor balance between an employee’s work commitments and their other responsibilities can lead to low productivity as well as high stress and absentees. Meanwhile, employees with better work-life balance often have a greater sense of responsibility, achievement, ownership and control of their working life.
