The ever changing industrial needs can be the reason of globalisation, the change in needs of people, the change of thoughts about going from the short term benefits rather than the long term benefits are few of the many reason the way business has transformed. But the industrial relation and human resource are the two major components of the business which has not changed much. Industries sure are dependent on the customer, but they are also dependent of their work force and employees. There is
Biomass densification by screw briquetting produces uniform, dense and durable solids desirable for gasification, process heating, power generation and other heating applications which are currently run by coal. Due to high wear rate, the screw and mould used for forming the briquettes deteriorate leading to regular production stoppage and considerable down time losses. Hence Indian entrepreneurs are apprehensive to adopt screw briquetting technology in spite of its potential. In this work improvement
Man power planning is renderer impossible. Casual or substandard workers increase machine downtime, rejection of finished products, and break down of machinery and consequent idle machine-hours. Absenteeism on the one hand, contributes to the arise in production cost while on the other it deprives the industry if its hard-earned position due to deterioration in quality of goods produced and the delay in supply to valued
than just a mere conversation; it is an interaction being held with a purpose to reach a mutually beneficial agreement, where both parties are ready to establish a compromise even if altering their initial positions. For parties, the negotiation process is a tool for solving complex issues and reaching an aimed outcome. Regarding it as a tool, it is important to know how to use it, since the successful outcome may depend on various factors. First of all, identifying one’s objectives and proper investigation
with the intention of increasing the on-job-productivity of employees as well as their quality of work experience as noted by Hackman (1975,p.4). Slocum (1981) on the other hand described the process of job redesign as the deliberate and yet purposeful planning of a given job and includes all of its social and structural aspects as well as the effects of these aspects on the employee. Mergers can have profound effects on the design of organizations. Certain changes may occur within the administration
1. Introduction HRM is the process of managing people in organizations in a structured and thorough manner.HRM encompasses the management of people in organizations from a macro perspective. The most important tasks of the Human Resource department are to make sure that the people working in an organization 1) feel happy 2) are in the right job, and 3) get the opportunity to upgrade their skills when necessary. Therefore employee/labor relation is a very important factor of Human Resource Management
improvement [in quality] over the prior one” (p. 933). The first period Langbert (2002) identifies is the Pre-Industrial period, which existed until the end of the Revolutionary War in the United States. During this period there was a high level of “HRM loss due to inequity, inflexibility and misalignment that would be unimaginable today” (Langbert, 2002, p. 933). Employee/Employer relationships were governed by the “medieval Statue of Laborers, restated in the Tudor Industrial Code’s Stature
producer of nitric oxide, which is a molecule that works as a significant message transmitter in heart and vassals system. To be specific, it helps control the “regulation of vascular tone, homeostasis of blood pressure and proliferation of vascular smooth muscle cells” (Rodriguez-Leyva and Pierce). Moreover, the hempseed has a rich content of linoleic acid, which reduces the cholesterol level of the body, and low cholesterol helps decrease the risk of heart attack. It also regulates and maintains blood
INTRODUCTION Important changes in the understanding and management of Human Resources have been developed in the past 10 to 15 years. Various researchers, practitioners and policymakers now acknowledge that Human Resources can be conceptualized from a functional perspective and that appropriate interventions involve the development of alternative measures to cope up. It was also noted that the establishment of a conducive working environment for learning and training have served effectively in lowering
organizational resources so as to achieve the planned goals. Controlling measures the deviation of actual performance from the standard performance, discovers the causes of such deviations and helps in taking corrective actions. Process of Controlling : Process control is extensively used in industry and enables mass production of consistent products from continuously