netrashetty
Netra Shetty
Brinker International, Inc. (NYSE: EAT) is the parent company of Chili's and Maggiano's Little Italy.
To integrate HRM into the organization will mean to allow performing an integral and formative function while putting emphasis on investing in people with a long-term perspective and ensuring that external considerations are taken into account. Apart, HRM addresses individual issues rather than collectivists through HRM but not jeopardizing the entirety of the organization. David Guest (1987) retaliate the idea that the improved management of people is a mean of achieving competitive advantage while also emphasizing that the traditional role of personnel managers failed to exploit potential benefits of effective people management nor forming a central part of management activity. Moreover, the emergence of better educated workforces and higher individual expectations, the ever-changing technology and the need for more flexible jobs create an opportunity for HRM to incorporate it into central management policy. The ideology is that commitment and motivation are an outgrowth from organizational behaviour that place emphasis on management strategy connecting HRM with organizational behaviour and management strategy
However, there are also oppositions to this:
Anthony Gibbs claims that HRM is a major vehicle for continuous improvement and the management of change however HRM is just one of the corporate management responsibilities with its emphasis on devolved responsibility and accountability for service, quality standards and performance. Furthered by Bretton and Gold, HRM cannot be considered as such due to the fact that it does not quantify with the contribution of finance, marketing and production that are otherwise qualitative in nature (
Read more: http://ivythesis.typepad.com/term_p...nt-function-why-or-why-not.html#ixzz1Bx91325U
Performance Management and appraisal:
Evaluating an employee’s current and past performance relative to its performance standards is called performance appraisal.
A process that consolidates goal settings, performance appraisal, and development into a single common system to ensure that employee’s performance is according to company’s aims is called performance management.
NIB has established a formal performance evaluation and appraisal program.
The purpose of the performance evaluation is to:
Provide a system in order to link the organization mission and goal/objective.
Provide the means for supervisors to communicate, in measurable terms, job expectations to employees, and to let employees review how they have performed against these standards. It enables the employee and his/her supervisor to discuss the employee’s performance based on the objectives that have been set at the start of the year.
Provide a time for you and your supervisor to discuss you performance, career development, coaching and training plan, followed by setting of objectives for the period until the next review.
Performance evaluations are normally conducted on an annual basis; nevertheless employees need not wait for a performance evaluation to discuss issues or problems. Immediate concerns should always be brought to the attention of the employee’s supervisor on a day-to-day basis who will assist you in providing direction.
Note:
Manager himself or herself evaluates the performance, other persons not involved.
Manager evaluates usually following tasks or behavior of employees:
1. Job knowledge
2. Adoptability of new assignments
3. Quality of work
4. Speed of work
5. Filing and record keeping
6. Typing/data entry speed
7. Typing/data entry accuracy
8. Reaction to responsibility
9. Sense of responsibility
10. Oral communication Ability
11. Written communication ability
12. Performing under pressure
13. Ability to work without supervision
14. Willing to work after office hours
15. Knowledge of computer
16. Courtesy to Customer
17. Knowledge of internet & E-mail
18. Appearance
19. Integrity & loyalty
20. Manner of speech
21. Attitude
22. Intelligence
23. Leave record
24. Attendance record
25. Punctuality… etc
Maintenance
1. Health benefits:
Inpatient medical facility:
All permanent employees (confirmed or in probationary period) may avail this benefit. If in case you require hospitalization you should refer to the panel hospital mentioned on the EFU Allianz insurance card. If the hospital you have chosen ( in emergency ) is not available on the panel list, you must call the EFU Allianz Hotline (0300-8207000) and update them on the details. If the case is not an emergency you must get a prior approval from EFU Allianz through the Human Resources Department.
After completion of the hospital treatment, you must make a full and final payment to the hospital. Keep a record of the bills and document in order to claim a refund of the payment. All these bills and documents will have to be submitted to the Hr.
In the event where a panel hospital is available on the EFU Allianz network, you must display the insurance card to the hospital. After receiving the treatment you may not have to pay any amount unless the amount entitled exceeds the level mentioned as per your grade
. Medical Insurance (Hospitalization)
Medical Insurance (Hospitalization) is provided to employees through an approved Insurance Company, and disbursal is subject to fulfilling the requirement of the insurance company. The coverage of medical benefits includes self, spouse and dependent children, with an age limit of 21 years.
Life Insurance:
NIB gives life insurance facility and approved insurance company for all its permanent employees as a means of guaranteeing financial security to their families in the event of their death and disability. It is subject to fulfilling the requirement of the insurance company
Provident Fund:
Upon confirmation of service all full time permanent employees will become member of NIB Provident Fund Scheme. This means that every month you will contribute 10 % of your basic salary to the Fund and the same amount will be contributed by NIB. Your portion of contribution will be deducted from your monthly salary.
The Provident Fund rules of NIB will govern this policy and the membership to Provident Fund is compulsory for all permanent employees upon confirmation.
Emergency Loan
All confirmed permanent employees of NIB are eligible to apply for Emergency Loan. According to amount of emergency loan repayment loan period is decided with 4 % interest rate
For all Loans, please note that:
Employee Loan Application forms may be obtained through the Intranet (e-nib)
All Loan approvals will require approval of your supervisor, Group Head, the HR department and President (where applicable).
If an employee resigns, retires, or is terminated from services for any reasons and his loan remains unpaid, he/she will be liable to immediately repay the full outstanding amount.
In case an employee does not pay the loan, the case will be forwarded to collection for loan according to the bank’s policy.
In case where employees loan will be picked up by the new employer, the new employer will be given a grace period of 10 days for the loan to be taken over. After this period, prevailing commercial rate will be charged for the loan until it is taken over by the new employer
Employee Loan Program
NIB has a comprehensive set of loans that are provided to the permanent employees. The objective of the loan program is to enable employee build personal assets which contribute to their personal and professional well being.
To integrate HRM into the organization will mean to allow performing an integral and formative function while putting emphasis on investing in people with a long-term perspective and ensuring that external considerations are taken into account. Apart, HRM addresses individual issues rather than collectivists through HRM but not jeopardizing the entirety of the organization. David Guest (1987) retaliate the idea that the improved management of people is a mean of achieving competitive advantage while also emphasizing that the traditional role of personnel managers failed to exploit potential benefits of effective people management nor forming a central part of management activity. Moreover, the emergence of better educated workforces and higher individual expectations, the ever-changing technology and the need for more flexible jobs create an opportunity for HRM to incorporate it into central management policy. The ideology is that commitment and motivation are an outgrowth from organizational behaviour that place emphasis on management strategy connecting HRM with organizational behaviour and management strategy
However, there are also oppositions to this:
Anthony Gibbs claims that HRM is a major vehicle for continuous improvement and the management of change however HRM is just one of the corporate management responsibilities with its emphasis on devolved responsibility and accountability for service, quality standards and performance. Furthered by Bretton and Gold, HRM cannot be considered as such due to the fact that it does not quantify with the contribution of finance, marketing and production that are otherwise qualitative in nature (
Read more: http://ivythesis.typepad.com/term_p...nt-function-why-or-why-not.html#ixzz1Bx91325U
Performance Management and appraisal:
Evaluating an employee’s current and past performance relative to its performance standards is called performance appraisal.
A process that consolidates goal settings, performance appraisal, and development into a single common system to ensure that employee’s performance is according to company’s aims is called performance management.
NIB has established a formal performance evaluation and appraisal program.
The purpose of the performance evaluation is to:
Provide a system in order to link the organization mission and goal/objective.
Provide the means for supervisors to communicate, in measurable terms, job expectations to employees, and to let employees review how they have performed against these standards. It enables the employee and his/her supervisor to discuss the employee’s performance based on the objectives that have been set at the start of the year.
Provide a time for you and your supervisor to discuss you performance, career development, coaching and training plan, followed by setting of objectives for the period until the next review.
Performance evaluations are normally conducted on an annual basis; nevertheless employees need not wait for a performance evaluation to discuss issues or problems. Immediate concerns should always be brought to the attention of the employee’s supervisor on a day-to-day basis who will assist you in providing direction.
Note:
Manager himself or herself evaluates the performance, other persons not involved.
Manager evaluates usually following tasks or behavior of employees:
1. Job knowledge
2. Adoptability of new assignments
3. Quality of work
4. Speed of work
5. Filing and record keeping
6. Typing/data entry speed
7. Typing/data entry accuracy
8. Reaction to responsibility
9. Sense of responsibility
10. Oral communication Ability
11. Written communication ability
12. Performing under pressure
13. Ability to work without supervision
14. Willing to work after office hours
15. Knowledge of computer
16. Courtesy to Customer
17. Knowledge of internet & E-mail
18. Appearance
19. Integrity & loyalty
20. Manner of speech
21. Attitude
22. Intelligence
23. Leave record
24. Attendance record
25. Punctuality… etc
Maintenance
1. Health benefits:
Inpatient medical facility:
All permanent employees (confirmed or in probationary period) may avail this benefit. If in case you require hospitalization you should refer to the panel hospital mentioned on the EFU Allianz insurance card. If the hospital you have chosen ( in emergency ) is not available on the panel list, you must call the EFU Allianz Hotline (0300-8207000) and update them on the details. If the case is not an emergency you must get a prior approval from EFU Allianz through the Human Resources Department.
After completion of the hospital treatment, you must make a full and final payment to the hospital. Keep a record of the bills and document in order to claim a refund of the payment. All these bills and documents will have to be submitted to the Hr.
In the event where a panel hospital is available on the EFU Allianz network, you must display the insurance card to the hospital. After receiving the treatment you may not have to pay any amount unless the amount entitled exceeds the level mentioned as per your grade
. Medical Insurance (Hospitalization)
Medical Insurance (Hospitalization) is provided to employees through an approved Insurance Company, and disbursal is subject to fulfilling the requirement of the insurance company. The coverage of medical benefits includes self, spouse and dependent children, with an age limit of 21 years.
Life Insurance:
NIB gives life insurance facility and approved insurance company for all its permanent employees as a means of guaranteeing financial security to their families in the event of their death and disability. It is subject to fulfilling the requirement of the insurance company
Provident Fund:
Upon confirmation of service all full time permanent employees will become member of NIB Provident Fund Scheme. This means that every month you will contribute 10 % of your basic salary to the Fund and the same amount will be contributed by NIB. Your portion of contribution will be deducted from your monthly salary.
The Provident Fund rules of NIB will govern this policy and the membership to Provident Fund is compulsory for all permanent employees upon confirmation.
Emergency Loan
All confirmed permanent employees of NIB are eligible to apply for Emergency Loan. According to amount of emergency loan repayment loan period is decided with 4 % interest rate
For all Loans, please note that:
Employee Loan Application forms may be obtained through the Intranet (e-nib)
All Loan approvals will require approval of your supervisor, Group Head, the HR department and President (where applicable).
If an employee resigns, retires, or is terminated from services for any reasons and his loan remains unpaid, he/she will be liable to immediately repay the full outstanding amount.
In case an employee does not pay the loan, the case will be forwarded to collection for loan according to the bank’s policy.
In case where employees loan will be picked up by the new employer, the new employer will be given a grace period of 10 days for the loan to be taken over. After this period, prevailing commercial rate will be charged for the loan until it is taken over by the new employer
Employee Loan Program
NIB has a comprehensive set of loans that are provided to the permanent employees. The objective of the loan program is to enable employee build personal assets which contribute to their personal and professional well being.
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