netrashetty
Netra Shetty
ABX Air, Inc., formerly Airborne Express, is a cargo airline headquartered at Wilmington Air Park (formerly Airborne Airpark) in unincorporated Clinton County, Ohio, United States, near the City of Wilmington.[1] ABX Air operates scheduled, ad hoc charter and ACMI freight services. It also provides specialist training, maintenance and engineering services, and part sales. ABX Air is owned by Air Transport Services Group (NASDAQ: ATSG).
ABX Air's main customer is DHL, and the vast majority of the freight it carries is for that company. Most of ABX Air's aircraft are painted with DHL's yellow and red livery.
ABX also does cargo flights on behalf of Air Jamaica between Miami and the two Jamaican cities of Montego Bay (Donald Sangster International Airport) and Kingston (Norman Manley International Airport). One of their Boeing 767-200s routinely handles the flights, replacing the Douglas DC-8 types that flew previously. The aircraft fly with an Air Jamaica callsign of "Jamaica".
Employer Organization (PEO). HRI, headquartered in Florida, is the Gibralter of PEOs, rock-solid and backed by insurance, audits, and a team of CPAs. Trust is always deeper with tangible insurance rather than verbal assurance. FDIC means peace of mind for your bank deposits. For PEOs, that same level of assurance is a partnership with ESAC. HRI is accredited by ESAC, meaning HRI adheres to ESAC’s ethical, financial, and operational standards for the industry. In turn, ESAC offers you financial assurance that key employer services and payroll service are performed by HRI in an appropriate and timely manner. For you, ESAC is the backup in the unlikely event of a default.
HRI goes one step further. Our Workers’ Compensation and risk-management operations are reviewed annually by the Certification Institute. This independent group verifies that HRI consistently follows best practices to reduce work-related accidents, exposures potentially detrimental to health, and to control Workers’ Compensation insurances losses.
HRI, with offices in Florida and Georgia, also is a nationally known member of NAPEO, the National Association of Professional Employer Organizations. NAPEO is dedicated to developing quality and professionally run member companies. Because HRI is a NAPEO partner, we are able to provide you the latest and best in employee-program management.
Our human resource management company offers even more. HRI will either manage your group-health program or enroll your employees in a new health plan designed for businesses looking to lower health insurance costs. Stop trying to battle with your group health program and let our HR management team handle it for you.
The business world is complex enough without trying to be the expert in human resource management, benefit management, 401(k) plans, Workers’ Compensation, payroll service, and payroll taxes. Not to mention employee record keeping and confidentiality. HRI doesn´t run your business, but from our headquarters in Florida and Georgia office, we do release you from many of the landmines of government regulatory bodies so you can better run your business yourself.
It is important for an organization to recognize that their most valuable
assets are their employees. The production of a company greatly relies on how
the employees perform. Without them, an organization would be nothing.
Likely, proper management of the employees is necessary to keep them
motivated and loyal to the organization. According to studies, conducive and
harmonious relationships inside the workplace bring more motivation to
employees rather than compensations. Thus, effective human resource
management is necessary in sustaining the smooth flow of the production of the
enterprise.
Human resource management is the strategic and coherent approach in
manpower management of an organization. The employees being regarded as
the main contributors to the achievement of the objectives of the company,
individually or collectively, their concerns should be given attention to keep them
committed to the enterprise. Human resource management encompasses from
manpower development through team buildings to hiring the best possible
applicants.
Ideally, an HR manager should look at even the slightest concerns of the
organization and the employees. It includes the development of positive
interactions between the employers and the employees that is necessary in any
workplace environment.
Moreover, human resource management also recognizes that employees
are individuals who have career goals in life. Thus, the dedication of skills and
experience of the employees to the organization should be given in return in
terms of remuneration and benefits. But, standard operating procedures such as
performance appraisals are needed before promotions are being considered.
Performance appraisal is the widely used method of evaluating the job
performance of the employees. It focuses on the growth of an individual in
performing the given tasks. It discusses strengths and weaknesses as well as
opportunities in improving the performance of the employees as being the part of
the organization. Performance appraisal is essential in the development of the
individual career of the employees.
Given the main aim of performance appraisal is evaluating the job
performance, it includes feedbacks and constructive criticism. But, if these
messages are relied on improper manner, misunderstanding starts between the
management and the employees. That is why effective communication is
important between the parties.
However, a number of management commentators and psychometricians
argue that the use of performance appraisal system does not guarantee
improvement on the performance of the employees. Some even expressed that
the process is inherently flawed to be reliable and valid. They claimed that it
could only lead to workplace disruption, productivity decline, soured relationships
and serious morale damage. And one of the performance appraisal methods that
critics are strongly opposed to is the 360 degree method.
Having a variety of methods in performance appraising, 360 degree
method is one of the recent innovations being used by organizations today. 360
degree method is a system where an employee receives confidential and
anonymous feedback from the people who works around them. It allows an
individual to understand how he is effective being an employee, co-worker or
team member as being viewed by other people. It is basically based on skills and
behaviors an employee performs inside the workplace. The main purpose of the
360 feedback is to help an individual in assessing his strengths and weaknesses,
and if he is professional enough in terms of interacting to his co-workers.
However, it has downsides as any performance appraisal system
available. The inexperience of the rater to provide the sufficient and accurate
information the in supporting the feedback gives unclear conclusion on how an
employee will be rated. An HR manager or supervisor who has more training in
assessing the performance of an individual is more legitimate in evaluating the
employees. 360 degree method is totally different with performance management
system because the former relies more on people’s subjective feedback rather
than scientific method in knowing the complicated variables in handling human
resources.
Moreover, there are no standard guidelines on how an employee will be
assessed. People tend to see the incompetence of an individual rather than his
accomplishments even in small things. An advice in the book First Break All the
Rules: What The World’s Great Managers Do Differently, managers should focus
on employee’s strengths rather than weaknesses.
The human resource is the lifeblood of any organization. It is important to
give them enough attention in addressing their concerns. Likely, the method of
appraising their performance should be competent and objective to provide the
sufficient information in giving the proper assessment of their performance. Lest
the organization want to lose the confidence and loyalty of their most valuable
assets, they should be certain in choosing the best possible method of
evaluation.
ABX Air's main customer is DHL, and the vast majority of the freight it carries is for that company. Most of ABX Air's aircraft are painted with DHL's yellow and red livery.
ABX also does cargo flights on behalf of Air Jamaica between Miami and the two Jamaican cities of Montego Bay (Donald Sangster International Airport) and Kingston (Norman Manley International Airport). One of their Boeing 767-200s routinely handles the flights, replacing the Douglas DC-8 types that flew previously. The aircraft fly with an Air Jamaica callsign of "Jamaica".
Employer Organization (PEO). HRI, headquartered in Florida, is the Gibralter of PEOs, rock-solid and backed by insurance, audits, and a team of CPAs. Trust is always deeper with tangible insurance rather than verbal assurance. FDIC means peace of mind for your bank deposits. For PEOs, that same level of assurance is a partnership with ESAC. HRI is accredited by ESAC, meaning HRI adheres to ESAC’s ethical, financial, and operational standards for the industry. In turn, ESAC offers you financial assurance that key employer services and payroll service are performed by HRI in an appropriate and timely manner. For you, ESAC is the backup in the unlikely event of a default.
HRI goes one step further. Our Workers’ Compensation and risk-management operations are reviewed annually by the Certification Institute. This independent group verifies that HRI consistently follows best practices to reduce work-related accidents, exposures potentially detrimental to health, and to control Workers’ Compensation insurances losses.
HRI, with offices in Florida and Georgia, also is a nationally known member of NAPEO, the National Association of Professional Employer Organizations. NAPEO is dedicated to developing quality and professionally run member companies. Because HRI is a NAPEO partner, we are able to provide you the latest and best in employee-program management.
Our human resource management company offers even more. HRI will either manage your group-health program or enroll your employees in a new health plan designed for businesses looking to lower health insurance costs. Stop trying to battle with your group health program and let our HR management team handle it for you.
The business world is complex enough without trying to be the expert in human resource management, benefit management, 401(k) plans, Workers’ Compensation, payroll service, and payroll taxes. Not to mention employee record keeping and confidentiality. HRI doesn´t run your business, but from our headquarters in Florida and Georgia office, we do release you from many of the landmines of government regulatory bodies so you can better run your business yourself.
It is important for an organization to recognize that their most valuable
assets are their employees. The production of a company greatly relies on how
the employees perform. Without them, an organization would be nothing.
Likely, proper management of the employees is necessary to keep them
motivated and loyal to the organization. According to studies, conducive and
harmonious relationships inside the workplace bring more motivation to
employees rather than compensations. Thus, effective human resource
management is necessary in sustaining the smooth flow of the production of the
enterprise.
Human resource management is the strategic and coherent approach in
manpower management of an organization. The employees being regarded as
the main contributors to the achievement of the objectives of the company,
individually or collectively, their concerns should be given attention to keep them
committed to the enterprise. Human resource management encompasses from
manpower development through team buildings to hiring the best possible
applicants.
Ideally, an HR manager should look at even the slightest concerns of the
organization and the employees. It includes the development of positive
interactions between the employers and the employees that is necessary in any
workplace environment.
Moreover, human resource management also recognizes that employees
are individuals who have career goals in life. Thus, the dedication of skills and
experience of the employees to the organization should be given in return in
terms of remuneration and benefits. But, standard operating procedures such as
performance appraisals are needed before promotions are being considered.
Performance appraisal is the widely used method of evaluating the job
performance of the employees. It focuses on the growth of an individual in
performing the given tasks. It discusses strengths and weaknesses as well as
opportunities in improving the performance of the employees as being the part of
the organization. Performance appraisal is essential in the development of the
individual career of the employees.
Given the main aim of performance appraisal is evaluating the job
performance, it includes feedbacks and constructive criticism. But, if these
messages are relied on improper manner, misunderstanding starts between the
management and the employees. That is why effective communication is
important between the parties.
However, a number of management commentators and psychometricians
argue that the use of performance appraisal system does not guarantee
improvement on the performance of the employees. Some even expressed that
the process is inherently flawed to be reliable and valid. They claimed that it
could only lead to workplace disruption, productivity decline, soured relationships
and serious morale damage. And one of the performance appraisal methods that
critics are strongly opposed to is the 360 degree method.
Having a variety of methods in performance appraising, 360 degree
method is one of the recent innovations being used by organizations today. 360
degree method is a system where an employee receives confidential and
anonymous feedback from the people who works around them. It allows an
individual to understand how he is effective being an employee, co-worker or
team member as being viewed by other people. It is basically based on skills and
behaviors an employee performs inside the workplace. The main purpose of the
360 feedback is to help an individual in assessing his strengths and weaknesses,
and if he is professional enough in terms of interacting to his co-workers.
However, it has downsides as any performance appraisal system
available. The inexperience of the rater to provide the sufficient and accurate
information the in supporting the feedback gives unclear conclusion on how an
employee will be rated. An HR manager or supervisor who has more training in
assessing the performance of an individual is more legitimate in evaluating the
employees. 360 degree method is totally different with performance management
system because the former relies more on people’s subjective feedback rather
than scientific method in knowing the complicated variables in handling human
resources.
Moreover, there are no standard guidelines on how an employee will be
assessed. People tend to see the incompetence of an individual rather than his
accomplishments even in small things. An advice in the book First Break All the
Rules: What The World’s Great Managers Do Differently, managers should focus
on employee’s strengths rather than weaknesses.
The human resource is the lifeblood of any organization. It is important to
give them enough attention in addressing their concerns. Likely, the method of
appraising their performance should be competent and objective to provide the
sufficient information in giving the proper assessment of their performance. Lest
the organization want to lose the confidence and loyalty of their most valuable
assets, they should be certain in choosing the best possible method of
evaluation.
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