netrashetty
Netra Shetty
W.R. Berkley NYSE: WRB is a Fortune 500 company founded in 1967, and based in Greenwich, Connecticut.
It includes 35 wholly owned subsidiaries offering a variety of insurance services from reinsurance to workers comp TPAs. In 2008, W.R. Berkley's total revenue was $4.71 Billion, of which $1.62 Billion came from the company's Specialty, $1.45B from Speciality Lines, $1.21B from Regional, $622 Million from Alternative Markets, $435 Million from Reinsurance, $312 Million from insurance, and $287 Million from International Markets.
Performance Management
Assessment, reporting and performance management form a significant part of the overall management of military personnel throughout their careers. Issues raised in relation to performance management of individuals are indicated by the following comments:
“…Evaluation of personnel and reports were not handed in on time and as a result some people missed [out] on advancement.”
“…It doesn’t say anything about, you know, congratulations, well done, or how valued you are to the organisation. What it says is that "Now that you're here, perform or you’re out.”
Individuals identified the following as important in their performance management: realistic goals, trust, making sure your performance is fully recorded, and the linking of the financial and performance
The Role of Job Satisfaction and Morale in Organisational Learning
Job satisfaction and the motivation to perform well at work is important in today's business climate not merely because of their links with high levels of work effectiveness – they are also important because the competitive advantage requires a ‘knowledge edge’ and this cannot be achieved unless employees are willing to engage in behaviours that will result in generative learning. These include the willingness to share corporate knowledge and the willingness to voice new ideas and engage in dialogue about new and innovative ways of working. Figure 2 below illustrates the impact that factors associated with Job Satisfaction and Morale can have on these two elements that are vital to generative learning. The findings of the study reported in this paper suggest that Conditions of Service, Recognition & Reward, Organizational Loyalty to Workers, Workplace Design, and Performance Management contribute directly to Job Satisfaction & Morale. Loyalty To the Organization and Job Significance also contribute to Job Satisfaction & Morale, but the relationship is recursive. For instance, higher levels of Job Satisfaction & Morale would have positive impacts on
Loyalty to the Organization and levels of Job Significance. Finally, Job Satisfaction & Morale will impact on Motivation to Work Well, and this directly influence employees’ Willingness To Share Corporate Knowledge and their Willingness to Voice New Ideas.
Training Methods and Employee Development
The principles relating to the development of the working environment are made available on the learning portal Learn at in the form of separate e-learning programmes for both employees and managers.
believes that each individual is attributed with potentials, which can be maximized by enabling conditions favorable to their growth.
It is recommended that staff gets an opportunity to engage and learn through active involvement in HRD interventions, which could include trainings, workshops, learning exposures, conferences, exchange visits etc. The staff training needs will be identified through performance development program plans in consultation with respective line managers and individual staff.
Line managers will be fully responsible for ensuring their staff receives access to training and development events in areas that have been identified for them. The national HRD budget will be located. The employee upon return form local HRD event will submit detail report outlining key learning’s and use of training received in the organizational work set.
is providing the training to its employees at level where the organization feels about the performance gaps especially in engineering department and IT division and level of technology does matter too. at present providing the training to its employees when they introduce any kind of new technology and further more they also provide training to their employees in the call center division.
Most important thing to note that is still employing the experienced people for jobs and at start they don’t have any kind of formal training.
Human Resource departments are notorious for tremendous amounts of paper due to the primary processes they maintain such as Recruiting documents, Hiring and Job Applications, Employee Reviews / Writeups, I9 Forms, and Benefit Documentation to name a few.
But most importantly with the onset of a multitude of regulatory acts to comply with, such as HIPAA, FERPA, FACTA, FMLA the Human Resources department needs to know all of that documentation is secure from theft or intrusion. And having these as paper documents can open a company up to loss in other ways as well, like for instance a fire of the facility. If there is no external archive of every single document that company has lost valuable information.
There is a better way to meet these requirements AND insert efficiency for your HR department using a document conversion process. You can take all of those invaluable documents holding the personal information of all you present and past employees and putting them in to a digital format that is more readily available and archive-able.
1. Reduce your storage costs – Open up the space you are currently using to file all of these documents and either make is more productive or no longer pay the monthly rent.
2. Reduce you document retrieval costs – An average of 7 minutes is spent every time you have to look for a paper document, reduce that time to seconds by using an internal, secure, search feature.
3. Increase document security – You have unlimited control over every document that is converted to a digital format. You can give admin rights to certain people in your company allowing them access to only certain level files, and give the managers increased access. And when an employee changes positions you can immediately revoke their access.
4. Regulatory document compliance – Regulatory acts can be integrated in the system as they are created without having to duplicate and move heavy paper files to a different secure facility. You can require ‘need to know’ verification access as well.
Imagine having a desk that is not covered in paper, and being able to respond to employee requests with the use of your keyboard. That is the daily objective of document conversion and management, because converting paper documents is only part of the solution. The HR department needs to have ultimate control over every document for individual security as well as meeting regulatory compliance.
It includes 35 wholly owned subsidiaries offering a variety of insurance services from reinsurance to workers comp TPAs. In 2008, W.R. Berkley's total revenue was $4.71 Billion, of which $1.62 Billion came from the company's Specialty, $1.45B from Speciality Lines, $1.21B from Regional, $622 Million from Alternative Markets, $435 Million from Reinsurance, $312 Million from insurance, and $287 Million from International Markets.
Performance Management
Assessment, reporting and performance management form a significant part of the overall management of military personnel throughout their careers. Issues raised in relation to performance management of individuals are indicated by the following comments:
“…Evaluation of personnel and reports were not handed in on time and as a result some people missed [out] on advancement.”
“…It doesn’t say anything about, you know, congratulations, well done, or how valued you are to the organisation. What it says is that "Now that you're here, perform or you’re out.”
Individuals identified the following as important in their performance management: realistic goals, trust, making sure your performance is fully recorded, and the linking of the financial and performance
The Role of Job Satisfaction and Morale in Organisational Learning
Job satisfaction and the motivation to perform well at work is important in today's business climate not merely because of their links with high levels of work effectiveness – they are also important because the competitive advantage requires a ‘knowledge edge’ and this cannot be achieved unless employees are willing to engage in behaviours that will result in generative learning. These include the willingness to share corporate knowledge and the willingness to voice new ideas and engage in dialogue about new and innovative ways of working. Figure 2 below illustrates the impact that factors associated with Job Satisfaction and Morale can have on these two elements that are vital to generative learning. The findings of the study reported in this paper suggest that Conditions of Service, Recognition & Reward, Organizational Loyalty to Workers, Workplace Design, and Performance Management contribute directly to Job Satisfaction & Morale. Loyalty To the Organization and Job Significance also contribute to Job Satisfaction & Morale, but the relationship is recursive. For instance, higher levels of Job Satisfaction & Morale would have positive impacts on
Loyalty to the Organization and levels of Job Significance. Finally, Job Satisfaction & Morale will impact on Motivation to Work Well, and this directly influence employees’ Willingness To Share Corporate Knowledge and their Willingness to Voice New Ideas.
Training Methods and Employee Development
The principles relating to the development of the working environment are made available on the learning portal Learn at in the form of separate e-learning programmes for both employees and managers.
believes that each individual is attributed with potentials, which can be maximized by enabling conditions favorable to their growth.
It is recommended that staff gets an opportunity to engage and learn through active involvement in HRD interventions, which could include trainings, workshops, learning exposures, conferences, exchange visits etc. The staff training needs will be identified through performance development program plans in consultation with respective line managers and individual staff.
Line managers will be fully responsible for ensuring their staff receives access to training and development events in areas that have been identified for them. The national HRD budget will be located. The employee upon return form local HRD event will submit detail report outlining key learning’s and use of training received in the organizational work set.
is providing the training to its employees at level where the organization feels about the performance gaps especially in engineering department and IT division and level of technology does matter too. at present providing the training to its employees when they introduce any kind of new technology and further more they also provide training to their employees in the call center division.
Most important thing to note that is still employing the experienced people for jobs and at start they don’t have any kind of formal training.
Human Resource departments are notorious for tremendous amounts of paper due to the primary processes they maintain such as Recruiting documents, Hiring and Job Applications, Employee Reviews / Writeups, I9 Forms, and Benefit Documentation to name a few.
But most importantly with the onset of a multitude of regulatory acts to comply with, such as HIPAA, FERPA, FACTA, FMLA the Human Resources department needs to know all of that documentation is secure from theft or intrusion. And having these as paper documents can open a company up to loss in other ways as well, like for instance a fire of the facility. If there is no external archive of every single document that company has lost valuable information.
There is a better way to meet these requirements AND insert efficiency for your HR department using a document conversion process. You can take all of those invaluable documents holding the personal information of all you present and past employees and putting them in to a digital format that is more readily available and archive-able.
1. Reduce your storage costs – Open up the space you are currently using to file all of these documents and either make is more productive or no longer pay the monthly rent.
2. Reduce you document retrieval costs – An average of 7 minutes is spent every time you have to look for a paper document, reduce that time to seconds by using an internal, secure, search feature.
3. Increase document security – You have unlimited control over every document that is converted to a digital format. You can give admin rights to certain people in your company allowing them access to only certain level files, and give the managers increased access. And when an employee changes positions you can immediately revoke their access.
4. Regulatory document compliance – Regulatory acts can be integrated in the system as they are created without having to duplicate and move heavy paper files to a different secure facility. You can require ‘need to know’ verification access as well.
Imagine having a desk that is not covered in paper, and being able to respond to employee requests with the use of your keyboard. That is the daily objective of document conversion and management, because converting paper documents is only part of the solution. The HR department needs to have ultimate control over every document for individual security as well as meeting regulatory compliance.
Last edited: