摘要:本文是一篇留学生员工绩效管理的论文,讨论“加强员工福利在工作和业绩的之间的联系”这个课题,本文将参考学者妮科尔.妮.巴普蒂斯特的学术讨论综述并采取进一步的研究工作。
nt elements of wellbeing which may be open to debate. This is another point seems to be open to debate.
A good wellbeing policy will lead to greater commitment, job satisfaction and work-life balance.
By adopting a Cause and Effect analysis, it can be safely assumed that commitment, job satisfaction and work-life balance is the end result or the effect of a good wellbeing policy rather than being the constituent elements of wellbeing policy.
From an HR practitioner's point of view, wellbeing is made up of:
Effective communication (ACAS) (2005)
Honesty (from both the employers and employees)
An inspiring culture
Better terms and conditions of employment
Better and competitive benefits in terms of financial and non-financial
Competitive reward
strategy
Schemes like provision for looking after the elderly, young children or taking time-off for looking after the elderly, young children or people with disabilities which may need to be further examined and defined. Disability is a long term adverse condition of a person (mental or physical) which will adversely affect a person's work related performance.
Better fringe benefits
Secured pensions
Et cetera
These may be the constituent elements of wellbeing. If properly executed or implemented, it may lead to enhanced commitment, job satisfaction and work-life balance.
Critical Evaluation of
methodology
The methodology employed is the standard methodology for analysis and the author has taken into consideration all the elements necessary except one item - ethnicity. There seems to be no mention of ethnicity in the methodology. From the ethnical point of view, wellbeing maybe perceived differently by people coming from various ethnical background. This is about diversified background. People are different and may have different opinion on wellbeing. May be the empirical results would be the same, yet it is important to understand wellbeing from different ethnical backgrounds.
According to Professor Binna Kandola OBE in his latest book states 'We are so conscious of the need to appear fair that we hide our prejudices, sometimes even from ourselves' take from People Management 30 July 2009, page number 26.
Hypo
thesis 1
Social relationships that exist between line managers and employees that are built on support and trust in management from HRM practices play an important long-term role in the development of positive employee attitudes and behaviour that constitute employee wellbeing at work and enhanced performance. Organizations that do not engage in these types of relationships will therefore perform worse in the long term than those that do not.
The hypothesis is well founded, but in times of change, recession, 'latest unemployment figures revealed that 7.1 per cent of the workforce is now out of a job, the latest CIPD labour Market Outlook report, compiled by the professional services firm KPMG' People Management 21 May 2009, page7 the prescriptive recommendations by the author may not be compatible in today's context..
Hypothesis 2
Organizations that promote and maintain commitment, job satisfaction and work-life balance (wellbeing) of their employees through the implementation
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