Employee

The issue of organization of payments to employees at the enterprise is the basis of social and labour relations of employees, employers and the state, affecting the effectiveness of labour management in general, they are one of the most critical and complex areas of work, occupying a central place in the accounting system. The authors analyzed the theoretical and methodological basis of payments to employees, compared to international and domestic standards for employee benefits. Authors also analyzed the dynamics of average and minimum wages over the past 10 years, and revealed the features of the organization of wages and the general scheme of accounting for wages. The authors demonstrated the essence of the concept of "payments to employees" and its components, analyzed in detail the features of the existing practice of accounting and audit of settlements with employees. A thorough theoretical and methodological analysis of the study allowed the authors to propose improvements in accounting for settlements with employees on practical examples, namely the detailed structure of account 66 "Payments to employees". The authors also proposed an improved audit methodology that will allow the auditor to cover all aspects of payroll accounting, investigate the correctness, timeliness, legality of reflection in payroll, cover all aspects of payroll accounting, identify violations promptly, conduct a quality audit.

The study set to examine the extent to which recognition affects staff performance in Yumbe District, Uganda. It adopted Cross–Sectional Correlational Survey design. The design employed both quantitative and qualitative approaches. From the sample size of 186 respondents selected, a total of 132 questionnaires were returned, 10 respondents were interviewed, representing a response rate of 76%. According to Blaikie (2009), samples with response rate above 50% are regarded as good. The researchers used both descriptive and inferential statistics to analyze the data from the questionnaires. Results revealed that Recognition of staff and performance had a moderate co-relation but, statistically significant (a coefficient of 0.592 at 0.05 significance level), in Yumbe District Local Government in Uganda.

This study entitled " A Quality of Work Life of employees' in Arumugam Spinning mills (p) ltd, Chatrapatti ". The extrinsic determinants of QWL such as pay, benefits. QWL play a major role for job satisfaction. It automatically improves organizational and operational productivity. It also can develop working conditions that are excellent for employees as well as for the economic health of the organization. Quality of Work Life has direct impact on human outcomes and it significantly needed to reduce absenteeism, minor accidents, and grievances and quits. This study is to analyse the various factor influencing the quality of work life such as Adequate and fair compensation, working environment, development of human capacities, flexible work schedule. In this study to analyse the relationship between Quality of work life and overall satisfaction among male & female employees' in Arumugam spinning mills (p) ltd, Chatrapatti.

The objective of the study is to establish the impact that MBO (Management by Objectives) has on employee productivity.
MBO is a Management tool where by the managers of an organization sit with their subordinates to agree on the objectives or goals of the organization; set targets, follow the targets, monitor and then evaluate the targets.
Many of today’s organization have been able to meet their goals because there is a clear understanding of what the mission and vision of the organization is. Also, there is a clear strategy which aligns with the mission of the organization.
MBO was made popular by the Management guru, Peter Druker in his 1954 book titled ‘The Practice of Management’. It also became further popular in the 70s through the 90s and is still popular.
The study tries to establish the relationship between understanding the objectives by employees/managers on one hand and employee productivity on the other hand. Vodafone Ghana was taken as a case study. A total of 36 employees responded to the questionnaires/interviews granted. Questionnaires and oral interviews were used as sources of primary data.
The overwhelming majority of the employees that responded agreed or even strongly agreed that MBO has a positive impact on employee productivity.
The company was privatized about a decade ago where the majority ownership was taken by Vodafone.
Soon after acquisition, Vodafone began to implement management tools that saw the firm’s operational efficiency further increasing.
One of such management tools implemented is the MBO, and which has worked for the firm.
The relationship between the managers and employee in objective setting was seen to be crucial in the productivity of both the employees and the organization.
Keywords: Management, Objectives, Employee, Productivity, Impact, Organization.

The current COVID-19 pandemic has experienced harmful results health wise and wealth worldwide, and vast imbalance between nations in frequency and death rates. Simultaneously, the social distancing measures required to safeguard millions of lives. There is no end in sight to the COVID-19 pandemic, but it has helped us predict postpandemic architecture and urbanism might look like. Based on the current circumstances and emergency measures, design strategies and plan to face pandemics with security layers to prevent, spread of viruses implemented in the post-pandemic era, it could help build a sustainable environment. Consequently, transformation of the environment is a non-permanent reaction or the new normal. In this study, COVID-19 outbreak, pandemic implied all over the world, employees work environment, employees facing consequences during pandemic and applied few relaxation by the government named post pandemic.

This paper focuses on the evaluation of the relationship between human resource management (HRM) practices and the commitment of employees. A descriptive research design is adopted. A questionnaire survey is conducted in the banking industry of Nepal. The results indicate that the general status of each HRM domain is more than average but not considered too high. This study found an interesting fact in such a situation that employee commitment levels tend to be good or even better despite normal HRM practices. All aspects of HRM practices, such as compensation/pay, training and development, job description, employee participation and performance appraisal, show a clear positive association with all aspects of employee commitment, including affective commitment, continuance commitment and normative commitment, which means that if companies have competitive compensation policies, a well-written job description and participatory management strategy as well as an efficient performance appraisal method, the level of employee commitment would be high. Similarly, if the companies invest in training and development activities, employees are strongly committed to organizations. Therefore, it is highly important to formulate and apply effective HRM practices that spread positive vibes to all types of employees in an organization to achieve company objectives.

Bilindiği gibi, bugünün dünyasında, sosyal, ekonomik, siyasal, kültürel tüm yapılar kapitalizmin mantığına göre şekillendirilmiş bulunmaktadır. Ancak, bu tezde de incelendiği gibi, söz konusu sermaye sistemi mantığının çalışanlara, topluma, doğaya son derece duyarsızca yaklaştığı anlaşılmaktadır. Bu duyarsızlık o kadar ileri gitmektedir ki, insanların bilinçlerindeki doğru, yanlış kavramları dahi etki altına alınmakta, insanlar kendi doğrularıyla hareket edemeyen kalabalıklara dönüştürülmektedir.
Her gün haber kaynaklarından ve uzmanların araştırmalarından elde edilen bilgiler, (tezde de incelendiği gibi) sorunların giderek artığının bir göstergesidir. Açık olarak görüldüğü gibi, içinde yaşanılan dünya, doğasıyla ve insanıyla sorumsuzca tehlikeye atılmaktadır. Tezde TKY sistemine gelinen süreci açıklamak için tartışılan, kapitalizmin krizleri sonucu geliştirilen, fordist, post-fordist üretim ilişkileri de, sermaye sistemi için geçici çareler bulmasına rağmen, anlatılan sorunlara çözüm getirememektedir. Aynı bağlamda TKY sistemi, uygulandığı her alanda, farklı bir bakış açısı getirdiği iddiasında bulunmaktadır. Ancak, üzerinde durduğu temel, kontrol edilemeyen kapitalist süreçteki esnek üretimler olduğundan çelişiktir. Burada sorgulanan konu da, söz konusu çelişkiye odaklanmaktadır.
Bu tezde, yukarıda anlatılan mantıkla çerçevelenmiş olan TKY, teori ve uygulamadaki durumuyla incelenmektedir. Araştırılan konu, sorunu sosyolojik yaklaşımla, çalışanlar açısından tartıştığından, emeğin üretim bölüşüm tarihini de dikkate almak gerekmiştir. O nedenle konuya insanların ilkel koşullardaki yaşantısından başlanmış, zamanımıza kadar gelen süreç değerlendirmeye alınmıştır. Bu süreçte ise, üretimin örgütlenişinin tarihsel gelişimi toplum düzleminde ve örgüt düzleminde olmak üzere; sanayileşme öncesi, sanayileşme sonrası (sanayi devrimi sonrası) olarak incelenmiş, daha sonra TKY’ ne ilişkin yaklaşımlara yer verilmiştir. Yine konuyla bağlantılı olarak, fordizm, post-fordizm, azgelişme, küreselleşme, post-modernizm, yabancılaşma kavramları da, kuramsal açıdan tartışılmıştır.
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Tezin sonraki bölümünde, alan araştırmasının yöntemi hakkında bilgi verilmektedir. Daha sonraki bulgular ile ilgili bölümde ise, elektronik sanayiinde beş işletmede uygulanmış olan gözlem, görüşme ve anket tekniklerinin analizi yapılmaktadır. Aynı bölümün genel değerlendirme kısmında da, elde edilen veriler çalışmanın hipotezleriyle test edilmektedir. Yine burada çıkan sonuçlar başka araştırmalardan elde edilen bilgilerle karşılaştırılmaktadır. Sonuç bölümünde ise, tezin kuramsal kavramsal çerçevesi dahilinde yapılan incelemelerle, alan araştırması bulguları birlikte karşılaştırılarak, öneriler getirilmektedir.

The study set to examine the extent to which recognition affects staff performance in Yumbe District, Uganda. It adopted Cross–Sectional Correlational Survey design. The design employed both quantitative and qualitative approaches. From the sample size of 186 respondents selected, a total of 132 questionnaires were returned, 10 respondents were interviewed, representing a response rate of 76%. According to Blaikie (2009), samples with response rate above 50% are regarded as good. The researchers used both descriptive and inferential statistics to analyze the data from the questionnaires. Results revealed that Recognition of staff and performance had a moderate co-relation but, statistically significant (a coefficient of 0.592 at 0.05 significance level), in Yumbe District Local Government in Uganda.

A high quality of work life is essential for organizations to continue to attract and retain employees. QWL is a process in which organizations recognize their responsibility to develop job and working conditions that are excellent for the employee and organization. An effective leader influences the followers in a desired manner to achieve goals. It is evident from the literature different leadership styles may affect organization effectiveness and performance. The interventions of QWL will effectively utilize the employee potentials by ensuring great participation and involvement of workers. This paper focuses and analyses the literature findings which involves QWL and Leadership styles Key word: QWL, Leadership style, Performance, Employee, QWL Components

The study is an effort to investigate the impact of transformational leadership on employee engagement and employee performance in ICT industry in UAE. As the country has been giving much attention to the application of knowledge management, the development of ICT and related industries are crucial as it plays a prominent role in knowledge management application. But many of the firms operating in this sector of business activity have been facing serious problems related to employee retention, employee engagement and employee commitment. Since employee engagement is very crucial for the performance of the employees and their productivity, the study attempts to find out the impact of transformational leadership style on employee engagement variables such as vigor, dedication and absorption and explores how these variables influence the employee performance in terms of task performance, adaptive performance and contextual performance. The study reveals strong positive correlation between transformational leadership style with employee engagement and employee productivity in ICT industry in UAE.

The use of power in corporate settings tends to influence the organizational climate which is related how much employees commit to the progress of a firm. In this paper, qualitative content analysis is used to assess how power-game in Nigerian manufacturing firms influence workers' productivity. Fifty (50) full time employees were randomly selected across five (5) manufacturing companies in Nigeria. A semi-structured, open-ended interview schedule containing 10 questions related to power and productivity was administered on the employees. Using qualitative approach (content analysis), Cohen Kappa inter-coder reliability calculations showed that at 54 percent, themes such as coercive power, reward power and legitimate power were dominant, pointing to formal power forms. In turn, these bases of power negatively affect openness and commitment on the part of employees. As such, it is suggested that corporate individuals who have access to power entrusted by organizational authority must make use of personal power forms; such as referent and expert powers to effect high productivity among employees.

The government has stepped up effort to offer attractive terms and conditions of service to its employees. It has also provided training and development opportunities, career progression, and an enabling environment to its employees to enable them offer services. However, their level of performance has not increased as expected. The objective of the study was to determine how working environment influences employee productivity among public primary school teachers in Imenti north sub county. The study adopted descriptive survey research design. This study was carried out in the 21 public primary schools in Imenti North Sub County, targeting the population of teachers’ service commission. The questionnaire was used to collect the data from the sample. It was also found that the employees would like to work in an organization where the working environment is friendly; they argued that they can work better and more effectively in such a working environment. The study also revealed that majority of the respondents would be satisfied if only the working environment was conducive. Therefore, the teachers’ service commission has to look for other ways of motivating its teachers by ensuring good working environment.

The purpose of carrying this project is a partial fulfilment of the Bachelor of Information Technology (Honours) in Software System Development. This project is required to submit as a Final Year Project in order to graduate. This project is carried out by two people in a team. The title for this project is Human Resources Management System (HRMS). This HRMS is designed in low cost so that it is affordable for all small and medium-sized enterprises (SMEs) to manage the resources in company. The main feature of this HRMS is to integrate the attendance taking function with the system instead of taking attendance using external device such as punch card machine. For this system, the attendance is taken by using thumbprint device. The thumbprint device is used to ensure that an individual can only take attendance for him/herself. The thumbprint device is chosen because it is more low cost as compare to other devices such as RFID reader. The scope of this project include Maintenance modu...

Human resource is an asset to any organization and as a result training has become an issue that has to be faced by every organization. The main objective of this study was to determine whether training has an outcome on employee performance and organizational effectiveness. This study is both qualitative and quantitative in nature. In order to address the objective of the study, descriptive study design was used in which data was collected across a sample population through simple random sampling. Two hundred thirty-four (234) questionnaires were distributed for the collection of data and 223 were filled and returned back. The methodologies that were used to collect the data were questionnaire and interview augmented by dif erent literature's found in the organization. Results show that training and delivery style have effect on employees performance and also training design have positively af ect the overall organizational performance, the organizations predominantly used on-the-job training method, though there is a trade-of between the two methods and less emphasis has been given to of - the-job training methods, the major challenges of human resource training programs of organizations are shortage of training materials, shortage of budget for employee training's, absence of training needs assessment. Hence, it is better if organizations design a training program based on the need assessment result or the requirements of the job and employee deficiency of ability for the job in order to increase individual as well as the overall organization performance.

This study is conducted between two global giants Coca Cola & Pepsi-cola. This research paper is basically a comparative study of two well known competitors in beverage industry of Pakistan which are Pepsi Cola & Coca Cola. The primary purpose of this paper is to find out which company is leading the market. This research required us to conduct the consumer research on why they chose the drink. To find out the factors & reasons that influence to choose their preferred drink. Abstract-This study is conducted between two global giants Coca Cola & Pepsi-cola. This research paper is basically a comparative study of two well known competitors in beverage industry of Pakistan which are Pepsi Cola & Coca Cola. The primary purpose of this paper is to find out which company is leading the market. This research required us to conduct the consumer research on why they chose the drink. To find out the factors & reasons that influence to choose their preferred drink.

The study sought to examine the impact of organisational grievance handling procedures on employees' contextual performance in money deposit banks. The target population of 250 employees of eight (8) money deposit bank branches spread across Nigeria was used and a sample size of 245 bank staff was derived through stratified random sampling. A cross-sectional research survey method was adopted and data collected by means of Likert scale was analyzed using descriptive statistics involving the mean, standard deviation, multiple regressions and inferential statistics. Dimensions (except stages) of organizational grievance handling procedures were found to significantly and positively impact on employees contextual performance. While it could be averred that grievance handling may not address all employees' workplace-related issues, a pragmatic approach to managing employees' discontentment will create platform for employees to seek grievance-redress in a harmonious working setting. We further posit that banks should act promptly to establish effective and efficient grievance handling mechanisms, revolved around organization justice; pursuing deliberate policies to abridge the length of time for grievance resolution, and putting policies in place effective organizational structure that encourages their employees to air their grievances.

This paper has identified the reasons, factors and advantages in adopting reverse logistics by using a comparative analysis between a company that adopts this procedure and those without this practice. An exploratory study was conducted and a semi-structured questionnaire was applied in companies of the metal-mechanic sector based in Serra Gaúcha (Northeast part of Rio Grande do Sul State). The questionnaire highlighted the reasons leading companies to practise aftermarket reverse logistics. The results demonstrated that the main strategic reasons indicated by respondents were increase in competitiveness and asset recovery, quality of recycled products, post-consumption reverse distribution channel and logistical factors in distribution of assets.. Keywords-Reverse Logistics, Production Cycle, Recycling.

In improving the work outcomes of employees, the practice of organizational justice in an organization is very important. For this reason, the present research study explores the attitudes of managers of the banking and insurance sectors on organizational justice and the outcomes of the work of employees. To obtain information from targeted managers, a snowball sampling approach was used. Semistructured interviews were conducted with the HR managers, branch managers, and department heads of the organizations. The results of this study showed that both banking and insurance sector managers were conscious of organizational justice in their organizations. They were also conscious of employee work outcomes in terms of organizational commitment, job involvement, and job performance in their organizations. They accepted that organizational justice had a substantial effect on the results of work for employees.