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Job Rotation

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  Job Rotation Figure 1: Job rotation   What is meaning of job rotation in HRM? Job rotation through numerous employment responsibilities, enriching their skills, ability to perform in diverse tasks, and experience. It is an effective HR technique to raise employee understanding of all sorts of jobs conducted in their sector. Job rotation is a management technique that involves shifting employees from one job to another in order to familiarize them with all of an organization's verticals. The goal of job rotation is to improve workers' work experience, cross-train them, and increase their job satisfaction. The job rotation program entails the temporary assignment of an employee in a position or department to undertake the exact tasks of another position for a certain period of time. This is usually a voluntary assignment in which the employee considers the provided tasks to be part of his or her regular job. After carefully evaluating other potential workforce techniques
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VOLUNTARY RETIREMENT SCHEME(VRS)

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  VOLUNTARY RETIREMENT SCHEME(VRS) Figure 1: VRS   What is VRS? In times of economic hardship, businesses take a variety of cost-cutting tactics. One strategy that helps them enhance efficiency and earnings is to reduce their employment through the Voluntary Retirement Scheme (VRS). The system can be implemented by both public and private sector companies. Employees who have been working under constant pressure for years welcome the VRS offer. They can take a break from the boredom of working in the same place and pursue a new career or relocate to a new region. The advantages of the Voluntary Retirement Scheme for the company and the flexibility it provides for employees make it a win-win situation for everyone involved. Between the parties, it's also known as a 'Golden Handshake.' Most working people in most organizations retire at the age of 60. (or 58 years, according to policies of some companies). This milestone does not take into account the individual's ca
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HR’s Role in Promoting Corporate Social Responsibilit

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  HR’s Role in Promoting Corporate Social Responsibility Figure 1: Cooperate social responsibilities What is CSR? Corporate social responsibility (CSR) is a management concept in which businesses incorporate social and environmental concerns into their operations and interactions with stakeholders. CSR is commonly defined as the process through which a firm achieves a balance of economic, environmental, and social imperatives ("Triple-Bottom-Line-Attainment") while also meeting the needs of shareholders and stakeholders. It's crucial to distinguish between CSR, which may be a strategic corporate management idea, and charity, sponsorships, or philanthropy in this context. Even if the latter can make a significant contribution to poverty reduction and immediately improve a company's reputation and brand, the notion of CSR obviously extends beyond that (Unido, 2022) . Corporate social responsibility (CSR) is a company's commitment to responsibly and in accord
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Performance management in HRM

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  Performance management in HRM Figure 1: Performance management aspects   What is performance management? Performance management is a collection of processes and systems aimed at helping employees improve their performance so they can do their jobs to their full potential. Performance management does not attempt to improve all of a person's abilities. In reality, effective performance management focuses on honing the abilities that enable an individual to perform better at their work. This indicates that one's job must be strategically aligned with the group and organization's goals. Performance management is a planned and formal process since it tries to connect individual ambitions with group and corporate goals. This implies that this process influences all important career decisions, including as bonuses, promotions, and terminations. Performance management may also be defined as a procedure that is conducted on a regular, methodical, and objective basis ( Vulpen
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Employee motivation vs. organizational growth

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  Employee motivation vs. organizational growth Figure 1 : Employee motivation vs. organizational growth Employee motivation refers to the amount of enthusiasm, dedication, and inventiveness that employees bring to their professions. Finding strategies to encourage employees is always a management priority, regardless of whether the economy is booming or declining. Incentives or employee participation are emphasized in competing ideas (empowerment). Small firms face unique challenges when it comes to employee engagement. Because the entrepreneur has typically spent years establishing a firm from the ground up, delegating important responsibility to others is challenging. However, entrepreneurs should be aware of such pitfalls: poor staff motivation may be detrimental to small enterprises. Complacency, indifference, and even widespread discouragement are examples of such issues. As a result of such mindsets, catastrophes might arise (Inc.com, 2022) . 'Motivation' is a natu
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