SapuraKencana Petroleum has the goal to offer equal opportunities for all employees and has a fair and commendable manner workplace. SapuraKencana also forbid sexual harassment and discrimination relating to age, gender, race, religion, colour, language, national or social origin and political opinion in the workplace. This guarantees that the SapuraKencana family stays harmonious, safe and well-balanced. The Group understand that diversity among the workforce provides them the power to take opportunities globally and through the current oil and gas value chain. This also causes the Group more competitive and more innovative. For performance and achievements, SapuraKencana Petroleum offers rewards and recognition by learning development and
…show more content…
PRP is associated with the goal theory of employee motivation that stresses the importance of appropriate and desirable goals and reward for enhance motivation and performance. SapuraKencana Petroleum can rewards good performance employees by using PRP. PRP strategy basically work well for the company and move towards a similar direction that is growing in sales and manpower (Ong, et al., January 2012). In the other hand, PRP ensures good reward for employees’ hard work, but their future survival do not assured. This also means the employees will not be rewarded if they cannot perform …show more content…
Across the Europe and Japan, flexible work hours, shorter weekly working hours, and paid parental leave are encouraged by public policy in order to increase participation of women in the labour force (Appelbaum, 2006). According to Beauregard (2009), individuals will attracted by the organisation that providing work-life balance and causes increased positive work effort, job-related attitudes and behaviours within the organisation. Arthur’s (2003) research classified high-tech industries and industries that hire large proportions of women have slightly higher returns on work-like practice, suggesting that benefits to firms providing such practices may change according to industry or workforce
PRP is associated with the goal theory of employee motivation that stresses the importance of appropriate and desirable goals and reward for enhance motivation and performance. SapuraKencana Petroleum can rewards good performance employees by using PRP. PRP strategy basically work well for the company and move towards a similar direction that is growing in sales and manpower (Ong, et al., January 2012). In the other hand, PRP ensures good reward for employees’ hard work, but their future survival do not assured. This also means the employees will not be rewarded if they cannot perform …show more content…
Across the Europe and Japan, flexible work hours, shorter weekly working hours, and paid parental leave are encouraged by public policy in order to increase participation of women in the labour force (Appelbaum, 2006). According to Beauregard (2009), individuals will attracted by the organisation that providing work-life balance and causes increased positive work effort, job-related attitudes and behaviours within the organisation. Arthur’s (2003) research classified high-tech industries and industries that hire large proportions of women have slightly higher returns on work-like practice, suggesting that benefits to firms providing such practices may change according to industry or workforce