1. Turnover of labor and no training program for labor
2. Less Compensation benefits for management and labor
3. No Orientation
4. ineffective procedure for career development
5. Late salaries to labor
6. Ineffective selection method of technical personnel
7. Power and influence
Turnover of labor and no training program for labor
According to HR manager of Artistic Milliners Miss Sadia Riaz, 4 to 5 Labors leave their job every day. The question is why they have this ratio? Why so much labor leave there organization on daily basis?
When we have analyzed and found that Artistic Milliners is not giving benefits to their Labor. As per them to invest on labor is not beneficial for them because they believe that, it is in the nature of labor …show more content…
No Compensation Benefits for Management and Labor
Another Problem which we analysis is that, If we talk about the Management level, yes they have some compensation Benefits but they are not enough to motivate employee, because as per HR manager she told us that, anyone can be compensated at any time, it’s all about on their luck. If we talk about the Labor, they have no compensation benefits at all. Labor can only increase their salary by doing overtime.
No Orientation
As per HR manager of Artistic Milliners she told us that we don’t organize any orientation program for the new employees. We just hire them and send them in their particular department and we just introduce that employee to his or her manager.
At the labor side there is nothing like introduction, which means no orientation for labor as well.
Ineffective procedure for career …show more content…
The labor who waits for the 1st day of a month and if you give him salary 6 to 7 days late this obvious that he will switch his job or look for another job. That is why the turnover is high in the firm.
Ineffective selection method of technical personnel
The company select employees by just conducting interviews even technical staff is conducted on the basis of interview. Which is quite alarming that if you hire an engineer on just the basis of interview then how you will get to know that this person is right for the job and competent enough to achieve goals and increase the productivity. This totally the case of validity, because you are hiring a technical person who has a key job in the organization just on the basis of interview. The procedure is not valid to hire a technical staff for the company
Power and influence
In Artistic Milliners the power of bosses from department is too much that he can fire or hire anyone without asking anything from anyone. It’s more like a “one man show” where the employee is supposed to do what boss says it doesn’t matter the thing you are doing is wrong or right. If you don’t do it someone else will do
2. Less Compensation benefits for management and labor
3. No Orientation
4. ineffective procedure for career development
5. Late salaries to labor
6. Ineffective selection method of technical personnel
7. Power and influence
Turnover of labor and no training program for labor
According to HR manager of Artistic Milliners Miss Sadia Riaz, 4 to 5 Labors leave their job every day. The question is why they have this ratio? Why so much labor leave there organization on daily basis?
When we have analyzed and found that Artistic Milliners is not giving benefits to their Labor. As per them to invest on labor is not beneficial for them because they believe that, it is in the nature of labor …show more content…
No Compensation Benefits for Management and Labor
Another Problem which we analysis is that, If we talk about the Management level, yes they have some compensation Benefits but they are not enough to motivate employee, because as per HR manager she told us that, anyone can be compensated at any time, it’s all about on their luck. If we talk about the Labor, they have no compensation benefits at all. Labor can only increase their salary by doing overtime.
No Orientation
As per HR manager of Artistic Milliners she told us that we don’t organize any orientation program for the new employees. We just hire them and send them in their particular department and we just introduce that employee to his or her manager.
At the labor side there is nothing like introduction, which means no orientation for labor as well.
Ineffective procedure for career …show more content…
The labor who waits for the 1st day of a month and if you give him salary 6 to 7 days late this obvious that he will switch his job or look for another job. That is why the turnover is high in the firm.
Ineffective selection method of technical personnel
The company select employees by just conducting interviews even technical staff is conducted on the basis of interview. Which is quite alarming that if you hire an engineer on just the basis of interview then how you will get to know that this person is right for the job and competent enough to achieve goals and increase the productivity. This totally the case of validity, because you are hiring a technical person who has a key job in the organization just on the basis of interview. The procedure is not valid to hire a technical staff for the company
Power and influence
In Artistic Milliners the power of bosses from department is too much that he can fire or hire anyone without asking anything from anyone. It’s more like a “one man show” where the employee is supposed to do what boss says it doesn’t matter the thing you are doing is wrong or right. If you don’t do it someone else will do