This research will begin with the statement that human capital management is a growing challenge for the HR department of every business, irrespective of size, place, and domain.  Also with the economic downturn firms have become more considerate to reduce cost; this, in turn, has resulted in firms’ increased attention to retaining employees.

There are various factors in the employment law that has a significant impact on the employer and employee relationship. These factors are divided into two categories i.e. internal factors and external factors. Internal factors include the company policy about employee rights and external factors include the application of law in the company.

It is the responsibility of the organization’s management to create a conducive work environment to ensure that the employees are comfortable. Considering the vibrant and strenuous exercise to hire new employees, the organization seeks to develop and retain employees. The rate at which a company loses employees is commonly known as employee turnover.

The author states that to create a positive impact and enhance expectations of their potential employees, organizations practice various exercises which include university drives, seminars, and creating assessment centers for the shortlisted students. Most organizations will achieve their objectives by the aforementioned exercises.

The author states that in case of extrinsic motivation, it is perceived that the employees work better if provided with material benefits such as paid leaves, travel concessions, over-tin bonuses. Intrinsic perk benefits reflect about the value accredited factors that motivate employees and can be practiced in the form of workmanship. 

For that the human resource department can use various people management tools. The following reports gives an insight into factors which determine customer and employee satisfaction. These factors are justified on both empirical and theoretical grounds. This is followed by suggestions and recommendations of the best practices of the hospitality industry which are commonly practiced to increase customer satisfaction.

Although these strategies are still effective in terms of motivating employees to stay with Sanofi, its human resource manager should acknowledge the growing importance of work flexibility arrangements and the provision of challenging tasks.

Employee satisfaction has been one of the most research topics, however, the satisfaction level of employees at the later stage of the career tends to decrease and therefore this research "The Common Drivers Contributing to Employee Satisfaction at a Later Stage in Hong Kong" aims to analyze factors that can help in increasing employee satisfaction at this stage.

A lot of factors can be associated with the retention of labour within the teaching field. But no single factor ought to be incorporated as a superlative assessment of the realities. Another issue that affects the recruitment and retention of teachers is that teachers are not well paid in relation to their equivalence in other professions.  

With the ability of work-life balance practices along with the organizational support will reduce work-life conflict and will enhance the positive appraisals of a certain company. The noticeable outcomes of such practices will be seen in reducing absenteeism, intending to turnover, and increasing productivity in turn (Lazar, Osoian & Patiu 2010).

This study will be guided by the following questions: What factors influence employees’ job satisfaction?; What factors hinder employees from achieving job satisfaction?; What can be done to improve their job performance? This study is relevant to organizational managers to enlighten them on how to help their employees achieve job satisfaction and enhance their job performance.

Every organization differs from the others in its goals and objectives.  Further, every organization is comprised of individuals who have different needs and objectives.  Through the function of leading, managers can help the members of the organization to utilize their potential to simultaneously fulfill their needs as well as contribute to the goals of the organization.

The population under study will be Project Managers of construction companies. The data will be collected utilizing a four-part questionnaire. As part of this study, the effects of gender, age, English or Spanish speaking, education level, overall project management experience, tenure with current employer, and professional certification status on organizational commitment will be studied.

This study used questionnaires, also called an employee satisfaction survey, as the instrument of choice for data collection. The questionnaires contained open and closed questions that pertained specifically to employee feelings, thoughts, questions and comments on the issue of the number of hours that they receive each week.

This report describes in detail two of the main HRM practices implemented in the chosen company, Security 24/7 Ltd: employee benefits and employee development. Both of these practices are discussed in great detail as to how these are implemented in the company. The report also discusses some leadership styles that would or would not benefit the chosen company if adopted.

The author of the paper will begin with the statement that there are numerous factors that exert an impact on employment relations. These factors may be locally, nationally, or globally generated. In addition, they can be classified into several facets such as political, social, economic, technological, diversity, ethnic and environmental issues.