By C. W Dunham
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This has a significant impact on their work–life balance. As a result, employees are slowly resorting to telecommuting. HR managers commented that, in the past, many employers used to think that employees could not work efficiently from home. This perception was also influenced by trust, or the lack of it, by the management. As companies are now driving to reduce costs and employers recognise the value in telecommuting, many IT firms have started allowing employees above a certain level of hierarchy to work from home.
The government or an independent body has to come up with an objective method of evaluating these institutions based on the quality of education, return on investment, quality of research, employability of students, etc. Such a system can indirectly put pressure on institutions to improve. However, change will occur only in the long term. Given that this scenario will take some time to change, the burden naturally shifts to the corporate world to manage human capital. , 2003). The current lack of clarity in terms of what is to be excluded or included in practice demarcates what managers deem to be relevant and what they do not.
They are illequipped rather than unprepared most of the time. Why should it be everyone’s agenda? In reality, although all the work that is done involves expertise, when it comes to the responsibility of managing that talent, attention shifts to the HR department. The senior executives are more interested in strategy and direct any questions about employees to HR personnel. In the minds of the C suite executives, people or behaviour is only the responsibility of HR. In the knowledge economy, employees are the principal source of value.
Soil management and fertilizer practices for florist crops by C. W Dunham