In this paper a comprehensive review is presented of risk assessment techniques adopted in the mining industry worldwide;those techniques applied in other hazardous industries and potential techniques which are robust...In this paper a comprehensive review is presented of risk assessment techniques adopted in the mining industry worldwide;those techniques applied in other hazardous industries and potential techniques which are robust,mature and holistic and can be implemented for the Indian mining industry in future to enhance workplace safety are also presented.Findings from the review are indicative of the fact that socio-technical complexity of industrial systems has increased.Recent developments in the area of risk management highlight the need for implementation of the latest robust techniques of risk assessment in the mining sector.In consideration of the present scenario,the development of a model for risk analysis having an interface between hazard identification and risk assessment,along with an interface between risk assessment and accident causation to predict if an accident will occur under given conditions,has become dire necessity.This will increase hazard awareness and enable mine management to select and prioritize problem areas and identify safety system weaknesses in both underground and surface mining.This will ultimately help decision makers,risk analysts and safety managers make a major contribution in the development of workplace safety with a near-to-zero accident rate.展开更多
Downsizing as a systematic reduction of employees is frequently utilized in order to increase productivity, efficiency, profitability, and competitiveness of firms. As a strategy of choice for many firms around the wo...Downsizing as a systematic reduction of employees is frequently utilized in order to increase productivity, efficiency, profitability, and competitiveness of firms. As a strategy of choice for many firms around the world, downsizing produces far-reaching financial, organizational, and social consequences. Despite the large body of literature, there is inconclusive evidence as to whether downsizing is effective and whether it generates the widely anticipated financial benefits. An in-depth review of the literature suggests that most downsized organizations have failed to yield economic benefits. This case study examined whether Portugal＇s eight largest banks realized their financial objectives upon the execution of downsizing activities during their recent 2008-2010 endeavors. Financial performance was measured through employee efficiency, profitability, and asset quality. Six hypotheses were defined using six different financial ratios which were deemed as integral tools for measuring financial performance of deposit-accepting banks. The secondary data were analyzed within a defined framework of two distinct phases： pre- and post-downsizing phases. A key statistical tool, the paired sample t-test, was applied to determine whether there were statistically significant differences in the ratios between the two timeframes. The analysis demonstrated that there were statistically significant differences between the pre- and post-downsizing ratios of loans per employee and deposits per employee. In contrast, no statistically significant difference was found in return on assets （ROA）, return on equity （ROE）, loans to assets, and non-performing loans to loans ratios. On the basis of this analysis, the study has concluded that downsized large Portuguese banks have largely failed to achieve their projected financial objectives.展开更多
This paper reviews the history and journey of employee transition since the era of industrial economy, and divides the journey of employee transition into four stages according to evolving employee status and roles: E...This paper reviews the history and journey of employee transition since the era of industrial economy, and divides the journey of employee transition into four stages according to evolving employee status and roles: Employee 1.0 refers to subordinates who have little initiative and simply obeys orders. Employee 2.0 refers to self-managers who become "strategic business unit(SBU)", "manager" and "CEO". Employee 3.0 refers to entrepreneurs whose role is maker or partner. Employee 4.0 is self-organizers who act as social man and pursues personal imperialism, online development and global sharing.展开更多
Nowadays, there are a lot of challenges for global processing in countries economic companies. One of the important reasons is lack of changes that must be with world-class technology for making a competition in indus...Nowadays, there are a lot of challenges for global processing in countries economic companies. One of the important reasons is lack of changes that must be with world-class technology for making a competition in industry, and another important reason is lack of organized distinction for managers. Most of high rank managers don＇t have good points for charging and worry about it. In this essay, there have been excellence organized model of EFQM and Iran national quality award which are compared by a case study, and finally, it has suggested using a native model.展开更多
Malaysia has long been involved in the initiative of becoming a high income country by the year 2020. In this essence, fighting and eliminating any means of corruption in the public and private companies have been one...Malaysia has long been involved in the initiative of becoming a high income country by the year 2020. In this essence, fighting and eliminating any means of corruption in the public and private companies have been one of the key challenges in the long run. The globalization of businesses has somehow led to an increase in the number of unethical conduct and hazardous corruption. In the urge to enliven ethics and integrity in a company and among employees, the whole business processes and stakeholders should position code of ethics and integrity at its highest standard. However, can ethics and integrity really increase the company＇s reputation, strengthening its business operations and sustainability, and deliver trust amongst employees and employers？ The objective of this study is to analyze the perceptions of employees on issues pertaining ethics and integrity. The study has been conducted in one of the giant telecommunication companies in Malaysia where a sample of 7,056 employees were the participants involved in the survey. The study has used questionnaires to collect data. The data have then been analysed using the SPSS data analysis software. The findings explained that employees view the company as an ethical place to work where the finance department is deemed to have the highest level of integrity. While in matters of corruption risk areas, there are still practices of bribery. It is also founded that a majority of respondents about 93% agree that the company＇s initiatives are effective in building business integrity and that the level of business ethics and integrity has improved over the last two years. Running a business with ethics and integrity while selecting the fight business partners will create a corporation of ethics, integrity, and anti-corruption.展开更多
Nowadays,the world belongs to the era of the economy full of information. The development of human resources in the entel-prise also shows the increasingly important. At present, commercial banks are not only to recru...Nowadays,the world belongs to the era of the economy full of information. The development of human resources in the entel-prise also shows the increasingly important. At present, commercial banks are not only to recruitment, introduction of outstanding professionals to enrich their team, but also the more important is potental of the existing management and staff training. Therefore, staff training and development will highlight out from the commercial bank management, which can make sure that a business adapt to the environment, realizing the fundamental value and the main enterprises for sustainable development.展开更多
文摘In this paper a comprehensive review is presented of risk assessment techniques adopted in the mining industry worldwide;those techniques applied in other hazardous industries and potential techniques which are robust,mature and holistic and can be implemented for the Indian mining industry in future to enhance workplace safety are also presented.Findings from the review are indicative of the fact that socio-technical complexity of industrial systems has increased.Recent developments in the area of risk management highlight the need for implementation of the latest robust techniques of risk assessment in the mining sector.In consideration of the present scenario,the development of a model for risk analysis having an interface between hazard identification and risk assessment,along with an interface between risk assessment and accident causation to predict if an accident will occur under given conditions,has become dire necessity.This will increase hazard awareness and enable mine management to select and prioritize problem areas and identify safety system weaknesses in both underground and surface mining.This will ultimately help decision makers,risk analysts and safety managers make a major contribution in the development of workplace safety with a near-to-zero accident rate.
文摘Downsizing as a systematic reduction of employees is frequently utilized in order to increase productivity, efficiency, profitability, and competitiveness of firms. As a strategy of choice for many firms around the world, downsizing produces far-reaching financial, organizational, and social consequences. Despite the large body of literature, there is inconclusive evidence as to whether downsizing is effective and whether it generates the widely anticipated financial benefits. An in-depth review of the literature suggests that most downsized organizations have failed to yield economic benefits. This case study examined whether Portugal＇s eight largest banks realized their financial objectives upon the execution of downsizing activities during their recent 2008-2010 endeavors. Financial performance was measured through employee efficiency, profitability, and asset quality. Six hypotheses were defined using six different financial ratios which were deemed as integral tools for measuring financial performance of deposit-accepting banks. The secondary data were analyzed within a defined framework of two distinct phases： pre- and post-downsizing phases. A key statistical tool, the paired sample t-test, was applied to determine whether there were statistically significant differences in the ratios between the two timeframes. The analysis demonstrated that there were statistically significant differences between the pre- and post-downsizing ratios of loans per employee and deposits per employee. In contrast, no statistically significant difference was found in return on assets （ROA）, return on equity （ROE）, loans to assets, and non-performing loans to loans ratios. On the basis of this analysis, the study has concluded that downsized large Portuguese banks have largely failed to achieve their projected financial objectives.
文摘This paper reviews the history and journey of employee transition since the era of industrial economy, and divides the journey of employee transition into four stages according to evolving employee status and roles: Employee 1.0 refers to subordinates who have little initiative and simply obeys orders. Employee 2.0 refers to self-managers who become "strategic business unit(SBU)", "manager" and "CEO". Employee 3.0 refers to entrepreneurs whose role is maker or partner. Employee 4.0 is self-organizers who act as social man and pursues personal imperialism, online development and global sharing.
文摘Nowadays, there are a lot of challenges for global processing in countries economic companies. One of the important reasons is lack of changes that must be with world-class technology for making a competition in industry, and another important reason is lack of organized distinction for managers. Most of high rank managers don＇t have good points for charging and worry about it. In this essay, there have been excellence organized model of EFQM and Iran national quality award which are compared by a case study, and finally, it has suggested using a native model.
文摘Malaysia has long been involved in the initiative of becoming a high income country by the year 2020. In this essence, fighting and eliminating any means of corruption in the public and private companies have been one of the key challenges in the long run. The globalization of businesses has somehow led to an increase in the number of unethical conduct and hazardous corruption. In the urge to enliven ethics and integrity in a company and among employees, the whole business processes and stakeholders should position code of ethics and integrity at its highest standard. However, can ethics and integrity really increase the company＇s reputation, strengthening its business operations and sustainability, and deliver trust amongst employees and employers？ The objective of this study is to analyze the perceptions of employees on issues pertaining ethics and integrity. The study has been conducted in one of the giant telecommunication companies in Malaysia where a sample of 7,056 employees were the participants involved in the survey. The study has used questionnaires to collect data. The data have then been analysed using the SPSS data analysis software. The findings explained that employees view the company as an ethical place to work where the finance department is deemed to have the highest level of integrity. While in matters of corruption risk areas, there are still practices of bribery. It is also founded that a majority of respondents about 93% agree that the company＇s initiatives are effective in building business integrity and that the level of business ethics and integrity has improved over the last two years. Running a business with ethics and integrity while selecting the fight business partners will create a corporation of ethics, integrity, and anti-corruption.
文摘Nowadays,the world belongs to the era of the economy full of information. The development of human resources in the entel-prise also shows the increasingly important. At present, commercial banks are not only to recruitment, introduction of outstanding professionals to enrich their team, but also the more important is potental of the existing management and staff training. Therefore, staff training and development will highlight out from the commercial bank management, which can make sure that a business adapt to the environment, realizing the fundamental value and the main enterprises for sustainable development.
