Microsoft Word - APAM-2 4.1.doc

There is a proficiency bar at the top of every salary scale; no employee is allowed to cross the bar into higher salary scale ex ...

The prime objective of training is to provide necessary skills and knowledge required by an individual employee, department and ...

Discuss his/her training needs with the departmental head, Take full advantage of the learning opportunities provided by partic ...

The proposed training and development plans of all HODs are submitted to the hu- man resource manager for compilation into the c ...

To settle grievances as close as possible to the point of origin. To ensure that the employer treats grievances seriously and r ...

Termination of employment The normal process Termination of appointment is effected in accordance with the terms and conditions ...

Review questions Examine the major elements of human resource management at TTPL that should be emulated by other organisations ...

Appendix 14.1 Grievance handling form Tanzania Tobacco Processors Ltd FORMAL GRIEVANCE FORM FOMU YA MALALAMIKO PART I SEHEMU YA ...

PART II SEHEMU YA II (To be completed by the Manager who dealt with the grievance in the informal grievance stage and stage one ...

PART III SEHEMU YA III SENIOR MANAGER MENEJA WA JUU (To be completed by the Manager dealing with the grievance in terms of stage ...

Index ability test, 81 administration, 7, 8, 10, 23, 91, 123, 173, 216 African, 9, 22, 39, 71, 72, 73, 85, 88, 104, 137, 138, 13 ...

evolution, 1, 6, 13, 116, 164 excellence, 12, 16, 27, 35, 163 exemplary performer, 168 extrinsic, 115, 116, 117 flexibility, 16, ...

performance management, 5, 9, 12, 14, 19, 40, 41, 94, 96, 104, 189, 191, 194 performance measure, 97 performance related pay, 96 ...

vision, 9, 14, 15, 22, 29, 35, 40, 43, 44, 45, 48, 66, 69, 166, 170, 215, 216, 224 wage, 51 welfare, 7, 34, 44, 55, 124, 144, 15 ...