Interaction of HR Sample Clauses

Interaction of HR. Practices with the Psychological Contract Source: Adapted from Xxxxxx and Xxxxxx (2007, p. 10) The thesis follows the above model to explore the impact of HRM practices on employee attitudes and behaviours. In the case study design for this research, the analysis of documentary evidence will reveal the rhetoric followed by interviews structured to capture insights into how these practices operate in practice. Practitioners involved in implementing HRM practices were also interviewed to capture the aim of ADF HR policies, recognizing that the intended HR strategy can be very different from the reality of HRM when the strategy is implemented. Officers were interviewed to explore their experiences and perceptions of ADF HRM practices, applying the psychological contract construct to understand how this influenced their perceptions of the broader exchange relationship with their employer. It is important to study this process model of HR practices in context in order to capture the dynamics of the psychological contract in the workplace. For example, informal networks held by employees can influence perceptions of the psychological contract and these networks may either assist or undermine the organisation’s attempts to communicate a particular psychological contract through its HRM practices (Xxxxxxxxx and Xxxxxxxx 2013). Varying definitions of the psychological contract construct are available in the literature. The particular model selected for this thesis was developed by Xxxxxxxx et al. (2009), drawing on the work of Xxxxxxxx and Xxxxxx (1998) and Xxxxxxxx et al (2000). This model, represented in Figure 2, recognises numerous influences upon the formation of the psychological contract. The model identifies the role of the external business and social environment and the various factors that influence how the employer and employee conceive the exchange of inducements for employee contributions. The model also recognizes the ambiguity around who the employer is perceived to be in any particular employment relationship. For example, this role may be perceived as being the senior leadership of an organisation, human resource practitioners, or line managers (Xxxxxxxxx and Xxxxxxxx 2013).
Sample 1
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Related to Interaction of HR

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  • Termination of Therapy Therapist reserves the right to terminate therapy at his/her discretion. Reasons for termination include, but are not limited to, untimely payment of fees, failure to comply with treatment recommendations, conflicts of interest, failure to participate in therapy, Patient needs are outside of Therapist’s scope of competence or practice, or Patient is not making adequate progress in therapy. Patient has the right to terminate therapy at his/her discretion. Upon either party’s decision to terminate therapy, Therapist will generally recommend that Patient participate in at least one, or possibly more, termination sessions. These sessions are intended to facilitate a positive termination experience and give both parties an opportunity to reflect on the work that has been done. Therapist will also attempt to ensure a smooth transition to another therapist by offering referrals to Patient.

  • Administration of Medication Employees required to administer or apply medication(s) prescribed by a qualified medical practitioner, will be trained at the Employer's expense. Employees who have not received this training will not be permitted to administer such substances.

  • Orally Administered Anticancer Medication In accordance with RIGL § 27-20-67, prescription drug coverage for orally administered anticancer medications is provided at a level no less favorable than coverage for intravenously administered or injected cancer medications covered under your medical benefit.

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  • EVALUATION OF TEACHERS 1. All reports on the work of a teacher shall be in writing.

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