Journal of Human Resource and Customer Relationship Management



Vol 3, No 1 (2019): A Study on Quality of Work Life and Organization Efficiency

Author: Sudhindra Kumar

Abstract: Quality of work Life (QWL) has evolved as an important aspect, which affects an organizational efficiency and productivity (Gorden, Judith R. 1987). The purpose of this paper is to understand and develop the concept of QWL in organization and to identify factors especially in the internal environment of an organization that leads to QWL. A qualitative approach is used to develop a conceptual model, depicting the difference in the total perceived level of QWL amongst employees and employers in organizations. SERVQUAL model is adapted in assess the QWL Level, in terms of its adequacy and superiority. Executive Summary - Quality of Work Life (QWL) has evolved as an important aspect, which affects an Organizational efficiency and productivity (Gorden, Judith R. 1987). QWL is a multi dimensional term which provides a good work life balance and gives a qualitative boost to total work environment of any organization (Neerpal Rathi, 2010). The success of any organization is dependent on how it attracts, develops, and retains its workforce. Further the efficiency of any organization depends on their work environment, working methodology and degree of employee satisfaction. The level of employee motivation is dependent on elements like job security, reward system, job satisfaction, and satisfaction of social, physical and personal needs. The proposed model provides a good justification for determining the level of satisfaction with QWL in an organization whether it is adequate or superior. A superior level of QWL in an organization suggest that the gap between the employee and employer/organization perception on various factors of QWL is less or negligible while Quality of work life adequacy in an organization suggest that the gap is quite prominent and needs to be amended or reduced for organizational efficiency. The QWL level can be related to measurable Organizational efficiency variables in terms of either employee own perception of Organizational efficiency related to various factors or their satisfaction on them. The proposed conceptual model on QWL and Organizational Efficiency provides a further impetus for empirical research.The present paper identifies work related aspects of employees working in organizations. It talks about employees as well as organizational perception and their related gaps in QWL aspects, which is manifested through various life domains, including personal and professional aspects. The proposed conceptual model on QWL and Organizational Efficiency provides a further impetus for empirical research. It not only hypothesized and proposesd a conceptual model; it also provides a basis for development of a research instrument, i.e. a questionnaire for survey purpose. A questionnaire can be developed using the dimensions which have been redefined and identified factors can be measured on them. A sector or an industry can be studied and surveyed to empirically test the model and relate the level of QWL and Organizational efficiency..

Vol 3, No 1 (2019): Mergers & Acquisitions: Role of Human Resources

Author: Neetu Pareek

Abstract: From insurance to technology, banking to software companies has started entering into mergers & acquisitions to become market leaders in their respective industries. Many organizations regard mergers & acquisitions as a strategic tool for increasing profitability, gaining market share and developing synergies. This paper discusses about the role of HR professionals in making these deals successful. Many mergers fail to achieve their objectives because HR professionals are either not involved or are involved at a very late stage in merger process. This paper describes about the role of HR manager as facilitator, educationist, team builder and integrator.


Vol 2, No 2 (2018): Leader’s Choice…….! A Case Study

Authors: Dr. Shweta Pandit, Dr. Ashima Joshi

Mr. Ranjan Dasgupta was a bright student of business practices, who was born in India and pursued his higher education from abroad. After completion of education he wished to take over the company established and successfully run by his father Mr. Sanatan Dasguta. Mr. Sanatan was a man of aspiration with positive attitude. His keen faith in his manpower strengthened him always. With his loyal manpower he had conceptualized lot of expansion ideas, and always keenly waited for his son to draft, plan and execute all such ideas. He always believed that his knowledge and experience will when infuse with the expertise of Ranjan will bring a great revolution. He was confident on his intentions. Creation of written descriptions of applied actions, remedies and tips was the main part of his routine. Every day between 3pm to 4 pm, he preferred spending time with his employees. He use to listen to the people passionately. Their thoughts inspired him always for innovation. He always respected and appreciated creative deeds. Though the company was not competitive but people enjoyed their job. He valued human relation and ranked it very high in the organization. Job sustainability enabled his employees to be stress free. For Sanatan, Systematic record keeping and accumulation of all tactics made work easy to read past and prepare for better future. The practices adopted by Mr. Sanatan were attributed with empathy, sympathy, affection, understanding as well as control.

Vol 2, No 2 (2018): A Detailed Study of HR Risks

Author: Prof. Priyeta Priyadarshini

Abstract: With the increased globalization and integration of domestic and global companies, Indian workforce and global workforce are getting new exposure in working at different locations, teams and cultural environment. This brings forth new challenges for HR to manage risks arising out of this new phenomenon. Unless, people work in teams with cross functional expertise and understanding the role responsibilities and contribute to the Company’s performance, Company cannot sustain the competitive pressures. It is in this context the study tried to explore risk management process in general and HR risks in particular. Once HR risks are identified there is a need to address these risks through suitable measures or tolls. This paper is based on the review of most relevant information regarding HR risks and aims to highlight the different types of HR risks and a framework to understand its process and management.

Vol 2, No 2 (2018): Impact of Minimum Wage on Employment Level: A Case Study on Bangladesh RMG Sector

Authors:-Anita Fairuz, Md. Kamrul Islam, Khwaja Saifur Rahman

Abstract:-Raising the Minimum Wage has both pros and cons – critics of minimum wage argue that raising it will increase the unemployment rate and advocates argue that it has minimal effect on employment levels but has a huge positive impact of the standard of living of the poor. Both sides are firmly set in their beliefs because there is mixed evidence on this issue much of which comes from studies done on developed economies.


Fang and Lin (2012) studied the effects of countrywide minimum wage on the employment levels of China and found out that it has significant negative effect on the employment levels and mostly affected the females, young adults and low skilled workers. These findings are consistent with other similar studies such as Huang, Loungani and Wang (2014). On the other hand there are studies like Mayneris, Poncet and Zhang (2015) which shows that minimum wage had insignificant impact on unemployment as the firms were able to cope with the problem with rising productivity of workers and reduced production costs through other mechanisms.


So the question now is that can higher minimum wage ensure better standard of living for the poor and promote economic development without affecting the employment levels and hampering growth? The question is of significant importance especially for the emerging economies where academic and policy makers are constantly debating about this issue due to recent hikes in minimum wage levels.

The majority of the global labor force these days are from these emerging economies such as India, Bangladesh, Pakistan and Indonesia and these are the economies that are facing recent hikes in minimum wage levels, however, there is not many studies of the impact of rising minimum wages on these markets. This paper plans to look in to this issue from the perspective of Bangladesh where there has been numerous hikes in minimum wage of the RMG sector over the past 10 years. Being the second largest exporter of RMG products and also one of the most populated countries of the world this topic is of grave importance for the economic development of Bangladesh. We plan to study how raising the minimum wage affects the labor market of the RMG sector and if it causes any type of surplus unemployment

Vol 2, No 2 (2018): A Study on Impact of CRM on Customer Retention in SFO Technologies, Bangalore

Authors:-Shubha Ramesh

Abstract:-The purpose of this study is to analyze the concept of CRM towards customer Retentiveness in IT services. For the study, SFO Technologies was selected, and a study was conducted on 15 clients. Direct personal interview method was employed to elicit their views on CRM practices adopted by SFO technologies. The outcome of this paper highlights the quality of service provider to give a thought for adopting the suitable CRM which will give them a way to overcome major problems associated with customer Retentiveness. There is an urgent need to adopt proper and customer centric CRM practices for retention of customers in b2b model.

Vol 2, No 2 (2018): Effect of Work-Relatives Meddling On Life Satisfaction among the Females Employees in Police Division

Authors: Prabhati Rathore, Neetu Pareek

Abstract: 1. The serious issue faced by feminine employees is the stress that lies linking their not public lives & occupation pursuits. The tension could be seen as a appearance of clash in that the role pressure through the work and relatives field are mismatched. In short participation in one position becomes trickier in another role. Today, Females employees are struggling to please the work and relatives in the work force for its conducive to with lower employee turnover, higher engagement and greater service for both in relatives and job. The current research evaluated the work-relatives role clash among the Females employees in public service sector. This have been determined by Work approval in terms of work role uniqueness like work demand, work fatigue and manager. The results revels that job demand and job exhaustion and supervisors support majorly influence on work and relatives role clash of the respondents. The job demand also had higher positive indirect effect through work exhaustion on the dependent variable. Managers maintain is the strongest predictor followed by job demand and work exhaustion on work meddling with relatives. Among the three explanatory variables, job demand and work collapse have been showed higher positive direct effect on the dependent variable of work and relatives role. The findings and consequences of the will help the Females respondents to overcome their work-relatives role clash.

2. Similarly work fatigue also had higher encouraging indirect effect on the needy variable.

Vol 2, No 2 (2018): HR Analytics - Transforming Human Resource Management

Authors: Mohammad Sirajuddin, K. Swapna

Abstract: Human Resources have always been the important asset of the company. To have a competitive edge, employees should be treated as resources and thus by aligning human resource function to the core business goals, organizations can achieve success in the competitive market. Human resources are always at the very core of the organization’s success. HR analytics plays a very important role in aligning the HR strategy with the overall business strategy. HR analytics aids the HR managers to formulate the strategies which enable the organization to gain an upper hand over its competitors. The papers analyzes whether HR analytics is transforming the Human Resource Department and the HR managers. The study examines how HR Analytics facilitates the improvement of workforce performance in an organization thus increasing the productivity of the employees in turn increasing revenue generation. The paper also includes case study methodology which depicts HR analytics as the cutting edge tool for human resource management and not a mere hype.

Vol 2, No 2 (2018): Impact of Work Life Balance on Employee Engagement - A study on Employees of IT Sector with Special Reference to July Sy

Authors:-Vincent Raj Kumar, Prof. Shalini Acharya, Deepthi Manthri

Abstract:-Work life balance has become important and necessary for almost all categories of employees, especially to those employees working in corporate. Organizations spend lot of time and money to create a healthy working environment for their employees. This study was aimed at finding the impact of work life balance on job satisfaction and organizational commitment in employees at July Systems

Vol 2, No 2 (2018): General Motors – Halol Plant Fiasco (Case Study – HR –Industrial Relations)

Authors: Dr. Kirupa Priyadarsini, Vidhula, Javeed

Introduction: A Global Automotive company united by a Single Purpose General Motors is a pioneer in the automobile business, headquartered in Detroit, America. It is known globally for its high performance cars and trucks. Founded in the year 1908, the company has 396 facilities in 37 countries in 6 continents with 12 brands under its name. General Motors began its venture in India in the year 1995 by engaging in a partnership with the Chinese automotive giant SAIC that owns 7% of the stakes in the partnership. GM is the fifth largest automotive manufacturer in the Indian market after key players like Maruti Suzuki, Hyundai, Tata Motors and Mahindra.

Vol 2, No 2 (2018): CRM Practices by Commercial Banks: A Customer Perception Study in Tiruchirappalli District

Author:-Dr. M. Julias Ceasar

Abstract:-Customer Relationship Management (CRM) is the most efficient and strongest approach while creating and maintaining a relationship with consumers whom the business/ service units depend largely upon.  A CRM system is not only used to deal with the existing customers but it is also useful in acquiring new customers as there is a vast change in the marketing activity and demand requirements of the society. The process first starts with identifying a customer and maintaining all the corresponding details into the CRM system. Customer Relationship Management helps the banking sector to use of technology and human resources efficiently. These allow them to gain insight of consumer behavior and to realize their values. CRM is the strategy for building, managing and strengthening loyal and long- lasting customer relationships. CRM is a customer centric approach based on customer insight over the product and service. This study deals with the role of Customer Relationship Management in banking sector and the need for Customer Relationship Management to increase customer value in a systematic manner.

Vol 2, No 2 (2018): A Literature Review on Ethical Behavior in Organizations

Author:-Mohammad Sirajuddin

Abstract:-This paper reviews literature on ethical behavior to identify factors and variables which influences ethical behavior. This study is divided into theoretical and empirical studies and its relevance to theory. Identified variables are divided into individual factors, organizational and external factors. Variables under these factors are locus of control, achievement orientation, Machiavellianism as individual variable. Ethics training, code of ethics and rewarding system are organizational variable. Competition, influence of stakeholders and regulation system are external variables. These studies aim to find out the development of trends from seventies to two thousands fifteen in the studies of ethical behavior. This review provides insights to the future researchers who want to research related to ethical behavior. This review also helps professionals to understand ethical behavior in context of their organization to manage ethical aspects in to their organizations in a better way

Vol 2, No 2 (2018): Study on Training Evaluation through the Kirkpatrick Model in the Chennai Silks, Tirupur

Authors: Samyuktha I, Deepa M

Abstract: Training and Development is an important function of Human Resource Management. Training helps in increasing the efficiency and the effectiveness of employees and the organization. The project focuses on the training evaluation and to assess and evaluate the training through the Kirkpatrick model. Many training evaluation methods are practically used within which Kirkpatrick model is universally applied training model. The Chennai silks limited is the largest textile kingdom of Tamilnadu. In the Chennai silks, many training programs are initiated for the benefit of the employees and for the organization. The project is to assess the post training evaluation through the four level Kirkpatrick model.

Vol 2, No 2 (2018): A Strategic Approach towards Managing Challenges in Recruitment Industry

Author: Javeed Y S

Abstract: Recruitment has been a fore runner in the Human Resources horizon; it is an indispensable part of the monolithic giant that holds organizations together by providing compatible workforce, both in terms of cultural fitness and in terms of extremely diverse skill sets. An efficient recruitment process does not only address the emerging staffing needs of the organization but also the inherent need of organizations to establish a competitive advantage over its competitors by absorbing the best talent that the industry has to offer. With the advent of the new era, the culture and the expectations of the global workforce has seen a tremendous change and the recruiters are tasked with the responsibility of addressing these increasing challenges.

Vol 2, No 2 (2018): HRM Practices with Employee Performance in Banking Sector with Special Reference to Ernakulam District, Kerala

Authors: Renjith. K .P1 , Dr. Siby Zacharias2

Abstract: The purpose of this paper is to examine the relationship among the HRM Practices, and Employee Performance. The last two decades have witnessed a dramatic shift in human resource management (HRM) research from a microanalytical approach to a macro-strategic perspective. Apart from the traditional administrative role, HRM has identified new roles in terms of employee champion, change agent and strategic partner (Ulrich, 1997). The focus of attention in HRM research in recent years has been more on linking HRM practices with business strategy and employee performance. Despite the HRM– performance connection having been proved, the linkage process remains a black box yet to be unlocked for a breakthrough in HRM research. Direct linkage between HRM practices and employee performance has always been a matter of concern in HRM research. Gaining insights from the concept of the balanced scorecard, conceptual models and immediate HRM outcomes identified by prior researchers, it is possible to develop an integrated HRM- Employee performance model. Banking industry viewed from personnel angle has its peculiarities. It is a labour intensive industry and efficiency of employees got a bearing on the quality of services offered. The banking industry, one of the major segments of the financial system plays a crucial role in the economic and social development of a country. A strong and healthy banking system is indispensable in a modern society as a financial intermediary and occupies a unique position in a nation’s economy. Indian banking sector has been passing through different phases such as pre-nationalization, post-nationalization and post liberalization phase. For this study, a sample of 250 employees is taken and using a structured questionnaire data is collected from employees of Banks in Ernakulam district. The results of Partial Least Square Path Modelling (PLS-PM) shows that out of the HRM practices, Two HRM practices viz., Recruitment and Selection, Training and Development are found to be significant predictors of employee performance.

Vol 2, No 1 (2018): Importance of Performance Based Remuneration & Reward Policies in HR Strategy: A Study of Leading Indian IT Companies

Authors: Ramesh Kumar Bagla, Navneet Joshi

Abstract: Suitable remuneration and reward policies are of vital importance for attracting and retaining high performers. While a number of studies have been conducted to deliberate upon various constituents of remuneration and reward policies, the importance of these policies in human resource (HR) strategy has not been brought out effectively. This study has primarily focussed on the importance of remuneration and reward policies in HR strategy as perceived by junior and middle level employees across six leading IT companies of India. Results of the study confirmed that employees consider performance based remuneration and reward policies a very important component of HR strategy to attract and retain the best performers in highly competitive IT sector.

Vol 2, No 1 (2018): High Promising Trends in Human Resource Management

Author: Dr. Ashima Joshi

Abstract: The world of occupation is swiftly altering. As an Important part of organization, Human Resource Management (HRM) must be promoted and geared up to pact with possessions of changing world of work. For the human resource it means understanding the implications of globalization, work-force miscellany, skill matrix, business downsizing, unremitting upgrading initiatives, re-engineering, the contingent work force, decentralized work sites and employee involvement. Today’s Business doesn’t have countrywide boundaries – it reaches around the world. The mount up of international corporations spaces new necessities on human resource managers. The human resource department needs to make sure for the suitable appropriate blend (mix) of employees in terms of acquaintance, skills and cultural compliance is accessible to knob global assignments. In order to meet this goal; the organizations must train employees to meet the challenges of globalization. The main focus of the research was to bring into the light the Top Promising trends in human resource management.

Vol 2, No 1 (2018): A Study on Influence of Grievance Management System in satisfaction of Employees in an IT Sector in Coimbatore

Authors: Ms. Deepa Manickam, M. S. Kiruthika Devi 

Abstract: The organizations today have identified that the employees are the key resources and they play a very important role in the business success. Hence, more emphasis is given to enhancing job satisfaction in employees and the factors that influence the satisfaction of employees such as compensation, workload, teamwork, etc .The grievance is any feeling of dissatisfaction or injustice which an employee experiences about his or her job and its nature and which has been formally presented to a management representative. It can be due management policies and procedures with regard to pay or promotion, suspension, working conditions, etc. A Grievance is any form of discontent or dissatisfaction with any aspect of the organization. The dissatisfaction can arise out of any real or imaginary reason. When an employee feels that an injustice has been done to them, they have a grievance. The reason for such a feeling may be valid or invalid, legitimate or irrational, justifiable or ridiculous. The study is about the influence of grievance management process on satisfaction of employees in Logitech Engineering, Chennai. There are various Grievance handling is an essential function in an organization to retain the employees and improve their commitment towards the organization.

Vol 2, No 1 (2018): Status of Women and Level of Self Concept Stress in Assamese Community – An Exploratory Study

Author: Dr. Sampurna Bhuyan

Abstract: Women right along with human right is a cause of concern and a matter of debate not only at the grassroots level but also at the higher platforms such as international conference level in recent times. Human existence is incomplete without women. But traditionally they have been treated as a second fiddle in every field, whether in family or public life. When we talk about women rights, mostly we talk about equality in terms of freedom of movement and freedom of work outside home and freedom from domestic violence or otherwise etc. This paper is a systematic attempt to explore the human rights and feminism in a progressive society like Assamese society where a girl child has got almost equal status like a male child. The objective of the paper is to evaluate the status of working women as a decision maker in their families and to find the actual picture therein. Primary data were collected from Guwahati city and method of Likert scaling is used to get the information. Findings suggested that woman as a decision maker is considered with respect to her position in the family and not in terms of economic independency she has. Another important observation is that son preference and dowry system is penetrating in different forms to this society which was not found earlier with respect to Assamese community. Scope for future research exists through more exploration of the topic and comparative analysis between different communities.

Vol 2, No 1 (2018): A Study on Influence of Grievance Management System in Satisfaction of Employees in IT Sector –Coimbatore

Authors: Deepa Manickam, Kiruthika Devi

Abstract: The organizations today have identified that the employees are the key resources and they play a very important role in the business success. Hence, more emphasis is given to enhancing job satisfaction in employees and the factors that influence the satisfaction of employees such as compensation, workload, teamwork, etc .The grievance is any feeling of dissatisfaction or injustice which an employee experiences about his or her job and its nature and which has been formally presented to a management representative. It can be due management policies and procedures with regard to pay or promotion, suspension, working conditions, etc.. A Grievance is any form of discontent or dissatisfaction with any aspect of the organization. The dissatisfaction can arise out of any real or imaginary reason. When an employee feels that an injustice has been done to them, they have a grievance. The reason for such a feeling may be valid or invalid, legitimate or irrational, justifiable or ridiculous. The study is about the influence of grievance management process on satisfaction of employees in Logitech Engineering, Chennai. There are various Grievance handling is an essential function in an organization to retain the employees and improve their commitment towards the organization.

Vol 2, No 1 (2018): 720˚ Degree Performance Appraisal: A New Intervention for Workforce Development

Author: Dr. P. Aranganathan

Abstract: In the recent years, in addition to several traditional and other modern methods of performance appraisal, 720 ˚ Performance Appraisal is a feedback method, wherein the assessment is done not only by the stakeholders within the company but also from the groups outside the organization. 720 Degree evaluation aims at monitoring, mapping, giving feedback and encouraging the employees to achieve the goals of the Organization. 720-degree performance appraisal method is more development focused than performance alone, and supports training and development functions in a better way. Hence 720-degree performance appraisal is needed for the improvement in performance of the employees in their jobs and to ensure that the expectations of the employer, employee and the customers are met. This paper is aimed providing a review on the 720˚ performance appraisal technique practiced in the Indian organizations. This paper also highlights review on effectiveness of the 720˚ Performance Appraisal system in work force development.



Vol 1, No 2 (2017): A Look At on Performance Appraisal Gadget in India

Author: V. S. Srinivas

Abstract: In this dynamic and always exponentially changing global marketplace, nothing can be measured with accuracy because commercial enterprise global made marketplace attributes unstable. Within the complex commercial enterprise international, humans are the maximum valuable belongings. Human resources mind-set is likewise unstable as subjected to many experiences and conditions. In such state of affairs, one wishes to measure how human resources carry out for the purpose of praise, assessment and knowhow. The gear & techniques innovated for measuring human productivity and overall performance with admire to the required capability, mind and revel in are beneath an umbrella named performance appraisal gadget. No unmarried overall performance appraisal device can guarantee the reliability of its results. PAS can most effectively be accomplished as unbiased as viable by using selecting the excellent healthy technique out of trending ones. Overall performance appraisal technique is a continuous system to monitor the actual overall performance of the employee i.e., the work finished by means of the employees during the year on this degree, careful selection of the correct strategies of the dimension such as personal observation, statistical reports, and written reports for measuring the performance is wanted. This paper tries to explain PAS observed in Indian it businesses.

Vol 1, No 2 (2017): Impact of Employee Welfare towards Job Satisfaction- A Study with Reference Toselect Fertiliser Company

Authors: P Madhavi Lakshmi, Aln Srinivasa Rao

Abstract: This report is a presentation to study the practice of Human resource Management in limited companies, with reference to Select organization, The report presents the practical approach in the subject of Human resource Management, mainly in the field of "EMPLOYEE WELFARE PRACTICES". It intends to provide brief knowledge of various concepts, Principles, approaches, considerations relevant to this field. The research Report has undergone a realistic survey of actual theory and practices. It is clear that management is concerned with the accomplishment of objectives by utilizing physical and financial resources through the efforts of human resources. This report seeks to evaluate the impact of various welfare practices provided to employees towards their job satisfaction.

Vol 1, No 1 (2017): Role of Employee Suggestions Systems in Exploring New Frontiersin Conflict Management

Author: B. Swathi

Abstract: Managers have to face conflict in the workplace every day.

Conflict management is an ability to identify and handle conflicts sensibly, intelligently, and efficiently. Conflict is not merely inevitable; instead, conflict is central to what an organization is. (Putnam 1995, 183-4)

As conflicts in a business are a real part of the workplace, it is imperative that people who understand conflicts should know how to resolve it. It is crucial in today's world more than ever. Everyone is attempting to show how important they are to their company they work for and at points, this can lead to disputes with other members of the team. The study examines a variety of dimensions of employee suggestions, conflict management, and dispute resolution systems. It investigates the role of conflict management and dispute resolution, how employers are managing and resolving conflict within their organizations, the various dispute resolution procedures being used, and their effectiveness has been depicted in the research. Organizations selected belong to twin cities of Hyderabad and were stratified into nine (9) public sector and seven (7) private service organizations. The sample size of respondents chosen has been 60.Questionnaires were either self-administered or through the face-to-face interview.

Vol 1, No 1 (2017): Designing a Performance Appraisal System for the Human Resource Manager of Manufacturing Sector

Author: Linksha Veni S

Abstract: Performance appraisal system is an important process carried out in every organization to encourage each and every employee working in every single department. It stands as an important tool to measure the performance of the employees. The performance appraisal system sets the expectations from the employees based on witch the employees are rewarded. Performance appraisal is the process to review the performance of the employee in all the aspects of his job, ultimately ending up in the increase of pay or some rewards for the future promotion to happen. The performance metrics are developed by the senior member of the Human Resource department assessing the job roles and responsibilities, duties the employee need to perform in the job in terms of quality, quantity, efficiency and organization performance. The performance appraisal tool can be used to reward the employee who in turn reflects in the employee satisfaction of his/her job in the organization. Performance appraisal stands as a motivational factor for the employees to continue working in the organization as their true and hard work will be recognized within the company.

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