英国代写论文:雇员保留

英国代写论文:雇员保留

在上面的日记中,作者指出,这些失误要么是自愿的,要么是不由自主的。一些自愿和自愿离职的人理解营业额。在工作的情况下,应确定志愿失误的原因分析(Abelson,1987)。

调查了组织支持感(POS)在计算组织内自愿离职中的作用。支持人力资源被认为是提供促进POS机有三大类,可能有助于确定离职成本的贡献;分离成本、重置成本、培训成本(艾伦和格里菲思岸边,2003)。

组织内人力资源实践的参与决定了销售和离职率的增长。人力资源实践,重视对人力资本的投资更可能带来减少周转和提高组织绩效(巴特,2002)。

低和高营业额是有害的组织。对公司的承诺和满意度在周转率评价重要(glebbeek和Bax,2004)。

各种心理技术可以应用在工作场所对员工的组织和评价的提升。这些组织必须使用留住员工的激励技巧。心理学的各种理论也可以应用于激励员工和提高性能(布朗,Buccini,Kremer,和环,2004)

讨论了雇员保留的不同做法。几个目标的讨论,可以帮助雇主和人力资源专业人士申请而采用任用个人(McCabe,2004)。

英国代写论文:雇员保留

In the above journal the writer suggests the turnovers are either voluntarily or involuntarily. Some involuntarily and voluntary departure understand the turnover. The circumstances on the job should be determined to analyse the reasons for voluntary turnovers (Abelson, 1987).

Investigation is done on the role of perceived organizational support (POS) in calculating the voluntary turnover within the organization. The supportive HR is considered to provide contribution in promoting POS. There are three categories that may help to determine the turnover costs; Separation costs, replacement costs, and training costs (Allen, Shore and Griffeth, 2003).

The involvement of Human Resource practices within the organization is responsible to determine the growth in sales and quit rates. The Human Resource practices that pay attention towards Human capital investment are more likely to bring reduction in turnover and increase organizational performance (Batt, 2002).

Low as well as high turnover is harmful for the organizations. Commitment towards the firm and satisfaction are important in evaluating the turnover rates (Glebbeek & Bax, 2004).

Various psychological techniques can be applied on the work place for the upliftment of organization and appraisal of employees. The organizations are required to use the motivational tips for retaining employees. Various psychological theories can also be applied to motivate employees and improve performance (Brown, Buccini, Kremer, & Rings, 2004)

Different types of practices are discussed retention of employees. Several aims and goals are discussed that can help employers and HR professionals to apply while employing and appointing individuals (McCabe, 2004).

代写论文:劳动力整合

代写论文:劳动力整合

目前职场中的劳动力具有不同的特点和不同的视角,同时企业的管理者倾向于适应自己的一代管理风格,而不是考虑到多样化的员工队伍的管理。二分之一的人力资源专业人员已经报告了来自服务行业的不同劳动力之间的一定程度的冲突,只有1/3的组织为减少各种劳动力之间的摩擦而努力(Kramar 2012)。即使劳动力有不同的形成风格,生活事件和信仰,这些不同的特征也不应该在组织中形成紧张局势。然而,组织中的多样化的员工力求在工作场所达到相同的目标,这是一个良好的工作与生活平衡,是一个以一种引人入胜的方式为客户服务的机会,并寻求专业发展的机会。下面的文章将关注组织内部年龄层次的多样性,同时满足组织需求的同时如何满足这种多样性的需求。

已经看到,通过整合劳动力可以实现组织的新的效率。通过与不同的员工合作和学习,可以为解决任务挑战提供新的思路和新的解决方案。从广告到技术等几个公司,把年轻员工和上层管理人员结合起来,取得有效成果;这种做法被称为逆向指导(Bardoel et.al 2014)。这种做法的好处是双方面的,因为年轻的员工正在教授他们的技术,社交媒体和工作场所的趋势。与此同时,年轻的劳动力正在从事这样一种方式,即提高员工的总体产出。

代写论文:劳动力整合

The workforce in the current workplace has different traits and different perspectives and at the same time the managers of the firms tend to adapt the style of management of their own generation instead of taking into consideration the management of the diverse workforce. Some degree of conflict amongst the diverse workforce from a service sector industry has been reported by 2/3rd of the HR professionals and only 1/3rd of the organization work towards reducing the frictions amongst the diverse workforce (Kramar 2012). Even though the workforce has diverse formative styles, life events and beliefs, t these diverse features shouldn’t formulate tension in the organization. However, the diverse workforce in the organization aims for the same objective in the workplace which is a good work-life balance, an opportunity to serve the clients in an engaging manner and finding opportunities to professionally develop. The below essay would focus on the diversity on the basis of the age within in the organization and how could the needs of this diversity could be met at the same time meeting the needs of the organization too.

It has been seen that new efficiencies in the organization could be realized with an integrated workforce. New ideas and new solutions for solving mission challenges could be created by collaborating and learning from the diverse workforce. There are several companies ranging from advertising to technology which are pairing the younger employees with the upper management to get effective results; this practice is known as reverse mentoring (Bardoel et. al 2014). The benefit from this practice is double-sided as the younger employees are teaching their mentees regarding the technology, social media and the trends in the workplace. At the same time the younger workforce are engaged in such a manner that the overall output of the employees is raised.

英国代写论文:培训方法

英国代写论文:培训方法

这篇文献综述旨在研究员工培训的各种方法及其在工作场所激励员工的重要性,并最终帮助他们提高绩效。对于任何工作场所的成功来说,劳动力的培训都是不可或缺的,无论其背景,经验或角色如何。

审查应从探讨员工培训的基本概念开始,为什么这对员工和组织都至关重要。进一步制定本组织员工培训的具体计划,以及员工如何积极参与本计划。

员工培训的意义

英文词典清楚地将员工培训定义为培训一个组织的员工队伍,以提高他们的知识,从而提高他们在工作中的表现。

培训是通过教学和实践的方法将个人转化为理想的技能和能力标准的过程(Sansone&Harackiewicz,2000:201-213)。从而意味着培训增强了接受培训的人的天赋,也增加了新技能,并删除了不必要的态度和行为。

当一个组织聘请一个员工时,他们需要把这个人引导到这个企业,然后在分配角色和责任给他们之前对他进行培训。因此,培训应包括传授与工作职能领域有关的知识,并教育其他复杂的细节,如组织文化,规范和实践等基本理念,以帮助员工顺利地转化为既定角色之前的工作场所或环境

很多时候,被聘用人员需要在当前工作场所使用的新技术,工具和材料以及组织的战略和目标方面获得帮助。

英国代写论文:培训方法

This literature review is intended to study the various methods of staff training and its importance in the workplace with respect to motivating the staff and eventually helping in enhancing their performance. Training of workforce is quite integral to the success of any workplace regardless of their background, experience or role.

The review shall begin by exploring the basic concepts of staff training and why it is essential for both the staff and the organization. Further a plan shall be designed on how exactly the training shall be implemented for the employees of this organization and how the staff may be motivated to take active participation in the programme.

THE MEANING OF STAFF TRAINING

The English dictionary plainly defines staff training as the training of the workforce of an organization in order to enhance their knowledge and thereby their performance at work.

Training is the process of transforming an individual to a desired standard of skill and ability through the methods of instruction and practice (Sansone&Harackiewicz, 2000: 201-213). It thereby means that training enhances the inborn talents of the person undergoing it and also enables the addition of new skills and the deletion of unwanted attitudes and behaviours as well.

When an organization employs a staff they would need to induct that person to the business and then train the person before assigning roles and responsibilities to them. The training shall thus involve imparting of knowledge with respect to the functional area of the job and educating the person on other intricate details like the organizational culture, norms and practices and other basic ideas that shall help the employee transform into the given role smoothly from their prior workplace or setting.

Many a time the hired person shall need to be assisted on the new techniques, tools and materials that are in use at the current workplace and also the strategies and objectives of the organization.

 

 

论文代写:员工离职原因

论文代写:员工离职原因

员工离开组织的最大原因之一是公司的管理。许多员工因为离职而责备管理层。许多研究者和学者都强调,如果员工不关心自己的内在和外在需求,就不愿意为一个组织工作。由于管理层对员工不满,有几个原因。其中一些包括管理不善,员工歧视,沟通不畅或为员工设定不切实际的目标(Sexter,2002)。

职业压力

许多员工认为公司的工作量太大,导致员工离职。职业压力是当今工作环境中最大的问题之一。世界各地的几个雇员都抱怨公司内部的职业压力。根据柯比和理查德(Kirby&Richard,2000)的观点,全球有三分之一的组织雇员认为自己的工作是他们压力的最大来源之一。因此,工作压力已经成为公司内部营业额最大的原因之一。由于工作场所的压力和压力持续不断,员工可能因精神紧张和各种其他心理问题而受到影响,从而导致动力下降,无法胜任工作。

论文代写:员工离职原因

One of the biggest reasons for employees to leave an organization is due to the company’s management. Many employees blame management for their reason of leaving their job. Many researchers and scholars have emphasized on the fact that employees would not prefer to work for an organization if it is not concerned about their intrinsic and extrinsic needs. There are several reasons due to which employees are dissatisfied from the management. Some of them include mismanagement of people, employee discrimination, miscommunication or setting up unrealistic targets for employees (Sexter, 2002).

Occupational Stress

Many employees feel that the company’s workload is too heavy and this does result in employees leaving their job. Occupational stress is one of the biggest problems in today’s work environment. Several employees across the world have complained about occupational stress within a company. According to Kirby & Richard (2000), one-third of organizational employees across the world have viewed their jobs as one of the biggest source of stress for them. As a result, workplace stress has become one of the biggest causes of turnovers within a company. Due to consistent pressure and stress at the workplace, employees can suffer from nervous breakdowns and various other psychological problems which thus lead towards decreased motivation and in being unable to excel in their job.

 

 

英国论文代写:面试流程

英国论文代写:面试流程

进一步允许在面试中允许休息,以记录面试并简要回顾申请人的进一步申请。彻底和有效的采访让人精神疲惫。从今以后,必须尝试避免采访比人们能够关注的更多的采访。面试环境更应该是私密的,不受干扰,应该有适当的安排。

采访格式是取得成功的关键。面试官必须规划一个如何进行面试的总体形式,并应包含下面提到的要素(迪克2009):

申请人问题:允许申请人对该机构,工作条件和职位提出质疑。

结束面试:解释选择过程的进一步步骤。如有需要,安排面试。应该表示有机会了解受访者。给他们一些关于选择决定的暗示。

记录采访:记录整个采访过程中记录与工作有关的要点,不管信息中断的流向。面试之后,开始下一轮面试之前,应该完成关于观察到的事情的完整文档。这个文件应该进一步反思事实,而不是本能或偏见(Charan et al 2001)。

确保访谈是合法的是使访谈有效的另一个要求。为了帮助确保面试的问题具有合法性,重要的是要了解申请人给出答案的方式以及他们应该如何用来做出选择的决定。如果问题与申请人的义务,责任和工作态度无关,则应避免这些问题。

英国论文代写:面试流程

Breaks should further be allowed in an interview for documenting the interviews and briefly reviewing the further applications by the applicant. Interviewing in thorough and effective manner is exhausting mentally. Henceforth, it has to be tried that more interviews than one is able to focus upon are avoided. The Interview environment further more should be private, free from distractions and should have appropriate arrangements.

The key to obtain success is the interview format. It is important for an interviewer to plan a general format on how the interview will be conducted and should be inclusive of the elements mentioned below (Dick 2009):

Applicant questions: Allowing the applicant to ask doubts regarding the agency, conditions at work and the position.

Closing the interview: Explain the selection process further steps. Arrange for Interviews subsequently if required. Appreciation should be expressed for the opportunity of knowing the Interviewee. Giving them some hint regarding the decision of selection.

Documenting Interview: Taking noted throughout the interview by recording the main points related to job disregarding the flow of information interruption. Immediately after the interview and prior to beginning the next round of interview, complete documentation on what is observed should be done. This documentation should further reflect on the facts rather than instincts or biasness (Charan et al 2001).

Making sure an Interview is Legal is another requirement to make interview effective. For helping ensure that the questions of interview have legality then it becomes important to understand the way in which answers are given through applicants and the way in which they should be used to make the decision on selection. If the questions are not related to the duties, responsibilities and working attitude of the applicant then these questions should be avoided.

 

英国路顿大学论文代写 :团队合作

英国路顿大学论文代写 :团队合作

团队合作中起着重要作用mgt2hrm组完成报告和其他项目的世界各地。对本报告的顺利完成,有效和无效的团队的特点和步骤以确保团队工作有效性讨论如下。

有效团队工作的特点

对于一个团队在规定的时间和限度内达到其目标,团队中的所有成员都必须有效地工作以达到目标。下文讨论了有效团队所拥有的一些方面:

良好的团队沟通

这是所有队员最重要的事情。在一个好的团队中,每个成员都与其他团队成员有良好的沟通。这使团队能够更新项目的位置、想法、结果和个人的贡献。每个成员都应该有平等的机会就这个项目发表意见。

尊重每一位成员

对于一个和平舒适的工作环境,必须尊重每一个团队成员和他的意见平等。同意观点不同于对自己的观点和观点的不尊重。无论成员的想法是好是坏,它们都应该在人类道德的平台上得到尊重。

对目标的测定

对目标的决定是最重要的目标。这是促成项目成功的主要因素。在团队工作中,每个成员都必须以目标为导向,努力工作。如果任何人在项目工作的任何时候都失去了决心,其他团队成员必须把他推上工作岗位。

英国路顿大学论文代写 :团队合作

Teamwork plays important role in completion MGT2HRM Group Report and other projects all around the globe. For the successful completion of this report, characteristics of effective and ineffective teamwork and steps to ensure affectivity in team work are discussed below.

Characteristics of Effective Team Work

For a team to achieve its goals within prescribed time and limits, all the members in the team have to work effectively in order to achieve the target. Some of the aspects possessed by an effective team are discussed below:

Sound Inter-team Communication

This is the most important matter for all the team members. In a good team, each member has good communication with every other team member. This enables the team to be updated about the position of project, ideas, results and contribution of individual. There should be equal chance for every member to give opinion about the project.

Respect for each member

For a peaceful and comfortable working environment it is essential to respect each and every team member and his opinion equally. Being agreed to the opinion is different from being disrespectful towards his ideas and perspectives. Regardless of whether the ideas provided by a member are good or bad, they should be respected on the platform of human ethics.

Determination towards goal

Determination towards goal plays the most important goal. This is the major element that contributes towards success of the project. In teamwork, it is necessary that each and every member must be goal oriented and determined for work. If anyone loses determination at any point in project work, other team members must push him up for work.

 

 

 

 

英国代写essay:绩效考核

英国代写essay:绩效考核

Elise Smart在绩效评估会议上选择与Darlene讨论几点之前有几个可能的考虑。以下是她可以在会议上采纳的建议清单:

1.与凯旋有关的最重要的讨论是重新评估给予凯旋的任务,她愿意同意完成这些任务,并列出在凯旋之前分配给他的那些责任。

2.绩效考核全部是关于评估一个人的绩效,并将其与该组织设计的绩效最低门槛或个人对特定任务的承诺和承诺进行比较(Aguinis,2009)。在这种情况下,凯旋热烈地同意接受所提供的任务,并毫不拖延地完成任务,但是她并没有结束。聪明的人必须考虑执行给予凯彻姆任务的实际障碍,并考虑其影响。

  1. Smart对于Ketchum对绩效评估会议的看法非常重要,因为她之前没有获得过“杰出”或“优秀”的评级。这将改变Smart的方法,她可以用Ketchum的表现评论的语言与她交谈。这一点很重要,因为对绩效评估会议的错误认识可能会导致员工的态度和表现减弱,而不是加强它(Heslin&VandeWalle,2009)。

4.聪明的人必须回顾过去五年来凯旋的表现,了解她的天赋,技能,知识,执行能力和成就能力。这将使凯旋知道自己的潜力,以及她在当前任务中缺乏的地位。

英国代写essay:绩效考核

Elise Smart has a few possibilities to consider before selecting few points to be discussed with Darlene in the performance appraisal meeting. Following is a suggestive list of considerations that she could adopt for her meeting:

  1. The foremost discussion to be considered with Ketchum would be to re-assess the tasks that were given to Ketchum which she readily agreed to finish and make a list of those responsibilities that were assigned to Ketchum before she went on a maternal leave.
  2. Performance appraisal is all about assessing the performance of an individual and comparing it with either the minimum threshold of performance designed by the organization or the promise and commitment from the individual towards a specific task (Aguinis, 2009). I this case, Ketchum had agreed enthusiastically to take the task offered and finish it without delay, which she however did not in the end. Smart must consider the actual hurdles that came into the execution of the tasks given to Ketchum and consider their implications.
  3. It is important for Smart to know Ketchum’s perception about performance appraisal meetings since she had not secured anything less than an “Outstanding” or “Excellent” rating earlier. This will change Smart’s approach and she can speak to her in Ketchum’s language of performance review. This is important because a wrong perception about performance review meetings can cause diminishing employee attitudes and performance rather than enhancing it (Heslin & VandeWalle, 2009).
  4. Smart must review the performance of Ketchum over the last five years and get a glimpse of her talent, skills, knowledge, and execution and accomplishing abilities. This will be very beneficial to make Ketchum aware about her potential and where is she lacking in the current assignment.

英国代写assignment:员工老龄化

英国代写assignment:员工老龄化

组织内部采取的一些举措是:正在向老龄化的劳动力提供家庭或兼职工作(Barling,2002)。此外,所有的员工都有医疗保险,无论是全职还是兼职,公司鼓励所有员工在公司中引导健康的生活方式。根据2010年的数据,该公司每年要承担8000万美元的费用,以保证所有兼职员工每年达8000美元(Haight,2006年)。

劳动力的多样性

为了促进员工队伍的多元化,苹果公司已经采取了所有关键步骤,并确保存在异构的员工队伍。这是通过与不同组织建立伙伴关系来确保的;他们与全国拉美裔MBA学会,全国黑人MBA和女性工程师协会(Larwood 2001)建立了合作关系。这种类型的组织提供了多样性,使员工组成不同的员工组合。苹果公司相信,执行成功企业文化的关键任务之一就是拥有多元化的员工队伍。为了扩大员工的能力,使他们面对多任务,许多公司采取了跨职能的活动。在苹果公司,大多数管理者表示,他们被要求执行与其工作区不同的跨职能活动。

结论

总而言之,说明这一点是正确的,以确保企业的绩效是非常有效和高效的,有必要保证员工的多样性。在像苹果公司这样的跨国公司中,通过与各个机构的合作来确保多样性,并采取其他一些措施来保证这一点。全球不同的公司普遍接受的观点是,劳动力的多样性使劳动力总体增长,从而提高了对企业的贡献。苹果公司也认真考虑老龄化问题,并采取相应的措施。

英国代写assignment:员工老龄化

Some of the initiatives which have been undertaken within the organization are; working from home or part-time jobs are being offered to the ageing workforce (Barling 2002). In addition, all the workers are covered by medical insurance whether full-time or part time and the firm encourages all the workers to lead a healthy lifestyle in the firm. According to the data of 2010, the firm had to bear a cost of 80 million dollars per year for insuring all the part-time workers up to an extent of 8000 US dollar per year (Haight 2006).

Diversity of the Workforce

In order to promote diversity amongst its workforce, Apple Inc. has taken all the essential steps and to ensure the existence of heterogeneous workforce. This is ensured by setting up partnership with different organizations; they have partnerships with National society of Hispanics MBAs, National Black MBAs and society of Women Engineers (Larwood 2001). Diversity is rendered by these type of organizations and render the mix of employees with diverse set of workforce. It is believed by Apple Inc. that one of the crucial task to execute a successful corporate culture is to have a diversity in workforce. In order broaden the abilities of the employees and to make them multitask oriented, many of the firms adopt a cross functional activities. In Apple Inc. most of the mangers stated that they were asked to perform cross functional activities which were different from their working zone.

Conclusion

In conclusion, it would be correct to state that so as to ensure that the performance in the firm is very effective and efficient it is necessary to ensure diversity in the workforce. In multinational firms like Apple Inc. diversity is ensured by means of partnership with various institutes and taking in several other measures to ensure the same. It is being widely accepted by different firms across the globe that diversity in the workforce enables an overall growth of the workforce which in a way improves their contribution towards the firm. Apple Inc. also takes into consideration the issue of ageing workforce seriously and undertakes measures to deal with the same.

 

 

 

代写论文:工作中对女性的歧视

代写论文:工作中对女性的歧视

社会的刻板印象和工资差距是由玻璃天花板引起的;尽管在歧视和不平等的工作场所妇女已经面临许多挑战。在目前的情况下,“皇后综合征”的意外增加。其他妇女在管理职位上受到歧视的情况(Cotter and Hermson,2001)。这种综合症有时像性别歧视一样重要,因为她们常常因为感受到了威胁和不安全感而耽搁了女性的职业。对于女性来说,受到其他女性的威胁是非常自然的,而这最终会提高防御能力。在许多研究中已经表明,女性管理者并不总是同情其他职场女性。研究人员发现,在俄亥俄州,1985年至1990年间,拒绝让孕妇返回工作和雇佣孕妇的监督者中,有36%是女性,他们正在研究2405名怀孕歧视诉讼。

为了克服玻璃天花板理论,有必要根除女王蜂综合症。在许多学术着作中已经表明,不是所有的女性都展示了皇后综合症,而且有很多妇女在工作场所帮助妇女。当能够发挥这种行为的女性能够保证自己的工作不受威胁时,就可以根除这种综合征。这将消除各种不安全感,因此也将消除这种行为。

代写论文:工作中对女性的歧视

Society’s stereotypes and pay gap occur due to glass ceiling; although many challenges are already faced by women at the workplace of discrimination and inequality. In the present scenarios, there is an unexpected addition of the ‘Queen Ben Syndrome’. A situation in which the other women are discriminated by the women at the managerial position (Cotter and Hermson 2001). This syndrome might sometimes be as crucial as sexism in holding back the careers of women as most often it occurs because of feeling threatened and insecurities. For women to feel threatened by other women is quite natural and this ends in raising up of defenses. It has been shown in many studies that the female managers are not sympathetic always to other women at workplace. Researcher found out that 36% of the supervisors who refused to let the pregnant women return to work and hire pregnant women were themselves women in a study of 2405 pregnancy discrimination lawsuits between 1985 and 1990 in Ohio.

There is a need to eradicate the Queen Bee Syndrome so as to overcome glass ceiling theory. It has been shown in many academic works that it is not in all the women that the Queen Bee Syndrome is exhibited and there are many women who have taken a step in order to help women at workplace. When women who are at a position to exert this behavior and have assurance that their job isn’t under threat then the eradication of this syndrome is possible. This would result in elimination of all kinds of insecurities and hence the behavior would also be eradicated.

 

英国代写论文:会计师事务所

英国代写论文:会计师事务所

德勤会计师事务所在美国为客户提供三种基本服务的公司。这些服务包括:会计、审计、税务和咨询。Mike Cook是这家公司的首席执行官。1980、与其他公司称为“6大”实现了在咨询领域显著增长的公司(Krishnan,2012)。“6大”包括厄恩斯特和年轻的亚瑟和安德森公司rpmg泥炭损坏灯芯,Coopers & Lybrand和水的价格,房子与德勤作为合作公司。

德勤会计师事务所与组织外部分析综述:

1。合并:1989德勤哈斯金斯&销售形成了一个名副其实的“审计师的审计“保守公司而罗斯会计师事务所是一家咨询公司与好斗的态度和创业的方法。两家公司都有不同的文化(Brondoni,2007)。

结论:

外部分析是基于经济趋势、技术变化、政府政策和社会文化环境的四个维度,每个维度都有未来的趋势。德勤的工作环境存在误解,男性占主导地位,女性员工就业机会较少,缺乏适当的工作——生活平衡导致女员工的离职率高。公司需要制定有效的策略来克服这些问题,只有这样他们才能在未来的业务运作中获得成功。

英国代写论文:会计师事务所

Deloitte and Touche LLP is a firm in America which provides three basic services to its clients. These services are: Accounting & Auditing, Tax and Consulting. Mike Cook is the CEO of the company. In 1980, the company with other companies known as “Big 6” achieved a remarkable growth in the area of consulting (Krishnan, 2012). The “Big 6” included the Ernst and Young, Arthur and Anderson & Co., RPMG Peat Mar Wick, Coopers & Lybrand and Price water House with Deloitte and Touche as a partnering firm.

Review of Deloitte and Touche LLP with External Analysis of the organization:

1.Merger: in 1989 the Deloitte Haskins & Sells was formed with a reputation of “the auditor’s auditor” a conservative firm whereas the Touche Ross was a consultancy firm with scrappy attitude and entrepreneurial approach. Both firms have diverse cultures (Brondoni, 2007).

Conclusion:

External Analysis is based on four dimensions of economic trends, technological changes, government policies and socio-cultural environment with future trends at each dimension. The Deloitte was having the problems of the misunderstanding of the working environment as male dominated, fewer career opportunities for women employees, lack of proper work –life balance led to the high rate of turnover of women employees. The firm needs to make effective strategies to overcome these problems then only they can be successful in future business operations.