silver25
JF-Expert Member
- Jul 29, 2010
- 743
- 44
Mwana sheria naomba umsaidie huyu Rafiki yangu ambaye amenitumia hii post kwa Kiingereza, lakini mitaielezea tu kwa jinsi nilivyo muelewa mimi.
Anafanya kazi na organisation moja ambayo makao makuu yake ni Bara la Asia, na sasa anamiaka almost 5, akifanya kama Program Coordinator (Position ambayo ukimuona lazima utamfikiria anafurahia maisha yake ya ajira)
Lakini tokea aanze kazi yake hiyo mwana 2009, amekuwa kwenye vikao vya hapa na pale kurekebisha mambo mbali mbali yaliyokiukwa katika mkataba wao wa kazi. ila juhudi hizo zimegonga mwamba.
Mara nyingi amekuwa akijibiwa kuwa Sera ya nchinikwao (barani Asia) Hairuhusu hayo mabadiliko anayo yahitaji yeye. hivyo kujiona yeye anafikia kushindwa, hapa ameniuliza tu, ni sera ipi inayotakiwa kutumika endapo Organisation inafanya kazi zake katika nchi ya kigeni. Je ni seray a nchi ile ya kigeni ama ni sera ya nchini kwao Organisation inapotokea. (Hostcountry nation policy ama Home country nation policy)
1. Wafanyakazi wa kigeni wanapata house allowance lakini Watanzania hawapati
2. Wafanyakazi wa kigeni wanapata Medical allowance lakini Watanzania Hawapati
3. Hawana salary increment kulingana na Muda mrefu ulio kaa, yaani mtu akiajiriwa leo anafanana mshahara na wazamani.
4. Government tax ilivyo chakachuliwa kwenye salary slip haieleweki (ila wanasema ni sera yao kutengeneza salary slip ya aina hiyo.)
Post yake ni hii hapa Chini
For many years, human resource management was seen as the "poor relation" of the business functions. Limited to a low-key administrative role, concerned with employee welfare and payroll administration, or at best a troubleshooting role concerned with resolving labour management conflicts, human resource professionals were rarely seen as having any significant role to play in determining the organisation's overall strategy. In the words of Peter Drucker, personnel were the "trash can".
In one of the Organisation in Tanzania which is Operating Globally, there is a big problem on handling local employees, by taking the reason of their Organisation Policy. There is a lot of Grievances which arise to the Employees about labour matters and there is no way out to Solve.
1. Medical allowance, Foreign employees are offered but not Local employees
2. House allowance Foreign employees are offered but not Local employees
3. There is no salary range and Salary Increment, (there they are following minimum salary of the Host country) for the Coordinators Positions who is operating the whole Country.
4. Country Tax is deducted in an undesirable way, very surprisingly.
This is way that they say their Policy allow them to do so, So the question is which Policy should they follow between Home Country policy and Host country nation?
Anafanya kazi na organisation moja ambayo makao makuu yake ni Bara la Asia, na sasa anamiaka almost 5, akifanya kama Program Coordinator (Position ambayo ukimuona lazima utamfikiria anafurahia maisha yake ya ajira)
Lakini tokea aanze kazi yake hiyo mwana 2009, amekuwa kwenye vikao vya hapa na pale kurekebisha mambo mbali mbali yaliyokiukwa katika mkataba wao wa kazi. ila juhudi hizo zimegonga mwamba.
Mara nyingi amekuwa akijibiwa kuwa Sera ya nchinikwao (barani Asia) Hairuhusu hayo mabadiliko anayo yahitaji yeye. hivyo kujiona yeye anafikia kushindwa, hapa ameniuliza tu, ni sera ipi inayotakiwa kutumika endapo Organisation inafanya kazi zake katika nchi ya kigeni. Je ni seray a nchi ile ya kigeni ama ni sera ya nchini kwao Organisation inapotokea. (Hostcountry nation policy ama Home country nation policy)
1. Wafanyakazi wa kigeni wanapata house allowance lakini Watanzania hawapati
2. Wafanyakazi wa kigeni wanapata Medical allowance lakini Watanzania Hawapati
3. Hawana salary increment kulingana na Muda mrefu ulio kaa, yaani mtu akiajiriwa leo anafanana mshahara na wazamani.
4. Government tax ilivyo chakachuliwa kwenye salary slip haieleweki (ila wanasema ni sera yao kutengeneza salary slip ya aina hiyo.)
Post yake ni hii hapa Chini
For many years, human resource management was seen as the "poor relation" of the business functions. Limited to a low-key administrative role, concerned with employee welfare and payroll administration, or at best a troubleshooting role concerned with resolving labour management conflicts, human resource professionals were rarely seen as having any significant role to play in determining the organisation's overall strategy. In the words of Peter Drucker, personnel were the "trash can".
In one of the Organisation in Tanzania which is Operating Globally, there is a big problem on handling local employees, by taking the reason of their Organisation Policy. There is a lot of Grievances which arise to the Employees about labour matters and there is no way out to Solve.
1. Medical allowance, Foreign employees are offered but not Local employees
2. House allowance Foreign employees are offered but not Local employees
3. There is no salary range and Salary Increment, (there they are following minimum salary of the Host country) for the Coordinators Positions who is operating the whole Country.
4. Country Tax is deducted in an undesirable way, very surprisingly.
This is way that they say their Policy allow them to do so, So the question is which Policy should they follow between Home Country policy and Host country nation?