Motivate them to develop them. Some of the key Human Resource Policies include: - Organisation/job design - Management of change - Recruitment‚ selection & induction - Appraisal‚ training‚ development - Rewards - Communications - Grievance & disciplinary - Retirement & termination RECRUITING As mentioned in the case notes‚ when staffing was done ads were printed in newspapers and the response was huge. Staff selection was made through the unreliable and least valid unstructured method
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of employees and employers within own area of work 1.1 List the aspects of employment covered by law Discrimination‚ Minimum wage‚ Health and Safety‚ Manual Handling‚ Data Protection Act‚ RIDDOR‚ Training‚ Hours Worked‚ Redundancy and Dismissal‚ Disciplinary Procedures‚ Holiday Entitlements 1.2 List the main features of current employment legislation The main features of current employment legislation are: Discrimination Law Equalities Health and Safety Legislation Employment Rights 1.3 Outline why
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highest ranked posts are held by male employees. This is evidenced by the fact that the highest ranking woman holds the position of administrative services chief. ii. Retaliation: The employees of Denver Mint are not given freedom to air their grievances. Some of the employees who tried to file charges were retaliated against. For example‚ one woman who filed a charge was retaliated by having most of her job duties reassigned and was then required to work at home. iii. Delayed response to issues
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The term recruitment means when the employer is looking for employees to work in their company. And the term retention means when the employer wants to hire the employee that has been working in their company for some time. The recruitment processes: 1. Job analysis Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected
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bodies supporting employees Equality and diversity. Additional information found in contracts or elsewhere may include: A termination date for temporary jobs Relevant trade union agreements Grievance and appeal procedures Details regarding sickness entitlements Pensions Notice periods Disciplinary rules and procedures. Four main areas covered by legislation: Health and safety Employment rights and responsibilities Pay and pensions Data protection. It is likely that Business
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be included in your contract of employment? Date of commencement Duration Probationary period Duties Salary Place of work Appraisal and staff development Working hours Holiday Pension Absence-sickness‚ maternity‚ parental leave Grievances Disciplinary procedure Confidentiality and data protection Termination of employment As well as the employer giving you information there is information that you need to give to them. This includes: Health Pregnancy Bank details Contract details
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trace out the functions of HR & Administration department of BTIL. It has been tried to draw out the manpower planning‚ recruitment‚ selection‚ placement‚ job analysis‚ performance appraisal‚ promotion‚ increment‚ counseling‚ grievance handling‚ handling disciplinary actions‚ transfer‚ training & development‚ industrial relation‚ salary & wages‚ leave management‚ health & safety‚ facilities for employees & other functions of BTIL. Lastly it has been done SWOT analysis & recommendation for the
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implementation of the Quest for Quality program. Since the employees were not paid extra for serving on these teams‚ the union told employees they could attend the meeting if their jobs were threatened‚ but they should do so under protest and then file a grievance afterward. On the day in question‚ in a three-way conversation with the three employees‚ the union shop steward told them that she would not order them to attend the Quest for Quality meeting‚
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[pic] R/602/2954 Understand Employment Responsibilities and Rights in Health‚ Social Care or Children and Young People’s Settings Workbook for Employment Rights and Responsibilities The Workbook Purpose – The purpose of the workbook is to support you the learner in gathering and recording evidence towards your LAO Level 2 Award in Employment Rights and Responsibilities in Health and Social Care or Children and Young People’s
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activities that involve monitoring the internal and external workforce (eg human resource planning‚ diversity management). In most organisations‚ the line is primarily responsible for day−to−day people management activities such as employee disciplinary action‚ coaching‚ performance management‚ and promotion decisions. Very few of the activities were outsourced to external consultants. Respondents’ effectiveness ratings for each people management activity Five people management activities
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