A Manager's Guide: How to Lay Off or Terminate Employees
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The webinar will cover best practices for planning and conducting employee terminations and layoffs to minimize legal risks and negative impacts. It will discuss implications of poor termination practices, how to plan terminations, best practices for termination meetings, and post-termination considerations. The webinar is presented by HR consultant Mike Harvey on June 2, 2011 and questions can be directed to him or Heather Payne of Drake International after the presentation.
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Managing staff poor performance handling staff capability issues
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Managing Performance with Confidence
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1) Planning - setting goals and expectations for the review period
2) On-going dialogue - providing informal feedback and checking progress
3) Formal review - discussing accomplishments, challenges, and future priorities
4) Development - identifying skills or knowledge needed and creating a development plan.
It emphasizes the importance of clear communication throughout the process, including addressing any performance issues, to build strong working relationships and achieve better organizational results.
Performance Evaluations
This document provides guidance on conducting effective employee performance evaluations. It discusses the purposes of evaluations, including providing feedback, determining rewards and opportunities, and communicating expectations. It outlines prerequisites like having job descriptions and incident files. The evaluation process should be timely, with the manager and employee each preparing a written self-evaluation. Areas to evaluate include responsibilities, accomplishments, skills, and overall performance. Common errors to avoid are also described, and sample language is provided for addressing different performance issues in a constructive manner.
Delegation ppt
This document discusses delegation and provides guidance on how to delegate effectively. It begins by defining delegation as assigning responsibility for tasks to others. Some key benefits mentioned include reduced stress, improved time management, and development of employee skills. The document then provides tips for when and to whom to delegate, including considering an employee's workload, strengths, and experience. It outlines a systematic IDEALS process for delegation that includes introducing the task, demonstrating it, ensuring understanding, allocating resources, letting go, and providing support and monitoring. Common barriers like fear of losing control and micromanagement are addressed. The document emphasizes that delegation, when done correctly, can increase productivity and allow managers to focus on more important tasks.
Question 3 whs activity one ca
Taking regular breaks from repetitive office work provides benefits such as reduced stress and increased productivity. A job analysis identifies priorities and allows even distribution of tasks. Regular breaks, prioritizing tasks, and reducing waste can significantly lower work-related stress. Soft skills like communication, teamwork, and problem solving are also important for effectiveness and should be regularly developed along with technical skills. Maintaining work-life balance through proper time management, communication, and attitude helps individuals and organizations continuously improve.
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- 13. What are the Implications of Poor Termination Practices? Planning for Terminations/Layoffs Conducting Terminations/Layoffs Post Termination - What Next? Conclusions
- 21. What are the Implications of Poor Termination Practices? Planning for Terminations/Layoffs Conducting Terminations/Layoffs Post Termination - What Next? Conclusions
- 24. What are the Implications of Poor Termination Practices? Planning for Terminations/Layoffs Conducting Terminations/Layoffs Post Termination - What Next? Conclusions
- 26. Q & A
- 27. Mike Harvey HR Consultant Humanity in Motion [email_address] 1-416-216-1117 Heather Payne Sr. Marketing Coordinator Drake International [email_address] 1-416-216-1125 (direct) Drake International: Web: www.drakeintl.com Blog: www.drakepulse.com Facebook Page: /drakeinternational Twitter: @drakeintl Our Contact Information
- 28. Q & A
- 29. A Special Offer from Drake International Drake would like to offer you a complimentary 15 minute Terminations Coaching Phone Consultation with Mike Harvey. To take advantage of this offer, contact: Phone: 1-416-216-1117 Email: drakesolutions@na.drakeintl.com
- 30. Mike Harvey HR Consultant Humanity in Motion [email_address] 1-416-216-1117 Heather Payne Sr. Marketing Coordinator Drake International [email_address] 1-416-216-1125 (direct) Drake International: Web: www.drakeintl.com Blog: www.drakepulse.com Facebook Page: /drakeinternational Twitter: @drakeintl Our Contact Information