Employee Handbooks & Policies
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The company employee handbook is one of the most important communication tools between your company and your employees.
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HRM-Chapter1-Introduction to HRM
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
Purposes and objectives of human resource mangement
purposes of hrm with bullets and objectives in details in context of management and education both.meaning of hrm with conclusion and references
Human resource planning ppt.
Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
reward-systems
This document discusses different types of reward systems used by organizations. It defines a reward system as any process that encourages, reinforces or compensates employees. The main types of rewards discussed are time rates, payment by results, individual/group performance pay, skill-competency based pay, and cafeteria/flexible benefit systems. For each type, the advantages and disadvantages are outlined. The overall purpose of a reward system is to attract, motivate and retain employees.
Job description and job specification
Job analysis is the process of collecting information about jobs within an organization. This information is used to create job descriptions and job specifications. The document discusses job analysis and provides examples of job descriptions and specifications. It explains that job descriptions outline the duties and responsibilities of a role, while job specifications list the qualifications and skills required for a role. The examples given are for roles such as Head of Reference and Information Section and Assistant Librarian.
Employee Relations
Employee Relations is an ongoing relationship-building process. The ppt describes several aspects and models of Employee Relations.
Employee Retention Management
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Employees code of conduct
This document outlines an employee code of conduct and disciplinary policy for a company. It defines minor, serious, and less serious violations like tardiness, absences, theft, and violence. It also establishes a progressive disciplinary system starting with verbal warnings, then written warnings, suspensions, and finally dismissal for repeated or serious offenses. The goals are to maintain order, ensure fair treatment of employees, and promote productivity and teamwork.
Recommended
HRM-Chapter1-Introduction to HRM
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
Purposes and objectives of human resource mangement
purposes of hrm with bullets and objectives in details in context of management and education both.meaning of hrm with conclusion and references
Human resource planning ppt.
Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
reward-systems
This document discusses different types of reward systems used by organizations. It defines a reward system as any process that encourages, reinforces or compensates employees. The main types of rewards discussed are time rates, payment by results, individual/group performance pay, skill-competency based pay, and cafeteria/flexible benefit systems. For each type, the advantages and disadvantages are outlined. The overall purpose of a reward system is to attract, motivate and retain employees.
Job description and job specification
Job analysis is the process of collecting information about jobs within an organization. This information is used to create job descriptions and job specifications. The document discusses job analysis and provides examples of job descriptions and specifications. It explains that job descriptions outline the duties and responsibilities of a role, while job specifications list the qualifications and skills required for a role. The examples given are for roles such as Head of Reference and Information Section and Assistant Librarian.
Employee Relations
Employee Relations is an ongoing relationship-building process. The ppt describes several aspects and models of Employee Relations.
Employee Retention Management
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Employees code of conduct
This document outlines an employee code of conduct and disciplinary policy for a company. It defines minor, serious, and less serious violations like tardiness, absences, theft, and violence. It also establishes a progressive disciplinary system starting with verbal warnings, then written warnings, suspensions, and finally dismissal for repeated or serious offenses. The goals are to maintain order, ensure fair treatment of employees, and promote productivity and teamwork.
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Leave Policy
The document outlines a leave policy that provides various types of paid and unpaid leaves for employees including sick leave, casual leave, earned leave, maternity/paternity leave, and compassionate leave. It details eligibility and limits for each leave type. The policy aims to enable a healthy work-life balance for employees by providing time off for sickness, personal matters, rest, and recreation. It also describes procedures for applying, approving, extending or canceling leave and addresses absences from work.
HR Manual
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
Inducting appropriate quality of manpower and retaining them.
Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
Laying down of all the employee related policies properly and following these transparently
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Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
Job Analysis
The document discusses job analysis which is the process of collecting information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It provides examples of what information should be collected in a job analysis including job duties, tasks, employee characteristics, and relationships. It also discusses different methods for collecting job analysis information such as questionnaires, interviews, and quantitative methods. The key points are that job analysis establishes the similarities and differences between jobs and helps create an internal job structure for compensation purposes.
Code of Conduct
A code of conduct is a set of guidelines that outline an organization's ethical standards and governance practices. It provides guidance to employees on appropriate conduct and handling ethical situations. Businesses develop their own codes based on core values. To be effective, the code must be embedded in the organization so employees understand how it applies to them. Violations of the code can result in disciplinary action following progressive discipline procedures which start with verbal warnings, then written warnings, suspension, and ultimately termination. Human resources professionals are responsible for communicating and enforcing the code of conduct.
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The document outlines an attendance policy for a workplace. It defines absenteeism and discusses its causes. The policy differentiates between excused and unexcused absences and describes acceptable reasons for each. It identifies goals of the policy as reducing absenteeism and maintaining engagement. The policy assigns responsibilities to directors, managers, and employees. It describes disciplinary steps that may be taken for unauthorized absences and notes the benefits of the policy as increased punctuality, productivity, and optimal use of resources.
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The document discusses job analysis, which is the process of determining the duties and responsibilities of a job, as well as the characteristics needed in candidates for that role. It outlines several uses of job analysis, including recruitment, performance evaluation, and job restructuring. Several methods for collecting job analysis information are presented, such as interviews, questionnaires, observation, and quantitative techniques. Key areas of job specifications that help define what kind of candidates are suitable for a role, such as personal, physical, and mental characteristics, are also summarized.
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Personnel management involves the effective recruitment, selection, placement, development, motivation and compensation of employees to achieve organizational goals. It is both a science and an art that draws from various fields such as psychology, economics, law and sociology. As a science, it involves collecting data through research and analyzing it to make evidence-based decisions. As an art, it requires skills such as judgment, perception and imagination to deal with human behaviors and motivate individuals. The document outlines the basic functions of personnel management including planning, organizing, directing, coordinating and controlling human resources to ensure operational efficiency.
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Employee misconduct and discipline
The document discusses various aspects of employee disciplinary management. It defines key terms like discipline, misconduct, and punishment. It explains the importance of discipline in organizations and different approaches to discipline like preventive, corrective, positive, and negative approaches. The document also discusses concepts like progressive discipline, counseling approach, and the hot stove principle. It provides examples of different types of misconduct related to attendance, behavior, dishonesty, etc. and factors to consider before initiating disciplinary action.
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This document discusses employment termination and provides guidance on properly terminating employees. It outlines two major types of termination - termination for cause which includes issues like poor performance or policy violations, and layoffs which include attrition or early retirement programs. The document also describes the three stages of a well-managed termination for cause: notify the employee, develop a program for improvement, and ultimately terminate if needed. Key factors to consider and dos/don'ts of termination are also presented to help properly handle the process and avoid legal issues.
Onboarding
The document discusses onboarding new employees. It defines onboarding as a process to develop engaged employees by conveying organizational culture and values, setting expectations, and providing tools for employees to quickly become productive. Onboarding goes beyond orientation to provide guidance on how employees fit into the company's goals. The onboarding process involves explaining the business and culture, forging connections between employees, and accelerating time to performance through training and mentorship programs. Statistics show that effective onboarding programs improve employee retention and productivity.
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The document outlines job descriptions, holiday pay policies, dress code expectations, and phone call policies for employees at a childcare center. Key points include:
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Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
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This document outlines a presentation on performance appraisal. It begins with definitions of performance appraisal and management. It then discusses the importance of performance appraisal for making decisions around promotions, preventing grievances, and more. Key topics covered include objectives of appraisal, how the system is used, responsibilities, elements, steps, criteria, methods, qualities of good appraisal, and types of appraisal interviews. Factors that can distort appraisals are also addressed.
Director of Human Resources job Description
The Director of Human Resources is responsible for implementing HR policies and programs, managing employee relations and development, staffing and recruiting, organizational development, performance management, training, compensation and benefits administration, and employee counseling services. Key responsibilities include developing an employee-oriented culture, implementing HR policies and programs, ensuring accurate job descriptions, creating training programs, conducting performance reviews, recruiting and retaining staff, and creating compensation and benefits plans. The ideal candidate will have 5+ years of HR management experience, exceptional interpersonal and leadership skills, and the ability to develop new HR policies and programs.
Leave Policy
The document outlines a leave policy that provides various types of paid and unpaid leaves for employees including sick leave, casual leave, earned leave, maternity/paternity leave, and compassionate leave. It details eligibility and limits for each leave type. The policy aims to enable a healthy work-life balance for employees by providing time off for sickness, personal matters, rest, and recreation. It also describes procedures for applying, approving, extending or canceling leave and addresses absences from work.
HR Manual
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
Inducting appropriate quality of manpower and retaining them.
Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
Laying down of all the employee related policies properly and following these transparently
Onboarding Process
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
Job Analysis
The document discusses job analysis which is the process of collecting information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It provides examples of what information should be collected in a job analysis including job duties, tasks, employee characteristics, and relationships. It also discusses different methods for collecting job analysis information such as questionnaires, interviews, and quantitative methods. The key points are that job analysis establishes the similarities and differences between jobs and helps create an internal job structure for compensation purposes.
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Attendance Policy
The document outlines an attendance policy for a workplace. It defines absenteeism and discusses its causes. The policy differentiates between excused and unexcused absences and describes acceptable reasons for each. It identifies goals of the policy as reducing absenteeism and maintaining engagement. The policy assigns responsibilities to directors, managers, and employees. It describes disciplinary steps that may be taken for unauthorized absences and notes the benefits of the policy as increased punctuality, productivity, and optimal use of resources.
Job Analysis Job Description and Job Specification
The document discusses job analysis, which is the process of determining the duties and responsibilities of a job, as well as the characteristics needed in candidates for that role. It outlines several uses of job analysis, including recruitment, performance evaluation, and job restructuring. Several methods for collecting job analysis information are presented, such as interviews, questionnaires, observation, and quantitative techniques. Key areas of job specifications that help define what kind of candidates are suitable for a role, such as personal, physical, and mental characteristics, are also summarized.
Hr policies
This document outlines various HR policies including recruitment, orientation, retention, attendance, grievance handling, drug and alcohol abuse, employee relations, performance evaluations, feedback, coaching, insurance, and termination. It describes the recruitment process, new employee orientation period and documents, approaches to staff retention, leave policies, grievance procedures and prohibited behaviors. Performance is evaluated annually and feedback is provided ongoing. Insurance is offered to regular employees. Termination requirements depend on whether the departure is employee or employer-initiated.
Personnel Management
Personnel management involves the effective recruitment, selection, placement, development, motivation and compensation of employees to achieve organizational goals. It is both a science and an art that draws from various fields such as psychology, economics, law and sociology. As a science, it involves collecting data through research and analyzing it to make evidence-based decisions. As an art, it requires skills such as judgment, perception and imagination to deal with human behaviors and motivate individuals. The document outlines the basic functions of personnel management including planning, organizing, directing, coordinating and controlling human resources to ensure operational efficiency.
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Induction and orientation in HRM
This document discusses employee induction and orientation. It begins by introducing the author and then outlines the contents to be covered, which include the objectives, types, people involved, and how to conduct induction successfully. It notes that orientation introduces employees to their jobs, coworkers, and organization. The document also discusses the problems that can arise and how to make induction effective. It emphasizes that induction plays an important role in helping new employees adjust and perform better in their new roles.
Functions of hrm
The document outlines the key functions of human resource management (HRM) which include managerial functions, operative functions, and advisory functions. Managerial functions involve planning, organizing, directing, and controlling human resources. Operative functions encompass recruitment, job analysis, training, compensation, and separation. Advisory functions include advising top management and departmental heads on personnel programs, policies, and maintaining employee morale.
WAGE & SALARY PRESENTATION
The document discusses group members, definitions of wages and salaries, wage and salary administration, reasons for studying it, the role of human resources in payment, principles, objectives, and elements affecting wage/salary levels. It defines wages as paid to blue-collar employees and salaries to white-collar employees. Wage and salary administration involves developing, implementing, and maintaining a pay system. Objectives include attracting qualified employees, controlling payroll costs, motivating performance, and maintaining fairness and equity.
5.performance management
This document discusses performance management in organizations. It defines performance management as a systematic process that involves employees in improving organizational effectiveness through accomplishing goals and missions. Key aspects of performance management include planning work, monitoring performance, developing capacity, periodically reviewing performance, and rewarding good performance. The overall aims are to align individual goals with organizational goals and improve performance at individual, departmental, and overall levels. Performance management helps clarify expectations, set goals, and encourage coaching and feedback to enhance commitment and performance.
Employee misconduct and discipline
The document discusses various aspects of employee disciplinary management. It defines key terms like discipline, misconduct, and punishment. It explains the importance of discipline in organizations and different approaches to discipline like preventive, corrective, positive, and negative approaches. The document also discusses concepts like progressive discipline, counseling approach, and the hot stove principle. It provides examples of different types of misconduct related to attendance, behavior, dishonesty, etc. and factors to consider before initiating disciplinary action.
Employment termination
This document discusses employment termination and provides guidance on properly terminating employees. It outlines two major types of termination - termination for cause which includes issues like poor performance or policy violations, and layoffs which include attrition or early retirement programs. The document also describes the three stages of a well-managed termination for cause: notify the employee, develop a program for improvement, and ultimately terminate if needed. Key factors to consider and dos/don'ts of termination are also presented to help properly handle the process and avoid legal issues.
Onboarding
The document discusses onboarding new employees. It defines onboarding as a process to develop engaged employees by conveying organizational culture and values, setting expectations, and providing tools for employees to quickly become productive. Onboarding goes beyond orientation to provide guidance on how employees fit into the company's goals. The onboarding process involves explaining the business and culture, forging connections between employees, and accelerating time to performance through training and mentorship programs. Statistics show that effective onboarding programs improve employee retention and productivity.
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The presentation discussed the importance of having an updated employee handbook with present-day regulations. Topics included modern issues like social media, sexual orientation and gender identity, bringing your own devices (BYOD) and medical marijuana.
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The document outlines job descriptions, holiday pay policies, dress code expectations, and phone call policies for employees at a childcare center. Key points include:
- Job descriptions require interest in early childhood education and the ability to relate to and care for children. Employees must also be able to work well with others.
- Employees receive paid holidays after 90 days, including New Year's Day, Easter, Memorial Day, July 4th, Labor Day, Thanksgiving, and Christmas. Advance notice is required for any time off during holidays.
- The dress code requires neat, clean, and comfortable clothes to allow for playing with and caring for children.
- Personal phone calls should be limited and cell phones are not permitted inside the center
Employee Handbook
This "Brief Guide" gives information on the Employee Handbook or Staff Handbook including list of policies and procedures required by law, those recommended highly so as to enable a company to defend itself and finally, discretionary policies. This document can be downloaded at http://www.collierbroderick.ie/Services/HR%20Compliance/Employee%20Handbook.asp
Employee Handbook
This document is the employee handbook for Baskin Robbins (Waco) Big D Ventures LLC. It contains policies on various employment matters such as equal opportunity, employee classifications, arbitration, standards of conduct, benefits, leaves of absence, and more. The handbook applies to all employees and is intended to outline the company's personnel policies and procedures. Employment is at-will, meaning either party can end the employment relationship at any time.
Your Employee Handbook for Offices
The authoritative source for small business employee handbooks. Includes editable, customizable Word file for handbook.
Versions for six industries, including Offices, Contractors, Healthcare Providers, Manufacturers, Restaurants and Retailers.
Includes Handbook. Companion Forms, Employer's Poster Kit, Supervisor's Guide, Basic Safety Program and more.
Plus free membership to http://www.YourEmployeeHandbook.com for "Forever Access" to your purchase.
HR Policies of Aditya Birla Group ppt
The document provides an overview of HR policies and practices at Aditya Birla Group, a large Indian conglomerate. It discusses the group's recruitment process which includes job descriptions, competency mapping, interviews and assessments. It also summarizes the 360 degree appraisal process and talent management initiatives like development centers, individual development plans, and talent reviews. Continuous learning is emphasized through the Gyanodaya institute and programs like PRATIBIMB and ANUBHAV.
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To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/on_demand_webinars/policies-procedures-and-proactivity/
COMPANY PRESENTATIONBy; 1IntroductionGlobal huma.docx
COMPANY PRESENTATION
By;
1
Introduction
Global human resource management include following aspects:
Unify the companies culture in mergers
Management of personnel internationally
Enforcing global recruitment strategy
Managing expatriates
Onboarding process
Compensation strategies in international business
The international operations of the company required newly hired staff or expatriates who will move to abroad for international business operations. Global human resource management provides various aspects to facilitate personnel management system in international business operations. Global human resource management include management of personnel internationally, unify the companies culture in mergers, enforcing global recruitment strategy, managing expatriates, onboarding process and compensation strategies in international business. In this presentation, all these aspects of global HRM will be presented. We will also study the global recruitment strategy with reference to Japan recruiting system. One compensation strategy will also be suggested for international business operation along with the key strategies required to enhance ethical behavior, sound working conditions and labor relation.
2
Strategies to Unify Companies Culture
Identify cultural differences
Communicate differences
State cultural agenda
Encourage share values
Increase synergies
Communicate expectations
Set operating Model
Build trust
Mergers is an effective international strategy which merge two companies. Following are the check list steps that would be important to unify one company culture with other company.
Identify cultural differences: The corporate cultures are usually different from each other. While merging the operations, it is important to identify the major differences exist in the culture in order to settle these differences in best possible way.
Communicate differences: It is an important responsibility of manager to communicate differences in order to set a culture of compromise and adjustment with in two different cultures.
State cultural agenda: After merger, it is important to state cultural objective and agenda in order to clarify the cultural expectations and to set a unified behavioral norm and pattern.
Encourage share values: It is not good to throw everything of pre-existing culture and change everything after merger (Shrivastava, 1986). It is better to work on the base of common operating principles and use the concept of shared values as well as standardized process.
Increase synergies: The basic logic behind merger of two companies is to increase the synergies through efficient operations. By combining the operations and values of two companies, a greater sum can be achieve (Søderberg & Holden, 2002).
Communicate expectations: By communicating expectations of merger with employees, a unified cooperating culture can be set (Kumar, 2000).
Operating model: The operating model of the company will define the company structure.
COMPANY PRESENTATIONBy; 1IntroductionGlobal huma.docx
COMPANY PRESENTATION
By;
1
Introduction
Global human resource management include following aspects:
Unify the companies culture in mergers
Management of personnel internationally
Enforcing global recruitment strategy
Managing expatriates
Onboarding process
Compensation strategies in international business
The international operations of the company required newly hired staff or expatriates who will move to abroad for international business operations. Global human resource management provides various aspects to facilitate personnel management system in international business operations. Global human resource management include management of personnel internationally, unify the companies culture in mergers, enforcing global recruitment strategy, managing expatriates, onboarding process and compensation strategies in international business. In this presentation, all these aspects of global HRM will be presented. We will also study the global recruitment strategy with reference to Japan recruiting system. One compensation strategy will also be suggested for international business operation along with the key strategies required to enhance ethical behavior, sound working conditions and labor relation.
2
Strategies to Unify Companies Culture
Identify cultural differences
Communicate differences
State cultural agenda
Encourage share values
Increase synergies
Communicate expectations
Set operating Model
Build trust
Mergers is an effective international strategy which merge two companies. Following are the check list steps that would be important to unify one company culture with other company.
Identify cultural differences: The corporate cultures are usually different from each other. While merging the operations, it is important to identify the major differences exist in the culture in order to settle these differences in best possible way.
Communicate differences: It is an important responsibility of manager to communicate differences in order to set a culture of compromise and adjustment with in two different cultures.
State cultural agenda: After merger, it is important to state cultural objective and agenda in order to clarify the cultural expectations and to set a unified behavioral norm and pattern.
Encourage share values: It is not good to throw everything of pre-existing culture and change everything after merger (Shrivastava, 1986). It is better to work on the base of common operating principles and use the concept of shared values as well as standardized process.
Increase synergies: The basic logic behind merger of two companies is to increase the synergies through efficient operations. By combining the operations and values of two companies, a greater sum can be achieve (Søderberg & Holden, 2002).
Communicate expectations: By communicating expectations of merger with employees, a unified cooperating culture can be set (Kumar, 2000).
Operating model: The operating model of the company will define the company structure.
HR Outsourcing From A to Z
1. HR outsourcing, through a professional employer organization (PEO), can provide considerable cost savings and productivity gains by taking over HR tasks like benefits administration, payroll processing, and compliance.
2. A PEO acts as a co-employer by contractually sharing employer responsibilities with the client company. This allows the client to focus on its core business while the PEO handles employee-related functions.
3. Insperity is an HR outsourcing provider that has over 25 years of experience offering comprehensive HR and performance solutions to help businesses grow and become more profitable.
FOSTERING BUSINESSES: Writing a Statement of Purpose
Understanding the importance of a Statement of Purpose for a foster care business, and what the documents are required to include.
Foster Care Business: Statement of Purpose
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The Top 10 Employee Management Mistakes and How to Avoid Them
Learn the Top 10 Employee Management Mistakes and How to Avoid Them in this informative ebook. This is an excellent resource for small business owners and managers.
Hr That Works
This document summarizes the features and benefits of an HR software and services package called "HR That Works". It provides various tools to help companies hire and retain employees, stay compliant with employment laws, reduce liability, and improve productivity. Key features include a monthly newsletter, webinars, compliance audits, HR forms and templates, an employee handbook builder, training modules, and assistance from employment law attorneys. The goal is to help users build strong employment practices to enhance profitability and reduce legal risks.
Top-5-Small-Business-HR-Mistakes
The document discusses the top 5 mistakes small businesses make regarding human resource management. It describes each mistake in detail and provides advice on how to avoid it. The mistakes are: 1) Hiring in haste without proper screening. 2) Not having an employee handbook. 3) Improper pay practices like misclassifying exempt status. 4) Missing or incomplete employee records. 5) Terminating employees without following proper protocol. For each mistake, the document offers tips like developing hiring processes, creating an online employee handbook, ensuring accurate job descriptions, and consulting HR before terminating employment.
Contact detailsParticipantNameStart datePhone .docx
Contact details
Participant
Name:
Start date:
Phone number:
Email:
Work location
Name:
Address:
Postal address:
Workplace supervisor name:
Phone number:
Fax:
Email:
Registered Training Organisation (RTO)
Name:
Address:
Postal address (if different):
Phone number:
Fax:
RTO contact name:
Mobile:
Email:
Unit release 1 (Aspire Version 1.1)
© Aspire Training & Consulting v
Contents
Before you begin vii
Topic 1: Work within organisational requirements 1
1A Identify and read the organisation’s requirements and responsibilities
and seek advice
2
1B Understand employee and employer rights and responsibilities 10
1C Comply with relevant legal responsibilities and organisational goals
and objectives
28
1D Identify roles and responsibilities of colleagues and immediate supervisors 40
1E Inform the right person if standards and values are not upheld 42
1F Contribute to a safe work environment 46
Summary 50
Learning checkpoint 1: Work within organisational requirements 51
Topic 2: Work in a team 65
2A Be courteous and helpful at all times 66
2B Complete allocated tasks 68
2C Seek assistance when difficulties arise 69
2D Ask questions to clarify instructions and responsibilities 73
2E Use a non-discriminatory attitude in all communications with others 76
Summary 79
Learning checkpoint 2: Work in a team 80
Topic 3: Develop effective work habits 85
3A Identify work and personal priorities and achieve a work–life balance 86
3B Apply time-management strategies to work duties 90
3C Dress and behave appropriately for the job role 94
Summary 100
Learning checkpoint 3: Develop effective work habits 101
Final assessment 107
Assessment information and scope 108
Are you ready for assessment? 109
Final assessment overview 110
Assessment plan 111
Final assessment tasks 112
Record of outcome 145
Unit release 1 (Aspire Version 1.1)
© Aspire Training & Consulting vii
Before you begin
This learner guide is based on the unit of competency BSBIND201 Work effectively
in a business environment, Release 1. Your trainer or training organisation must
give you information about this unit of competency as part of your training
program. You can access the unit of competency and assessment requirements at:
www.training.gov.au.
How to work through this learner guide
This learner guide contains a number of features that will assist you in your
learning. Your trainer will advise which parts of the learner guide you need to
read, and which practice tasks and learning checkpoints you need to complete. The
features of this learner guide are detailed in the following table.
Feature of the
learner guide
How you can use each feature
Learning content Read each topic in this learner guide. If you come across content that
is confusing, make a note and discuss it with your trainer. Your trainer
is in the best position to offer assistance. It is very important that you
take on some of the responsibility for the learning you will under.
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
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These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
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Forrester’s Digital Transformation Framework
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Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
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Employee Handbooks & Policies
- 1. Employee Handbooks & Policies
- 2. What is Employee Handbook? The employee handbook contains information about company policies and procedures. It is one of the most important communication tools between your company and your employees. Not only does it set forth your expectations for your employees, but it also describes what they can expect from the company. The employee handbook is an excellent place to bring together employment and job-related information which employees need to know, such as company expectations and state and federal law compliance information.
- 3. What to include in an Employee Handbook? There are the 10 items essential to every employee handbook. i) The Disclaimer ii) Company goals and mission statement iii) Appropriate employee definitions iv) Clearly defined work week v) General policies & procedures
- 4. What to include in an Employee Handbook? vi) Sexual harassment and discrimination policies vii) Leave policies viii) Employee benefits ix) Disciplinary policies x) Problem resolution procedure
- 5. Benefits of Employee Handbook ●Set and meet employee expectations. ●With a well-planned and written handbook, you can save your managers’ time. They need not explain the same policies every time a new employee joins or answer the same questions over and again. ●Employee handbooks help communicate to the employees about the Company’s expectations of them. ●Help to win unemployment claims and lawsuits
- 6. Benefits of Employee Handbook ●You spend a significant amount of money on every employee in ways that employees do not see or appreciate. A handbook allows you to take credit for all that you do for workers. ●Policies about promotion or demotion should be included. This will help them gain clarity on their job responsibilities and reduce the start-up time. ●Employee handbooks publish the Company’s policies on employee safety measures and procedures to handle occupational accidents or hazards.