Recruitment selection HRM - HUMAN RESOURSE MANAGEMENT , FOR BCOM, CA, CMA,...Bibek Prajapati
Recruitment selection HRM - HUMAN RESOURSE MANAGEMENT , FOR BCOM, CA, CMA,CS, MBA , PG STUDENTS
“If an HR person is trying to choose people for an organization, knowing their values is very important-if they are not consistent with the organization’s values they are not likely to stay very long.”
Professor, Roger Collins.
Personnel Planning and Recruiting ( chapter 5 )Qamar Farooq
After studying this chapter, you should be able to:
1. Explain the main techniques used in employment planning and forecasting.
2. List and discuss the main outside sources of candidates.
3. Effectively recruit job candidates.
4. Name and describe the main internal sources of candidates.
5. Develop a help wanted ad.
6. Explain how to recruit a more diverse workforce.
The document discusses the role of artificial intelligence (AI) in human resources (HR) processes such as recruitment, retention, and training. It outlines how AI can automate repetitive tasks, enhance employees, and improve responsiveness through tools like chatbots, predictive analytics, and bias-reduction. However, the document also notes cultural challenges for HR in building relevant data and removing bias from AI systems, as well as ensuring candidate and employee expectations are properly managed.
The document discusses talent acquisition and recruitment. It defines talent acquisition as a strategic process of attracting and developing the right people with the right skills. Talent acquisition focuses on long-term strategies and developing a talent pipeline, while recruitment focuses on filling open positions. An effective talent acquisition strategy involves conducting workforce planning, building an employer brand, sourcing and recruiting candidates both internally and externally, using recruiting technology, developing onboarding programs, and utilizing data analytics.
An organization was facing problems related to culture, structure, and processes which led to inefficiencies. The president consulted an OD consultant to enact positive change. The consultant interviewed employees and held a 3-day workshop on problem solving skills. This identified key issues like a lack of cooperation, low morale, and increasing costs. The consultant used an action research model to structure learning situations where employees identified and proposed solutions to problems. This led to improved group morale and reduced customer complaints and costs, though meeting effectiveness needed further work. The president also improved by decentralizing functions to subordinates and focusing on long-range planning.
The document discusses human resource planning (HRP) which involves assessing an organization's current human resources, forecasting future demand and supply of human resources, and matching demand and supply to address shortages or surpluses. The key steps in HRP are assessing current HR, forecasting demand, forecasting supply, and developing an action plan to address gaps. HRP helps ensure the right people are in the right positions at the right time to achieve organizational goals.
The document discusses the recruitment and selection process. It begins by outlining reasons why businesses need to recruit staff such as expansion, existing employees leaving, and changing skill needs. It then covers key aspects of the process including workforce planning, determining job descriptions and specifications, using internal and external recruitment methods, and the stages of recruitment from advertising to selection. The advantages and disadvantages of different recruitment techniques are provided.
Recruitment selection HRM - HUMAN RESOURSE MANAGEMENT , FOR BCOM, CA, CMA,...Bibek Prajapati
Recruitment selection HRM - HUMAN RESOURSE MANAGEMENT , FOR BCOM, CA, CMA,CS, MBA , PG STUDENTS
“If an HR person is trying to choose people for an organization, knowing their values is very important-if they are not consistent with the organization’s values they are not likely to stay very long.”
Professor, Roger Collins.
Personnel Planning and Recruiting ( chapter 5 )Qamar Farooq
After studying this chapter, you should be able to:
1. Explain the main techniques used in employment planning and forecasting.
2. List and discuss the main outside sources of candidates.
3. Effectively recruit job candidates.
4. Name and describe the main internal sources of candidates.
5. Develop a help wanted ad.
6. Explain how to recruit a more diverse workforce.
The document discusses the role of artificial intelligence (AI) in human resources (HR) processes such as recruitment, retention, and training. It outlines how AI can automate repetitive tasks, enhance employees, and improve responsiveness through tools like chatbots, predictive analytics, and bias-reduction. However, the document also notes cultural challenges for HR in building relevant data and removing bias from AI systems, as well as ensuring candidate and employee expectations are properly managed.
The document discusses talent acquisition and recruitment. It defines talent acquisition as a strategic process of attracting and developing the right people with the right skills. Talent acquisition focuses on long-term strategies and developing a talent pipeline, while recruitment focuses on filling open positions. An effective talent acquisition strategy involves conducting workforce planning, building an employer brand, sourcing and recruiting candidates both internally and externally, using recruiting technology, developing onboarding programs, and utilizing data analytics.
An organization was facing problems related to culture, structure, and processes which led to inefficiencies. The president consulted an OD consultant to enact positive change. The consultant interviewed employees and held a 3-day workshop on problem solving skills. This identified key issues like a lack of cooperation, low morale, and increasing costs. The consultant used an action research model to structure learning situations where employees identified and proposed solutions to problems. This led to improved group morale and reduced customer complaints and costs, though meeting effectiveness needed further work. The president also improved by decentralizing functions to subordinates and focusing on long-range planning.
The document discusses human resource planning (HRP) which involves assessing an organization's current human resources, forecasting future demand and supply of human resources, and matching demand and supply to address shortages or surpluses. The key steps in HRP are assessing current HR, forecasting demand, forecasting supply, and developing an action plan to address gaps. HRP helps ensure the right people are in the right positions at the right time to achieve organizational goals.
The document discusses the recruitment and selection process. It begins by outlining reasons why businesses need to recruit staff such as expansion, existing employees leaving, and changing skill needs. It then covers key aspects of the process including workforce planning, determining job descriptions and specifications, using internal and external recruitment methods, and the stages of recruitment from advertising to selection. The advantages and disadvantages of different recruitment techniques are provided.
Competency mapping is the process of identifying the competencies needed to successfully perform a given job or role. It involves breaking down a role into its constituent tasks and activities and identifying the technical, behavioral, and conceptual knowledge and skills required. Competency mapping creates an accurate job profile that defines expectations for both candidates and employees, and helps align employee efforts with organizational needs. It provides transparency that can motivate employees while helping the organization achieve its strategic goals. Competencies are identified through methods like interviews, group work, and questionnaires with input from managers, current role holders, and others interacting with the role.
Hrm orientation and training by dessler garryTephkiantWun
This power point presentation covers topics related to human resource management orientation and training. It discusses what orientation and training are, their purposes, who is responsible for conducting them, and different methods for presenting orientation and assessing training needs. Some key points covered include defining orientation as introducing new employees to company policies and culture, the purposes of orientation being to help employees adjust and understand expectations, and different levels of orientation including organizational and departmental. Training methods discussed include on-the-job training, apprenticeships, lectures, and computer-based learning. The presentation also addresses evaluating the effectiveness of training programs.
The presentation discusses job analysis and methods for conducting it. It covers interviewing employees, using questionnaires, and observing workers to understand their job duties and responsibilities. The goal of job analysis is to write accurate job descriptions and specifications. It also examines job analysis in changing work environments, like those with more team-based work, and discusses techniques like job enlargement, rotation, and enrichment to adapt jobs. The presentation provides an overview of traditional and newer quantitative job analysis methods and how to write effective job descriptions and specifications.
The document discusses talent acquisition strategies and best practices. It defines talent acquisition as finding and acquiring skilled human labor to meet organizational needs. The talent acquisition team is responsible for finding, assessing, and hiring candidates to fill roles. Key aspects of an effective talent acquisition model include quality of hires, turnaround time, and maximizing the number of hires. Quality can be ensured through validating qualifications, conducting reference and social media checks. Turnaround time involves defining timelines for each step from job posting to offer. Maximizing numbers involves setting targets for submissions, hires per recruiter and prioritizing requirements.
The document discusses the importance of HR metrics for measuring workforce performance and linking it to business strategy execution and results. It introduces the balanced scorecard model for identifying the behaviors, competencies, mindsets, and culture required for workforce success and measuring their impact on business outcomes. Specific metrics are proposed for measuring HR competencies, systems, leadership behaviors, and overall workforce success in executing business strategy and creating value. The balanced scorecard, workforce scorecard, and HR scorecard are presented as frameworks for operationalizing strategies and providing feedback across business processes and outcomes.
CHAPTER 2 (PART 1) - RECRUITMENT AND SELECTION.pptxshisyi
This chapter discusses the key aspects of recruitment and selection including defining recruitment, selection, and job analysis. It outlines the importance of job analysis in developing job descriptions and specifications to guide the recruitment and selection process. The chapter then details the typical steps in recruitment, from deciding to recruit to holding inductions. It also examines techniques for collecting applicant information and important considerations around contracts of employment such as key terms and types of contracts. Finally, some common issues and problems in recruitment and selection are reviewed such as nepotism, age discrimination, and hiring foreign workers.
OUR EVERYDAY ACTIVITIES FOR HR
1. Communication
2. Behavior
3. Correspondence
4. Daily Report on various job
5. Previous day activities
6. Current Issues
7. feedback & Follow up
8. Deviation
9. Audit Conduct
10. Visitors in Factory
11. Development Work
12. Interaction with different Committee in Factory along with CHO team
13. Creativity/Dynamism//Self-motivation /Technicality
14. Active Role/ Empowerment
15. Make yourself Surplus.
This document discusses job analysis and rewards. It begins by outlining job analysis, which is defined as a systematic investigation of the tasks, duties, and responsibilities of a job. It also discusses competency-based job analysis and how it supports performance management. Finally, it discusses collecting information on job rewards through interviews and surveys, and establishing the job-related nature of staffing practices through a valid job analysis.
The document provides an overview of talent acquisition, including its importance, key components, and best practices. It discusses talent acquisition as a strategic process that includes sourcing, selecting, and onboarding new hires. The document outlines the talent acquisition workflow and explains important considerations like person-job and person-organization fit. It also provides tips for developing strong interview questions and effectively evaluating candidates.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Facebook has several policies to attract and retain top talent:
- It funds employees' innovative ideas and values their skills. Employees can choose their own teams and projects to keep them engaged.
- The company offers free food, over a month of paid time off each year even for new hires, and four months of paid parental leave to support work-life balance.
- Facebook is ranked a top employer due to challenges that help employees fulfill the company's mission and focus on excellence in recruiting.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
The document discusses recruitment and selection processes. It defines recruitment as attracting candidates to jobs and selection as hiring the right person for the right job. The process involves planning, locating prospective candidates through internal and external sources, evaluating applicants through screening, interviews, testing and reference checks, making a selection decision and job offer. It also discusses recruitment and selection objectives and strategies, different recruitment and selection systems, and concludes that filling vacancies with right people at the right cost achieves organizational goals.
From ConnectIn, click through to see why the powerful combination of insights and relationships is vital to modern talent acquisition today.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Job analysis is the process of determining the duties, responsibilities, skills, and qualifications required for a job. It involves collecting information about jobs through methods like interviews, questionnaires, and observation. This information is then used to write job descriptions that outline a job's duties and specifications that list required qualifications. Job analysis ensures legal and operational compliance and supports recruitment, performance evaluation, and training. It has evolved to focus more on competencies and empowering workers through enriched jobs with more responsibilities.
Recruitment and section can be evaluated by using the following questionnairedesire120
This document contains a questionnaire to evaluate the effectiveness of recruitment and selection processes at an organization. It includes 16 questions across various aspects of recruitment and selection like the length of time working at the organization, how well positions are defined, how affirmative action needs are supported, the quality of applicants, interview and testing processes, training for hiring employees, finding candidates from non-traditional sources, and using competency models and innovative techniques in the selection process. Respondents are asked to completely agree, agree, disagree or completely disagree with statements about how recruitment and selection impacts employee turnover, morale, performance, and other factors.
This chapter discusses personnel planning and recruiting. It covers the recruitment and selection process, including forecasting personnel needs, determining internal and external candidate sources, and evaluating recruiting effectiveness. The key steps in recruitment are deciding what positions to fill, building a candidate pool through sources like referrals, screening applicants, selecting candidates through interviews, and making offers. Effective recruiting requires evaluating factors like the job market and legal compliance.
The value of candidate mapping is directly linked to its ability to help you project future human resources needs. So, download our candidate mapping PPT slideshow and create impressive modifiable PowerPoint slides related to your candidate mapping process. Candidate mapping helps companies assess, evaluate, and review their current staff so they can be readier for the future. It is a technique that charts individuals’ skills and abilities, assesses their performance and potential, and matches them with workforce planning strategies to balance an organization’s talent and needs. This candidate mapping Presentation template has been created keeping in mind the sources of your future recruitment, current vacancies, recruitment tracker, acquisition strategies, budget involved etc. Overall, this candidate mapping Presentation allows businesses to create a roadmap for succession planning, future recruiting, and employee development initiatives. So, download now and incorporate our amazing candidate mapping PPT slide visuals into your business presentations and impress your audience. Acquire a fearless attitude with our Candidate Mapping PowerPoint Presentation Slides. They give a feeling of fortitude.
This document provides information on hiring and training employees. It discusses obtaining necessary registrations and licenses, setting up safety measures and employee files, conducting lawful interviews, testing applicants, avoiding discrimination, employment contracts, required trainings, preventing theft, and evaluating employees. Louisiana law establishes the state as "employment-at-will" and outlines overtime pay rates and exemptions, minimum wage, and protections from termination for certain reasons like military service or filing workers' compensation claims.
The document provides an overview of employment law topics presented by Stuart E. Rudner at a Next Steps Employment Centre event. It discusses common myths about employment law, calculating notice and severance pay, the legal cornerstones of employment standards legislation, common law, contracts and policies. It also covers hiring processes, human rights considerations, accommodation, policies, investigations and terminations.
Competency mapping is the process of identifying the competencies needed to successfully perform a given job or role. It involves breaking down a role into its constituent tasks and activities and identifying the technical, behavioral, and conceptual knowledge and skills required. Competency mapping creates an accurate job profile that defines expectations for both candidates and employees, and helps align employee efforts with organizational needs. It provides transparency that can motivate employees while helping the organization achieve its strategic goals. Competencies are identified through methods like interviews, group work, and questionnaires with input from managers, current role holders, and others interacting with the role.
Hrm orientation and training by dessler garryTephkiantWun
This power point presentation covers topics related to human resource management orientation and training. It discusses what orientation and training are, their purposes, who is responsible for conducting them, and different methods for presenting orientation and assessing training needs. Some key points covered include defining orientation as introducing new employees to company policies and culture, the purposes of orientation being to help employees adjust and understand expectations, and different levels of orientation including organizational and departmental. Training methods discussed include on-the-job training, apprenticeships, lectures, and computer-based learning. The presentation also addresses evaluating the effectiveness of training programs.
The presentation discusses job analysis and methods for conducting it. It covers interviewing employees, using questionnaires, and observing workers to understand their job duties and responsibilities. The goal of job analysis is to write accurate job descriptions and specifications. It also examines job analysis in changing work environments, like those with more team-based work, and discusses techniques like job enlargement, rotation, and enrichment to adapt jobs. The presentation provides an overview of traditional and newer quantitative job analysis methods and how to write effective job descriptions and specifications.
The document discusses talent acquisition strategies and best practices. It defines talent acquisition as finding and acquiring skilled human labor to meet organizational needs. The talent acquisition team is responsible for finding, assessing, and hiring candidates to fill roles. Key aspects of an effective talent acquisition model include quality of hires, turnaround time, and maximizing the number of hires. Quality can be ensured through validating qualifications, conducting reference and social media checks. Turnaround time involves defining timelines for each step from job posting to offer. Maximizing numbers involves setting targets for submissions, hires per recruiter and prioritizing requirements.
The document discusses the importance of HR metrics for measuring workforce performance and linking it to business strategy execution and results. It introduces the balanced scorecard model for identifying the behaviors, competencies, mindsets, and culture required for workforce success and measuring their impact on business outcomes. Specific metrics are proposed for measuring HR competencies, systems, leadership behaviors, and overall workforce success in executing business strategy and creating value. The balanced scorecard, workforce scorecard, and HR scorecard are presented as frameworks for operationalizing strategies and providing feedback across business processes and outcomes.
CHAPTER 2 (PART 1) - RECRUITMENT AND SELECTION.pptxshisyi
This chapter discusses the key aspects of recruitment and selection including defining recruitment, selection, and job analysis. It outlines the importance of job analysis in developing job descriptions and specifications to guide the recruitment and selection process. The chapter then details the typical steps in recruitment, from deciding to recruit to holding inductions. It also examines techniques for collecting applicant information and important considerations around contracts of employment such as key terms and types of contracts. Finally, some common issues and problems in recruitment and selection are reviewed such as nepotism, age discrimination, and hiring foreign workers.
OUR EVERYDAY ACTIVITIES FOR HR
1. Communication
2. Behavior
3. Correspondence
4. Daily Report on various job
5. Previous day activities
6. Current Issues
7. feedback & Follow up
8. Deviation
9. Audit Conduct
10. Visitors in Factory
11. Development Work
12. Interaction with different Committee in Factory along with CHO team
13. Creativity/Dynamism//Self-motivation /Technicality
14. Active Role/ Empowerment
15. Make yourself Surplus.
This document discusses job analysis and rewards. It begins by outlining job analysis, which is defined as a systematic investigation of the tasks, duties, and responsibilities of a job. It also discusses competency-based job analysis and how it supports performance management. Finally, it discusses collecting information on job rewards through interviews and surveys, and establishing the job-related nature of staffing practices through a valid job analysis.
The document provides an overview of talent acquisition, including its importance, key components, and best practices. It discusses talent acquisition as a strategic process that includes sourcing, selecting, and onboarding new hires. The document outlines the talent acquisition workflow and explains important considerations like person-job and person-organization fit. It also provides tips for developing strong interview questions and effectively evaluating candidates.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Facebook has several policies to attract and retain top talent:
- It funds employees' innovative ideas and values their skills. Employees can choose their own teams and projects to keep them engaged.
- The company offers free food, over a month of paid time off each year even for new hires, and four months of paid parental leave to support work-life balance.
- Facebook is ranked a top employer due to challenges that help employees fulfill the company's mission and focus on excellence in recruiting.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
The document discusses recruitment and selection processes. It defines recruitment as attracting candidates to jobs and selection as hiring the right person for the right job. The process involves planning, locating prospective candidates through internal and external sources, evaluating applicants through screening, interviews, testing and reference checks, making a selection decision and job offer. It also discusses recruitment and selection objectives and strategies, different recruitment and selection systems, and concludes that filling vacancies with right people at the right cost achieves organizational goals.
From ConnectIn, click through to see why the powerful combination of insights and relationships is vital to modern talent acquisition today.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Job analysis is the process of determining the duties, responsibilities, skills, and qualifications required for a job. It involves collecting information about jobs through methods like interviews, questionnaires, and observation. This information is then used to write job descriptions that outline a job's duties and specifications that list required qualifications. Job analysis ensures legal and operational compliance and supports recruitment, performance evaluation, and training. It has evolved to focus more on competencies and empowering workers through enriched jobs with more responsibilities.
Recruitment and section can be evaluated by using the following questionnairedesire120
This document contains a questionnaire to evaluate the effectiveness of recruitment and selection processes at an organization. It includes 16 questions across various aspects of recruitment and selection like the length of time working at the organization, how well positions are defined, how affirmative action needs are supported, the quality of applicants, interview and testing processes, training for hiring employees, finding candidates from non-traditional sources, and using competency models and innovative techniques in the selection process. Respondents are asked to completely agree, agree, disagree or completely disagree with statements about how recruitment and selection impacts employee turnover, morale, performance, and other factors.
This chapter discusses personnel planning and recruiting. It covers the recruitment and selection process, including forecasting personnel needs, determining internal and external candidate sources, and evaluating recruiting effectiveness. The key steps in recruitment are deciding what positions to fill, building a candidate pool through sources like referrals, screening applicants, selecting candidates through interviews, and making offers. Effective recruiting requires evaluating factors like the job market and legal compliance.
The value of candidate mapping is directly linked to its ability to help you project future human resources needs. So, download our candidate mapping PPT slideshow and create impressive modifiable PowerPoint slides related to your candidate mapping process. Candidate mapping helps companies assess, evaluate, and review their current staff so they can be readier for the future. It is a technique that charts individuals’ skills and abilities, assesses their performance and potential, and matches them with workforce planning strategies to balance an organization’s talent and needs. This candidate mapping Presentation template has been created keeping in mind the sources of your future recruitment, current vacancies, recruitment tracker, acquisition strategies, budget involved etc. Overall, this candidate mapping Presentation allows businesses to create a roadmap for succession planning, future recruiting, and employee development initiatives. So, download now and incorporate our amazing candidate mapping PPT slide visuals into your business presentations and impress your audience. Acquire a fearless attitude with our Candidate Mapping PowerPoint Presentation Slides. They give a feeling of fortitude.
This document provides information on hiring and training employees. It discusses obtaining necessary registrations and licenses, setting up safety measures and employee files, conducting lawful interviews, testing applicants, avoiding discrimination, employment contracts, required trainings, preventing theft, and evaluating employees. Louisiana law establishes the state as "employment-at-will" and outlines overtime pay rates and exemptions, minimum wage, and protections from termination for certain reasons like military service or filing workers' compensation claims.
The document provides an overview of employment law topics presented by Stuart E. Rudner at a Next Steps Employment Centre event. It discusses common myths about employment law, calculating notice and severance pay, the legal cornerstones of employment standards legislation, common law, contracts and policies. It also covers hiring processes, human rights considerations, accommodation, policies, investigations and terminations.
Recruitment And Selection Hiring The Right PersonMariaVyalkova
The document discusses recruitment and selection methods used by organizations to hire employees. It covers internal and external recruitment strategies, screening tools like interviews and tests, legal issues around discrimination and negligence, and evaluating the effectiveness of the recruitment process. The goal is to attract and hire qualified candidates while following applicable laws.
The document provides tips for startups on hiring and firing employees. It discusses when startups should hire and the key considerations in the hiring process such as determining skills needs. The document outlines the differences between independent contractors and employees. It provides advice on interviewing, onboarding new hires, and setting expectations. The document also discusses procedures for dismissing employees or contractors, including redundancy and disciplinary processes. Throughout, it emphasizes the importance of being fair, respectful and documenting all processes when hiring and firing.
The document discusses firing bosses and hiring leaders at a company. It proposes that companies should be leadership-driven rather than boss-driven. It outlines 9 responsibilities that leaders should have: making things right, creating momentum, promoting growth and development, creating a winner attitude, talking to people, being a preacher, having a clear objective, earning money, and having fun. The overall message is that companies should focus on hiring leaders rather than bosses to simplify operations and drive the business forward.
Here are the key points from the group on Training and Development:
- Training and development helps employees improve skills and knowledge to perform better in their roles.
- On-the-job training includes coaching, mentoring and shadowing more experienced employees.
- Off-the-job training takes place away from the work environment, such as seminars, conferences or online courses.
- Development focuses more on career progression through further education or new experiences.
- Benefits of training include improved performance, motivation and retention of employees. It also ensures employees can adapt to changes in technology and work processes.
- Training needs are identified through performance reviews comparing actual to required skills.
- Evaluation of training programs
The document discusses key topics in human resource management including staffing the organization, developing the workforce, compensation and benefits, the legal context of HR, and dealing with organized labor and collective bargaining. It covers job analysis and forecasting labor supply for staffing, as well as recruiting, selecting, training, and evaluating employees. Compensation topics include wages, salaries, bonuses, and benefits. Legal issues around discrimination, equal employment opportunity, and workplace safety are also addressed. The document concludes by covering trends in unions, collective bargaining issues, and types of labor actions and dispute resolution.
Chapter 14 The Dynamics of Labor RelationsRayman Soe
This chapter discusses labor unions and the laws governing labor relations. It covers the major federal laws that provide the framework for labor relations such as the Railway Labor Act, the Norris-LaGuardia Act, the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act. The chapter describes the process of union organization, collective bargaining, and contract administration. It also examines the roles and strategies of unions and employers in labor relations.
Recruitment involves targeted advertising, leadership trainings, and promoting at high-risk venues. The hiring process should be efficient, effective, and fair. An effective recruitment process results in a better quality, satisfied, and motivated workforce.
Retention strategies like empowering staff, team building, feedback, and meetings provide employees clarity and a framework for success. The quality of supervision impacts retention. Addressing reasons for dissatisfaction like boredom, lack of opportunities, and appreciation can enhance retention.
Employee relations programs focus on safeguarding employee interests through mutual cooperation between management and employees. These programs include participation programs to share decision making, protection programs to ensure workplace well-being, assistance programs to address employee needs, communication programs to share the organizational philosophy, and rights programs to ensure employment protections. Specific employee relations programs provide ownership participation, decision input, benefit sharing, health and safety protections, counseling, benefits, communication channels, and protections for job security, employment rights, and personal rights.
This presentation describes employee engagement, the three inclinations employees have towward being engaged, a spectrum of engagement, eight factors that affect engagement levels, and information about surveys and the correlation between engagement - personal behaviors - business results.
The document summarizes different models of labor management relations, including a one-to-one model between management and trade unions, a transactional model involving multiple stakeholders, and an environmental model accounting for various external factors. It also discusses the roles and objectives of trade unions in the Capital Development Authority of Pakistan, including collective bargaining, resolving worker issues, and both benefits and demerits of trade union involvement. Proper implementation of labor management models is recommended to facilitate good relations between workers and management.
Employee relations encompass the formal and informal relationships between managers and employees. The key goals of employee relations are to gain employee commitment to organizational goals, ensure acceptance and implementation of organizational change, and resolve conflicts. Employee relations involve players such as employers, employees, unions, and public bodies. Mechanisms for managing employee relations include consultation, participation, communication, collective bargaining, and legal regulation. Employee relations are also influenced by external factors such as the labor market and government policies.
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
The document discusses employee relations and outlines several key aspects of maintaining good employee relations. It discusses the importance of communication between employers and employees as well as among employees. Specifically, it outlines downward communication from employers to employees regarding training, benefits, safety, career development and other topics. It also discusses upward communication from employees to employers through feedback and performance appraisals. Finally, it discusses the advantages of maintaining good employee relations such as reduced absenteeism, improved morale and motivation, and increased productivity.
This document discusses employee engagement and provides information on defining engagement, measuring engagement, and strategies for improving engagement. Some key points:
- Employee engagement refers to an employee's emotional commitment and positive attachment to their organization. Highly engaged employees are enthusiastic about their work and further the interests of the organization.
- Common models for measuring engagement include the Gallup Q12 survey, which measures 12 factors like clear expectations, resources, development opportunities, and praise. Other models look at engagement drivers like career development, leadership, rewards, and work-life balance.
- Managers play a critical role in driving engagement through coaching, communicating goals, team development initiatives, and believing in employees' abilities. Regular communication, feedback
Employee motivation is important for a strong team and high performance. Low motivation can negatively impact morale, initiative, energy levels and increase mistakes and staff turnover. A self-motivation action plan in three steps can help boost motivation: 1) Clarify goals, 2) Identify obstacles, 3) Handle each obstacle. Common myths include thinking money alone motivates or that the employee is always right. Effective strategies involve finding the right job for each person, empowering employees, cooperation over competition, performance over "presenteeism", and making employees feel safe, valued and involved.
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.
The State of Employment Law: How to Comply with Trending Hiring LawsComplyRight, Inc.
The second in our two-part series, this presentation offers valuable insights on the state of employment law today. This time, we’re covering the major trends (and challenges) every employer must manage for more effective hiring. For example, did you know more than 33 states now restrict criminal history inquiries, and salary history bans are in effect in 11 states?
Get expert direction on the best strategies — and practical solutions — for maintaining compliance and shielding your business from legal risk.
Hiring & Onboarding Legal Skills You Must KnowBeau Howard
This slide deck covers various employment law topics for 2018 related to structuring application and interview questions, credit and background checks, Form I-9 and immigration compliance methods, and the use of E-verify.
1. The document discusses alternative career options for lawyers who do not want to practice law or are unhappy with practicing law. It identifies growing legal fields and industries, as well as non-legal career paths in education, government, and business.
2. Lawyers are encouraged to research growing subject areas and geographic regions, build skills in new technologies, and get involved in their community to explore new careers and opportunities. Transitioning successfully involves leveraging your legal expertise and networking widely.
3. Examples are given of successful non-practicing lawyers who started new types of businesses or pursued careers in education, consulting, and business. Coaching programs are also mentioned to help lawyers considering a career change.
HR Webinar: 2021 Compliance & Employment Law UpdateAscentis
2020 was nuts with employment laws changing rapidly so quickly to handle the COVID-19 pandemic. 2021 has no plans to slow down with new laws out of Congress and state legislatures contemplating higher minimum wages, paid leaves, additional protections against discrimination and harassment, and shifting priorities at federal agencies. With hopes of coming out of the pandemic by year’s end, HR professionals in all industries are preparing for the next wave of regulations affecting every industry.
Effective Law Firm Interviewing Skills: How to Avoid "Off Limits" Questions b...LawCrossing
This document discusses effective interviewing skills for law firms and how to avoid asking discriminatory questions. It provides examples of inappropriate questions about age, national origin, marital status, disability, organizations, and social interests. Employers should focus questions only on job qualifications and responsibilities. The document recommends interviewers prepare thoroughly, listen more than they talk, know employment law, and get training to ensure nondiscriminatory practices.
The document provides an overview of Pre-Paid Legal Services and their Identity Theft Shield product. It discusses the problems of identity theft and rising costs that many people face. Pre-Paid Legal offers identity theft monitoring, credit reports, restoration services through Kroll if identity theft occurs, and a legal plan to help with related legal issues at a cost of $26 per month. The suite of products is positioned as the best solution to protect against identity theft before, during, and after an event.
AlphaStaff Webinar Importance of Drug and Background ScreeningAlphaStaff
Hiring someone is a decision that should not be based solely on the person’s ability to handle the job. While skills required to conduct the job are necessary, one cannot rule out threats caused by an employee with a checkered past (or present). Someone with a criminal record or someone who isn’t who they say they are can potentially cause significant damage to the welfare of the company and its staff.
This webinar, led by one of the country’s premier background check and drug screening companies and a key partner of AlphaStaff, will highlight the need, the process and the advantages of proper pre-employment screenings. Presented by Sterling Infosystems.
This webinar is for the lawyer -or anyone else- who wants to brush up on the latest issues and strategies to be aware of regarding legal ethics and best practices. The panelists discuss recent and important case law in the area and explain how those decisions can have real-world impact on the situations you may be involved in. Among others, the panel will address the following Model Rules of Professional Conduct: Rule 1.7-Conflict of Interest: Current Clients; Rule 1.8-Conflict of Interest: Current Clients: Specific Rules; Rule 3.8 - Special Responsibilities of a Prosecutor; and Rule 4.4(a) Respect for Rights of Third Persons.
Part of the webinar series: LEGAL ETHICS – BEST PRACTICES 2022
See more at https://www.financialpoise.com/webinars/
This document provides guidance on conducting lawful job interviews to avoid discrimination. It discusses federal anti-discrimination laws regarding categories such as age, disability, sex, national origin, and military service. Interviewers are advised to only ask job-related questions and avoid personal questions. They should maintain consistency across interviews by using the same questions for all candidates. The document also covers how to handle volunteered personal information from candidates and identifies potential "red flags" to look for in candidates.
Hiring Hazards: How to Avoid the 7 Most Common Legal LandminesComplyRight, Inc.
Hiring talented, hard-working employees is a vital part of running a successful business. But it’s not always easy – nor is it risk-free. Make one wrong move, and a job seeker could sue your company for discriminatory or unfair hiring practices.
In this climate of heightened attention and regulatory enforcement, you can’t afford to cut corners when hiring. Strict compliance with employment laws comes into play at nearly every stage – from writing a job description and placing an ad to interviewing and screening applicants. This free webinar will examine the biggest legal landmines when hiring, with practical pointers on navigating a safe and compliant hiring path.
Watch now and learn:
- Why your job application may be illegal
- 5 questions you should NEVER ask candidates
- How to use pre-employment testing without getting into trouble
- The proper – and legal – way to construct a job offer
- Tips for completing new hire paperwork correctly
- The one thing you should provide to every new employee for your protection
Your Complete Compliance Guide For Hiring EmployeesJustworks
Congratulations are in order – you’re ready to hire your first employee! But growing your team can be complicated to navigate. Hiring new people demands compliance with a long list of laws and regulations: discrimination laws, tax withholdings, background check restrictions.
You can see how hiring might get messy without the help. Justworks’ slide will walk you through the labyrinth of staying compliant while hiring.
This is a group project for a professional responsibility class. It deals with the delivery of legal services and the role of attorneys in society.
And our teacher loves Disney movies, so we have a Disney theme.
LegalShield provides legal services and advice for a monthly fee. For one monthly payment, members can access unlimited legal advice and services for any issues without worrying about high hourly costs. LegalShield allows members to access legal help for issues like contracts, identity theft, and traffic tickets. The company is seeking new associates to join its legal protection services business which has the potential for income and freedom.
LegalShield provides legal services and advice for a monthly fee. For one monthly payment, members can access unlimited legal advice and services for any issues without worrying about high hourly costs. LegalShield allows members to access legal help for issues like contracts, identity theft, and traffic tickets. The company is seeking new associates to join its legal protection services business which has the potential for income and freedom.
This document discusses LegalShield, a legal services plan that provides members with access to legal advice and services for a monthly fee. It summarizes that LegalShield allows members to speak to a lawyer about any legal issue without worrying about high hourly costs, and provides services like trial defense representation. The document also notes that many people are joining LegalShield now due to the affordable access it provides to legal help.
The document provides information to college students about identity theft, credit cards, and how to be a savvy consumer. It discusses the risks of identity theft and tips to protect personal information. It also covers important information about credit cards, such as annual percentage rates and fees. Additionally, the document recommends creating a budget, reading all agreements carefully, and checking out businesses with the Better Business Bureau before making purchases or accepting job offers.
The document discusses the "grandparent scam", where scammers pretend to be a grandchild in distress to get money from grandparents. It describes the typical scenario, where the grandchild pretends to be in trouble and needs money quickly. It advises grandparents that if they receive such a call, they should ask identifying questions that only the real grandchild would know to verify their identity before providing any money or personal information. It also recommends informing others in the community about the scam to help prevent people from falling victim.
Imagine someone you know and really care about, maybe its a parent, grandparent, friend, neighbor, or maybe it's you. Then imagine he or she has lost every dollar they own. Imagine they do not tell anyone because they are too embarrassed, maybe they blame themselves, that it was their fault, or they are afraid that if someone finds out, that they will lose their independence, be placed in a nursing home, or that the criminal will find out and come back to hurt them. This is a real world scenario that happens every day right here in our own community.
The document provides tips for consumers to avoid scams and protect their personal information. It warns against giving out sensitive information to unknown callers, paying fees to claim prizes, or providing financial details in response to unsolicited emails. Work-from-home opportunities require caution, and high-pressure sales tactics should raise red flags. The document advises checking with the Better Business Bureau and doing research before committing to any new business.
The document provides an overview of advertising review from the perspective of the Better Business Bureau (BBB). It discusses the BBB's process for identifying misleading advertising claims, initiating communications with companies to seek changes, and informing the public about its efforts. The BBB reviews ads based on its advertising code and considers factors like implied meanings and evidence. It also outlines various advertising claim types like comparative pricing and provides guidelines for things like warranties, testimonials, and trigger terms.
The Tri-State Better Business Bureau Consumer Education Foundation provides consumer education and protects underserved populations. It has four major programs: consumer education, outreach to underserved groups, charity reviews, and a student integrity scholarship. The foundation is a 501(c)(3) nonprofit that expands the BBB's commitment to the community beyond traditional activities through these educational programs.
Sue received a letter claiming she had won a prize and received a check in the mail. However, several weeks later when she tried to deposit the check, her bank said it was counterfeit. These types of lottery and prize scams originating from foreign countries are illegal. If you receive such a suspicious letter or email, you should contact the proper authorities like the US Postal Inspection Service or local BBB to report the scam and protect yourself from being deceived.
Email fraud takes many forms, including lottery and sweepstakes scams, work-from-home schemes, health and diet scams, credit repair scams, and vacation prize promotions. Phishing scams impersonate legitimate businesses and organizations to steal personal or financial information. Recipients are encouraged to click links and fill out forms, but should avoid providing any sensitive data or clicking unknown links in emails. Government agencies are also commonly impersonated in phishing attempts. Recipients should be wary of any emails promising prizes or financial gains that seem too good to be true.
John saw an ad offering a $65,000 government grant. He received a call from "Alec Watson" asking for his personal information to verify the grant. John provided his bank routing number and $257 was taken from his account. However, John received nothing. The document warns that no legitimate government grants are offered over the phone and require extensive documentation, not simple verification of personal details. People should check official government websites like grants.gov for real grant opportunities instead of trusting unsolicited offers.
This document lists 10 common business scams including yellow pages invoice scams, third party payment scams, phony invoices, labor poster solicitations, overpayment scams, vanity pitches, office supply and paper pirates scams, and phone bill cramming. It provides contact information for the Tri-State Better Business Bureau to learn more about these scams.
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
[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.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
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
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
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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2. Kim is the manager of a small business and needs
to hire another full time staff member.
The classified ad that she ran in the local paper
was very vague.
3. Kim’s third interview of the day was with a very
nice young woman named Marci.
During the course of exchanging pleasantries, Kim
asks about her family and Marci mentions that she
is looking forward to having children.
4. Kim is concerned that Marci may be planning to
start and family immediately and therefore would
not be in the office for very long.
Marci files a lawsuit alleging discrimination.
5. It can happen to you too.
Employee Claims Are On The Rise
•Largest category of Federal Civil Lawsuits
•25,000 new job discrimination Federal Court
lawsuits each year
· More than Doubled in Five Years
· Averaging 20% per year increase
Verdicts and Settlements – Cause for Alarm
1. Average Awards for Litigated Employment Cases
a. Age Discrimination $219,000.00
b. Race Discrimination $147, 799.00
c. Sex Discrimination $106,728.00
d. Disability Discrimination $100,345.00
6. Before you even place the first "Help Wanted" ad for a
vacant position, you should do the following:
• Re-evaluate the mix of responsibilities assigned to the
position.
• Consider if the current people are assigned to the
most appropriate positions.
• Prioritize the "must have" qualifications for the job;
the important qualifications; and the helpful, but less
important, qualifications.
7. Don't Just Run A "Help Wanted" Ad
Where should you advertise to attract new help?
"Help Wanted" ads and employment agencies, both of which
can be expensive, are obvious places to start. Here's a
few other suggestions:
• Encourage current employees to mention the opening to
friends.
• Put up a sign on your building.
• Especially for professional and technical positions,
advertise on the Internet.
8. Keep Hiring Legal
The most legally sensitive time is during the
interview process. Following are some of the key
areas that are covered by fair hiring laws. You will
see a trend in what is legal and what is illegal—
essentially, you cannot ask questions that will
reveal information that can lead to bias in hiring,
but you can ask questions that relate to job
performance.
?
9. • Affiliations: Do not ask about clubs, social organizations, or
union membership; do ask about relevant professional
associations.
• Age: Do not ask a candidate's age other than, "if hired," can a
candidate produce proof that he or she is 18 years of age.
• Alcohol or Drug Use: The only allowable question relating to
current or past drug or alcohol use is, "Do you currently use
illegal drugs?"
• Criminal Record: Do not ask if a candidate has been arrested;
you may ask if the candidate has ever been convicted of a
crime.
• Culture/Natural Origin: You may ask if the individual can,
"upon hire," provide proof of legal right to work in the United
States. You may ask about language fluency if it is relevant to
job performance.
Interview Question Guidelines
10. Interview Questions (Continued)
•Disability: You may ask if candidates can perform essential job
functions, with or without reasonable accommodation; and you
may ask them to demonstrate how they would perform a job-
related function. You may ask about prior attendance records.
•Marital/Family Status: Questions about marital status and
family issues are discouraged except as they relate to job
performance, as in the child care example above.
•Personal: Avoid questions related to appearance, home
ownership, and personal financial situation.
•Race/Color: No race-related questions are legal.
•Religion: If Saturday or Sunday is a required work day, you
may ask candidates if they will have a problem working on those
days.
•Sex: You may ask if a candidate has ever worked under another
name.
12. Two Goals of Termination
Any time you have to deliver the termination
decision, you should have two goals in mind:
(1) the sending of as positive a message as
possible to the employee being terminated, as well
as to the rest of the workforce; and
(2) the protection of the organization from
litigation.
13. The Eight Essentials
1. Follow your policies.
2. Be consistent.
3. Investigate fairly and thoroughly.
4. Consider the legal risks.
5. Document the reasons for termination.
6. Tell the truth.
7. Limit discussions about the
termination.
14. And finally…
8. Plan the termination meeting.
(1) Pick a good time for the termination conference
(2) Select a suitable location to preserve the employee's
dignity and privacy
(3) Choose the appropriate attendees for the conference.
(4) Prepare all necessary or final paperwork (such as
COBRA notice and final pay).
15. What Do You Do with Employees Files After They Leave
Your Company?
To comply with IRS regulations, you must hang on to
employee files for seven years after an employee leaves your
company. To defend your company against possible
lawsuits concerning breach of employment, failure to pay
overtime, employment discrimination, sexual harassment
and any other type of employment issue, you should keep
employee files for four years — the statute of limitations for
such claims.
16. This presentation was brought to you by:
The Tri-state
Better Business Bureau
www.evansville.bbb.org
5401 Vogel Road
Evansville, Indiana 47715
(812)473-0202 * (800)389-0979
Editor's Notes
She hasn’t thought of a clear title or job description, she just knows they need an extra pair of hands in the office. She sets up a whole day of interviews.
Marci commented on the photo of Kim’s family hanging on the wall and mentioned that she had recently gotten married.
Ultimately, Kim chooses another candidate.
While later analyzing the interview, Marci comes to the conclusion that the only possible reason that she didn’t get the job is that Kim was worried about potential maternity leave. She never considers the possibility of a better qualified candidate.
Kim made several errors in hiring a new employee. Use the following tips to avoid a similar situation in your business.
Before you can find the right person, you have to know who you are looking for.
Consider offering, like many other companies do, a referral bonus. Be creative.
Common sense is not longer enough to keep hiring legal. All hiring managers need to have a basic understanding of the legalities of hiring. The legal issues are probably not as straightforward as you may think.
The proper handling of the termination of an employee can be just as important as the hiring of a new employee.
Terminations are a fact of life for managers. But it is a big decision which should not be taken lightly.
If you follow the eight recommended steps, you can reduce stress and the chances of ending up in court.
You don't necessarily have to treat every employee exactly the same, but you should treat "similarly situated" employees (those with similar jobs, performance histories, and length of employment) as consistently as possible or have business-related reasons for your inconsistencies.
Before you terminate, make sure you have conducted a fair and complete investigation, particularly in cases of misconduct.
the risk that the termination will cause legal claims. For example, consider the potential for claims of discrimination, wrongful discharge, retaliation, violations of the Family and Medical Leave Act, failure to accommodate under the Americans with Disabilities Act, or wage and hour violations. If you are concerned the employee may file a claim, consult legal counsel.
And always remember that you should never speak ill of recently departed employees. Try to keep up the morale of the rest of the staff.