Hrm (2)
•Download as PPT, PDF•
0 likes•34 views
This document outlines disciplinary policies and procedures for employees. It discusses the types of disciplinary actions that can be taken, including oral and written reprimands, suspensions, demotions, reassignments, and terminations. A progressive disciplinary approach is recommended, starting with less severe actions like oral warnings and escalating to more severe punishments like suspension and termination only for repeated offenses. All suspension or termination actions require approval from the Director of Human Resources or their designee. Specific job deficiencies and examples of corresponding disciplinary actions are listed.
Report
Share
Report
Share
Recommended
Code Of Conduct
This document outlines a company's code of conduct policy. It defines ethical standards for employee behavior and conduct. Infractions are divided into minor, major and grave categories based on their severity and impact. Disciplinary actions range from verbal warnings for minor infractions to dismissal for grave offenses. An administrative investigation committee evaluates evidence and determines appropriate sanctions, which are implemented by HR. The policy aims to promote ethical work practices and deter unacceptable behavior.
HR WORK EXPERIENCE NOTES POLICIES
The document outlines HR activities for a week, including consultations on redundancy, reviewing policies on recruitment, absence management, organizational change, discipline, and bullying. It also describes interviewing a recruitment manager, probation policy reviews, sickness reviews, listening events, and the recruitment process from posting a vacancy to onboarding a new hire. Key HR responsibilities involve advising managers, ensuring policy implementation and compliance with legislation, handling investigations and appeals, and supporting employees through absence and sickness reviews.
Attendance Management: Getting Staff to Come to Work
An effective attendance management program can reap large gains both for improved productivity but also employee wellness.
Employee progressive discipline
This document discusses progressive discipline and just cause procedures for addressing employee performance issues. It explains that progressive discipline is a corrective rather than punitive approach, starting with counseling and potentially progressing to suspension or termination. The FRISK and Skelly models provide frameworks for documentation at each step to ensure due process. Supervisors should consult HR and provide employees notice, opportunities for improvement, and ability to respond before imposing discipline. The goal is to help employees correct issues while justifying more serious penalties if needed.
Dessler 14
This document discusses ethics, justice, and fair treatment in human resource management. It explains the meaning of ethics and organizational culture. It describes how HR can influence ethical behavior through activities like selection, training, performance appraisal, and disciplinary systems. It discusses managing dismissals and terminations fairly to avoid wrongful discharge suits. Specific topics covered include nonpunitive discipline, employee privacy, exit interviews, and plant closing laws.
Chapter 13
Human Resource Management discusses internal employee relations and managing employee departures and transitions. Key topics include progressive discipline, grievance procedures, termination processes, and alternative dispute resolution. Managing resignations, transfers, promotions, demotions, layoffs, and retirements appropriately helps maintain positive employee relations.
EMPLOYEE DISCIPLINE
-INTRODUCTION
-MEANING AND DEFINITION
-NATURE OF DISCIPLINE
-OBJECTIVES
-COMPONENTS OF DISCIPLINE
-DISCIPLINARY ASPECTS
-ORGANISATIONAL DISCIPLINARY LINE
-EMPLOYEE PROBLEM
-IMPORTANCE OF DISCIPLINE
-POSITIVE EMPLOYEE DISCIPLINE
-INDISCIPLINE
-APPROACHES
-HOT STOVE RULE
HOW TO DEAL WITH DISCIPLINARY?
-CONCLUSION
Making the Medical Staff Corrective Action Process Safe and Fair (1) (2).pptx
Balancing Medical Staff Member Rights and Patient Safety in Medical Staff Actions for the State of Michigan
Recommended
Code Of Conduct
This document outlines a company's code of conduct policy. It defines ethical standards for employee behavior and conduct. Infractions are divided into minor, major and grave categories based on their severity and impact. Disciplinary actions range from verbal warnings for minor infractions to dismissal for grave offenses. An administrative investigation committee evaluates evidence and determines appropriate sanctions, which are implemented by HR. The policy aims to promote ethical work practices and deter unacceptable behavior.
HR WORK EXPERIENCE NOTES POLICIES
The document outlines HR activities for a week, including consultations on redundancy, reviewing policies on recruitment, absence management, organizational change, discipline, and bullying. It also describes interviewing a recruitment manager, probation policy reviews, sickness reviews, listening events, and the recruitment process from posting a vacancy to onboarding a new hire. Key HR responsibilities involve advising managers, ensuring policy implementation and compliance with legislation, handling investigations and appeals, and supporting employees through absence and sickness reviews.
Attendance Management: Getting Staff to Come to Work
An effective attendance management program can reap large gains both for improved productivity but also employee wellness.
Employee progressive discipline
This document discusses progressive discipline and just cause procedures for addressing employee performance issues. It explains that progressive discipline is a corrective rather than punitive approach, starting with counseling and potentially progressing to suspension or termination. The FRISK and Skelly models provide frameworks for documentation at each step to ensure due process. Supervisors should consult HR and provide employees notice, opportunities for improvement, and ability to respond before imposing discipline. The goal is to help employees correct issues while justifying more serious penalties if needed.
Dessler 14
This document discusses ethics, justice, and fair treatment in human resource management. It explains the meaning of ethics and organizational culture. It describes how HR can influence ethical behavior through activities like selection, training, performance appraisal, and disciplinary systems. It discusses managing dismissals and terminations fairly to avoid wrongful discharge suits. Specific topics covered include nonpunitive discipline, employee privacy, exit interviews, and plant closing laws.
Chapter 13
Human Resource Management discusses internal employee relations and managing employee departures and transitions. Key topics include progressive discipline, grievance procedures, termination processes, and alternative dispute resolution. Managing resignations, transfers, promotions, demotions, layoffs, and retirements appropriately helps maintain positive employee relations.
EMPLOYEE DISCIPLINE
-INTRODUCTION
-MEANING AND DEFINITION
-NATURE OF DISCIPLINE
-OBJECTIVES
-COMPONENTS OF DISCIPLINE
-DISCIPLINARY ASPECTS
-ORGANISATIONAL DISCIPLINARY LINE
-EMPLOYEE PROBLEM
-IMPORTANCE OF DISCIPLINE
-POSITIVE EMPLOYEE DISCIPLINE
-INDISCIPLINE
-APPROACHES
-HOT STOVE RULE
HOW TO DEAL WITH DISCIPLINARY?
-CONCLUSION
Making the Medical Staff Corrective Action Process Safe and Fair (1) (2).pptx
Balancing Medical Staff Member Rights and Patient Safety in Medical Staff Actions for the State of Michigan
BUSS_213_Week_7___Final_Submission_and_Portfolio_Project_Reflection
This memo discusses potential age discrimination issues regarding an employee termination. It notes that the company is located in an at-will employment state, allowing termination for any non-discriminatory reason. However, the 67-year-old terminated employee could have grounds for an age discrimination suit under the Age Discrimination in Employment Act (ADEA) if the company cannot demonstrate she was actually overqualified for the position as stated. The memo advises documenting the overqualification claim and warns against retaliation for filing an ADEA charge. The Older Workers Benefit Protection Act is deemed not applicable in this non-benefit case. References to relevant discrimination laws are provided.
Employee Rights
The document discusses various employee rights and responsibilities in the workplace. It covers statutory rights based on laws, contractual rights based on employment agreements, and implied rights based on promises made by employers. It also discusses employment-at-will, exceptions to at-will employment, wrongful discharge, constructive discharge, and ensuring fairness and due process. Finally, it outlines policies, procedures, rules, discipline processes, and other HR responsibilities regarding employees.
SPW_51_3
This document outlines an attendance policy for hourly non-union associates of Caraustar Industries. It defines absences and tardiness, requires associates to notify the company at least one hour before any absence, and establishes an administrative point system for absences and tardiness. Associates can accumulate points over 12 months that may result in warnings, suspensions, or termination based on the number of points. The policy aims to reinforce regular attendance and address associates who frequently miss work.
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.
Disciplinary
Disciplinary actions aim to ensure employees follow organizational rules and procedures. They can take verbal warnings, written warnings, suspensions, demotions, pay cuts, or dismissal depending on the misconduct. Minor infractions like attendance issues cause little harm but accumulate, while major infractions affect morale. Intolerable offenses seriously harm the organization. Causes of indiscipline include poor job-person fit, relationship issues, unfair evaluations, and improper working conditions. Discipline should be objective, unbiased, and communicated clearly to prevent future issues.
Disciplinary procedures
This presentation was made to show how discipline plays an important role in every one's life's , if one follows discipline in his or her life, he or she can achieve any target , we have also shown the various disciplinary actions that could be taken against the employees if he does not follow the rules laid down by the employer and the process of disciplinary actions
Regulatory Updates January 2009
This document provides a summary of regulatory updates and an outlook on proposed legislation from a January 2009 conference call. Key points include:
- The ADAAA and FMLA were recently amended, expanding protections and changing processes. Next steps include reviewing policies, job descriptions, training managers, and updating forms.
- The Employee Free Choice Act (EFCA), which would eliminate secret union ballots, is a top priority for unions and may pass under the new administration. The company should educate employees on unions and get involved in the political process.
- The RESPECT Act may expand bargaining units by changing supervisor definitions. The company should strengthen positive employee relations and educate leaders and employees on proposed changes.
'How To' Guide for Absence Management
Absence management is designed to support employee health needs, provide guidance on absence procedures, detail appropriate sick pay schemes, and factor in legal positions on unauthorized absence. Getting absence management wrong can be costly due to a lack of employee support and honesty about absences. Employers should implement clear absence policies, return to work procedures, sick pay information, and support employee health through flexible working, employee assistance programs, and reasonable accommodations.
UNIVERSITY HEALTH PATIENT ACCESS DEPARTMENT
This new employee orientation document provides an overview of policies and procedures for patient access representatives at a university health system. It outlines topics like dress code, timekeeping, scheduling time off, core competencies, and quality assurance. New hires will go through training, learn registration systems, adhere to hospital guidelines, and be oriented to the functions of the patient access department.
Seclusion and Restraint Training Manual - December 2014
This document provides an overview and summary of seclusion and restraint standards and regulations for mental health treatment facilities in Florida. It defines key terms like seclusion and restraint, outlines consumer rights and prohibited uses. It describes requirements for staff training, personal safety plans, initiating seclusion or restraint through emergency treatment orders, monitoring requirements, documentation, and oversight. The goal is to ensure compliance with state rules regarding the use and reporting of seclusion and restraint events at state-contracted community mental health facilities.
Employee Handbook
This document is the employee handbook for ProTeam Janitorial. It provides an overview of company policies and procedures across various topics such as equal employment, harassment, drug and alcohol use, attendance, timekeeping, dress code, company property, personnel files, classifications, discipline, health and safety, and termination. Key policies include at-will employment, a prohibition on discrimination and harassment, requirements for regular attendance and notifying supervisors of any schedule changes or absences, and designating company property and facilities for work use only. The handbook establishes ProTeam Janitorial's expectations for conduct and makes clear that violations can result in disciplinary action up to and including termination.
10 HR Policies & Procedures You Need to Review Now
Harlene Doane, the COO of DealerStrong, goes through the 10 most important policies/procedures the HR department should have in place. She explains how to minimize risk and reduce HR headaches.
PP 100% OSHA COMPLIANT
This document provides guidance for companies undergoing an OSHA inspection. It outlines procedures for interacting with OSHA compliance officers, including requirements for record keeping, facility access, and interviews. It also explains the citation and appeal process, and emphasizes maintaining a cooperative and professional relationship with inspectors. Developing strong safety programs can help reduce violations and lower insurance costs. Consulting services are available to help companies achieve full compliance.
Christine Cooper-Final Handbook
This document is an employee handbook for Christine's Place Inc. It provides information on company policies such as equal employment opportunity, anti-harassment, drug testing, medical exams, breaks, leave policies, and benefits. The handbook notes that Christine's Place is committed to equal opportunity and prohibits harassment and discrimination. It outlines policies for full-time and part-time employment, leave time, and benefits.
No HR Staff? 7 Crucial Moves to Master Everyday Employee Management
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
Managing Employment Practices Liability
Strategies to reduce your risk in today\'s ever changing business climate. Contact me if you are open to a conversation regarding how your business may be impacted.
Absenteeism, Destructive Workplace Behaviour
• Types of absenteeism: culpable, innocent: making the distinction
• Addressing the root causes of absenteeism to determine if it is a symptom of stress, burn-out, addictions etc.
• Proactive strategies and guidance to rectify the behaviour
• Attendance policy: tips and strategies
• Ignoring it won't make it go away: how to communicate expectations, policy and confront the issue
• Determining when termination is appropriate
Employees grievances and disciplines
This document discusses employees' grievances and discipline procedures. It defines grievances as employee complaints about unfair treatment and outlines types of grievances including factual, imaginary, and disguised. Common grievance causes and methods for handling grievances such as open door policies, legal compliance, and grievance procedures involving multiple steps are also described. The document then defines employee discipline as regulating behavior through adherence to rules. Causes of disciplinary problems related to attendance, job performance, dishonesty, and outside activities are listed. Guidelines for administering discipline in a corrective and progressive manner are provided, as are examples of potential disciplinary actions ranging from oral warnings to dismissal.
Discipline
The document discusses the topic of discipline in the workplace, defining discipline as training to bring about desired behaviors and outlining different types of discipline including constructive discipline and self-controlled discipline. It also examines causes of indiscipline, approaches to discipline, principles of disciplinary action, and procedures for implementing both minor and major disciplinary actions.
Company HSE for WC Welding Services 2014
The document is an occupational health and safety handbook for WC Welding Services Inc. that outlines the company's policies and procedures related to substance abuse, behavioral safety, personal protective equipment, emergency response, and various workplace hazards. It establishes a zero tolerance policy for drug and alcohol use. Employees must submit to drug screening and will be subject to disciplinary action or termination for a positive test. The handbook provides guidance on safety topics like lockout/tagout, electrical safety, fall protection, and confined space entry to help prevent injuries and protect worker health.
Indus valley civilization (1)
The Indus Valley Civilization began around 7000 BCE and reached its peak around 2500-1500 BCE, centered around the large cities of Harappa and Mohenjo-Daro. These cities had populations of around 40,000 people and were carefully planned with grid-like streets and drainage systems. Around 1500 BCE, Aryan groups migrated into the region, influencing the Harappan culture and religion. They established Vedic religion, with its hymns collected in the Rig Veda and concepts of dharma, samsara, and karma. This helped develop the system of castes that stratified Indian society.
Baudhayan
Baudhayana was an ancient Indian mathematician and likely priest who authored the earliest Sulba Sutra, a text that contained geometric rules and the earliest known calculation of pi. The Sulba Sutra provided numerical and geometrical proofs of the Pythagorean theorem, calculating it precisely and solving problems involving circles and squares, yet its contributions were overlooked as later Greek mathematicians incorrectly credited Pythagoras with the theorem.
More Related Content
Similar to Hrm (2)
BUSS_213_Week_7___Final_Submission_and_Portfolio_Project_Reflection
This memo discusses potential age discrimination issues regarding an employee termination. It notes that the company is located in an at-will employment state, allowing termination for any non-discriminatory reason. However, the 67-year-old terminated employee could have grounds for an age discrimination suit under the Age Discrimination in Employment Act (ADEA) if the company cannot demonstrate she was actually overqualified for the position as stated. The memo advises documenting the overqualification claim and warns against retaliation for filing an ADEA charge. The Older Workers Benefit Protection Act is deemed not applicable in this non-benefit case. References to relevant discrimination laws are provided.
Employee Rights
The document discusses various employee rights and responsibilities in the workplace. It covers statutory rights based on laws, contractual rights based on employment agreements, and implied rights based on promises made by employers. It also discusses employment-at-will, exceptions to at-will employment, wrongful discharge, constructive discharge, and ensuring fairness and due process. Finally, it outlines policies, procedures, rules, discipline processes, and other HR responsibilities regarding employees.
SPW_51_3
This document outlines an attendance policy for hourly non-union associates of Caraustar Industries. It defines absences and tardiness, requires associates to notify the company at least one hour before any absence, and establishes an administrative point system for absences and tardiness. Associates can accumulate points over 12 months that may result in warnings, suspensions, or termination based on the number of points. The policy aims to reinforce regular attendance and address associates who frequently miss work.
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.
Disciplinary
Disciplinary actions aim to ensure employees follow organizational rules and procedures. They can take verbal warnings, written warnings, suspensions, demotions, pay cuts, or dismissal depending on the misconduct. Minor infractions like attendance issues cause little harm but accumulate, while major infractions affect morale. Intolerable offenses seriously harm the organization. Causes of indiscipline include poor job-person fit, relationship issues, unfair evaluations, and improper working conditions. Discipline should be objective, unbiased, and communicated clearly to prevent future issues.
Disciplinary procedures
This presentation was made to show how discipline plays an important role in every one's life's , if one follows discipline in his or her life, he or she can achieve any target , we have also shown the various disciplinary actions that could be taken against the employees if he does not follow the rules laid down by the employer and the process of disciplinary actions
Regulatory Updates January 2009
This document provides a summary of regulatory updates and an outlook on proposed legislation from a January 2009 conference call. Key points include:
- The ADAAA and FMLA were recently amended, expanding protections and changing processes. Next steps include reviewing policies, job descriptions, training managers, and updating forms.
- The Employee Free Choice Act (EFCA), which would eliminate secret union ballots, is a top priority for unions and may pass under the new administration. The company should educate employees on unions and get involved in the political process.
- The RESPECT Act may expand bargaining units by changing supervisor definitions. The company should strengthen positive employee relations and educate leaders and employees on proposed changes.
'How To' Guide for Absence Management
Absence management is designed to support employee health needs, provide guidance on absence procedures, detail appropriate sick pay schemes, and factor in legal positions on unauthorized absence. Getting absence management wrong can be costly due to a lack of employee support and honesty about absences. Employers should implement clear absence policies, return to work procedures, sick pay information, and support employee health through flexible working, employee assistance programs, and reasonable accommodations.
UNIVERSITY HEALTH PATIENT ACCESS DEPARTMENT
This new employee orientation document provides an overview of policies and procedures for patient access representatives at a university health system. It outlines topics like dress code, timekeeping, scheduling time off, core competencies, and quality assurance. New hires will go through training, learn registration systems, adhere to hospital guidelines, and be oriented to the functions of the patient access department.
Seclusion and Restraint Training Manual - December 2014
This document provides an overview and summary of seclusion and restraint standards and regulations for mental health treatment facilities in Florida. It defines key terms like seclusion and restraint, outlines consumer rights and prohibited uses. It describes requirements for staff training, personal safety plans, initiating seclusion or restraint through emergency treatment orders, monitoring requirements, documentation, and oversight. The goal is to ensure compliance with state rules regarding the use and reporting of seclusion and restraint events at state-contracted community mental health facilities.
Employee Handbook
This document is the employee handbook for ProTeam Janitorial. It provides an overview of company policies and procedures across various topics such as equal employment, harassment, drug and alcohol use, attendance, timekeeping, dress code, company property, personnel files, classifications, discipline, health and safety, and termination. Key policies include at-will employment, a prohibition on discrimination and harassment, requirements for regular attendance and notifying supervisors of any schedule changes or absences, and designating company property and facilities for work use only. The handbook establishes ProTeam Janitorial's expectations for conduct and makes clear that violations can result in disciplinary action up to and including termination.
10 HR Policies & Procedures You Need to Review Now
Harlene Doane, the COO of DealerStrong, goes through the 10 most important policies/procedures the HR department should have in place. She explains how to minimize risk and reduce HR headaches.
PP 100% OSHA COMPLIANT
This document provides guidance for companies undergoing an OSHA inspection. It outlines procedures for interacting with OSHA compliance officers, including requirements for record keeping, facility access, and interviews. It also explains the citation and appeal process, and emphasizes maintaining a cooperative and professional relationship with inspectors. Developing strong safety programs can help reduce violations and lower insurance costs. Consulting services are available to help companies achieve full compliance.
Christine Cooper-Final Handbook
This document is an employee handbook for Christine's Place Inc. It provides information on company policies such as equal employment opportunity, anti-harassment, drug testing, medical exams, breaks, leave policies, and benefits. The handbook notes that Christine's Place is committed to equal opportunity and prohibits harassment and discrimination. It outlines policies for full-time and part-time employment, leave time, and benefits.
No HR Staff? 7 Crucial Moves to Master Everyday Employee Management
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
Managing Employment Practices Liability
Strategies to reduce your risk in today\'s ever changing business climate. Contact me if you are open to a conversation regarding how your business may be impacted.
Absenteeism, Destructive Workplace Behaviour
• Types of absenteeism: culpable, innocent: making the distinction
• Addressing the root causes of absenteeism to determine if it is a symptom of stress, burn-out, addictions etc.
• Proactive strategies and guidance to rectify the behaviour
• Attendance policy: tips and strategies
• Ignoring it won't make it go away: how to communicate expectations, policy and confront the issue
• Determining when termination is appropriate
Employees grievances and disciplines
This document discusses employees' grievances and discipline procedures. It defines grievances as employee complaints about unfair treatment and outlines types of grievances including factual, imaginary, and disguised. Common grievance causes and methods for handling grievances such as open door policies, legal compliance, and grievance procedures involving multiple steps are also described. The document then defines employee discipline as regulating behavior through adherence to rules. Causes of disciplinary problems related to attendance, job performance, dishonesty, and outside activities are listed. Guidelines for administering discipline in a corrective and progressive manner are provided, as are examples of potential disciplinary actions ranging from oral warnings to dismissal.
Discipline
The document discusses the topic of discipline in the workplace, defining discipline as training to bring about desired behaviors and outlining different types of discipline including constructive discipline and self-controlled discipline. It also examines causes of indiscipline, approaches to discipline, principles of disciplinary action, and procedures for implementing both minor and major disciplinary actions.
Company HSE for WC Welding Services 2014
The document is an occupational health and safety handbook for WC Welding Services Inc. that outlines the company's policies and procedures related to substance abuse, behavioral safety, personal protective equipment, emergency response, and various workplace hazards. It establishes a zero tolerance policy for drug and alcohol use. Employees must submit to drug screening and will be subject to disciplinary action or termination for a positive test. The handbook provides guidance on safety topics like lockout/tagout, electrical safety, fall protection, and confined space entry to help prevent injuries and protect worker health.
Similar to Hrm (2) (20)
BUSS_213_Week_7___Final_Submission_and_Portfolio_Project_Reflection
BUSS_213_Week_7___Final_Submission_and_Portfolio_Project_Reflection
Seclusion and Restraint Training Manual - December 2014
Seclusion and Restraint Training Manual - December 2014
10 HR Policies & Procedures You Need to Review Now
10 HR Policies & Procedures You Need to Review Now
No HR Staff? 7 Crucial Moves to Master Everyday Employee Management
No HR Staff? 7 Crucial Moves to Master Everyday Employee Management
More from Neelam Soni
Indus valley civilization (1)
The Indus Valley Civilization began around 7000 BCE and reached its peak around 2500-1500 BCE, centered around the large cities of Harappa and Mohenjo-Daro. These cities had populations of around 40,000 people and were carefully planned with grid-like streets and drainage systems. Around 1500 BCE, Aryan groups migrated into the region, influencing the Harappan culture and religion. They established Vedic religion, with its hymns collected in the Rig Veda and concepts of dharma, samsara, and karma. This helped develop the system of castes that stratified Indian society.
Baudhayan
Baudhayana was an ancient Indian mathematician and likely priest who authored the earliest Sulba Sutra, a text that contained geometric rules and the earliest known calculation of pi. The Sulba Sutra provided numerical and geometrical proofs of the Pythagorean theorem, calculating it precisely and solving problems involving circles and squares, yet its contributions were overlooked as later Greek mathematicians incorrectly credited Pythagoras with the theorem.
Training and its types
There are several types of training for employees. Skills training focuses on basic job skills, while orientation training helps new employees become productive more quickly by providing important initial information. Refresher training keeps existing employees up-to-date on the latest methods. Cross-functional training allows employees to gain experience in other roles. Team training and creativity training develop skills for collaborating and problem-solving. The tourism and hospitality industry employs both formal classroom training as well as informal on-the-job training.
Training & development
Training is a short-term process focused on improving current job performance and preparing employees for intended jobs through learning sequenced behaviors. It has specific goals of improving capability, capacity, and performance. Development is a long-term process that improves job performance and facilitates personal growth by imparting knowledge, changing attitudes, and increasing skills. Development focuses on managerial personnel and general knowledge, while training focuses on technical skills for non-managerial personnel. The purpose of training is to improve productivity, quality, organizational climate, health and safety, and personal growth. The purpose of development is to improve managerial performance.
Training & development (1)
Training involves learning behaviors to improve current or future job performance, and has specific goals around capability, capacity, and performance. Development not only improves job skills but also promotes personal growth by helping individuals mature and realize their potential.
The key differences are that training is short-term and job-focused, while development is long-term and aims to impart general knowledge. Training targets non-managerial staff on technical problems, while development is for managers and philosophical concepts.
The purposes of training are to improve productivity, quality, organizational climate, health and safety, and personal growth. Development attempts to impart knowledge, change attitudes, and increase skills in order to improve managerial performance. Education is broader than training and aims to
Steps in systematic
A training plan consists of 7 steps: 1) determining training needs through organizational, task, and manpower analysis; 2) establishing training policies; 3) setting goals and objectives like operational, performance, instructional, and personal growth; 4) preparing a training budget that estimates costs; 5) deciding on a training venue; 6) deciding on training methods and techniques based on job needs, trainee backgrounds, and available resources; 7) determining methods to evaluate training through measuring reactions, testing learning gains, observing performance changes, and measuring results.
Republic of congo
Congo is located in Central Africa, bordered by several countries. Its capital and largest city is Brazzaville. It has a tropical climate with wet and dry seasons. The economy relies on oil production and agriculture. Some key facts are:
- Capital: Brazzaville
- Official language: French
- Bordered by Gabon, Cameroon, Central African Republic, Democratic Republic of Congo and Angola
- Tropical climate with temperatures between 21-27°C and high rainfall in the north
Recognition
This document discusses object recognition and summarizes several key concepts:
1. Object recognition includes tasks like verification, detection, identification, and categorization of objects and scenes.
2. Dimensionality reduction techniques like principal component analysis (PCA) can be used to reduce the dimensionality of image data and extract the most important variations, called eigenfaces, for face recognition.
3. A Bayesian framework can be used for probabilistic classification, where the posterior probability of a class is calculated using the likelihood, prior, and evidence to determine the most probable class.
Placement
Placement involves assigning an accepted job candidate to a specific position that matches their qualifications and abilities, as well as the job demands. It aims to balance the strain of working conditions with compensation, opportunities, and coworker relationships. Effective placement follows principles like considering the job first, matching qualifications, developing loyalty, having placement determined before start dates, and allowing for initial temporary assignments. Challenges can include meeting employee and job expectations, as well as adjusting to changes in technology, organization structure, and social/psychological factors.
Performance appraisal
Performance appraisals systematically evaluate employee performance to understand abilities and potential for growth. Advantages include promotions for efficient workers, compensation packages, developing training programs, validating selection procedures, improving communication, and motivating employees. Limitations are that raters can form impressions based on some characteristics, rate based on a single quality or with excessive strictness or lenience, see all employees as average, let personal biases influence ratings, let past performance influence present ratings, and let recent behavior influence ratings more than past performance.
Performance appraisal is the step where the management finds out how effect...
Performance appraisal is used to evaluate employee performance and determine compensation, promotion, training needs, and other employment decisions. It involves supervisors measuring employees' performance against targets and plans, providing feedback, and guiding improvement. The objectives of performance appraisal include maintaining compensation records, identifying strengths and weaknesses to optimize job placement, assessing potential for growth, and providing feedback. It also serves as a basis for influencing employee behavior and reviewing training programs.
Performance appraisal (2)
Performance appraisal is the systematic evaluation of employees' performance to understand their abilities, rate their performance against organizational goals, and provide direction for growth. There are various methods of performance appraisal including graphic rating scales, where an employee's traits are assessed on a scale; straight ranking, where employees are ranked from best to worst overall performance; and confidential reports, where seniors write detailed confidential reports on subordinates' performance and potential.
Performance appraisal (1)
Performance appraisal, also known as employee appraisal or merit rating, is the systematic evaluation of an employee's job performance and potential for development. It involves measuring an employee's past and present performance both qualitatively and quantitatively against the requirements of their job and work environment. The objectives of performance appraisal include assessing employees' work in relation to job requirements, improving efficiency, determining career potential, providing feedback, and establishing goals to serve as a basis for promotion, training, pay increases, and termination decisions. An effective performance appraisal process should be ongoing, objective, and use standardized forms or methods of evaluation.
Modern methods of performance appraisal
The document discusses three modern methods of performance appraisal: Assessment Centre, Human Resource Accounting, and BARS (Behaviorally Anchored Rating Scales). Assessment Centre involves managers participating in job-related exercises at a central location that are evaluated by trained observers. Human Resource Accounting assigns monetary values to internal human resources and external customer goodwill. BARS anchors rating scales with specific behavioral examples of effective and ineffective performance, developed through a five-step process of generating and reallocating critical incidents and scaling the incidents.
Mcq based on cases hrm
The document is a chapter from a human resources textbook that discusses various strategic human resource challenges that companies face. It covers topics like the changing business environment, workforce trends, organizational challenges, and individual challenges for HR managers. It provides examples and discusses issues like globalization, technology changes, diversity, work-life balance, and matching the right people to jobs and organizations. It also questions test the reader's understanding of these challenges and how HR can address them.
Job evaluation
Job evaluation is a process that determines the relative worth of jobs in an organization to establish equitable wages. It provides an objective method for ranking jobs and removing inequalities. Any disputes over wages can be referred to the job evaluation committee. However, human bias cannot be fully eliminated and evaluations require regular updates as technology changes. Additionally, introducing job evaluation involves substantial costs and changes that concerns may not be able to financially support. It can also introduce inflexibility compared to considering labor supply and demand when determining wages.
Induction
Induction is the process by which an organization socializes new employees and individuals seek to make the organization achieve their personal goals. The objectives of induction are to promote belongingness, build confidence and efficiency, and align individual and organizational goals. An effective induction program provides information about the organization, introduces employees to staff, and creates job security. It covers the organization's history, structure, rules, benefits and more. A good program has introductory information, on-the-job training, and follow up interviews. The document provides an example of an induction program at a hotel that informs employees about company history, structure, policies, benefits and services.
Induction procedure
The document outlines an induction procedure for new employees that includes:
1. Providing a time and place for the new employee to report.
2. Welcoming the new employee and completing any administrative tasks.
3. Conducting an orientation of the department that is supplemented with printed materials and a tour.
It then discusses some common problems with induction such as supervisors not being properly trained, overwhelming the new employee with information, and assigning challenging tasks too soon. Finally, it mentions some induction practices like providing an induction guidebook and supervisor counseling of new reports.
Incentive plans
This document discusses different types of incentive plans that provide monetary benefits to workers for outstanding performance. It describes individual incentive systems that pay workers based on the time taken to complete a task compared to the standard time. Group incentive systems reward all members of a group for increasing their collective performance. The document then examines several specific incentive plans, including Emerson, Halsey, and Rowan plans for individual incentives, and Priestman's, Scalon, co-partnership, and profit sharing plans for group incentives.
Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, and differences from personnel management. Some key points:
- HRM is concerned with acquiring, developing, motivating, and maintaining human resources to achieve organizational goals. It involves functions like recruitment, training, compensation, and motivation.
- HRM is an inherent part of management performed by all managers, not just a personnel department. It is people-centered and permeates all functional areas.
- The objectives of HRM are to obtain maximum individual development, desirable employee relations, and mold human resources to realize organizational goals effectively.
- HRM differs from traditional personnel management in its strategic focus on human resources as a key
More from Neelam Soni (20)
Performance appraisal is the step where the management finds out how effect...
Performance appraisal is the step where the management finds out how effect...
Recently uploaded
Top 11 HR Trends for 2024 That Will Change Future of Work
As an HR, it is critical to keep yourself updated with the newer developments to make a smooth transition in the workplace. So, here is a list of top HR trends that will impact the workplace in 2024.
What is Stroke and Its Impact in organization.
Help to know about stroke and how this theory help in organization.
一比一原版(coventry毕业证书)考文垂大学毕业证如何办理
原版一模一样【微信：741003700 】【(coventry毕业证书)考文垂大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
Why you need to recognize your employees? (15 reasons + tips)
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
Tobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdf
Chelbi Breeden
Lon Denny
17234 Crowder Routers X E ln
17234 Northcraft Road W
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
原版定制【微信:bwp0011】《(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
HRMantra: AI-Powered HR Automation for the Modern Workplace
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
Market Signals – Global Job Market Trends – May 2024 summarized!
How did the job market change in May 2024? Selected aspects: Europe (38 countries): +1.23% = 17 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 18 270 data points
- received over 500 insights from Executives & HR Directors
- published 107 monthly reports, 870 daily updates & 13 special reports
- tracked 80 countries around the world for 48 months!
Check out our post summarizing the changes across 80 countries worldwide for May 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-may-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
Team Building Activities for Introverts.pdf
Plan events that cater to all personality types! Activities that allow for quieter interaction and personal space can create a more inclusive and supportive atmosphere for all team members and help introverts feel more valued and understood.
Check out our blog for the full list 👉 https://share.withconfetti.com/4aV7kEz
一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理
原版一模一样【微信：741003700 】【(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
Recently uploaded (13)
Top 11 HR Trends for 2024 That Will Change Future of Work
Top 11 HR Trends for 2024 That Will Change Future of Work
Why you need to recognize your employees? (15 reasons + tips)
Why you need to recognize your employees? (15 reasons + tips)
Tobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdf
Tobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdf
HRMantra: AI-Powered HR Automation for the Modern Workplace
HRMantra: AI-Powered HR Automation for the Modern Workplace
Market Signals – Global Job Market Trends – May 2024 summarized!
Market Signals – Global Job Market Trends – May 2024 summarized!
Hrm (2)
- 2. HRM Disciplinary actions shall be considered as constructive procedures for the purpose of correcting inappropriate work behavior. Disciplinary actions, consisting of oral and written reprimands, suspensions, demotions, reassignments and terminations, may be imposed on employees by their supervisors/managers in as direct proportion as possible to specific offenses
- 3. HRM Disciplinary actions will be administered on a uniform basis throughout the University. However, each offense must be judged on a case-by-case basis and consideration given to the employee's past record. While disciplinary actions are being considered, a temporary suspension may be imposed
- 4. HRM When appropriate, "progressive" discipline will be followed. This means an oral reprimand is followed by a written reprimand. The next step is a suspension, and finally termination. All actions of suspension or termination shall require approval of the Director of Human Resources Management or a designee prior to the discipline being administered.
- 5. Steps / Methods in Disciplinary Action Oral Warning Written Warning Suspension without Pay Reduction of Pay within a Class Demotion to a Lower Classification Dismissal HRM
- 6. GUIDELINES FOR PROGRESSIVE DISCIPLINARY ACTION OFFENSE OR JOB DEFICIENCIES FIRST OFFENSE SECOND OFFENSE THIRD OFFENSE FOURTH OFFENSE Unauthorized leave Written Reprimand Suspension Termination Habitual tardiness or failure to observe assigned work hours Oral Reprimand Written Reprimand Suspension Termination Abuse of sick leave (Refer to the HRM ADA Policy No. 24 and FMLA Policy No. 30) Oral Reprimand Written Reprimand Suspension Termination Excessive absenteeism Oral Reprimand Written Reprimand Suspension Termination Absence of three consecutive work days without notifying the proper departmental authority Voluntary Resignation HRM
- 7. The failure of a designated employee to report to work during an emergency or hazardous weather condition Suspension to Termination Termination Reporting to work under the influence of alcohol or drugs Suspension Termination ( Refer to the HRM Alcohol and Drug Abuse Policy No. 47. Action must be in accordance with State Act on Alcoholism.) Drinking alcoholic beverages or using illegal drugs on the job Termination (Refer to the HRM Alcohol and Drug Abuse Policy No. 47. Action must be in accordance with State Act on Alcoholism.) Insubordination (the refusal to obey a direct order from a manager/supervisor) Suspension Termination Falsification of records or documents or omission of necessary information Suspension to Termination Termination Falsification of application or omission of essential information used in determining acceptability for employment Termination Stealing (or aiding and abetting such actions of others) Termination Negligence Written Reprimand Suspension to Termination Termination HRM
- 8. Thank U HRM