Employee relations’ refers to the collective relationships that an employer has with its employees. These relationships may be with the entire employee group, or with smaller groups within it, but they are always with groups of employees.
Employee relations is about the relationship between employees and employer that is conducted through communication with trade unions, staff associations
or representatives of employees, or directly with groups of employees.
The relationship an individual has with the employer, for example by agreeing, as an individual, to attend work and to be bound by disciplinary rules, is not employee relations’.
Our approach
We believe in a dynamic approach. Employee relations needs managing. We are neither pro- nor anti-union. However, if a trade union is an obstacle to a client’s objectives, we reckon it is better to make plans to overcome this than to accept the status quo. So we may recommend that the company set up other channels of communication; or reduce the influence of the union; or
enhance one union at the expense of another. If no union is recognised, we also draw up plans that promote the client’s objectives. This may mean winning the support of the workforce through initiatives to promote a helpful
dialogue, for example.
There are statutory requirements for collective action, such as to consult about redundancy, or to provide information. We ‘manage’ these activities, to retain control of the agenda, information and timescales, rather than passively apply the legislation.
We reckon that efforts to talk to employees and tell them about the business are likely to help, rather than hinder, productivity.
The document provides an overview of the ProTrack maintenance software through informal screen shots. It includes 22 slides covering various aspects of the software's interface and capabilities. Some key features summarized are:
1) The software aims to minimize drilling down through information to shorten learning and access times.
2) The Assets and Tools sections allow independent or combined tracking of equipment.
3) Reports, repairs, preventative maintenance, and other functions have interactive interfaces to streamline workflows.
4) Customizable features include cost types, predefined text, and asset/tool specifications.
El documento expresa el deseo de estar siempre junto a alguien especial, no poder vivir sin esa persona y solo querer hacer cosas como soñar, cantar y bailar con esa persona.
Employee relations’ refers to the collective relationships that an employer has with its employees. These relationships may be with the entire employee group, or with smaller groups within it, but they are always with groups of employees.
Employee relations is about the relationship between employees and employer that is conducted through communication with trade unions, staff associations
or representatives of employees, or directly with groups of employees.
The relationship an individual has with the employer, for example by agreeing, as an individual, to attend work and to be bound by disciplinary rules, is not employee relations’.
Our approach
We believe in a dynamic approach. Employee relations needs managing. We are neither pro- nor anti-union. However, if a trade union is an obstacle to a client’s objectives, we reckon it is better to make plans to overcome this than to accept the status quo. So we may recommend that the company set up other channels of communication; or reduce the influence of the union; or
enhance one union at the expense of another. If no union is recognised, we also draw up plans that promote the client’s objectives. This may mean winning the support of the workforce through initiatives to promote a helpful
dialogue, for example.
There are statutory requirements for collective action, such as to consult about redundancy, or to provide information. We ‘manage’ these activities, to retain control of the agenda, information and timescales, rather than passively apply the legislation.
We reckon that efforts to talk to employees and tell them about the business are likely to help, rather than hinder, productivity.
The document provides an overview of the ProTrack maintenance software through informal screen shots. It includes 22 slides covering various aspects of the software's interface and capabilities. Some key features summarized are:
1) The software aims to minimize drilling down through information to shorten learning and access times.
2) The Assets and Tools sections allow independent or combined tracking of equipment.
3) Reports, repairs, preventative maintenance, and other functions have interactive interfaces to streamline workflows.
4) Customizable features include cost types, predefined text, and asset/tool specifications.
El documento expresa el deseo de estar siempre junto a alguien especial, no poder vivir sin esa persona y solo querer hacer cosas como soñar, cantar y bailar con esa persona.
GetEasy is a multilevel marketing company that offers participation packs for individuals to take part in renting (commodate line) and cryptocurrency mining (getcoin line). The participation packs range from 180-3,000 euros and include geolocators, software licenses, and mining equipment. Members can earn bonuses including a participation bonus, incentive bonus, startup bonus, team bonus, and residual bonus. Higher participation levels qualify members for executive status and luxury prizes. GetEasy distributes profits to members based on the volume of their smallest team. The presentation encourages attendees to purchase a participation pack to make their dreams come true through GetEasy's business opportunity.
El documento describe diferentes efectos artísticos que se pueden aplicar a imágenes, incluyendo cambiar el color, agregar marcos de color, y modificar el grosor y contorno de la imagen.
Organisational structure is a framework with a boundary. It must have a top and a bottom. Managers in successful businesses are clear about what they have to do and about the responsibilities of others; they know to whom everyone reports and who in turn reports to them; and these facts are widely communicated. There should be clarity about who has to make decisions and is accountable for outcomes. The structure of an enterprise greatly influences what it costs to run, and the design of that structure will affect everything that a business or institution attempts to do. Making profit is the primary purpose of a business in the private sector. Therefore, how and where profit is to be managed and measured is a principal factor in organisational design.
This book is based on the lessons learned by Collinson Grant during more than 40 years of helping organisations become more efficient and profitable.
It covers fundamentals, such as how to configure structure in the components of an organisation such as a department; the need to accommodate the staff and managers within a sound structural framework according to how many people there are, how they function and relate to each other to make processes work well; and how accountability is put in place. Particular concerns are layers of hierarchy and spans of control, of controlling costs by restricting the number of managers to what is strictly necessary, and of the relationships between operational and support staff.
The book also explains the tools and techniques needed to design managerial structures, the application of lean techniques, and various models of corporate devolution.
To find out more, to go www.collinsongranthr.com
1. Dokumen ini membahas tentang dialog antara tamadun dan cabaran-cabarannya. Dialog antara tamadun memainkan peranan penting dalam mencari kesepahaman di antara berbagai kelompok etnis dan agama di Malaysia.
2. Teologi dan perbedaan antara agama monoteistik dan non-monoteistik merupakan salah satu cabaran terbesar dalam dialog antara tamadun. Peristiwa 13 Mei 1966 yang mengakibatkan kerusuhan antar kaum juga menggambarkan kegag
Collinson Grant has been helping clients with all aspects of HR for more than 40 years. We provide a fully outsourced human resources function that manages people more effectively at lower cost.
You can select which tasks you want to outsource fully and those you wish to retain in-house. Typically, we reduce the costs of running an HR function by 20%. Outsourcing also puts a wider range of specialist resources at your disposal.
Our clients include some of the UK's largest care home operators, the country's largest provider of off-street parking, and a distribution business with a turnover of more than £1.4bn. We also work for owner-managed businesses and charities with fewer than 100 employees.
This document describes how we do it.
Pressures on margins are relentless. The need to reduce costs is constant. No business can afford to take its eyes off these fundamentals. For most companies the costs of employing people are greater than for any other single
resource. Effective management demands that managers strive for optimum performance at least cost.
Our approach to reward is based on this essential proposition. We focus on making certain that strategies for the pay and benefits of all employees are directed at adding value and are concentrated on the bottom line. This means the design and implementation of robust systems for pay that aim to reduce costs and achieve better returns from firms’ investment in people.
The aim of job evaluation is to establish a transparent grading framework with a clear route for pay progression. It measures the job, not the person doing it. It does not measure the volume of work or individuals’ performance.
Why introduce it?
To ensure that jobs are graded fairly and to achieve equal pay for work of equal value.
To underpin new pay and grading structures and ensure that the internal system behind them is fair.
To assist harmonisation of terms and conditions following merger or acquisition.
To clarify job profiles and ensure relevant comparisons when benchmarking externally.
Collinson Grant's job evaluation scheme, outlined in this document, is an analytical scheme for evaluating all administrative and managerial jobs. It is not suitable for manual jobs.
This document discusses how to determine if a worker is an employee or independent contractor. It examines factors like control over work, integration into the organization, provision of equipment, ability to delegate work, mutuality of obligation, and access to benefits. It also covers workers' rights, casual workers including zero-hours contracts, and potential discrepancies between contractual terms and actual practice. Employee shareholders who receive company shares may forfeit some statutory employment rights in return.
Selecting the right person for the job is a basic task for any organisation. Getting it wrong can be costly – on recruitment, promotion or even selection
for redundancy. An objective and appropriate methodology for assessment improves decision making, reduces risk and increases confidence in the
selection process.
Collinson Grant has been using various forms of psychometric assessments to support clients for more than 30 years. These notes describe how we go about
organising group and individual assessments, their objectives and content, and the benefits.
For more details, call David Mosscrop on +44 161 703 5600.
Collinson Grant supports clients in managing redundancy exercises by insisting on meticulous planning before any announcement is made. This is intended to ensure that the legal issues are understood and that the communication of the news of the redundancies is as effective as possible.
Specifically, we offer skills and experience in:
Creating an action plan and timeline for a redundancy exercise
Calculating likely and actual severance costs
Briefing managers on their responsibilities and necessary actions
Drafting communications to representatives, employees, customers and external agencies
Framing strategies for formal dialogue with employees’
representatives and consultation with individual employees
Arranging election of employees’ representatives, running meetings with them and ensuring follow-up actions take place
Developing criteria for selection for redundancy that are legally compliant and support the needs of the business
Conducting consultative meetings with individual employees
Organising appropriate support for outplacement Assisting in planning and implementing transfers.
GetEasy is a multilevel marketing company that offers participation packs for individuals to take part in renting (commodate line) and cryptocurrency mining (getcoin line). The participation packs range from 180-3,000 euros and include geolocators, software licenses, and mining equipment. Members can earn bonuses including a participation bonus, incentive bonus, startup bonus, team bonus, and residual bonus. Higher participation levels qualify members for executive status and luxury prizes. GetEasy distributes profits to members based on the volume of their smallest team. The presentation encourages attendees to purchase a participation pack to make their dreams come true through GetEasy's business opportunity.
El documento describe diferentes efectos artísticos que se pueden aplicar a imágenes, incluyendo cambiar el color, agregar marcos de color, y modificar el grosor y contorno de la imagen.
Organisational structure is a framework with a boundary. It must have a top and a bottom. Managers in successful businesses are clear about what they have to do and about the responsibilities of others; they know to whom everyone reports and who in turn reports to them; and these facts are widely communicated. There should be clarity about who has to make decisions and is accountable for outcomes. The structure of an enterprise greatly influences what it costs to run, and the design of that structure will affect everything that a business or institution attempts to do. Making profit is the primary purpose of a business in the private sector. Therefore, how and where profit is to be managed and measured is a principal factor in organisational design.
This book is based on the lessons learned by Collinson Grant during more than 40 years of helping organisations become more efficient and profitable.
It covers fundamentals, such as how to configure structure in the components of an organisation such as a department; the need to accommodate the staff and managers within a sound structural framework according to how many people there are, how they function and relate to each other to make processes work well; and how accountability is put in place. Particular concerns are layers of hierarchy and spans of control, of controlling costs by restricting the number of managers to what is strictly necessary, and of the relationships between operational and support staff.
The book also explains the tools and techniques needed to design managerial structures, the application of lean techniques, and various models of corporate devolution.
To find out more, to go www.collinsongranthr.com
1. Dokumen ini membahas tentang dialog antara tamadun dan cabaran-cabarannya. Dialog antara tamadun memainkan peranan penting dalam mencari kesepahaman di antara berbagai kelompok etnis dan agama di Malaysia.
2. Teologi dan perbedaan antara agama monoteistik dan non-monoteistik merupakan salah satu cabaran terbesar dalam dialog antara tamadun. Peristiwa 13 Mei 1966 yang mengakibatkan kerusuhan antar kaum juga menggambarkan kegag
Collinson Grant has been helping clients with all aspects of HR for more than 40 years. We provide a fully outsourced human resources function that manages people more effectively at lower cost.
You can select which tasks you want to outsource fully and those you wish to retain in-house. Typically, we reduce the costs of running an HR function by 20%. Outsourcing also puts a wider range of specialist resources at your disposal.
Our clients include some of the UK's largest care home operators, the country's largest provider of off-street parking, and a distribution business with a turnover of more than £1.4bn. We also work for owner-managed businesses and charities with fewer than 100 employees.
This document describes how we do it.
Pressures on margins are relentless. The need to reduce costs is constant. No business can afford to take its eyes off these fundamentals. For most companies the costs of employing people are greater than for any other single
resource. Effective management demands that managers strive for optimum performance at least cost.
Our approach to reward is based on this essential proposition. We focus on making certain that strategies for the pay and benefits of all employees are directed at adding value and are concentrated on the bottom line. This means the design and implementation of robust systems for pay that aim to reduce costs and achieve better returns from firms’ investment in people.
The aim of job evaluation is to establish a transparent grading framework with a clear route for pay progression. It measures the job, not the person doing it. It does not measure the volume of work or individuals’ performance.
Why introduce it?
To ensure that jobs are graded fairly and to achieve equal pay for work of equal value.
To underpin new pay and grading structures and ensure that the internal system behind them is fair.
To assist harmonisation of terms and conditions following merger or acquisition.
To clarify job profiles and ensure relevant comparisons when benchmarking externally.
Collinson Grant's job evaluation scheme, outlined in this document, is an analytical scheme for evaluating all administrative and managerial jobs. It is not suitable for manual jobs.
This document discusses how to determine if a worker is an employee or independent contractor. It examines factors like control over work, integration into the organization, provision of equipment, ability to delegate work, mutuality of obligation, and access to benefits. It also covers workers' rights, casual workers including zero-hours contracts, and potential discrepancies between contractual terms and actual practice. Employee shareholders who receive company shares may forfeit some statutory employment rights in return.
Selecting the right person for the job is a basic task for any organisation. Getting it wrong can be costly – on recruitment, promotion or even selection
for redundancy. An objective and appropriate methodology for assessment improves decision making, reduces risk and increases confidence in the
selection process.
Collinson Grant has been using various forms of psychometric assessments to support clients for more than 30 years. These notes describe how we go about
organising group and individual assessments, their objectives and content, and the benefits.
For more details, call David Mosscrop on +44 161 703 5600.
Collinson Grant supports clients in managing redundancy exercises by insisting on meticulous planning before any announcement is made. This is intended to ensure that the legal issues are understood and that the communication of the news of the redundancies is as effective as possible.
Specifically, we offer skills and experience in:
Creating an action plan and timeline for a redundancy exercise
Calculating likely and actual severance costs
Briefing managers on their responsibilities and necessary actions
Drafting communications to representatives, employees, customers and external agencies
Framing strategies for formal dialogue with employees’
representatives and consultation with individual employees
Arranging election of employees’ representatives, running meetings with them and ensuring follow-up actions take place
Developing criteria for selection for redundancy that are legally compliant and support the needs of the business
Conducting consultative meetings with individual employees
Organising appropriate support for outplacement Assisting in planning and implementing transfers.
Παρουσιάζουμε τον εαυτό μας ( Γεια σας είμαι…)
Σημερα θα σας ενημερώσουμε μέσο μιας σύντομης παρουσίασης το λογισμικό kidspiration.
Θα μιλήσουμε για το τι είναι το kidspiration
Θα το αξιολογήσουμε με βάση
Τα θετικά στοιχεία που παρέχει
Και Τα αρνητικά στοιχεία τοθ
5. Και μετά τα κατηγοριοποιήσουμε το λογισμικό μέσα από διάφορες κατηγορίες που το χαρακτηρίζουν
Τι είναι Kidspiration;
Είναι ένα δημιουργικό λογισμικό για μαθητές νηπιαγωγείου και δημοτικού. Υπάρχει μεγάλος εμπλουτισμός θεμάτων το οποίο συμπεριλαμβάνει ανάγνωση, γράψιμο, μαθηματικά και επιστήμη. Το Kidspiration βοηθά τους μαθητές να σκεφτούν και να μάθουν. Έχει τρία υλικά που τους βοηθά. Υπάρχει η προβολή εικόνας που τους βοηθά να μοιραστούν τις σκέψεις τους, γράφοντας την άποψη τα παιδιά μπορούν να σχηματίσουν μια εικόνα για αυτό που γράφουν έτσι υπάρχει η αύξηση λεξιλογίου και τους επιτρέπει να προσθέσουν τις δικές τους σημειώσεις., Δημιουργείτε μία αύξηση των δεξιοτήτων γραφής τους. Προβολή μαθηματικά, υπάρχουν πέντε τρόποι για να βοηθηθούν οι μαθητές να καταλάβουν την καταμέτρηση, ταχύτητα αγωγής και γεωμετρικά σχήματα.
Link: http://www.youtube.com/watch?v=9hgrvAOQSY0
Ανοικτό περιβάλλον : ο επισκέπτης έχει τη δυνατότητα να ασχοληθεί με πολλά και διαφορετικά γνωστικά αντικείμενα. O χρήστης μπορεί να διαμορφώσει με δικά του στοιχεία το λογισμικό.
Αποκαλύπτει τη γνώση: ο χρήστης χρησιμοποιεί το kidspiration για να δημιουργήσει, για να οργανωθεί για να μάθει. Μέσα από το kidspiration στο τέλος της κάθε διαδικασίας που κάνει χρήστης μπορεί ο δάσκαλος να δει τις γνώσεις που έχει, και αναπτύσσει το παιδί.
Εύκολη τροποποίηση: ο χρήστης μπορεί εύκολα να κάνει αλλαγές που ο ίδιος επιθυμεί να κάνει
Αυτονομία: To παιδί μέσο του kidspiration γίνετε αυτόνομο, μπορεί να εργαστεί μόνο του αλλά πάντα πρέπει να υπάρχει καθοδήγηση.
Οργανωμένο: μέσω των εικόνων που διαθέτει το λογισμικό, οι οποίες είναι χωρισμένες σε κατηγορίες για τον εύκολο εντοπισμό τους, έχει τη δυνατότητα να εισάγει και άλλα αρχεία εκτός του συγκεκριμένου προγράμματος.
Αλληλεπίδραση: Είναι εύκολο να δημιουργηθεί μία αλληλεπίδραση μέσο του χρήστη και του λογισμικού, μέσο του χρήστη και της μάθησης.
Επίσης το πρόγραμμα παράγετε μέσα από άλλες γλώσσες όπως είναι τα ελληνικά και τα αγγλικά!
Άμεση ανατροφοδότηση: Δεν υπάρχει άμεση ανατροφοδότηση όταν το παιδί κάνει κάποιο λάθος γλουτό και θέλει καθοδήγηση
Ξεφεύγουν από το θέμα: Μπορεί εύκολα το παιδί να βγει εκτός θέματος, μπορεί να αρχίσει να παίζει παιχνίδια. Αυτό είναι ένα πρόβλημα γενικά με την διδασκαλία της τεχνολογίας στα σχολεία. Γι’ αυτό και πρέπει να υπάρχει η άμεση παρακολούθηση από τον δάσκαλο.
Διδακτικά παιχνίδια: ο καθηγητής μπορεί να τα δημιουργήσει με τον δικό του τρόπο σαν σχεδιάγραμμα , το πρόγραμμα όμως δεν παρέχει αυτή την κατηγορία.
Θεωρία Μάθησης: Άσκηση: Είναι ένα λογισμικό που θέλει καθοδήγηση για να το χειριστή ένα παιδί, γιατί θέλει εξάσκηση λόγω του ότι είναι ένα λογισμικό πολυμέσων.
Ανακάλυψη: τα παιδία καθώς επεξεργάζονται το λογισμικό ανακαλύπτουν νέους μεθόδους . Μοντελοποιούν!
Επικοινωνία: μεταξύ μαθητή και λογισμικού και μάθησης μέσα από εννοιολογικούς χάρτες.
Ρόλος της διαδικασίας: Διερευνητικό – το παιδί πειραματίζεται, υπάρχει δηλαδή η διαδικασία της αναζήτησης, είναι συνεργάσιμο λογισμικό.
Φαντασία: πρόγραμμα που στηρίζετε στην δημιουργικότητα των παιδιών πχ γραπτός λόγος μαθηματικά χάρτες οργάνωσης,
Απλές πηγές- αυτόματη πηγή εικόνων από το ίδιο το πρόγραμμα, λεξικό από το google κτλπ
Εξάσκηση - χρειάζεται αρκετή εξάσκηση από τους μαθητές για να επεξεργαστούν το λογισμικό. Επίσης το λογισμικό μπορεί να χρησιμοποιηθεί ως μία αξιολόγησει για τους μαθητές. Ο ίδιος ο καθηγητής μπορεί να δημιουργήσει σχέδια μαθήματος και ασκήσεις.
Βαθμός αλληλεπιδράσεις σχετίζετε με βάση του ανοικτό περίβαλλον, δωρεάν, ο χρήστης μπορεί να οργανωθεί με το δικό του τρόπο, το λογισμικό δεν είναι καθορισμένο σχέδιο που ΄δεν μπορείς να κάνεις αλλαγές.
Ο δάσκαλος είναι καθοδηγητής: Τα παιδιά εργάζονται:Aαυτόνομα , δυναμικά , πειραματίζονται , αυτό-ελέγχονται