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Due to a lack of understanding and expertise in HR most SME's continuously face employment related disputes - this poses significant threats in terms of productivity and financial burden to their businesses. One wrongful dismissal claim can pose financial threat of up to 24mths of the employees last drawn salary plus legal costs.
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iHR Consulting Sdn Bhd established in 2003 is a leading Human Resources Consulting and Advisory firm. Delivering a first to Malaysia in collaboration and as exclusive scheme manager to Tune Insurance Malaysia Berhad - Employers Practice Liability Insurance. A strong pedigree in HR services to over 200 small to medium sized business in Malaysia. Services include and not limited to, its member online HR Portal, HR Content and Knowledge management, HR advisory and transformation programs, Customised training, consultancy and payroll outsourcing.
This document summarizes and promotes the VerifyEMR obstetrics software system. It describes features such as risk mitigation algorithms, evidence-based guidance, automated test ordering and results analysis, self-management tools for patients, and improved workflow. The system is presented as a way to minimize lawsuits, document care comprehensively and intuitively, and potentially reduce malpractice insurance costs. Testimonials from medical experts and users are provided, emphasizing the system's focus on patient safety, responsibility and satisfaction.
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Due to a lack of understanding and expertise in HR most SME's continuously face employment related disputes - this poses significant threats in terms of productivity and financial burden to their businesses. One wrongful dismissal claim can pose financial threat of up to 24mths of the employees last drawn salary plus legal costs.
It is simple to protect your business - at iHR we give peace of mind to SME's.
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This document summarizes a webinar on effective training programs to mitigate compliance risks in 2012. The webinar covered:
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1. A process is a collection of activities or steps that achieves a defined result.
2. A business process involves interrelated activities initiated by a triggering event to achieve a discrete result for customers and stakeholders.
3. Business processes generally have sub-processes that achieve significant milestones along the way to the final result.
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2) Steps include an oral grievance, written grievance, appeal to Employee Relations, and possible arbitration.
3) Management should investigate complaints thoroughly, treat employees fairly, and respond to grievances in a timely manner to prevent issues from escalating.
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#MongoDB #VectorSearch #AI #SemanticSearch #TechInnovation #DataScience #LLM #MachineLearning #SearchTechnology
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AI-Powered Food Delivery Transforming App Development in Saudi Arabia.pdfTechgropse Pvt.Ltd.
In this blog post, we'll delve into the intersection of AI and app development in Saudi Arabia, focusing on the food delivery sector. We'll explore how AI is revolutionizing the way Saudi consumers order food, how restaurants manage their operations, and how delivery partners navigate the bustling streets of cities like Riyadh, Jeddah, and Dammam. Through real-world case studies, we'll showcase how leading Saudi food delivery apps are leveraging AI to redefine convenience, personalization, and efficiency.
HCL Notes und Domino Lizenzkostenreduzierung in der Welt von DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-und-domino-lizenzkostenreduzierung-in-der-welt-von-dlau/
DLAU und die Lizenzen nach dem CCB- und CCX-Modell sind für viele in der HCL-Community seit letztem Jahr ein heißes Thema. Als Notes- oder Domino-Kunde haben Sie vielleicht mit unerwartet hohen Benutzerzahlen und Lizenzgebühren zu kämpfen. Sie fragen sich vielleicht, wie diese neue Art der Lizenzierung funktioniert und welchen Nutzen sie Ihnen bringt. Vor allem wollen Sie sicherlich Ihr Budget einhalten und Kosten sparen, wo immer möglich. Das verstehen wir und wir möchten Ihnen dabei helfen!
Wir erklären Ihnen, wie Sie häufige Konfigurationsprobleme lösen können, die dazu führen können, dass mehr Benutzer gezählt werden als nötig, und wie Sie überflüssige oder ungenutzte Konten identifizieren und entfernen können, um Geld zu sparen. Es gibt auch einige Ansätze, die zu unnötigen Ausgaben führen können, z. B. wenn ein Personendokument anstelle eines Mail-Ins für geteilte Mailboxen verwendet wird. Wir zeigen Ihnen solche Fälle und deren Lösungen. Und natürlich erklären wir Ihnen das neue Lizenzmodell.
Nehmen Sie an diesem Webinar teil, bei dem HCL-Ambassador Marc Thomas und Gastredner Franz Walder Ihnen diese neue Welt näherbringen. Es vermittelt Ihnen die Tools und das Know-how, um den Überblick zu bewahren. Sie werden in der Lage sein, Ihre Kosten durch eine optimierte Domino-Konfiguration zu reduzieren und auch in Zukunft gering zu halten.
Diese Themen werden behandelt
- Reduzierung der Lizenzkosten durch Auffinden und Beheben von Fehlkonfigurationen und überflüssigen Konten
- Wie funktionieren CCB- und CCX-Lizenzen wirklich?
- Verstehen des DLAU-Tools und wie man es am besten nutzt
- Tipps für häufige Problembereiche, wie z. B. Team-Postfächer, Funktions-/Testbenutzer usw.
- Praxisbeispiele und Best Practices zum sofortigen Umsetzen
Taking AI to the Next Level in Manufacturing.pdfssuserfac0301
Read Taking AI to the Next Level in Manufacturing to gain insights on AI adoption in the manufacturing industry, such as:
1. How quickly AI is being implemented in manufacturing.
2. Which barriers stand in the way of AI adoption.
3. How data quality and governance form the backbone of AI.
4. Organizational processes and structures that may inhibit effective AI adoption.
6. Ideas and approaches to help build your organization's AI strategy.
We offer web-based support software for both employees and customers. Our HR product enables you to track, manage and report on employee interactions, such as grievances, with Human Resources.As you can see from our customer snapshot, we have B2B and B2C customers from various industries using Dovetail for their employee and/or customer support needs. So, now I’ll go ahead and introduce our speakers and hand it over to Clay to discuss steps that Employee Relations can take to mitigate legal risk for their organizations.
Clay has specialized in labor and employment law for the last 16 years. His practice involves both the prosecution and defense of federal and state employment discrimination claims, and wrongful discharge claims. He regularly counsels corporations on general employment matters; strategic employment decisions; and employment investigations.Russ Resslhuber, Director of Product Management here at Dovetail, has been involved in software product management, sales engineering and support software for more than 20 years. In that time, he has nourished a particular interest in knowledge management, process automation and the adaptive organization. So, now I’ll go ahead and hand it over to Clay to begin our presentation
Thanks so much for joining us today. I’m so glad you did because it’s the first step in protecting your organization from costly legal fees and a possible expensive settlement or trialAccording to the EEOC, the number of employment-related claims filed in 2011 was 99,947. Retaliation discrimination claims were filed most frequently and those claims almost always involve the ER department.6 of 10 employers have faced an employee lawsuit in the last 5 years. So even if you do have good policies and procedures in place, there’s a 60% chance an employment-related lawsuit could be filed against your organization.The median payout to the plaintiff in 2010 for an employment-related lawsuit was $218,000.The average cost of defense cost for an employment lawsuit through a trial is $45,000.So if just 1 lawsuit is filed against you and you do not have compelling evidence to dispute claim it could end up costing your organization $263,000 for that one claim.What ER departments can do to help protect their organizations is make sure that filing a complaint is easy and accessible for employees and that there is a process in place for handling these sensitive issues appropriately and every step and interaction is clearly documented. I’ve seen a lot of cases dropped and dismissed because organizations had documentation to refute the plaintiffs claims.
For those of you that have never been involved in employment-related civil case, I wanted to share with you the typical process….
The biggest mistake ER departments makes is not being consistent. Different employees having different rules. A lot of times this is not intentional, it’s just that different advisors handle things differently or one branch of your organization abides by different rules than the larger organization. While of course there are extenuating circumstances in every situation, not having a process in place that is followed when handling complaints is definitely very risky. You want to be as consistent as possible when disciplining employees and/or handling sensitive issues. Being able to prove how you handled a complaint and showing that it was dealt with in the same way that it was in a past situation through documentation will minimize your exposure to legal risk. Example of inconsistency in ER that hurt the organization in the lawsuit…
Although every organization’s will look different, if you don’t already have a documented process in place for handing grievances, you should consider creating one.Start by creating a simple process and then if you discover the need for more steps or variations, you can add to it. You want to create a process that is easy to follow and has very clear cut steps.The chart above is handling employee complaints and issues. And as we’ve heard from our customers and prospects, the reason they look to implement a solution like Dovetail is because even when they have a process like this in place, they really had no way to easily tell if it was actually being used and how effective it was. Furthermore, they did not have a centralized repository where they could go back and look at an employee’s interactions with HR is chronological order. So as Clay mentioned, building a process for handling grievances is an important part of ensuring consistency in your ER department and decreasing your exposure to potentially very costly lawsuits.Equally important to building a process is ensuring that all advisors are following it and that’s it’s well documented. That’s where technology comes in and I’ll demonstrate that for you now…
Communication: Facilitate the conversation to avoid litigation in the first place, support every channelDocumentation: Audit trail tracks every event, everything that is said or done in the context of the case, ensures accountabilityAutomation: As much as possible, but not more – avoid mistakes [adaptive case management, flexible] Notification: Deliver actionable information in a timely fashion to all potentially interested stakeholders Embed defined policies/procedures/processes: Ensure they are followed, without requiring team members to remember every detail Integration: Where other applications come into playAnalytics: Confirm policies/processes are being followed, identify problems, confirm objectives are being met, enable Continuous Improvement