Probation and confirmation policy for employee -HrhelpboardHrhelpboard
https://www.hrhelpboard.com/category/hr-policies.htm
employee probation period is kind of trial period or can say testing period that is pre-agreed upon before joing after complition of probation period employer decide employee can continue or not
Pertanyaan yang sering muncul ketika suatu perusahaan terhimpit kerugian atau berusaha memperkuat kemampuan bersaingnya adalah bagaimana cara mengefisienkan perusahaan. apakah jumlah SDM/karyawan yang ada sekarang ini berlebih, kurang atau sudah optimum dengan kebutuhan perusahaan, dan bagaimana cara mengetahui atau mengukur hal-hal tersebut?
Agar bisa terus tumbuh, perusahaan membutuhkan pegawai sebagai sumber daya utamanya. Kebutuhan pegawai perusahaan itu sendiri disusun berdasarkan analisis beban Kerja
The job description writing process can be seen as boring by many line managers. However, the job description is always a basis for the modern Human Resources Management. Most value added HR Processes depend strongly on job profiles, job descriptions or job roles. They are needed as HR Professionals can see a big picture of the company.
The modern job description is a document that puts the new job into the context of the organisation. All employees can see key responsibilities, inputs and outputs. They can easily compare differences between the proposed role and the reality.
The HR Manager has to be a master in a class when the line managers needs to write a new job description. The line manager should be the person responsible but HR has to set up a team that will challenge the new role as the organization benefits from it.
Ringkasan dokumen tersebut adalah:
Kaizen adalah filosofi perbaikan terus menerus ke arah yang lebih baik, yang diperkenalkan pertama kali di Jepang. Prinsip-prinsip kaizen mendorong perbaikan kecil namun berkelanjutan untuk mencapai perubahan besar melalui kerja sama tim dan pendekatan berbasis fakta. Penerapan kaizen diharapkan dapat meningkatkan kualitas, efisiensi, dan produktivitas.
Probation and confirmation policy for employee -HrhelpboardHrhelpboard
https://www.hrhelpboard.com/category/hr-policies.htm
employee probation period is kind of trial period or can say testing period that is pre-agreed upon before joing after complition of probation period employer decide employee can continue or not
Pertanyaan yang sering muncul ketika suatu perusahaan terhimpit kerugian atau berusaha memperkuat kemampuan bersaingnya adalah bagaimana cara mengefisienkan perusahaan. apakah jumlah SDM/karyawan yang ada sekarang ini berlebih, kurang atau sudah optimum dengan kebutuhan perusahaan, dan bagaimana cara mengetahui atau mengukur hal-hal tersebut?
Agar bisa terus tumbuh, perusahaan membutuhkan pegawai sebagai sumber daya utamanya. Kebutuhan pegawai perusahaan itu sendiri disusun berdasarkan analisis beban Kerja
The job description writing process can be seen as boring by many line managers. However, the job description is always a basis for the modern Human Resources Management. Most value added HR Processes depend strongly on job profiles, job descriptions or job roles. They are needed as HR Professionals can see a big picture of the company.
The modern job description is a document that puts the new job into the context of the organisation. All employees can see key responsibilities, inputs and outputs. They can easily compare differences between the proposed role and the reality.
The HR Manager has to be a master in a class when the line managers needs to write a new job description. The line manager should be the person responsible but HR has to set up a team that will challenge the new role as the organization benefits from it.
Ringkasan dokumen tersebut adalah:
Kaizen adalah filosofi perbaikan terus menerus ke arah yang lebih baik, yang diperkenalkan pertama kali di Jepang. Prinsip-prinsip kaizen mendorong perbaikan kecil namun berkelanjutan untuk mencapai perubahan besar melalui kerja sama tim dan pendekatan berbasis fakta. Penerapan kaizen diharapkan dapat meningkatkan kualitas, efisiensi, dan produktivitas.
The probation and confirmation policy provides information about the terms and conditions that a new employee should follow during probation period. The policy conveys that probation period is an opportunity to both new employee and their manager to do get adjusted and to improve the performance.
For more information visit https://www.hrhelpboard.com/hr-policies/probation-and-confirmation-policy.htm
The document discusses collective bargaining and collective bargaining agents under Bangladeshi labor law. It defines collective bargaining as negotiations between employers and employees to agree on employment terms and conditions. A collective bargaining agent is a trade union or federation that represents workers in collective bargaining matters. For a union to be deemed the sole collective bargaining agent it must have at least one-third of the total workers at an establishment as members. The document outlines the process for determining a collective bargaining agent through a secret ballot conducted by the Director of Labor, including voter eligibility, notice requirements, and rules around campaigning and vote counting. It notes an agent's tenure is 2 years for a single establishment and 3 years for a group of establishments.
This document outlines the annual leave entitlement and leave application process for staff at a university. It shows that support staff and researchers up to grade 8 receive between 25-28 days of annual leave depending on their years of service, while lecturers and researchers grade 9 and above receive 35 days. It also includes fields to track an employee's annual leave entitlement, additional unpaid leave, leave carried over from the previous year, total leave for the year, and leave requests which require approval signatures.
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
Dokumen tersebut menjelaskan tentang HORENSO, yaitu budaya komunikasi bisnis Jepang yang terdiri dari empat unsur utama yaitu Hokoku (melaporkan), Renraku (berkomunikasi), Sodan (mengkonsultasikan), dan informasi. Budaya komunikasi ini dianggap sebagai kunci kesuksesan perusahaan Jepang karena memperhatikan proses penyelesaian tugas secara berkelompok dan berkomunikasi secara terbuka.
Dokumen tersebut menjelaskan proses penyusunan model matriks kompetensi di PT. Mitrada Sinergy dengan melakukan identifikasi visi, misi, dan nilai perusahaan, penyusunan uraian pekerjaan dan kamus kompetensi inti serta kompetensi berbasis pekerjaan, serta penyusunan matriks kompetensi untuk setiap divisi dan jabatan. Dokumen tersebut menyimpulkan bahwa telah diidentifikasi 5 komp
The document discusses practical talent management. It begins with an outline of the topics to be covered: talent management fundamentals, competency models, performance reviews, talent reviews and development programs. It then provides details on these topics, including definitions of talent and competency models. It emphasizes the importance of linking competencies to the organization's values and strategies to ensure alignment across talent management systems.
This document discusses performance appraisal, including its purpose, design, and key success factors. It begins by defining the goals of performance appraisal as maximizing contribution to business objectives and providing an ongoing development cycle. It then covers designing an effective system, including using a competency-based approach, multi-rater feedback, and focusing on future development. The document emphasizes linking individual performance plans to business, functional, and team objectives. It concludes that clear communication and addressing cultural aspects are critical to the success of any performance appraisal system.
Analisis Beban Kerja (Workload Analysis) memberikan panduan lengkap tentang metode pengukuran beban kerja pegawai secara komprehensif meliputi dasar hukum, mekanisme, indikator, kegunaan, pendekatan, metode, dan contoh kasusnya. Dokumen ini sangat bermanfaat bagi penyusunan kebutuhan pegawai berdasarkan analisis beban kerja secara sistematis dan terukur.
SOP HRD SUPER LENGKAP – STANDAR OPERASIONAL PROSEDUR HUMAN RESOURCE DEVELOPMENT LENGKAP
Bagi Anda yang sedang membutuhkan referensi dalam pembuatan SOP (Standar Operational Prosedur) HRD, maka berikut kami tawarkan Produk berupa “Paket CONTOH SOP HRD LENGKAP untuk Perusahaan”.
*Produk yang kami tawarkan ini berupa SoftCopy (Format Microsoft Word dan Excel), jadi bisa Anda Edit sesuai kebutuhan.
*Produk SOP sudah dilengkapi dengan Contoh Job Description, Flowchart (Diagram Alur), dan Formulir2 Pendukung SOP.
*Mayoritas Dokumen SOP HRD ini sudah berbahasa Indonesia
*Produk dibagi atas 3 Versi (Versi 1, versi 2, dan versi 3). Antar versi mempuyai tampilan, jumlah, dan format yang berbeda, baik dari segi Jobdesk, prosedur SOP, flowchart, dan formulir. Harapannya Anda memiliki banyak referensi dan bahan materi dalam penyusunan SOP HRD.
* Untuk Detailnya, Produk SOP HRD ini terdiri atas 65 Job Description, 103 Prosedur SOP, dan 164 Formulir HRD.
The probation and confirmation policy provides information about the terms and conditions that a new employee should follow during probation period. The policy conveys that probation period is an opportunity to both new employee and their manager to do get adjusted and to improve the performance.
For more information visit https://www.hrhelpboard.com/hr-policies/probation-and-confirmation-policy.htm
The document discusses collective bargaining and collective bargaining agents under Bangladeshi labor law. It defines collective bargaining as negotiations between employers and employees to agree on employment terms and conditions. A collective bargaining agent is a trade union or federation that represents workers in collective bargaining matters. For a union to be deemed the sole collective bargaining agent it must have at least one-third of the total workers at an establishment as members. The document outlines the process for determining a collective bargaining agent through a secret ballot conducted by the Director of Labor, including voter eligibility, notice requirements, and rules around campaigning and vote counting. It notes an agent's tenure is 2 years for a single establishment and 3 years for a group of establishments.
This document outlines the annual leave entitlement and leave application process for staff at a university. It shows that support staff and researchers up to grade 8 receive between 25-28 days of annual leave depending on their years of service, while lecturers and researchers grade 9 and above receive 35 days. It also includes fields to track an employee's annual leave entitlement, additional unpaid leave, leave carried over from the previous year, total leave for the year, and leave requests which require approval signatures.
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
Dokumen tersebut menjelaskan tentang HORENSO, yaitu budaya komunikasi bisnis Jepang yang terdiri dari empat unsur utama yaitu Hokoku (melaporkan), Renraku (berkomunikasi), Sodan (mengkonsultasikan), dan informasi. Budaya komunikasi ini dianggap sebagai kunci kesuksesan perusahaan Jepang karena memperhatikan proses penyelesaian tugas secara berkelompok dan berkomunikasi secara terbuka.
Dokumen tersebut menjelaskan proses penyusunan model matriks kompetensi di PT. Mitrada Sinergy dengan melakukan identifikasi visi, misi, dan nilai perusahaan, penyusunan uraian pekerjaan dan kamus kompetensi inti serta kompetensi berbasis pekerjaan, serta penyusunan matriks kompetensi untuk setiap divisi dan jabatan. Dokumen tersebut menyimpulkan bahwa telah diidentifikasi 5 komp
The document discusses practical talent management. It begins with an outline of the topics to be covered: talent management fundamentals, competency models, performance reviews, talent reviews and development programs. It then provides details on these topics, including definitions of talent and competency models. It emphasizes the importance of linking competencies to the organization's values and strategies to ensure alignment across talent management systems.
This document discusses performance appraisal, including its purpose, design, and key success factors. It begins by defining the goals of performance appraisal as maximizing contribution to business objectives and providing an ongoing development cycle. It then covers designing an effective system, including using a competency-based approach, multi-rater feedback, and focusing on future development. The document emphasizes linking individual performance plans to business, functional, and team objectives. It concludes that clear communication and addressing cultural aspects are critical to the success of any performance appraisal system.
Analisis Beban Kerja (Workload Analysis) memberikan panduan lengkap tentang metode pengukuran beban kerja pegawai secara komprehensif meliputi dasar hukum, mekanisme, indikator, kegunaan, pendekatan, metode, dan contoh kasusnya. Dokumen ini sangat bermanfaat bagi penyusunan kebutuhan pegawai berdasarkan analisis beban kerja secara sistematis dan terukur.
SOP HRD SUPER LENGKAP – STANDAR OPERASIONAL PROSEDUR HUMAN RESOURCE DEVELOPMENT LENGKAP
Bagi Anda yang sedang membutuhkan referensi dalam pembuatan SOP (Standar Operational Prosedur) HRD, maka berikut kami tawarkan Produk berupa “Paket CONTOH SOP HRD LENGKAP untuk Perusahaan”.
*Produk yang kami tawarkan ini berupa SoftCopy (Format Microsoft Word dan Excel), jadi bisa Anda Edit sesuai kebutuhan.
*Produk SOP sudah dilengkapi dengan Contoh Job Description, Flowchart (Diagram Alur), dan Formulir2 Pendukung SOP.
*Mayoritas Dokumen SOP HRD ini sudah berbahasa Indonesia
*Produk dibagi atas 3 Versi (Versi 1, versi 2, dan versi 3). Antar versi mempuyai tampilan, jumlah, dan format yang berbeda, baik dari segi Jobdesk, prosedur SOP, flowchart, dan formulir. Harapannya Anda memiliki banyak referensi dan bahan materi dalam penyusunan SOP HRD.
* Untuk Detailnya, Produk SOP HRD ini terdiri atas 65 Job Description, 103 Prosedur SOP, dan 164 Formulir HRD.
1. (naam werkgever) Beoordelingsformulier
Datum: 20 januari 2016
BEOORDELINGSGESPREK
Werknemer: …
Functie: …
Beoordelingsperiode (van t/m met): …
Naam leidinggevende: …
Werk:
Inzet op het werk
Zelfstandigheid
Orde en netheid
Regelen/doorgeven afspraken
Afwerking van werk
Omgang met gereedschappen
Omgang met machines
Oplossen van problemen
Houden aan werktijden
Bereidheid tot overuren
Ambitie en niveau
Voldoet de werknemer aan de functieomschrijving
U G V O S
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
Gedrag
Gedrag t.a.v. klanten
Gedrag t.a.v. collega’s/leidinggevende
Motivatie
Communicatie met anderen
Inzicht
Verantwoordelijkheid
Aanwezige kennis
Omgang met problemen
U G V O S
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
VGM
Veilig werken
Rekening houden met milieu-aspecten
Gezondheidsrisico’s
Maat u anderen attent op VGM-aspecten
U G V O S
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
Opmerkingen werkgever: Wat gaat er goed?:
- ...
- ...
- ...
Aandachts- of verbeterpunten?:
- ....
- ...
- ...
2. Afspraken: Wat verwacht de werkgever in de komende tijd?:
- ...
- ...
- ...
Wat is er nodig om de werknemer te helpen
zijn/haar functioneren te verbeteren (bijv.
scholing)?
- …
- …
- …
We willen in de komende tijd gesprekken voeren
om dit te evalueren, namelijk op:
……-……-………… om …… uur
……-……-………… om …… uur
We hopen op een vruchtbare voortzetting van het
dienstverband!
Opmerkingen werknemer:
voor akkoord/gezien
werkgever werknemer
____________________ _____________________
U = Uitstekend
G = Goed
V = Voldoende
O = Onvoldoende
S = Slecht