This shows the structure of Integrity and the way the company operates. The products under development include interactive game style information to help small business owners get the employment stuff right
This shows the structure of Integrity and the way the company operates. The products under development include interactive game style information to help small business owners get the employment stuff right
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Under the National Employment Standard, many workers are entitled to receive redundancy pay if let go from an organization. Businesses must understand the rules for redundancy pay in order to ensure they comply with Section 119 of the Fair Work Act 2009. The presentation discusses all you need to know about redundancy pay in Australia.
Owen Hodge Lawyers can help employers and employees to determine when a genuine redundancy occurs, when payments are required, and what entitlements an employee should receive after a termination. We also advises clients on all issues related to the Fair Work Act, including severance and redundancy pay. Call us today on 1800 770 780 or contact us via ohl@owenhodge.com.au to speak with an employment lawyer who can provide assistance with issues arising from employee termination.
Making decisions on employment status for a growing business can be an overwhelming perspective. All the types of employment viz. full-time, part-time, fixed-tenure, freelancers, permanent and casual workers have a different purpose. Each type has its respective pros and cons. Brooding over all the available options can ultimately leave an employer disoriented and jumbled.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Under the National Employment Standard, many workers are entitled to receive redundancy pay if let go from an organization. Businesses must understand the rules for redundancy pay in order to ensure they comply with Section 119 of the Fair Work Act 2009. The presentation discusses all you need to know about redundancy pay in Australia.
Owen Hodge Lawyers can help employers and employees to determine when a genuine redundancy occurs, when payments are required, and what entitlements an employee should receive after a termination. We also advises clients on all issues related to the Fair Work Act, including severance and redundancy pay. Call us today on 1800 770 780 or contact us via ohl@owenhodge.com.au to speak with an employment lawyer who can provide assistance with issues arising from employee termination.
Making decisions on employment status for a growing business can be an overwhelming perspective. All the types of employment viz. full-time, part-time, fixed-tenure, freelancers, permanent and casual workers have a different purpose. Each type has its respective pros and cons. Brooding over all the available options can ultimately leave an employer disoriented and jumbled.
IntroductionWe all know that the four factors of producti.docxvrickens
Introduction
We all know that the four factors of production are land, labor, capital and entrepreneurship. By skillfully combining all of the above factors, we have been able to create goods and services which in turn have created economic value.
Through this presentation we would like to provide some impetus on the second factor of production i.e.Labor.
The basic definition of labor can be stated as the human effort of one or more individual which is required to create goods and services. It is the responsible of the entrepreneur to bring together the labor resources so as to be able to create value. (Unknown)
-Contd
Labor as a factor of production can mean different things in different circumstances. For example a doctor treating patients in his clinic can be considered an entrepreneur as well as labor. On the other hand, a receptionist hired by the same doctor would be considered labor.
The doctor hires some support staff to be able to perform his or her tasks more efficiently while being able to maximize returns after paying the salaries for the staff. This can only happen if the staff is qualified and can work according to the expectations of the employer.
In this context, it becomes necessary to properly assess the hiring process for any organization so that they can maximize returns while controlling costs.
Hiring Best Practices
Here are some of the best practices that we believe, all employers should employ
Identify Need – The first step towards hiring somebody is for an individual in charge of hiring to identify a need. This may seem easier than it sounds but in many cases we have seen that organizations being overstaffed, carrying high salary costs and having highly unproductive resources.
Define Job description – Once a need has been identified, the employer must spend time to define what tasks are expected to be done by the prospective employee. Failure to do this causes friction between the employer and employee and may hamper performance of the employee.
Best Practices - contd
Plan the Hiring – Once the description and requirement have been established, it is necessary to outline how the process is expected to be completed right from the time of posting the job on various platforms to the point of onboarding the employee. It is helpful to identify the internal resources which are responsible for driving the process to completion and make sure they know the expectations.
Market Availability – Once all the internal planning is in place, the firm must actively market the open position. It is often experienced that openings go unfulfilled due to the lack of awareness among the job seekers. The firm should aggressively market the position on various job portals, newspaper classifieds, social media as well as their own website. The more awareness created, the more applicants and higher chances of fulfilling the position.
Best Practices - contd
Review CV’s – A strong marketing campaign would ...
New Staff Recruitment ProposalCompanyABC CompanyEast Road, L.docxkendalfarrier
New Staff Recruitment Proposal
Company
ABC Company
East Road, London
Director
Max Shepherd
Board of Directors
Company ABC
Contact: +1 [X]
Date: 28 February 20XX
Respected Director,
It is stated that I am the manager of the operations department. I have given my 10 years to this company, and I am a very proud employee. I have delivered my projects that were exceptional and were highly appreciated by clients. My department runs smoothly under my command and no complaints have ever been logged about my people. We work as a team in every project and that is the key to our success.
In view of the latest project assigned to my department, I would like to request for the hiring of additional staff for my department. Current members of my department are already working on ongoing projects, and they cannot be burdened beyond the limit, so they will not be able to cope with additional responsibilities related to the latest project as its deadline is near. I, therefore, request you to hire 3 employees in the department.
With the influx of more manpower, responsibilities will be shared, and work would be up to the mark.
Regards
Operations Manager,
Daniel Ephron.
Contact: +[X]
Sample Template
Introduction
The operation department of our company is in dire need of expansion due to the heavy influx of very lengthy projects. All the members of my department are already occupied with previous projects and to meet the deadlines of new projects, it is important to hire extra help. Due to incoming projects, meetings are conducted for discussion with the clients. Such meetings consume a day’s work of my department as they have to prepare proposals for each project and also make amendments according to the likings of clients. It would be a wise move to assign new projects to new members with fresh minds engaging new, thrilling ideas that can be incorporated into projects.
Since the deadline of our project is approaching rapidly, hiring should be our priority. Please consider my request as it is important for the success of our organization.
I eagerly await your response.
Services provided by Operations department:
· Production
· Logistics
· Production planning
· Costing
· Purchasing and procurement
Hiring new members will have the following impact on our organization,
· Work efficiency will be enhanced as tasks will be shared among more employees.
· As the burden will be less on existing employees, the company will be able to avoid turnover.
· Enhanced productivity leads to acquiring more projects and may result in increased annual revenue.
· A large team will prove good for the company’s portfolio.
Posts available
Candidates for the following posts need to be hired,
· Assistant managers for Procurement
· Assistant manager for Production
Assistance required
The incoming projects are different from our ongoing projects as they require fieldwork. Newly hired assistants will be asked to conduct research and compile all the information under one.
Contract staffing is an excellent option for companies going through phases of change and expansion. Try employing a contract employee to cover the gaps for a specific period, such as during a particularly large or critical task or when a full-time employee is on leave, rather than recruiting regular workers.
While consulting services like Maintec Staffing Solutions can assist you to focus on making contract staffing a cost-effective choice for your company, considering it could be a helpful tactic to support your organization during the impending financial turmoil.
Week One Discussion 500 Word Min.This weeks discussion covers .docxhelzerpatrina
Week One Discussion: 500 Word Min.
This week's discussion covers HRD Skill requirements for managers.
Before entering the discussion board, please review pages 16 - 19 in the course text. (Pictures Below)
Question:“What are the core competencies or skills an HRD manager must have, and how are they acquired? “
Week One
Discussion
:
500 Word Min.
This week's discussion covers HRD Skill requirements for managers.
Before entering the discussion board, please review pages 16
-
19 in the course text
.
(Pictures Below)
Question:
“What
are the core competencies or skills an HRD manager must have, and how are they acquired
?
“
Week One Discussion: 500 Word Min.
This week's discussion covers HRD Skill requirements for managers.
Before entering the discussion board, please review pages 16 - 19 in the course text. (Pictures Below)
Question: “What are the core competencies or skills an HRD manager must have, and how are they acquired? “
MHR 6901, Compensation Management 1
Course Learning Outcomes for Unit VI
Upon completion of this unit, students should be able to:
5. Explain workers’ compensation.
5.1 Convince others that executive compensation is too high or is just right.
5.2 Identify compensation rules that apply to the flexible workforce.
Course/Unit
Learning Outcomes
Learning Activity
5.1 Unit VI Essay
5.2 Unit VI Quiz
Reading Assignment
Chapter 11: Compensating Executives
Chapter 12: Compensating the Flexible Workforce: Contingent Employees and Flexible Work Schedules
Unit Lesson
So far in this course, we have talked about how compensation is used and the components of a
compensation system. Let us review these a bit before we move into compensating executives.
Typically, compensation is used to recruit and retain highly qualified employees. The organization’s business
strategy (lead, lag, or match strategy) determines how the organization recruits and retains employees. A
good compensation system also increases morale or at least maintains employee satisfaction. As mentioned
earlier in the course, compensation systems include wages and benefits. A good compensation system is one
that evaluates the employees’ needs and makes adjustments, where possible, to meet those needs.
Employees who have their needs satisfied are more likely to be productive and loyal to the organization,
which, in turn, reduces costs for the organization. This is great for the average worker, but what about the
organization’s executives? Executive compensation is a challenge for most organizations and is a highly
controversial subject, especially after the government bailouts in 2008 and 2009.
Executive compensation is different than that for most salary or hourly employees and can consist of a variety
of options. It is generally focused on generating profits and long-term growth and is considered contingent
compensation, which means that the pay is structured to reward or pay based on th ...
2. Organization Structure
Define Job Tasks:
An organization structure defines how job tasks are formally divided, grouped and coordinated.
There are six elements need to address when design the organization’s structure.
1. Work Specialization: - refers to the degree to which tasks in the organization are
subdivided into separate jobs. The essence of work specialization is that, rather than an entire job
being done by one individual, it is broken down into a number of steps, with each step being
completed by a separate individual.
2. Departmentalization: - Once the jobs have been divided through work specialization,
these jobs have to be grouped together so that common tasks can be coordinated. The basis by
which jobs are grouped together is called departmentalization.
3. Chain of Command: - is an unbroken line of authority that extends from the top of the
organization to the lowest level and clarifies who reports to whom. It answers questions for
employees such as” To whom do I go if I have a problem?” and ‘To whom am I responsible?”
4. Span of control: - refers to the number of subordinates a manager can efficiently and
effectively direct.
5. Centralization and Decentralization: - Centralization refers to the degree to which
decision making is concentrated at a single point in the organization. In a decentralized
organization, action can be taken more quickly to solve problem, more people provide input into
decisions.
6. Formalization: - refers to the degree to which job within the organization are
standardized.
: Temporary Recruitment :
Effective temporary recruitment is quick, efficient and provides a strong level of “fit” between
the requirements of clients and the skills, attitude and behaviors of candidates. As a result, we
follow a specific and rigorous process to ensure that the “best fit” temporary staff can be quickly
sourced and placed to meet the individual needs of situation.
Temporary Worker:
A temporary worker is someone employed for a limited period whose job is usually expected by
both sides to last for only a short time. Temporary workers may be employed directly by the
employer or by private agencies. Agencies will recruit, select and sometimes train temporary
workers and hire them out to employers.
Temporary workers are sometimes employed on fixed term contracts. A fixed term contract is a
contract of employment for a definite period, set in advance. Employment ends when the
contract expires and no notice need be given by the employer. Employment contracts may also
be agreed which end on the completion of a particular task rather than on a specific date.
: Advantages :
3. Interviewed & References:
- The people that are hired through a temp agency are interviewed and their references
checked. When you no longer need them you can inform the agency and let them go. If the time
comes that you need someone else you can go back to the agency and request that someone be
sent out.
Temporary Demand:
- Temporary employees can provide specialist skills to carry out specific projects. A
business point of view it makes economic sense to offer short-term contracts and buy-in talents,
skills and extra labor only when needed.
Maintain Staff Flexibility:
- Temporary workers can provide greater flexibility because the number employed can
vary to take account of changes in demand for the product or service.
Employee Absence:
- Temporary workers can also provide cover for permanent staff on holiday, maternity
leave or sick leave
Perfect Candidate:
- Hiring a temp can also be a good way to continue getting work done while you are
searching for the perfect candidate for the particular job.
Initial Low Cost:
- The cost of hiring temp workers is often cheaper than the cost of hiring permanent
employees with the benefits. In the short term, it is generally more cost-efficient to hire a
temp.
Specialist Skills:
- The cost of hiring the permanent employee in some matter is high as compared to hire of
temp worker e.g. in the filed of law, doctors etc. Possible to get / attract talent that client may not
able to get as it may be a startup or corporate branding in not strong.
Overload Work:
- They can fill vacancies when your full time employees are vacationing, taking maternity
leave, or otherwise cannot temporarily fill their position. This will help so that other full time
employees don’t suddenly feel overloaded in their workload or so that simply your company
doesn’t fall behind but simply keeps functioning on schedule.
Special Tasks/ Projects:
- Temporary employees can be hired for specific projects that need undertaking but are
not usually a need in your office. For example, if your company decides to put up a web site you
may also decide to hire a creative team who can design this web site for you. If you do, then
these will be temporary employees who will fill a need and then no longer be employed by your
company.
Training:
- The agency is responsible for and bears the financial burden of recruiting, screening,
testing and hiring workers; payroll expenses and paperwork; workers’ compensation insurance;
4. and any employee benefits they may wish to provide. Some agencies even provide training such
as software application tutorials.
Need of Business:
- Temporary employees can be brought in when there’s more work, and let go when
there’s less work. Allowing for the work to ride along with your budget and not having to
overpay for work that isn’t needed.
: Disadvantages :
Motivation:
- Some employers find that temporary workers lack motivation and commitment.
Most temp employees won’t have the motivations of your regular employees and may not work
as hard as you may want or need them.
Dependence on Agencies:
- The lowest prices do not always deliver the best workers. Businesses which
use agency ‘temps’ depend on the screening and testing methods used by the agency.
Low Focus on Goals:
- Short term financial gain will lead to low focus on building service accelerators,
reusable components/frameworks, and knowledgebase. Every time you see a new face and need
a learning curve to be productive.
Instability/ No Security:
- One of the biggest problems temp workers face is instability. A freelancer's worst
nightmare is accepting a month long assignment and scarcely two weeks later hearing those
dreaded words: "I'm sorry; we won't need you tomorrow."
Training Needs:
- Every time a temp starts a new work assignment – no matter how skilled or
unskilled – a certain amount of training is required in order for them to perform their assigned
tasks to suit the specific needs of that company. Of course, if the same temp is brought back
again, this might not be required.
Morale Issues:
- Morale and employee relations problems can arise when you have temps working
alongside permanent employees for months, doing the same work and putting in the same hours,
but not receiving the same benefits afforded their permanent employee coworkers.
Legal Concerns:
- Recent court decisions have highlighted the fact that businesses must be careful how
they contract for temporary staff. There must be no doubt about the workers’ status and about
the lack of eligibility for the benefits of permanent employees. And treat temp workers with the
same respect and care you would for your permanent staff.
Temp Employee Benefit:
5. Money:
- The biggest advantage of temping is money, depending on skill set, previous
experience and educational background, temps can earn more.
Variety:
- If you apply with different agencies, you may be able to work in a different
industry. Working at different offices and in different industries could help you find out
what you really enjoy doing.
Flexibility:
- For those with more practical plans, like new graduates and those re-entering the
workforce, temping also gives you the flexibility to schedule interviews and
appointments while earning the money that you need.
Efficiency:
- Doing as temp at different industries, offices, result is more efficiency in work,
Opportunities:
- If you apply with different agencies, you may be able to work in different
industries, offices which create greater job opportunities.
Productivity:
- More experiences through the temp work the productivity enhanced that also
help a company’s to groom from bottom line.
Relationship/ Reference:
- As more as you done jobs in different sectors create more relationship and
references.
Work location:
- Work location can make a big difference. In large metropolitan areas, where the
cost of living is higher, expect to pay higher prices for qualified workers.
6. Money:
- The biggest advantage of temping is money, depending on skill set, previous
experience and educational background, temps can earn more.
Variety:
- If you apply with different agencies, you may be able to work in a different
industry. Working at different offices and in different industries could help you find out
what you really enjoy doing.
Flexibility:
- For those with more practical plans, like new graduates and those re-entering the
workforce, temping also gives you the flexibility to schedule interviews and
appointments while earning the money that you need.
Efficiency:
- Doing as temp at different industries, offices, result is more efficiency in work,
Opportunities:
- If you apply with different agencies, you may be able to work in different
industries, offices which create greater job opportunities.
Productivity:
- More experiences through the temp work the productivity enhanced that also
help a company’s to groom from bottom line.
Relationship/ Reference:
- As more as you done jobs in different sectors create more relationship and
references.
Work location:
- Work location can make a big difference. In large metropolitan areas, where the
cost of living is higher, expect to pay higher prices for qualified workers.