This document outlines best practices for onboarding new employees and dealing with workplace issues. It recommends that companies establish clear policies in an employee handbook and require new hires to acknowledge understanding the policies. During orientation, supervisors should explain safety policies, work rules, and disciplinary actions. Initial employee meetings should define job expectations and goals, and develop a training schedule. Proper employee deployment involves matching individuals to the right positions to meet operational needs while minimizing costs and safety risks.

1. Basic rules to be followed at work to deal with people
issues, processes and task issues
Prior to new employee Orientation
• Organisation should have their own polices and
agreement which covers the most legal issues in the
work place.
• Polices and agreement should be complied, into a
handbook with federal and state laws.
• Appropriate access should be provided to the employee.
• He should sign a form acknowledging that they have
read and understood the handbook.

2. During induction
• Basic rules, processes and task issues
should be communicated
• Employee are aware of policies regarding
their immediate work areas and explain
the unusual rules

3. During the orientation
• Supervisor should review and explain the company safety
policies and work rules.
• Explain all federal, state and local safety requirements
• General work rules and acceptable standards at work
• Disciplinary actions if employee fails to adhere to work
rules

4. Suggestions for employee
and supervisors meeting
• Tell new employees about how department operates,
including information on expectations about quality
standards
• Employee has a written copy of job description
• Define the factors that will shape the new employee's
evolution
• Set Goals and objectives along with training and development
activities
• Build a Time table

5. Deployment of Right Person
to Right Position
• Movement of Staff from one work assignment to another
to meet operational needs.
• It may take form of work assignment within the country
job, lateral transfer, relocation or temporary assignment.
• Process includes –How to advise the staff member,
alternatives they will be offered, the timelines for
decisions about deployment support available in the new
job and compensation arrangements.

6. Importance of proper
deployment
• Minimise expenditure by deploying the right person to
the right job.
• Organisation failing to better deploy their workforce
incur the risk of health and safety regulations.
• Ability to quickly and accurately match the most
talented employees to the right job.
• Realignment of human resources to new work assignment.

7. Thank You