STAFF PERSONAL RECORD copy.pptx
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Records provide ready information and preserve evidence for future use. Personnel records are used for long-term purposes and include employment history, medical reports, attendance records, and more. The purpose of record keeping is to facilitate an orderly account of progress, enable comparisons, detect errors and frauds, meet legal requirements, and support personnel decisions. Personnel records play a significant role in performing functions like audits, research, and reviewing policies. They supply necessary information to management and unions.
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spillmanagement2q-220919041830-73be6d1d.pptx
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This document provides guidance on environmental cleaning and infection prevention in healthcare facilities. It outlines the importance of cleaning in reducing pathogen transmission. Proper cleaning methods are described, including using disinfectant solutions in patient areas and detergent in non-patient areas. Personal protective equipment should be worn, and high-touch surfaces prioritized. Spills should be cleaned immediately using absorbent materials followed by disinfection. Terminal cleaning after patient discharge or transfer is crucial. Monitoring programs help ensure cleaning is effective. Training staff on cleaning protocols is important for infection prevention.
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- 2. Records • Record means preservation of information in files and documents. • A record is a piece of writing or a chart which provides ready information and which preserves evidence for future reference or use. • Records are generally prepared from reports and they are meant for long- term use.
- 3. Types of personnel records promotions record • JD and JS • Job application and test scores • Interviewer’s checklist • Employment history • Medical reports • Contracts of employment • Attendance records • Pay roll • Training records • Employee rating • Leaves, transfer, • Accidents and sickness • Industrial disputes and grievances
- 4. Purpose of record keeping • To keep an orderly account of progress • To enable the making of comparison • To facilitate the detection of errors and frauds • To meet legal requirements • To supply information required for taking personnel decisions • To provide a basis for the formulation, evaluation and modification of personnel policies and programme
- 6. Significance of Personnel Records • Personnel records and reports help management in obtaining the requisite information regarding the use of human resources in various departments or divisions.
- 7. • Personnel records play a significant role in performing various personnel functions including audit and research. • They are specially needed to: i. supply the information required by the management and trade unions to review the effectiveness of personnel policies and practices and develop them.
- 8. ii.supply the information required by various agencies on the accidents, employment position, strikes, absenteeism, turnover, etc. iii.provide the information about manpower inventory for manpower planning and succession planning.
- 9. iv.Conduct research in personnel and industrial relations areas. v. Identify training and development needs. vi.Revise pay scales and benefits from time to time.
- 10. Essentials of a good record 1. Simple: Record-keeping must be simple. It should, at the same time, meet the requirements of the organisation. 2.Accurate: Records should be error- free. They must be built around facts as far as possible.
- 11. 3.Economical: It should not cost a fortune to maintain records. The cost of maintaining records must not be high. 4.Useful: Records must provide information which could be put to use. They must facilitate managerial decision making. To this end they must be reviewed and kept up-to-date.
- 12. Reports • Personnel report is a statement describing an event, situation and happening in a clear manner. • It provides both qualitative and quantitative information as to what happened and what is happening.
- 13. Essentials of a good report 1. Conformity: Reports must conform to organisational objectives. 2.Unbiased: Reports must be objective and prepared without prejudice or bias. They must be built around facts as far as possible.
- 14. 3.Data based: Reports must be built around facts. They must not only present facts but interpret them in a meaningful manner. 4.Clarity and Simplicity: The report must be clearly worded so that people could use it easily. To make it simple, some illustrative points could also be used.
- 15. • 5. Timely: Reports must be submitted keeping the time limits in mind. So that proper action may be taken on it.
- 16. Personnel Audits • It involved examination and verification of accounts and records • It involves a formal, systematic and in-depth analysis, investigation and comparison of personnel policies and procedures.
- 17. Objectives of Personnel Audit 1. To review the whole organisational system of human resource practices, i.e., acquiring, developing, allocating and utilizing human resources in the organisation. 2. To evaluate the effectiveness of personnel policies and various practices. • 3.
- 18. 3.To identify shortcomings in the implementation of human resource practices in the organisation. 4.To modify the existing human resource practices to meet the challenges of personnel/human resource management.
- 19. Importance of Personnel Audit • Essential for Organization success. • It Provides Required Feedback. • Managing Rising Labor Costs. • Increasing Opportunities for Competitive Advantage of HRM. • It can avoid Government intervention • It protects Employees interests