Employee Procedures The first thing that I have to do in this assignment is to describe the features of a typical contract of employment and then analyse it with my own contract of employment for WH Smiths and say what the differences are between the two. In the second part of this assignment I have to design and make a leaflet for Konrho explaining the responsibilities of the employer including the procedures available to them in upholding there rights. I also have to do the same for the employee. In part three of the assignment I have to describe the disciplinary and grievance procedures available to employers and employees and then put this information into a leaflet as-well. In the fourth part of the assignment I have to compile a report on WH Smith which will include a survey into the health and safety regulations and non-discriminatory legislation in two different work environments. Also I have to describe in-depth the procedures available to employers and employees when health and safety or the non-discriminatory legislation’s have been contravened. In the last part of the assignment I have to explain the roles of trade unions and staff associations. The last thing to do is provide recommendations for Konrho in terms of the best practices to gain employee co-operation in there UK subsidiary. As part of this assignment I am going to have to go to WH Smith and conduct a survey on health and safety, get there health and safety policy and there non-discriminatory policy as-well. I will have to use a library to get the informat... ... middle of paper ... ...) Employee share ownership = this is when the employees are given shares in the company for working there. This is a good idea, as it will motivate workers to work harder so that they get bigger dividends on their shares. 5) Quality circles = this is when employees and management get together to discuss how to improve the products that they produce so that there are not as many rejects. This is good because the business does not have to keep spending more money on replacing faulty goods so the staff may get incentive bonuses. 6) Job security = if employees have job security this means that there jobs are safe so they may be motivated to work harder if they know that there jobs are safe. These are the main ways that Konrho could improve employee co-operation through putting these recommendations into practice.
...placement of previous residences, or the effect that the war had on other parts of Northwest Arkansas beyond Harvey’s projects. An oversight of Snelling also appears to be the lack of interviews of some of the poorer inhabitants of the Monte Ne area such as the share croppers who lived at the crest of the valley. Over all, it seems that the more poor individuals of the area were mostly over looked.
In order to complete this assignments I need to gather as much information as I can from different sources, such as course notes, internet and a Newspaper.
Since 1901, Walgreens has had a strong passion for customer service. The founder, Charles Walgreens, goal was to create a drugstore that was like no other. He said that for as many drugstores as he had worked at, he had never worked for one that had a focus for good customer service and low prices. Walgreens has grown by leaps and bounds since 1901 and is now recognized as the leader in the market with over 7000 stores. Charles Walgreen had an eye for good managers. He said he was able to pick people that he knew were smarter than him so to promote them and make them the heads of his drugstores. As a store manager, not only is it your job to run a store which includes ordering, customer care, and inventory control, but also it is your job to manage the staff. As a part of managing staff, it is their responsibility to hire, train and develop, and terminate if need be. While there are many jobs to choose from when it comes to HR and employee staffing, I choose this one because it is by far to me the most intense.
The four general areas that organizations can use to reduce or eliminate usage behaviors at work include personnel selection, employee training, incentive programs, and safety rules and regulations (Bernardin & Russell, 2013). Personnel selection involves selecting candidates and placing them in jobs within the organization. It can reduce or eliminate unsafe behaviors by having candidates screened through personality testing, and the questions that are asked are about how they would connect certain behaviors with consequences.
Human Resources are an essential function within an organization. The Human Resource Department has the responsibilities that will allow agencies to remain competitive and achieve their goals (site source). Compasión started out as a small company and rapidly grew within their first year of business. Companies who grow quickly experience growing pains (site source). Compasión crossed a lot of bumps in the road because they were not equipped to handle the growth from the start of the company. The company lost money due to their lack of resources and organizational structure of the company. Due to the lack of organization the agency has been fined which resulted in the agency reimbursing the Department of Medical Assistance for funds that were paid due to
One challenge I see in the department that I work in is that there are two types of employees, the ones that have been there for many years and were promoted to higher positions without proper training because that was the next step up; and the newer employees who have not been trained properly to reach their full potential. Proper training and job rotation would improve the quality of work as well as the morale in the office.
When it comes to being safe, everyone has rights and responsibilities. These rights and responsibilities can differ depending on the situation and where you are at. Many people do not think about safety before doing something dangerous. However, it is crucial that individuals put safety before anything else in order to avoid injuries.
One of the most important areas to consider is customer service. The atmosphere of a store
This Code also contains guidelines to assist employees and directors in acting and making decisions on behalf of Knox consistent with these standards and avoiding conflicts of interests. No guidelines can be all-inclusive, however, responsibility for proper conduct rests with each Employee and Director. If you are faced with making a difficult decision or have questions about the applicability of the Code, you are encouraged to discuss the matter with your supervisor.
Sears has seen many different changes in business and has had to adjust to t...
In this case, the employee had the right to assume that he would have privacy because he had an office that needed a key to access it and an employee created password to have access to his computer. This assume privacy was extended to the employee’s personal items held within his office also. Moreover, the company’s computer which the employee created a personal password to access, held privacy documents etc. within it. Furthermore, the employee had the right to assume that he would have privacy but that privacy does not extend to the right to violate the employer’s policy, rules and/or regulations nor violating the laws that protect children from harm.
Introduction Canadian health and safety legislation requires companies and organizations to make a commitment towards occupational health and safety. Maintaining a safe workplace environment has numerous benefits. A safe work environment can boost employee morale, increase productivity, and improve job satisfaction. For companies and organizations, these benefits can lead to less turnover and increased employee retention. They can also reduce absenteeism while improving the culture and image of a company or organization.
From the beginning, the American Federation of Labor (AFL) set out to be a different. Rather than focusing on remolding American life and the institutions in control of American life, the AFL sought to better workers lives by securing higher wages, a shorter work day, and more favorable working conditions (Holley, Jennings, & Wolters, 2009). The AFL also divided membership up by trade, recognizing that different skilled trades had individualized needs (Holley, Jennings, & Wolters, 2009). The Haymarket Riot, Homestead Incident, and the Pullman Strike all played a role in the rise and decline of the AFL.
In today’s competitive job market with all of legal precautions employers must take in the workplace environment, employers face the challenge of attracting, developing, and retaining the best employees. Personnel assessment is a systematic approach to gathering information about individuals (Dessler, 2011). This information is used to make employment or career-related decisions about applicants and employees. Any test or procedure used to measure an individual’s employment or career-related qualifications and interests can be considered a personnel assessment tool (Dessler, 2011). There are many types of personnel assessment tools that help in the selection process. Human resource management and employers can use various tests as well as the personal interview to aid in the employee selection process.
In a society where job security is important one has to question why not put employees where they need be, in the places where they will be most successful, where business can benefit from a happy and energetic employee. Does the quote by Mr. Buffet make since? Being a member of the Armed Forces one would think that retention is a challenge. In my personal opinion I think it depends on the job/department, with using the lingo of the military, it depends on the AFSC (Air Force Specialty Code) in which you are assigned. I will take it one step further and state that it may depend on the branch of service and whether are not you are Active Duty, Guard, or Reserves. For example, members that may have to report to duty one weekend and