Help Them Understand How To Supervise! Being a highly successful supervisor today requires a fundamentally different skill set than it did even 5 years ago. Your managers are under new pressures to do more with less and derive more value from each employee. It can be hard for them to think about being a progressive and inspirational leader when they are just trying to meet daily job demands. Supervisors generally aren’t born into the role. They are most often promoted through the ranks and suddenly, sometimes overnight, find themselves leading others, even if they haven’t…Read More
Some employees seem to think that whatever a manager does that annoys them is harassment. Do not be intimidated by this offshoot of “PC” thinking and inform your supervisors and managers that they have a basic mission: directing your staff and managing their performance. Neither is harassment. Managing is Not Harassment Here’s what managers can and SHOULD always do and none of these are harassment: Insist upon work performance. You can set standards and insist that workers meet the standards! Criticize for poor work performance. It’s perfectly acceptable to do performance appraisals and to talk…Read More
Developing and implementing a company social media and blogging policy requires consideration of a variety of factors. In our forms section, we present three samples of different types of social media policies. One is a simple statement of general principles which by inference does not restrict employees but rather relies on their good sense and judgment. More precise but relatively less legalistic is another policy we offer which sets out a code of conduct but does so in general terms. Finally, we offer a formal social media and publicity policy. In selecting the policy which best suits…Read More
Performance appraisal is the most important aspect of the human resources function. It is a critical management process because it enables several goals to be achieved: Measuring past performance and recognizing achievement Providing a basis for rewarding employees commensurate with their achievement Developing employees and enhancing their success by building on strengths and targeting weaknesses or improvement Ensuring that management priorities and expectations are achieved Provide support for decisions about each employee’s future Creating a documentary history of performance deficiencies in case dismissal is becomes necessary Note: Performance appraisal needs to be an ongoing process…Read More
Note: There are different requirements for voluntary as distinguished from involuntary employee termination. Ensure that the appropriate exit process is followed and that all involved parties are notified. In the case of a voluntary employee termination, conduct a thorough exit interview and gather information helpful to the company. Even in the case of an apparent voluntary resignation, the employee may nonetheless claim he/she was constructively discharged and allege that employment laws were broken. If it is an involuntary employee termination due to performance issues, make sure that the appropriate performance improvement steps have been followed…Read More
COMPANY NAME Employee Name Term Date: Checklist completed by: Date: TERMINATION CHECKLIST Following is a checklist of items that must be completed prior to or on the last day with COMPANY: General — Manager and Human Resources ____ Voluntary — Give written resignation letter to supervisor with a copy to Human Resources ____ Involuntary — Statement and/or documentation to the file regarding termination ____ Conduct the exit interview ____ Notify Network Administrator to terminate access to computer, e-mail, voice mail, etc. Items to Return, where applicable ____ Office keys/cards (front door/building, office, gym facility) ____ …Read More
Master Policy All electronic and telephonic communication systems (including e-mail, voice mail, etc.), and all communication and information transmitted by, received from, or stored in Company systems, are the property of this Company and are to be used solely for job-related purposes. The use of any software and business equipment (including but not limited to facsimiles, telecopiers, computers, and copy machines) for private purposes is strictly forbidden, unless expressly permitted by a designated manager. To prevent spreading viruses, violating licensing agreements, etc., employees are prohibited from installing any software, including computer games, on Company-owned computers…Read More
An employment interview is an occasion in which both the candidate and the employer start to form impressions of each other. It is also a time where formalities are important and where regulations affect the employer’s speech. Besides conforming to legal limitations, asking the right interview questions will: Confirm the candidate’s education, training, and experience listed in the resume. Provide information about the candidate’s past performance and accomplishments Indicate the candidate’s compatibility with the culture of your organization (for example, work pace, work style) Offer insights into the reasons behind the candidate’s desire to change…Read More
A job posting is the equivalent of an unpublished advertisement. A successful posting looks to attract the right type of person and provide an accurate and honest view of the position. It should seek to peak someone’s interest in the role, while at the same time encouraging them to self-assess whether they have the required qualifications and are the right fit for the position. Attracting Candidates You will need to determine the features of the job or your organization that will attract candidates and you may want to consider the following: People are most often…Read More
Employee Name: Start Date: Position: Supervisor: Location: Section I: Role of Human Resources Representative Personnel File Contents — Collect and check off completed items. Indicate N/A if not required for the position. [ ] Resume [ ] Employment Application [ ] Educational Transcripts [ ] Authorization for Background Test and Drug Screen [ ] Offer Approval Memo [ ] Employment Agreement [ ] Federal Tax Withholding Form [ ] State Tax Withholding Form [ ] Access to Employee Handbook – electronic or hard copy if no computer access [ ] Employee Handbook Acknowledgment Form [ ] Personal Information Form [ ] Direct Deposit Form [ ] Property Receipt …Read More
