To create effective teamwork, these powerful actions must occur:Managers communicate the clear expectation that teamwork and collaboration are expected. Supervisors are open and receptive to ideas and input from others. Team members can help keep other employee motivated by encouraging each other to contribute ideas, resolving differences to make the situation a win/win situation, help keep everyone involved by asking members for input and ideas, and using humor as a reminder that we can all get…
Archive for the ‘Human Resources’ Category
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How to Provide Constructive Criticism
May 20th, 2010 
admin Usually the goal in constructive criticism is to critique an individual so they will benefit or improve. Constructive criticism will provide feedback that enhances job results, reduces employees stress, creates psychological security and helps develop the ideal organizational climate. Now, the question is how do we give constructive criticism? Always give criticism to your employee in private. You have to understand why you are offering criticism and ask if it is appropriate to the situation and…
Encouraging Employee Communication
May 20th, 2010 admin As manager you have the responsibility to establish and administer the disciplinary procedure and to effectively handle grievances and complaints. Your actions are the major factor in determining the human relations climate in your company. Communication provides the key to successfully meeting these responsibilities. Keep your employee informed satisfies an important need. Employees get information from communications network which includes any conversations they have with employees. As employe…
How to Hold an Employee Meeting
May 20th, 2010 admin Meetings are the vehicle to build your group. They help you recruit, train, and sustain a membership base. If you get the meetings right, your group will function well and achieve long term success. Running a good meeting is simple. But most meetings are not well run. Ineffective meetings use critical resources, sap organizational energy and movement, and affect employee morale. Find out how to make your meetings work for you. If you run good meetings, your group will be successful.A key to a go…
Managing Employee Retention
May 20th, 2010 admin To maintain a stable workforce, employers must deliberately engage in retention activities. These efforts range from recruiting good employees, enriching work environment and individualized compensation packages. People need to feel wanted, valued, appreciated. They want to do meaningful work and have some say in how their jobs are designed, managed, and measured. It is important you create an environment of respect, trust and mutual support who encouraging open communication. There is elements …
Taking Disciplinary Action
May 20th, 2010 admin This process satisfies a legal requirement to terminate justifiably. It also provides the employees with fair and equal treatment to understand performance issues and be provided with an opportunity to improve over a reasonable and specified period of time.Documented verbal warning – Where the gap in job performance is clearly explained to the employee as well as the potential outcome should performance not improve.Formal written warning – Outlining specific performance issues that need to be ad…
How to Write a Job Description
May 20th, 2010 admin A job description should include a:Job Title – The job identification should set out the title of the person. Avoid titles or terms that are gender specific.Pay Range – This is the employer Classification Code for categorizing pay ranges for the position could be included but it is facultative. You need to include the minimum, midpoint or maximum of the salary range for this position. Salary structures and its pay ranges are not static. You have to update the salary structures depending on marke…
Probationary Employee Evaluation
May 20th, 2010 admin Introductory period of employment that allows the manager to determine if the employee is suited for the job. Employees serve a probationary period commencing at the time of hire and/or when the employee changes employee job position. The supervisor should establish performance expectations for each new employee. This plan should be established within the first week of employment. A formal probation procedure helps to ensure that: The performance, conduct, attendance, timekeeping and training/su…
Probationary Termination Process
May 20th, 2010 admin If an employee fails to achieve the expected standards of performance for their post, this shall result in the appointment being terminated, subject to notice or where appropriate, pay in lieu of notice.1. Following the final review meeting including any period of extension between the manager, the employee and the HR person, a final report shall be compiled and sent to the Human Resources Department, with a recommendation that the appointment should be terminated. The employee will have the rig…
Annual Performance Evaluation
May 20th, 2010 admin The Annual Performance Evaluation should provide a comparison of actual on-the-job performance to establish performance measurement standards. The Annual Performance Evaluation encourages periodic and structured communication between supervisors and employees about the job.Employees should know their job description and company expectations for their position. The annual performance evaluation is based upon the job description and objectives developed during annual evaluation. With the Job Descr…