What processes are involved in mitigating conflicts between (1) employees, (2) a supervisor and an employee, (3) supervisors from different departments? Does the HR department directly get involved or does the department head initially tackle this issue? If a solution is not reached, what happens then?
How do unions affect your organization? How often are meetings held with unions in order to make sure everyone is on the same page? Are unions encouraged or discouraged within the organization? What types of employees are involved in a union?
How is compensation determined for different employees? What holds more merit - education or prior work experience? What sort of information is used to determine compensation? Also how are severance packages determined?
When posting up a job description, what kind of job analysis is performed? Does HR conduct this analysis or does the department do this on its own? Does HR select resumes and prepare interview questions or individual departments do that on their own?
It often happens that different departments have different views on issues. What happens if HR views on an issue are different than that of the President or CEO? Whose word has a final say?
In terms of internal recruitment within the company, how does HR determine who the ideal candidate is for the job? How is this process different than external recruitment? What are some of the reasons to terminate employees (economic downturn, unsatisfactory behaviour etc)? And what is the process of termination that is involved? Is there some sort of severance package involved?
., recruitment, selection, compensation, salary administration, benefits, employee relations practices, training and development, labour relations take a look at what works and what doesn’t seem to work in the organizations. Why does this seem to be? What problems are the companies experiencing in HR/LR practices and how are these being resolved?
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