trace out the functions of HR & Administration department of BTIL. It has been tried to draw out the manpower planning‚ recruitment‚ selection‚ placement‚ job analysis‚ performance appraisal‚ promotion‚ increment‚ counseling‚ grievance handling‚ handling disciplinary actions‚ transfer‚ training & development‚ industrial relation‚ salary & wages‚ leave management‚ health & safety‚ facilities for employees & other functions of BTIL. Lastly it has been done SWOT analysis & recommendation for the
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be included in your contract of employment? Date of commencement Duration Probationary period Duties Salary Place of work Appraisal and staff development Working hours Holiday Pension Absence-sickness‚ maternity‚ parental leave Grievances Disciplinary procedure Confidentiality and data protection Termination of employment As well as the employer giving you information there is information that you need to give to them. This includes: Health Pregnancy Bank details Contract details
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bodies supporting employees Equality and diversity. Additional information found in contracts or elsewhere may include: A termination date for temporary jobs Relevant trade union agreements Grievance and appeal procedures Details regarding sickness entitlements Pensions Notice periods Disciplinary rules and procedures. Four main areas covered by legislation: Health and safety Employment rights and responsibilities Pay and pensions Data protection. It is likely that Business
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[pic] R/602/2954 Understand Employment Responsibilities and Rights in Health‚ Social Care or Children and Young People’s Settings Workbook for Employment Rights and Responsibilities The Workbook Purpose – The purpose of the workbook is to support you the learner in gathering and recording evidence towards your LAO Level 2 Award in Employment Rights and Responsibilities in Health and Social Care or Children and Young People’s
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implementation of the Quest for Quality program. Since the employees were not paid extra for serving on these teams‚ the union told employees they could attend the meeting if their jobs were threatened‚ but they should do so under protest and then file a grievance afterward. On the day in question‚ in a three-way conversation with the three employees‚ the union shop steward told them that she would not order them to attend the Quest for Quality meeting‚
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activities that involve monitoring the internal and external workforce (eg human resource planning‚ diversity management). In most organisations‚ the line is primarily responsible for day−to−day people management activities such as employee disciplinary action‚ coaching‚ performance management‚ and promotion decisions. Very few of the activities were outsourced to external consultants. Respondents’ effectiveness ratings for each people management activity Five people management activities
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COMPLAINTS IN HEALTH AND SOCIAL CARE Standards & Guidelines for Resolution & Learning 1 April 2009 SUMMARY Complaints in Health and Social Care: Standards and Guidelines for Resolution and Learning replaces the existing HPSS Complaints Procedure 1996 and provides a streamlined process that applies equally to all health and social care (HSC) organisations. As such it provides a simple‚ consistent approach for staff who handle complaints and for people raising complaints across all
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Three HR activities support an organization 1. Recruitment and Selection • To streamline the hiring process and improve the selection of qualified applicants. • Ensure that we have the right people in the right place and in the right time. • Recruiters also examine processes for filling vacancies such as communication with hiring managers‚ assessing the accuracy and usefulness of job descriptions and whether pre-employment assessments are really helpful in identifying solid candidates
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Introduction: The following research paper will explore sexual harassment as a form of discrimination that violates not only or civil rights but is a serious attempt against our dignity and values as human beings. Unexpected and unwelcome conduct is been experienced on all sorts of job environments. It was not until recent years where society finally made a serious determination that it is a common problem and the creation of strict guidelines and laws against this kind of behavior is of extreme
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CHAPTER 14 NOTES Affirmative action- Probably no single employment practice has caused as much controversy as affirmative action. The very words bring to mind visions of quotas and of unqualified people being given preferential hiring treatment.However‚ the reality of affirmative action is substantially different from the myth; as a general rule‚ affirmative action plans give preferred treatment only to affected groups when all other criteria (e.g.‚ education‚ skills) are equal. Americans
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