... 1) How can the responsible person evaluate best practice in relation to separation and termination? The responsible person must undertake research in order to evaluate best practice in relation to separation and termination. This research follows a specific process which involves a number of steps including: * Research the elements of best practice in separation/termination systems. | * Research the legal requirements for separation/termination practice in your organisation. | * Identify problems and potential improvements in the separation/termination process. | * Consult with appropriate managers in the organisation. Ask for, and use, feedback from existing employees and their managers about the value and efficiency of processes. | * Develop policies, procedures and documents for separation/termination events, and test them in the HRIS. | * Establish procedures that meet all legal requirements, as well as the objectives of the organisation. | * Prepare and develop policies and procedures for use in the event of either voluntary or involuntary redundancies, retirement, resignation and other types of departures. | * Develop redeployment procedures that take into account the situation, performance and personal qualifications of employees affected. | * Allow enough time for employees to make appropriate decisions about separation/termination events that affect them. | * Protect confidentiality and ensure respect...
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...BANKING AND FINANCE ETHICS IN THE FIELD OF CORPORATE POLICIES Corporate Ethics The broad area dealing with the way in which a company behaves towards, and conducts business with, its internal and external stakeholders, including employees, investors, creditors, customers, and regulators. In certain national systems minimum standards are required or recommended in order to eliminate potential conflicts of interest or client/employee mistreatment. Corporate Policy A formal declaration of the guiding principles and procedures by which a company will operate typically established by its board of directors or a senior management policy committee. Imbedded in corporate policy are the company's mission statement, objectives and the principles by which strategic decisions are to be made. It also forms the basis for measuring performance and ensuring accountability at all levels of the company. Financial Institution (PBCom) Company Policies: 1. PBCom First The PBCom First Policy applies to all situations where an actual or potential conflict of interest exists. Being employees of the Bank, it is every employee’s duty to ensure that their personal interests do not conflict with the duties, which they must perform for the Bank, or with the duties which the Bank performs for its clients. When such situation occurs, employees must put the Bank’s interest over and above other interests. 2. Disclosure of Information The disclosure...
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...key systems liaison with other department such as payroll, HRIS administer can also help other department and build an integrate relationship between HR and other department. That relationship can provide a very insightful view for HR department and help the company to make and implement its strategic goals by providing some useful information of employees. 2. From the position description, identify the traditional, transactional, and transformational HR activities that this position is involved with. Traditional: Conduct new hire in process to include systems training for new employees and entering new employee information in Costpoint. Conduct termination out-processing to include entering employee separation information in Costpoint and reporting attrition data. Process personal actions (hires, terminations, pay & title changes, promotions, employment status, etc) to include entering data into HRIS. Transactional: Support and maintains the HRIS in addition to other systems supported by the management of enterprise applications. Provide detail and aggregate information for salary surveys and regulatory reporting. Maintain data integrity in ATS, HRIS, and other enterprise system by...
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...next I will discuss steps you should take to protect your organization from possible litigation when hiring a new employee and last I will discuss steps I should take to protect my organization from possible litigation when terminating that same employee. 2. Determine which laws need to be most closely monitored in your organization and state why. Employee Benefits: * Human resources employment laws pertaining to employee benefits include the Consolidated Omnibus Budget Reconciliation Act and the Health Insurance Portability and Accountability Act, called COBRA and HIPAA, respectively. Where applicable, COBRA permits employees to continue their health insurance benefits after termination or another qualifying event. A qualifying event may range from divorce or legal separation to an employee's reduction in hours, which renders him ineligible for benefits through the employer's group health plan. HIPAA mandates strict confidentiality provisions for employees' medical information. Human resources policies related to HIPAA require designation of a privacy officer who ensures the company maintains employment and medical records in accordance with HIPAA regulations. Civil Rights Act of 1964: * Title VII of the Civil Rights Act of 1964 mandates equal treatment of employees, regardless of sex, race, national origin, color or religion. Many human resources policies refer to this law...
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...Jack Nelsons Problem Following has been noted as few problems faced by the bank’s home office and branches. - High employee turnover: The major issue was that employee turnover was quite high within the office, as a matter of fact every time an employee would be hired , their would be another employee resigning. We understand that employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is highest. Many factors play a role in the employee turnover rate of any company, and these can stem from both the employer and the employees. - Lack of On-Job Training: It is the responsibility of the supervisors and managers to utilise available resources to train, qualify and develop their employees. We find that employees had not been provided with sufficient training related to their job role. For example: One of the employee Ms.Ruth Johnson was hired almost two months ago as a machine operator but was not aware of the machine output productivity or its name! Therefore, we can conclude that there was lack of On-Job Training for the employees hired. On-Job training is a primary method used for broadening employees’ skills and increase in productivity. - Hiring Employee: The case study highlights the fact that there is no participation or contribution from the HR Department in terms of hiring new employees, which means that the office does not have any HR Department working. Hence, employees were hired by supervisors...
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...irrespective of their contribution or use. It also provides that upon separation, each of the spouses has a right to an undivided half of all the properties of the family. This case, and the Moge v Moge are the key cases in the development of family law in the much that concerns the division of properties. Another area of interest in the development of family laws affecting the responsibilities of spouses following a separation includes support for spouses. It was notable that forty years ago, as apparent from the Moge v Moge case, when a couple separated, none of them was entitled to support by the other. However, the ruling of the case sets up a precedence that was to be instrumental in defining the legal position on the support of spouses upon...
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...The Definition of Employee Communication Communication is often defined as the sharing of information, feelings and ideas. In the business world, exchanging information is essential for your company's success, and there are many different avenues available to communicate with your employees and customers. With the advent of social media, the number of communication options has exploded. You can share among your employees almost instantaneously. As the speed of communication accelerates, your challenges to communicate effectively also increase. Keeping your communications accurate and informative becomes a daily challenge. Traditional Communication Methods Communicating with your employees has traditionally been a top-down process: Management created policies, procedures, documents and memos and distributed them to workers. Your now deliver communication usually through internal email messages and website updates. Employees most likely communicate through email and phone calls, with occasional meetings to update status and review accomplishments. Paper memos still exist, but their use is declining as most organizations now rely almost exclusively on email for their important communications. Email and Instant Messaging Your employees most likely use email and instant messaging for most of their daily communications. From daily updates to the latest news from your field offices, associates can stay up to date and informed at all times. The advantages of email and instant messaging...
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...Employee Relations Introduction An employee relation process is a broad undertaking and involves many different aspect of the management interaction with employee and the employee with the management. Health care organizations typically manage their relationships through the human resource process which is guided by the policy and procedures of the organization (Flynn, Mathis, & Jackson, 2011, p. 203). Employee relations should be a key factor in the growth of an organization. The success of the organization can be measured by the employee’s satisfaction and should be a top priority of any organization. According to Flynn, Mathis and Jackson (2011), employers base relationships with employees upon a series of federal, state and local laws and statutes and through important court decisions, referred to as case law (p 203). Maintaining employee retention, satisfaction and loyalty should me the basic goals for any organization. To treat every employee with dignity, respect and treating all employees firm fair and consistent can lead to a healthy working environment. In the following paper a strategy specific to my organization for integrating job performance and training will be developed. Next, the most significant performance management challenges the organization faces on a daily basis. Following the significant performance management challenges an outline of such will be developed to improve the employee performance and encourage employee retention. Lastly, a set...
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...RUNNING HEAD: ORGANIZED LABOR AND HUMAN RESOURCES PLANS UNIT 5 INDIVIDUAL PROJECT AVON.MITCHELL SMITH CTU ONLINE MANAGEMENT OF HUMAN RESOURCES IN HEALTHCARE HCM670-1601B-01 INSTRUCTOR: HWANGJI LU MARCH 21, 2016 ORGANIZED LABOR AND HUMAN RESOURCES PLANS ORGANIZED LABOR AND HUMAN RESOURCES PLANS ABSTRACT Health care organizations are labor intensive; the costs of staff are about two thirds of total expenses. This makes human resources the most significant input component in delivery of health services. Heath professions occupations are highly fragmented by skills area. About 100 different types of positions are required to staff a general acute care community hospital. Acquiring and retaining a qualified work force are among the most significant tasks facing health care management (Longest & Darr). In this paper I will discuss what I have learned throughout this course, and develop a...
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...the empowerment to make choices and open the lines of communications. In completing these steps you will most definitely make the merger between InterClean, Inc. and Enviro Tech a successful one. Manager’s Impact on Employee’s Productivity: Various studies have shown and proven as well as every day interactions with managers that employees’ performance and actions of the manager(s) have a harmonizing relationship. Just about six out of 10 responders cited poor management as the issue that most knocked workplace productivity, with loss of work inspiration coming second (Upfront, 2008). Managers Actions and Employment Laws: In our daily practices, particularly at a time such as now, we must guarantee that we continue to control, manage, and make decisions ethically. Inside the Ethics Resource Center’s 2000...
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...CATEGORIES 4 RISK ASSESSMENT AND TREATMENT 4.1 ASSESSING SECURITY RISKS Information security policies, standards, procedures and guidelines drive risk management, security and control requirements throughout the organization Information security policies, standards, procedures and guidelines drive risk management, security and control requirements throughout the organization 4.2 TREATING SECURITY RISKS 5 SECURITY POLICY 5.1 INFORMATION SECURITY POLICY 5.1.1 Information security policy document 5.1.2 Review of the information security policy 6 ORGANIZATION OF INFORMATION SECURITY Defines the hierarchical structure and reporting responsibilities necessary to manage, control and direct information security Defines the hierarchical structure and reporting responsibilities necessary to manage, control and...
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...What is the problem? Leo Antonelli owns a single theater with four screens in West Texas. While Mr. Antonelli owns the theater, he does not manage it. Mr. Antonelli, who was concerned about the profitability of the theater, engaged the services of a local accounting professor to observe the processes at the theater and report on the effectiveness of the internal controls in place. The analysis and recommendations presented below are based on the internal control report. Question 1. Where is the theater’s control system lacking? Are the controls themselves weak or incomplete, or are the theater’s problems caused primarily because of lack of discipline in using the existing controls? Leo’s Four-Plex has four internal controls in place. These controls are presented in Table 1. Even though there are internal controls in place, the controls are not rigorously applied and are insufficient to control the flow of cash in the theater. Mr. Antonelli asked a local accounting instructor, Mr. Cockerill, to observe the theater and provide comments. Table 2 presents the internal controls in place and Mr. Cockerill’s findings. Question 2. What control improvements would you suggest for Leo’s Four-Plex? I suggest some definite and immediate changes be made to the internal control of cash at Leo’s Four-Plex Theaters. The most obvious deficiency is the focus on non-monetary controls. There are three internal controls devised to make sure that customers see the movie they paid for (color-coded...
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...Introduction Many of the companies spend a large sum on human capital. It is the most important asset in an organization. Also, many of the CEOs agree that the workforce is the largest expense for their business. According to the report, about 50% of new hires leave their job within one year and about 45% of 26-39 years-old expect to leave their job within three years. But turnover in management positions costs 150% of that person’s salary. SmartBusiness Consulting Inc. specialize in developing marketing strategy for small businesses but recently they experience very high staff turnover rate and lost 10% of their consultant. To improve their performance, one must use appropriate information system to overcome their crisis and to better manage their human resource. Business process in human resource management (FA = Fully automated; PA = Partially automated; M = Manual) * Hiring employees (PA) Hiring employees can be partially automated, where collecting resume and posting ads for positions can be automated using computer but setting up the interview, evaluating the candidates and deciding the winner has to be done manually. * Evaluating employees’ job performance (PA) Evaluating employees’ job performance can be partially automated, where checking for work completion and evaluation and checking for attendance (absence with/without valid reason, late, etc.) can be done using computer to check their current records. However, checking for social skills, work habit...
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...Staffing the Information Technology Department Gayle Yarbrough, PHR Webster University ITM 5600/45 - Information and Communications Security Dr. Etido Akpan February 15, 2011 Abstract Staffing the Information Technology (IT) department today is about proper workforce planning and strategic alignment. In today’s labor market, it is essential that staffing be aligned with the strategic plan of the organization. The goal of the staffing expert is to achieve the perfect balance between improving technology and finding success in all areas related to staffing for that technology (Cryton, 2010). Strategic recruiting becomes more important as labor markets shift and become more competitive. Human Resource planning helps to align Human Resource strategies with organizational goals and plans. This research will examine different strategies and staffing approaches as companies strive to attract the Information Technology talent needed while at the same time companies are facing a major human energy crisis in the Information Technology department. This study will examine the different methods and sources of staffing and considerations to examine in selecting a recruitment strategy. The research will examine what is needed to staff the IT department along with credentials and training needed to support the requirements. Finally, the research will conclude with employment policies and practices to that should be closely examined and considered when staffing the Information...
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...Leo’s Four-Plex Theater Elaine Sanders ACC 6003 Spring 2016 What is the problem? Leo Antonelli owns a single theater with four screens in West Texas. While Mr. Antonelli owns the theater, he does not manage it. Mr. Antonelli, who was concerned about the profitability of the theater, engaged the services of a local accounting professor to observe the processes at the theater and report on the effectiveness of the internal controls in place. The analysis and recommendations presented below are based on the internal control report. Question 1. Where is the theater’s control system lacking? Are the controls themselves weak or incomplete, or are the theater’s problems caused primarily because of lack of discipline in using the existing controls? Leo’s Four-Plex has four internal controls in place. These controls are presented in Table 1. Even though there are internal controls in place, the controls are not rigorously applied and are insufficient to control the flow of cash in the theater. Mr. Antonelli asked a local accounting instructor, Mr. Cockerill, to observe the theater and provide comments. Table 2 presents the internal controls in place and Mr. Cockerill’s findings. Question 2. What control improvements would you suggest for Leo’s Four-Plex? I suggest some definite and immediate changes be made to the internal control of cash at Leo’s Four-Plex Theaters. The most obvious deficiency is the focus on non-monetary controls. There are three internal controls devised...
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