Supporting Good Practice in Managing Employee Relations

GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS GUIDANCE LEAFLET. Understand the impact of employment law at the start of the employment relationship Internal and external factors that impact on the employment relationship Internal: †¢ Performance, pay and reward: employers should set clear and transparent targets in order to make it easier for employees to know what is expected of them. If these targets are followed employees can be rewarded and this should improve the relationship between employer and employee. †¢ Management style: there are two types of manager: autocratic and democratic. Autocratic managers make decisions without involving the staff. This can be a good idea in some circumstances (for example the need to make a†¦show more content†¦These extra rights, for example, include: protection against unfair dismissal, maternity and paternity pay and leave, the right to ask for flexible working hours, statutory sick pay, minimum notice periods (in case of an employer dismissing you), redundancy pay and some others. Permanent/f ull time and part-time employees have basically the same rights. The claim to being an employee could come even after the contact has ceased, in order to assert employment rights. Self-employed: †¢ Self-employed people are considered their own boss as they are not actually employed by an organisation, they are in business of their own right and don’t have a contract of employment. They usually take on work or perform services of their own accord and get to decide how much sick or holiday time they give themselves. They are responsible for paying their own income tax and national insurance contributions and they usually provide their own equipment/tools to do the work/service. You will find self-employed people usually submit invoices, are VAT registered and can be a limited company. It is important to distinguish this employment status from others because if you were to offer work to this person, for example painting a house even though this person claims to be self-employed, HMRC may take a different viewShow MoreRelatedSupporting Good Practice in Managing Employee Relations2294 Words   |  10 PagesSupporting Good Practice in Managing Employee Relations Aim The aim/objectives of this assignment are to explore employee relations in detail, including the psychological contract, differences between fair and unfair dismissals, redundancy, and the direct link to my organisation. Pershing is a medium sized financial services company, who has seen strong growth over the last two years during the economic downturn. 1.0 Internal and external factors that impact on the employment relationship Read MoreSupporting Good Practice in Managing Employee Relations4211 Words   |  17 PagesA GUIDE TO SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYEE RELATIONS CONTENTS Internal factors that impact employee relations | Page 3 | External factors that impact employee relations | Pages 3-4 | Employment status | Page 4 | Employee rights | Page 5 | Legislation relating to work/life balance | Pages 5-6 | Family/parent-related legal support | Pages 6-7 | Equal pay | Page 8 | Equalities Legislation | Pages 9-10 | The psychological contract | Pages 10-11 | Fair and unfairRead MoreSupporting Good Practice in Managing Employee Relations Essay2397 Words   |  10 PagesSUPPORTING GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS GUIDANCE LEAFLET 1. The impact of employment law at the start of the employment relationship 1.1. 2 internal and 2 external factors that impact on the employment relationship A number of factors can have an impact on the relationship between employees and employers which can be identified as internal and external factors. †¢ Internal factors include: o Pay and Rewards – pay and rewards attract, motivate and retain staffRead MoreSupporting Good Practice in Managing Employee Relations Essay2853 Words   |  12 PagesEmployment relationship – defn. â€Å"the relationship that exists between employers and employees in the workplace† When an employee starts a new company there may be many internal and external factors that impact on the employment relationship. One external factor is the state of the economy, in recent years the economy has experienced a recession. This has impacted businesses in many ways; e.g. redundancies - less capital means companies can no longer afford to keep all staff. A second externalRead MoreIntroduction Of Human Resource Management1576 Words   |  7 PagesManagement Team to make the correct decisions in relation to the number and type of staff required to accomplish the company goals. Research is an important part of this function because planning requires the collection and analysis of information in order to predict future human resources needs. There is also a wide scope for research in the areas of recruitment, employee turnover, terminations and training. Using an attitude survey, information about employee opinions can be gathered on wages, promotionsRead MoreOrganizational Leadership as Correlate of Absenteeism at Work Station1724 Words   |  7 PagesFailure of scientific management gave birth to human relation movement. It was founded on more emphasis on workers cooperation and moral. The study of human relations is not a new phenomenon. It got recognition in business, production still continued to claim dominating place in business operation. Production still preceded worker in order of its focus on business organization. Human aspects of work such as decent hours of work, fair wages, good working condition were essential for industrial growthRead MoreDeveloping Yourself as an Effective Hr Practitioner1426 Words   |  6 PagesDeveloping Yourself as an Effective Human Resource Practitioner The CIPD Human Resources Profession Map The CIPD is the professional body for those working within a HR related role, to â€Å"manage the employer-employee relationship and align an organisation’s culture with its people† (CIPD). Researched through collaboration with business leaders the CIPD has developed a map of the activities, knowledge and behaviours required by the different HR roles to meet current business needs (diagram 1)Read MoreThe Future Of Holistic And People Centric Essay1627 Words   |  7 PagesIs Holistic and People-Centric The Future of HRIS...Is Holistic and People-Centric HR managers face great challenges such as managing attrition, encouraging retention and meeting ever-increasing demands from employees, customers and executives who want greater efficiency and HR input on achieving business objectives through hiring strategies and people management practices. HR departments often find their duties expanded to deal with empowered customers, key business suppliers, business associatesRead MoreTraining And Development And Performance Appraisal1558 Words   |  7 Pagesorganization and moreover and I listed about what are the methods of training can be provided and during the work of the employee I am going to find out the performance of the employee towards the work by using the method of performance appraisal for the successful business INTRODUCTION According to Edwin Filippo, â€Å"Training is the act of increasing the skills of an employee for doing a particular job† Trained staff is the most valuable assets of an organization. So, every organization irrespectiveRead More3MER Assignment3584 Words   |  15 Pagesï » ¿Supporting Good Practice in Managing Employment Relations (3MER) Supporting Good Practice in Managing Employment Relations (3MER) Employee Relations management(3MER) Content 1.1 Internal and external factors that influence employee relations 1.2 Types of employment status 1.3 The importance of employment status 1.1 The importance of work life balance and legislation that influence it 1.2 Legal support for employees as a family member 1.3 The importance of equality pay 1.4 Legislation

Mgmt 330 Midterm Exam Essay - 2926 Words

Question 1 ______________ involves assembling and coordinating organizational resources. a) Controlling b) Planning c) Organizing d) Leading e) Quantifying Question 2 Goodwill stemming from social relationships is called a) social empathy. b) social capital. c) emotional intelligence. d) emotional capital. e) empathetic goodwill. Question 3 Lower-level managers who supervise the operational activities of the organization are called a) frontline managers. b) middle managers. c) top-level managers. d) tactical managers. e) strategic managers. Question 4 The President of Delta Design, LLC attended the opening ceremony for a customers new office complex. Which of Mintzbergs roles was the President playing in this situation? a) Leader b)†¦show more content†¦e) Managers cannot be sure how much time, energy, or trouble lie ahead once they start working on the problem. Question 16 Managers who optimize their decisions will attempt to choose a) the first minimally acceptable alternative. b) among those alternatives with variable results. c) the least expensive alternative. d) that alternative that produces the least conflict. e) an alternative that achieves the best possible balance among several goals. Question 17 The manager of the Capitol Restaurant noted that the restaurant had experienced a decreased number of evening customers. The manager promptly ordered the chef to rewrite the evening menu. Customer feedback later indicated that the problem had not been the menu but poor service from the wait staff. The managers decision to have the menu revised suggests that he failed to a) identify the problem. b) evaluate the alternatives and consequences. c) properly diagnose the cause of the problem. d) evaluate the decision and its consequences. e) identify a solution. Question 18 Characteristics of managerial decisions include which of the following? a) Success b) Certainty c) Convention d) Lack of structure e) Speed Question 19 Advantages in using a group for decision making include a) intellectual stimulation b) domination by one member for leading the discussion c) groupthink d) satisficing e) goal displacement Question 20 The state that exists when decision

Recruitment Resources Free Essays

In this report I will compare the purposes of all different recruitment resources documents used in the selection and recruitment process for a given organisation Job Specification What the job involves This allows the candidate to fully understand what the job role involves before apply for the job. It allows candidates to figure out if they’re suitable for the requirements which the organisation is looking for, this can normally save time if the candidate believes the job role is not suitable for them. Job title This shows the candidate what title they will be under if they are successful with the recruitment selection process. We will write a custom essay sample on Recruitment Resources or any similar topic only for you Order Now Titles are normally the same title, privileges and area of business throughout all organisations; this can give the candidate an idea of where the role is based within the organisation. Department This is an important bit of information that is on the job description, this shows the candidate what type of area the role is based within in the business. Candidates normally have a preferred area of business which they want to enter within, candidates usually apply for specific departments when searching for vacancies, it allows candidates not to waste time for applying for roles in which departments they wish not to enter. Responsible To This explains to the candidates whom they will be responsible for, who will be their first point of contact if a problem occurs. It allows the candidate to understand where in the hierarchy they will be based within the organisation. Scope of the post This is what is expected from the candidate if they receive the job offer and accept the offer. It explains the most important aspects of the role for the candidate to understand if they feel up to the requirements. Education and qualifications Employers use this heading to explain to the candidates which qualifications they would prefer the candidate to have. The qualifications normally relate to the nature of the role which can impact the motivation of the candidate if they had received the role. Name of complier and approver This states who created the application for the candidate and who will be checking the application after it has been submitted to the organisation. Date of issue This can be useful for candidates to view when the vacancy role to see when the organisation had published the vacancy. It can show if the vacancy has been online for period of time, or is a brand new role being published. Person Specification Job Title and Reference Number and Management Responsibilities This information in the person specification is an important need to know information for the candidate to understand what they are applying for. Reference numbers are important to keep track of what job role you’re applying for since every role will have a different reference number, so you can always find your way back to the role. When talking to the organisation, they normally ask for the reference number to find the vacancy information for interviews etc. It’s also important to let the candidate understand what responsibilities they will adhere too, such as running a team, budget etc. Attainments and Qualifications This is the information which allows the candidate to understand if they are suitable for the role with the requirements that are set by the organisation. This is normally required for a known knowledgeable job which requires the candidate to fully understand the area of work. Organisations normally set a minimum level of qualifications, such as minimum C in Maths GCSE. General Intelligence This is placed within the person specification to notify what skills and knowledge the organisation would rather the candidate have, such as communication and people skills. The skills noted in the person specification usually relate to the nature of the job role. Temperament This is explained to the candidate in which type of temperament they would prefer from a candidate in the job role. These can normally include friendly, cool under pressure and patient. Customer Assistants need to ensure that their temperament is suitable for dealing with angry and needy customers. Location of Role This tells the candidate where the role is located within the organisations hierarchy. This is important for the candidate as they would want to understand if they are higher than another department, and if they are responsible for any other staff members. Hobbies and Interests Organisations normally state what type of person they would prefer to fill their job role, this normally allows candidates to understand if they are suitable or not before progressing through the recruitment process. Previous Experience Organisations ask this to ensure the candidate has previous experience in a possible related role. Some organisations normally require previous experience so full training is not required, however most organisations offer training to ensure that the candidate is fully aware of the companies procedures etc. Letter of Application The letter of application is paragraphs putting together the job description and the person specification to make out the best of the candidate in a simple sentence which really sells the candidate. The letter of application needs to ensure that it includes all the relevant information, skills and knowledge required for the specific job role. It should also include positive skills which can then sell the candidate and then the organisation can try match their vacancy requirements to the letter of application. If they fit well together, the recruitment selection process will begin the candidate. How to cite Recruitment Resources, Essay examples

Successful Points Of The Ancient Chinese Civilization Essay Example For Students

Successful Points Of The Ancient Chinese Civilization Essay SUCCESSFUL POINTS OF THE ANCIENT CHINESECIVILIZATIONThe Ancient Chinese civilization went through a series of successful social affairs as wellas a series of social disarray. Each Dynasty resulted in slightly different reforms, but it seems asthough the overall Chinese population held the same general beliefs on such things as family,education and the civilization as a whole. I believe that these morals are what really held theChinese civilization together in times of conflict and political division. FAMILYA Chinese family was traditionally very large. It was what would be called an â€Å"extensivefamily† today. The grandparents, parents, and children of one family all lived together. It wasconsidered a sign of good luck and happiness, if five generations lived together at one time. InAncient China, the family was a strict hierarchy:fathersons (oldest to youngest)motherdaughters (oldest to youngest)Being the ruler in his home, the father assigned his children’s careers, determined their education,arranged their marriages, gave rewards or punishments, and controlled the family finances. Everyfamily member gave their earnings to the father, who then decided how to redistribute the money. EDUCATIONThe Chinese have always respected and stressed learning. All parents tried to give theirsons, rather than daughters, the best education possible. In poor families, boys were usuallytrained from early childhood to do the same jobs as their fathers. At times, however, extremelyintelligent boys were able to attend school if a rich relative or group of neighbors agreed to helppay the fees. Boys from wealthy families could either attend school or choose to learn from aprivate tutor in their own homes. Girls from wealthy families might also learn at home from atutor. Otherwise, she would learn domestic tasks from her mother, such as sewing andembroidery. The main goal of schools was to train boys to be able to become a government official. However, it was not easy to enter the government due to the difficult exams that must be passed. As a result, boys started to prepare early, and began their education at the age of eight or nine. Allstudents had to learn and memorize the important texts that Confucious used in his teachings. DYNASTIESAlthough there were several different Dynasties during the Ancient Chinese era, they eachflourished with the different achievements of the Chinese culture. The Han DynastyDuring this period, records were kept, enabling us to learn more about this exciting time. Han strengths included mathematics, geography, and astronomy which led to technologicaladvancements. These advancements led to inventions such as the magnetic compass and thesternpost rudder. Iron came into use, aiding the improvement of agricultural practices, which inturn helped produce sufficient amounts of food to supply the growing urban population. The Tang DynastyThe Tang emperors focused on giving back to the peasants. They adopted the â€Å"equal fieldsystem† which entitled the state to fertile land only after the death of the peasant owner. The statethen turned and reassigned the land to another worthy adult peasant for their needs and resources. Also during this period, Chinese culture began to influence Japan due to successful foreign affairs. The Song DynastyThe Song rulers aggressively promoted the use of the previous dynasties’ innovations. Theuse of printing was encouraged. The revolution of irrigation was made by the water pump and thespiral worm-drive for liquids. This made mining less difficult and of course aided in the generalfield of agriculture. As stated before, it seems as though the general Chinese civilization had firm beliefs andmorals within the family and from those beliefs the population simply lived their lives. Althoughthey did go through several different dynasties and social/ political reforms, the basis of family andeducation remained constant, forming a firm faith of the two elements. .uee6179b602102333c8963acd955cd9cb , .uee6179b602102333c8963acd955cd9cb .postImageUrl , .uee6179b602102333c8963acd955cd9cb .centered-text-area { min-height: 80px; position: relative; } .uee6179b602102333c8963acd955cd9cb , .uee6179b602102333c8963acd955cd9cb:hover , .uee6179b602102333c8963acd955cd9cb:visited , .uee6179b602102333c8963acd955cd9cb:active { border:0!important; } .uee6179b602102333c8963acd955cd9cb .clearfix:after { content: ""; display: table; clear: both; } .uee6179b602102333c8963acd955cd9cb { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uee6179b602102333c8963acd955cd9cb:active , .uee6179b602102333c8963acd955cd9cb:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uee6179b602102333c8963acd955cd9cb .centered-text-area { width: 100%; position: relative ; } .uee6179b602102333c8963acd955cd9cb .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uee6179b602102333c8963acd955cd9cb .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uee6179b602102333c8963acd955cd9cb .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uee6179b602102333c8963acd955cd9cb:hover .ctaButton { background-color: #34495E!important; } .uee6179b602102333c8963acd955cd9cb .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uee6179b602102333c8963acd955cd9cb .uee6179b602102333c8963acd955cd9cb-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uee6179b602102333c8963acd955cd9cb:after { content: ""; display: block; clear: both; } READ: Critique of The Darling EssayHistory Essays