Global B2B buy sell marketplace: http://www.bytrade.com
Recruitment and Selection
The human resources department must have a recruitment and selection process that focuses on attracting qualified applicants. Additionally, important steps in the employment process include knowledge of the company's equal employment opportunity policy and how to communicate the policy to current and future employees. The selection process that employment specialists follow generally involves interacting with hiring managers, modifying job descriptions and specifications, developing interview questions specifically tailored to each job in the workplace, and providing initial guidance to new employees on company expectations.
Workplace Safety
A workplace safety program is essential, especially in industries that require employees to operate complex machinery and handle dangerous materials. The safety and risk manager is responsible for developing safety training, compiling records for federal and state reporting requirements, and monitoring workers' compensation issues. Employee safety also requires knowledge of how to prevent and respond to incidents of workplace violence. Human resources procedures for safety and risk management are important for individual employees and the overall business. Drug testing is also a function of the safety component of human resources, and specific guidelines for pre-employment drug testing and post-accident drug testing are within the purview of the safety and risk management section of the department.
Employee Relations
Procedures for identifying and resolving workplace issues rest in the hands of employee relations specialists. The actual process for receiving employee complaints is the responsibility of the human resources manager or the employee relations specialist. Guidelines for fair employment practices and dispute resolution should mirror those provided by fair employment agencies such as the U.S. Equal Employment Opportunity Commission and state human rights commissions. Employee opinion survey procedures are company-specific, since there are no guidelines that dictate how factories should handle obtaining employee feedback. There are, however, best practices that become part of the survey administration process.
Employee Termination
Human resources departments have policies and procedures for involuntary and voluntary employee termination. Involuntary termination must be supported by documentation pertaining to workplace policies or performance issues of which the employee is aware. At-will employment is another factor in employee termination that must be taken into account. At-will employment means an employer can fire an employee for any reason or no reason, provided the termination is not based on discriminatory practices. Voluntary termination procedures routinely involve an exit interview process, in addition to obtaining company property and reassigning work duties until a replacement is hired. Policies concerning the continuation of benefits apply to both types of employee terminations; therefore, an employee benefits specialist is responsible for coordinating the communication and paperwork for all terminations.
没有评论:
发表评论