2.3 Describe the procedures to follow in event of a grievance Creating a grievance procedure An employer must draw up a written grievance procedure and provide a copy of it to its employees. Where appropriate, management, employees and their representatives should be involved in drawing up the procedure. Management and supervisors should be aware of the contents of the grievance procedure. Steps of the code of practice The code of practice requires the following steps to be taken: Holding a meeting A meeting should be held with the employee to discuss their grievance. You should arrange for a formal meeting to be held without unreasonable delay after a grievance is received.
Health and Safety – to ensure we are compliant with any local legislation and group policies and procedures. Compliance – to satisfy legislative and regulatory requirements such as equal opportunities, minimum wage, recruitment planning, equal pay, and JFSC category requirements, which include man-power reports and confirmation of licences held. In addition, to protect the organisation from any claims relating to employee discrimination or unfair dismissal claims HR records include a range of data such as:- • Recruitment and Selection • Pay and reward • Training and Development / Qualifications • Absence • Personal records Absence records enable HR to identify patterns of staff absence, and monitor productivity. These records also highlight any potential problems for example “work related stress” patterns which can be used to support appraisal or performance management needs and also back to work interviews. It also allows HR to analyse data and action accordingly.
To make sure they agree to what they have to do i have to make sure they understand the important of what they have to do and why they have to and asure them that I will be able to assist in anyway they need to be assist with. If cant get the agreement from them than i need to seek for a colleage advice language barriers communication Bad behaviours Neglecting and abused clients 2.2 By providing all the staff members with trainings need for the job. By making sure all the stuff are following the company policies and procedure. By reporting and recording all accident happened in a accident book. 2.3 Get advice from the manager, senior care, or your colleagues or stuff books 3.1 Respond to the complaints professional way, listen the person what they have to say be sympathetic and respectful to what they have to say.
Before making a decision, the manager will consider the task in hand, the people involved and those who will be affected (such as customers). Various internal and external factors may also affect the choice of leadership style used. Internal factors include the levels of skill that employees have. Large teams may have members with varying levels of skill. This may require the team manager to adopt a more tell style, providing clear communication so that everyone knows what to do to achieve KPI success.
Perseverance. 4 to 6 weeks in length. Focus Standards. (Primary) R.L. 7.3: Analyze how particular elements of a story or drama interact (e.g., how setting shapes the characters or plot.
Process: assessing the implementation of the educational program 4. Product: gathering information regarding the results of the educational intervention to interpret its worth and merit C. IPO Model (1990) 1. Input: evaluation of system performance indicators such as trainee qualifications, availability of materials, appropriateness of training, etc. 2. Process: embraces planning, design, development, and delivery of training programs 3.
3. Read the assigned chapters. 4. Provide the full-sentence outline required for this, but also format the outline according to the selected pattern of organization for persuasion. 5.
All employees should report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual’s family member or friends. If you have any doubt at any time, you should discuss any issues you have with your manager. Adhering to the duty of care contributes to allowing the individuals I work with and care for to live and work in an environment free from stress, neglect and harm. 2.1 Describe potential conflicts or dilemmas that may arise between the duty of care and an individual’s rights.
Effective Use of the Grievance Procedure for Settlement of Disputes HR 586: Labor Relations April 6, 2012 Thesis Conflicts may rise in the workplace how they are handled is critically important. In order to solve a dispute in the workplace there has to be a solution that makes sense when determining the facts. The best way to settle disputes is through a formal process called a grievance. In fact, every organization should have a grievance procedure established in order to ensure that every employee gets and/or reaps the same benefits. “Grievance Procedure is a step by step process an employee must follow to get their complaints addressed satisfactorily.
Defining the content of the measure | 3-4 | 2.1.3 Developing the test plan (specifications) | 4-6 | 2.2. ITEM WRITING | 6 | 2.2.1 Writing the items | 6 | 2.2.2 Reviewing the items | 6-7 | 2.3 ASSEMBLING AND PRE-TESTING THE EXPERIMENTAL VERSION OF THE MEASURE. | 7 | 2.3.1 Arranging the items | 7-8 | 2.3.2 Finalizing the length | 8 | 2.3.3 Answer protocols | 8 | 2.3.4 Developing the administration instructions | 8 | 2.3.5 Pre-testing the experimental version of the measure | 8 | 2.4 ITEM ANALYSIS | 8 | 2.4.1 Determining item difficulty values (p) | 9 | 2.4.2 Determining item discrimination value | 9-11 | 2.4.3 Investigating item bias | 11 | 2.4.4 Criteria for item selection | 11 | 2.5 REVISING AND STANDARDISING THE FINAL VERSION | 11 | 2.5.1 Revising the items and the test | 11 | 2.5.2 Selecting items for the final version | 11 | 2.5.3 Refining administration instruction and scoring procedure | 11 | 2.5.4 Administering the final version | 12-14 | 2.6 TECHNICAL EVALUATION