| * Allow enough time for employees to make appropriate decisions about separation/termination events that affect them. | * Protect confidentiality and ensure respect for individuals involved. | 2) What are some questions you could ask when doing a training needs analysis that would clarify whether staff were appropriately skilled to manage disciplinary action? * For what purpose is the research being done and what does the
There are specific change management techniques that would be essential in managing the morale of the team members. To start with, Shimon Komfield should have collaborated on the solutions for the project with all the team members impacted. Once there is need for improvements in the project, the project manager should actively seek the team members input, and test several ideas to identify how they affect the team members. This approach not only reveals their concerns but also gives chance to every team members to contribute in the development of the solutions Outline the essential steps that Shimon Kornfeld could have taken in order to ensure that all team members learned of any proposed changes. Provide the rationale and justification for each step outlined.
It is pivotal to develop a good rapport with the staff and build a trusting relationship otherwise the supervision is not effective. During my supervision, I ask the staff routinely if they have any concerns regarding safeguarding, health and safety concerns. Any issues around safeguarding and health and safety are treated with high importance and I act on them immediately. I believe this protects and prevents any major accidents or incidents to happen. For instance, Beddoe believes that the purpose of the professional supervision from an employer perspective is to ensure public protection.
It is imperative to officially examine the organizational culture to determine the organization’s ethical climate. One of these ways is to conduct employee surveys to determine the kind of behaviors that are being regularly rewarded and strengthened, the values and outlooks widespread within the organization, and how strong the pressure to participate in misconduct is. After discovering the prevailing culture, steps ought to be taken to eliminate and discourage reasons for misbehavior, and initiate reasons for ethical behavior. Another approach that generates an ethical culture is training. Training is required to ensure that the code of ethics is adequately instilled in the minds of employees as a guiding principle in day-to-day operations (Werner, 2008).
The expectation for the employers and employees is that they take it on board and make sure that what the employees have been taught is put in to practice. It is also expected that the information that the employers give is the most up to date and that it is properly enforced in the workplace to make sure that it continues to exist in the workplace, usually this is the responsibility of the Line manager and also the senior manager. This will increase the workforce and increase morale. There are specific people in the workplace that have a specific responsibility for equality and diversity. HR departments set up policies that are required, they also advise on the appropriate strategy and support for dealing with breaches of equality and diversity.
Promote independence of people we support which protecting them as far as possible from danger or harm. Respect the rights of people we support whilst seeking to ensure behaviour does not harm themselves or others. Uphold public trust and confidence in your service. Be accountable for the quality of my work and I take responsibility for maintaining and improving my knowledge and skills. 2.1 Explain the importance of reflective practice in continuously improving the quality of service protocol.
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.
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.
The following guidelines should be followed to minimise risk of injury: Employers should give training on control measures and how to use them, provide protective clothing and equipment along with emergency procedures. COSHH requires employers to continually assess the risks from chemicals and decide what control is needed. They also need to ensure all staff use the control methods, that they work properly, inform workers about risks and provide adequate training. Children Act 1989 - The Children Act 1989 has influenced setting by bringing together several sets of guidance and provided the foundation for many of the standards practitioners adhere to and maintain when working with children. The Act requires that settings work together in the best interests of the child and that they form partnerships with parents and carers.
Workers will almost certainly desire to discern how these changes will concern them individually; the HR Manager of the company must comprehend the procedure and policies well adequately to answer to their questions. After communicating the changed policies, feedback should also be asked and should never be ignored. Training should be given if the organization thinks that the changes have been vast and the staff needs a particular program to understand