* Investigate whether managers have provided all BHP staff with performance indicators to be used in the current appraisal period, ensuring they are consistent with each staff members key role requirements, as outlined in each position description. * Assess BHP’s performance management policy and procedures to determine whether performance appraisal meetings are being held at a frequency in-line with BHP’S policy requirements (i.e at least once a year). BHP can also use the policy to check whether all performance documentation has been completed , recorded and signed off by both manager and employee. * Investigate whether all BHP staff are subjected to appropriate organisational policy and procedures for rewarding good performance as well as addressing underperformance. * Assess how disagreements about performance apprasials outcomes are managed, investigating whether BHP has a clear and consistent policy and procedure for the dispute settlement process.
Explain from a conceptual standpoint versus a technical standpoint. (Points : 30) Protecting employee information is as important as maintaining its database. Organizations are responsible for… (TCO 8) HR has operated as a back-office function since its inception. Including technology in a traditional people-oriented business has created a significant change not only for the business, but also for employees. Explain how you would communicate this type of technological change to your HR team, as well as the organizations.
phones, computers, and vehicles) general codes of behavior and adherence to certain corporate practices, health & safety regulations, etc. 2. Describe the information shown on own pay statement Pay slips need to include the name of the company you work for, your name and Tax code, your national insurance number, the payment date, the deductions and adjustments made, your gross pay and your net pay and a summary of pay from year to date including national insurance. 3. Describe the procedure to follow if you wanted to raise a grievance at work.
Payroll plays a starring role in your business when you have employees you have to pay. If you’re relinquishing the payroll reins to an employee or hiring someone to take over payroll responsibilities, writing down the payroll procedures can shorten the learning curve. Writing payroll procedures also ensures the same outcome each time the payroll is processed—accurate and timely employee paychecks. Step 1 Describe how employees document and submit time. According to the U.S. Department of Labor, an employer can use any timekeeping system it wishes--be it a timesheet, computer time tracking system or something else.
These resources could be skills within the team, they could be experience or an experienced member of the team, and potentially they could even be financial resources that will help the team achieve what it needs to within the business. Co-ordination of team resources may involve deciding which members of the team would best utilize the training resources to improve the performance of the team on a whole and how the training could be shared; but as long as the team is working together in a co-ordinated way it should meet targets. Monitoring of team performance: The monitoring of team performance allows the team leader or manager to evaluate how well their subordinates are working, to assist their subordinates the team leader would have to effectively utilize resources. If resources are used ineffectively then it can be detrimental to the team’s performance e.g. a call operator may spend too long on each call, this would tire them out and drag the rest of the team’s performance down with them.
Outline why legislation relating to employment exists (1.1.3) 5 Identify sources and types of information and advice available in relation to employment responsibilities and rights (1.1.4) 6 Describe the terms and conditions of own contract of employment (2.2.1) 7. Describe the information shown on own pay statement (2.2.2) 8. Describe the procedures to follow in event of a grievance (2.2.3) 9. Identify the personal information that must be kept up to date with own employer (2.2.4) 10. Explain agreed ways of working with employer (2.2.5) 11.
Kerry Ogden Unit 1 1.1 Explain the use of benchmarks in managing performance Benchmarking is the process of comparing one's business processes and performance metrics to industry bests or best practices from other companies. Benchmarking is used to measure performance using a specific indicator resulting in a metric of performance that is then compared to others. 1.2 Explain a range of quality management techniques to manage team performance There are a large number of techniques that can be used to manage quality. A few examples include Customer surveys Performance measures and standards. Benchmarking Process analysis and re-engineering Continuous improvement Employee involvement People development
: conducting interviews, surveys, leading the focus, etc.) Quantitative research places numerical values on information collected. This type of research generally deals with numbers and facts, like statistical data and the analysis of statistics. The information can be mathematically measured and compared if desired. The research and data is strictly fact-based and not estimates or opinion.
1.1 The law in the UK covers a number of various aspects; these cover areas such as Disciplinary procedures, Health and Safety, Holiday entitlements, Minimum wage, Number of hours worked, Redundancy and dismissal and Training amongst others. There is also the Disability act, Manual handling, Data protection act, General social care council code 2001, RIDDOR 1995 along with more. 1.2 The main features of current employment legislation are Employment Rights, Equality and discrimination, Health and Safety. 1.3 Legislation exists to protect employees from being exploited and abused by their employers. 1.4 The main sources which contain an employee’s responsibilities are in their Contract, Staff handbook, Job description, Work policy documents and the Terms and conditions.
Employment Responsibilities and Rights in Health, social Care or Children’s and young people’s Settings 1) Know the statutory responsibilities and rights of employees and employers with own area of work. There are a number of laws and regulations which have been written to protect you at work; they also protect your colleagues, the people you will work with and their families. As is usually the case, with rights go responsibilities; these laws also explain / advise you what you are expected to do and how you should behave at work. Main features of Current Employment Legislation are: I. Workplace Regulations: laws that keep everyone safe and reduce hazards and manage risks.