List three different ways. 2. List the aspects of employment covered by law (1.1.1) 3. List the main features of current employment legislation (1.1.2) 4. 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.
Use at least one other source in preparing your paper. Format and cite your paper according to APA standards. HRM420 / HRM 420 – Employment Selection and Training and Development Programs Week 4 Individual Paper Employment Selection and Training and Development Programs Write a 700- to 1,050-word paper in which you analyze the two different selection processes and strategies by addressing the following: Clearly identify the case examples you are using. Identify the purpose of each selection process. Explain how to design the selection process to minimize risk.
Table of Contents Tanglewood Case 3 2 Recruiting Guide-Sales Associate Purpose…………………………………………………………………………………….3 Link to Tanglewood Code Principles and Indicators……………………………………..3 Recruitment………………………………………………………………………………..4 Role Job/Analysis………………………………………………………………………….4 Role Profiling/Job Description Writing…………………………………………………...4-5 Competencies……………………………………………………………………………...5 Process……………………………………………………………………………………..6 Attraction………………………………………………………………………………….6 Internal/External Candidates………………………………………………………………7 Advertising………………………………………………………………………………...7-8 Applications………………………………………………………………………………..9 Selection……………………………………………………………………………………9 Assessment Methods……………………………………………………………………..9-10 Offer and Due Diligence Checks………………………………………………………..10-11 Expenses…………………………………………………………………………………..11 Induction………………………………………………………………………………….11 Open v. Targeted Recruiting……………………………………………………………...12 Data Table Summary……………………………………………………………………...13 Northern Oregon………………………………………………………………………….14 Tanglewood “Bottom Line” Metrics……………………………………………………...15 Proposal Paragraphs………………………………………………………………………16 Works Cited………………………………………………………………………………17 Purpose of this guide Tanglewood Case 3 3 This guide offers guidelines to those responsible for developing a recruitment and selection policy. It aims to provide a brief introduction to the subject and suggestions based on recognized good practice and the experience of those within the organization. The guide examines the various elements that might be included in a recruitment and selection framework and some of the questions that an organization may wish to address as they develop their approach. We do not aim to replace specific legal advice and all HR practitioners and managers involved in recruitment and selection are strongly advised to make sure they are aware of the legal frameworks within which
AFRICA NAZARENE UNIVERSITY INSTITUTE OF OPEN AND DISTANCE LEARNING STUDENT NAME : KOMBO ELIJAH OGARO STUDENT NUMBER : 13S01DBA003 EMAIL : 13s01dba003@anu.ac.ke MOBILE NUMBER : 0716238557 UNIT NAME : HUMAN RESOURCES MANAGEMENT UNIT CODE : BCM 202 ASSIGNMENT : TEMR PAPER WEEK : TERM PAPER DAY AND DATE OF SUBMISSION : 28/07/2014 LECTURER’S NAME : MRS. ISABOKE Explain what the changing social contract between organizations and employees means for workers and human resource managers. Your answer should refer to some real examples. The concept of a "social contract" is an old one, going at least as far back as Plato. It came into its prime in the early part of the Age of Enlightenment through the writings of Thomas Hobbes, John Locke and J.J. Rousseau. Concerning the specific nature of the "social contract" between employer and employee, there is as yet no real agreement on what this did, or does, entail.
Legal Issues for Business Organization Task 1 Jocelynn A. Hyler, Business Management Western Governors University Author Note 2624 River Meade Way Nashville, TN 37214 There are many employment laws that provide protection to employees as well as their employer. The three I wish to discuss are FMLA (Family Medical Leave Act of 1993), ADEA (Age Discrimination Act of 1967), and the ADA (Americans with Disability Act of 1990). In preparing this paper, I will define each law and demonstrate how each law applies to a given situation. After providing each component of the laws, I will write my conclusion with a brief overview summarizing the research and providing scenarios on employment violations and non-violations. Keywords: FMLA,
A labour market is where the demand (employer) and supply (employee) of labour interact to determine wage rates. Such labour market outcomes (wage and non-wage) are heavily influenced by labour market institutions such as the federal government, trade unions and employer associations. The Australian Federal government have influenced labour market outcomes through legislation such as the Workplace Relations Act 1996. This legislation has been amended four times to date: Workplace Relations Amendment Act 2006, Workplace Relations Amendment Act (A Stronger Safety Net) 2007, Workplace Relations Amendment Act (Transition to Forward with Fairness) 2008 and most recently passed by government on the 20th March 2009, Workplace Relations Amendment Act (Fair Work Act) 2009. As of 1st July 2009, the workplace relations system has changes to a new system that balances the needs of employees, the unions and employers.
| |The Importance of Workplace Diversity in Recruiting | | | |Rebecca L. Toribio | |November 10, 2013 | |This contains an overview of the importance of diversity in recruitment practices and a review of the pros and cons. Three articles have been | |read and reviewed for the purpose of this assignment. | [pic] I. Introduction Diversity is broadly defined and is a discipline of the human resources function which refers not only to the hiring of individuals from different races, ages and ethnicities but also to an organization's ability to use the unique qualities of its employees to support business objectives and goals. During this writing assignment, I not only read several articles, but I also reached out to one of my mentors Vice President of Human Resources for SYS Technologies, and how he believes ‘diversity’ encompassed in his organization.
Health and safety: advice on legal duties and powers For local authorities, school leaders, school staff and governing bodies February 2014 Contents Summary About this departmental advice Expiry or review date Who is this advice for? Key points General The Law What does assessing and managing risks mean? Tackling myths about legal action Duties as an employer Duties as an employee Training Trips abroad Reporting injuries and accidents Adventure activities using licensed providers Parental consent to off-site activities Local authority powers Role of the educational visits coordinator (EVC) Further sources of Information ANNEX A: Key elements of a health and safety policy 3 3 3 3 4 4 4 4 5 6 6 7 7 7 8 8 8 9 9 10 2 Summary About this departmental advice The Government is determined to reduce burdens on schools. We want to simplify health and safety requirements and explain them better. The Government is making it easier for schools to take pupils on trips, removing paperwork and taking steps to reduce teachers’ fears of legal action.
Managing Workplace Diversity Name: Joscelyn Hatcher-Davis Student ID: C3279405 Course Title: Business and Management Module Tutor: Shakiya Nisa Due Date: 3rd May 2012 Contents 1.0 Introduction to managing workplace diversity…………………………………………………2 2.1 Managing workplace diversity in organisations……………………………………………….2 2.2 History of workplace diversity…………………………………………………………………...2 2.3 Women in workplace diversity…………………………………………………………………..2 2.4 Is managing workplace diversity working? ……………………………………………………3 2.5 The future of workplace diversity……………………………………………………………….3 2.6 Evaluation of managing workplace diversity…………………………………………………..3 2.0 Introduction to trade unions……………………………………………………………………..4 3.7 History of trade unions…………………………………………………………………………..4 3.8 Advantages and disadvantages of trade unions……………………………………………...4 3.9 Introduction to social partnerships……………………………………………………………...4 3.10 Advantages and disadvantages of social partnerships………………………………………5 3.11 Evaluation of trade unions and social partnerships…………………………………………..5 3.0 Bibliography………………………………………………………………………………………5 1.0 Introduction to managing workplace diversity In the first part of my report I am going to write an analytical, contextual overview of managing workplace diversity as a whole. Diversity can professionally be defined as a
Internship Paper Jesus Orona Jr. GTEC 4300-003 10/22/12 Table of Contents Abstract 3 Introduction 4 Discussion5 1.0 Company Background and Capabilities’5 2.0 Duties and Responsibilities 5 2.1 Communication 5 2.2 Data Entry6 2.3 Quality Control Prints8 2.4 Faro Laser ScanArm V39 2.4.1 Die Wear Project9 2.4.2 Reverse Engineering12 2.5 Pro/ENGINEER13 2.6 DEFORM14 3.0 Course work Relation15 4.0 Conclusion16 Bibliography 17 Figures18 Abstract The intended purpose of this document is to provide the Whitacre College of Engineering with a detailed documentation of the work done during my 2012 summer internship at Trinity Forge, a closed-die and CNC machining facility in Mansfield, TX. Forging engineers, at Trinity Forge, design the tooling to meet customer’s needs and lay out the many steps/processes that go into manufacturing a forged part. During my employment at Trinity Forge, I had to complete many engineering related task and work with other engineers on their projects. From understanding materials to learning and mastering new software to do a job, this internship proves to be an invaluable experience. Introduction My position as an internship employee at Trinity Forge involved a variety of engineering-related tasks such as using 3D scanning hardware and software, creating models with CAD software, and running forging simulations with a powerful process simulation system.