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Executive Summaries on Staffing, Training and Development, and Performance Management & HRIS

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Added on  2019-10-09

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Read executive summaries on staffing, training and development, and performance management & HRIS. Learn about HR policies, payroll transitions, and HRIS implementation.

Executive Summaries on Staffing, Training and Development, and Performance Management & HRIS

   Added on 2019-10-09

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Week 11: Assignment3Executive SummariesABC[Pick the date]
Executive Summaries on Staffing, Training and Development, and Performance Management & HRIS_1
Executive Summary: StaffingIntegrating a new HR Policy within the organization frame is the tough task since to train new & old employees adjust as per policies & update them regularly, still making them part of the organization is a purely HR Responsibility. One needs to make employees understand the implementation of the HR policies & why it's crucial to implement it. While surveying about the HR policies there is a growing support towards the “Ban the Box” legislation by the U.S. Senate and House of Representatives. On reading in-depth about it, it’s a checkpoint about the employee’s past details, background check & any criminal probability which an employee is requested to fill with honesty. It’s a box & has three set of questions which seeks information from employee outlining any SEC, Felony convicts or any criminal & proceedings with the employee was part of. In case, if the employee says yes & has relevant documents of the court proceedings then suitable actions are taken. And if the employee does not disclose the truth & during a brief background check it comes in the eyes of the employer then it will result in the termination of the employee. Hence ban the box should be taken seriously by the employer & theemployee.Implementation & execution is the main key. Employees while joining the company should be briefed about this policy in details. This may result in new hiring a bit delayed since background checks & verification of civil or criminal proceedings takes time. HR & senior management should decide the consequences of it. If the civil or criminal proceedings are serious then it will lead to termination but if it’s an old case, a license is again renewed & all the court charges are cleared then the employee can be still thought to be accepted. For existing employees acceptancetowards the new policy is the main key (Huselid, 2006). Firstly as an HR person, one should brief employees about the importance of the employees in details. Secondly, implementation & verification part should be decided within a specific time line period. This may take time in the full force implementation but it will result in the full faith & trust within the employee’s existence & in the organization.In anorganizationit's imperative for any employee or for the employee to work in an ethical environment & keep things transparent. For an employer & for the employee trust & faith is the key to maintaining decorum & coexistence within the same department & harmony in the organization. If a wrongful employee is hired who is legally still bounded by court & there is no verification check, it will result in loss of assets be it in the form of human or materialistically to an organization. An employer or an organization in an exception instance still allows an unskilled employee to be part of the organization. But, keeping a criminal background employee will make other employees lose faith, interest; will create disharmony & ruckus within the organization. Hence ban the box may result in the bit delays during the hiring & recruiting cyclesbut it will only help an organization in hiring a suitable well educated with the good cultured background to enter in an organization.
Executive Summaries on Staffing, Training and Development, and Performance Management & HRIS_2
Executive Summary: Training and developmentIt is critically important to have smooth & timely transitions of payrolls & finances. For this, operations, administration & finance department should coordinate & work simultaneously without any barriers or major challenges. The problem lies when there is a miscommunication or lack of clarity in understanding an individual role in a specific department. In order to get into the nitty gritty functioning of various departments, one needs to set properly document work profile responsibility & accountability of the individuals & of the departments (Cascio, 2010). When there is a vague environment with nothing documented or written it results in the disparity & confusion of the roles. Rules& regulations should be same for everyone & all should adhere toit.For the operations & administration department, we need to document regular attendance recordsof the employees, guidelines to define specific routine procedures & specific department’s heads should coordinate between the subordinates & the operational/administration discrepancies. The next step will be for the finance department to finalize payrolls after verifying discrepancy errorsfrom the database & throwing back queries to the individual person or with the departments (Wright, 2001). The employment contract defining conditions, role, reporting structure, hours of work should be well balanced & documented. On the basis, the documented employment contract, any discrepancies held in the manner of attendance, process change and hours of work devoted will be directly proportional to the salary paid & working counted days in the system.A suitable turnaround time should be defined from the time a person is employed in a company, to training period, to allowing a person to complete probation period, salary structure & credited etc. This will help in understanding which department is lagging behind & marking a red alerts emails or issues. An individual from the administrator & operation can timely devise a strategy plan layout for a rollout of an individual person employed to structuring fitting within the scope of the organization.In order to define roles, responsibilities, accountability of the specific department, of the individual person employed in it, proper training & developments should be conducted. The training module should contain department wise training, procedures to hire, employee exit, individual role contributor in the specific department, process & procedure for an interchange departmental rules should be well defined & within the scope of the company (Cascio, 2011).Unlawful deduction makes an employee demotivated & loses focus in an organization. Hence employment rules & per wage rules should be pre-decided. It should be uniformly the same & discussed in details before any discrepancies or any unlawful things. The same should be shared with the employees during training & development part. Etically & legally it’s a suitable way to
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