Human Resource Employee Risk Profile - Management Risks ExplainedLearn Management Articles on management-info.biz. Human Resource Employee Risk Profile - Management Risks Explained article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
Human Resource Employee Risk Profile Is your business at risk? Do you want peace of mind? Please answer the following question honestly by drawing a circle around or shading in the column. If you can only answer part of the question in the affirmative, then you should select ‘No’ eg in Q1 if you have employment contracts for your employees and not for your management team then select ‘No’. 1. I have up to date employment contracts for all employees and management Yes No 2. I induct all employees into the workplace using a documented process Yes No 3. I have fully documented human resources procedures and policies in place Yes No 4. These policies and procedures are available to all employees and are regularly referred to, used and maintained Yes No 5. I conduct a semi-annual performance management process with all employees Yes No 6. I have documented grievance, discrimination, workplace bullying & sexual harassment policies in place Yes No 7. I have a written termination procedure and policy in place Yes No 8. My employees have been trained and understand that we do not accept discrimination, workplace bullying & sexual harassment Yes No 9. Minor workplace issues are not taking to much of my time Yes No 10. We have low employee turnover compared to our industry average Yes No 11. I provide my employees with regular constructive feedback and reward them where appropriate Yes No RATINGS 11 from 11 well done 10 from 11 well done, almost there 9 from 11 very good and tie up loose ends 8 from 11 good and you must tighten up these loose ends 7 from 10 you have a high risk profile, take action 6 or less from 11 remedial action urgently required to ‘protect’ your business Your peace of mind is up to you - your choice my choice. Visit www.biz-momentum.com Data Hound Detective. - Online Detective Investigation Resources - Sniff out Information on Anyone! Restaurant Templates And Forms. - Restaurant management forms, restaurant software, business plan templates, marketing & promotions to help grow your profit. Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. 10 Critical Questions to Ask Before Hiring a Consultant By Jan B. King Talk to as many consultants as you can before hiring one. Even if you have one person or firm in mind, interview at least a few others as a sort of due diligence. You'll probably find that each interview helps you focus on the issues you're hiring a consult to help resolve.1. Most consultants focus on two areas: cutting costs and raising revenues. What do you see as the relationship between the two functions? Which do you do better?Cost cutting is the consultant's usual expertise. It's what mo… 2. Humor in Business By Avinoam Amizan With the advancement of computer simulators, anybody can repeat all the business routines before he goes to the field, and have the opportunity of relaxing from the tedious work with numbers. The businessman can concentrate more on the human factors: The Customer Service, the relationships among fellow workers, and self care.The occupation with Human factors is obligation to deal with emotions. Emotions volumes are not measurable accurately, contrary to cognitive or physical volumes. We can me… 3. Passion for Profits By Bill Lee Business owners and managers are busier than ever. As their businesses grow and become more complex, they find that they don’t have the time to be all things to all people. In the early stages of a business, the owner or manager waits on customers, does the buying, collects past due accounts, supervises just about everyone on staff and may even stay late to stuff the monthly statements.At each stage of business growth, managers must muster the discipline to delegate more and personally perfo… 4. Managing for Best Performance In it's simplest form, performance management is a common sense set of discussions that make sure people are clear about what they need to do, have the support to do it and get open and honest feedback on their performance. Any performance management process should answer 4 important questions for your employees: * What do I need to do and how well? (Direction) * How am I doing? (Feedback) * What happens when I do well? (Reward/Recognition) * What happens when I need/want help? (Support/Developm… |
||||
