It gives clear picture of the concepts when you practice it through case studies. Here we have tried to give some live case studies which are interesting and allows you to think beyond the theoretical part and make you capable to apply the concepts in real time situations. We are also providing to provide solutions which are free of cost. We welcome your feedback about these case studies.
What is an employee handbook?
An employee handbook defines your company culture. Great employee handbooks motivate and engage employees. Conveys useful information about company policies and procedures. The US Supreme Court has made it clear that to protect the company, legal protections should be clearly spelled out to employees.
Employee handbooks are often an essential document in agency investigations and employee claims. Tells the story of your company - Employee Handbooks are an excellent opportunity to educate employees about the organization, its history,and its origin.
An employee handbook helps with employee orientation and getting new employees up to speed.
Many companies offer multiple employee handbooks based on location, job classification, union membership, etc. Employee handbooks are required as a risk management essential by Employment Practices Liability insurance carriers.
Who works for Human resource management? He supervise industrial relations policies, practices and operations of an organization. CHRO may also involve in selection of board members of an arganisation. Supervision level HR Director belongs to top-level management, responsible for the administration of all human resource activities and policies.
They also oversee below mentioned professional human resources staff. Execution level Recruiter Hiring manager who is responsible filling vacancies by finding right candidates and finally placing them in the job. They are part artists and part scientists. Here aresome tips to become best recruiter.
Modern recruiters should have an innate instinct for mutual connection. They should know how to network and navigate skill sets, hiring manager personalities, to make a perfect match and suits to company culture. Whether through their own profiles or through employer branding promotions, they should know how to tell a great story about company.
They should love recruiting innovation. They should know what tools work best, and become masters when it comes to using them. They should be able to read the candidate and know how to positively influence their emotions, inspire excitement.
Trainers who is responsible for imparting required skills for performing job and updating new skills and knowledge for perfection and error free.
Safety officer who see and ensures the safety of employees at workplace. The fact that is 1 in 4 workplace injuries are caused by overexertion. The fundamental duty of safety officer is to instruct workers about about safety measures and precautions at workplace.
The general safety instructions to workers are - To wear proper protective clothing and use required safety equipment.
To read all of the instructions and warnings on chemical labels and never mix chemicals. To be aware of your surroundings and watch for any hazards, if there are hazards, such as wet floors, warn others with the proper signs and barricades. To have emergency plans in place, and know where all the exits and first-aid kits are located.
Welfare officer who sees welfare of employees.
According to[section 49] of The Factories Act,Welfare officer must be appointed for every employees in the organisation. They usually deal with the task of solving day-to-day experiences of the industrial workers. But this method is not so effective due to the dual responsibilities on the welfare officers were basically appointed to deal with welfare measures and their applications in the industry.
Consequently newly a chapter II-B is added in the Industrial Disputes Act,by way of amendment with effect from 15th September,and a new [section 9-C] is added. Conciliation officer who is charged with the duty of mediating in and promoting the settlement of industrial disputes.
Generally small and medium-sized organisations do not appoint consideration officers, they refer settlement issues to separate conciliation officer appointed by the government and the industrial disputes act Counsellor who acts as friend for employees so as to resolve any dispute and issues between employees.
He also acts personal friend in giving suggestions for personal issues which could hamper the efficacy at work place. Medical officer who is qualified doctor responsible for first aid, health care and certification of fitness of employees for working or granting leaves. HR Generalist is responsible for all human resource activities for an organization.
He or She provides advice, assistance and follow-up on organizational policies, procedures, and documentation.We are dedicated website on internet for Mountain Man Brewing Company Case Solution & Analysis for Case Study Help.
Applicant Tracking Recruitment Process Employer Branding HR solutions Get the Hire You Desire Case StudyIntroduction.
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Human Resource Management is the process of recruiting, selecting, inducting employees, providing orientation, imparting training and development, appraising the performance of employees, deciding compensation and providing benefits, motivating employees, maintaining proper relations with employees and their trade unions, .