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Important Tips for Hiring the Best Employees
Important Tips for Hiring the Best Employees
31. Assess Cultural Fit When Interviewing Candidates
Cultural fit is best understood when you consider it within the context of your organization's culture and how your organization's culture was formed. A potential employee may express and exhibit the characteristics, language, and values that exist within the current organizational culture or not.
32. Your Environment for People at Work
People in every workplace talk about organizational culture, that mysterious word that characterizes the qualities of a work environment. One of the key questions and assessments, when employers interview a prospective employee, explores whether the candidate is a good cultural fit. Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture.
33. What Is a Demotion
A demotion is the compulsory lowering of an employees job rank,job title, or status. An organization can provide a demotion at the choice of the organization or voluntarily, at the request of the employee, sometimes called deployment.
34. What Is a Department
Departments are the entities organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organization's goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales.
Progressive discipline is a process for dealing with job related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. The process features increasingly formal efforts to provide feedback to the employee so he or she can correct the problem.
Documentation is the written and retained record of employment events. Documentation is made up of government and legally mandated elements, documents required by company policy and practice, documents suggested by best Human Resources practices, and formal and informal recordkeeping about employment events. Documentation is a written record of an employee's actions, discussion, incidents of performance coaching, witnessed policy violations, disciplinary action, positive contributions, reward and recognition, investigations, failure to accomplish requirements and goals, performance evaluation, and more.
37. Discretionary Energy
Discretionary energy is the energy that an employee chooses to exert in service to coworkers or customers at work or not. An employer pays for the fundamental tasks that he hires an employee to perform. The employee exerts the amount of energy necessary to perform the basic requirements of his or her job description. Discretionary energy is the get up and go that the employee is willing to contribute beyond the basic requirements of the job.
38. Develop a Drug Free Workplace
In a drug free workplace, the employer has taken steps and initiated policies to ensure that employees, vendors, and customers are not: taking or using alcohol or drugs, selling drugs, or affected by the after effects of indulging in alcohol or drugs outside of the workplace during non work time. Additionally, the goal of a drug free workplace program, as they have traditionally been developed, is to encourage an employee with a substance abuse problem to seek treatment, recover, and return to work.
39. Early Retirement Is an Option for Some Employees
Early retirement occurs when an employee decides to retire (leave work) before the age at which he or she becomes eligible to collect retirement resources such as Social Security, a company pension, or distributions from a 401(k) or another retirement plan. Early retirement is an option for employees who have saved substantial financial resources aside from retirement accounts. Early retirement is also an option for employees who have developed multiple income streams.
40. Emotional Intelligence
Have you ever known a manager who had poorly developed emotional intelligence? This manager has difficulty understanding the emotions that are communicated in every message by employees. A manager with a low EI capacity is also ineffective at understanding and expressing his or her own emotions. But, the primary problem is the manager's inability to realize and understand the impact of his or her actions and statements on coworkers in the workplace.
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