...description The purpose of the job description is to give information to prospective employees about what the job actually involves by giving the purpose of the job and the types of responsibilities and duties that will be expected as part of that job. Usually there are a set of key elements included within the job description which are; title of the job, department and location, broad terms, responsible to whom, responsibilities, scope of the post, education and qualifications, name of compiler and approver, date of issue. A job description can prevent hiring, promotion and dismissal decisions based on biased criteria. In hiring, following a job description can prevent the interviewer from asking illegal questions. For disciplinary actions or dismissal decisions, following a job description can protect the employer in the event of a lawsuit by a disgruntled employee or ex-employee. Holding employees responsible for job duties that are not in writing may also expose the company legally. A job description can serve as a drawing card for desirable, qualified candidates. The job description can emphasize the qualities the company is seeking, such as "takes decisive action" or "needs minimal supervision." The job description can also help with the interview process, by serving as a guideline for interview questions. By developing a similar set of questions for each candidate, employers can compare each prospective job seeker against the criteria included in the job description. ...
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...agency. Work Ethic Compare and contrast the rights of employees and the responsibilities of employers in the United States and Europe. The United States and Europe have strong laws that protect employees. In the United States employers and employees have the responsibilities to each other to uphold the employee rights and responsibility covered under the Occupational Safety and Health Act of 1970, which cover all kinds of workplace hazards, discrimination, and unfair practices (essortment, 2012.) In Europe state rights and responsibility cover two main areas; working conditions and informing consulting workers. In addition they have specific laws that cover equal treatment/ non discrimination in the workplace, working time, annual leave, posted workers, employee rights and when transferred into another business, as well as pregnancy, maternity rights, parental leave, social security, pension rights and protection of personal data (businesslink.gov,(n.d) Are the laws, customs, and cultures different? United State’s and Europe’s laws and cultures are extremely similar except that European workers are protected by European Union employment law and each country has its own employment regulations covering their once contracts, industrial actions just to name a few. Although they are covered under European Union employment law and each country has its own employment regulations they have the same goals and responsibility as the employees and employers of the United States which...
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...Task 1: (P1) Describe the Recruitment and Documentation used in selected organisation. The organisation I have chosen to research is Haringey Sixth Form Centre. Haringey Caters to 16-19 year olds who have left secondary school or have switched sixth forms/colleges to continue their studies. Haringey provides several courses like; Business and ICT, Creative Media and Performing Arts, Entry and Foundation Studies, Humanities, Social Sciences, Languages and Public Services, Maths, Science, Sport and Leisure. The purpose of this institution is to educate young people into a brighter and better future, whom may move onto becoming; Apprentices’ University Graduates, Employees etc. June Jarret, The Principal believes Haringey’s mission is to “Transform lives of our students through high quality teaching and learning programmes that inspire them, enabling then to succeed and achieve their goals”. The only modern purpose-built sixth form centre in Haringey is situated in Tottenham, White Hart Lane- just off high road, where different transports can navigate you to the sixth form. What is Recruitment Planning? Recruitment planning can be very time consuming for any organisation as many factors are considered in the process, for instance; the organisation need to work out if they even need to recruit and why?, as there are various reasons why an organisation would have to recruit, whether it be internal or external- the cost of this and how this will take place. There are five main...
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...Factors in Determining Pay Rates Employee compensation refers to all forms of pay going to employees and arising their employment. It has two main components, direct financial payments (wages, salaries, incentives, commissions, and bonuses) and indirect financial payments (financial benefits like employer-paid insurance and vacations). Two basic ways to make direct financial payments to employees: 1. Time-based pay 2. Performance-based pay Legal Considerations in Compensation Various laws specify things like minimum wages, overtime rates, and benefits. For example: 1. 1931 Davis-Bacon Act allows the secretary of labor to set wage rates for labourers and mechanics employed by contractors working for the federal government 2. 1936 Walsh-Healey Public Contract Act sets basic labor standards for employees working on any government contract that amounts to more than $ 10.000 3. Title VII of the 1964 Civil Rights Acts makes it unlawful for employers to discriminate against any individual with respect to hiring, compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national origin. 4. 1938 Fair Labor Standards Act contains minimum wage, maximum hours, overtime pay, equal pay, record-keeping, and child labor provisions that are familiar to most working people. One familiar provision governs overtime pay. It says employers must pay overtime at a rate of at least one-and-a-half times normal pay for any hours worked...
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...Unit one: Principles of personal responsibilities and working in a business environment Assessment You should use this file to complete your Assessment. The first thing you need to do is save a copy of this document, either onto your computer or a disk Then work through your Assessment, remembering to save your work regularly When you’ve finished, print out a copy to keep for reference Then, go to www.vision2learn.com and send your completed Assessment to your tutor via your My Study area – make sure it is clearly marked with your name, the course title and the Unit and Assessment number. Please note that this Assessment document has 15 pages and is made up of 7 Sections. Name: Fay Brotherston Section 1: Rights and responsibilities at work This section will help you to evidence Learning Outcome 1: Know the employment rights and responsibilities of the employee and employer Learning objective | Place in Assessment | 1.1 Identify the main points of contracts of employment | Question 1 Page 1 | 1.2 Identify the main points of legislation affecting employers and employees | Question 2 Page 2 | 1.3 Identify where to find information on employment rights and responsibilities both internally and externally | Question 3 Page 3 | 1.4 Describe how representative bodies can support the employee | Question 4 Page 3 | 1.5 Identify employer and employee responsibilities for equality and diversity in a business...
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...Policies is almost a mute decision. Regrettably the decision would be for employer monitoring. The posts from my fellow classmates in this debate seem strongly one sided and rightfully so. The reasoning and ever growing technology and types of ongoing ways to improve surveillance for monitoring employees simply leaves the debate being for such laws and surveillance. In the first segment of the Electronic Readings “Privacy, Legislation, and Surveillance Software” It mentions the 4th Amendment of the Constitution, “the rights to freedom from unreasonable search and seizure.” The explanation of why this amendment cannot interfere with the rights of employers to protect the interests of their property as well as protecting their investment in their employees. This statement and the exceptions provided by the Electronic Communication Privacy Act leaves little if any room to debate this topic. With companies losing billions of dollars a year in loss of productivity, law suits and sabotage employers have every right to protect their assets. I believe employee monitoring goes deeper than just monitoring employees and the implications of mis-handled information via internet. There have been too many scandals referring to this type of illegal mis-handling such as Wikileaks. If this type of mis-handled information can fall into the hands of our own citizens and employees then the technology for monitoring employees and even our own country’s security is at risk. In another sense I believe...
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...and No: GEB2430 Ethics & Social Responsibility Yanelis Diaz Prof. Georges De Schryver Saturday, December 01, 2012 “Compare and contrast the three main kinds of arguments against racial and sexual job discrimination. Which of these seem to you to be the strongest? The weakest? Can you think of different kinds of arguments not discussed in the text? Are there important differences between racial discrimination and sexual discrimination?” The three main kinds of arguments against racial and sexual job discrimination are Civil * Rights Act of 1964, Executive Order 11246 and Equal Employment Opportunity 1972. Civil Rights Act of 1964 The federal Civil:- Rights Act of 1964, Title VII, prohibits employers from discriminating against job seekers and employees on the basis of race, religion, sex, pregnancy, and national origin. Private employers with less than 15 employees are not subject to the Act. However, some states do not set numerical limits. California, for example, prohibits racial or sexual discrimination no matter how few workers the company employs. * Executive Order 11246:- Executive Order requires companies doing business with the federal government to take steps to redress racial imbalance in workforce. It emphasizes on the equality given on all the aspects of employment given to someone. * Equal Employment Opportunity 1972:- Equal Employment Opportunity urge employers not to adversely single out employees or applicants on the basis of age, race...
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...Unit one: Principles of personal responsibilities and working in a business environment Assessment You should use this file to complete your Assessment. • The first thing you need to do is save a copy of this document, either onto your computer or a disk • Then work through your Assessment, remembering to save your work regularly • When you’ve finished, print out a copy to keep for reference • Then, go to www.vision2learn.com and send your completed Assessment to your tutor via your My Study area – make sure it is clearly marked with your name, the course title and the Unit and Assessment number. Please note that this Assessment document has 15 pages and is made up of 7 Sections. Name: Section 1: Rights and responsibilities at work This section will help you to evidence Learning Outcome 1: Know the employment rights and responsibilities of the employee and employer |Learning objective |Place in Assessment | |1.1 Identify the main points of contracts of employment |Question 1 Page 1 | |1.2 Identify the main points of legislation affecting employers and employees |Question 2 Page 2 | |1.3 Identify where to find information on employment rights and responsibilities both |Question 3 Page 3 | |internally...
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...STUDY Total Rewards HRM533 016 December 2,2012 The purpose of this paper is to provide information about the United States Department of Labor (DOL) website. This Website communicates the current regulations and federal involvement in employee benefit. This report describes the features of this website and how each feature can be used to monitor employee benefits. And specifically focusing on how the benefits comply with all federal laws. Moreover this report provides detailed information on how employees would use this information to their benefits rights is protected. This new web service was developed based on data collected by the Occupational Information Network and the National Labor Exchange. The Occupational Information Network collects information on the skills and job requirements for a wide variety of nearly 1000 occupations in the United States (Investopedia Ulc., 2012, para 2). The National Labor Exchange was created by the Direct Employers Association to deliver information on the job requirements from various American corporations. Describe the major features of this Website and how each feature can be used to monitor employee benefits. The major aspect of this website would be the content list and how it is classified. In this section, we review the types of features found to be useful in web page classification research. First of all, I think that the structure and design are very important to a website as it decides whether or not a user...
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...1. Determine at least three (3) different internal and external stakeholders that Dr. Do Right has to deal with on a daily basis at the hospital. A stakeholder is a person, an organization or a group that has direct or indirect vested interest in an organization because it can affect or be affected by the organization's actions, objectives, and policies. Key stakeholders in a business organization include creditors, customers, directors, employees, government (and its agencies), owners (shareholders), suppliers, unions, and the community from which the business draws its resources (www.dictionary.com). The internal stakeholders at “Universal Human Care Hospital” are employees, department managers, and trustees while the external stakeholders are pharmaceutical representatives, patients and corporate partners. The employee duty of loyalty requires the employee to act solely for the benefit of the employer in all matters related to his or her employment. This general principle prohibits an employee from competing with an employer; appropriating the employer’s personal property or soliciting customers away from employer while in the employ of the employer. The department managers are representative of hospital management therefore, the duty of loyalty is much higher. It prohibits manager from activities (decisions) that benefit themselves at the expense of the company or imped the ability of a corporation to continue the business for which it was established. The Board of Trustee...
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...select and train staff, it is the distinct approach in the selection and training that matters. HRM’s approach should be linked to high performance and commitment rather than compliance. Guest (1997) recognizes that, although empirical evidence is only just beginning to show the link between HRM and performance, evidence is already suggesting that HRM works. The view from industry is also suggesting that HRM is taking on a strategic role in industry. The CIPD (2003) HR survey identified HR issues as now being regularly discussed at executive boards and HR managers seeing their role as that of a strategic business partner, with the HR function now focused on achieving key business goals and developing employee capabilities. P1.2 - Compare the differences between storey’s definitions of HRM, Personnel and IR practices. Storey (1992) has established a theoretical model based on his perception of how organizations have evolved from predominant personnel and IR practices to HRM practices as he called it ‘a model of the shift to human resource management. His model is based on ideal types and thus there are no organizations, which conform the picture in reality. Storey also underlines twenty-seven points of difference...
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...Unit one: Principles of personal responsibilities and working in a business environment Assessment You should use this file to complete your Assessment. • The first thing you need to do is save a copy of this document, either onto your computer or a disk • Then work through your Assessment, remembering to save your work regularly • When you’ve finished, print out a copy to keep for reference • Then, go to www.vision2learn.com and send your completed Assessment to your tutor via your My Study area – make sure it is clearly marked with your name, the course title and the Unit and Assessment number. Please note that this Assessment document has 15 pages and is made up of 7 Sections. Name: Section 1: Rights and responsibilities at work This section will help you to evidence Learning Outcome 1: Know the employment rights and responsibilities of the employee and employer |Learning objective |Place in Assessment | |1.1 Identify the main points of contracts of employment |Question 1 Page 1 | |1.2 Identify the main points of legislation affecting employers and employees |Question 2 Page 2 | |1.3 Identify where to find information on employment rights and responsibilities both |Question 3 Page 3 | |internally...
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...employment rights and responsibilities of the employee and employer 1.1 Identify the main points of contracts of employment The main points of a contract of employment is the employee’s job title, their main duties, their hours of work including start and finish times (or details of their shift pattern), sick pay arrangements and procedures, notice period, rates of pay and holiday entitlement. 1.2 Identify the main points of legislation affecting employers and employees The main points of legislation affecting employers and employees are health and safety, equality and diversity and employment rights. 1.3 Identify where to find information on employment rights and responsibilities both internally and externally If I wanted to find information on employment rights internally within Oxford Street Surgery I would need to ask the practice manager, Sharon Wilson. If I wanted to look externally for information on employment rights then I could access government websites such as Directgov or alternatively I could get advice from the Citizens Advice Bureaux. 1.4 Describe how representative bodies can support the employee Representative bodies can support employees by offering them on advice and representing them on issues regarding their employment rights. They can also help in grievance procedures on behalf of the employee. 1.5 Identify employer and employee responsibilities for equality and diversity in a business environment Employees must make...
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...Chapter Four Business Ethics and Social Responsibility: Doing Well by Doing Good Review Questions How do relative ethics compare to universal ethical standards? Should ethics ever be relative? Provide a rationale for your response. Relative ethics apply to you and your family. Universal ethics apply to everyone depending on the situations that they encounter. Ethics should be relative because everyone should be held accountable to know the difference between right and wrong. What is an ethical dilemma? Give 3 examples of ethical dilemmas that workers or managers might face in a business setting. An ethical dilemma is when you are in put in a situation with negative consequences forcing you to choose between two or more bad options. 1) Your boss tells you to write a check for him to cover the cost of entertaining a company client the previous night. He turns in the necessary receipts, but you over hear him talking to his girlfriend thanking him for the dinner the previous night. 2) You are in real estate, and you have a potential seller who says to help them sell their deceased parents house and they don’t know how much it is worth, but they will be happy with $100,000. You look at the house and realize this house is easily worth $200,000 and would be a perfect house for your sister. 3) You are a teacher, you have a student who is a full time student and is also working full time to pay for college. His job is interfering with his school performance and...
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...Outline and explain the four steps of the career management process- Self Assessment- This helps the employee identify developmental needs, values and aptitude. Employers gain insight on an employee’s current situation and resources. The employer can identify what to consider for their future plans and career status. Reality Check- Employees get info on their skills, knowledge and where they fit in into the company. Employers communicate opportunities available, performance evaluation and where they fit in long term. Goal Setting- Identify the goal, and the method of determining their progress towards the goal. The employer makes sure the goal is specific, challenging and attainable. Committing to help the employee reach his or her goals. Action Planning- The employees identify the steps and timetable to reach goals. The employer identifies the resources needed including courses, work experience and relationships. Describe and discuss the family friendly schemes that fall into the category of the other employer-divided benefits. Family Leave- This gives employees time off to care for their dependents when the need arises. Paid family leave remains rare in the United States, but unpaid leave is required by law for up to 12 weeks. Most employees do not take the full 12 weeks many cannot afford to, especially if they are in charge of their household and some are unwilling to use it fully for fear of damage to career opportunities. Child care- This takes...
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