The employee manual communicates imperative data regarding the school to the employee. The manual should cover subjects such as school expectations, compensation policies, operational conditions, benefits, and the school viewpoint toward clientele. Greetings from the administrative board, individual appearance, history of the school, use of telephones prohibited acts, school products, and services, Absence from work and reporting policies such as privacy, which observed as a subject of individual autonomy from unnecessary government or company interference into private associations.
Sexual harassment is not endured and education for the employees, instituting an efficient grievance procedure and immediately taking suitable action when a member of staff makes a complaint. Substance abuse also needs to be addressed the school needs to protect the children and the employees. Drug testing is mainly common amongst employees in susceptible situations within the communal areas. Additionally, when hiring an expatriate, obtain a work visa issued by the government giving the potential hire permission to work here (Bohlander et al.
2007). Covering the policies with the employee is important to the school to be in compliance and avert lawsuits by employees, which could cost the school time, and money fighting. Once an individual is hired, the individual wiil obtain a complete itinerary on the general policies of the school and on the exact nature of the job. Explanation of rules, job opportunities established and any inquiries responded to before the new employee starts employment.
Conformity with the Equal Employment Opportunity laws, the execution of an Affirmative Action Plan and accurate orientation, is placing the school on the road to success ethically and legally (Bohlander et al. 2007). Whether it is formal education or training at work, it is an asset in the company’s outlook. Employers have revealed that employing from inside has many paybacks as well as knowledge with the businesses service, decreased teaching costs, and enhanced drive and efficiency.
Education has become a maintenance tool, instead of showing an employee how to do the job, it is a continuing procedure of developing employees, and increasing their proficiency sets to expand their resourcefulness so that they can labor in additional locales (Myers, 2005). The following job opportunities map is the schedule for the projected necessary skills that the school must have. Proficiency and education required at hiring through one month of employment, proficiency, and instruction needed through the first year, and on the-job preparation required to become group manager.
The other areas will require that a checklist be completed as each task is completed. During the first year of employment: All certifications and licenses up to date and finished. If certification requires outside classes and or training, show accomplished certification to the administration. Employee must show the aptitude to use all equipment connected with job duties, computer software, and all machines that may be associated with responsibilities.
Completion of training while working so the employee does not lose hours while one is learning. Preparation required to advance to Head Librarian is several years’ preparation in library services, and or a Masters degree. A schedule completed with periodic reviews is used to update development. Learning while at work procedures include; orientations, career education, employment rotation, and instruction. The purpose of the education agenda should communicate honestly to the requirements determined by the evaluation process.
Lesson goals should plainly affirm what performance or ability will change because of the education and ought to relate to the mission and strategic plan of the school. Objectives should contain a target on helping the employee from where he or she is today, to where the school wants him or her, in the future. Placing goals help to evaluate the education agenda and inspire employees. In conclusion, the Human Resource department is accountable for the supervision of employment, payroll, compensation, and pension packages, health and safety, personnel training, and labor relations functions. Furthermore, Human Resources are also accountable for consulting combined negotiable contracts, resolving complaints and arbitrations.
Reference
Bohlander & Snell (2007). Employee Selections. Managing Human Resources. Retrieved July 12, 2008, from Axia College Week Two reading, aXcess, HMR240-Human Resource Management Bohlander & Snell (2007). Employee Benefits. Managing Human Resources. Retrieved July 12, 2008, from Axia College Week Six reading, aXcess, HMR240-Human Resource Management
Bohlander & Snell (2007). International Human Resources Management. Managing Human Resources. Retrieved July 12, 2008, from Axia College Week Eight reading, aXcess, HMR240-Human Resource Management Myers, D. , J. (2005, September 05). Human resource yesterday and today: beyond hire and fire. Alaska Business Monthly. Retrieved July 20, 2008, from http://goliath. ecnext. com/coms2/gi_0199-4687543/Yesterday-and-today-beyond-hire. html
