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1. HIRING CHECKLIST: This checklist will help HR professionals systematize their hiring process. The checklist helps to keep track of recruiting efforts. A list of actions every HR professional may wish to take before extending an offer of a job.
2. EMPLOYEE CORRECTION FORM: The purpose of this form is to make sure inappropriate conduct does not get repeated. Towards that end, HR professionals must seek positive suggestions for improvement and the taking of personal responsibility.
3. EMPLOYEE COMPLIANCE SURVEY: It is never in a company’s best interest to have managers or employees violate laws, policies, safety or ethical standards. When properly used, this survey will allow HR professionals to maintain a trusting work environment and avoid unnecessary claims.
4. THE 60 DAY NEW EMPLOYEE SURVEY: One of the best sources of knowledge and innovation is new employees. HR professionals should know what employee's learned about their company and how they think it can be improved.
5. MANAGING POOR PERFORMANCE CHECKLIST: Nothing can be more frustrating than dealing with a poor performer. This checklist is designed to help HR professionals do a better job of improving performance, while eliminating unnecessary drama in the process.
6. PRE-TERMINATION CHECKLIST: The items mentioned in this form should be considered prior to the termination of an employee. Not all items will apply to all employees or all circumstances.
7. PAID TIME OFF POLICY: Paid Time Off (PTO) provides employees with the flexibility to use their time off to meet their personal needs, while recognizing their individual responsibility to manage their paid time off.
8. CODE OF ETHICS: Good ethics is good business! As an HR professional, do you have a company code of ethics statement? If you don’t, this sample will definitely help.
9. BUSINESS ETHICS AND CONDUCT DISCLOSURE STATEMENT: If an employee discloses an ethical violation, either internal or external to your organization that disclosure should be rewarded, not punished. Punishment and ostracism only result in non-productivity and whistle-blower lawsuits.
10. CLIENT BILL OF RIGHTS: What to expect from a consultant/advisor. This form is designed to inform and to remind fundamental obligations of consultant to client.
Attribution: Human Resources Management
www.facebook.com/HRMglobal
From India, Pune
1841. HIRING CHECKLIST: This checklist will help HR professionals systematize their hiring process. The checklist helps to keep track of recruiting efforts. A list of actions every HR professional may wish to take before extending an offer of a job.
2. EMPLOYEE CORRECTION FORM: The purpose of this form is to make sure inappropriate conduct does not get repeated. Towards that end, HR professionals must seek positive suggestions for improvement and the taking of personal responsibility.
3. EMPLOYEE COMPLIANCE SURVEY: It is never in a company’s best interest to have managers or employees violate laws, policies, safety or ethical standards. When properly used, this survey will allow HR professionals to maintain a trusting work environment and avoid unnecessary claims.
4. THE 60 DAY NEW EMPLOYEE SURVEY: One of the best sources of knowledge and innovation is new employees. HR professionals should know what employee's learned about their company and how they think it can be improved.
5. MANAGING POOR PERFORMANCE CHECKLIST: Nothing can be more frustrating than dealing with a poor performer. This checklist is designed to help HR professionals do a better job of improving performance, while eliminating unnecessary drama in the process.
6. PRE-TERMINATION CHECKLIST: The items mentioned in this form should be considered prior to the termination of an employee. Not all items will apply to all employees or all circumstances.
7. PAID TIME OFF POLICY: Paid Time Off (PTO) provides employees with the flexibility to use their time off to meet their personal needs, while recognizing their individual responsibility to manage their paid time off.
8. CODE OF ETHICS: Good ethics is good business! As an HR professional, do you have a company code of ethics statement? If you don’t, this sample will definitely help.
9. BUSINESS ETHICS AND CONDUCT DISCLOSURE STATEMENT: If an employee discloses an ethical violation, either internal or external to your organization that disclosure should be rewarded, not punished. Punishment and ostracism only result in non-productivity and whistle-blower lawsuits.
10. CLIENT BILL OF RIGHTS: What to expect from a consultant/advisor. This form is designed to inform and to remind fundamental obligations of consultant to client.
Attribution: Human Resources Management
www.facebook.com/HRMglobal
From India, Pune
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