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How To Handle Poor Office Manners - Diplomatically
How To Handle Poor Office Manners - Diplomatically It only takes one person to disturb the emotional atmosphere and productivity of an office. Others become irritated by the offender’s seemly harmless behaviors and now their productivity suffers...
Leadership Development: Turn On Your Employees
The concept of leadership
development is not new. Over the last few decades, many
scholars and business leaders have written books, articles, and
curriculum on this topic. So, why another article? Simply put,
the message isn't getting to front...
PRONTO North America ERP FaxMail Reduces Faxing Costs
The PRONTO-Xi FaxMail solution, including a flexible document transmission management system, allows manufacturers and distributors the ability to monitor the status of every fax and e-mail sent. It becomes an indispensable tool for any...
Top 3 Myths of Leadership Debunked
What happens people define “leadership” as something attached to a title, or a salary, or a corner office? Both managers and employees suffer the consequences! Explore what happens when leaders and staff buy in to the top 3 limiting “myths of...
Your Ultimate Leadership Feedback Loop: Their Leadership
PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to...
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Human Resource Employee Risk Profile
HUMAN RESOURCE & INDUSTRIAL RELATIONS RISK CHECKLIST©
Employing workers is a risk but you can do something about ensuring your risks are minimised.
This Checklist should be used as a guide to assess your human resource management and industrial relations risks. It is intended to assist you identify your ‘risk profile’ and ‘potential exposures’ and with identification to take appropriate action to minimise these potential risks and exposures
Please answer the following question honestly by drawing a circle around or shading in the column. If you can only answer part of the question in the affirmative, then you should select ‘No’ eg in Q1 if you have employment contracts for your employees and not for your management team then select ‘No’.
1.I have up to date employment contracts for all employees and managementYesNo
2.I induct all employees into the workplace using a documented processYesNo
3.I have fully documented human resources procedures and policies in placeYesNo
4.These policies and procedures are available to all employees and are regularly referred to, used and maintainedYesNo
5.I conduct a semi-annual performance management process with all employeesYesNo
6.I have documented grievance, discrimination, workplace bullying & sexual
harassment policies in placeYesNo
7.I have a written termination procedure and policy in placeYesNo
8.My employees have been trained and understand that we do not accept discrimination, workplace bullying & sexual harassmentYesNo
9.Minor workplace issues are not taking to much of my timeYesNo
10.We have low employee turnover compared to our industry averageYesNo
11.I provide my employees with regular constructive feedback and reward them where appropriateYesNo
RATINGS
11 from 11well done
10 from 11well done, almost there
9 from 11very good and tie up loose ends
8 from 11good and you must tighten up these loose ends
7 from 10you have a high risk profile, take action
6 or less from 11remedial action urgently required to ‘protect’ your business
For more information see www.biz-momentum.com
About the Author
Philip Lye is Director of Biz Momentum Pty Ltd and provides professional management services for -
•Strategic Human Resource Management
•Employee Relations Advice
•Workplace Health & Safety Compliance Strategies
•Management Skills Training
Philip holds qualifications in Accounting, Leadership, Human Resource Management, Industrial Relations and is a qualified accountant.
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