Employee Training and Performance Appraisals - Essay Example

Human Resource Management 6. Employee Training and Performance Appraisals The Company believes in capacity building of each employee for benefit of employee’s personal growth and the growth of the organization. The following areas are identified for the trainings of employees of the organization: Training to new employees within two weeks concerning the employee’s role and responsibility, vision, mission, programs and strategies of the Company. Personality development to enhance the communication skill, teamwork and leadership. The Company will determine the need of training of each employee as per their role and responsibilities, lack of skill or weakness as per performance appraisal and organizational need. Performance reviews are founded on principles of honesty, impartiality and fairness. Performance reviews are a means to: Evaluate employee contribution to the organizational goals Recognize and deal with areas for improvement in job performance Identify professional development requirement and promote employees Consider salary increments The performance review process is the responsibility of the Chief Executive Officer. The Chief Executive Officer must sign the performance reviews of all the employees (permanent and temporary). The Chief Executive Officer and/or the employee’s immediate supervisor conduct performance reviews and any individual may be contacted to evaluate the employee’s performance. A formal performance review is conducted annually within one month after Company’s fiscal-year end, and will result in a written document. The process for a formal performance review is: An interview between the Chief Executive Officer and/or the employee’s immediate supervisor, and the employee is conducted. The purpose of the interview is to assess the job performance for discussion. On completion of the interview, the employee will receive a written copy of any review immediately and will sign the file copy after reading it. Employees may submit, in writing, any comments or documentation related to their job performance. The review will hold recommendations for salary increase, career development, and/or corrective action where required. If a performance review contains a recommendation to refute a salary increase, the supervisor or Chief Executive Officer must give clear and logical action for the employee to follow to get the increment. An employee’s performance must be re-evaluated after six months and, if required, the increment is permissible. No plea is possible to the subject matter of the report, but pleas may be made to the Chief Executive Officer on the basis of the procedure not followed accurately. Informal reviews may take place throughout the year; however, for any information to be included in the employee’s personnel file, the review must hold a written document read and signed by the employee. Other than the formal review and any informal reviews conducted by employees’ supervisor, the Executive Director can talk about performance with any employee regularly. Such discussions may be followed up by written statement, a copy of which will be placed in the staff member’s file. A professionally acceptable and consistent format shall be used; a sample format will be accessible to all employees. 7. Career Management The Company strongly believes in the need for an organized program of the employee’s career management that combines the needs of the Company and the needs and ambitions of employees. By supporting the employees in planning their career and offering opportunities for career development, the Company ensures higher devotion and efficiency from employees.  Both the Chief Executive Officer and supervisors give confidence and help employees to develop their career plans. Career Management at the Company takes place through: Job enrichment motivates employees to constantly redesign the work procedures Job rotation according to the employee’s ability and company needs Offering organization wide, team based and individual learning opportunities Plan developmental programmes that enhance the ability of employees to take part in difficult tasks Succession Planning in which employees will be trained to fill the important positions within the organization. 8. Benefit The Company recognizes compensation is only one element in a fair and competitive work environment, therefore it offers its employees a benefit package. The management will inform the employee of the benefits upon hiring or if there is a change. Health Benefits: The employees are given a choice between HMO (health maintenance organization) and a PPO (preferred provider organization). Also, the Company will bear 80 percent of the cost of medical insurance for employees and their dependents. Dental coverage is also included in the health benefit. The Vision plan is also a part of the health benefit offered by the Company which includes free yearly eye test and an annual allowance for new glasses or contact lenses.  Based on the judgment of the Chief Executive Officer, the Company may top up an employee’s salary while he/she is on short-term disability. The amount of the “top up” will be one-third of the staff person’s salary at the time of the disability leave. Paid Leaves: The employees at Company are given paid time off on sick leave, short-term disability, public holidays, vacations, maternity leave, parental leave, jury duty and compassionate leave. Employee Retirement Plan: Employees are offered two types of retirement plans. These include the Pension Plan and 401k. The employees have a choice to choose any one of the two plans offered. Educational Assistance: The Company also offers financial back up for educational assistance for the employees and his/her immediate family. This entails in-house educational programmes for the employees, scholarships and educational loans for employees’ children. 9. Our Ethical Standards Employees shall work honestly, faithfully and should use their maximum effort to promote the interest of the Company. Our Company believes in safeguarding the rights of female employees. And therefore any employee found harassing or misbehaving with a female employee would be have to face serious consequences and may even be dismissed. The Company wants to uphold high standards of integrity and therefore any misbehavior will be seriously dealt with. No employee may ask for or accept for his personal benefit, any advantage, bribe, in money or otherwise, from customers, suppliers, colleagues or any person dealings with the Company (Sample Business Contracts, 2010). Any breach of this rule may result disciplinary action against the employee. The word ‘advantage’ entails a gift, loan, fee, reward, contract, service favors and entertainment (Sample Business Contracts, 2010). All employees should discourage customers or suppliers from offering personal benefits of all kinds. If there is any reservation as to whether an advantage may be received, the matter should be reported to Chief Executive Officer who would take the appropriate action. Punishment for misbehavior or violation of any company policies are: Minor punishment: Reprimand Fine Un-paid suspension for a week. Major punishment Dismissal 10. Employee Safety and Health All employees have the right to a safe work environment, and the Company is dedicated to providing a safe work environment for its employees. The Chief Executive Officer will make sure that all the employees are informed of policies relating to harassment and sexual harassment. The Chief Executive Officer will make certain that issues regarding occupational health and safety are talked about at staff meetings at least twice a year. Supervisors are expected to: Implement safe work procedures and rules and regulations Improve poor quality conditions and acts, Report accidents and help the Occupational Health and Safety Committee, Examine the area regularly, Make certain that the equipment is properly maintained, and Encourage the attitude of safety. The Company offices, vehicles, sponsored events and meetings will be non-smoking zones. The Company will make sure that all office equipment and furniture does not contribute to workplace injuries. References Sample Business Contracts. (2010). Onecle. Retrieved March 25, 2010, from http://contracts. onecle.com/qiao-xing/ethics.shtml Read More