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By addressing these issues early on, you are less likely to misinterpret company policies or compensation practices in the future, which may lead to job dissatisfaction.
It is the role of the HR department to ensure your privacy is upheld in all matters. To that effect the HR department provides limited access to employee files. Only direct supervisors may access employee records, and only benefits representatives may access confidential matter including health information to prevent discrimination of employees on the basis of health or mental status (Lipiec, 2001).
Compensation is provided to all staff on a bi-monthly basis, with all full-time positions or employees working in excess of 30 hours weekly eligible for health benefits and employee tuition reimbursement for educational courses taken to expand their career opportunities with the firm.
Training Proposal
The HR department encourages ongoing education and employee development in the form of continuing education, job shadowing and cross-training (Fine, 1999). These opportunities allow employees the chance for advancement in their careers. One month after entering this position, the employee will have one-on-one training with their supervisor reviewing their job description and assessing whether the employee is currently meeting all requirements of the job. If not, the supervisor will work with the employee to determine an appropriate training tool to enable the employee to work more efficiently. One year after entering the position, the employee will undergo a full performance evaluation that will identify continuous training...
Sexual harassment training is offered and required of all employees at a group meeting at the end of the year (Ferris, Frink & Galang, 1993).
To advance to the next position according to the development map, an employee will have to undergo advanced computer skills training and supervisory training as offered by our independent training consultants and in-house training team.
To assess how well the employee achieves each of these milestones, the training will be conducted by a combination of self-paced learning (in cases where the employee wants to advance) and instructor led (as in the case of sexual harassment training, where an outside party or HR representative serves as the expert in this area of learning (Lipiec, 2001).
REFERENCES/DOT01E.htm
Fine, S.F (1999). "Functional job analysis: A foundation for Human Resources
Management." Mahwah: Lawrence Erlbaum Associations.
Ferris, G, Frink, D. & Galang, C. (1993). "Diversity in the workplace: The human resources management challenges." Human Resource Planning, 16(1): 41
Job-Analsyis.Net. (n.d.)"Job Analysis." Job-Analysis Network. Accessed: 3, May 2007: http://www.job-analysis.net/018.htm
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