End-to-End-HR-Blog

Termination of Employment| what are the misconduct in a workplace| the reasons to fire an employee is? Reasons to fire an employee may vary from company to company, however, proving you a comprehensive list. Mostly, companies used to notify this info either via HR Manual, Standing order, Employee Handbook or maybe in the form of a standalone policy on Misconduct and disciplinary action . Also Read, Progressive work DisciplinePolicy Image by Gerd Altmann from Pixabay List below - MISCONDUCT AND DISCIPLINARY ACTION Any of the following acts and omissions on the part of the employee shall be deemed to be misconduct. Also Read, HRM Policytemplate | Work etiquette or office etiquette 1.     Willful insubordination or disobedience of any lawful and reasonable order of a superior. 2.     Going on an illegal strike or abetting, inciting, instigating or acting in furtherance thereof. 3.     Willful slowing down in the performance of work or abatement o

Human Resource Management |As the manager of the HR Department - what kind memo would you write to the managers of all the departments of your organization to take steps to reduce absenteeism among the employees of the organization Image Source: Pixabay As a Manager of the HR Department, one may have thousands of ways to reduce employee absenteeism however; there are a few practical & feasible ways to reduce employee absenteeism as below. Also Read, HRM policy template of office etiquette Reduce employee absenteeism – First Option , There should be a clear and employee-friendly leave policy in place which - I am sure everyone is aware of. One condition is important to mention that any absence without prior permission will be treated as a termination without notice. If you think it's a bit harsh then go for the second option. Also Read, How to design strong HR Policy & Procedure Manual  Reduce employee absenteeism – Second option , Most of

Recruitment & Selection |How do I hire hotel staff Image by Gerd Altmann from Pixabay Recruitment & selection of hotel staff can be done in following various ways - Also Read, Job Interview Selection Process 1.   Internal Recruitment Sources for Hotel staff - Internal job posting - (IJP), my personal choice is, always look for potential candidates internally. This strategy has many plus points which cannot be denied at any cost. It can boost employee morale and sense of Belongingness towards the organization, build trusts and acts as a motivating factor for new recruits in the company. Try to design IJP policy and float it accordingly. Remember, it is always advisable to uplift known talents rather sourcing unknown candidates externally, which you cannot even guarantee the success, isn’t it? It is cost-effective & less time consuming even in many ways such as your existing employee s are already aware of company policies, culture and the environment

Morale & Productivity | Morale and Productivity in Human Resource Management Morale has been defined by various management authors from different standpoints. In this connection - It is noteworthy to mention the description of morale given by ‘Flippo’ – “as a mental condition or attitude of individuals and groups which determines their willingness to co-operate.” Photo by cottonbro from Pexels Positive morale is demonstrated by employee gusto, Willful conformity with company regulations and orders and readiness to co-operate with others in the accomplishment of an organization’s objectives. Then again, negative morale is demonstrated by unfriendliness, rebelliousness, a feeling of opposition, displeasure of the job, comrades and the organization in totality. Precisely, morale reveals the attitude of an employee towards their work & the environment as well. As high morale may lead to higher (employee) productivity so, for any organization it is of utmos

Compensation Management | Non-Monetary employee Benefits and Services Any benefits & services that the employee gets - besides the direct remuneration, is simply known as employee Benefits and Services. However, it is not mandatorily related to employee performance rather indirect compensation. Usually, employee benefits & services are offered more as a condition of employment only. Practically every organization ought to provide benefits and services to its employees . Why because, it is largely believed that, indirect remuneration or compensation seems to have a strong power of motivation more than the direct pays. Also, Read- How to offer competitive compensation to employees Then again, any increase in employee direct pays may impact both employees and employers negatively too – it can add to employee’s taxable income and it may boost the monthly fixed salary/payroll cost of employers which is less in case of indirect compensation.  

Compensation Philosophy | How to offer competitive salary & compensation to an employee Image by mohamed Hassan from Pixabay Each organization ought to have its very own remuneration theory or compensation philosophy that guides to the matters related to the management of monetary and non-monetary benefits. It is crucial on the part of every HR professionals while hiring any new employees –“ How to offer a competitive salary & compensation to an employee ”? There are few guiding principles of offering competitive salary & compensation to each and every employee in the organization - which will be the topic of discussion today. It indicates a set of trusts and core values which are consistent with the goals of the organization. The pay reasoning needs to accomplish equality, value, openness and consistency in the payment of compensation to the Employees. It needs to send a clear strong message to the Employees that the organization doesn't settle fo