The
3 most costly mistakes with problem employees. Separation notice
help.
Whether you are firing your problem employee or laying off workers
because of downsizing, you must give each worker a formal separation
notice. It is a crucial part of the termination process. And while
every termination is different, all separation notices should follow
a similar format. This is not to say you do not have to tailor each
separation notice, you do. But you can use a basic template and change
it depending on your circumstances.
What a Separation Notice should contain
First, a separation notice should have basic employee information.
You should include the employee's name and social security number.
Then list the dates the employee started work and date last worked
and the reason that they were separated from employment. Be careful
when giving reasons for termination. Get rid of any discriminatory
language or unprofessional wording.
You must make sure your employee clearly understands the reasons
for the separation. Also you must have documented evidence to support
those reasons. If you have collected this information properly, the
employee will not be surprised by his or her current predicament.
Finally there should be an area for both you and the employee to
sign off on the separation notice. This gives you legal evidence
the employee knew why you were letting him or her go.
Needing
to separate an employee from your company? This is how I terminate.
Online Recruitment Sites on the Rise As increasing numbers of people look to the internet to find new jobs, online recruitment sites are on the rise.
The way in which people go about looking for new jobs has changes dramatically over the last 5 years. The pavement pounding of agencies and constant redrafting of the CV has been largely replaced thanks to the onset and spread of online recruitment. As more and more people have looked to do their job hunting from home, the agencies have been busy getting themselves an internet presence to cater for the market shift.
The CIPD estimates that between 80% and 90% of job seekers use online resources to find prospective employment. This places the Internet as the second most popular method of job searching behind local newspapers and advertisements (http://www.cipd.co.uk). The internet is a captive market for recruitment agencies and they are swiftly capitalising on the online recruitment revolution by developing internet capabilities. All of the major agencies now have online capabilities to register and search for jobs online (http://www.robertwalters.com, http://www.joslinrowe.com). Whilst these agencies retain a traditional presence on high streets the movement towards online functionality is considerable.
The online recruitment marketplace is not confined to the large, full service agencies and has proved to be a breeding ground for smaller, niche agencies offering recruitment for specific market segments (http://www.rigot.co.uk, http://www.rigradiography.co.uk, http://www.rigsocialcare.co.uk). The sheer volume of online searches for recruitment services creates distinctive markets for niche agencies to increase a presence that may previously have been confined to specific locations or word of mouth within respective sectors.
For job seekers the choice and breadth of recruitment options is widened considerably. The opportunity to hunt for suitable employment from home reduces the time and effort traditionally spent on recruitment. For prospective employers the services provided by online recruitment agencies allows them to view prospective candidates and begin the recruitment process with greater ease, cutting the time spent on sifting through CV’s and arranging interviews. The online marketplace has become the first port of call for recruiter and candidates alike, providing an initial meeting point and signalling the first stage in the recruitment process. While traditional methods such as newspaper advertising still prevail, the online recruitment sector is booming and adds an alternative method of job search into the mix.
About the author:
Steven is an independent cultural commentator who contributes to a wide range of journals and magazines both online and offline
Resources:
http://www.cipd.co.uk– Chartered Institute of Personnel Development
http://www.robertwalters.com– Full service recruitment agency with traditional offline presence
http://www.joslinrowe.com- Full service recruitment agency with traditional offline presence
http://www.rigot.co.uk– Specialist online recruitment service covering niche industry sector
http://www.rigradiography.co.uk– Specialist online recruitment service covering niche industry sector
http://www.rigsocialcare.co.uk- Specialist online recruitment service covering niche industry sector
Circulated by Article Emporium
Needing
to separate an employee from your company? This is how I terminate.
HOW HR WORKS TO GET THE JOB DONE
Human Resources is just what it says: resources for humans – within the workplace! Its main objective is to meet the organizational needs of the company it represents and the needs of the people hired by that company. In short, it is the hub of the organization serving as a liaison between all concerned. Depending on the size of the company, the HR Department might be called Personnel with a manageable workforce that can be handled by a personnel manager and a small staff. For larger, more complex organizations with hundreds of departments and divisions, the task is much more demanding, taking on a life of its own. Some companies have more than one HR Department - Corporate and Union. For. . .
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