Human Resources
Lack of control, a problem for any company that can be easily solved
February 13, 2011 | 
Author According to ICPD Absence Management Report’s annual survey for 2010, they found that less than half of employers the cost of absence, which is shocking when you consider that the average annual cost of absenteeism Employees employed in the private sector for the period 1 January-31.
The common practice in the field for his statement absence management in the short term to work interviews, trigger mechanisms to visit ill write information to his superiors, and at the end of the provision for disciplinary proceedings unacceptable absence. With a view to considering the return to work interviews and disciplinary procedures for unacceptable absence and health equity are the most common approaches.
The ICPD report has identified the involvement of health as one of the top three most effective methods for managing long term absence. To return to work interviews and trigger mechanisms for the participation of the review are also interesting for the effective management of long-term absence and short term.
However, some of these time consuming methods and not always work, even after all good paths followed are mainly due to the complexity of workers’ rights and restrictions of human resources to keep a long absence means with confidence with employers of consistency in the administration continued absences. You can also provide an element of protection of the employer and employee work for the update, honest records of periods of sickness absence.
If you control during your absence problems and want to manage your time effectively within your organization absences effectively contribute to greater cost is then a system of tracking time is a must for you.
Posted in Human Resources | 
Tags: absence management, absences, complexity, consistency, consuming, cost of absenteeism, disciplinary procedures, disciplinary proceedings, effective management, employer, equity, half, health equity, honest records, icpd, involvement, January, Management, management report, organization, participation, period 1, Report, sector, sickness absence, superiors, survey, time, tracking time, update | 
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20 Tips for making recruitment to the growth of the economy
While reports are a “growing economy” still mixed, the fact that so many companies hire a warning to turn things start. Search by 2.5 million people work, managers need an influx of resumes for each open position they are prepared. For the first time in ten years, the employer could be in the driver’s seat with an abundance of qualified candidates, and work forward.
However, the employer must be sure to have a system to advertise, receive, review, interview and select the most qualified candidates. Otherwise, ready to be overwhelmed! Here are 20 tips to help you manage all stages of the selection process to help you hire the most qualified candidate, without losing your head!
1. Identify the needs of the labor market.
• Make sure the job properly and clearly reflects the requirements of the job
• Is the need temporary or full time?
• Check your salary
2. Advertisement for the post
• Ensure that jobs are placed on a high quality, reputable sites – you get what you pay
• Post jobs on the websites specific to the industry for more qualified candidates needed
3.
4. Interviews
• Do not rush the interview process!
• No need for a vacancy to a hasty decision you will regret it certainly fill rent
• Do get a phone interview first, everyone is on the same page about the salary, duties, hours, etc.
• have a purpose for each interview (ie, pre-employment verification in the first interview, job specific role play scenarios in the second interview, etc.)
• Never put someone after only one person in the maintenance
• Involve employees in the leasing of new potential “confidence in the final phase of the interview process
5. Selecting the best candidates
• Look at the strengths of the person and not focus on the shortcomings
• Consider more than the scores and numbers – numbers of personality! This includes, but is not limited to, the reassessment of job descriptions and salary scales limited
• Do not be afraid of the light and tread slowly in filling an open circuit or a new position. If you plan to recruit this year, you should consider outsourcing HR functions, recruiting agency to help you every step of the road.
Ari Rosenstein is the Director of Marketing at CPEhr, a human resources outsourcing and PEO Company specializing in recruitment services.
CPEhr was founded in 1982 to help small businesses, their employees and compliance with employment laws to administer.
Services include:
- Employment Compliance
- Human Resource Management
- Legislative support
- Employee Benefits – Risk Management and Workers Compensation – wages and tax administration – Management and staff training
Posted in Human Resources | Tags: 5 million, abundance, candidate, compliance, decision, employer, Employment, employment verification, Ensure, final phase, hasty decision, influx, interview job, job descriptions, Management, need, open position, person, Phone, phone interview, position, purpose, reassessment, role play, salary scales, Search, selection process, shortcomings, time, vacancy | Comments Closed