#training employee union organization safety HR Training

[sankhlaco]

Best for industrial law and labour law for HR

HR labor law is the area where employment-related legal requirements and HR management practices converge. This area is crucial for making sure businesses manage their workforces efficiently and adhere to all relevant rules and regulations. The following are some salient features of HR labor law.

Hiring and Recruitment: HR practitioners must be aware of the laws pertaining to hiring and recruitment procedures, such as those pertaining to equal employment opportunity (EEO) and anti-discrimination, as well as those regulating the hiring of foreign nationals and minors.

Employment Agreements and Contracts: HR specialists are frequently in charge of creating and managing employment agreements, which may contain provisions pertaining to pay, benefits, working hours, and layoff policies. They are responsible for making sure that these contracts abide by all applicable labor laws and rules.

Wages and Hours: HR departments are in charge of making sure that rules pertaining to minimum wage, overtime compensation, and other requirements pertaining to remuneration are followed. This entails abiding with rules like the Fair Labor Standards Act (FLSA) in the US or comparable laws in other nations.

Workplace Safety and Health: By putting policies and processes in place that go by occupational safety and health standards, HR professionals help to promote workplace safety and health. They might also assist in organizing safety procedure training and managing workers' compensation claims.

HR departments are frequently tasked with handling matters related to employee relations, including as grievances, disciplinary actions, and conflicts. They have to make sure that employee rights are upheld and that disciplinary actions adhere to labor regulations.

Employee Benefits and Leave: Human resources specialists oversee benefit schemes like health insurance, paid time off, and retirement plans. Laws pertaining to the administration of benefits, such as those governing leave entitlements like the Family and Medical Leave Act (FMLA), must be understood by them.

Termination and Layoffs: HR specialists are in charge of managing employee terminations, including any necessary layoffs or downsizing projects. They have to make sure that all termination procedures adhere to labor rules, including giving notice and paying severance when necessary.

Employee Privacy and Data Protection: When handling sensitive employee data, HR departments are in charge of protecting employee privacy and making sure that data protection rules are followed.

Union Relations: HR specialists may be involved in collective bargaining discussions, contract administration, and handling in companies where workers are members of a union.

To know "How many labour laws are there ?" click here

#labour #labour lawyers #labor rights #labor laws

[neilghanem]

HUMAN RESOURCE LEADER 

NEIL A. GHANEM, MBA HR ♦ Westlake, OH 44145 ♦ [phone] ♦ [email protected] ♦ LinkedIn Page: https://www.linkedin.com/in/neilghanem

High achieving Human Resources Professional with a proven track record of delivering results through influential relationship building, creativity, business partnering, strategic thinking, and supporting organizational change in a fast paced corporate and field environment. Core competencies:

Diversity & Inclusion | Recruitment | Employee & Labor Relations | Talent Management | Organizational Development| | Compensation & Benefits Administration | Project Management/Process Improvements | Lean/Six Sigma| | Data Analysis & Reporting | Employee Engagement | Talent Development |

HUMAN RESOURCES EXPERIENCE THE G-NEIL GROUP LLC, HR CONSULTANT, Cleveland, Ohio 10/2017 – Current Provided HR Consulting support and services for several local organizations. PRESRITE CORPORATION, Cleveland, Ohio 9/2018 – 04/2019 Presrite Corporation founded in 1971, in Cleveland, Ohio manufactures and supplies precision forged parts. Its products include net and near-net gears; multiple-flange track rollers that are used on crawler equipment; and crane wheels and cluster gears. The company’s forgings are used in off-highway, truck, automotive, aerospace, railroad, agriculture, material handling, military, and other industries, as well as in energy and mining fields. Corporate & Manufacturing Human Resources Director, Managed the HR functions for Corporate and all four Plant locations. Developed, implemented, and coordinated policies and programs covering the following areas: Employment, Employment, Employee Relations, Wage & Salary Administration, Training, Safety, Benefits and Employee Services. Reporting directly to the President and Chief Executive Officer/Chairman.

• Write, implement, interpret and administer company policies and procedures. • Maintained a non-union status by promoting positive employee relations at all levels through quality services and communications for all four plants and our corporate locations. • Manage Wage and Salary administration, responsible for company’s Affirmative Action/EEO Compliance. • Researched, developed, and directed all training initiatives for Corporate and Plant facilities. • Managed the Safety & Health Initiatives with my Plant Safety Manager and coordinators throughout all locations. Coordinated & managed Safety goals, projects throughout all locations. • Managed a staff of 9 HR Professionals/staff members throughout our Corporate, and Manufacturing locations. • Assist and advise General Managers on all HR Best Practices throughout Corporate and plant locations. • Reviewed, Researched, and investigate benefits such as health, vision, dental insurance, life insurance, 401(k) Pension Programs, vacation and holidays based on the current economic and business operating costs and expenses. • Responsible for the departments operating procedures and systems. Managed the development and roll out of periodic, special reports tied to business operation, including, but not limited to staffing, employee relations, training and development, safety, and employee engagement. • Kept management apprised on all HR activities tied to the business and industry best in class HR, Operations standards. • Managed and oversaw all company Workers Compensation Program, directly with our HR Managers and Third-Party Administrator. • Managed our Self-Insurance Programs with our Third-Party Administrator. Helping managers and employees navigate through Benefit & Insurance problems and issues they are experiencing. • Serve as a liaison between company, local community, business, government agencies and civic organizations to promote goodwill with each organization.

HUMAN RESOURCES EXPERIENCE BETTER INDUSTRIES, THE G-NEIL GROUP LLC, 07/2018-09/2018 Corporate & Manufacturing Human Resources Consultant Bettcher Industries, Inc. is a developer and manufacturer of cutting tools used in food processing operations and industrial applications. The company, often referred to as just Bettcher, manufactured the first mechanically powered hand-held meat trimmer in 1954. • Provided consultation and partnership with the current HR Staff, and several managers in all areas of employee relations including but not limited to harassment investigations, conflict resolution, employee engagement, recognition, rewards, and retention. • Worked closely implementing, transitioning the organizations current HRIS system, Paycor to UltiPro. • Provided career coaching, resume writing, mock interviews with employees looking to progress their careers within Bettcher Industries. • Provided staffing support services for temporary and full-time opportunities. • Helped the current HR Staff develop, roll out there first quarterly HR Managers meeting with Corporate/Plant Managers. Providing details and information on what should be included, covered in each meeting.

HUMAN RESOURCES EXPERIENCE

THE G-NEIL GROUP LLC, AFFORDABLE HOME HEALTHCARE SOLUTIONS, Cleveland, Ohio 10/2017 – 5/2018 Founded in late 2017. Affordable Home Healthcare Solutions provides a wide range of services, including skilled nursing care, assisted living, post-acute medical and rehabilitation care, hospice care, home health care and rehabilitation therapy. Corporate Human Resources Director, Joined Start to help guiding the startup and management of a full spectrum of HR Operations, Systems and Programs. • Point-of-contact for all Human Resources-related topics, including employee relations, employee engagement and recognition, performance management, change management, career counseling, talent and workforce planning, retention, organizational development, employee and leadership training and development, policy interpretation, investigations, compliance, pay practices and benefits, as well as special projects.  Worked closely with the Founder/CEO to ensure consistent application of initiatives, policies, and procedures.

HUMAN RESOURCES EXPERIENCE

CHARTER STEEL, Cleveland, Ohio 7/2016 to 10/2017 American supplier of carbon and alloy steel bar, rod and wire products with distribution and manufacturing facilities in Wisconsin and Ohio. Corporate & Manufacturing, Sr. Human Resources Manager, provided effective HR leadership, support and counsel to all Corporate and Manufacturing Employees, Managers, Directors, and Sr. Leadership team members. Implemented overall leadership for human resource functions including, staffing, employee relations, policies, compliance, benefits, compensation, performance management, and organizational effectiveness/development. Assist in establishing and implementing the human resources strategic objectives, which support the overall business objectives. • Lead and managed a team of HR Generalists and 2 HR Supervisors to develop linkages to ensure strategic alignment of all human resource systems across several locations. • Identified high potential talent, critical skills talent, and successors for key positions to meet current and future talent demand. • Implemented action plans to address areas of improvement identified from the Employee Engagement Survey, which later proved to be extremely successful and useful. Increasing our Employee Engagement and Moral within each site. • Selected and participated in a corporate-wide initiative that improved the HR Department’s functional effectiveness on how HR partnered up and delivered results across each business unit.

• Streamlined the recruiting process by 30% which helped not only recruit more candidates in a shorter time period, but also helped improve on the quality of each candidate, which increased our retention rate by 25%.

• Lead operational and strategic HR and organization development activities, including leading culture change, driving performance management and talent management processes, team building, associate training, and development programs, as well as the safety programs.

HUMAN RESOURCES EXPERIENCE

HENKEL OF AMERICA COMPANY, Cleveland, Ohio 10/2011 to 6/2016 A $20 billion-dollar global organization with leading brands and technologies in three business areas: Laundry & Home Care, Cosmetics/Toiletries and Adhesive Technologies. Regional, Corporate & Manufacturing Sr. Human Resources Manager HENKEL OF AMERICA COMPANY, Cleveland, Ohio Provided HR support for the Regional Corporate office as well as several Manufacturing and Distribution centers in North America. Providing leadership, and direction to each sites functional Management & Sr. Leadership teams. • Lead a team of HR Generalists within each location. Provided consultation and partnership with management in all areas of employee relations including but not limited to harassment investigations, conflict resolution, employee satisfaction, motivation, engagement, recognition, rewards, legal demands, retention, and dealing with organizational change. • Managed and lead a team of recruiters in identifying specific recruiting resources and tools needed to be used in-order to successfully staff all positions with top notch candidates within a specific time frame. • Managed the design, development, and implementation of the division’s first ever Diversity, Inclusion, Education and Awareness Program. • Developed, implemented, and rolled out the division’s first ever Employee Engagement Survey that resulted in increasing Employee Engagement and Morel which lead to reducing the turnover rate by half within a 2-year period. • Partnered up with senior leaders locally and globally when developing and delivering on Talent Acquisition needs to help drive business results within a certain market, and or specific skill set. • Trained the Sr. Leadership team, Managers, and front-line supervisors in Union Avoidance training programs throughout all of our Corporate and Manufacturing locations. • Implemented, trained, and assisted in the administration and roll out of our Performance Management, Talent Management, Succession Planning, and Employee Recognition programs at all locations throughout North America. HUMAN RESOURCES EXPERIENCE THE CLEVELAND CLINIC FOUNDATION, Cleveland, Ohio 5/2010 to 7/2011 Ranked among America's Top Hospitals by US News & World Report, Cleveland Clinic is a non-profit academic medical center that provides clinical and hospital care and is a leader in research, education, and health information. Main Campus, Sr. Human Resource Business Partner Provided HR support for twelve Departments that fell under the Operational Business Unit-Divisions: including but not limited to The International Global Patient Services Department, Environmental Services, Textiles, Transportation, Customer Care (Red Coats) Patient Transportation, Lift Team, Volunteers, Clinical Engineering, Food Service, and Protective Services /Police Department. • Conducted Employee Relations Investigations for Claims of Harassment, Discrimination, and Sever Policy Violations. • Managed Organizational Change efforts, which included the Re-Organization and Reduction in Workforce at all Cleveland Clinic locations. • Participated in several Enterprise-Wide initiatives and projects, including but not limited to the Gallup Survey and Impact Planning, Cleveland Clinic Experience, Fortune Magazine’s 100 Best Places to Work, Employee Relations Database Management System, and the implementation, training roll out of the Manager’s guide to Progressive Discipline and Investigations. • Implemented and rolled out a new Performance Management and Succession Planning System.

HUMAN RESOURCES EXPERIENCE

THE SHERWIN-WILLIAMS COMPANY, Cleveland, Ohio 1/2005-5/2010 An $8 billion dollar company, which has been in business since 1866. The Company’s core business is the manufacture, distribution, and sale of coatings and related products such as Sherwin Williams, Dutch Boy, Pratt & Lambert, and Minmax, just to name a few. Sherwin-William Headquarters: International, Stores, and Chemical Coatings Division Sr. Human Resources Manager Provided support to the Divisional-Operations site, which included Sales Management Team, Marketing, Advertising, IT, Quality, Customer Service, Accounting & Finance, Maintenance, Field HR Department on a daily basis needed to achieve business goals. • Revamped, implemented, and rolled out the company’s first ever Focal Point - Performance Management Review Process. Improving the administration and execution of providing timely, accurate feedback, and performance expectations. The program was ultimately implemented and rolled out to every Division throughout Sherwin Williams. • Participated in the implementation and roll out of our new HRIS (Oracle) system. • Gathered and maintained departmental databases and tracked information pertaining to turnover, background checks, pre-employment testing, unemployment claims, and other Human Resources programs. • Ensured compliance of all Federal, State, and certain international location Employment laws. • Participated and lead a team to work on two OFCCP Audits. Worked with the IT Department in implementing changes to the internal built and managed Applicant Tracking System (ATS). • Project Manager for the company’s first ever Employee Engagement Survey (Resulting in a 97% completion rate). • Organized and managed Focus Groups to work on areas needing improvement prior to applying for the Fortune Magazine’s 100 Best Places to Work survey. • Project Manager/Team Lead for the Corporate sites first ever Diversity Awareness Committee. Committee helped educate and celebrate Diversity and Inclusion throughout all Corporate Divisions. • Lead the Recruitment, On-Boarding, and start up efforts for new retail locations in Mumbai, India, and Mexico, while working very close with remote HR Leaders and Management Personnel in building a collaborate, engaging work force. • Managed the Corporate College Recruiting/University Relations program to attract and hire students for our 2 Year Rotational Internship Program. Program had an 80% success/positive turnover rate into full time roles. • Managed a small team of HR Generalists that helped support the Division’s HR support, services within Corporate. PREVIOUS EMPLOYMENT EXPERINCE & OPPURTUNITIES ICI PAINTS/GLIDDEN COMPANY 2002-2005  Corporate & Regional Human Resource Manager 2003-2005  Corporate Staffing Consultant 2002-2003 AMERICAN GREETINGS CORPORATION 1999-2002  Corporate Human Resource Consultant

PROFESSIONAL AFFILIATIONS & RECOGNITION Former FBI (Federal Bureau of Investigation) Community Outreach Program Board Member, Nominated by Sherwin Williams Sr. Leadership members to participate in the Cleveland Leadership Centers-Cleveland Bridge Builders Program, Recipient of the 2008 Cleveland Leadership Centers-Bridge Builders David Akers Award, American Greetings Corporation Chairman’s Award Member, Board Member at Open Doors Academy and Another Chance of Ohio. Recognized & nominated for the Cleveland Magazines - 30 of the Cities up and coming leaders under 30 yrs. old in 2010.

EDUCATION & CERTIFICATIONS & AWARD Master of Human Resource Management Baldwin Wallace University Bachelor of Business Administration- Marketing & Computer Information Systems Minor Kent State University PHR Certification Preparation Course Cleveland State Henkel Executive Development Program - IDC Cranfield University

THE CLEVELAND CLINIC FOUNDATION

May 19, 2011

To whom it may concern,

I’ve had the privilege of working with Neal Ghanem at the Cleveland Clinic for the past year. Neil was the HR Business Partner for a number of my departments; the management team that he supported under me was 45. The overall employees he supported for was 750+. In addition to supporting me, Neil also had the responsibility of supporting another 3-4 administrative directors.

Neil did an exceptional job! This job requires an individual who has strong communication skills. The person in this job role needs to be able communicate with Healthcare professionals and employees at all levels. In all of my years of working at the Cleveland Clinic (22 year), I must testify that no one ever performed better in this job role better than Neil. Neil was a “role model” as to what service excellence is all about.

Neil definitely has strong leadership ability as a HR Director. He has the ability to know how to move an entire organization from Point A (existing state) to Point B (desired state). Not only did Neil demonstrate these strong leadership traits but he also understands that systems/scorecards need to be put into place in order to make that happen; and that the results need to be hardwired directly back to the employee performance appraisals. As a leader he also comprehended the value of putting all of his efforts on the front (Very Proactive) end instead of on the back end (putting out fires) and while we worked together, he was relentless in his efforts to make this happen. What impressed me most about Neil was his technical expertise in the HR Field (the best I have ever seen), his passion to make a difference, his desire to teach/train/develop others and finally his hard work ethics – he often worked long hours – his unspoken motto to all of us was “Whatever it Takes to get the Job Done.

Neil definitely had the respect of physicians, administration, nursing his peers and the employee. Neil is a person who is very passionate about his job and has always strived to be the best at what he did – excellence at its best. I highly recommend Neil; he is a true professional; he has always been successful in any job he ever has. If you have any question, please feel free to contact me at 216-444-2015 or by email at [email protected] Sincerely, Michael L. Visniesky 1-330-348-0062

THE CITY OF CLEVELAND

THE CLEVELAND RESEARCH COMPANY

March 20, 2017

RE: Neil Ghanem

To Whom This May Concern, Please accept this letter as a note of recommendation for Neil Ghanem as a professional Human Resource Manager. I’ve known and worked with Neil for nearly 5 years while working together at Henkel. During this time Neil displayed a high level of management and leadership skills. His passion to serve the organization and its’ team is always at the highest level and is reflected in his overall performance. In addition, Neil consistently displayed strong communication skills and a desire to effectively serve both his internal and external constituents within Henkel. All in the spirit to make sure our employees and team were in the best position to serve our customers and meet our goals and objectives. Finally, I recommend Neil for any position that he may seek; he will be a true asset for any organization. If you should have any questions, please don’t hesitate to call me at 440-220-1520.

Sincerely, Mike D. Bozich Chief Revenue Officer Cleveland Research Company

OPEN DOORS ACADEMY

To Whom It May Concern:

I'm writing this letter of recommendation & support for Neil Ghanem. I have known Neil for the past 10 years and was a colleague of his through the Cleveland Bridge Builders Flagship Program. While I have not worked directly with Neil in a Human Resource Capacity, I have worked alongside him on a number of professional projects and firmly believe in his balanced leadership, thoughtful decision-making process, and strong emotional intelligence. He has served on my board's Human Resource Committee over the years and has provided guidance and insight into challenging situations when they occurred. Personally knowing the challenge in finding a strong candidate for HR, I wanted to express my support for his participation in your process and put in a recommendation of his leadership and HR skillset. I firmly believe he would be an asset to any team and hope that you consider moving him forward in the process. If I can be of further support, please don't hesitate to reach out to me.

Sincerest Regards,

Annemarie M. Grassi, Ph.D. Chief Executive Officer Open Doors Academy 1427 East 36th Street, 4206A Cleveland, Ohio 44114 Opendoorsacademy.org

HENKEL OF AMERICA

HENKEL OF AMERICA

Dear Prospective Employer,

It gives me great pleasure to highly recommend Neil Ghanem as a prospective employee of your organization.

I’ve been associated with Neil Ghanem since he joined Henkel in 2011. From our initial interaction, it became very apparent Neil was a stand-up individual who approached work, family and friends with a ton of energy and passion. His ability to make each person he comes in contact with feel welcome and important is a unique skill-set that represents Neil and any organization very favorably.

Over the course of the last two years, I have observed the continued growth and development of Neil into one of Henkel’s best Human Resource leaders and ambassadors. He is a true partner who is constantly leading and driving his colleagues, like me, to invest in themselves and to actively play a part in mentoring and leading others. Furthermore, his drive, passion, vision and determination to succeed and serve others is very obvious and contagious. For instance, he frequently asks his managers the following questions: “How are you doing? How are your people doing?” “What can we do better?” These questions alone represent what Neil is all about. An individual who always strives to be the best and is never satisfied with status quo.

In closing, Neil’s leadership and strategic thinking skills are significant, and permeate in everything he does. He’s a a true visionary in the realm of his profession. I’m fortunate to have crossed paths with him and consider him one of the best HR leaders I have ever worked with. The sky is the limit for Neil!

Sincerely,

Michael D Bozich VP of Business Development Henkel Corp

Mike Bozich VP Business Development

Henkel Corporation 26235 First Street Westlake, OH 44145

Phone: [phone] Mobile: [phone] Fax: [phone]

[email protected] www.henkelna.com

HENKEL OF AMERICA.

THE SHERWIN -WILLIAMS COMPANY- KUHN GLOBAL TALENT

THE SHERWIN-WILLIAMS COMPANY- AMAZON

Matthew S. Garey… HR LEADERSHIP THAT DELIVERS BUSINESS RESULTS 1215 Woods Circle NE • Atlanta, GA 30324 • [phone] • [email protected] March 7, 2014

To Whom It May Concern: It is with sincere pleasure that I provide this letter of recommendation for Neil Ghanem. Neil worked for me for several years while we were at Sherwin-Williams. As the Director of HR for the Corporate Headquarters site, it was critical that I had a high performing team led by knowledgeable and talented Sr. HR Managers. Neil certainly fit that bill.

Neil came to Sherwin-Williams with solid generalist experience and quickly demonstrated his grasp of the foundational HR disciplines including talent acquisition, compensation, employee relations and training and development. His role as an Sr. HR Manager required him to use these skills on a regular basis, as the role was truly generalist in nature. As a key partner to the business, it was important for him to be able to credibly provide counsel on these topics, and he continually showed that he was an expert in his profession.

In his role as Sr.HR Manager, he was expected to effectively lead his team of HR professionals. He consistently demonstrated that he understood the need to set specific goals and create plans to meet and exceed the expectations of our internal clients. He took a vested interest in the development of his team and provided them the space to grow, while also providing appropriate feedback to keep them on track.

Perhaps the area of Neil’s contributions that I was most impressed with was his ability to build relationships and work in an extremely collaborative way. At the time that Neil joined Sherwin-Williams, the company operated in a very decentralized fashion and each business unit operated very autonomously. While this was effective in the field, it was inefficient at the Headquarters site. We were tasked with centralizing HR processes for all business units in order to capitalize on best practices and improve efficiencies. Neil supported the business unit that had historically been the most autonomous and accordingly, the most resistant to “Corporate” initiatives. In a very short period of time, Neil built rapport with the key stakeholders in the business unit and allowed us to make accelerated progress. On the surface, this may not seem significant, however, it required a great deal of skill and tact to build the relationships that Neil built, not to mention leveraging these relationships to allow us to get things done.

While it has been several years since Neil and I worked together, I’m confident that he has continued to grow professionally and has built on his strengths as an HR leader. He would make a fine addition to any organization, particularly one that is looking for a strong HR leader that has a natural skill in building and leveraging professional relationships into results. I welcome the opportunity to discuss Neil in more detail, should you have any questions.

Sincerely, Matthew S. Garey Regional Senior HR Leader at Amazon

OPEN DOORS ACADEMY

To Whom It May Concern:

I'm writing this letter of recommendation & support for Neil Ghanem. I have known Neil for the past 10 years and was a colleague of his through the Cleveland Bridge Builders Flagship Program. While I have not worked directly with Neil in a Human Resource Capacity, I have worked alongside him on a number of professional projects and firmly believe in his balanced leadership, thoughtful decision-making process, and strong emotional intelligence. He has served on my board's Human Resource Committee over the years and has provided guidance and insight into challenging situations when they occurred. Personally knowing the challenge in finding a strong candidate for HR, I wanted to express my support for his participation in your process and put in a recommendation of his leadership and HR skillset. I firmly believe he would be an asset to any team and hope that you consider moving him forward in the process. If I can be of further support, please don't hesitate to reach out to me.

Sincerest Regards,

Annemarie M. Grassi, Ph.D. Chief Executive Officer Open Doors Academy 1427 East 36th Street, 4206A Cleveland, Ohio 44114 Opendoorsacademv.org

1427 E. 36th Street, Suite 4206A Cleveland, Ohio 44114

216-229-1900 216-229-1902

WWW.OPENDOORSACADEMY.ORG

[kanchankhatanaa]

Employment Law Training and Law Advisory

To accomplish their duties well, today’s HR teams and Business managers require a variety of training. One such training is labor and employment law training. Employers will benefit greatly from such training in terms of avoiding or at the very least minimising legal exposure for employment-related disputes.

Such as Basic labor and employment laws Interviewing, selection, and hiring Discipline and discharge Performance management Documentation and record-keeping Discrimination, harassment, and retaliation Attendance and leaves Disabilities, pregnancy, and religious beliefs Safety and health Electronic communications and employee privacy Unionized workforce Contract Labor Deployment and Management

Employment Law Advisory

We provide continued employment law advisory for our client organizations. Our specialized lawyers provide advice to our clients regarding Policy, Process, Organization restructuring, separation, Reduction in force, and other critical decisions. We aim to provide advisory that shall avoid disputes. Also, we provide pre-litigation dispute resolution and defend clients in disputes with employees, unions, works councils, and government agencies at tribunals and other platforms. We advise our clients on the applicability of Labor / Employment laws, their obligations and compliances, and the consequences of non-compliance, as well as issues such as The Employees’ Compensation Act, The Trade Unions Act, The Payment of Wages Act, The Industrial Employment (Standing Orders) Act, The Industrial Disputes Act, The Minimum Wages Act, The Employees’ State Insurance ActThe Factories Act, The Plantation Labour Act, The Mines Act, The Employees’ Provident Funds and Miscellaneous Provisions Act, The Working Journalists and Other Newspapers Employees (Conditions of Service) and Miscellaneous Provisions Act, The Working Journalists (Fixation of rates of Wages) Act, The Employment Exchange (Compulsory Notification of Vacancies) Act, The Motor Transport Workers Act, The Maternity Benefit Act, The Payment of Bonus Act, The Contract Labour (Regulation and Abolition) Act, The Payment of Gratuity Act, The Equal Remuneration Act, The Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, The Cine Workers and Cinema Theatre Workers (Regulation of Employment) Act, The Cine Workers Welfare Fund Act, The Dock Workers (Safety, Health and Welfare) Act, The Child and Adolescent Labour (Prohibition and Regulation) Act, The Labour Laws (Exemption from Furnishing Returns and Maintaining Registers by Certain Establishments) Act, The Building and Other Constructions Workers’ (Regulation of Employment and Conditions of Service) Act, The Building and Other Construction Workers Welfare Cess Act, 1996, state-specific Shops & Establishments enactments, Transgender Persons (Protection of Rights) Act, and others, to name a few, are all applicable in India covering complete hire to retire cycle of employee.

#employment lawyer in india #employment lawyers #labour lawyers #labor lawyers #employment lawyer #employment lawyers in india #labor lawyer #labour lawyers in india #labor lawyers in india #best employment lawyer

[pnovick]

MANUFACTURING MAINTENANCE GROUP LEADER 3146681

Job ID: 3146681 Full-time Onsite with Paid Relocation Our client, a leader in aluminum sheet, plate, and extrusions, along with cutting-edge architectural products, is seeking a Manufacturing Maintenance Lead for a challenging and rewarding opportunity. With numerous accolades, our client has a strong presence across various industries. Job Description Our client, a renowned manufacturing entity, is in search of a Maintenance Lead to play a pivotal role in ensuring the efficient production of metal in a dynamic environment. Reporting to the Maintenance Superintendent, the Maintenance Lead will lead and direct assigned crew members to achieve key objectives. This role involves applying lean manufacturing principles, modeling, and teaching employees to drive the organization toward its goals. Responsibilities The Manufacturing Maintenance Lead will be responsible for: - Creating a secure work environment and promoting workplace safety. - Leading safety discussions and conducting job-specific safety reviews. - Managing subordinates to achieve objectives in quantity, quality, timeliness, safety, recovery, and delivery performance. - Developing individuals through challenging assignments and providing training, coaching, and mentoring. - Allocating and assigning work fairly and clearly to crew members, prioritizing tasks based on business criticality. - Deciding and implementing crewing arrangements for planned and unplanned situations. - Leading a technically proficient maintenance workforce that values diversity and is customer-oriented. - Applying root cause analysis and rapid problem-solving techniques to maintain or restore production. - Collecting data for root cause analysis and problem-solving for major exceptions. - Effectively managing assets in a cost-efficient manner, ensuring proper equipment operations, availability, and long-term viability. - Advancing business objectives related to quality, costs, waste elimination, and lean manufacturing. - Making decisions about performance in a fair and equitable manner, supported by appropriate documentation. - Seeking cooperation, persuading, influencing, and developing relationships to resolve problems and achieve customer satisfaction. Working Hours This position will supervise 8-hour shifts, Monday - Friday (7 am - 3 pm), with occasional weekend work based on business needs. Qualifications Basic Qualifications: - High School diploma or equivalent (GED) from an accredited institution. - A minimum of 3 years of hands-on maintenance experience. - A minimum of 2 years of supervisory experience with direct reports. Preferred Qualifications: - Previous supervisory experience in a manufacturing environment. - Mechanical background is advantageous. - Experience in a union environment is a plus. - Familiarity with policies, procedures, and practices related to HR/IR, including bargaining and local agreements, is beneficial. - A working knowledge of principles and concepts of Lean Manufacturing is required for effective business results. Read the full article

[payroll2bangladesh]

[careerplus7]

Terminal Cleaner (Union) - SRC - Per Diem (3PM-11:30PM) - New Haven, CT 06510

Terminal Cleaner (Union) - SRC - Per Diem (3PM-11:30PM) - New Haven, CT 06510

#HR #jobopenings #jobs #career #hiring #Jobposting #LinkedIn #Jobvacancy #Jobalert #Openings #Jobsearch

Overview:

To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values. These values - integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day.

Performs all phases of Terminal Cleaning of surgical room cleaning, stocking( Soap /paper towel in OR and Scrub rooms) and routine cleaning of assigned areas all in accordance with Hospital and Departmental standards. Ensures the hospital is in compliance with regulatory and departmental standards.

EEO/AA/Disability/Veteran

Responsibilities:

1. Cleaning Techniques

1.1 Performs cleaning functions in assigned areas following established schedules and using prescribed methods

2. Safety

2.1 Demonstrates proper use of protective devices such as gloves, gowns, safety goggles, floor signs, ect.

3. Service excellence

4. Personal Effectiveness/Accountability

Qualifications:

EDUCATION

High School Diploma or GED preferred.

EXPERIENCE

Two (2) to three (3) years experience preferred in a service oriented department, preferably within the healthcare industry. Ability to adapt within a fast paced customer service environment. Knowledge of Perioperative Services department operations highly desired.

SPECIAL SKILLS

Knowledge of 7 step cleaning and decontamination techniques highly desired. Achieves competence in all required skills after completion of department training program to include passing of ORA department competencies. Ability to read, write, and perform basic math. Basic computer skills required to perform daily tasks in OR applications to include RFID equipment tracking system and Navicare. Must possess good interpersonal skills in order to participate as a member of the Perioperative Support Associate staff.

PHYSICAL DEMAND

Must be able to lift a minimum of 40 pounds. Ability to perform tasks of physical endurance and dexterity as required. Consistent use of proper body mechanics. All duties require pushing, pulling, lifting, bending and standing. Must be able to stand and walk for long periods of time.

Additional Information:

THIS POSITION IS COVERED BY THE TEAMSTERS COLLECTIVE BARGAINING AGREEMENT

Minimum - $15.10/hr.

Maximum - $26.42/hr

Apply Now: https://bit.ly/jumprecruiter

#career #hiring #HR #Jobalert #jobopenings #Jobposting #jobs #Jobsearch #Jobvacancy #LinkedIn #Openings

[careerkenyan]

CSS HR & Admin Manager Job 2022

CSS HR & Admin Manager Job 2022 HR & Admin Manager Job, Current HR Jobs In Kenya,  Title: HR & Admin Manager – Manufacturing,  Industry: Manufacturing, Location: Nairobi,   Gross Salary: Competitive,  Our client in the manufacturing industry seeks to hire a HR & Admin Manager to provide the organization with a strong HR proximity to support the achievement of the business, organization, and people strategies and objectives. The HR & Admin Manager will support the Chief Executive Manager in all HR and administrative tasks.  Key Responsibilities: Support and provide HR guidance to other departments  Maintain and continuously improve the company’s Personnel Regulations and HR policies, processes, and procedures and fully support the company’s goal to obtain and maintain ISO 9001 certification. Support management in ensuring that all Company policies, including those concerning HR, Travel, and Health, Safety and Environment (HSE) are fully followed. This includes conducting Training/sensitization sessions and periodic communication with all employees. Good negotiation skills of CBA with trade unions. Administer the company’s obligations in statutory programs such as medical insurance, pension, NHIF, NSSF NITA, and Higher education loans including filing monthly returns to these entities.  Oversee the performance management cycle and ensure the deadlines as per the calendar is met. Oversee the hiring process, which includes coordinating job posts, sitting in Second interviews, and Overseeing that reference checks have been conducted. Oversee the new employee induction process for each new hire, and ensure that all required documentation is received and added to the new employee’s file.  Oversee the off-boarding process of employees who leave the organization and ensure compliance.  Ensure that monthly pay slips and annual tax forms have been generated and distributed on time.  Oversee the management of the leave management system by ensuring that proper leave planning has been done in all departments. Oversee annual HR budget and quarterly forecasts have been done and on time. Through the line managers, ensure that departmental training needs analysis has been done annually and trains have been scheduled in the training calendar. Oversee the organizations’ training calendar and follow up with departments to have them conduct their training. Coordinate training requests and organize approved training & education programs for staff.  Ensure that all training agreements are signed on  Ensure that training evaluations have been done after each training. Manage the HR and Admin team, including recruiting, new staff assimilation & training, performance reviews, & training planning, and assignment management.  Conduct Performance Development Interviews (PDIs) with team members at least semi-annually, to set objectives, review results, provide feedback, and plan for staff development. Schedule team members’ workload to fully cover weekly & monthly service & maintenance needs within the team’s scope & jurisdiction and to fully allocate all resources.  Review and approve key deliverables that are generated by team members.  Manage team member absences in the HRM Tool and ensure that vacation balances are planned to be fully used and that their timing does not obstruct our business activities. Develop and maintain a positive, cooperative, and productive working relationship between the team and other internal and external teams.  Oversee the filing of HR employee files and ensure compliance and Lead HR improvement projects.  Provide any other kind of HR support to management/ employees. Click here for full Job description. N.B: Looking For A New Job? Find Your Next Job With Us. Click Here To Register Your CV. It's Free. Cynthia Chebet2022-07-28T23:49:02+03:00 Read the full article

#admin #manager

[sportstalks]

Jhena S. Tutanes

Director of the Office of Personnel and Labor Relations Rixos, The Palm Hotel, United Arab Emirates, Dubai Bachelor of Science in Human Resources Management Far Eastern University

She studied and graduated at Far Eastern University with Bachelor’s Degree of Science in Human Resources Management, Major in Hotel and Restaurant Management. Right after the graduation she flew abroad to find a suitable and stable job, she quickly got a job in Dubai as Hotelier or Hotel Manager at Rixos, The Palm Hotel. After few years in working at Rixos Hotel, she was appointed to be the Head of Office Human Resources for Montgomery County, the largest jurisdiction in the state of Maryland.

In year 2022 month of June, she was reappointed by County Executive IsiahLeggett. I n this position, she oversees all aspects of human resources management for more than 10,000 active and 3,000 retired employees and their dependents. The Office of Human Resources has over 70 employees in such functions as EEO Compliance, Recruiting, Staffing, Classification and Compensation. Benefits Administration, Occupational Health and Medicine, Labor Relations, Change Management, and Training Development. Ms. Tutanes also oversees the County’s collective bargaining process, and is the County’s Executive’s main point of contact with the three unions representing the County employees. In year 2022 month of October, the Montgomery County Office of Human Resources was recognized by the International Public Management Association for Human Resources, it is the largest public HR Professional Organization in the United States of America as the best large Public HR Office of the year for its leadership, innovative programs and use of technology.

Prior to working for Montgomery County, Ms. Tutanes served for five consecutive years as Director of the Office of Personnel and Labor Relations (OPLR) for Prince George County, the second largest jurisdiction in Maryland. In this position, she successfully oversaw a unique public-private partnership which allowed for the centralization of recruitment efforts background check processing of over 10,000 applicants for public safety positions at a greatly reduced cost and substantial reductions in the time it took to clear an applicant to enter the training management.

#meet the team. #bionote

[traininng-dotcom-blog]

https://www.traininng.com/webinar/your-employees-are-organizing-a-union--201305live

#digitalmarketing #training employee union organization safety HR Training

[eduflic]

Kickstart a Career with Online Human Resource Courses

The role of the human resources department in a company or organization is vital. They have several responsibilities that have them working with senior executives and employees along with managing employees, recruiting, interviewing, and hiring. They also interact with business executives to help them apply, change, strategize, and plan policies that will affect employees working in the business. If you want to start a career in this field, then you can find several accredited training institutes that offer Online Human Resource Courses that prepare students to step into an organization and help manage it.

Prospective students will learn various things to do their job regarding all aspects of managing the human resources department. Even this position is highly recognized in companies and senior executives are seeking qualified individuals to serve as the connection between the employees and management. So we can measure a bog role of a human resources department in business and company.

Are you interested in this field? You must know that you cannot expect to be in this position without learning, knowledge, and educational certificates. Do not forget that education still remains the utmost equalizer of our time.

Currently, you have many options for online Human Resource Courses to earn certificates. Many students are pursuing this course to become professionals. Once you have successfully completed this course and earned a certificate, you can be considered for top-level hiring positions.

In addition, HR certification course is important for your career so that you have to choose a reputable and certified certificate provider or training institute.

What is included in your online Human Resource Courses?

Students will get to learn many things in this course. They are introduced to the field of human resources management and learn about the legal and social implications of managing employees. They will also learn strategies to plan, recruit, compensate, develop, and engage a company’s workforce. This precisely designed course includes additional topics including unions, employee safety, corporate social responsibility, global HRM, and small business HRM. Moreover, it is a complete package and you can kickstart a great career through it.

When it comes to the certification, you can have a verifiable certificate in PDF format that you can download after fulfilling all the course requirements. This course is especially for business leaders, startup founders, HQ managers, financial managers, and general business students.

What you are waiting for? There are many jobs, including a human resources officer, manager or assistant these courses would upskill you for.

Looking for the best online Human Resource Courses? You can visit www.eduflic.com

#Online Degrees In Nigeria #Online Courses In Nigeria

[infopro]

Why the Human Resource Department is Important for an Organization?

Human resources are crucial to agencies in various departments, starting from strategic making plans to organization image. HR practitioners in a small enterprise who've good knowledge offer unique services to employees.  Hr departments can improve their employee's expertise throughout the workforce while strengthening business operations.

Without the proper functioning of an HR department, an organization may fail to achieve high efficiency and workforce management. The HR department is a team that handles the development of employees in an organization. Ultimately, they would aim to increase employee performance.

Not every company understands the importance of the human resource department. They are the company's lifeblood because they ensure that their business gets the most from their employees.

Some top activities performed by the human resource department are:-

Recruitment: The recruitment of new employees can make contributions in the direction of the durability of any business. The human resources department has an explicit knowledge about the available vacancies inside an organization, and it takes essential measures to top off the one's vacancies. Recruiting new personnel is a prolonged process. It is associated with advertising new job postings, sourcing capable candidates, screening the applicants, conducting interviews at the initial level, and coordinating with the managers responsible for making the final decision.

Establishing relationships with employees – The HR department is accountable for retaining relationships with employees in a unionized work environment. It additionally specializes in strengthening the relationships amongst employees.

Manage employ safety – It is extraordinarily critical for all organizations to pay unique interest towards workplace protection. The HR department takes essential measures to create a secure working environment for the employees.

Offer compensation and benefits  – The HR department handles compensation structures that set company wages competitive with other businesses in the same industry or companies competing for similar skills.

Training and development – The hr department will offer proper training for the candidates who got hired. They are accountable for providing adequate training and development for all the employees. Most of the HR departments offer professional development and leadership training for the employees and extensive orientation training.

[pnovick]

MANUFACTURING MAINTENANCE GROUP LEADER 3146681

Job ID: 3146681 Full-time Onsite with Paid Relocation Our client, a leader in aluminum sheet, plate, and extrusions, along with cutting-edge architectural products, is seeking a Manufacturing Maintenance Lead for a challenging and rewarding opportunity. With numerous accolades, our client has a strong presence across various industries. Job Description Our client, a renowned manufacturing entity, is in search of a Maintenance Lead to play a pivotal role in ensuring the efficient production of metal in a dynamic environment. Reporting to the Maintenance Superintendent, the Maintenance Lead will lead and direct assigned crew members to achieve key objectives. This role involves applying lean manufacturing principles, modeling, and teaching employees to drive the organization toward its goals. Responsibilities The Manufacturing Maintenance Lead will be responsible for: - Creating a secure work environment and promoting workplace safety. - Leading safety discussions and conducting job-specific safety reviews. - Managing subordinates to achieve objectives in quantity, quality, timeliness, safety, recovery, and delivery performance. - Developing individuals through challenging assignments and providing training, coaching, and mentoring. - Allocating and assigning work fairly and clearly to crew members, prioritizing tasks based on business criticality. - Deciding and implementing crewing arrangements for planned and unplanned situations. - Leading a technically proficient maintenance workforce that values diversity and is customer-oriented. - Applying root cause analysis and rapid problem-solving techniques to maintain or restore production. - Collecting data for root cause analysis and problem-solving for major exceptions. - Effectively managing assets in a cost-efficient manner, ensuring proper equipment operations, availability, and long-term viability. - Advancing business objectives related to quality, costs, waste elimination, and lean manufacturing. - Making decisions about performance in a fair and equitable manner, supported by appropriate documentation. - Seeking cooperation, persuading, influencing, and developing relationships to resolve problems and achieve customer satisfaction. Working Hours This position will supervise 8-hour shifts, Monday - Friday (7 am - 3 pm), with occasional weekend work based on business needs. Qualifications Basic Qualifications: - High School diploma or equivalent (GED) from an accredited institution. - A minimum of 3 years of hands-on maintenance experience. - A minimum of 2 years of supervisory experience with direct reports. Preferred Qualifications: - Previous supervisory experience in a manufacturing environment. - Mechanical background is advantageous. - Experience in a union environment is a plus. - Familiarity with policies, procedures, and practices related to HR/IR, including bargaining and local agreements, is beneficial. - A working knowledge of principles and concepts of Lean Manufacturing is required for effective business results. Read the full article

[payroll2bangladesh]

[shearssheep47-blog]

Purposes Of Functional Efficiency

Goals Of Functional Performance

#toc background: #f9f9f9;border: 1px solid #aaa;display: table;margin-bottom: 1em;padding: 1em;width: 350px; .toctitle font-weight: 700;text-align: center;

Content

Professional Driving Capability

Whizrt: Substitute Smart Cybersecurity Red Team

Include Your Contact Details The Proper Way

The Kind Of Security Guards

Security Vs. Presence

Expert Driving Capability

The duties of security personnel in the United States are expanding in extent. For instance, a fad is the increasing use private security to support services formerly given by authorities departments. James F. Priest addresses substantive legal and public law issues which straight or indirectly associate with the stipulation of security solutions. These can be demonstrated by the logic of alternative or additional service providers.

The use of exclusive authorities has certain allure because home or local business owner can straight acquire for public security services, thus supplying welcome alleviation for metropolitan budget plans. Ultimately, exclusive authorities features can be versatile, depending upon the monetary, organizational, political, and conditions of the client. Alberta and also Ontario ban making use of the term Security Police officer, which has been in widespread usage in the United States for many decades. Current modifications to the act have actually likewise presented constraints on uniform and automobile colours and markings to make personal security personnel clearly distinctive from police employees. Some sources feel that several of these restrictions are implemented to please the Canadian Police Association.

Whizrt: Substitute Intelligent Cybersecurity Red Team

What are types of objectives?

Security guards at schools may stop and question students as long as the detentions are not arbitrary or intended to harass, the California Supreme Court decided unanimously Monday. The ruling will substantially broaden the power of security guards to detain students, legal experts said.

In 2013, because of a high variety of rapes as well as fierce robberies, the city of Oslo (Oslo Kommune) hired a private security company (Metro Garda) to patrol the downtown immigrant areas. This patrol had a positive effect, as well as the city has, along with Metro Garda police officers, currently hired their very own policemans called Bymiljøetaten (City environment dep). The districts in Norway are not allowed to develop their own "cops". The only police force in Norway is the federal authorities (politi). Gatekeeper are typically uniformed to represent their lawful authority to secure. personal property.

What are the 12 qualities of security?

Example of good career objective statement as an answer: “I believe long terms goals are achieved when we break them into smaller achievable goals. My short term goal is to get a job in an organization that is progressive and performance driven.

Virginia also permits gatekeeper to go to extra 40 hours of training to become accredited as Conservators of the Tranquility (Special Cops) for the company employing them. Such vouched policemans are likewise permitted using sirens and traffic signals. All placements require State Cops and FBI history checks. Along with normal "vektere" there likewise is a special branch for "Ordensvakter" that generally function as baby bouncers or security at performances as well as comparable sorts of events.

In New York State, as an example, unarmed security personnel call for eight hours of pre-assignment training and 16 hours on-the-job training. Equipped gatekeeper need an extra 47 hrs of firearms training before they can carry a tool, with an added eight hours annually.

What are the qualities of a good security guard?

Security objectives are goals and constraints that affect the confidentiality, integrity, and availability of your data and application. The objectives, once created, can be used to direct all the subsequent security activities that you perform.

Ordensvakter have to go through an additional week of training to learn strategies on exactly how to manage intoxicated individuals and also people on numerous medications. They likewise learn about the alcohol legislations of Norway (which are rather stringent). The authorities in the local cops district have to approve each Ordensvakt. These unique guidelines arose after events in the 1990s when bouncers had a bad track record, particularly in Oslo, for being harsh as well as as well ruthless with people. Back then, the authorities had no control over who worked as bouncers.

In addition, usual object-oriented layout patterns planned to stop customers of a user interface from accessing execution information can likewise be used to avoid harmful code from accessing sensitive sources.

First, the recipient should get the general public trick of the begetter.

Security is impacted by preventing things from getting references to various other challenge which they ought to not have accessibility.

Overridden security-- is readily available when a state-based ACL is overriding object-based security, or when the administrator sets a hand-operated override on the object.

There are an increasing number of job opportunities for security experts operating in the UK. Gatekeeper normally function internal for a company or expert organisation.

Include Your Call Details The Right Way

The authorities permitted to security guards differ by country and also subnational jurisdiction. An affordable degree of created English is likewise more effective as security officers are required to create brief reports every so often. Some individuals might want to work for contractors or security representatives. In this case the officer will be continually transforming his or her place of work.

In this circumstance you will call for a Security Sector Authority (SIA) front-line licence. This is usually offered after finishing a training program; visit the SIA site for more information. The NLRB ruled that as an associate of the CIO, the board was indirectly associated with production unions and consequently disqualified for certification under the new constraints. The committee was then compelled to totally take out from the CIO and also start the independent United Plant Guard Workers of America. By the 1990s, this union had actually evolved to consist of numerous other kinds of security officers as well as transformed its name to the SPFPA.

Specialized VIP security personnel services as well as business remain in high need as well as are defined by their capability to shield celebrities and execs throughout times of agitation. There is objectbeveiliging marked difference between individuals doing the responsibilities traditionally related to watchmen and persons who take a much more energetic duty in shielding individuals as well as building. The former, typically called "guards", are taught the concept "observe as well as report", are minimally trained, as well as not anticipated to manage the general public or face wrongdoers. On the various other hand, some security officers, youths, particularly, utilize the job as an useful experience to make use of in applying to police.

After the federal government carried out training and also required police-issued ID cards for bouncers the problems have been lowered. The authorities of Oslo report that Ordensvakter are currently helping the cops identify criminal offenses that or else would not be reported.

How do you describe your career objective?

When it comes to safety the person who is at risk for injury must be aware of the hazard and what can be done to control the hazard and prevent injury. This is one of the three E's of safety: Evaluation, Education, and Enforcement.

In some states, companies are creating innovation to improve exclusive security. Making use of behavior analysis, computer systems can spot threats quicker with less errors in reasoning. Making use of specific algorithms, a computer system can currently spot aggressive and protective body movement, which triggers a sharp to security or correct authorities relying on the occasion. These systems can additionally track slides as well as drops, theft and also various other occasions generally experienced in corporate America.

#objectbeveiliging #wat is objectbeveiliging #object beveiliging #object beveiliger #werkzaamheden beveiliger

[hrbizhub]

A cursory look at the key functions of HR Department in Companies

An efficient human resources department can give your organisation, the structure and the ability to meet your business needs. This is done by managing the most valuable resources known as employees. There are several human resources disciplines, but HR practitioners can opt for more than one. For the small business without a dedicated HR department, it is possible, by outsourcing HR functions or joining a professional employer organization, to achieve the same level of efficiency and workforce management.

HR's main tasks include recruitment, safety at the workplace, working relationships, compensation planning, compliance with labour law and training. To get excellent training, one can approach Best training services provider in Indore.

The success of recruiting workers and job specialists is generally measured by the number of employees and the time it takes to fill these positions. It is seen whether the right people are recruited for the right job. In contrast to companies providing recruitment and staffing services, recruiters who work in-house have an important role to play in developing employer’s staff. They publicize job posts, source candidates, screen applicants, conduct preliminary interviews and manage the final selection of the candidates.

Safety at workplace is an important factor to maintain a safe environment. Employers are obliged to provide a safe working environment for employees under the Occupational Safety and Health Act. One of HR's primary functions is to support safety training at the workplace and maintain records on job injury and deaths. Furthermore, HR safety and risk experts often work closely with HR experts to manage compensation issues for employees.

Employee relationship is the HR discipline that aims to strengthen employer-employee relationships by measuring job satisfaction, employee participation and workplace conflict resolution. Functions for labour relations include developing union, organizing campaign management responses, negotiating collective bargaining agreements and interpreting the labour market issues.

Compensation and benefits

Like employee relations and employment, HR specialists with dual expertise can often manage compensation and benefits functions of HR. On the compensation side, the HR functions involve the creation and evaluation of compensation structures and competitive pay practices. A specialist in health and benefits can also negotiate group health coverage rates and coordinate activities with the administrator of the pension savings fund. In most instances, however, employers outsource such administrative functions as payrolls as part of the compensation and benefits section of the HR.

Compliance with the labour law is a critical HR function, in which complying with labour and employment laws is involved. Non-compliance can lead to complaints in the workplace that can affect productivity and ultimately profitable conditions based on unfair employment, unsafe working conditions and general unhappiness of working conditions. HR employees must be made aware of the laws of the State and of the Employment Acts.

Training and development

Employers need to offer employees the tools they need to succeed, which often means providing new workers with comprehensive orientation training to help them move to a new corporate culture. Many HR departments offer leadership and professional development training. Recently recruited and promoted supervisors and managers may need leadership training in areas such as performance management and how to manage departmental employee relations.

Thus, we have seen the key functions of HR Departments in various firms. If you want to outsource your HR activities, you should look for Complete HR solutions provider in Indore.

#Best training services provider in Indore

[vikassharmafan-blog]

Human Resource Management(HR) Programs, Courses & Training

Description

The Human Resource Management course provides a solid foundation for a career in Human Resources (HR). This course is designed to convey the various roles and functions performed by a Human Resource Manager within an organization. All key components of this diverse profession are covered in the HR courses including recruitment, compensation, pensions and benefits, occupational health and safety, as well as employee and labor relations.

This HR programs provides the opportunity to acquire a comprehensive background in the functions of Human Resources from both historical and current perspectives. Students will learn how the Human Resources (HR) department works within an organization to achieve company goals and objectives. Upon completion of this HR certifications course students will have developed an expertise in all major areas of Human Resource Management such as preparing job offers, screening applicants and how to identify staffing requirements.

Course Outline:

Microsoft Word

Microsoft Excel

Microsoft PowerPoint

Microsoft Outlook

Introduction to Human Resources Management

Recruitment and Selection Techniques

Occupational Health and Safety

Industrial and Labor Relations

Training Techniques and Practices

Business Management and Organizational Behavior

Introduction to Financial and Management Accounting

Compensation Plans – Design and Administration

Strategic Human Resource Planning and Development

The Legal Environment

Personnel Research Techniques for Human Resources Information Systems (HRIS)

Pensions and Benefits

Introduction to Business

Business English and Communication

Interpersonal Business Skills

Customer Service

Course Outcomes:

Upon successful completion of HR Certification course student will be able to:

Develop, implement and evaluate employee orientation, training and development programs

Make recommendations and develop compensation plans

Support effective employee and labor relations in union and non-union environments

Perform reference checks

Explain how legislation affects occupational health and safety in today's work environment

Create, draft and edit documents and reports

Recommend changes in Human Resource Management practices and policies

Understand Human Resource Management concepts for recruitment and selection

Explain the purposes and importance of employee benefits, services and incentive plans

Understand the principles, issues, trends and legislative requirements affecting recruitment selection

Successfully identify Human Resource requirements to attract and retain an effective work force for an organization

Identify Human Resource Management requirements for various organizations

Explain several techniques for managing and promoting health and safety in the workplace

Recognize the nature of collective agreements and their role in the work place

Discuss the purpose and importance of employee rights and management rights

Understand employment standards, worker's compensation, pay equity, human rights and unionization

Develop, implement and evaluate organizational strategies to promote organizational effectiveness

Understand and manage a company budget

Formulate policies and procedures for various companies

Career Opportunity

The Human Resource Management course provides a solid foundation for a career in Human Resources (HR).

This course is designed to convey the various roles and functions performed by a Human Resource Manager within an organization. All key components for this diverse profession are covered in the Human Resource Management course including: recruitment, compensation, pensions and benefits, occupational health and safety, as well as employee and labor relations. https://ccbstcollege.com/program/human-resource-management