• No products in the cart.

ENT2/6: MANAGING PERSONEL/HUMAN RESOURCE MANAGEMENT

This unit talks about Human Resource Management

STRATEGIES FOR RETENTION OF EMPLOYEE SHOULD INCLUDE;

  • Title, name & address + statement
  • Offering prompt and reasonable salaries.
  • Recognizing workers for exemplary work done /awarding / appreciating exemplary work.
  • Offering fringe benefits such as medical allowance, transport.
  • Training workers.
  • Promoting good interpersonal relations.
  • Having a clear promotion criteria/ promoting workers on merit.
  • Proper management of discipline.
  • Involving workers in decision making.
  • Using performance appraisal.
  • Ensuring good working environment/conditions e.g favourable /convenient hours of work good sanitation.
  • Handling workers’ grievances fairly.
  • Showing concern for workers’ problems.
  • Promotion of teamwork
  • Worker optimization
  • Bonus payment for extra work done
  • Involving workers in profit sharing schemes.
  • Clear job description /duty allocation to avoid conflicts

 PROCEDURES FOR DISCIPLINING EMPLOYEES

  • Title i.e BUSINESS NAME AND ADDRESS PROCEDURES FOR DISCIPLINING EMPLOYEES
  • Documenting/documentation of the indiscipline /offense
  • Undertaking preliminary action by the immediate supervisor/ talking to the indisciplined employee.
  • Writing/giving /issuing a warning letter to the employee if he/she does not change.
  • Forwarding the indisciplined employee to the disciplinary committee.
  • Meeting the indisciplined worker and giving him/her fair hearing to defend himself/herself.
  • Recommending and taking disciplinary action against the indisciplined worker depending on the seriousness of the offence e.g suspending the worker for a specified period, demotion of the worker, making a pay cut on the worker’s payment, terminating/dismissing the worker etc.

NB: The procedures should be in chronological order

PROCEDURES FOR HANDLING IN DISCIPLINED STAFF.

  • Documenting the details of the indiscipline.
  • Verbal discussions and counseling by the immediate supervisor.
  • Giving written warnings about indiscipline by the immediate supervisor.
  • Failure to reform, meet the disciplinary committee to enable the employee defend himself or herself.
  • Suspension for a prescribed period e.g one month.
  • Failure to reform –demotion with reduction in salary and benefits.
  • Termination of the employee / dismissal.
  1. Use present continuous tense or should or action verbs.

The candidate must present the procedure in a chronological order

POLICY FOR REMUNERATION STRUCTURE OF EMPLOYEES

BUSINESS NAME AND ADDRESS

  • Highly educated workers shall be paid highly compared to less educated employees i.e graduates shall be paid a higher salary compared to diploma and certificate holder.
  • Salary payment shall be made according to number of hours /days worked. the payment per hour /day shall be (shs) 230,000 and shall be adjusted according to the prevailing economic conditions.
  • The salaries paid shall be slightly higher (e.g 5% higher than those paid by rival firms/ competitors).
  • Salaries shall be paid according to the amount of work done e.g number of fish ponds
  • Workers’ salaries shall be increased whenever the demand and prices for business products increase.
  • Highly skilled workers that are not easily substituted shall be paid highly than the unskilled workers.
  • More experienced workers shall be paid highly compared to less experienced workers.
  • Workers’ salaries shall be increased 10% every year.
  • All workers shall be entitled to fringe benefits such as accommodation, medical allowance and lunch.
  • The salary paid shall be in line with government wage/salary structure.
  • Risky/more complex tasks shall attract higher pay compared to tasks that are not more complex.
  • Workers employed on contract basis shall earn a higher pay compared to those on permanent basis.
  • All work that is contracted shall be for two years, only renewable upon satisfactory performance.
  • Bonus payment.
 
Yaaka Digital Network ©, a Ultimate Multimedia Consult product
X