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.
- 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.