When an employer hires an employee, and terms are settled upon via the employment agreement, a written contract takes force. Often employers don’t realize that the terms in the agreement are binding on ‘both’ parties, and as important, require mutual consent to change said terms. This is where employers who take actions to unilaterally change the terms of employment run into trouble. Such actions could be considered ‘constructive dismissal.’Read More
All of us have likely read an article that outlines what should be included in an employment agreement. However, many such articles do not explain ‘why’ it is important that certain items or terms be included in an employment agreement to make it most effective. For the owner or operations head of a small or mid-sized business, it is critical that you understand ‘why’ certain conditions are needed in a contract to allow you to effectively and properly implement and enforce the terms.Read More
The key to keeping your general
from leaving your firm is found within the structure of your HR management system.
High employee turnover is a big issue that many manufacturing firms face.
Production workers leaving their companies leads to profit losses of up to 11% annually due to a shortage of skills. That said, turnover is not something you should turn a blind eye to. To reduce employee turnover, you will need to turn upside down the way you've been thinking about Human Resources Management in manufacturing.
Many manufacturing firms consider their low-wage, low-skill workers as dispensable piece-workers.
As long as you can keep an eye out on the mules and set up a rigorous procedure and performance standards, your piece-workers will produce those parcels just as you expect of them. If they're good, obedient little mules, then you'll finally reward them with that carrot.
HR systems like this are known as "Control Systems" and are one of the most significant contributors to high turnover.Read More
When an employee is absent from work, you have to ask yourself "Why?" as each reason is not equal, and some reasons should be protected from disciplinary action.
I have always maintained with employers, employee groups and unions alike that the first essential expectation of employment is acceptable attendance. You can be the very best at what you do, however if you are not in the workplace to carry out your functions, your skills and capabilities are essentially of no value. As much as high absenteeism costs employers in the way of lost production, sick time costs, overtime costs, poor workplace moral, etc., it amazes me how very few employers have an appropriate attendance management program in place.Read More