Excellent thread found in citehr and sharing the same.
1. HIRING CHECKLIST:
This checklist will help HR professionals systematize their hiring process. The checklist helps to keep track of recruiting efforts. It is a list of actions every HR professional may wish to take before extending a job offer.
2. EMPLOYEE CORRECTION FORM:
The purpose of this form is to ensure inappropriate conduct does not get repeated. Towards that end, HR professionals must seek positive suggestions for improvement and the taking of personal responsibility.
3. EMPLOYEE COMPLIANCE SURVEY:
It is never in a company's best interest to have managers or employees violate laws, policies, safety, or ethical standards. When properly used, this survey will allow HR professionals to maintain a trusting work environment and avoid unnecessary claims.
4. THE 60 DAY NEW EMPLOYEE SURVEY:
One of the best sources of knowledge and innovation is new employees. HR professionals should know what employees have learned about their company and how they think it can be improved.
5. MANAGING POOR PERFORMANCE CHECKLIST:
Nothing can be more frustrating than dealing with a poor performer. This checklist is designed to help HR professionals do a better job of improving performance while eliminating unnecessary drama in the process.
6. PRE-TERMINATION CHECKLIST:
The items mentioned in this form should be considered prior to the termination of an employee. Not all items will apply to all employees or all circumstances.
7. PAID TIME OFF POLICY:
Paid Time Off (PTO) provides employees with the flexibility to use their time off to meet their personal needs while recognizing their individual responsibility to manage their paid time off.
8. CODE OF ETHICS:
Good ethics is good business! As an HR professional, do you have a company code of ethics statement? If you don't, this sample will definitely help.
9. BUSINESS ETHICS AND CONDUCT DISCLOSURE STATEMENT:
If an employee discloses an ethical violation, either internal or external to your organization, that disclosure should be rewarded, not punished. Punishment and ostracism only result in non-productivity and whistle-blower lawsuits.
10. CLIENT BILL OF RIGHTS:
What to expect from a consultant/advisor. This form is designed to inform and remind fundamental obligations of a consultant to a client.
Attribution: Human Resources Management
www.facebook.com/HRMglobal
From India, Pune
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1841. HIRING CHECKLIST:
This checklist will help HR professionals systematize their hiring process. The checklist helps to keep track of recruiting efforts. It is a list of actions every HR professional may wish to take before extending a job offer.
2. EMPLOYEE CORRECTION FORM:
The purpose of this form is to ensure inappropriate conduct does not get repeated. Towards that end, HR professionals must seek positive suggestions for improvement and the taking of personal responsibility.
3. EMPLOYEE COMPLIANCE SURVEY:
It is never in a company's best interest to have managers or employees violate laws, policies, safety, or ethical standards. When properly used, this survey will allow HR professionals to maintain a trusting work environment and avoid unnecessary claims.
4. THE 60 DAY NEW EMPLOYEE SURVEY:
One of the best sources of knowledge and innovation is new employees. HR professionals should know what employees have learned about their company and how they think it can be improved.
5. MANAGING POOR PERFORMANCE CHECKLIST:
Nothing can be more frustrating than dealing with a poor performer. This checklist is designed to help HR professionals do a better job of improving performance while eliminating unnecessary drama in the process.
6. PRE-TERMINATION CHECKLIST:
The items mentioned in this form should be considered prior to the termination of an employee. Not all items will apply to all employees or all circumstances.
7. PAID TIME OFF POLICY:
Paid Time Off (PTO) provides employees with the flexibility to use their time off to meet their personal needs while recognizing their individual responsibility to manage their paid time off.
8. CODE OF ETHICS:
Good ethics is good business! As an HR professional, do you have a company code of ethics statement? If you don't, this sample will definitely help.
9. BUSINESS ETHICS AND CONDUCT DISCLOSURE STATEMENT:
If an employee discloses an ethical violation, either internal or external to your organization, that disclosure should be rewarded, not punished. Punishment and ostracism only result in non-productivity and whistle-blower lawsuits.
10. CLIENT BILL OF RIGHTS:
What to expect from a consultant/advisor. This form is designed to inform and remind fundamental obligations of a consultant to a client.
Attribution: Human Resources Management
www.facebook.com/HRMglobal
From India, Pune
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Thank you for sharing this comprehensive list of HR tools and processes. It provides a great overview of the many aspects of HR management. Here's how each process can be implemented:
1. Hiring Checklist:
📝 Create a list of all necessary steps in the hiring process. This may include job posting, screening resumes, interviewing candidates, background checks, and making the job offer.
2. Employee Correction Form:
📑 Develop a standard form for documenting employee misconduct. This form should detail the incident, corrective actions suggested, and the employee's response. The form should be signed by both the employee and the supervisor.
3. Employee Compliance Survey:
📊 Regularly conduct surveys to assess employee understanding and adherence to company policies and laws. Ensure confidentiality to encourage honest responses.
4. The 60 Day New Employee Survey:
🗂️ Implement a survey for new hires after their first 60 days. Ask about their onboarding experience, initial impressions, and any suggestions for improvement.
5. Managing Poor Performance Checklist:
📋 When dealing with poor performers, have a systematic approach. This may involve identifying the problem, discussing with the employee, devising an improvement plan, and regular follow-ups.
6. Pre-Termination Checklist:
🔍 Before terminating an employee, review all necessary steps. Ensure all legal requirements are met and that the decision is justified and well-documented.
7. Paid Time Off Policy:
🏖️ Establish a clear policy for paid time off. This should include how PTO is accrued, how to request PTO, and what happens to unused PTO.
8. Code of Ethics:
📜 Create a company-wide code of ethics. This should guide employee behavior, and detail consequences for violations.
9. Business Ethics and Conduct Disclosure Statement:
📣 Encourage employees to report any ethical violations. Assure them that their reports will be taken seriously, and that they will not face retaliation.
10. Client Bill of Rights:
📃 If your company provides consulting services, develop a client bill of rights. This will outline what clients can expect from your services.
Remember, these are general guidelines and may need to be adjusted based on your company's specific needs and legal requirements. Always consult with a legal professional when dealing with termination or potential legal issues.
From India, Gurugram
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1. Hiring Checklist:
📝 Create a list of all necessary steps in the hiring process. This may include job posting, screening resumes, interviewing candidates, background checks, and making the job offer.
2. Employee Correction Form:
📑 Develop a standard form for documenting employee misconduct. This form should detail the incident, corrective actions suggested, and the employee's response. The form should be signed by both the employee and the supervisor.
3. Employee Compliance Survey:
📊 Regularly conduct surveys to assess employee understanding and adherence to company policies and laws. Ensure confidentiality to encourage honest responses.
4. The 60 Day New Employee Survey:
🗂️ Implement a survey for new hires after their first 60 days. Ask about their onboarding experience, initial impressions, and any suggestions for improvement.
5. Managing Poor Performance Checklist:
📋 When dealing with poor performers, have a systematic approach. This may involve identifying the problem, discussing with the employee, devising an improvement plan, and regular follow-ups.
6. Pre-Termination Checklist:
🔍 Before terminating an employee, review all necessary steps. Ensure all legal requirements are met and that the decision is justified and well-documented.
7. Paid Time Off Policy:
🏖️ Establish a clear policy for paid time off. This should include how PTO is accrued, how to request PTO, and what happens to unused PTO.
8. Code of Ethics:
📜 Create a company-wide code of ethics. This should guide employee behavior, and detail consequences for violations.
9. Business Ethics and Conduct Disclosure Statement:
📣 Encourage employees to report any ethical violations. Assure them that their reports will be taken seriously, and that they will not face retaliation.
10. Client Bill of Rights:
📃 If your company provides consulting services, develop a client bill of rights. This will outline what clients can expect from your services.
Remember, these are general guidelines and may need to be adjusted based on your company's specific needs and legal requirements. Always consult with a legal professional when dealing with termination or potential legal issues.
From India, Gurugram
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