Tuesday, November 3, 2015
Recruit Staff For The Company
Staff recruitment is an important issue. It is the employees provided the manager who run the company.
1- To recruit an employee, set first:
- the objectives of recruitment: what the employee should bring to the company;
- the function of the prospective employee;
- his profile (level of education, training...);
- his wage;
- a type of contract (fixed term contract, permanent contract, temporary, seasonal...);
- working time: part-time may be sufficient.
2- Write your ad: be specific for candidates who correspond to your search.
Mention:
- the name of the company and its activity;
- the missions of the future employee;
- the desired profile;
- the type of contract and compensation.
It is forbidden to set an age limit or discriminatory conditions, such as religious or political opinion.
Post your ad to the employment center, as well as specialized websites and newspapers.
3- Pre-sort in the applications you receive. Run a job interview for the selected profiles. This will determine the seriousness and motivation of the candidate.
Prepare the interview carefully, in order to define the information you want to confirm and what to look for.
4- After hiring, consider making the necessary declarations:
- unique declaration of employment, to the organizations for the payment of social security and family benefit contributions;
- registration with the supplementary pension funds;
- registration with the occupational medicine.
Motivating Teams
Being a manager is to have varied and developed skills and it is also to be able to transmit and motivate the staff.
1- You must be available to motivate a team:
- follow the progress of projects;
- inform the policy of your service;
- send your ideas;
- distributing operational and strategic information is important for your employees feeling their belonging to the enterprise;
- be listening to them. They need to talk to you whenever they feel the need.
2- Trust is the guarantor of personnel motivation. If you hold back, keep your employees monitoring more than necessary, they will take less initiative and responsibility.
Each member of your team needs some autonomy.
3- In case of problems, help your team, discuss, understand. Search all the reasons for the failures and the most appropriate solutions.
4- Collaboration is also a key to personnel motivation. Of course, you are the supervisor, but the results are the fruit of collective work.
5- Prove your employees how important they are in achieving objectives. Feel free to delegate their tasks: they will be more involved.
When objectives are met, you are particularly pleased with their work, say so.
6- To motivate the staff, encourage your team. The motivation in the enterprise also requires concrete actions: premium, rest day, invitation to lunch...
7- To maintain personnel motivation, show yourself friendly and pleasant, maintain a good atmosphere within the team, contain your mood swings.
Do not hesitate to organize some events that will strengthen or improve the agreement between your employees: motivational seminar, team building, sport in the enterprise or outside between colleagues, etc...
Thursday, October 29, 2015
Manage a Job Candidacy
Your application can be an unsolicited application or an application in response to a job offer.
The important thing is to prepare it well to meet the qualifications and requirements of the recruiter.
You do not get an answer to your application: reviving your application is important, it should not be neglected, it shows that you are motivated and persistent.
You want to change the horizon and you yearn for another career, it is possible to find a job abroad, what are the referral agencies to prepare the application?
You are disabled job seeker and your main goal is also for you to find a job.
Prepare your resume
Remember that your resume is your card that makes your promotion in your job search.
=> How to make a CV: preparation, layout, format?
=> What are the different types of resume and the best suited to your profile: CV for training, professional CV, skills CV?
=> What are the different examples of resume: CV in English and CV in other language?
=> CV online on professional network sites or other?
Write a good cover letter
Your resume is powerful to be seen and remembered by a recruiter, your cover letter, meanwhile, should be customized to tell your recruiter that you do not apply by chance.
The letter carefully presented raises the interest of recruiter.
It will be an additional asset to your CV and arouses the curiosity of your interlocutor. However, there are several types of cover letter, namely:
=> the spontaneous application letter,
=> the internship letter,
=> the master letter.
HRM Activities
The Human Resources Management (HRM) is a core activity for the company, because it encompasses all the activities relating to personnel management.
Dealing with problems
Personnel management, but this is also issues management. Thus, in case of accident, it is the people responsible for HRM to launch the various procedures. In cases of misconduct or abuse, HR can also apply disciplinary sanctions.
Absences and leaves
In a company, the absenteeism rate is an average of 5%. It is imperative to distinguish between unexcused absences and justified work absences, especially in the case of paid leave, reduction of working time, unpaid leave, sabbatical leave, a business ceation leave, sick leave, sick child leave.
Staff representation
The human resource management also includes everything related to staff representation. In fact, all companies with more than 11 employees must have at least one staff representative. It is the size of the company that determines the number and variety of functions performed by representatives such as the staff delegate, syndical delegate or syndical representative. These representatives are appointed or chosen in an election of staff representatives. Still according to the size of the company, creating a business committee and a committee of hygiene, safety and working conditions) may be required.
Depending on the size of the company, the HR department is more or less important. To carry out various HRM missions, there are not only softwares of personnel management, but also a variety of positions such as human resources manager, human resources responsible, human resources assistant or HR consultant. To exercise any of the functions of an HR service, professionals must be trained in HR.
Terms Of Employment Contracts
The work contract contains a number of provisions that organize the contractual relationship between employer and employee:
=> employment contract of trial period: the trial period must be provided in writing and in the form of clause in the employment contract, under penalty of nullity;
=> clause of probationary period: allows the employer to evaluate the adaptation of an employee for new functions to get him following a recruitment or following a change of duties;
=> clause of withdrawal-formation: the employee agrees to stay for a certain period in a company except to repay the investment in training made by the employer;
=> clause of employment contract mobility: allows the employer to change the workplace of the employee without the latter can not oppose it;
=> clause of employment contract exclusivity: the employer requires the employee to reserve his entire professional availability and his skills without being able to work elsewhere;
=> clause of employment contract non-compete: imposes a duty of loyalty to the ex-employee of an employer;
=> clause of employment contract confidentiality: prohibits the employee to disclose to others any sensitive and strategic information of company's life;
=> clause of package hours or days package managers: to escape the counting of working time weekly to pass an annual basis.
Content Of Employment Contracts
After hiring, it is usually necessary to write an employment contract.
A written employment contract formalization is not mandatory but drafting a written contract of employment has several advantages for the employer and the employee:
- writing is evidence in court cases ;
- writing ensures the validity of certain mechanisms and/or terms of the employment contract.
The writing is however imperative:
- when a collective agreement requires;
- when employer and employee agree on specific commitments whose the existence, the validity, the impact and the proof require that they are made in writing.
Here what is the content of employment contract (excluding required information by a collective agreement) :
=> IDENTITY OF PARTIES TO: > Name + address + No. Union of Recovery for Social Security and Family Allowance of employer. > Name + address of the employee. > Warning! If a foreign employee, mention and No residence titles/work.
=> DUTIES EMPLOYED: Reference to a type of position and possible conventional classification (coefficient).
=> HOURS OF WORK: Reference to time of work done under the contract.
=> COMPENSATION: Statement of remuneration paid by the employer: amount and detail.
=> WORKPLACE: Indication of the places where exercising the employment contract.
=> EFFECTIVE DATE OF CONTRACT: indication when the contract begins and has effect.
=> TRIAL PERIOD: (Eventually) Duration and conditions of development and/or renewal.
=> EARNINGS OF LEAVE: Indication of the employee rights on paid leave (how? how much?).
=> DURATION OF NOTICE TIME: Indication of notice time to be observed in case of dismissal, resignation, departure or retirement.
=> COLLECTIVE AGREEMENT: Indication of the applicable collective agreements to the relationship (business and/or company level).
Subscribe to:
Posts (Atom)