netrashetty
Netra Shetty
The Bemis Manufacturing Company is based in Sheboygan Falls, Wisconsin and is best known for its toilet seat products. Bemis also manufactures suction canisters, sharps containers, gas caps, gauges, fluid management systems, and various contracted plastic parts from extrusion and injection molding for companies such as John Deere and Whirlpool Corporation. The company is a pioneer of coinjection molding, a process in which virgin resin is injected with scrap plastic.[1] Bemis' plastic work has won a number of awards in the SPI Structural Plastics Div. design competition, particularly with the John Deere 7000 tractor, which is believed to represent the first instance of coinjection molding "to large parts where a recycled engineering material (ABS) is used in the core"
Socialization & orientation
After the recruitment and selection of the employees socialization and orientation of the employees has started firstly the new comers or new employees have to report to the line manager of their particular department and he is then introduced with the current values, beliefs and code of the conduct of the organization,
Code of conduct in
has a professional and positive workplace with an inclusive working environment.
People have to behave with respect and integrity towards anyone comes into contact with through your work.
They have to create an environment free from any discrimination, be it based on religion, skin color, gender, sexual orientation, age, nationality, race or disability.
They also have to create a working environment free from bullying, harassment or similar. We do not tolerate any behavior that can be perceived as degrading or threatening.
Human resource department also believe that most of the things employees learn with the passage of the time, main reason for that is there is always problem in the adjustment at new place of employment.
Orientation of the employees
Orientation of employees at includes with the introduction with the organization, a brief introduction about organization and as well their placement, policies, rules, regulations, safety, health and some other basic issues in the organization. During the orientation of the employees they are introduced with the supervisors, coordinator and other employees working with him/her. they are introduced with their job and working conditions and other initial information is delivered to them during orientation.
Equal opportunities
has traditionally had a gender-divided labor market. This has gradually changed as a result of the changing organizational structure, specific equality initiatives by the company and, not least, as the basis for recruitment has changed. Occupational groups with technological backgrounds (chartered engineers, engineers and technicians) have been dominant and there was a major predominance of men with this education and these skills. At the same time, units such as the directory enquiries services and customer services had a clear dominance of women.
During recent years, this has evened out, due to increased awareness in recruiting personnel in the various disciplines and due to changes in the basis for recruitment. 's efforts to strengthen the Groups position as an attractive employer have resulted in an increased recruitment of highly skilled women.
Customer Services, which was originally dominated by female employees, now has almost the same number of men as women. The average salary for women has increased, and this unit now employs male and female personnel on equal pay conditions. The average annual salary in the whole organization for women is lower than for men. This is mainly due to the number of men in senior positions outweighing the number of women.
The processes of recruitment and selection are not as easy as they may seem. Any person who works for the human resource department of any company can certainly attest to this. This is because there is no definitive means of distinguishing which of the applicants for a particular position would be efficient on the job from the ones who would not be as efficient. If there were some sort of definitive system of discerning such, maybe companies all over the world would not experience such high turnover rates! This is why human resource departments of companies worldwide recognize the need to come up with human resource metrics, or HR metrics.
The term HR metrics, when you put it as simply as possible, refer to guidelines. These guidelines are measurable and are used by companies to come up with cost-effective strategies that are primarily aimed at the ensuring high-end performance of the workforce. The operative concept in HR metrics is employee assessment. Unless you have years and years of recruitment and selection under your belt, it is actually quite hard to assess the efficiency of an applicant right off the bat. Without the proper training entailed in being a recruitment specialist, it is close to impossible to assess applicants accurately. There are even times when even the most experienced HR specialist would have problems going about with accurate assessment for this!
This is precisely why HR metrics are very much needed by any personnel working for the HR department of a company. With the proper HR metrics system, the HR department of the company can determine which of the applicants would be worth investing on.
Socialization & orientation
After the recruitment and selection of the employees socialization and orientation of the employees has started firstly the new comers or new employees have to report to the line manager of their particular department and he is then introduced with the current values, beliefs and code of the conduct of the organization,
Code of conduct in
has a professional and positive workplace with an inclusive working environment.
People have to behave with respect and integrity towards anyone comes into contact with through your work.
They have to create an environment free from any discrimination, be it based on religion, skin color, gender, sexual orientation, age, nationality, race or disability.
They also have to create a working environment free from bullying, harassment or similar. We do not tolerate any behavior that can be perceived as degrading or threatening.
Human resource department also believe that most of the things employees learn with the passage of the time, main reason for that is there is always problem in the adjustment at new place of employment.
Orientation of the employees
Orientation of employees at includes with the introduction with the organization, a brief introduction about organization and as well their placement, policies, rules, regulations, safety, health and some other basic issues in the organization. During the orientation of the employees they are introduced with the supervisors, coordinator and other employees working with him/her. they are introduced with their job and working conditions and other initial information is delivered to them during orientation.
Equal opportunities
has traditionally had a gender-divided labor market. This has gradually changed as a result of the changing organizational structure, specific equality initiatives by the company and, not least, as the basis for recruitment has changed. Occupational groups with technological backgrounds (chartered engineers, engineers and technicians) have been dominant and there was a major predominance of men with this education and these skills. At the same time, units such as the directory enquiries services and customer services had a clear dominance of women.
During recent years, this has evened out, due to increased awareness in recruiting personnel in the various disciplines and due to changes in the basis for recruitment. 's efforts to strengthen the Groups position as an attractive employer have resulted in an increased recruitment of highly skilled women.
Customer Services, which was originally dominated by female employees, now has almost the same number of men as women. The average salary for women has increased, and this unit now employs male and female personnel on equal pay conditions. The average annual salary in the whole organization for women is lower than for men. This is mainly due to the number of men in senior positions outweighing the number of women.
The processes of recruitment and selection are not as easy as they may seem. Any person who works for the human resource department of any company can certainly attest to this. This is because there is no definitive means of distinguishing which of the applicants for a particular position would be efficient on the job from the ones who would not be as efficient. If there were some sort of definitive system of discerning such, maybe companies all over the world would not experience such high turnover rates! This is why human resource departments of companies worldwide recognize the need to come up with human resource metrics, or HR metrics.
The term HR metrics, when you put it as simply as possible, refer to guidelines. These guidelines are measurable and are used by companies to come up with cost-effective strategies that are primarily aimed at the ensuring high-end performance of the workforce. The operative concept in HR metrics is employee assessment. Unless you have years and years of recruitment and selection under your belt, it is actually quite hard to assess the efficiency of an applicant right off the bat. Without the proper training entailed in being a recruitment specialist, it is close to impossible to assess applicants accurately. There are even times when even the most experienced HR specialist would have problems going about with accurate assessment for this!
This is precisely why HR metrics are very much needed by any personnel working for the HR department of a company. With the proper HR metrics system, the HR department of the company can determine which of the applicants would be worth investing on.
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