netrashetty
Netra Shetty
World Financial Group (WFG) is a financial services marketing organization based in Duluth, Georgia that markets investment, insurance, and various other financial products through a network of associates in the United States and Canada. WFG is a Network Marketing company that utilizes a system also known as Multi-level Marketing (MLM).[1][2] It is a wholly owned subsidiary of AEGON.[3]
Value of Human Resource Policies
HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees.
The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include:
Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety.
Transaction activities - dealing with financial matters such as pay and benefits
Transformation activities - introducing changes that make for a good working culture e.g. induction, training.
Measurement - putting in place systems that show a tangible return on investing in people.
The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees:
* Represent your business
* Bring knowledge, skills and experience to your business which are intangible but are also priceless
* Create customer satisfaction
Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies.
What a Good HR Policy do’s
* Minimize the costs associated with high employee turnover
* Improve retention of skills, knowledge, motivation and morale, which in time impact productivity
* Give employees job security and money in their pockets
* Give employees opportunities - to learn new skills and gain more knowledge
Employees are a significant part of your competitive advantage - they can make or break your business in the way that they interact with your customers, consumers and the general public.Employees are also your business' reputation
Some of the Components of A Common HR Policy
Attendance
Sexual Harassment
Religious Holidays
Vacation Time
Recognition Policy
Harassment Free Workplace Employment of Relatives
Performance Correction
Personal Days
Jury Duty
Drug Free Workplace
Conflict of Interest
Family and Illness Leave
Harassment
Attendance
Workplace Violence
Bilingual Customer Service
Drugs and Alcohol Staff Development
AIDS or HIV Harassment
Leave of Absence Without Pay
Computer Use Policy
Personal Relationships
Supplementary Salary Leave Plan
Affirmative Action
Termination of Employment
Drugs
Staff Development
Sexual Harassment
Risk Management
Nepotism
Out of Scope Compensation Plan Staff Evaluation
Work Schedules
Dispute Resolution
Leaves of Absence
Holidays
Classification of Jobs
Discipline of Staff
Professional Responsibility
Management Compensation Plan
Dispute Resolution
Conflict of Interest
Drug Free Workplace
Computer Usage Nepotism
Sexual Harassment
Movement from Bargaining Unit to Management
Pay Adjustments
Temporary Positions
Recruitment
Existing employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below:
A job request is received from the employing department and this is discussed with the central resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search the“future interest” database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at External applicants can apply direct to the internet site for specific jobs or for more general speculative job opportunities. Electronic links have been established with external web based recruitment organisations such as Monsterboard to provide further job postings opportunities to attract candidates to More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions
SELECTION PROCESS
The selection process should be:
•Transparent
•Timely and cost effective
•Equitable
•Free from conflict of interest
All recruitment will be based on agreed job descriptions and person specifications. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded.
Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by the same people. In order to promote equality of opportunity selection committees should, wherever possible, be of mixed race and gender composition.
Any skills tests (e.g. presentations) must be directly related to the role and measured against objective criteria, and presentations for one post must be assessed by the same persons. Candidates must be notified of the details of any skills test when they are invited for interview.
Interview questions must relate to the job requirements as exemplified in the person specification and the candidate’s suitability for the position. The person specification should be used as the basis for determining the interview questions. The choice of appointee will be determined by the majority view of the interviewers.
Value of Human Resource Policies
HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees.
The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include:
Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety.
Transaction activities - dealing with financial matters such as pay and benefits
Transformation activities - introducing changes that make for a good working culture e.g. induction, training.
Measurement - putting in place systems that show a tangible return on investing in people.
The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees:
* Represent your business
* Bring knowledge, skills and experience to your business which are intangible but are also priceless
* Create customer satisfaction
Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies.
What a Good HR Policy do’s
* Minimize the costs associated with high employee turnover
* Improve retention of skills, knowledge, motivation and morale, which in time impact productivity
* Give employees job security and money in their pockets
* Give employees opportunities - to learn new skills and gain more knowledge
Employees are a significant part of your competitive advantage - they can make or break your business in the way that they interact with your customers, consumers and the general public.Employees are also your business' reputation
Some of the Components of A Common HR Policy
Attendance
Sexual Harassment
Religious Holidays
Vacation Time
Recognition Policy
Harassment Free Workplace Employment of Relatives
Performance Correction
Personal Days
Jury Duty
Drug Free Workplace
Conflict of Interest
Family and Illness Leave
Harassment
Attendance
Workplace Violence
Bilingual Customer Service
Drugs and Alcohol Staff Development
AIDS or HIV Harassment
Leave of Absence Without Pay
Computer Use Policy
Personal Relationships
Supplementary Salary Leave Plan
Affirmative Action
Termination of Employment
Drugs
Staff Development
Sexual Harassment
Risk Management
Nepotism
Out of Scope Compensation Plan Staff Evaluation
Work Schedules
Dispute Resolution
Leaves of Absence
Holidays
Classification of Jobs
Discipline of Staff
Professional Responsibility
Management Compensation Plan
Dispute Resolution
Conflict of Interest
Drug Free Workplace
Computer Usage Nepotism
Sexual Harassment
Movement from Bargaining Unit to Management
Pay Adjustments
Temporary Positions
Recruitment
Existing employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below:
A job request is received from the employing department and this is discussed with the central resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search the“future interest” database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at External applicants can apply direct to the internet site for specific jobs or for more general speculative job opportunities. Electronic links have been established with external web based recruitment organisations such as Monsterboard to provide further job postings opportunities to attract candidates to More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions
SELECTION PROCESS
The selection process should be:
•Transparent
•Timely and cost effective
•Equitable
•Free from conflict of interest
All recruitment will be based on agreed job descriptions and person specifications. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded.
Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by the same people. In order to promote equality of opportunity selection committees should, wherever possible, be of mixed race and gender composition.
Any skills tests (e.g. presentations) must be directly related to the role and measured against objective criteria, and presentations for one post must be assessed by the same persons. Candidates must be notified of the details of any skills test when they are invited for interview.
Interview questions must relate to the job requirements as exemplified in the person specification and the candidate’s suitability for the position. The person specification should be used as the basis for determining the interview questions. The choice of appointee will be determined by the majority view of the interviewers.
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