Question for Personnel Managers?
360451
Always.  Those are typically the software programs that most businesses use, so it's good to know them.  Even better to be at Expert level.
70176
Take a look at what you appreciated in a manager when you were their employee. Look to your boss as an example. Stay focused and organized,dont double talk,stay approachable and dont give up learning...\nCongratulations!
366385
I had a great boss at my last workplace.  Here are some of the reasons why I thought so:\n\n1. Led by example.  He treated the office as a family, cared about the people, and he was personally very committed and hard working therefore, the people tended to be more committed and hard working.  We actually worked with a sister company under the same president and CEO.  just the two division were run day to day by different General Managers.  Yet this culture and attitude of the two divisions was night and day, and I definitely attribute the better working environment to the personality of our General Manager (my boss).\n\n2. Had an open door and fought to get rid of the institutional/corporate roadblocks for me to be able to accomplish my job.\n\n3. Unafraid to make tough decisions and stand up for them.  Overall, I think leadership has a lot to do with character and confidence.  Confident and secure people tend to not be the ones who fly off the handle for no reason and are unafraid to be decisive and not waffle about.
430332
The personnel you have in your company is one of the most important thing(resource), if not the most important, when  you start to make a plan you have to know what kind of people do you have, their knowledge and capacities. You have to know  their abilities(skills) because is very import how you distribute them, where is going each one does his best job, besides communication and participation of them in the plan, sometimes your people can give you greats ideas or correct big mistakes,And because when some body participate in something became a part of it .\nYou can t make any plan if you don t count with the correct people, your plan could be fantastic, but if your people  aren't the adequate , the plan will fail
686599
Clarify with them exactly what they need to be doing, what their limitations are and what the consequences are if they do not comply.\n\nFor anyone that cannot understand that you might think about terminating them and finding someone who WILL work well.
561932
There is a PFD on WDWR that has some information on this topic. (see first link below)\n\nThe second link is from the WDWR Human Resource Management Course.
952029
Be careful if you want to stay in your job, as it sounds like you are clashing with quite a number of people at the moment.  If you are not careful, your upper management will notice, and start to think that you are difficult to work with, or not a team player.\nNext time, address it directly, face to face with the other employee.  If they repeat, then its time to escalate the issue.  Speak with their manager about their non-performance.  Its something I have to do occasionally, and its never fun to go over someone's head, but sometimes, it just has to be done.
513617
By giving management better information on what is going on in the organization.  They may get better information on costs, or use of supplies, or length of stay broken down by disease, injury, ward, age, etc.  Inventory control is another possibility.  As an example:  how many defibrillators do you have?  Where are they located?  Who is trained to use them?  When were they last serviced?  Which one has been used the most, or the least?  Where have they been used?  If you have a location that has a lot of need, why not move the least used one there?  \n\nDepending on the design of the system, it might be able to answer any or all of these questions.
27869
Hi, an interesting topic for HRM it could be about planning and recruiting. If you want a more specific topic you could do about the internal vs external recruiting for a large company. you can do a comparison of those two forms of recruiting, saying their advantages and disadvantages and tell which of those is better in the specific company. You could analyse the existing situation of the company, and the methods and techniques they use or the should use for recruiting.\nAlso, you could do all of the above by compairing two companies.\nAnother topic it could be about the selection process and emphasize in the prospective employee's experience, how important is for companies the experience criterio, but in contrast how difficult is for young well educated people to have experience in order to be selected.
814758
"As an employer, do you find physically attractive person to be of advantage to the organisation ?"\n\nI think that's a very good question to put in ur questionnaires !\n:)
778675
If your company has a human resources department that will be you first line of defense, candidly speaking with the person concerned with interoffice relations and staff management about concerns you have regarding attitude and how that may be effecting performance in the work place wouldn't hurt.   The trick is to be very diplomatic and approach the subject as a concern for the well being of the company. \n\nAvoid making accusations and pointing fingers, initially.  See if the company is able or willing to resolve the problem within itself.   \n\nIf the harassment continues or escalates do some research into employee right agencies in your area.  Contact them with your concerns.
964955
Talk to someone in HR regarding your question. \n\nIt depends on the policies of the company you work with.
201499
That's a big topic but here are some thoughts to consider. \n\n- Have specific goals and standards for employees. Much easier to evaluate and they will perform better, too. Most people want to do well. If they know what is expected, it's easier for them to do what you want.\n\n- Give specific feedback and EXAMPLES along with judgements. E.g.: "Communication skills with other departments need improvement" would be so much better is you also said, "Examples: In August, Stella reported that Tom had asked for an attendance report but later, we learned that he really needed the report listed for the R&D group only." \n\nThe more specifics you use, the better. To do this, you need notes! Which brings me to:\n\n- Keep notes all year. You want to note positive and negative instances over the long term.\n\n- Give feedback constantly. Don't wait until annual review time. If an employee is ever surprised by something in a review, it is almost always indicative of a manager's problem!
472758
Congratulations!  I'll tell you (as a supervisor and someone who does the hiring and firing in my deparment, AND the one who recommends promotions and pay raises) that one of the most important things is your work ethic.  Be at work like 10 minutes early to every shift.  Be READY TO WORK when your shift starts - not in the back putting on your hat and checking your hair or talking to your buddies.  Let your supervisor know if you are going to be late or can't work on a particular day as far in advance as possible, if you're stuck in traffic and are going to even cut it close (and you have a cell phone!) call and let them know!  It really helps to be available to them when someone else calls in sick - that lets them know that you need this job and you want this job, and that you're willing to go the extra mile for them.  Don't EVER complain to your boss about the job - even if you're complaining about mopping the floor while mopping the floor - it gives a negative impression even if you only do it once.  Also try to learn every single job in the place, know how to cook, how to run the register, how to run the drive through, how to open and close.  ALWAYS go the extra mile for the customer (even if the customer is a total Richard-head, that is making you warm up his big mac for the 10th time because he's too busy talking to eat it!), help the mother with 4 kids get high chairs and booster seats - or carry the 2nd tray for her if you're not busy. .  these people will appreciate it and you never know when one of them is going to talk to a manager (and you never know if one of them is your manager's brother-in-law!).  If you have regular customers, get to know them - those are the ones that are more likely to either complain about or compliment an employee.  Also try to continue your education, a person with a college degree and no experience is more likely to get hired as a supervisor/manager than someone with no college and 15 years of experience!
1042989
If you mean a poll question for the employees of the organization, how about...\n\nOn a scale of 1-10 (1=minimum, 10=maximum) how well does this statement describe your views?\nI know what our CEO's strategy is and understand my role in executing this strategy.
339060
optimize the system. start wwith your employees make sure they know the company's objective. train them teach them encourage them. trust them. help them. know what makes them tick. they are the key. they are what customers base theu\ndecsions on. you must be organized and everybody must know what their job is and how to do it. the role of the manager should be to guide the employees. read up on w. edward deming and applies his theories.
436016
Depends on the employer and the position.  More info?