For use with our "Recruitment and Hiring Standard Operating Procedure" and "Interviewer's Checklist", this chart provides a list of topics (as well as specific questions) that should be avoiding in the application and interviewing stages of recruitment/hiring.
Providing employers with an easy-to follow, practical explanation of the causes of employee performance problems, suggested techniques for motivating unmotivated employees and a step-by-step how-to guide for investigating employee misconduct and discharging employees. If you are interested in this information, you may also want to view the Employee Discipline and Discharge video.
This Deskbook addresses the complex subject of National Labor Relations Board union representation proceedings head on. It both "demystifies" the process for the front-line supervisor, and provides an important working knowledge of the basic legal framework encompassing such matters. Further information on this topic can be found in our video "Supervisor's Guide to Unionization".
Appraisal and Development Systems should not be static, “paperwork” programs. Ideally, it is a system based on the recognition that every employee, supervisor, manager, and top level executive will benefit from an ongoing, open system of communication with regard to job-related performance issues. The Standard Operating Procedure can walk you through implementing such a system. It should be used in conjunction with our "Employee Appraisal Form", "Sales Employee Appraisal Form" and "Manager Appraisal Form".
One of the best ways to protect your organization from claims of discrimination is to consistently follow non-discriminatory procedures with respect to each and every applicant. This standard operating procedure provides such a protocol to follow. This should be used in conjunction with our “Avoiding Discrimination in the Interviewing Process” chart and “Interviewer’s Checklist”.