Firing is a normal phenomenon in the working world. As people get hired, they also get fired. When a job position opens, it is rarely question of a new position. New people with new skills come in and old workers are fired or retired. Sometimes people just have to get fired. Even if they are trying their hardest, it may just not be working out. Sometimes it gets even worse if you’re the one who has to do the firing, even though your boss is the one who wants it done. It can be painful to fire someone and also pretty boring. One way to spice things up is to come up with creative ways to fire someone. Most firings are done with emotion and “concern” for the person being fired. You don’t want to hurt the person getting fired.
Depending on the country in question, people act differently concerning firing. In some countries like Japan it can be a question of honor and dignity. It is seen as a failure and many might end up taking their lives as a result of getting fired. In Finland it is not this drastic. Finns might get depressed, but the system with unemployment is very developed, so no one is really in deep trouble if they get fired. In Finland the labour law, says that the employer must pay one month pay to the fired one after getting the notice.
Three ways of firing employees:
1. “Natural” resignation
The old workforce is often the target for this kind of “firing”. Usually the employee gets some sort of pension arrangement, which will cover the year(s) that he/she is not working. It might be a bit controversial to call this kind of resignation “natural resignation”, because maybe the employee doesn’t want to stop working until the age of 65. But, it is a natural resignation since everybody that works until that age, will get retired.
2. Voluntary resignation
If the company is going to fire people in the near future, they might offer the employee a severance package instead of the usual pay you get when you get fired. It can also be discussed if this is a voluntary resignation, because the firing is going to happen in any case even if you don’t take the severance package. The terms are usually better for the employee if they take the severance package, instead of being fired.
3. Firing
It's perhaps the single most unpleasant task a boss must have to take care of: firing an employee. Firing is a task that has to be done, to get rid of the dead weight the sooner the better. Firing is a must if the company e.g. has economical problems. Firing is also done when employees’ performance is lacking.
It’s all about the money, and as we know: time is money.
sunnuntai 20. helmikuuta 2011
Performance reviews
Performance reviews is not usually an activity most managers uses, but it’s an important part of the job of a manager. And it gives you an opportunity, when done correctly, to positively affect the future of your employees. Conducting an effective appraisal means more than just filling out the form your company uses, however. What goes on before you fill out the form is critical to getting the results you’re looking for. However, if you want to simply fill out the form, skip ahead to Part Two. But if you need some help in thinking about and preparing for the appraisals you have to conduct, continue reading. As part of the appraisal process in many organizations, the manager and employee have a meeting where the manager explains the appraisal process and the criteria for judging performance. If the process involves goals, the manager and employee discuss and agree on what both of them would like to see achieved over a certain time period (usually a year) and, perhaps, the kind of resources the employee will need to succeed. If you are responsible for defining employee goals, then use the initial meeting to explain these goals (and how you will work together to achieve those goals, if appropriate). Throughout the year document significant behaviors that are worthy of discussing during a performance review. Just keep notes as you observe the performance of your employees. It’s simple and easy to do— far easier than waiting until the end of the year and then trying to recollect what happened.
Data collection. First, gather the data. Review the employee's job description, at this stage the assessor should gather objective (performance data, facts, behavior, etc..) Which are the basis of the conclusions reached.
-Preparation and documentation of the evaluation. We review the data collected during the time the employee has been with the company and employee assessments.
-Then prepare the employee. It is necessary to give notice at least one week prior to check your work, read descriptions of his position, analyze the problems and prepare your questions and comments. Finally, choose the time and place. You have to find a mutually agreeable time for the interview and leave plenty of time to the entire interview. Make sure that the interview is conducted in a private place where no interruptions for phone calls or visits.
The interview- The first thing is to have clear objectives of the interview.
Must distinguish two parts:
• Evaluation. In this part reflect the issues related to incentives, promotion, salaries, etc.
• Personal development and troubleshooting. In this part must include the setting of targets and tackling public problems. It is preferable to the unpleasant to the top and leave good taste at the end. This is the feeling that the work will be our partner.
To conduct an effective interview is to know LISTENING Assessment to partner, to evaluate what he says and how he feels.
Economic proposal, preparing the next assessment, professional proposal:
Do not finish the interview without having reached agreement about the past and especially about the future. You propose a new economic plan or maintain it.
Your proposal should be offered professional
It is important to prepare for upcoming assessments, because the evaluation process should be an ongoing process to be useful
Data collection. First, gather the data. Review the employee's job description, at this stage the assessor should gather objective (performance data, facts, behavior, etc..) Which are the basis of the conclusions reached.
-Preparation and documentation of the evaluation. We review the data collected during the time the employee has been with the company and employee assessments.
-Then prepare the employee. It is necessary to give notice at least one week prior to check your work, read descriptions of his position, analyze the problems and prepare your questions and comments. Finally, choose the time and place. You have to find a mutually agreeable time for the interview and leave plenty of time to the entire interview. Make sure that the interview is conducted in a private place where no interruptions for phone calls or visits.
The interview- The first thing is to have clear objectives of the interview.
Must distinguish two parts:
• Evaluation. In this part reflect the issues related to incentives, promotion, salaries, etc.
• Personal development and troubleshooting. In this part must include the setting of targets and tackling public problems. It is preferable to the unpleasant to the top and leave good taste at the end. This is the feeling that the work will be our partner.
To conduct an effective interview is to know LISTENING Assessment to partner, to evaluate what he says and how he feels.
Economic proposal, preparing the next assessment, professional proposal:
Do not finish the interview without having reached agreement about the past and especially about the future. You propose a new economic plan or maintain it.
Your proposal should be offered professional
It is important to prepare for upcoming assessments, because the evaluation process should be an ongoing process to be useful
Benefits and rewards for generation Y
Since Generation Y is different from previous generations, we have other values which will affect our future careers. Since we in our childhood had it economically successful, we will seek high from the beginning. We believe that our generation will be more critical to the salary, if salary is low we are constantly changing job. Not only salary will affect us but also the environment and colleagues. Many who belong to Generation Y will change jobs until they find their dream job. We do not think it is the benefits and rewards that influence what job we have, but it’s how well we thrive on the job that affect us. Of course it affects you if you get a nice car, phone and other such things in the job, but we don´t believe that is what decides where to work.
Benefits and rewards
By measuring the performance of the employees you can determine what kind of benefits and rewards they might deserve. Training and development is also linked to rewards, e.g. when an employee has the chance to participate in different courses or the employee can be rewarded for attending courses. Rewards and benefits are factors that motivate employees.
To give awards within a company doesn’t necessary have to be expensive, a simple “thank you” will be enough. You as a leader have to choose which one of these you want to choose and witch fits your company better.
Company benefits for its employees can be material or non material. According to us the benefits a company gives the employees always cost something.
Rewards and benefits in a small company
According to us, the rewards and benefits the employees get in small companies differ from the once given to employees working for big companies. The small companies don’t have the huge piles of cash, so they can’t reward the employees in the same scale as the big companies. In small companies only the big bosses enjoy company benefits. In Finland the employees don’t aspect to have the same benefits as the bosses. They know their role! The employees might get company phones, food benefits (lunchsedel) and wellness benefits and so on.
To give awards within a company doesn’t necessary have to be expensive, a simple “thank you” will be enough. You as a leader have to choose which one of these you want to choose and witch fits your company better.
Company benefits for its employees can be material or non material. According to us the benefits a company gives the employees always cost something.
Rewards and benefits in a small company
According to us, the rewards and benefits the employees get in small companies differ from the once given to employees working for big companies. The small companies don’t have the huge piles of cash, so they can’t reward the employees in the same scale as the big companies. In small companies only the big bosses enjoy company benefits. In Finland the employees don’t aspect to have the same benefits as the bosses. They know their role! The employees might get company phones, food benefits (lunchsedel) and wellness benefits and so on.
Develloping human resources
When you as a manager wants to devellop you companies human recources there are some things that you should think of. The whole process is quite long and expensive, but it will give you and your company good results.
HAPPY BOSS LEEDS TO HAPPY EMPLOYEE!
HAPPY EMPLOYEES LEED TO PRODUCTIVITY!
PRODUCTIVITY LEEDS TO HAPPY BOSS!
HAPPY PEOPLE LEED TO HAPPY PEOPLE!
The manager should do a complete plan of things that they want to devellop so that they would get the best result of it.
tiistai 8. helmikuuta 2011
About us
We are two students studying business and marketing in Novia university of applied sciences. We have took a course last fall in human resource management with Joachim Ramström. There we focused on five different topics concerning human resource management. We worked with different groups and attended different types of workshops. In this blog you will find things that we have learned during the course, written with our owns words.
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