Assess The Importance Of Legislation Relevant To The Work Environment

Suppose it is a security company, and I have several departments, such as analysis department, sales department and management department. As we know, most of employees in the security company need profession knowledge and experience. In addition, because the stock price of the market is not stable, so the wage of employee will fluctuate. Therefore, in order keep my employees working positive all the time, I would reward then monthly rather than yearly. Second, I would also set the punishment system and list clear behavior that cannot do. Then, I will always encourage my employees to work carefully and increase their self-confidence. However, the most important part of running my business well is hiring the good employees, and always maintains the employees’ dignity and

Companies can just settle for fewer profits by absorbing the increase cost of their current labor supply instead of dismissing workers. This is one method might be the least popular method and the least used by firms. Using this approach decreases the company’s net profit. This method should only be used by firms in a strong financial position and there is no other approach that can be used.

I previously worked for alongside the Department of New South Wales Health, whose mandate is to provide procurement information services to other Commonwealth and medical device agencies.  My customer contact comes primarily via phone, but I also spend approximately 50% of my time meeting with customers face-to-face to provide training or more comprehensive advice that isn’t as effectively delivered over the phone.  My customer contact is high volume and the Department’s charter stipulates strict turnaround times between 24 to 48 hours that are documented and measured.

It’s extremely costly to hire new staff. The money saved by keeping the staff you currently have reflects in the company’s profits.

According to the Health and Safety Act 1974 employers have to reduce risk ‘so far as it is reasonably practicable’ which means that employers have to make sure they look after health and safety procedures in the workplace and try to prevent the risk of incidents occurring in the organisation. Employers must safeguard the health and safety of individuals that work for them as well as customers/clients that could be visiting the premises.

To solve this problem, Foodcorp should develop its human resource strategies. If we look at the progressive companies such as Apple Inc and Google, we will see that they provide their employees the competitive compensation and attractive benefit plans. I believe this is because they know that the most valuable asset is their people. I also agree with them because I recognize that every organization depends on their people. “When the fit between people and organizations is poor, one or both suffer: individuals may feel neglected or oppressed, and organizations sputter because individuals withdraw their efforts or even work against organizational purpose. Conversely, a good fit benefits both: individuals find meaningful and satisfying work, and organizations get the talent and energy they need to succeed”(Bolman, & Deal, p.137). Therefore, many successful companies always seek for the best human resource strategies to keep their employees and make them loyal to the company. According to the memos, there

Do you really care about the people that ‘pack your parachute’? Or do you only care to the extent that they deliver on the workload entrusted to them.  Employees aren’t just resources working in the business; they are the business. An effective business is not the product, service, supply chain or its magnificent business plan.  It ultimately boils down to the group of enthusiastic and passionate people called employees who carry out your well-designed business plan.

* Better two-way communication with employee. Do the employee satisfaction survey once a year before somebody is trying to quit.

According to the article “Falling Short” there are 10 top strategies to retain employee’s. 1) Leadership skills developed from top down, 2) Shift motivation rewards to match the task, 3) Provide more creative and challenging work, 4) Allow flex time, sabbaticals and extended time off, 5) Invest in training and growth for all employees, 6) Recognize employee performance goals rather than tenure, 7) Provide a career path, 8) Offer full-time employees contracts, 9) Provide real-time performance evaluations, 10) Have fun. (Cran, 2012)

I learned several things from reading this week’s lesson in 13 Fatal Errors and the most important thing to me is that a company can’t hire all top performers. Most companies build their business with average and reliable employees and most all employees receive the same cost of living each year; however, putting a personal touch on employee’s by setting objectives is a great way of getting them to seek progress and personal growth. Team building is also a great way in attempting and stimulating employees, but it has been my own personal experience that employees will go above and beyond to his or her manager if the manager or supervisor treats the employee with respect. As a manager myself, I have had employees bending over backward and

Despite this, the company has encountered problems over the years with its employees, leading to high turnover rates and lawsuits. While some employees are very happy with the way company

The goal of an organization is to promote an effective and fair labor practice. In some cases, employees feel that the employer is only making decisions that will benefit him and the business itself. Employers should operate their businesses and make a profit, but they should also consider how business operations affect. Employees need to be included in a strategy to formulate a union- free organizations. In order to do so, employers should hold employees meetings, develop communication, provide management trainings, and let employees know where the employers stands with Unions.

If the organization does not change past issues the consequence can be that employees do not feel enough motivation to come forward with their issues. it's very difficult for organizations to make every employee feel as if the organization cares about their needs and wants. "You own the zoo. They are zebras."(Kennedy,1)Kennedy states in Entrepreneur magazine that employees and employers care about different things. Employees might feel owned rather than an important piece of the organization. However, more times than none of the employers do not have their employer, you so they believe that their opinion isn't needed or respected. "Few people ever want to acknowledge that the relationship between employer and employee is inherently adversarial. It's adversarial because your agenda is in conflict with theirs, and you're constantly interfering with their ability to act out their agenda."(Kennedy,1)The employees and employers want two different things. The employer must try to convince the Employees, for the most part, don't believe their employer care about them. The employer might be more concerned with the bottom line while the employee is worried about their life outside the workplace. Sometimes employee care can be seen a weakness onto the employer. This can also create an avenue for employees to take advantage of their

Many companies look to salaries and benefits as the first places to cut back when looking to make changes that involve cost-saving. When this happens, it is inevitable that some employees will leave the company to seek employment elsewhere. The employees that remain, whether they stay voluntarily or because they could not find employment elsewhere, are often resentful. Motivation decreases, taking job performance along with it. Employees lose their company loyalty and may even become angry enough to purposefully sabotage the company.

The employees are a big part of the company and they should stay together in order to solve the crisis. For example in the second problem that Coke confronted was because of their employees.