1. To discover the importance of employee policies and...

1

1. To discover the importance of employee

policies and procedures.

2. To analyze the function of personnel

policies and operating procedures.

3. To discuss the various methods of

employee discipline and management.

4. To illustrate the need for employee

training and orientation.

2

• Is a set of rules, regulations, policies and

strategies which ensure a business runs

smoothly and is able to meet objectives

• Sets the “rules” of the office

• Maps the goals for the growth of a

business

• Establishes daily tasks and employee

expectations

3

• Includes: – business goals

– personnel policies

– operating procedures

– employee payment

structures

– business and employee

records

4

• Establish the scope and purpose of a

company

• Express the specific goals of a company

• Define the major targets for which a

business will strive

• State the plans for the

business in terms of

growth, sales,

customer service, etc.

5

• Should be identified in order to determine

business progress and success

• Can assist in determining successful

business methods – example: a toy manufacturer aims to sell one

million toys in a year

6

• State the purpose

• Identify the strategies of achievement

• Quantify the goal

• State the reasons the goal is important to

the company

7

• Oversee the “people” aspect of a business • Simplify the day-to-day management of a

business • Are often found in the employee handbook • Are a set of employee standards which

identify: – general office rules – pay and benefits – dress code – safety standards – codes of conduct – benefits and perks

8

• Explain the rules of a business • Set the discipline measures for

the company • Detail the various activities which

are appropriate and inappropriate for the business

• Serve as a guideline for employees to make decisions concerning office relationships, conflict management and company policy 9

• Contain personnel policies, company

goals and codes of conduct

• Are given to new employees upon hire

• Include a sheet which the employee signs

to verify he or she has read and will

adhere to the conditions stated in the

handbook

10

• Examples may include the following: – employees allowed to wear blue jeans to

work on Fridays

– employees are not allowed to date co-

workers

– employees should not participate in any form

of sexual harassment

11

• Are the processes employees complete in

day-to-day activities

• Ensure employee safety and satisfaction

• Allow employees to fully understand the

method in which tasks should be

completed

12

• Include the following: – daily management techniques

– customer service processes

– return policies

– safety procedures

– discipline methods

– hours of operation

– appropriate work methods

– employee training and orientation

– employee evaluation

13

• Examples may include the following: – employees are allowed a one hour lunch

break – employees must use new gloves for each

prepared meal – new employees must complete a basic

employee training course issued by supervisor

– an employee must receive a productivity evaluation every 90 days in order to ensure effectiveness and efficiency

14

• Concerning discipline should be kept

private – examples include:

• verbal warnings - temporary record of a

reprimand kept by the supervisor

• written warnings - documented reprimand

normally given after a verbal warning

• suspension - time off without pay given if a

written warning is not sufficient

• dismissal - termination of employment

completed only for the most serious offenses

15

• Reflect negatively on the employee as

well as the company

• May include the following: – attendance

– on-the-job behaviors

– dishonesty

– outside activities of employee

16

• Should be completed in order to ensure

employee productivity and efficiency

• Is normally completed by a manager or

supervisor

• Can include testing or practice sessions

17

• Occurs prior to the employee performing

a task

• Can be accomplished by: – job shadowing

– internships

– online courses

– workshops or seminars

– on-the-job training

18

• Examples may include the following: – a new sales employee meets with the

supervisor – the supervisor arranges for the employee to

complete an online training course concerning the various methods of sales the company uses

– the employee will complete the course and take the test

– the new employee will then shadow an experienced worker in sales to see how the information is applied

19

• Is the method a business uses in order to

determine the amount and type of

employee pay

• Identifies the criteria which should be met

in order for employees to receive

bonuses, raises or other additional

benefits

• Is linked to education, training, skills and

previous experience

20

• Defines the type of pay employees will receive – hourly: employee is paid a set wage per hour

worked • example: $7.50 per hour

– salary: employee is paid a set rate per pay period regardless of hours worked • example: $2,500 per pay period

– commission: payment is based on sales alone • example: 25 percent of the total of goods sold

21

• Determines benefits given to employees – benefits are non-financial rewards designed

to enhance employees’ lives and are

normally based on length and type of

employment • include:

– paid time off

– life insurance

– disability insurance

– dental and vision insurance

– retirement

22

• Identifies perks which can or will be

offered to employees and are job specific – perks are the added advantages of holding a

certain job • include:

– company car

– company cell phone

– company credit card

– company laptop

23

• Is the process of determining a cost-effective pay structure which will attract and retain employees

• Provides an incentive for employees to work hard

• Ensures pay levels are perceived as fair by linking the level of pay to the type of job completed

• Enhances the use of seniority and skill level

24

• Examples may include the

following: – an employee who has worked for a

company over a year will be paid

more than a new hire

– a CEO of a company will be paid

more than a vice-president of the

company

– the head of the sales department will

be paid more than a salesman

25

• Is a compensation plan involving a set

structure which pays employees on the

basis of performance measures – performance measures include employee

productivity, team productivity or overall

organization’s profits

– examples of compensation are bonuses,

incentive plans, profit sharing, etc.

26

• Examples include the following: – an employee will receive a bonus for every

100 completed sales

– the employee who produces the most

products in a week will receive a free trip

27

• Is a form of payment structure which pairs

an employee’s educational level with

years of experience in a field

• Is used by a business to set the minimum

amount the employee will get paid

• Is based on the belief education and

experience add value to an employee

28

• Should always ask questions concerning

the payment structure of a business prior

to signing a contract

• Should be aware of any added benefits a

job offers

• Should never share or disclose payment

information to other staff members

29

• Allow a company to have all of an employee’s information which is necessary for payment, taxes and performance assessment

• Can include an employee’s: – résumé – Social Security number – W-2 form – contract – payroll records – medical records – evaluations

30

• Can include: – employee payroll

– accounting and sales

– marketing

– customer service

– medical records

– applications of hired and non-hired

individuals

– employee injury or accident reports

31

• Allows for easy tax filing

• Serves as a way to track company

productivity

• Gives appropriate individuals an efficient

way of gaining information

32

• Allow a company to create a road map for

day-to-day functions which will lead it

down a path of growth and success

• Identify the goals and objectives for

employees

• Are a necessary facet of any business

33

Assessment

34

1. An ___________ plan is a set of rules, regulations,

policies and strategies which ensure a business runs

smoothly and is able to meet its objectives. A. Business

B. Workflow

C. Employee

D. Organizational

2. __________ policies oversee the “people” aspect of a

business. A. Operating

B. Workflow

C. Personnel

D. Organizational

35

3. Operating procedures are the processes which

employees complete in their __________ activities. A. Day-to-day

B. Annual

C. Evaluation

D. Supervising

4. Which of the following is NOT a method for employee

training and orientation which is suggested in the

presentation? A. Online courses

B. Internships

C. Publication review

D. Job shadowing

36

5. Employees who are paid a __________ receive a set

rate per pay period. A. Commission

B. Salary

C. Hourly rate

D. Bonus

6. Paid time off, insurance and retirement are examples

of which of the following? A. Commission

B. Perks

C. Benefits

D. Bonus

37

7. A company car, cell phone and credit card are examples

of which of the following?

A. Commission

B. Perks

C. Benefits

D. Bonus

8. You should occasionally talk to co-workers about

payment arrangements to be sure you are being paid

fairly.

A. True

B. False

38

9. Which of the following is an example of pay for

performance? A. Mary is paid 1.5 times her normal hourly rate on

holidays

B. Wesley receives two weeks of paid vacation each year

C. Kathryn is paid $2,500 each month regardless of

hours worked

D. Kirk receives a $1,000 bonus for every 20 cars he sells

10.Good __________ allow(s) for easy tax filing and

serve(s) as a way to track company productivity. A. Record keeping

B. Training

C. Policies

D. Employee handbooks

39

• www.auzillium.com/records

• www.sanfrancisco.bizjournals.com

• www.managementhelp.org

• www.sba.org

• www.allbusiness.com

• www.business.gov

• www.dol.gov

40

41

Project Coordinator:

Maggie Bigham

Production Manager:

Dusty Moore

Executive Producers:

Gordon Davis, Ph.D.

Production Coordinator:

Megan Mitchell

Graphic Designer:

Ann Adams

© MMXIV

CEV Multimedia, Ltd.

Technical Writer:

Jessica Odom