Published on June 26, 2009
Dear Leo and Owen,
Our meeting revolved around Maxibuild’s administrative concerns such as: Dishonesty Unprofessional conduct Workplace relationships Employee performance
Our meeting revolved around Maxibuild’s administrative concerns such as:
These concerns could would slowly undermine all of the accomplishments that the company has achieved.
To address these concerns, we agreed upon a two part approach. The first is a workshop seminar about work ethics. The second is about retooling your HR department to make it a strategic department.
Both activities complement each other. The first is a soft skills program to encourage the employees to make sound decisions that would benefit the company. The second is a program that serves to professionalize and upgrade current HR and Administrative processes. Once completed it could focus all of the employees’ efforts towards Maxibuild’s objectives.
The Recruitment Process Conducting a A Review of current Performance Appraisal Company Policies
Oops… There’s more!
An Overview of Work E thics.
It’s a seminar workshop in three parts.
The first is a lecture on work ethics in the local context two hour study from 1pm – 3pm
Followed by a Team Building activity a two hour exercise from 4:00pm –6pm right after a one hour break.
The second part is Reflection Night the company forges an agreement from 7:30pm – 9pm right after dinner.
History Ko a three hour program from 9am – 12nn on how your work could change the country’s history
Human Resource Best Practices a two month consultation process to transform HR into a professional and strategic partner of the company.
The Recruitment Process A sound recruitment process chooses the right candidate best fitted for the position. This module teaches about : 1. Avoiding the most common mistakes that employers commit in hiring. 2.How to lower recruitment expense by maintaining a continuous talent pool. 3.Creating an employee orientation program that would help develop the right company culture.
A cycle that begins when company goals are cascaded to employees and discussed how they would be achieved. From this discussion, an understanding is reached on what is expected from the employee and what kind of support management could give. At the end of the cycle, management would gauge employee performance and learn how to improve it. Performance Appraisal
Employee Handbook Review 1.Review company policies and procedures to determine if they are still up to date with current practices. 2.Update and introduce new forms and practices that would support office administration.
PROPOSED TIME FRAME Seminar Mid May HR Retooling Performance Appraisal (May – June) Recruitment Processes and Policy Review (June – July) The whole project would be completed within three months.
Performance Appraisal (May – June)
Recruitment Processes and Policy Review (June – July)
The whole project would be completed within three months.
COST OF HR PACKAGES 1. SEMINAR P12,000.00 Includes: Activity materials Handouts Two resource facilitators 2. HR RETOOLING P20,000.00 Includes three modules (Recruitment process, Employee Manual Review and Performance Appraisal.) After service consultation
1. SEMINAR P12,000.00
Two resource facilitators
2. HR RETOOLING P20,000.00
Includes three modules (Recruitment process, Employee Manual Review and Performance Appraisal.)
After service consultation
If there’s anything else that you would like to ask, you could call us at these numbers: 63.2.4891128/0921.2392125/0918.9421180. We’re HERE TO HELP. Thank you.
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