Staff manual/handbook

Staff Manual is a manual procedure, which was submitted to the people as they work in the new firm. The size and complexity of this book is remarkably different, small businesses, for example, a number of pages of photos to give staffs while large companies can provide a printed booklet or binder. If you get a staff manual, it is an exceptionally favorable impression to read more carefully, because the questions about your workplace and at the same time reveal how to succeed as a staff can answer.

A common staff handbook contains information on policies and procedures, including legal documents specific information about the organization of the firm. Language in Staff Handbook can be extremely complex; as the authors attempt to clearly define the staff may encounter difficulties during their time in the firm. Generally, companies require workers to sign a document certifying that they have read and understand the Staff Handbook

Section One:

The Need to Recruit:

Economic needs tempered by security considerations control the level of employment in the UAE. However the Federal Labor Law is controlling the relation between the staff and the employer. The same law is insisting to have an employment contract between the two parties. Moreover the Employment Contract is the written contract of employment between the Employer and the Staff which prescribes the Minimum Conditions or such superior conditions as the Employer and Staffs may agree.

In today's changing environment, one of the biggest challenges facing Human and Resources Managers is recruiting and retaining staffs with the right skills. A framework of pleasurable practice, the Recruitment and Selection should be developed in conjunction with employers and the specialists as an externally assessable tool to assist employers with recruitment issues.

Recruitment and selection allow management to determine and gradually modify the behavioral characteristics and the capability of the workforce. The approach for team-working has focused on people with a preference for working with others as opposed to the individualist preferred by recruiters earlier. Attention has switched from strict lists of skills and abilities to broader-based competences. In general - as we noted in the previous section - there is greater regard for personal flexibility and adaptability - a reorientation from present to future stability.

However recruitment can be defined as: All activities directed towards locating potential staffs. This is besides; it is the attraction of applications from suitable applicants.

On further words, it is searching for and attracting candidates for job vacancies. New people are found and brought into the organization. This involves communicating with existing or future job seekers, motivating them to recite along with persuading candidates that they genuinely want to undertake and work for the firm. The objectives are to capture the attention of candidates of the total quality in the exact track.

Purpose of Job Description: (Example)

A job description is a statement which describes the main objectives of a specific job. It is job qualifications, essential also non essential function along with other job information. The job description may describe skills, duties, responsibilities of the job, effort in addition to working conditions as well as the education along with experience required to carry out so as to job.

Often job description is left in the bottom drawer and been ignored because it traditionally suffer from a bad reputation. That is because it takes to maintain a job description program which means that someone should be responsible for that job. Beside that managers and supervisors should take time to participate in maintaining job description. Over all, people forget how serious the job description is.

Preparing job description usually can go throw all levels of the firm hierarchy. Top management, job or wage and salary analyst, supervisors, outside consultant and staffs can do the job description. Most firms depend on a specialist to do the actual writing either a consultant or a member of the personal department.

Taking the job description through all these people has advantages and it is not a waste of time. One of the advantages is that each individual reviews the completed job description from her or his own distinctive perspective, evaluating it on the basis of what he or she knows and understands best about the job in question.

Example of the job description:

Perform professional duties of the general aspect of a managing director responsibility which would be mainly take control of the Firm procedures furthermore training, in most of a convenient way toward the owner of the firm.

Essential Functions and Responsibilities:

  1. Supervises personnel which typically include recommendations for hiring, performance evaluation, training as well as problem resolution.
  2. As appropriate toward the individual position, provides and/or oversees the provision of administrative assistance in addition to support to the Firm principal, to include problem solving, project planning along with management, fiscal management, day-to-day office coordination, moreover operational services.
  3. Oversees in addition to provide functions such as scheduled as well as exceptional reports, correspondence, plus database management.
  4. Coordinates programs, travel arrangements, special projects, and/or events; may coordinate program/project development along with planning.
  5. Performs miscellaneous job-related duties at the same time as required to the benefit of Firm.

Job conditions:

  1. The one who might taking advantage of such position, should process four year College or university degree at Business Administration with a principle of Management track.
  2. The candidate should be working earlier at a similar position in a real estate environmental industry for at least 3 years.
  3. He should process knowledge of management applications.
  4. The candidate should comprise an excellent knowledge of accounting moreover office procedures.
  5. He should be able to work with a minimum supervision along with strong spoken in addition to written communication skills in both considered languages in United Arab Emirates (Arabic as well as English)
  6. Candidate must be practical plus able to take the initiative in a changing workplace environment. Besides, must be detail-oriented, with strong organizational skills
  7. He must communicate effectively, anticipating needs in addition to keeping staff informed of problems or issues affecting JOB efforts
  8. The age of the suitable candidate should be between 27- 45 years old.

Advertising Job Vacancies:

Each vacancy should be supported by a written description of the purpose and responsibilities of the post. This will usually be in the form of a job description. Care is needed in their preparation to ensure that all aspects are justified. Each job description should be accompanied by a detailed person specification which will form the basis of any selection decision.

Many potential applicants may have the necessary qualities for the effective performance of the job but lack experience or qualifications through not having had suitable opportunities. Care should be taken, therefore, in the specification of requirements to ensure that statements of length and manner of experience and educational and training requirements are justified. The terms and conditions under which the post holder is to be employed must be consistent with the current personnel policies of the firm.

In principle, to ensure the firm moves towards addressing differences in the work-force profile, all posts should be open for any candidate to apply who meets the basic requirements of the job. This means that all posts, where it is reasonable to do so, should be advertised in the public domain and consideration should be given to advertising in specialist journals/ locations where they will come to the attention of members of under-represented groups.

The job advertisement, which should be closely based on the person specification, may, where appropriate, contain specific encouragement for top qualified people to apply.

Procedures for Short Listing and Interviewing Applicants:

All elements of the selection committee might be involved in the short-listing process. Conversely, such person specification may make the beginning of the selection decision. Moreover, records might be kept on the extension to which every candidate meets the requirements of every occurrence of the individual specification. Hence, these records might be held for at least six months after the arrangement has been made. Candidates may be given enough remark of proposed selection activities, moreover, their material in addition to, details of these staffs to be involved in the selection decision.

The purpose of an interview is to get hold of information from an applicant to arrange his or her ability to carry out the job. Successful interviewers learn how to investigate the right way questions, how to keep the interviewee talking about relevant information, besides how to pay attention.

Much of what is learned within applicants in an interview is based on their experience. Past performance is our best indicator of potential performance. Moreover, this does not imply that someone who had performed poorly in the past cannot progress in skills as well as reaction. Conversely, you can take a trend in performance through various jobs or assignments. Sometimes interviewers believe that a candidate who has performed something has done it in decent shape or that longevity for a job is a symbol of success. On the other words, these are not well founded assumptions. Then, a reference check can check the quality of the work performance.

It is necessary to be well prepared when conducting the interview to guarantee the recruitment process remains valid, equitable along with constant, and to employ the most appropriate candidate for the position.

Importance of Job Retention:

Retention is keeping valued staffs that have already been hired. The companies invest so much time in their staffs to become highly competent and productive. Therefore, turnover transfers their investment in staffs to the other companies.

The finest approach to develop staff retention is to appreciate what staffs would appreciate and require from the location of work and make it available. Companies have got to meet up staff difficulty within restrictions. Management can not immediately dish out wholesale amounts of funds to staffs or present them a four day work week in a lot of cases. So far unexpectedly, various staff retention put into practice does not comprise to cost any.

Ways Improving Staff Retention Rates:

Here are the top five things leaders can do to attract and keep the best of the best:

  1. Top talent wants to work for the top companies.
  2. If your firm is committed to superior practices, has a profile and brand recognition and is known for exemplary management practices, you will have a list of salivating hopefuls lined up to work for your firm. This would be a substantial problem to have. Bottom line - the firm needs to be working towards being the best, brand recognition and having excellent staff systems in such place.

  3. Build it and they will come.
  4. If your firm is revamping, rebuilding or restructuring, be aware that every man and his dog out there has been through some form of re-engineering in the workplace. To attract top talent you need to be able to demonstrate the vision of where you are taking the firm and offer the opportunity for the talent to be part of building the new dream. Top performers are often drivers, which mean they are turned on by challenge, change and results.

  5. Recognize and reward over and over again.
  6. Money is not everything to top performers. On a list of ten items that are essential to top performers, money ranks at number four. The most prominent feature for top performers is having challenging work, the second is having an open and honest work environment, third is recognition for work and fourth is money. Again top performers thrive on opportunities for recognition in the form of time off, family days off or flex work schedules.

  7. Do not take them for granted.
  8. Like anything, the novelty and excitement of a new job tends to wear off after about six months or so. Human nature is often to leave an admirable deed alone and this could be the worst conditions we could do to our top performers. Ongoing coaching, retreats and training are crucial to top performers. Again people at the top of their game tend to be lifelong learners and are eager to learn as much as they can. Do not underestimate the value of providing ongoing learning opportunities, reimbursement for college or university and giving them challenging projects where they can be stimulated and challenged.

  9. Know what thy enemy does.
  10. Be on top of your competitor's practices around attraction and retention of top performers. Do not get blindsided by a top performer coming to you to tell you what they have been offered. Be aware first and ensure you address it once you find out. If you are consistently establishing a top performers' value they will not go looking elsewhere but often when we do not pay attention to what else is out there they may be scouted right out from under your nose.

Powerful leaders know that the success of their firm is built on the quality of their people. As leaders, we must make our people our priority and this is and will be the biggest challenge.

Section 2:

Employability Skills:

The potential for obtaining and keeping fulfilling work through the development of skills that are transferable from one employer to another. Employability is affected by market demand for a particular set of skills and by personal circumstances. Staffs may take responsibility for developing their own employability through learning and training, or, as part of the psychological contract; employers may assist their staffs in enhancing their employability. An important component in employability is the concept of lifelong learning.

The employability skills definition is useful and concise; however, the broader context for the development and relevance of employability skills needs to be recognized. Employability skills are developed over a life-time in all aspects of life experience including paid and unpaid employment, self-employment, and formal education and community activities. Increasingly people are changing jobs and even occupations and industries over the course of their working life. Employability skills are not just relevant to success within one enterprise, but to development and success throughout one's working life. They are relevant for all who are employed, regardless of age or experience, and also to those who seek to be employed.

Personal Skills:

Employers are looking for workers who have that specific something: the skills, tendencies and attributes that help to keep productivity—and profits—up.

Carefulness: Do you have a tendency to think and plan carefully before acting? This helps with reducing the chance for costly errors, as well as keeping a steady work flow going.

Cooperation: Willingness to engage in interpersonal work situations is extremely beneficial in the workplace.

Creativity: you have heard of "thinking outside the box"? Employers want innovative people who bring a fresh perspective.

Discipline: This includes the ability to keep on task and complete projects without becoming distracted or bored.

Drive: Businesses want staffs that have high aspiration levels and work hard to achieve goals.

Good attitude: This has been shown to predict counterproductive work behaviors, job performance and theft.

Goodwill: This is a tendency to believe others are well-intentioned.

Influence: Groups need strong leaders to guide the way. Influence includes a tendency to positively impact social situations by speaking your mind and becoming a group leader.

Optimism: A positive attitude goes a long way toward productivity.

Order: "Where did I put that?" A tendency to be well organized helps staffs to work without considerable distractions or "roadblocks."

Safe work behaviors: Employers want people who avoid work-related accidents and unnecessary risk-taking in a work environment.

Savvy: This is not just about job knowledge, but knowledge of coworkers and the working environment. It includes a tendency to read other people's motives from observed behavior and use this information to guide one's thinking and action.

Sociability: How much you enjoy interacting with coworkers affects how well you work with them.

Stability: This means a tendency to maintain composure and rationality in stressful work situations.

Vigor: This is a tendency to keep a rapid tempo and keep busy.

Communication Skills:

Good communication skills are skills that facilitate people to communicate effectively with one another. Effectual communication engages the choice of the best communications channel, the technical know-how to use the channel, the presentation of information to the target audience, and the skill to understand responses received from others. Self development, interpersonal skills, mutual understanding, cooperation and trust is also beneficial to set a complete channel of most effective and winning communication skills.

There are mainly three types of communication skills, expressive skills, listening skills and skills for managing the overall process of communication. The basic fundamental of all these types of communication is emotional skills.

Expressive skills are required to convey a message to others through words, facial expressions and body language. Listening skills are skills that are used to obtain messages or information from others. This help to clearly understand what a person feels and thinks about you or understand the other person closely. Skills for managing the overall process of communication help to recognize the required information and develop a strong hold on the existing rules of communication and interaction.

Importance of communication skills can never be ignored or neglected. These skills are the key to executing skilful management skills. With excellent management skills, you can have a team of members who together create an ambience of open communication, concise messages, probe for clarifications, recognize nonverbal signals, and mutual understanding. Good communication involves a set of complex skills.

The modern world today, calls for high scale effective communication skills in order to win the heavy competition in all spheres of life. For effective communication, a sender transmits his or her message in a clear and organized form to maintain and promote the need and interest of the receivers. Receivers or listeners demonstrate interest only if the person communicating is loaded with confidence, gestures and softness. Apart from management professionals, exceptional communication skills are also required at all stages of life.

Customer Services Executive Skills:

Believe, the ability to listen carefully to what the customer has to say is the key skill for superior customer service. It needs excellent people management skills, listening skills and communication skills. You need excellent communication skills, listening skills and organizational skills. You will also benefit from problem solving skills, decision making capabilities and ability to handle pressure situations. You need a professional demeanor and you should be able to retain calmness under pressurizing situations. Your ability to handle difficult or tricky situations is another quality that your employers will value. You will also benefit from a genuine desire to help people, ability to learn new things and acceptable levels of computer and administrative skills.

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