The labour market is growing everyday. A lot of graduates are pushed out every year into the labour market while little or no effort is made to create more jobs to absorb these job seekers. There is also intense competition to grab and retain the available offers employers are willing and able to give out. There is then the need for every employee to work hard in order to be relevant and competitive in the workplace. Once an employee is seen as relevant in his firm, he has a good chance to grow in the company and attain the highest possible position that will be open for him. In the global economy today a lot of downsizing and layoffs are going on in companies. Despite the level of the economic downturn, employees who are relevant in their firms will not be affected. There is need for every employee to develop himself to a level that despite what is going on in the economy, it will be almost impossible for them to be dispensable.
How then can one develop himself in order to be relevant in the workplace?
• Develop your skills: Your skills are those competencies you have that can help you deliver or not deliver quality services to your organization. Your skills can be seen from your educational qualifications, competencies, abilities, talents and general experiences. To be relevant and always remain so in your organization, you need to work hard to improve your skills always. Do not just stop at being a graduate. Remember you are not the only one who is eligible for that position you are occupying in your firm. Have you asked your self why two people are employed in the same department at the same time and within a few years one of them has already become a manager while the other still struggles to get promotion to the next level? Yes the answer is not far fetched. The one who is moving on may have developed his skills and positioned himself well for the promotion he got.
• Invest in yourself: What is the most profitable investment you can make? Some may tell you shares, bonds, landed properties, high yielding investment projects etc. Yes they are not wrong, but the truth is that the greatest investment anybody can make is to invest in oneself. An investment you make on your self is for ever; it continues to appreciate in value and always positions you for greater heights. It makes you to be more valuable, helps you to actualize your dreams and goals in life and most especially positions you to become your own boss at the right time.
• Always update yourself: It is good to go to school. It is good to have as many degrees as you can handle. The world itself is a dynamic place and changes occur every now and then. Trends on how things are done are always evolving. There is the need for one to always keep abreast with the changing technologies and lifestyle. The computer today and use of the internet has turned the entire world into a global village. There is the need for every employee to be computer literate and grow with the trend.
• Discover who you are: Find out your key skills and areas you are best at and try to specialize in that area. Find out those things you have flair for as you will easily excel in that area.
• Increase your worth: Training and development is a very important way to improve your self. Most employees wait for their firms to send them on trainings and most people wait indefinitely as there are a lot of people to train. You need not wait for your employer to send you on training. Find out the area you are deficient and enroll for training.
• Build good relationship with your colleagues: Peaceful and serene working environment is always as a result of good working relationship among colleagues. Make sure you are in the good books of your supervisors and subordinates too.
• Make sure you fit into the succession plan of your company: Those who fit into the succession plan of their firms are seen to be always relevant in the firm. They are such staff that can fit into the long term goal and objectives of the firm, those who can be trained, those who learn fast, those who are ready to add value and above all things ready and able to make a difference in their department and the company at large.
Sunday, March 8, 2009
Tuesday, February 17, 2009
CONTRACT OF EMPLOYMENT
Contract of employment like every other contract is an agreement between and employer and an employee which describes and states the condition of employment. It is always advisable for one to be sure of what the contract states before signing and accepting the contract as once signed it is binding on both parties. A well prepared contract of employment is a statement of the capacity in which the employee is employed, it covers and shows the name of the job, pay, allowances, hours of work, holidays, leave, pension arrangements, and should refer to the relevant company laws and policies as is applicable to the employee.
In a more refined way, a contract of employment is defined as an employment agreement voluntarily entered into by the employer and employee which stipulates and defines the conditions of employment. Most contracts of employment are in written form which makes it applicable and governed to the general law of contract. This then means that every contract of employment should be binding on both parties as well as valid. It then means that for the contract of employment to be binding just as I general law of contract, there should be an offer, an acceptance and a furnished consideration. In this case the offer is the written employment letter which is accepted by the employee and the consideration being the wage the employer is ready to pay the employee.
IMPORTANT FEATURES OF A CONTRACT OF EMPLOYMENT:
A well written contract of employment should include all of the following;
• Parties to the contract should be clearly stated: The name and contact address of the employee who is being employed should be clearly stated as well as the name and address of the employer.
• Date of employment should be clearly stated: The resumption date of the employment should be stated in the contract of employment. This will help in knowing when to start calculating the employee’s entitlements.
• Remuneration: The salary agreed on should be put down in writing. The scale or method of calculating the remuneration should also be put down in writing. Also the interval of payment should be written, either bi weekly or monthly depending on the policy of the firm.
• Terms and conditions of work relating to hours a day: The expected number of hours to be put in by the employee per day should be clearly stated in the contract of employment.
• Leave entitlements: The employees leave entitlement should be stated, number of days he is entitled to, his leave allowance, other types of leave he may be entitled to (sick leave, casual etc).
• Pension entitlements: The employee’s pension entitlements should be clearly stated if any.
• The job title: The title of the job being offered should be stated. The job tasks as well should be written.
• Confirmation: The number of months or years as the case may be the employee will serve successfully before his/her appointment will be confirmed should be stated.
• Disengagement: The number of days or months notice required by either of the parties before the contract will be terminated should be written as well.
After the contract of employment has been established, the employer and employer as well have duties to perform to keep to the terms of the contract. In the case of the employee, he has to keep to all of the following;
• Has to do his job personally: The employer was employed to work and carry out his duties by himself. It then means that by the terms of the contract, he has to do his job and duties by himself.
• Has to abide by the laws and policies of the firm: For every organization, there are laid down rules and regulations as well as policy guides that direct the affairs of the organization. The employee is bound by the contract of his employment to abide by the rules and regulations surrounding his employment contract. Disobedience to any of this may result to outright dismissal or termination of appointment.
• The employee should not by any means compete with his employer. He should not have any interest that will be against that of his employer.
• He is to conduct himself well and properly at all times. He should not be involved in any action that will be detrimental to the firm. He should come to work early and comport himself during office hours.
• He should be accountable to his employer on all assignments given to him during his period of employment.
• An employee should add value to his employer which is the main reason for his employment. He should be able to prove the skills he claimed to have prior to employment.
On the other hand the employer has some duties to perform for the employee to make sure that the contract of employment between them is sustained. The following are expected to be carried out by the employer;
• The employer is expected to pay the wages of the employee. As part of the employment contract, there is an amount that was agreed by both parties as wages for the employee. The employer is expected to pay such wages and as when due.
• He should provide the necessary and required tools to enable the employee carry out his duties effectively.
• The employer should also make sure that there is an enabling environment and good working conditions for the employee to perform his duties.
• The safety and safe working conditions should also be assured by the employer to avoid putting the employee at risk during his period of employment.
• The employee should be rewarded when he has performed well. He should also be motivated by the employer at all times. The employer should not see the employee as a slave, rather as a partner in progress, because without the employee, the employer will not succeed.
In a more refined way, a contract of employment is defined as an employment agreement voluntarily entered into by the employer and employee which stipulates and defines the conditions of employment. Most contracts of employment are in written form which makes it applicable and governed to the general law of contract. This then means that every contract of employment should be binding on both parties as well as valid. It then means that for the contract of employment to be binding just as I general law of contract, there should be an offer, an acceptance and a furnished consideration. In this case the offer is the written employment letter which is accepted by the employee and the consideration being the wage the employer is ready to pay the employee.
IMPORTANT FEATURES OF A CONTRACT OF EMPLOYMENT:
A well written contract of employment should include all of the following;
• Parties to the contract should be clearly stated: The name and contact address of the employee who is being employed should be clearly stated as well as the name and address of the employer.
• Date of employment should be clearly stated: The resumption date of the employment should be stated in the contract of employment. This will help in knowing when to start calculating the employee’s entitlements.
• Remuneration: The salary agreed on should be put down in writing. The scale or method of calculating the remuneration should also be put down in writing. Also the interval of payment should be written, either bi weekly or monthly depending on the policy of the firm.
• Terms and conditions of work relating to hours a day: The expected number of hours to be put in by the employee per day should be clearly stated in the contract of employment.
• Leave entitlements: The employees leave entitlement should be stated, number of days he is entitled to, his leave allowance, other types of leave he may be entitled to (sick leave, casual etc).
• Pension entitlements: The employee’s pension entitlements should be clearly stated if any.
• The job title: The title of the job being offered should be stated. The job tasks as well should be written.
• Confirmation: The number of months or years as the case may be the employee will serve successfully before his/her appointment will be confirmed should be stated.
• Disengagement: The number of days or months notice required by either of the parties before the contract will be terminated should be written as well.
After the contract of employment has been established, the employer and employer as well have duties to perform to keep to the terms of the contract. In the case of the employee, he has to keep to all of the following;
• Has to do his job personally: The employer was employed to work and carry out his duties by himself. It then means that by the terms of the contract, he has to do his job and duties by himself.
• Has to abide by the laws and policies of the firm: For every organization, there are laid down rules and regulations as well as policy guides that direct the affairs of the organization. The employee is bound by the contract of his employment to abide by the rules and regulations surrounding his employment contract. Disobedience to any of this may result to outright dismissal or termination of appointment.
• The employee should not by any means compete with his employer. He should not have any interest that will be against that of his employer.
• He is to conduct himself well and properly at all times. He should not be involved in any action that will be detrimental to the firm. He should come to work early and comport himself during office hours.
• He should be accountable to his employer on all assignments given to him during his period of employment.
• An employee should add value to his employer which is the main reason for his employment. He should be able to prove the skills he claimed to have prior to employment.
On the other hand the employer has some duties to perform for the employee to make sure that the contract of employment between them is sustained. The following are expected to be carried out by the employer;
• The employer is expected to pay the wages of the employee. As part of the employment contract, there is an amount that was agreed by both parties as wages for the employee. The employer is expected to pay such wages and as when due.
• He should provide the necessary and required tools to enable the employee carry out his duties effectively.
• The employer should also make sure that there is an enabling environment and good working conditions for the employee to perform his duties.
• The safety and safe working conditions should also be assured by the employer to avoid putting the employee at risk during his period of employment.
• The employee should be rewarded when he has performed well. He should also be motivated by the employer at all times. The employer should not see the employee as a slave, rather as a partner in progress, because without the employee, the employer will not succeed.
DISCIPLINE AND DISCIPLINARY ACTIONS IN FIRMS.
Discipline is a most for every organization that wants to move forward. It is very essential for the smooth running of any firm. It is also very important for peace and harmony in an organization. Peace between employees, customers and clients. It is always necessary for discipline to be instilled in employees to get the best out of your workforce. Before I go on with why we should have discipline and disciplinary actions incase of defaulters, its right to find out what discipline is. Discipline can be seen or defined as a force that prompts individuals, organizations, nation etc to observe rules and regulations stipulated which are deemed necessary for the effective and efficient running of the group, organization or nation. In this article discipline in firms can be seen as an orderly conduct by employees of an organization to adhere to the rules and regulations as well as policies guiding the activities and running of the organization.
How can one instill discipline in organization?
• Rules and regulations should be clearly stated: For discipline to be instilled in employees there should be clear rules and regulations that stipulates what is expected of each employee and what is not expected of them. The employee handbook for instance should be clear in the dos and don’ts of the firm.
• The rules and regulations should be constantly updated and reviewed. This will make it possible to do away with rules that are no more necessary and addition of new ones that are needed.
• There should be no discrimination in enforcing rules and regulations. To make sure that there is discipline in an organization there should be a general rule for every defaulter. What ever applies to A when he defaults should also be applicable to B.
• Another important thing is that things that will prevent employees from getting involved in indiscipline should be discouraged and prevented.
• There should be proper communication of the rules concerning discipline in the firm. These rules should be written in the employee handbook and also put in notice boards. By so doing no employee can say he or she is not aware of the rules.
• Disciplinary actions should be in such a way that defaulters will not want to be disciplined a second time after defaulting for a first time.
Causes of indiscipline in firms:
Despite the fact that most firms have laid down rules and regulations, and disciplinary actions taken against defaulters, still indiscipline persists. The following are causes of indiscipline in firms;
• Favoritism: Most managers and discipline enforcers in firms favour some staff in their decision making. There are cases where some staff will commit and offence and will not be punished for it while if it is another person he goes in for it. When such a fellow knows that he will not be punished for an offence, he goes own to commit more offense.
• Lack of Communication: If the laws and rules governing the employment of staff is not clearly communicated or is not communicated at all, there is bound to be several cases of indiscipline in that organization.
• Lack of leadership: For every department, there should be a leader who is to supervise the activities of that department. He monitors and instills discipline in his subordinates. Where there is no one like that to lead and control the others, indiscipline abounds.
• Low morale and Motivation among staff. When employees are not motivated and their morale is low, they tend to work haphazardly. This will affect their discipline and way of work.
• Bad Habit: Some employees have bad habits inbuilt in them that they may or may not be able to change. Once some one for instance has formed the habit of coming to work late, it will take termination of his appointment atimes for h to change.
Disciplinary Actions in firm:
While disciplining an employee, it is always important to make sure that the disciplinary action meted out to the offender is always commensurate to the offence committed. Like earlier said too, it is important to mete out the same punishment to the same category of offenders. Another important thing in punishing offenders is that the person must be given the opportunity to be heard. He must explain reasons for his action before a decision is taken against him. Certain mild offences should also be punished with mild penalties. Some disciplinary actions in firms include;
• Oral warning; when an offence is not that serious or when an offender is a first offender, he can be given oral warning. The human resources person invites him, talks to him, cautions him and warns him to desist from such actions in the future.
• Written warning: When the offence committed by the employee is not an offence that you can just warn him verbally and let him go, he is issued a query. He replies the query and explains reasons for his action. The query and his response are filed in the staff file for future references. After considering his response, a written warning also is issued to him and a copy of the warning letter also documented in the staff file.
• Loss of entitlement: Some indiscipline is cautioned by denying the offender his or her entitlement as a reprimand for the action. In some cases, the offender may not be paid any allowance or bonus due to him to punish him for an offence or indiscipline committed.
• Suspension: If an offence is strong, they employee may be suspended without pay. Depending on the level of offence the suspension may take up to two months or more without pay.
• Demotion: A staff can be demoted from his position because of indiscipline. If a manager for instance keeps on coming to work late, how will he lead and control his subordinates? The best thing is to demote him if he has been advised about it and he fells to change.
• Termination of appointment: When an employee commits an offence that the company cannot condone, his appointment may be terminated.
• Dismissal: This is the strongest action that can be carried out on an offender. When an employee gets involved in fraud, stealing, illegal business etc the firm may have no other option left than to dismiss him out rightly.
Disciplinary action is always carried out in sequence. For instance if one is a first offender, and the offence is not so bad, he can be warned verbally. Then if he commits another offence, he is queried and probably suspended from duty without pay. If another offence is committed by the same staff, his appointment may be terminated. On the other hand when a staff commits a grievous offence like fraud, the punishment is summary dismissal.
How can one instill discipline in organization?
• Rules and regulations should be clearly stated: For discipline to be instilled in employees there should be clear rules and regulations that stipulates what is expected of each employee and what is not expected of them. The employee handbook for instance should be clear in the dos and don’ts of the firm.
• The rules and regulations should be constantly updated and reviewed. This will make it possible to do away with rules that are no more necessary and addition of new ones that are needed.
• There should be no discrimination in enforcing rules and regulations. To make sure that there is discipline in an organization there should be a general rule for every defaulter. What ever applies to A when he defaults should also be applicable to B.
• Another important thing is that things that will prevent employees from getting involved in indiscipline should be discouraged and prevented.
• There should be proper communication of the rules concerning discipline in the firm. These rules should be written in the employee handbook and also put in notice boards. By so doing no employee can say he or she is not aware of the rules.
• Disciplinary actions should be in such a way that defaulters will not want to be disciplined a second time after defaulting for a first time.
Causes of indiscipline in firms:
Despite the fact that most firms have laid down rules and regulations, and disciplinary actions taken against defaulters, still indiscipline persists. The following are causes of indiscipline in firms;
• Favoritism: Most managers and discipline enforcers in firms favour some staff in their decision making. There are cases where some staff will commit and offence and will not be punished for it while if it is another person he goes in for it. When such a fellow knows that he will not be punished for an offence, he goes own to commit more offense.
• Lack of Communication: If the laws and rules governing the employment of staff is not clearly communicated or is not communicated at all, there is bound to be several cases of indiscipline in that organization.
• Lack of leadership: For every department, there should be a leader who is to supervise the activities of that department. He monitors and instills discipline in his subordinates. Where there is no one like that to lead and control the others, indiscipline abounds.
• Low morale and Motivation among staff. When employees are not motivated and their morale is low, they tend to work haphazardly. This will affect their discipline and way of work.
• Bad Habit: Some employees have bad habits inbuilt in them that they may or may not be able to change. Once some one for instance has formed the habit of coming to work late, it will take termination of his appointment atimes for h to change.
Disciplinary Actions in firm:
While disciplining an employee, it is always important to make sure that the disciplinary action meted out to the offender is always commensurate to the offence committed. Like earlier said too, it is important to mete out the same punishment to the same category of offenders. Another important thing in punishing offenders is that the person must be given the opportunity to be heard. He must explain reasons for his action before a decision is taken against him. Certain mild offences should also be punished with mild penalties. Some disciplinary actions in firms include;
• Oral warning; when an offence is not that serious or when an offender is a first offender, he can be given oral warning. The human resources person invites him, talks to him, cautions him and warns him to desist from such actions in the future.
• Written warning: When the offence committed by the employee is not an offence that you can just warn him verbally and let him go, he is issued a query. He replies the query and explains reasons for his action. The query and his response are filed in the staff file for future references. After considering his response, a written warning also is issued to him and a copy of the warning letter also documented in the staff file.
• Loss of entitlement: Some indiscipline is cautioned by denying the offender his or her entitlement as a reprimand for the action. In some cases, the offender may not be paid any allowance or bonus due to him to punish him for an offence or indiscipline committed.
• Suspension: If an offence is strong, they employee may be suspended without pay. Depending on the level of offence the suspension may take up to two months or more without pay.
• Demotion: A staff can be demoted from his position because of indiscipline. If a manager for instance keeps on coming to work late, how will he lead and control his subordinates? The best thing is to demote him if he has been advised about it and he fells to change.
• Termination of appointment: When an employee commits an offence that the company cannot condone, his appointment may be terminated.
• Dismissal: This is the strongest action that can be carried out on an offender. When an employee gets involved in fraud, stealing, illegal business etc the firm may have no other option left than to dismiss him out rightly.
Disciplinary action is always carried out in sequence. For instance if one is a first offender, and the offence is not so bad, he can be warned verbally. Then if he commits another offence, he is queried and probably suspended from duty without pay. If another offence is committed by the same staff, his appointment may be terminated. On the other hand when a staff commits a grievous offence like fraud, the punishment is summary dismissal.
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