Page 33 - DLIS104_MANAGEMENT OF LIBRARIES AND INFORMATION CENTRES

Management of Libraries and Information Centres

Notes handbook gives clear advice to employees and creates a culture where issues are dealt with fairly
and consistently.
While it often varies from business to business, specific areas that an employee handbook may
address include:
A welcome statement, which may also briefly describe the company’s history, reasons for
its success and how the employee can contribute to future successes. It may also include a
mission statement, or a statement about a business’ goals and objectives.
Orientation procedures. This usually involves providing a human resources manager or
other designated employee completed income tax withholding forms, providing proof of
identity and eligibility for employment (in accordance with the Immigration Reform and
Control Act of 1986), proof of a completed drug test and other required forms.
Definitions of full- and part-time employment, and benefits each classification receives. In
addition, this area also describes timekeeping procedures. This area may also include
information about daily breaks.
Information about employee pay and benefits. Usually, new employees are awarded some
benefits, plus additional rewards after having worked for a company for a certain period of
time. These are spelled out in this section.
Expectations about conduct and discipline policies. These sections include conduct policies
for such areas as sexual harassment, alcohol and drug use, and attendance; plus, grounds
for dismissal and due process. This area may also include information about filing griev-
ances with supervisors and/or co-workers, and communicating work-related issues with
supervisors and/or company managers.
Guidelines for employee performance reviews.
Policies for promotion or demotion to a certain position.
Rules concerning mail; use of the telephone, company equipment, Internet and e-mail; and
employee use of motor vehicles for job assignments.
Procedures on handling on-the-job accidents, such as those that result in injury.
How an employee may voluntarily terminate his job, and exit interviews.
A requirement that employees keep certain business information confidential. This area
usually includes information about releasing employee records and information, as well
as who may retrieve and inspect the information.

4.3 Outsourcing

Human resource management is the one process that makes sure that the passion and zeal of the
employees stays put throughout their tenure in the organization. It may seem very easy to keep
the motivation and performance up at all times as well as make sure that the cost per employee is
maintained at the lowest. Hence, many organizations, as per current trends, outsource certain HR
processes just to make sure that a certain degree of decentralization of work is maintained.

Compensation Packages

Considering that the firm takes care of the recruitment for the organization, they also work out the
compensation packages. One has to admit, money is the most obvious and basic motivation for
any employee, whether they admit it or not. So the package has to be crafted well. Ordinarily, the
organization provides the firm with the general per employee budget. In accordance to that
budget, the firms works out the basic salary, incentives, health benefits, conveyance allowances,
dearness allowance and probation policies. It is not a very simple task considering that there are
several central and state policies to adhere by whilst each of these are decided.
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