Communications - Case study1 Study Example | Topics and Well Written Essays - 1000 words

Communications - study1 - Case Study Example ii-c) Key Performance Indicators (KPIs) – There is an old adage stating â€Å"What gets measured gets done.† It helps in the effective management of big and small organisations and provides employees with targets for performance. Review of policies can be done semi-annually, and involvement of every employee/volunteer is encouraged. Since employees/volunteers are the front-liners of the agency and are in constant contact with clients, they can provide vital ideas toward better service. Employees and volunteers should respect the clients right to privacy and protect the confidentiality of obtained information during the performance of professional duty. Clients should be informed of this policy, its extent and limitations, and possible consequences of disclosure. Disclosure of confidential information should be done in and by secured, private places and methods, and for legal proceedings, disclosure can only be done according to what is legal. Disclosure of confidential information with consultants is only permitted under compelling need. In the event of the termination, incapacitation, or death of the employee, protecting clients confidential information should still be done (Government of Western Australia, 2008 & Western Australian Council of Social Service Inc [WACOSS], 2011) The Government of Western Australia website (www.wa.gov.au) is a good place to start research on employer and employee rights. The WACOSS website (www.wacoss.org.au) also has crucial links to legal information regarding not for profit organisations. The right to work in an environment free from harassment and discrimination, and the responsibility to respect social and cultural diversity among clients and colleagues (Government of Western Australia, 2008). iv-b) If the matter is not resolved

The Use of Hiring Systems,does it help or hurt the organization Research Paper

The Use of Hiring Systems,does it help or hurt the organization - Research Paper Example The internet has changed and transformed the process of hiring candidates to fill positions by human resource departments across the world (Searle, 2003; Hansen, 1998). There is however a lack of exhaustive body of literature that can be used to draw conclusions and possibly a theoretical basis for electronic hiring, largely due to the fact that electronic hiring systems are relatively new. A review of the literature also indicates that some of the findings are contradictory. For example, Brooke (1998) states that use of e-recruiting leads to an overwhelming number of applicants that can end up making the selection process a headache, while Galanaki (2002) argues that the internet is not the first option for many job seekers; both of these are discussed as disadvantages. Bartram (2000) is of the view that electronic recruiting is beneficial since it enables a company to access high quality employees, while Kaydo and Cohen (1999) argue that electronic recruiting brings about large numbers of unqualified candidates for the available employment opportunity. To add on top of these, Galaniki (2002) details the time saving impact of electronic hiring whi le Mitchel (1998) is of the view that the amount of time spent in screening through the numerous electronic applications forms makes it a time consuming method. This indicates that more research is needed in order to develop concrete facts about electronic hiring systems and provide a direction for future research. The research question in this case is whether electronic hiring systems are advantageous or detrimental to an organization. The aim of this research is to establish the advantages and disadvantages of electronic recruiting to an organization, and come up with a conclusion that will add to the much needed efforts to create a theoretical framework for electronic hiring. Studies have already been done to establish the efficacy, benefits and drawbacks to electronic hiring systems;