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How to get People to Perform Free E-book:
The People Management for Performance Free E-book of 82 pages in PDF format covers all important aspects of People Management Practises for getting people to perform.
Table of Contents:
1- People Management Defined ........................ 4
2-What is Your Organization Saying? ................ 8
3- Developing Policy ........................................ 12
Policy and Procedure ................................ 13
Writing an Employee Handbook ................ 15
4-Hiring ............................................................ 19
What Do You Have to Offer? ........................ 20
Job Descriptions........................................ 24
5- Management Styles ..................................... 25
Gender Differences ................................... 32
6-Communication ............................................ 34
Project Communication ............................. 40
How to Give Orders ................................... 41
Communication Blunders .......................... 44
Feedback and Performance Reviews ....... 45
7-Conflict Resolution ....................................... 49
8-Motivating People ......................................... 54
Positive Motivation .................................... 59
9-Getting the Most Out of People .................... 64
Managing Outsourced Contractors .................. 65
Disciplining Employees .................................... 67
The Elements of Disciplinary Procedure ... 68
10-Terminating Employees .............................. 70
People Management Success Stories ............. 72
Advice To Help Your Employees Get Along With Each Other ......................................................... 75
Index ................................................................ 80The Company Policy Employee Handbook Template of 18 pages in Microsoft Word Free E-book. Click the image to download the Word.doc file:
The Employee Handbook Template of 18 pages in Microsoft Word Free E-book gives a complete and detailed outline of topics to be covered in any company policy with regard to employees.
Table of Contents:
1. INTRODUCTION
• Welcome from leadership team
• Information about the organisation
• Mission/values
• Strategic plan
• Organisational chart and national structure
2. JOINING THE ORGANISATION
• Signing up – forms to complete
• Working hours
• Access to building/car parking
• Business Cards
• Dress code
3. REMUNERATION AND BENEFITS
• Salary and wage payments
• Salary review process
• Salary deductions
• Time in lieu policy
4. TRAVEL POLICY (within NZ and overseas)
• Authorisation and bookings
• Use of credit cards
• Expense reimbursement
• Personal effects/insurance
5. VEHICLE POLICY
• Use of company cars
• Use of own car – reimbursement
6. PERFORMANCE DEVELOPMENT
• Annual appraisal process
• Performance Development Plan
• Competencies
• Training and development – study support
7. CODE OF CONDUCT
• Conflict of interest
• Confidentiality
• Copyright and protection of intellectual property
• Dealing with media/giving interviews
• Privacy relating to treatment of personal information
8. DISCIPLINARY PROCEDURES
• Disciplinary action
• Resolving employment relationship problems
9. EMPLOYMENT RELATED POLICIES
• Equal employment opportunity (EEO)
• Discrimination and harassment
• Health and safety
• Parental leave
• Smoking in the workplace
• Abandonment of employment
• Alcohol and drugs
• Internet/email/phone usage
• Community services leave – volunteering in our community
• Jury service
10. LEAVING PROCEDURES
• Return of company property
• Exit Interviews
• Employee references
11. SPORTS SPECIFIC POLICIES
An area dedicated to sport specific issues (i. e. process to follow in the event of emergency while athletes are abroad)Human Resources Management E-book:
You may also distribute these e-books, with the graphics, freely to others, but without any changes. You may also use it to attract subscriptions on your own server. You may copy and paste this entire page, with your own modifications, if you want to use it on your own server.
Good luck!
Pierre du Plessis
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