Suction-Type Dredging Vessels In Operation

Dredging sizes are determined through its particular purpose. Dredging is carried out to either create or to deepen a harbor or sea vessel ways. The activity is also accomplished to set the foundation of bridges, to reclaim land from the seabed or from flooding, and beach restoration. The most common dredging vessels used today are three of the suction types.
Among the trailing suction hopper dredgers (TSHD) today, the largest is currently Jan De Nul's Cristobal Colon which was launched on July 4, 2008. The dredging sizes for the 47,000 gigatonne vessel would be large in scale. The 223 meter long vessel is equipped with two suction pipes that have a diameter of 1,300 millimeters. It is equipped with electrically driven underwater dredge pumps having a power of 6,500 kilowatts each. The dredge can reach depths of up to 155 meters through three configurations of suctions pipes. One suction pipe is for standard depths, one is for normal deep depths up to 80 meters, and one reaches all the way to 155 meters.
The family-owned Belgian company also built the Leiv Eriksson. The sister ship shares the same design specifications as its sister ship. Dredging sizes, therefore, for both dredging vessels would fall under the super large scale. The next largest TSHD is Van Oord's HAM 318. The vessel has a 37,293 cubic meter hopper and can reach a maximum dredging depth of 101 meters.
Another kind of suction dredging vessel is the cutter-suction dredger (CSD). The DEME Group has one of two of the largest cutter suction dredgers in the world. Its D'Artagnan measures 123.80 meters in length. The 28,200 kilowatt powered vessel could closely match the dredging sizes of the two largest TSHDs because of its 1,000 millimeter in diameter suction pipe. D'Artagnan, however, could only sustain dredging depths between six to 35 meters. Forty three persons man the dredging vessel that reaches a maximum speed of 12.50 knots.
Small dredging sizes for sludge removal applications from waste water treatment plants, in the meantime, are performed through auger suction-type vessels. Liquid Waste Technology, LLC. has the Mud Cat 737 275HP. The diesel-driven auger dredge is the largest in the series. It has a maximum digging depth of 15 feet (4.57 meters). The entire vessel has dimensions of 42 feet (12.8 m.) x 9 feet 5 inches (2.86 m.) x 9 feet 4 inches (2.84 m.). Its dredge pump can make dredging sizes starting at eight inches (152 millimeters) in diameter.

Offset Printing Machines - Tips to Buy

Printing is an art of creating quality and attractive presentations rather than only a mechanical or technical process. There are many factors which should be kept in mind while choosing a printing machine that suits your business. Here are some tips and factors which should be considered while buying such machines for your business whether it is a start up or already established.
Business Size and Requirements
This is the most important factor for any business industry. Here your business applications can be considered. For example if your business is involved in printing on paper then offset machine or laser machines should be purchased. But if you are involved in the printing of packaging materials like pouches, poly bags, then flexography gadgets should be used. For printing on metal, ceramics, clothes, wood and other solid materials, screen printing machines are the most efficient.
Capacity of Machine
This is another important factor while choosing a printing machine. Here the capacity of the machine means how much prints the machine can generate in a specific time span, like 100 pages / minute. Inkjet printers can be purchased for low capacity and if you are running commercial printing business or if you need high capacity then you will need offset machines or laser printing machines.
Quality of Printing
Quality is a factor which makes a business ahead of its competitors, so it is also an important point to remember while buying a printing machine. Most of the businesses prefer to use average quality prints to keep their printing cost less comparatively. Average quality prints can be generated from flexography machines, but if high quality is required then you have the option to choose from Laser or Offset machine.
Printing Cost
Cost of printing and machines is also an important factor for this industry. If you want very high quality prints then laser printer suits the best but they have high cost per print while offset printers and electrostatic printing devices are known for producing comparatively low cost printouts.
Auto Printing Features
For large business or high capacity printing needs the complete automatic printing machines should be used. Most of the printing machines are available with manual, semi - automatic and complete automatic printing options.
Machine Manufacturers
Finally the brand name associated with the machine manufacturing is considered. The manufacturer should be well known and at least ISO certified. There are many brands in the market involved in manufacturing of printing equipments, you can choose a good manufacturer by doing some research on internet and comparing the features and prices of the machines offered.

How to Turn Your Invention From an Idea Into Reality

Many of us wonder if something that we use could be better, and this is often where inventions come from. Translating your idea into a product that is commercially viable takes a little more than that. Let's take a look at some of the basic steps you would take, to make your idea, from product design into a real product that sells.

• Step 1. Conceptualisation. This is what you have done when you thought of a product. All manner of means can be used to describe and define exactly what it is your have thought of.
• Step 2. Checking legal. It is important that you make sure that you have actually invented something, and the patent does not already exist. Often people come across similar situations and come up with similar solutions even though they are very far apart in time and space. Thoroughly researching through patents is extremely important.
• Step 3. Research. For any invention to be made into a reality it must be a viable product, in terms of manufacture and profitability. An invention that is impossible to make or too costly to make and therefore is not required by the market, is not really an invention at all. Questions such as; Is there and how large is the consumer market for this product? What do current markets tell us about such a product? Should we use plastic injection moulding or not? Who has the capacity to manufacture? How many choices currently exist? What materials and what methods will be used to make it? Should it be made of steel or plastic? As you can see there are many questions that need to be asked as you move forward with your project.
• Step 4. Plan of action. Making a plan of action is extremely important. Remember that the best inventions still have to be made legal and have a marketing plan. You may need investors. You will also have to make a prototype of your product so that you can test and demonstrate it to the world. Modern virtual environments provide the best tools for developing your prototype and getting a real and tangible look and feel of your idea. You may make several modifications in this process because this is only the beginning. Through prototypes and rapid prototyping you will really get to understand where your idea needs work.
• Step 5. Production. The final stage after you are satisfied with your prototype and you have answered all of the issues raised in the first 4 steps of this process. As you can see this is not easy at all and you will need the help of very skilled and experienced industrial designers who understand materials and have experience how to design them into real and practical products in terms of both usage by the consumer and production by the manufacturer.
• Step 6. Marketing and sales. There is no point having an invention if no-one uses it, and this is the final stage of your product. Many of these questions should have been considered already. Even your industrial professionals will have many ideas on this.

Tig Welder and Its Basic Information

When buying any welding machines, you should know some basic information and especially when buying tig welder, you should know in brief because it is called as one of the best welding machines and has excellent features. In this article, we are going to deal about the basic information about tig welding machine so that when you go to shop for buying this machine, you can buy it with ease. Let us go in this way.
Which metals can be welded with the use of tig welder?
Tig welding can be utilized to weld metals like steel, copper, nickel, alloy, aluminium, magnesium, gold etc. It can be also used to weld door handles, fenders, wagons, bike frames and much more. With the help of tig welding machine, you can weld almost in any position. Always remember that this welding process do not exhaust any smokes or fumes.
What are the different types of tig welding machines available?
The different types of welding machines available in the market are power I-tig 200, powertig 185 micro, powertig 200 DX, powertig 225 LX, Powertig 250 EX and powertig 315 DX. All these welding machines are of Infineon igbt inverter type and have some features like over current warning facility and etc.
When the weldor should wear the safety gears?
It is a known fact that welding is subjected to heat and fumes and the user should use appropriate welding safety gears when they do the welding process. They should always keep in mind that safety is first and they should check the equipment when and there necessary. Electric arc releases UV rays and the weldor should protect their skin by wearing welding clothes and also they should cover their hands with welding gloves. The users should inspect all electrical cables and connectors for proper insulation. To protect the eyes from welding fumes, they should wear welding goggles and also protective screens should be set up around the welding area to protect from other exposures.
Where to get the best tig welding machines?
Getting the best tig welders is not an easy task unless you find the good shop and manufacturer for the welder that you are going to buy. Take some care and buy the machines that are worth to your money. Do some search in internet and try to identify the best welders in the market? Do compare their rates with other shops and manufacturers so that you can get the best machine.
Who invented the tig welding machine?
Arc welder was first developed and later on different welding process came into existence. C.L coffin has the idea of welding the metals in an inert gas atmosphere, but it failed since it can weld some metals like aluminium and magnesium. Later on as the days went, in 1941, this process was got perfected and later on it gained its popularity. There is no accurate information on the invention, but there are more details available on how to set up this welder and buy it. Make use of that information and buy a perfect tig welding machine with ease.

Dimensional Metrology Is Certainly An Important Field Today

Metrology is very much related to measurement. Dimensional Metrology is nothing but the science of using different measurement equipments that measure and quantify the distance from any object. In fact, to determine the dimension of different objects various instruments and tools are required. This practice has been continuing since a long time.
In the earlier days, the metrologists on the basis of a yard stick did the measurement, but in the modern days things have changed. Technology has gifted the metrologists with wide varieties of tools and equipments through accurate measurements can be easily done to understand and determine the dimension of any object.
Different Industrial Solutions
In the recent days, large numbers of industries have grown up. These industries cater to different requirements and purposes. However, measurement is certainly one of the important aspects related with the industries especially those of metrology.
These industries have certainly advanced and Industrial Laser Alignment is certainly one of the major equipments that are used here. As the name indicates, these alignment systems make use of special industrial laser technology to determine the dimension of different objects that are largely used for the industrial purposes.
Importance Of Metrology In Industries
Today's market is certainly very competitive. This is the reason for which it is essential for people to come up with cutting edge products so that they can emerge successful. In this sense, the importance of Dimensional Metrology cannot be denied at any cost.
This particular field makes use of wide varieties of advanced and cutting edge technologies like laser so that different industries can come with different competitive and quality products for the consumers. Metrology also plays an important factor in the field of research before the production of any new items.

Easy Ways to Create an Employee Contract Template

A contract of employment is something that you should provide to your newly hired employees within the first two months of their service. It is imperative that you provide this document to them to ensure a smooth-sailing relationship between the two of you.
If you want the creation of this contract to be made even easier, then an employee contract template is something that you should consider having. You can either purchase this template online or contact your lawyer so he will draw the documents for you.
But if you want to do it yourself, then rest assured that there are several ways for you to accomplish it. You just have to consider a lot of important things to make them extremely effective.
The first thing that you need to do when creating a template for employment contract is to provide some space to identify the parties involved in the contract. The space should be enough to fill the full names of both parties, the name of the company, telephone numbers, addresses and any other essential information.
The next thing that you need to do is to choose the specific law and location that will govern the contract. This is needed to ensure that there is indeed a governing law that will be used whenever there are legal issues that need to be resolved.
The last thing that you need to do when creating an employee contract template is to make sure that all parts of the contract are understandable. This will allow both of you to work together without getting confused along the process.
Employee Contract Templates for Beginners
If you are just a beginner in the field of running staff, then you must know that providing an employment contract to your employees is considered to be an effective approach when it comes to improving your relationship with them. Once the contract is drawn and it is read and understood by both of you, then you will be able to know exactly what you need to expect with each other.
If you want to obtain an assurance that contracts can be easily created whenever new people are employed in your company, an employee contract template is something that you should consider owning.
However, there are a few things that you need to keep in mind when looking for a template especially if you are still a beginner in the field running employees. This will make your template even more effective.
When looking for the best employee contract template, it is important for you to go for one that has contents that can be easily understood. Since both parties stated in the contract will work with each other, you have to make sure that both of you easily comprehend the terms within the employment. This will allow both of you to work together without any inhibitions.
The template should also have spaces for certain details that clearly state what your employees can expect from you and what you can expect from them in return. When you consider this for a template, then you will be on your way towards easily creating the contract that both you and your employee need. An even stronger relationship can then be expected to be built from a contract that clearly states what needs to be stated.

Laser Bore Alignment Systems Can Give Accurate And Faster Results

You must be aware of the fact that steam turbines are actually mechanical devices through which thermal energy is extracted with the help of pressurized steam which is then converted into a rotary motion. It obviously generates more thermal efficiency, and is thus best suited for driving an electrical generator.
Since electricity is generated from this turbine, it is very essential for proper steam turbine efficiency, to get accurate measurements. In fact, these are completely scientific calculations on the basis of which the entire system functions, and a slight mistake or inaccuracy can certainly bring about great changes.
Know More On Bore Alignment System
In the recent days, as technology has progressed, and completely changed the traditional concept, the laser bore alignment system is very much in use. In fact, these systems are designed in such a manner so that they can indeed provide faster and accurate results.
With the help of a visible laser emitter in addition to that of an intelligent sensor, it performs the calculations, and thereby brings out the accurate measurements. It is particularly due to this reason that these systems are used in the steam turbine and thermal power generating plants for increased efficiency and productivity.
Maximizing Turbine Efficiency
Studies are always being conducted to find out different ways through which steam turbine efficiency can largely be increased. However, to maximize the efficiency the steam is certainly expanded I wide varieties of stages. Different tools and systems are also used to improve and increase the efficiency in every possible way. In fact, greater the efficiency, greater would be the power to generate more electricity in due course. The supply of steam and the conditions of exhaust must also be kept in mind while the efficiency of the steam turbines are tried to be improved.
Faster And Better Services
When the question is concerned with the increasing efficiency of steam turbines, the laser bore alignment system can certainly prove to be a great solution. Of course, the help of professional experts are required who are equipped to use the system properly. Consequently this can result in improved efficiency with faster, better and of course accurate services.
The use of laser bore certainly requires special skill and expertise and only specially trained professional experts can deal with this. Therefore, for guaranteed efficiency increase, it is essential to hire only good quality company experts that can easily tackle with any of the conditions of the steam turbines.
Use Of Laser Alignment In Different Fields
In fact, apart from increasing the efficiency of the steam turbines, the laser bore alignment can be used in wide varieties of fields today. Right from high manufacturing services to the road safety, maintenance of roads, and many more places this system plays a great role. It is due to this reason that many companies focus in designing different laser equipments so that measurements can indeed come out to be accurate and efficient.

Management & Supervision: The Communicator As Motivator

The task of motivating employees is arguably the most difficult part of a manager’s job. Expert opinions vary on this topic, but decades of workplace studies more than suggests that managers can and do affect employee motivation both positively and negatively.

With respect to Communications, it's a fact that employees generally get as many attitudinal cues from their managers as they get from co-workers. Thus, managers need to be careful about their words and demeanor. And this extends to the tone, clarity, and relevance of how and what they write.

Simply stated, if bosses are “invisible” and do little more than habitually write memos on work rules, production, and deficiencies, employees will quickly come to the conclusion that the front office is out of touch with reality.

This all goes to a manager’s credibility, and once this is compromised all the motivational initiatives and gimmicks in the world wont do a thing to positively affect employees.

That said, the first thing a manager must do to motivate their employees is to get out among their employees and exhibit a genuine positive and helpful attitude. Keep in mind that the practice of “Management By Walking Around” is much more effective than “Management By Memo”.

As evidence, consider how employees generally distinguish between good and bad bosses. For the most part, this judgment is based not so much on a manager’s easiness or toughness, but rather how managers are perceived with respect to their fairness, helpfulness and leadership.

Of course, any manager can affect a short-term spike in Employee Motivation through intimidation, but aside from the expediency of such a tactic, the risk of poisoning a work atmosphere for short-term gains makes this a dubious motivational tactic, not to mention a reckless management practice.

Second, managers need to “get real”.

Employees today, whether they are adults or adolescents, are products of modern society complete with all the worldliness and cynicism of this age. The upshot is that managers who ignore this reality and persist with an autocratic "do as I say" style shouldn't be too surprised when employees ignore their motivational efforts.

Third, open up Communication Channels.

The fact is that employees do things for their own reasons and these reasons may not always coincide with an employer’s expectations. Granted, getting a handle on this is tricky as it is often difficult to read some individuals. Moreover, it is even trickier to presume what employees may be thinking.

The best practice is to encourage and facilitate open and frequent two-way communication.It’s a simple concept, but still the most effective way for managers to gain insights into employees’ wants and needs.

Fourth, managers need to be innovative in developing motivational tools.

Obviously, money can be a great motivator, but psychic rewards in the form of a “pat on the back” and formal recognition often have residual benefits that no amount of money can buy. And let’s face it, in the current economic climate, doling out financial rewards may not be an option anyway. However, that’s not to say the manager can’t spring for an occasional lunch.

Fifth, decide on either an incentive or reward approach and stick with your choice. But there are caveats to either of these approaches.

As such, be mindful that when motivational practices are treated as incentives, they can become a rationalization for unfairly manipulating employees. On the other hand, when used as reward mechanisms, they can become subjective and arbitrary.

In the end, no manager wants their good intentions to backfire, so the best advice is that whatever approach is chosen ensure that it is administered fairly, consistently and transparently.

But in order to make any motivational tool work, managers must set the proper tone and climate in their work units. In this regard, consider the following tips:

* Be a leader, not just a “boss”.
* Be approachable and helpful.
* Keep Memos to a minimum.
* Have frequent one-on-one meetings.
* Use Staff Meetings to recognize good performance.
* Discipline privately.
* Encourage innovation and risk-taking.
* Back your employees, don’t assume complaints are valid.
* Provide training opportunities.
* Promote excellent performers.

As a final word, it should be noted that Employee Motivation is fluid, and is often influenced by forces that may have little or nothing to do with the manager or the job itself.

Likewise, not every motivation peak and valley warrants a manager’s intervention. But what it does warrant is monitoring and the insight to deal with any downward trends.


Jack

Management and Supervision: Writing Objective Performance Appraisals

Any manager or supervisor would be quick to agree that appraisers are supposed to fairly and objectively rate job performance. In practice, however, this is often obscured when Performance Appraisals are used to do everything from managing salary budgets to putting problem employees on notice.

Of these two examples,the first one is arguably the worst use of Performance Appraisals.

Simply put, most organizations use Performance Appraisals as their main basis for doling out annual salary increases. As such, it is not uncommon for appraisers to "play it safe" by giving appraisals that assures everyone gets a merit increase.

Of course, this practice is a good deal for the mediocre performer, but quite an inequitable one for the superior performer. It goes without saying that appraisers who rate this way are sewing the seeds of employee discontent as well as damaging their own supervisory credibility.

The second example, i.e., using appraisals as a “catch-all” Employee Relations Tool, can be a valid use of appraisals, but only if the problem being identified is performance-related.

Granted, work rule violations, chronic or not can have a detrimental affect on one’s performance; however, managers who wait until the annual review to confront employees with these problems are simply not doing their job.

Obviously, there's no fool-proof way to avoid all appraisal problems, but the following tips can help appraisers ameliorate many appraisal pitfalls:

1. Document facts, not opinions.
2. Compare performance to goals and standards previously set.
3. Comment on observed actions and results, and avoid hearsay
4. Take the entire reporting period into account.
5. Describe performance, not attitude.
6. Be consistent and evaluate every one's performance in like manner.
7. Ensure comments are consistent with performance ratings, and vice-versa.
8. Strive for clarity and eliminate vague language and boilerplate.

Of all these tips, the first one, Documentation, is the key. As such, planning and preparation are critical. In practical terms this means that an appraisal is an on-going and proactive process that goes far beyond the mechanical exercise of filling out a form.

Consider that effective managers, as a matter of practice, collect appraisal information on a continuing basis. They do this by recording significant facts regarding an employee's performance (both positive and negative) for future reference.

Obviously, this takes time, but less time than it would take to reconstruct this information from memory when actually writing the appraisal.

The upshot is that documentation helps eliminate much of the subjectivity in the appraisal process, and thus contributes to a more objective and less anxiety-provoking experience for both the appraiser and the employee.

Any discussion of Performance Appraisals would not be complete without mentioning some of the more common rating errors made by appraisers. It should be noted that these mistakes are universal in nature and should be viewed as tendencies that even experienced appraisers have to be on guard against.

Halo Effect: This refers to the tendency to rate an employee either high or low on all facets of the job because the appraiser likes or dislikes one aspect of the employee's performance.

Central Tendency: This refers to the problem of rating all employees as middle or average performers. In effect, this" keep the peace" appraisal strategy punishes superior performance and rewards mediocrity.

Personal Bias: Refers to the unfortunate tendency of some appraisers to rate an employee unfairly because of the appraisers personal feelings or biases about an individual or individuals.

Like-Me: This refers to appraisers who have a tendency to rate employees higher who are closer to themselves in style, attitudes, and work habits than employees who exhibit different characteristics.

Use Bias: This refers to the tendency of letting the purpose of the appraisal unduly influence the ratings. In other words, raters may be more critical of performance when appraisals are used for developmental reasons than for appraisals used for merit raises or promotion.

Averaging: This is a common practice when determining an overall appraisal rating. What this means is that while individual aspects of the employee's performance could influence the overall rating, appraisers should not use these individual aspects to compute an average overall rating.

In the end, the appraiser's job is to monitor, document and evaluate performance objectively. That said, any reward or disciplinary action associated performance should be dealt with as a separate and subsequent Salary or Employee Relations Issue.

This is an effective Management Practice for sure, but it also works to maintain the integrity of the Appraisal Process by forcing appraisers to focus on objective performance criteria as opposed to subjective or isolated instances.

Related Links:

Basics Of Conducting Employee Performance Appraisals

Writing Effective Performance Reviews

How To Write A Performance Appraisal

Writing Performance Appraisals


Jack

Management & Supervision: Documenting Employee Problems

A lament often heard from managers is that it is nearly impossible to discipline or terminate problem employees these days. It’s a common complaint for sure, but hardly true.

Let's face it, dealing with Employee Relations Problems is one of the toughest parts of a manager’s job. And "dealing" is the operative word as these problems rarely resolve themselves.

Most managers have no issue with terminating someone "for cause", as this usually pertains to instances of gross misconduct on company time or on company property. And though these are usually difficult situations, their resolution is mostly quick and obvious.

On the other hand, resolving performance problems or work rule infractions is not so cut and dry. In so much as these situations are disruptive and non-productive, it is understandable that managers want quick solutions; however, the prospect of embarking on a protracted Employee Relations Process is what often frustrates managers.

That said, the process is meant to be deliberate for good reason -- it protects employees from arbitrary managers, while also forcing companies to create a "paper trail" in the event of legal action. In this context, what we are talking about is Documentation.

Granted, Documentation often causes confusion and consternation among managers, but in reality, these would include such sources as:

* Job Descriptions
* Policy and Procedures Manuals
* Past Performance Appraisals
* Employee Handbooks
* Summaries of Counseling
* Oral and Written Warnings
* Feedback from others

Of these, the first four will normally exist as normal Management Communications Tools, while the next three are created as a result of a specific Employee Relations situation. These typically take the form of letters or memos, signed or acknowledged by the manager and the employee, and then placed in the employee’s Personnel File.

As far as documenting the problem or infraction, here are several tips to consider:

* Clearly identify the problem (Performance or Work Rules)
* Itemize how and where the employee is falling short of expectations.
* Prescribe a remedial course of action with time frames and benchmarks.
* Identify possible subsequent actions (final warnings, reprimands, docking of pay)
* Articulate the consequence of failure to rectify the situation. (suspension, termination)
* Solicit and include the employee’s input and reaction.
* Indicate a follow-up date.

It goes without saying that each of these actions should be applied consistently and in accordance with established policy.

Companies with a Human Resource Department will be able to guide managers through this process; however, businesses without a formal HR Department should consult with outside experts or appropriate Legal Counsel.

For additional information on this topic, there are many available desktop and online resources easily found with a quick Internet Search.

Related Links:

How To Document Employee Behavior

Employee Relations Documentation

Documenting Performance Issues

Dealing With Problem Employees


Jack

Human Resources: Writing Employee Handbooks

For large and medium-sized businesses alike, the Employee Handbook is a common and traditional Management Communications Tool. That said, even the smallest businesses will often compile a written summary of general policies and guidelines for their employees.

As a Business Writing Exercise, putting together an Employee Handbook is a reasonably straightforward process. Granted, the overall design will vary according to a company’s size and budget, but whether the final product is plain or fancy, the handbook should stand as a clear and useful reference of pertinent policies and services that relate to employment.

This sounds simple enough, but there is a caveat. Employee Handbooks have been the source of legal concerns with respect to "Employment At Will" Issues. (This basically has to do with the legal argument that an Employee Handbook may infer the creation of an Employment Contract).

Suffice it to say, that writers and developers of Employee Handbooks, especially in the U.S., should confer with appropriate legal counsel prior to finalizing and distributing a new or updated handbook.

Getting back to the task of writing, the first order of business is to decide on the topics to be included in the handbook.

Obviously, the contents of handbooks will vary from company to company, but there are universal topics that should be part of any Employee Handbook. Some of these include the following:

* Overview of Company History and Philosophy
* Equal Opportunity Statement
* Work Rules
* Absenteeism and Lateness Policies
* Pay and Salary Policies
* Benefits
* Vacations, Holidays, Leaves
* Performance Evaluation
* Employee Relations
* Employee Services

The next step for the writer is to review up-to-date policies, guidelines, mission statements, and existing company histories.

For the most part, these communications will serve as the primary sources for compiling the handbook. However, it should be noted that if a written source does not exist, or is out-of-date, the writer will have to coordinate with the appropriate content experts or authorities in order to create or update such a communication.

From here, it is basically a task of summarizing, organizing, and packaging information. Of course, the process can be very labor-intensive, and the initial draft will no doubt go through many reviews and revisions. But in the end, the finished handbook should be factual, consistent with policy, and easy to read.

An Internet Search will yield information on many desktop, online, and template examples for compiling and writing Employee Handbooks. Check out the related links at the bottom of this page to help you get started.

Related Links:

Employee Handbooks: Government Guidelines

Top 10 Employee Handbook Mistakes

Business Owner's Toolkit: Employee Handbooks

Employee Handbook: Small Business Notes


Jack

Human Resources: Designing Employee Orientation Programs

For employers, getting new hires signed-up for payroll and benefits is obviously paramount, however, most companies, large and small, expand these routine sign-up activities to include some form of Employee Orientation Program.

Likewise, Orientation Programs can run the gamut from formal group sessions to one-on-one meetings with key individuals. But often, companies will structure Employee Orientation as a combination of both types, especially for professional-level positions.

Regardless of how limited or expansive an Orientation Program may be, the objective should be the same, i.e., to facilitate the introduction of new employees into the work force. Granted, this seems logical and obvious, but many times Orientation Programs fall far short of this objective.

Simply speaking, an Orientation Program should be more than an exercise in filling out forms, interspersed with a few speakers or generic video presentations. Unfortunately, this is more often the case than not, and is one of the main reasons Orientation Programs often receive less than positive feedback.

That said, writers charged with developing Orientation Programs need to carefully plan the format, content and timing of these sessions with purpose and detail.

First and foremost, developers need to champion the idea that New Employee Orientation is a Process, and not something that can be effectively accomplished in only a few hours or even in a single day.

Second, in line with this, a determination has to be made as to what needs to be done on the first day of employment versus what can and should be done after the first day.

The completion of payroll and tax forms, an organizational overview, a general summary of policies and "housekeeping" issues are appropriate and necessary day one activities. On the other hand, detailed benefits presentations, sessions on Performance Appraisal and training opportunities are generally more relevant later in the Orientation Process.

The same holds true for activities whose intent is to integrate and ”orient” new employees into the culture of the organization.

In this regard, presentations by Senior Managers detailing Company History, Philosophy, Products and Services, Business Conduct, Public Relations, etc. will be better-received once the new hire has had some time to become acclimated to their working environment.

Third, writers need to factor in Departmental Orientation as a vital part of the overall Orientation Strategy.

In a nutshell, department managers need to prepare for their new employees. Unfortunately,it is not unusual for new employees to be escorted to workstations, and then be ignored by supervisors and co-workers alike. Having a formal Departmental Orientation and a sponsor will preclude these occurrences.

Fourth, getting an organizational consensus and commitment on these three areas will provide the framework of an effective Orientation Program.

With this commitment in place, developers will be able to articulate a strategy and objectives, and then design an Orientation Program that has Management’s support. As such,here is an of how one might model an extensive Employee Orientation Program:

* Part One - First AM on the job: Formal Welcome, Company Overview, Payroll and Benefits Sign-up.

* Part Two - First PM on the job: Work Unit Orientation.

* Part Three - Within the first month of hire: Senior Management Presentation, comprehensive Benefits Presentation, Company Products and Services Overview.

* Part Four - Within three months of hire: Training and Development Overview, Performance Evaluation Procedures, Promotional Opportunities, Human Resources Q. and A.

* Part Five - Within six months of hire: Orientation Evaluation and Follow-up.

Note that the above model is only offered as a starting point for writers. It does not take into account organizational customs, operational issues, or scheduling. As such, coordination with departmental managers and presenters will be necessary.

The end result of a well-planned Orientation Program should be employees who “buy-in” to the culture, vision, and purpose of the company. Of course, this wont happen overnight, but the long-term benefits of committing time and effort to affecting this mind-set cannot be overlooked.

Related Links:

How To Design A New Employee Orientation Program

A Quick Guide To Employee Orientation

Orientation vs. Integration


Jack

Salsa Jeans Human Capital Assistant (Los Angeles, CA)

Country :	USA
Region :	California
Town :	LOS ANGELES
Start date of work :	asap
Contract type :	Permanent
Availability :	Full time
Salary :	competitive package
Experience :	2 to 5 years
Job reference :	HCA
Company presentation :	Salsa Jeans is a young and ambitious company (Retail and Fashion Industry) with a clear goal: become a global Jeanswear brand. Currently Salsa Jeans is a leading Jeanswear Brand in Portugal, with sales revenue approximately 130M€, headcount up to 900 employees, and international presence over then 350 point of sales in more than 25 countries.
HUMAN CAPITAL ASSISTANT
Description :	To our start up operations in USA market, we are searching for a Human Capital Assistant. • The HCA is the direct support of COO as well as the daily contact person for all internal and external relations that are in concerned with HR issues. • The HCA is the key interface with Corporate for all issues related with HC scope. • The HCA reports directly to COO and functionally to Corporate Human Capital Director. Description of role and objectives: • The primary objective is to support COO in a range of tasks and responsibilities in HC field, namely: recruitment & selection, employees performance management, internal communication, HC KPi´s reports, internal procedures, Values and leadership gate keeper, interface with Corporate. • The overall objective is to ensure organizational alignment with Salsa Culture and to increase employee and shareholder satisfaction. Main responsabilities: • To manager Internal and external recruitment & selection, specially focused on the retail needs • To ensure general administrative tasks (hiring, managing personal files, reporting on attendance, organising associated insurance, arranging medical follow-ups, supporting training, job descriptions, org charts, dealing with resignation/dismissals, reporting, etc…) • Payroll information and headcount & personal costs reporting • Ensure performance management and Reward & Recognition programmes • Support senior management in successor planning, career mobility and assessment of potential leaders • To define and implement training policy • Guarantee alignment with Company Values, Brand Values and organizational golden rules • Ensure that policy and procedures issued are implemented and understood by all employees. • Central point of contact for all matters concerning Human Capital matters, internally and at Corporate level • Ensure closed loop communication to internal team and external resources. • Provide feedback to Corporate Governance on deviations and ideas for improving processes. • To be highly skilled in conflict handling, hence acting as the third party in conflict resolving • Be updated on changes and practice in Labour law and legislation
Profile :	• University degree including competencies in HRM, psychology, management… or to have worked in a HRM role in another organisation (minimum 3 years background) ideally in retail market • Have a proven and successful track record of Human Resource issues in a retail company or similar. • Be able to build trustworthy relations, with high integrity • Be self-motivated and commercially minded. • Have effective leadership skills • Have effective analytical skills to analyse results and make decisions based on facts and figures. • Be highly flexible and welcome change/improvements • Be willing to travel • Be willing to live in LA
Contact :	Greg Abbou

Posted by Kris Iringan