- Confirm your group develops direct reports and builds a high performance team through utilization of a Performance Management process that sets expectations, ensures ongoing coaching/mentoring and assesses employee performance.
- Manage complex employee and Labor Relations issues to resolutions, conducting effective, thorough, and objective investigations related to workplace matters.
- Prepare other supporting documentation as management and employee communications, FAQs, and standard operating processes.
- Develop, implement, and improve upon Employee Engagement activities and Rewards And Recognition programs.
- Be certain that your team prepares and presents employee monthly appraisals, mid year and annual evaluations.
- Secure that your business demonstrates visibility and accessibility to staff by making rounds, conducting staff meetings, and focus on Employee Engagement strategies.
- Ensure you nurture; lead key initiatives and provide solutions for employee relations, Organization Development, Performance Management, Workforce Planning and Talent Acquisition, development and Succession Planning.
- Be accountable for leading an employee connectivity team in a hyper growth Scale Up environment.
- Create Employee Development and performance programs to increase employee performance, engagement and satisfaction.
- Be certain that your planning communicates expectations, provides ongoing coaching/feedback, objectively assess employee performance and provide appropriate Rewards And Recognition.
- Confirm your business prepares employees and work groups to meet future requirements through training and Employee Development activities.
- Organize, direct and hold staff accountable for the development and maintenance of Standard Operating Procedures, professional Training and Development, record keeping, inspections, operating and reporting protocols and employee Performance Management.
- Ensure you increase; lead key initiatives and provide solutions for employee relations, Organization Development, Performance Management, Workforce Planning and Talent Acquisition, development and Succession Planning.
- Develop staff through Performance Management, Goal setting, training, and effective employee relations.
- Write report of daily activities and irregularities as property damage, theft, guest or employee accidents, or unusual occurrences.
- Arrange that your organization promotes adherence to your organizations Code of Business Conduct and the Corporate Compliance Agreement by monitoring employee performance and identifying and responding to compliance issues.
- Be certain that your organization provides contributions towards improvement of department scores for turnover/retention/employee satisfaction on unit based scorecard.
- Maintain process of scanning and copying employee documents to your online employee file system.
- Confirm your organization oversees partnerships with benefit providers to ensure a competitive benefit package along with compliance of annual reporting, audits and employee notifications.
- Confirm your organization creates, execute and delivers legacy reporting and related research, and ensures that Knowledge Base for Employee Call Center is advised of appropriate updates and/or changes.
- Secure that your design coaches leaders on self development, Employee Development, Team Building, Process Improvement, and Conflict Management.
- Warrant that your venture develops and implements programs on employee relations, Performance Management and improvement, disciplinary processes and Employee Engagement.
- Ensure you formulate; field, investigate, and fairly resolve employee complaints and grievances, in an effort to Resolve Conflict in the workplace.
- Provide mentoring and Employee Development guidance to staff, with constructive feedback on projects, goals and accomplishments.
- Assure your business creates sensitive and/or complex disciplinary letters for organization employees based on information received form upper management to document the disciplinary process and inform the employee of the outcome of the Disciplinary Action.
- Assure your planning assures Employee Self Service transactions completed by Customer Service specialists are processed efficiently and effectively utilizing appropriate technologies.
- Support qms organization, Program Leadership and customers through Effective Communication and coordination of quality status and issues.
Save time, empower your teams and effectively upgrade your processes with access to this practical Employee Assistance Program Toolkit and guide. Address common challenges with best-practice templates, step-by-step Work Plans and maturity diagnostics for any Employee Assistance Program related project.
Download the Toolkit and in Three Steps you will be guided from idea to implementation results.
The Toolkit contains the following practical and powerful enablers with new and updated Employee Assistance Program specific requirements:
STEP 1: Get your bearings
Start with...
- The latest quick edition of the Employee Assistance Program Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.
Organized in a Data Driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…
- Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation
Then find your goals...
STEP 2: Set concrete goals, tasks, dates and numbers you can track
Featuring 999 new and updated case-based questions, organized into seven core areas of Process Design, this Self-Assessment will help you identify areas in which Employee Assistance Program improvements can be made.
Examples; 10 of the 999 standard requirements:
- How is Change Control managed?
- Is the required Employee Assistance Program data gathered?
- What Employee Assistance Program coordination do you need?
- What does your Operating model cost?
- How difficult is it to qualify what Employee Assistance Program ROI is?
- What are the Employee Assistance Program tasks and definitions?
- What are the Employee Assistance Program resources needed?
- What qualifications are necessary?
- What are the current costs of the Employee Assistance Program process?
- What Employee Assistance Program modifications can you make work for you?
Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:
- The workbook is the latest in-depth complete edition of the Employee Assistance Program book in PDF containing 994 requirements, which criteria correspond to the criteria in...
Your Employee Assistance Program self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:
- The Self-Assessment Excel Dashboard; with the Employee Assistance Program Self-Assessment and Scorecard you will develop a clear picture of which Employee Assistance Program areas need attention, which requirements you should focus on and who will be responsible for them:
- Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
- Gives you a professional Dashboard to guide and perform a thorough Employee Assistance Program Self-Assessment
- Is secure: Ensures offline Data Protection of your Self-Assessment results
- Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:
STEP 3: Implement, Track, follow up and revise strategy
The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Employee Assistance Program projects with the 62 implementation resources:
- 62 step-by-step Employee Assistance Program Project Management Form Templates covering over 1500 Employee Assistance Program project requirements and success criteria:
Examples; 10 of the check box criteria:
- Cost Management Plan: Eac -estimate at completion, what is the total job expected to cost?
- Activity Cost Estimates: In which phase of the Acquisition Process cycle does source qualifications reside?
- Project Scope Statement: Will all Employee Assistance Program project issues be unconditionally tracked through the Issue Resolution process?
- Closing Process Group: Did the Employee Assistance Program Project Team have enough people to execute the Employee Assistance Program project plan?
- Source Selection Criteria: What are the guidelines regarding award without considerations?
- Scope Management Plan: Are Corrective Actions taken when actual results are substantially different from detailed Employee Assistance Program project plan (variances)?
- Initiating Process Group: During which stage of Risk planning are risks prioritized based on probability and impact?
- Cost Management Plan: Is your organization certified as a supplier, wholesaler, regular dealer, or manufacturer of corresponding products/supplies?
- Procurement Audit: Was a formal review of tenders received undertaken?
- Activity Cost Estimates: What procedures are put in place regarding bidding and cost comparisons, if any?
Step-by-step and complete Employee Assistance Program Project Management Forms and Templates including check box criteria and templates.
1.0 Initiating Process Group:
- 1.1 Employee Assistance Program project Charter
- 1.2 Stakeholder Register
- 1.3 Stakeholder Analysis Matrix
2.0 Planning Process Group:
- 2.1 Employee Assistance Program Project Management Plan
- 2.2 Scope Management Plan
- 2.3 Requirements Management Plan
- 2.4 Requirements Documentation
- 2.5 Requirements Traceability Matrix
- 2.6 Employee Assistance Program project Scope Statement
- 2.7 Assumption and Constraint Log
- 2.8 Work Breakdown Structure
- 2.9 WBS Dictionary
- 2.10 Schedule Management Plan
- 2.11 Activity List
- 2.12 Activity Attributes
- 2.13 Milestone List
- 2.14 Network Diagram
- 2.15 Activity Resource Requirements
- 2.16 Resource Breakdown Structure
- 2.17 Activity Duration Estimates
- 2.18 Duration Estimating Worksheet
- 2.19 Employee Assistance Program project Schedule
- 2.20 Cost Management Plan
- 2.21 Activity Cost Estimates
- 2.22 Cost Estimating Worksheet
- 2.23 Cost Baseline
- 2.24 Quality Management Plan
- 2.25 Quality Metrics
- 2.26 Process Improvement Plan
- 2.27 Responsibility Assignment Matrix
- 2.28 Roles and Responsibilities
- 2.29 Human Resource Management Plan
- 2.30 Communications Management Plan
- 2.31 Risk Management Plan
- 2.32 Risk Register
- 2.33 Probability and Impact Assessment
- 2.34 Probability and Impact Matrix
- 2.35 Risk Data Sheet
- 2.36 Procurement Management Plan
- 2.37 Source Selection Criteria
- 2.38 Stakeholder Management Plan
- 2.39 Change Management Plan
3.0 Executing Process Group:
- 3.1 Team Member Status Report
- 3.2 Change Request
- 3.3 Change Log
- 3.4 Decision Log
- 3.5 Quality Audit
- 3.6 Team Directory
- 3.7 Team Operating Agreement
- 3.8 Team Performance Assessment
- 3.9 Team Member Performance Assessment
- 3.10 Issue Log
4.0 Monitoring and Controlling Process Group:
- 4.1 Employee Assistance Program project Performance Report
- 4.2 Variance Analysis
- 4.3 Earned Value Status
- 4.4 Risk Audit
- 4.5 Contractor Status Report
- 4.6 Formal Acceptance
5.0 Closing Process Group:
- 5.1 Procurement Audit
- 5.2 Contract Close-Out
- 5.3 Employee Assistance Program project or Phase Close-Out
- 5.4 Lessons Learned
Results
With this Three Step process you will have all the tools you need for any Employee Assistance Program project with this in-depth Employee Assistance Program Toolkit.
In using the Toolkit you will be better able to:
- Diagnose Employee Assistance Program projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
- Implement evidence-based Best Practice strategies aligned with overall goals
- Integrate recent advances in Employee Assistance Program and put Process Design strategies into practice according to Best Practice guidelines
Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.
Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'
This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Employee Assistance Program investments work better.
This Employee Assistance Program All-Inclusive Toolkit enables You to be that person.
Includes lifetime updates
Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.
