Cubism as a Modern Movement Free Essays

Midterm Essay Exam Analytical Synthetic Cubism and Modern Art Analytical Cubism, concocted by Pablo Picasso and Georges Baroque, is the aesthetic style of making shapes and subtleties that speak to an item or individual. Braque’s Violin and Palette (Figure 1 underneath) is an extraordinary case of Analytical Cubism. Extravagant took an item, the violin, and separated it into a progression of shapes that only speak to what a violin is from different perspectives. We will compose a custom paper test on Cubism as a Modern Movement or on the other hand any comparative point just for you Request Now â€Å"l no longer put stock in anything. Items don’t exist for me with the exception of to the extent that a compatibility exists between them r among them and myself. At the point when one achieves this amicability, one arrives at a kind of scholarly non-presence what I can just depict as a condition of harmony which makes everything conceivable and right. Life at that point turns into a never-ending disclosure. That is genuine poetry,† Georges Baroque. Figure 1, Georges Braque’s Violin and Palette Synthetic Cubism, likewise created by Pablo Picasso and Georges Baroque, gradually got created through expository cubism. They created it by rehashing expository plans in their work in this manner summing up the items significantly all the more creation them all the more metrically straightforward and level. Arrangement was a tremendous piece of the manufactured style, supplanting painted articles with the genuine item sticks onto the canvas. Picasso Still Life with Chair Caning (Figure 2 beneath) is an astounding case of engineered cubism. Engineered cubism’s utilization of workmanship made by specialists joined with craftsmanship made by producer and is frequently supposed to be the principal Pop Art. â€Å"In Cubism, at long last what was significant is the thing that one needed to do, the aim one had. Furthermore, that one can't paint,† Pablo Picasso. Figure 2, Picasso Still Life with Chair Caning Their are many unmistakable contrasts among Analytical and Synthetic Cubism. The first and most pertinent being the utilization of collection in manufactured yet not in diagnostic cubism. For instance rather than Picasso painting the seat caning into the work of art of his Still Life with Chair Caning, he just connected it onto the image as though it had a place onto the canvas. Contrast that with how Baroque made the violin in Violin and Palette, everything is painted onto the image and is to some degree unmistakable as the article from which it speaks to. Logical Cubism despite everything had a component of three dimensionality while Synthetic Cubism lost all feeling of three dimensional space and was Just two dimensional and level. Explanatory Cubism likewise included utilizing quieted hues so the emphasis was on structure and the difference in context while Synthetic Cubism utilized splendid hues just as illustrations, words, and other media. Manufactured Cubism likewise had substantially more unmistakable geometrical examples and surfaces. Investigative Cubism made ready present day craftsmanship breaks conventional meaner of how things are spoken to. It forsakes viewpoint and gets rid of reasonable suffering of figures and questions and replaces that by making illustrative shapes in the arrangement. Foundation is mixed into closer view. Engineered Cubism made ready for Pop Art utilizing other media based issue and incorporating it into the organization. â€Å"Cubism made ready for geometric theoretical workmanship by putting a completely new accentuation on the solidarity between the portrayed scene in an image, and the outside of the canvas. Its advancements would be taken up by any semblance of Piety Mandarin, who kept on investigating its utilization of the network, its theoretical arrangement of signs, and its shallow pace,† (Wolf). Cubism was the initial step of present day craftsmanship towards deliberation. Cubism concentrated on building up a method of review that mirrored the advanced age. Mechanical advances lead to the ascent of this new style, with the innovation of vehicles, planes, cameras, telephones, sound account and cinematography, craftsmen required another method of passing on these items and advances. Cubism straightforwardly impacted Futurism, Vortices, Supremacist, Constructivism, and Expressionism. Present day art’s timeframe incorporates around from the sass’s to the sass’s, cubism happens in the early sass’s so it falls into his time period. Current craftsmanship is workmanship that generally separates the conventional style of craftsmanship and trying different things with better approaches for seeing their general surroundings. Current workmanship moves from the story and turns out to be increasingly dynamic. This unmistakably fits into the cubist development the Picasso and Baroque made. The idea of Modern Art depends on the cutting edge thought, character, and practice of Modernism. It created from the ascent of enterprises, fast development of city life, and first universal war. Innovation mirrors the ascent of the progressions in customary reasoning that were viewed as obsolete, these incorporate craftsmanship, design, writing, religion, social structure, and day by day life. This adjustment in deduction brought about the continuous change to present day craftsmanship and innovation. The two types of cubism, scientific and engineered, follow this training. Seeing regular day to day existence and life’s items and figures in another manner is the thing that cubism is. Braque’s violin in Violin and Palette Picasso Still Life with Chair Caning show this style of point of view. Braque’s violin shows each view point and edge of a violin all simultaneously, testing the possibility of customary reasoning. The entirety of the previously mentioned subjects think about how both explanatory and engineered cubism are a piece of the cutting edge development and how the two are unique in relation to one another. The two of them challenge conventional reasoning and craftsmanship by changing the manner in which the world is seen and what workmanship can be. The contrasts between the two incorporate execution, the utilization or neglect of collection, and the shading plans engaged with both. Explanatory cubism doesn’t use montage procedures, has a quieted shading palette, and is progressively three dimensional. Engineered cubism utilizes arrangement strategies, has increasingly a progressively dynamic lour palette, and is two dimensional. Both are a piece of innovation and both intensely affected a considerable lot of the craftsmanship developments that showed up later in the advanced workmanship time. â€Å"Cubism came about in light of the fact that, during the time spent investigating structure, something that lay in the structure, a plane, could be lifted out to drift on its own†¦ † Joseph Plackets). Realistic Champs De Mars: La Tour Rouge. Robert Delaney Bibliography Baroque, Georges. Cubism Art Quotes. Picasso, Pablo. Cubism Art Quotes. Plackets, Joseph. Cubism Art Quotes. Wolf, Justine. 2012. The Art Story Foundation. Step by step instructions to refer to Cubism as a Modern Movement, Papers

Philosophies of Education Essay Example for Free

Ways of thinking of Education Essay There are various speculations that administer the technique of learning among understudies today. Likely, as a result of the cutting edge culture learning, the said hypotheses are presently changed towards the chance of supporting the advanced needs and requests of the understudies today. Such speculations incorporate the ways of thinking of vision, authenticity, neo-thomism, experimentalism and existentialism. Every way of thinking tends to various parts of an individual’s learning and furthermore presents various methods of moving toward the subject of training. Idealism The theory of vision focuses on the conviction that thoughts are the sole truth and the main genuine articles that merit knowing. Everything that is in this world are minor shadows and contorted pictures of an increasingly veritable, an all the more genuine world. There is a universe of thoughts on which this world is based and it is just that world which merits knowing. Advocates of this way of thinking center around the brain and scholarly systems of understudies. The universe of thoughts, in the instructive setting, turns into the universe of the brain. This implies an accentuation on fields managing images and thoughts, for example, history, writing, workmanship, and such. Authenticity The way of thinking of authenticity embraces the conviction not in a universe of thoughts yet rather in a universe of things and creatures. Truth, for the pragmatist, is found in discernible realities. This implies the pragmatist puts stock on the planet from our perspective. The quality of the laws of nature are accentuated. The pragmatist understudy depends on their faculties. Learning is therefore outfitted towards fields like math, science, material science, science, and such. Neo-Thomism Neo-thomism accepts that the truth is the well known fact of God. The truth is something that is unceasing and constant to the neo-thomist. Reality, or well known fact, is just uncovered through sacred content, for example, the Scriptures or through disclosures of a celestial sort. In spite of the fact that it is just through these two systems that reality can be scholarly, neo-thomists declare that reality is constantly bolstered by human explanation. Experimentalism has confidence in a constantly evolving world. Reality, for experimentalists, is the thing that an individual encounters at each exact second. Experimentalists find reality through testing and collective choices. An experimentalist understudy would consequently be seen as a person who can encounter various things and coming into contact with others who either include, sit idle, or take away from the said encounters. Accentuation is put on fields, for example, human science, political theory, brain research, and other such socially determined fields just as fields that manage critical thinking. Existentialism Lastly, existentialism is talked about. This way of thinking, starting from any semblance of Sartre and Kierkegaard, has confidence in one’s own translation of everything that is around the person in question. An individual can set for oneself a standard for the real world and truth. Likewise, in light of the fact that the individual has this opportunity, the person in question additionally has the duty over their choices and activities. The truth is, for the genuine existentialist, abstract. There is nobody truth since everybody has their own adaptation of certainties and real factors. Existentiallist understudies are allowed to realize what they need. Conversation isn't organized in an existentialist school. Instructive Implications of different Philosophies of Education It is irrefutable that a large number of the methods of reasoning of training have had changing effects and suggestions on instruction all in all. A portion of the numerous speculations that have done so incorporate existentialism, behaviorism, perennialism, essentialism, and reproduction. Existentialsim Existentialism puts stock in a relative existence where each individual is allowed to make their own principles of truth and reality. Due to the engendering of this conviction, instruction has extended. Educational programs are not, at this point dependent on the logical strategy, in images, or in the expressions of a couple of critical people ever. Or maybe, learning has likewise become about exchange between the understudy and the instructor. It is not, at this point uncommon to discover instructors accepting that they also have taken in something from their understudies. This improvement is established in the standards of existentialism. Educators can see that understudies are not just void vessels holding on to be loaded up with information. Or maybe, they are additionally fit for setting their own variants of the real world and of making their own certainties. This is the reason there are presently numerous study halls empowering talk and free articulation. Behaviorism The way of thinking of behaviorism underscores an individual’s nature to be adapted, at an early age, to act specifically ways. Understudies are seen through the components of upgrade reaction. Behaviorism is behind the instructive system’s drive of educating through demonstrating and of instructing through an exacting execution of timetables. Rules and guidelines in training just as disciplines that originate from not tailing them depend on improvement reaction systems. The most famous effect behaviorism has had on training is the utilization of evaluations as a type of remuneration for the individuals who accomplish well in school. Perennialism, as an instructive way of thinking, upholds an exacting and rigid type of training. It is the way of thinking of perennialism that embraced the significance of levelheaded reasoning and thinking. The structure of training, today, depends on the unbending nature and conservatism of perennialism. Training of the learner’s conduct so as to accomplish reason is a typical practice in today’s instruction and depends on perennialist structure. Instructing through organized exercises, controlled instructor drove conversations and class drills are additionally a couple of instances of the substantial effects perennialism has had on training. Essentialism Essentialists accept that there are sure explicit aptitudes that an individual must pick up so as to have a discerning life. The effect of essentialism is clear in today’s instructive educational programs. There are set subjects for understudies to learn and fundamental themes that are accepted to be basic in sound living. The nuts and bolts of perusing, composing and math, for instance, are never kept separate from learning. The accentuation training has had on such major ideas are each of the a consequence of the lessons of the essentialists. Remaking Finally, training has likewise been affected by the way of thinking of recreation. This way of thinking rotates on the idea of consistent change. The world is continually changing and people need to continually change so as to keep up. The best effect it has had on training is the manner in which instructors have dealt with different parts of the field. Insight, for instance, is currently concentrated through a multi-dimensional eyepiece. There are presently elective learning methodology created for the reasons for students that fall outside the standard. There is more opportunity to change instructive ruses due to the ideas upheld by recreation.

What to Include in an Employee Handbook

What to Include in an Employee Handbook DISCLAIMEROften overlooked by many smaller firms, every employee handbook must include a disclaimer at the very beginning. While it may not be the very first thing most people think of when reading a staff handbook, this is a quintessential segment to ensure complications do not arise in the future.By including a disclaimer, you are protecting yourself from litigation in the case an employee decides to bring it up for reference later on if an employment problem arises. It is always placed in the introduction of the manual. You may forget to incorporate the other topics mentioned in this guide, but you should never omit the disclaimer.The disclaimer should clearly state that the employee manual is by no means a legal, binding job contract. They are two entirely different entities and should be treated as such. An employee manual does not guarantee continuous employment and it should clearly express the “at-will employment” nature.The following points are examples of disclaimers to include that protect the company.“This handbook only contains general information and guidelines. It is not a binding, legal contract and does not act as a contractual right to remain employed at the company.”“Your employment may be terminated at any time at the discretion of the company. Likewise, you are able to resign at any time.”By stating these disclaimers, you are preventing terminated employees from suing you in the future for a breach of contract. Since you have stated that the employee manual is NOT a job contract, there are no legal grounds for litigation based on the manual.COMPANY PROFILEThis is the first big section of an employee handbook. We would argue that it is in fact the longest and most detailed section of the handbook. It is composed of several sub-sections, like the company’s mission and vision, history, culture, and current state of affairs.Some of these things may be perceived as a refresher for new recruits who have already read about the compan y during their application process.However, these must be restated to instill the company’s ideals and beliefs into their minds to get them onboard and in harmony from day one.Company Mission and Vision StatementsWhy do we do what we do? What are our goals?These are some questions that every organization has to answer in order to successfully achieve what it sets out to do. Otherwise, the company will crumble from a lack of aim and purpose.Every company has a mission statement that states the firm’s goals, agendas, and philosophies. Likewise, every company also has a vision statement that says where the company intends to head in the future.By informing your employees of the organization’s mission and vision, you are showing and teaching them what they need to do to become successful in your company â€" a sense of direction and purpose.Mission StatementA brief and succinct statement that expresses what the company does and why it exists. It communicates the purpose of the firm . Why are we in this business? A good mission statement should answer three key questions:Who is your target customer? (Key Markets)What products or services do we provide to customers? (Contribution)What makes our products or services unique? (Distinction)A mission statement describes an organization’s function, markets, and competitive advantage. It plays a major role in a firm’s strategic planning. Studies have shown that when employees know precisely what their product or service is, who it is for, and what makes it special, then they are able to perform at their highest level. It should not be complex, rather very direct and accurate.Ever wondered why so many mission statements are totally non-sense. Heres why. We have provided a couple of examples of good mission statements.“To inspire and nurture the human spirit one person, one cup, and one neighborhood at a time” â€" Starbucks“To refresh the world, to inspire moments of optimism and happiness, to create value and make a difference” â€" Coca-Cola Corporation“We will market the most appealing and widely worn casual clothing in the world. We will clothe the world.” â€" Levi’s Strauss and Co.Vision StatementA statement outlining the company’s roadmap. It expresses where the firm sees itself in the future and what it hopes and intends to accomplish by then. Where do we see ourselves in the future?A good vision statement is able to tell employees what the objectives and goals of the corporation are. It must clearly and concisely declare where the company will reach after a certain number of years.By using foresight and statistical data, it is certainly possible to roughly estimate where you see yourself as a company in the future. Unlike a mission statement that talks about the operations and uniqueness of the company, a vision statement describes where the organization will be in the future.Every company has hopes and dreams. All of them start small, yet they aspire to accomplish big th ings. If you are successfully able to convey this message to your employees, then they will acquire a sense of purpose and meaning in their work.We have listed a few good examples of vision statements.“Our vision is to be the most customer-centric company on the planet; to build a place where people can come to find and discover anything they want to buy online” â€" Amazon“Empower people through great software anytime, anywhere, on any device” â€" Microsoft“We envision a world where everybody leads better lives because of us.” â€" IKEA Company HistoryWhen discussing the company’s mission and vision statements, it must always be in the context of the organization’s early beginnings. The history of the company should be described to new employees to put the mission and vision into context. It provides a reference point for everybody in the company, to remind them what the company was in the past in relation to what it is now and how that shapes what and where it wants to be in the future.Organizations, especially large corporations, once had humble beginnings. Businesses like Toyota, Apple, Walmart, and Sony are household names now and raking in billions of dollars in revenue annually, but there was a time when they were not even a blip on the radar.Your company was in such a situation, too, but you are now in a place that you can be proud of. That is a story worth telling, a story of success. New recruits, especially the younger ones, may lack a certain amount of confidence to achieve their goals. Describing how a small firm can grow and accomplish many things will spark genuine interest in all employees at the firm and show them that in fact anything is possible with hard work and perseverance.Talking about the founders and how they toiled day in and day out will give employees a sense of the company’s culture and work ethic. Mentioning all of their little accomplishments along the way to present day will put things into perspective for emplo yees.This will convince new recruits that they can also achieve their ambitious goals if they reach their milestones. There is no need to go into extensive detail, but telling a short story will inspire employees to come to work.Working CultureCorporate culture, or working culture, is the collection of shared values, attitudes, standards, and beliefs that characterize the members of a company and define its structure.Different companies in various industries across the globe operate in different ways. In some companies, the communication channels are very flat and horizontal, promoting equality amongst the ranks. In other companies, there is a clearly defined hierarchy and vertical structure, with individuals in higher-ranking positions always making the decisions.Communication is the most important part of working at a company with other professionals, so stating clearly how communication is conducted between individuals will help employees fit in and adapt. Many new recruits are u ncertain how to interact with their colleagues without overstepping any boundaries and presenting themselves as disrespectful.Clearly defining your organization’s working culture in terms of communication, teamwork, and leadership styles will aid them in learning to quickly fit in.We have compiled a couple of some well-written culture statements.“We work together within a team environment of mutual respect, honesty, and integrity.”“We approach our craft with a proactive, positive, and enthusiastic attitude and maintain an open environment where creativity and curiosity are encouraged.”Learn from Hubspot why your company culture is super important for business success.[slideshare id=17415022doc=culturecode-v7-130320111259-phpapp02w=710h=400]Current Operations and StatisticsAll employees should know what the company is currently doing and how it fairing in its respective sector. If your company happens to be a tech firm, figures such as annual revenue and number of patents i ssued play a key role in determining success. Market share of the products in various sectors should also be stated.For other industries, relevant and important figures should be stated in the handbook. Employees should be informed of such statistics so that they know the company’s current success levels.An organizational chart depicting the entire structure of the company will help employees understand how the company operates between the various departments. This will make even a very large and complex organization very easy to navigate. Your job as an employer in a supervisory role is to make the employees feel at home. Describing everything about the company will help them get acquainted with their corporate family.Typical figures to include in an employee handbook are:the number of employees working at the firmthe number of locations around the worlda detailed list of the products and services being offeredWORK SCHEDULESAn employee handbook should explicitly detail the genera l working hours for all employees at the company. You want to describe the provisions for both part-time and full-time working hours to your employees. Clearly defining them will help the employees understand and structure their workweek accordingly.The employee handbook should explicitly state that while there is a consensus for the typical working hours of employees, your job contract will specifically state your working hours for your given position. This will help clear any confusion for those employees who are not in either the part-time or full-time categories, but rather working on a contractual basis or as a consultant.If your company promotes flexible working hours to allow staff to balance their work and home life, then this should definitely be incorporated in the employee manual. It will give your employees a peace of mind that their work-life balance is being taken into consideration by their employer.Here are some statements that can be made in this regard.“A full-ti me position in this company is defined as a 40-hour workweek and a part-time position is defined as a 20-hour workweek (excluding time for meals).”“This company wants its employees to be able to deliver maximum output in any way they feel comfortable, so we provide flexible working hours and telecommuting options for those who thrive more in non-traditional working hours.”CODE OF PROFESSIONAL CONDUCTAs an employer, you must state the policies and procedures of the company for a variety of issues in order to establish professionalism and maintain your company’s sense of culture and ethics. For some industries, this may include a dress code where employees must wear a particular outfit to represent the firm.Other aspects to consider are discipline and behavior, especially pertaining to sexual harassment as well as racial and gender discrimination. To establish a safe and fair working environment for all employees, these things should be described in detail. You want to be a pr ogressive company, not a regressive one.Conflict resolution is another matter that should definitely be addressed because you never know when a bicker between employees escalates and gets out of hand.It is wise to include a paragraph of general professional conduct that is expected of employees at your company. It may go something like this:“This company expects its employees to adhere to a standard of professional conduct, integrity, and dignity. This ensures that the work environment is safe, comfortable, and productive to everybody. Employees should be respectful, courteous, and mindful of other’s feelings and needs. Cooperation between coworkers is expected. Individuals who are deemed to act in an unprofessional manner may be subject to disciplinary action.”Dress CodeThe clothes that your employees wear is a reflection of the company’s working ethic and style.For instance, consider a law firm. They represent clients in a variety of cases and must always be very professio nal in the way they speak and in the way they present themselves. Lawyers must wear formal business attire, dark-colored suits with a white shirt and a matching tie, to convey their sense of professionalism and seriousness.On the other hand, an up-and-coming tech startup will have a different approach. They prioritize open-mindedness and creativity above all else, and one of the ways the company creates that working environment is by letting employees wear casual clothing. Business casual is their go-to outfit, even for the founders who happen to be very young.Depending on your industry and company’s desired image, you will need to set specific requirements on what employees should wear to work. Mentioning what employees can and cannot wear will make it easier for them to decide what their working outfit will be. In an industrial workplace like a manufacturing plant, you must specify what safety equipment they must wear in order to prevent any harm.This is how you dress up for a j ob interview. Anti-Harassment and Anti-Discrimination PoliciesYou must explicitly state that your organization is an equal opportunity company, allowing people from all sorts of backgrounds to express themselves and work with no reservations.Being able to create a diverse and open-minded working environment will put everybody at ease and let them know that they never need to feel concerned about being who they are.A good statement to include in your manual is given below.“This company is an equal opportunity employer, prohibiting discrimination and harassment against individuals based on their race, color, religion, sexual orientation, gender, nationality, age, and disability. We want everyone to feel welcome and at home while working here. Every individual has the right to work in a professional atmosphere free from such malpractices.” To be more specific, it would be wise to incorporate definitions of harassment and discrimination, to inform employees of what is deemed as inap propriate behavior at your company.Exemplifying them will help elucidate the matter. In case any scenario does arise, it is best to give the contact information of someone they can report to.Conflict ResolutionWhen working in a large team with numerous people, you are bound to eventually butt heads with someone who has a different view than you. You may work at the same company in the same team, but you are entitled to your own opinions and approaches to business strategies.Oftentimes, what starts as bickering between employees escalates to something out of control and a conflict ensues. Your company needs to lay down the ground rules of how to approach such scenarios.Rather than continuing to quarrel and putting everyone in the team under stress and anxiety, it would be much more productive for employees to report to their immediate supervisors who can talk to them to settle things. Communication should always be polite and respectful and personal attacks are not justified in any c ompany.By resolving the conflict amongst individuals with the help of supervisors, it will be possible to reestablish a positive working environment where people are allowed to express their ideas.USE OF TECHNOLOGYWe live in an era where everybody is connected at all times and have access to information right in their pockets. While this does sound like a positive thing, studies have shown that it can be a distraction in the workplace and an impediment to productivity and efficiency.If your employees’ jobs entail a lot of work on the computer, then the company needs to take measures to inhibit internet access. The internet is necessary to get some work done, so it will not be banned but it will be limited. The company’s network needs to ban the use of social media platforms, like Facebook and Twitter, as well as video streaming sites such as YouTube.It is very normal to monitor online behavior in an office, so even the email should be checked at all times to ensure no private in formation is being sent to unwanted people. Employees found to have broken this rule and who have found alternative means to bypass these restrictions will receive punishment as per the laws of the organization.A short discussion on the pros and cons of tracking workers online behavior. ATTENDANCE POLICIESEvery employee handbook must outline the attendance regulations. Your company’s manual needs to explain what constitutes as late and absent, too. Although the work schedule and working hours have been stated in a previous section, you need to state what happens to an employee’s salary if they are frequently late or absent for some days. There needs to be a systematic approach and breakdown of the salary deduction in such scenarios.Considerations can be made if employees let their employers know in advance that they are running late or not able to report to office. A notice beforehand goes a long way to help the office deal with the operations of the day. No notice whatsoever is very detrimental and unprofessional, and will be noted in performance evaluations.In addition to late arrivals and absences, your company should also address the issue of an early leave. If it is found out that an employee has left office early without finishing their assigned work, then disciplinary action will be taken. However, there are exceptions that can be made. In case of emergencies or a health related issue, employees are allowed to leave early to tend to their situation.Here is a statement your employee handbook could include regarding attendance policies:“This company does not tolerate unauthorized late arrivals, absences, and early leaves. If you are unable to attend work due to sickness or any other personal issue, you must inform your supervisor before the start of the working day to inform them of this. In case of a late arrival, let them know at what time you will be at the office and in case of an absence, notify them on which date you will be back at the office . Employees who need to leave early due to an emergency should notify their supervisor. We are very understanding in the personal matters of our employees. All we ask for is a notification beforehand.”MEDICAL AND ANNUAL PAID LEAVESEmployers know that people cannot work continuously all year round. Workers need paid leaves to help maintain their health as well provide a means of enjoying their life while working. Your company can provide an excellent work-life balance by giving employees a certain number of days for medical leaves and paid holiday leaves.Emergencies can strike at any moment and a person’s health can be put at risk at any time. Employees deserve days off in such situations. The company will state the number of medical paid leave days they have to expend throughout the year.In addition, every employer deserves time away from the office to refresh their minds, recharge their batteries, and pursue their other personal interests. Giving them a number of paid days per year for casual leave shows them that you genuinely care about their work-life balance.In addition to paid leaves, your company should also list all of the national and public holidays you will earn. This will inform them of all the holidays they will receive and can plan their paid holidays around the public holidays to enjoy a longer time off from work. Your company should very transparent in this regard.Maternity and Paternity LeavesAnother issue that your company should address is maternity and paternity leaves. Your company should be very accommodating towards would-be mothers and fathers and offer them some time away from work if they decide to become a parent in the future.When a new employee reads that the company they work for provides facilities and breaks if they become a parent, they will feel encouraged to pursue having children in the future. They know that their personal life is also being taken care of by their organization, which makes it seem more like a close, fam ily relationship rather than a distant, corporate one.Watch the following documentation and understand why its important to provide employees with the possibility of taking maternity and paternity leaves. Offering paid leaves in such situations shows that you are still willing to take care of employees financially as they rear their child. Every family needs money to raise their child, so providing continual support even when they do not come to office for some time will go a long way in building trust and loyalty for your brand.Here are some statements that you can incorporate to address different types of leaves.“Full-time employees at this company are entitled to 4 weeks of paid vacation leave per year. Assuming a 5-day workweek, that comes to 20 working days a year as paid leave for vacations. Part-time employees are entitled to 2 weeks of paid vacation leave per year. Assuming a 5-day workweek, that comes to 10 working days a year as paid leave for vacations. We value our emp loyees and want them to have a good time. You will need to inform your supervisor ahead of time so that we can adjust the work schedule and workload accordingly.”“The company offers both maternity and paternity leave for employees. For mothers, we provide 30 weeks of paid leave. For fathers, we provide 10 weeks of paid leave. In extenuating circumstances, we provide more time for our employees so that they our employees are not forced to come to work. We want our employees to come to work when they feel ready after experiencing a joyous moment in their lives.”“The company grants all employees 10 days of paid medical leave. We understand that health is a very important issue and in case of sickness or any other problem, you will be given days off to recover. You will need to inform your supervisor either on the day of being sick or beforehand, so that we are informed that you are not coming to office. In case of extreme circumstances, where the illness lasts for several days, or even several weeks, we will take necessary measures to compensate you.”KEY PERFORMANCE INDICATORSAll companies expect their employees to successful do the job, but how do you measure success? How do you gauge work performance?Employees at organizations are periodically being assessed on the job, to determine whether or not they are doing it correctly and on time. Key performance indicators, or KPIs, are metrics used to determine the quality of work performance and every company has a set of KPIs that is applicable to every position in the organization.By being forthright with your KPIs in your company, employees will always know which factors of their performance are being considered for evaluation. A high-rated evaluation may result in a bonus or extra compensation, or better yet, a quick promotion up the corporate ladder. As a result, there are major incentives for the employees to work hard and work well. All of these things should be stated explicitly to get the best perfo rmance out of your company’s workforce.Performance reviews are typically based on merit and achievement. Here are some key performance indicators that you may want to incorporate in your staff handbook.DiligenceKnowledgeAttendance and PunctualityTeamwork and CooperationAssertivenessLeadership QualitiesCompliance with Company PoliciesAccepting ResponsibilityAchieving MilestonesPerseveranceThese metrics are quite generic and can be applied to all industries. In some industries, employees are required to achieve certain things so you may want to include some metrics that are very specific to that trade.For instance, in a sales and marketing job some metrics that are of great importance are revenue, cost, customer acquisition costs, etc. Determine what makes your company successful and evaluate employees based on those influencing factors. EMPLOYEE HEALTH AND SAFETYIn some industries, employees will be required to work in factories, manufacturing plants, or other environments where it may be deemed unsafe in some conditions.Working with large machinery and being exposed to dangerous chemicals can have a detrimental effect on health. In such scenarios, a company should provide employees health insurance lest something to them. You need to show your employees that you are concerned of their health and want them to be healthy and safe in case of emergencies.Apart from health insurance, every company must have a comprehensive procedure to ensure safety and security. In case of emergency, employees can follow a plan that is described in the employee handbook. In case of a fire, there should be a fire escape route that all employees must follow so that they leave the premises safely. Sometimes, a fire needs to be quickly extinguished by employees, so proper training of operating a fire extinguisher must be given.In case of an emergency, employees should notify their supervisors and get help immediately. Your company must have a specific individual who deals with healt h and safety issues when they occur, so include their contact information in the manual. Employees can directly contact this person to get immediate aid.Here are a couple of statements that can be made concerning workplace safety and security.“The organization takes necessary measures to ensure that all of our employees are working in a safe and secure environment. We have safety rules in place to protect everybody. It is expected that all employees review and completely comprehend every point of our workplace safety policies.”“In case of any emergency event, employees must inform their supervisor immediately. If you observe any sort of unusual or unsafe behavior in the workplace, inform someone straightaway to resolve the matter.”“If somebody is badly hurt, experiences a burn, or is subjected to any other form of harm, call the fire department or the paramedics immediately. If you hear the fire alarm or any other emergency siren, follow the fire escape route and safely le ave the building. A supervisor will tend to all employees and you will only be allowed back inside when they deem it safe to do so.”BENEFITSEmployees receive more than just a paycheck every month from your organization. Your company has provided extra benefits for its employees to keep them coming back to work. Your employee handbook will provide details of everything you offer them, such as a retirement plan, unemployment money, pension, overtime, and compensation of travel expenses.A clear definition of each of these things should be listed in the employee handbook to clarify any confusions and accurately inform everyone of what benefits they are actually receiving. Here are some example statements you can use to describe the benefits your company offers its employees.“The company has a detailed and comprehensive retirement plan installed where employees will contribute a portion of their salary and set it aside for retirement.”“Our company offers compensation to employees who get laid off for reasons out of their control. Sometimes, a company must restructure itself for future projects and lays off employees who are deemed unnecessary or do not quite fit the mold any longer. We reimburse those employees for 12 months so that they are able to get back on their feet and not become financial insecure.”“The company offers employees who have worked for us for at least 5 years a pension scheme. After retiring, they will continue to receive a small amount of money to help them continue their lives. We take care of our long-standing employees when they are here and when they have retired.”“While there is a specific work schedule and number of working hours per week in place, we also value continued contribution beyond the normal conditions. We heavily reward our employees who work extra hours and come in on weekends to get the job done ahead of time. In such scenarios, they will receive a 50% increase on their hourly salary. We want to add incentive s for employees who want to push the boundaries and go the extra mile for the goals of the firm.”EXAMPLES OF EMPLOYEE HANDBOOKSFollowing are some examples that you can use for inspiration.[slideshare id=26839246doc=22squaredhandbook-131003152139-phpapp02w=710h=400][slideshare id=51724220doc=employeehandbook2015-150817151718-lva1-app6892type=dw=710h=400][slideshare id=33764345doc=peoplehandbooklowres-140421121536-phpapp01type=dw=710h=400][slideshare id=45097342doc=fd23692c-2b0b-4502-97ae-4202bf61e6f1-150224174654-conversion-gate01type=dw=710h=400]CONCLUSION If you have a supervisory role in a firm, chances are you have handed your employees a staff handbook when they first joined. Have you ever wondered what is in it or why you even have to deliver it to employees? Employee handbook, employee manual, staff handbook â€" they go by many names, but they are all the same thing.It is the very first document a new recruit will receive from their employer on their first day of the job. It contains information of the company policies and procedures and conveys the company culture. It effectively communicates everything that is great about your company and the processes and procedures that occur in your firm.The handbook details the company history, current operations, working hours of your position, medical and annual paid leave policies, list of benefits, and a slew of other things we will address in this guide. When employees know what is happening behind the scenes, then they never feel overwhelmed by working at any organization.Poor employe e handbooks are usually written in a complex style that is too formal and deceptively difficult to understand with too much jargon. On the other hand, a well-written employee handbook has a more casual tone that is user-friendly and with no ambiguity, making it easier to understand.While this particular guide will not focus so much on the style and manner of the writing rather than the actual content of the handbook, we will address the writing style when we provide examples for each of the sections. Therefore, this guide will primarily encompass the actual content of an employee handbook and highlight how to write them.We have compiled a long list of sections a good employee handbook should mention in order to cover all bases and bring an employee up to speed on everything. This is a general structure of an employee handbook that can be used across all industries, since they must abide by certain rules and regulations and guarantee certain things. © Shutterstock.com | ooddysmile stockerAnything specific to an industry will need to be considered separately. The order in which they have been listed here should also be followed when writing your own employee manual.DISCLAIMEROften overlooked by many smaller firms, every employee handbook must include a disclaimer at the very beginning. While it may not be the very first thing most people think of when reading a staff handbook, this is a quintessential segment to ensure complications do not arise in the future.By including a disclaimer, you are protecting yourself from litigation in the case an employee decides to bring it up for reference later on if an employment problem arises. It is always placed in the introduction of the manual. You may forget to incorporate the other topics mentioned in this guide, but you should never omit the disclaimer.The disclaimer should clearly state that the employee manual is by no means a legal, binding job contract. They are two entirely differe nt entities and should be treated as such. An employee manual does not guarantee continuous employment and it should clearly express the “at-will employment” nature.The following points are examples of disclaimers to include that protect the company.“This handbook only contains general information and guidelines. It is not a binding, legal contract and does not act as a contractual right to remain employed at the company.”“Your employment may be terminated at any time at the discretion of the company. Likewise, you are able to resign at any time.”By stating these disclaimers, you are preventing terminated employees from suing you in the future for a breach of contract. Since you have stated that the employee manual is NOT a job contract, there are no legal grounds for litigation based on the manual.COMPANY PROFILEThis is the first big section of an employee handbook. We would argue that it is in fact the longest and most detailed section of the handbook. It is composed o f several sub-sections, like the company’s mission and vision, history, culture, and current state of affairs.Some of these things may be perceived as a refresher for new recruits who have already read about the company during their application process.However, these must be restated to instill the company’s ideals and beliefs into their minds to get them onboard and in harmony from day one.Company Mission and Vision StatementsWhy do we do what we do? What are our goals?These are some questions that every organization has to answer in order to successfully achieve what it sets out to do. Otherwise, the company will crumble from a lack of aim and purpose.Every company has a mission statement that states the firm’s goals, agendas, and philosophies. Likewise, every company also has a vision statement that says where the company intends to head in the future.By informing your employees of the organization’s mission and vision, you are showing and teaching them what they need to do to become successful in your company â€" a sense of direction and purpose.Mission StatementA brief and succinct statement that expresses what the company does and why it exists. It communicates the purpose of the firm. Why are we in this business? A good mission statement should answer three key questions:Who is your target customer? (Key Markets)What products or services do we provide to customers? (Contribution)What makes our products or services unique? (Distinction)A mission statement describes an organization’s function, markets, and competitive advantage. It plays a major role in a firm’s strategic planning. Studies have shown that when employees know precisely what their product or service is, who it is for, and what makes it special, then they are able to perform at their highest level. It should not be complex, rather very direct and accurate.Ever wondered why so many mission statements are totally non-sense. Heres why. We have provided a couple of examples of good m ission statements.“To inspire and nurture the human spirit one person, one cup, and one neighborhood at a time” â€" Starbucks“To refresh the world, to inspire moments of optimism and happiness, to create value and make a difference” â€" Coca-Cola Corporation“We will market the most appealing and widely worn casual clothing in the world. We will clothe the world.” â€" Levi’s Strauss and Co.Vision StatementA statement outlining the company’s roadmap. It expresses where the firm sees itself in the future and what it hopes and intends to accomplish by then. Where do we see ourselves in the future?A good vision statement is able to tell employees what the objectives and goals of the corporation are. It must clearly and concisely declare where the company will reach after a certain number of years.By using foresight and statistical data, it is certainly possible to roughly estimate where you see yourself as a company in the future. Unlike a mission statement that talks abo ut the operations and uniqueness of the company, a vision statement describes where the organization will be in the future.Every company has hopes and dreams. All of them start small, yet they aspire to accomplish big things. If you are successfully able to convey this message to your employees, then they will acquire a sense of purpose and meaning in their work.We have listed a few good examples of vision statements.“Our vision is to be the most customer-centric company on the planet; to build a place where people can come to find and discover anything they want to buy online” â€" Amazon“Empower people through great software anytime, anywhere, on any device” â€" Microsoft“We envision a world where everybody leads better lives because of us.” â€" IKEA Company HistoryWhen discussing the company’s mission and vision statements, it must always be in the context of the organization’s early beginnings. The history of the company should be described to new employees to put the mission and vision into context. It provides a reference point for everybody in the company, to remind them what the company was in the past in relation to what it is now and how that shapes what and where it wants to be in the future.Organizations, especially large corporations, once had humble beginnings. Businesses like Toyota, Apple, Walmart, and Sony are household names now and raking in billions of dollars in revenue annually, but there was a time when they were not even a blip on the radar.Your company was in such a situation, too, but you are now in a place that you can be proud of. That is a story worth telling, a story of success. New recruits, especially the younger ones, may lack a certain amount of confidence to achieve their goals. Describing how a small firm can grow and accomplish many things will spark genuine interest in all employees at the firm and show them that in fact anything is possible with hard work and perseverance.Talking about the founders and how they toiled day in and day out will give employees a sense of the company’s culture and work ethic. Mentioning all of their little accomplishments along the way to present day will put things into perspective for employees.This will convince new recruits that they can also achieve their ambitious goals if they reach their milestones. There is no need to go into extensive detail, but telling a short story will inspire employees to come to work.Working CultureCorporate culture, or working culture, is the collection of shared values, attitudes, standards, and beliefs that characterize the members of a company and define its structure.Different companies in various industries across the globe operate in different ways. In some companies, the communication channels are very flat and horizontal, promoting equality amongst the ranks. In other companies, there is a clearly defined hierarchy and vertical structure, with individuals in higher-ranking positions always making the decisions.Co mmunication is the most important part of working at a company with other professionals, so stating clearly how communication is conducted between individuals will help employees fit in and adapt. Many new recruits are uncertain how to interact with their colleagues without overstepping any boundaries and presenting themselves as disrespectful.Clearly defining your organization’s working culture in terms of communication, teamwork, and leadership styles will aid them in learning to quickly fit in.We have compiled a couple of some well-written culture statements.“We work together within a team environment of mutual respect, honesty, and integrity.”“We approach our craft with a proactive, positive, and enthusiastic attitude and maintain an open environment where creativity and curiosity are encouraged.”Learn from Hubspot why your company culture is super important for business success.[slideshare id=17415022doc=culturecode-v7-130320111259-phpapp02w=710h=400]Current Operation s and StatisticsAll employees should know what the company is currently doing and how it fairing in its respective sector. If your company happens to be a tech firm, figures such as annual revenue and number of patents issued play a key role in determining success. Market share of the products in various sectors should also be stated.For other industries, relevant and important figures should be stated in the handbook. Employees should be informed of such statistics so that they know the company’s current success levels.An organizational chart depicting the entire structure of the company will help employees understand how the company operates between the various departments. This will make even a very large and complex organization very easy to navigate. Your job as an employer in a supervisory role is to make the employees feel at home. Describing everything about the company will help them get acquainted with their corporate family.Typical figures to include in an employee hand book are:the number of employees working at the firmthe number of locations around the worlda detailed list of the products and services being offeredWORK SCHEDULESAn employee handbook should explicitly detail the general working hours for all employees at the company. You want to describe the provisions for both part-time and full-time working hours to your employees. Clearly defining them will help the employees understand and structure their workweek accordingly.The employee handbook should explicitly state that while there is a consensus for the typical working hours of employees, your job contract will specifically state your working hours for your given position. This will help clear any confusion for those employees who are not in either the part-time or full-time categories, but rather working on a contractual basis or as a consultant.If your company promotes flexible working hours to allow staff to balance their work and home life, then this should definitely be incorporate d in the employee manual. It will give your employees a peace of mind that their work-life balance is being taken into consideration by their employer.Here are some statements that can be made in this regard.“A full-time position in this company is defined as a 40-hour workweek and a part-time position is defined as a 20-hour workweek (excluding time for meals).”“This company wants its employees to be able to deliver maximum output in any way they feel comfortable, so we provide flexible working hours and telecommuting options for those who thrive more in non-traditional working hours.”CODE OF PROFESSIONAL CONDUCTAs an employer, you must state the policies and procedures of the company for a variety of issues in order to establish professionalism and maintain your company’s sense of culture and ethics. For some industries, this may include a dress code where employees must wear a particular outfit to represent the firm.Other aspects to consider are discipline and behavior, especially pertaining to sexual harassment as well as racial and gender discrimination. To establish a safe and fair working environment for all employees, these things should be described in detail. You want to be a progressive company, not a regressive one.Conflict resolution is another matter that should definitely be addressed because you never know when a bicker between employees escalates and gets out of hand.It is wise to include a paragraph of general professional conduct that is expected of employees at your company. It may go something like this:“This company expects its employees to adhere to a standard of professional conduct, integrity, and dignity. This ensures that the work environment is safe, comfortable, and productive to everybody. Employees should be respectful, courteous, and mindful of other’s feelings and needs. Cooperation between coworkers is expected. Individuals who are deemed to act in an unprofessional manner may be subject to disciplinary action.†Dress CodeThe clothes that your employees wear is a reflection of the company’s working ethic and style.For instance, consider a law firm. They represent clients in a variety of cases and must always be very professional in the way they speak and in the way they present themselves. Lawyers must wear formal business attire, dark-colored suits with a white shirt and a matching tie, to convey their sense of professionalism and seriousness.On the other hand, an up-and-coming tech startup will have a different approach. They prioritize open-mindedness and creativity above all else, and one of the ways the company creates that working environment is by letting employees wear casual clothing. Business casual is their go-to outfit, even for the founders who happen to be very young.Depending on your industry and company’s desired image, you will need to set specific requirements on what employees should wear to work. Mentioning what employees can and cannot wear will make it easier for them to decide what their working outfit will be. In an industrial workplace like a manufacturing plant, you must specify what safety equipment they must wear in order to prevent any harm.This is how you dress up for a job interview. Anti-Harassment and Anti-Discrimination PoliciesYou must explicitly state that your organization is an equal opportunity company, allowing people from all sorts of backgrounds to express themselves and work with no reservations.Being able to create a diverse and open-minded working environment will put everybody at ease and let them know that they never need to feel concerned about being who they are.A good statement to include in your manual is given below.“This company is an equal opportunity employer, prohibiting discrimination and harassment against individuals based on their race, color, religion, sexual orientation, gender, nationality, age, and disability. We want everyone to feel welcome and at home while working here. Every individual has the right to work in a professional atmosphere free from such malpractices.” To be more specific, it would be wise to incorporate definitions of harassment and discrimination, to inform employees of what is deemed as inappropriate behavior at your company.Exemplifying them will help elucidate the matter. In case any scenario does arise, it is best to give the contact information of someone they can report to.Conflict ResolutionWhen working in a large team with numerous people, you are bound to eventually butt heads with someone who has a different view than you. You may work at the same company in the same team, but you are entitled to your own opinions and approaches to business strategies.Oftentimes, what starts as bickering between employees escalates to something out of control and a conflict ensues. Your company needs to lay down the ground rules of how to approach such scenarios.Rather than continuing to quarrel and putting everyone in the team under stress and anxiety, it woul d be much more productive for employees to report to their immediate supervisors who can talk to them to settle things. Communication should always be polite and respectful and personal attacks are not justified in any company.By resolving the conflict amongst individuals with the help of supervisors, it will be possible to reestablish a positive working environment where people are allowed to express their ideas.USE OF TECHNOLOGYWe live in an era where everybody is connected at all times and have access to information right in their pockets. While this does sound like a positive thing, studies have shown that it can be a distraction in the workplace and an impediment to productivity and efficiency.If your employees’ jobs entail a lot of work on the computer, then the company needs to take measures to inhibit internet access. The internet is necessary to get some work done, so it will not be banned but it will be limited. The company’s network needs to ban the use of social medi a platforms, like Facebook and Twitter, as well as video streaming sites such as YouTube.It is very normal to monitor online behavior in an office, so even the email should be checked at all times to ensure no private information is being sent to unwanted people. Employees found to have broken this rule and who have found alternative means to bypass these restrictions will receive punishment as per the laws of the organization.A short discussion on the pros and cons of tracking workers online behavior. ATTENDANCE POLICIESEvery employee handbook must outline the attendance regulations. Your company’s manual needs to explain what constitutes as late and absent, too. Although the work schedule and working hours have been stated in a previous section, you need to state what happens to an employee’s salary if they are frequently late or absent for some days. There needs to be a systematic approach and breakdown of the salary deduction in such scenarios.Considerations can be made if e mployees let their employers know in advance that they are running late or not able to report to office. A notice beforehand goes a long way to help the office deal with the operations of the day. No notice whatsoever is very detrimental and unprofessional, and will be noted in performance evaluations.In addition to late arrivals and absences, your company should also address the issue of an early leave. If it is found out that an employee has left office early without finishing their assigned work, then disciplinary action will be taken. However, there are exceptions that can be made. In case of emergencies or a health related issue, employees are allowed to leave early to tend to their situation.Here is a statement your employee handbook could include regarding attendance policies:“This company does not tolerate unauthorized late arrivals, absences, and early leaves. If you are unable to attend work due to sickness or any other personal issue, you must inform your supervisor bef ore the start of the working day to inform them of this. In case of a late arrival, let them know at what time you will be at the office and in case of an absence, notify them on which date you will be back at the office. Employees who need to leave early due to an emergency should notify their supervisor. We are very understanding in the personal matters of our employees. All we ask for is a notification beforehand.”MEDICAL AND ANNUAL PAID LEAVESEmployers know that people cannot work continuously all year round. Workers need paid leaves to help maintain their health as well provide a means of enjoying their life while working. Your company can provide an excellent work-life balance by giving employees a certain number of days for medical leaves and paid holiday leaves.Emergencies can strike at any moment and a person’s health can be put at risk at any time. Employees deserve days off in such situations. The company will state the number of medical paid leave days they have to e xpend throughout the year.In addition, every employer deserves time away from the office to refresh their minds, recharge their batteries, and pursue their other personal interests. Giving them a number of paid days per year for casual leave shows them that you genuinely care about their work-life balance.In addition to paid leaves, your company should also list all of the national and public holidays you will earn. This will inform them of all the holidays they will receive and can plan their paid holidays around the public holidays to enjoy a longer time off from work. Your company should very transparent in this regard.Maternity and Paternity LeavesAnother issue that your company should address is maternity and paternity leaves. Your company should be very accommodating towards would-be mothers and fathers and offer them some time away from work if they decide to become a parent in the future.When a new employee reads that the company they work for provides facilities and breaks if they become a parent, they will feel encouraged to pursue having children in the future. They know that their personal life is also being taken care of by their organization, which makes it seem more like a close, family relationship rather than a distant, corporate one.Watch the following documentation and understand why its important to provide employees with the possibility of taking maternity and paternity leaves. Offering paid leaves in such situations shows that you are still willing to take care of employees financially as they rear their child. Every family needs money to raise their child, so providing continual support even when they do not come to office for some time will go a long way in building trust and loyalty for your brand.Here are some statements that you can incorporate to address different types of leaves.“Full-time employees at this company are entitled to 4 weeks of paid vacation leave per year. Assuming a 5-day workweek, that comes to 20 working days a year as paid leave for vacations. Part-time employees are entitled to 2 weeks of paid vacation leave per year. Assuming a 5-day workweek, that comes to 10 working days a year as paid leave for vacations. We value our employees and want them to have a good time. You will need to inform your supervisor ahead of time so that we can adjust the work schedule and workload accordingly.”“The company offers both maternity and paternity leave for employees. For mothers, we provide 30 weeks of paid leave. For fathers, we provide 10 weeks of paid leave. In extenuating circumstances, we provide more time for our employees so that they our employees are not forced to come to work. We want our employees to come to work when they feel ready after experiencing a joyous moment in their lives.”“The company grants all employees 10 days of paid medical leave. We understand that health is a very important issue and in case of sickness or any other problem, you will be given days off to recover. Y ou will need to inform your supervisor either on the day of being sick or beforehand, so that we are informed that you are not coming to office. In case of extreme circumstances, where the illness lasts for several days, or even several weeks, we will take necessary measures to compensate you.”KEY PERFORMANCE INDICATORSAll companies expect their employees to successful do the job, but how do you measure success? How do you gauge work performance?Employees at organizations are periodically being assessed on the job, to determine whether or not they are doing it correctly and on time. Key performance indicators, or KPIs, are metrics used to determine the quality of work performance and every company has a set of KPIs that is applicable to every position in the organization.By being forthright with your KPIs in your company, employees will always know which factors of their performance are being considered for evaluation. A high-rated evaluation may result in a bonus or extra compens ation, or better yet, a quick promotion up the corporate ladder. As a result, there are major incentives for the employees to work hard and work well. All of these things should be stated explicitly to get the best performance out of your company’s workforce.Performance reviews are typically based on merit and achievement. Here are some key performance indicators that you may want to incorporate in your staff handbook.DiligenceKnowledgeAttendance and PunctualityTeamwork and CooperationAssertivenessLeadership QualitiesCompliance with Company PoliciesAccepting ResponsibilityAchieving MilestonesPerseveranceThese metrics are quite generic and can be applied to all industries. In some industries, employees are required to achieve certain things so you may want to include some metrics that are very specific to that trade.For instance, in a sales and marketing job some metrics that are of great importance are revenue, cost, customer acquisition costs, etc. Determine what makes your compa ny successful and evaluate employees based on those influencing factors. EMPLOYEE HEALTH AND SAFETYIn some industries, employees will be required to work in factories, manufacturing plants, or other environments where it may be deemed unsafe in some conditions.Working with large machinery and being exposed to dangerous chemicals can have a detrimental effect on health. In such scenarios, a company should provide employees health insurance lest something to them. You need to show your employees that you are concerned of their health and want them to be healthy and safe in case of emergencies.Apart from health insurance, every company must have a comprehensive procedure to ensure safety and security. In case of emergency, employees can follow a plan that is described in the employee handbook. In case of a fire, there should be a fire escape route that all employees must follow so that they leave the premises safely. Sometimes, a fire needs to be quickly extinguished by employees, so p roper training of operating a fire extinguisher must be given.In case of an emergency, employees should notify their supervisors and get help immediately. Your company must have a specific individual who deals with health and safety issues when they occur, so include their contact information in the manual. Employees can directly contact this person to get immediate aid.Here are a couple of statements that can be made concerning workplace safety and security.“The organization takes necessary measures to ensure that all of our employees are working in a safe and secure environment. We have safety rules in place to protect everybody. It is expected that all employees review and completely comprehend every point of our workplace safety policies.”“In case of any emergency event, employees must inform their supervisor immediately. If you observe any sort of unusual or unsafe behavior in the workplace, inform someone straightaway to resolve the matter.”“If somebody is badly hurt , experiences a burn, or is subjected to any other form of harm, call the fire department or the paramedics immediately. If you hear the fire alarm or any other emergency siren, follow the fire escape route and safely leave the building. A supervisor will tend to all employees and you will only be allowed back inside when they deem it safe to do so.”BENEFITSEmployees receive more than just a paycheck every month from your organization. Your company has provided extra benefits for its employees to keep them coming back to work. Your employee handbook will provide details of everything you offer them, such as a retirement plan, unemployment money, pension, overtime, and compensation of travel expenses.A clear definition of each of these things should be listed in the employee handbook to clarify any confusions and accurately inform everyone of what benefits they are actually receiving. Here are some example statements you can use to describe the benefits your company offers its empl oyees.“The company has a detailed and comprehensive retirement plan installed where employees will contribute a portion of their salary and set it aside for retirement.”“Our company offers compensation to employees who get laid off for reasons out of their control. Sometimes, a company must restructure itself for future projects and lays off employees who are deemed unnecessary or do not quite fit the mold any longer. We reimburse those employees for 12 months so that they are able to get back on their feet and not become financial insecure.”“The company offers employees who have worked for us for at least 5 years a pension scheme. After retiring, they will continue to receive a small amount of money to help them continue their lives. We take care of our long-standing employees when they are here and when they have retired.”“While there is a specific work schedule and number of working hours per week in place, we also value continued contribution beyond the normal cond itions. We heavily reward our employees who work extra hours and come in on weekends to get the job done ahead of time. In such scenarios, they will receive a 50% increase on their hourly salary. We want to add incentives for employees who want to push the boundaries and go the extra mile for the goals of the firm.”EXAMPLES OF EMPLOYEE HANDBOOKSFollowing are some examples that you can use for inspiration.[slideshare id=26839246doc=22squaredhandbook-131003152139-phpapp02w=710h=400][slideshare id=51724220doc=employeehandbook2015-150817151718-lva1-app6892type=dw=710h=400][slideshare id=33764345doc=peoplehandbooklowres-140421121536-phpapp01type=dw=710h=400][slideshare id=45097342doc=fd23692c-2b0b-4502-97ae-4202bf61e6f1-150224174654-conversion-gate01type=dw=710h=400]CONCLUSIONWe have covered the most important segments of an employee handbook that will effectively address the most pressing matters for employees to know. We have stated that a disclaimer is a very important part at the i ntroduction of such a manual, to state the fact that an employee handbook should not be mistaken for a job contract. The two are not alike and serve different purposes. Incorporating all of the above mentioned points will result in a handbook that is complete.We also recommend including two copies of a written acknowledgement or confirmation form that must be signed by both the employer and the employee, confirming that they have delivered and received the handbook, respectively. One copy of this acknowledgement will be kept by the employer in their personnel records while the employee will hold the other copy.It must be emphasized once again that unlike a job contract, which is permanent for as long as an employee works at a company, an employee manual is considered a temporary document. The employer can and in fact will need to make changes as the business grows and expands its operations. This is a very normal thing to do.We suggest reevaluating and updating the employee handbook once a year to keep it up-to-date. Asking your older employers what works and what does not is a good way to retain relevant information while omitting unnecessary information in the manual.Our guide on writing a good employee manual is applicable in almost any industry. For those companies looking to be more creative, you can incorporate some of your own ideas to make it stand out.

king a Look at Cancer - 970 Words

Cancer Cancer is a disease, caused by uncontrolled cell division to form a malignant growth or tumour in the body. There are three types of cancers: 1) Carcinomas: A cancer that affects the skin and the epithelial tissues lining certain organs and glands. It may spread to other parts of the body but generally stays in the cells where it started. 2) Sarcomas: A cancer that affects bone, cartilage and muscle tissue. 3) Leukemias: A cancer that affects the blood and lymphatic system. Leukemia usually starts in the white blood cells. The Liver The reason I chose to research liver cancer, was because both my Aunt and my Grandfather passed away due to liver cancer and it may be hereditary so it would be interesting for me to see what the main liver cancer causing agents are and how to lower the risk of getting it. Normal functions of the Liver: A healthy liver is the largest gland in the body. It has many functions which include storing vitamins and nutrients, producing proteins, creating bile for digestion and undergoing the process called Deanimation, which removes the nitrogen from the excess amino acids. The liver also breaks down alcohol, drugs, poisons, solvents and pesticides. It also makes cholesterol, converts excess glucose into glycogen and convert glycogen back into glucose if needed. Liver cancer Liver cancers are malignant tumours that grow inside or on the surface of the liver. They form from the liver or structures inside the liver, for example, bloodShow MoreRelatedPreventing Cervical Cancer through HPV Vaccinations Essay examples856 Words   |  4 Pages Cervical Cancer is the second most common cancer for women yet it is the most common cancer of the reproductive system. According to the CDC in 2010 11,818 women in the United States were diagnosed with cervical cancer and 3,939 women in the United States died from cervical cancer. 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Sample Biography Essay

A sample biography essay is a valuable tool for writing biographical essays that are quite common academic assignments in educational institutions. A biography essay is a written composition about life and career path of various outstanding personalities of the past or present days. In contrast to other academic papers, biography essays have their specific formats and structures. Therefore, it is a relevant issue to develop a sample biography essay in order to demonstrate students an appropriate template of such papers and assist them in creating their ones in the future. To begin with, George Washington was one of the most remarkable individuals in the history of the United States. He was not only the first president of the country but also an extraordinary political figure. That is why George Washington is considered as a national pride of the United States, and he inspires the majority of American people still nowadays. The first president of the United States and one of the most magnificent governors of the country was born on February 22, 1732, in the provincial gentry of the state Virginia. His parents were prosperous planters, possessing plantations of tobacco which subsequently, their son inherited. George’s mother Mary Ball Washington was the second wife of his father; so, he also had two children from his previous marriage. After father’s death, the elder brother of George Washington Lawrence started to support him. Lawrence was a military man; in this regard, since the very his childhood, George Washington was also trained in the army in order to occupy the position of his brother after his resignation. Subsequently, the first American president became the aide to the General Edward Braddock and a lieutenant colonel. Working on the position of the general’s aide, by 1754, George Washington became the leader of the entire military department in the state Virginia. In 1775, George Washington visited the Second Continental Congress that took place in Philadelphia. During this summit, he was appointed to the commander’s position of the continental American military forces. It is also worth noting that George Washington started to operate American military forces at the period of their total collapse. In particular, at that time, the army of the United States did not receive the appropriate support from the government, having no supplies of military equipment. Nevertheless, George Washington managed to restore the functioning of the American army and make it one of the most powerful worldwide. In addition to this, he always demonstrated the courage to his soldiers in battles and called them to regularly move forward regardless any risks or adverse consequences as their operations were directed to protect someone’s life. George Washington also participated in the battles dedicated to defending New York and Boston from British invasion that culminated with a victory for the United States. In these battles, George Washington represented the strength and invincibility of American troops in comparison to the army of Great Britain. Being the president of the United States, he promoted the democratic regime of governance in the country, strived for integrality, the legacy of power, and national purpose. Thus, George Washington became one of the greatest political figures in American history. He died on December 14 in 1799, in Mount Vernon, Virginia, and in the recent days, he is still the national hero of the country. References Hally, A. (2012). George Washington (1st ed., p. 185). Hamilton: State Standards Publishing. Rice, D. (2012). George Washington (1st ed., p. 250). Huntington Beach: Teacher Created Materials. Washington, G. (2012). Washington on courage : George Washingtons formula for courageous living (1st ed., pp. 150-177). New York: Skyhorse Pub.

East Timor Assignment Free Essays

Term 4 Economics Essay –Jack Stickley East Timor is a country surrounded by a picturesque and untouched landscape that has inhabited people for centuries. In today’s society however, East Timor has been economically left behind in comparison to other western world super powers. As the country attempts to rebuild its national identity following their separation from the Indonesia regime, certain obstacles threaten to stop their progress to become a developed nation. We will write a custom essay sample on East Timor Assignment or any similar topic only for you Order Now Least Developed Countries (LDC’s) can be commonly categorized by their lack of infrastructure and residential development, and visibly through the contrast to well developed countries of the Western world. The United Nations use the following criteria to identify LDC’s. Firstly, a low-income criterion based on a three-year average estimate of the GDP per capita, East Timor’s is under the required amount of $750 at $500. Secondly, a human resource weakness criterion involving a composite Augmented Physical Quality of Life Index (APQLI), currently in East Timor the adult literacy rate is at 58. % a meek figure in comparison to Australia, a developed country, whose figure is 99%. Finally, there is an economic vulnerability criterion focusing on the instability certain factors including exports and agriculture. East Timor’s trade is out of balance with exports reaching $10 million as apposed to a large import figure of $202 million and, while the Timorese use their land effectively there is only 8. 2% of land area considered to be arable land for agriculture. These figures display that East Timor has the characteristics of a LDC as they continue to be economically undeveloped. East Timor is struggling to emerge onto the global stage as the country has been troubled by past incidents that interfere with the nations attempt to develop economically. The country faces immediate obstacles including agricultural difficulties, the lack of infrastructure due to their previous destruction and political unrest and corruption. There is a significantly small amount of skilled Labor in East Timor especially in the urban areas, which is why it is difficult to rebuild many parts of the country destroyed at the end of the Indonesian regime. The country is divided by different religions, traditions and language spoken making it difficult to have an equal economic system. Although primarily an agricultural country, in the past 30 years the economy has been structured to be dependant on external transfers, even for food. East Timor has serious problems of illiteracy; malnutrition and disease, problems that will be intensify in the future due to the anticipated rapid population growth of this youthful population. 70% of the population support themselves by subsistence agriculture including crop farming and fishing, meaning much of the exchange is in the form of barter. Due to East Timor’s relatively poor and fragile soils, constant population relocation and disruption due to colonial laws, production is low but marginally within the bounds of sustainability. East Timor is now faced with the challenges of the decrease in the flow of foreign direct investment (FDI) to developing countries, the decrease in global official development assistance (ODA) and the decrease in trade preferences. A major dilemma for East Timor is to regain an adequate standard of living and with a greater degree of self-sufficiency; a rather difficult task. For East Timor the challenge of achieving economic stability and development is certainly a daunting prospect. When taking steps forward economically it is essential that innovative strategies are produced and an alternative non-western development culture is created. With the world gripped by oil shortage The Timor Sea Treaty, which is split 90% to 10% in favour of Timor, will be useful in the development of the country. Accessing income is currently difficult for workers and therefore they don’t have the capacity to invest or save what they do earn, but income can be earned and received through providing services and withholding this income from third parties that may interfere. East Timor is in desperate need of foreign dollars. A dependence on aid in the short term with an increased reliance on services in the medium to long term rather than the export of agricultural and manufactured commodities may be an optimum strategy for East Timor. Entrepreneurial skills need to be developed through a strong education system. Continued external support is required as the building blocks for East Timor to develop economically. The Government also has a significant role to play as it is crucial that the country adopts Macroeconomic policies which also generate productive work and income opportunities to develop sustainable livelihoods. It is important that the poor are assisted in their efforts to improve their farming and commodity production. East Timor is currently a country with economic, social and political difficulties and is a country that is fighting back following a difficult phase in the countries political life. However, if assistance is gained from other supporting countries, service and non-production activities gain majority in the economy the nation should be able to develop and be considered as a developed country. How to cite East Timor Assignment, Essay examples East Timor Assignment Free Essays Term 4 Economics Essay –Jack Stickley East Timor is a country surrounded by a picturesque and untouched landscape that has inhabited people for centuries. In today’s society however, East Timor has been economically left behind in comparison to other western world super powers. As the country attempts to rebuild its national identity following their separation from the Indonesia regime, certain obstacles threaten to stop their progress to become a developed nation. We will write a custom essay sample on East Timor Assignment or any similar topic only for you Order Now Least Developed Countries (LDC’s) can be commonly categorized by their lack of infrastructure and residential development, and visibly through the contrast to well developed countries of the Western world. The United Nations use the following criteria to identify LDC’s. Firstly, a low-income criterion based on a three-year average estimate of the GDP per capita, East Timor’s is under the required amount of $750 at $500. Secondly, a human resource weakness criterion involving a composite Augmented Physical Quality of Life Index (APQLI), currently in East Timor the adult literacy rate is at 58. % a meek figure in comparison to Australia, a developed country, whose figure is 99%. Finally, there is an economic vulnerability criterion focusing on the instability certain factors including exports and agriculture. East Timor’s trade is out of balance with exports reaching $10 million as apposed to a large import figure of $202 million and, while the Timorese use their land effectively there is only 8. 2% of land area considered to be arable land for agriculture. These figures display that East Timor has the characteristics of a LDC as they continue to be economically undeveloped. East Timor is struggling to emerge onto the global stage as the country has been troubled by past incidents that interfere with the nations attempt to develop economically. The country faces immediate obstacles including agricultural difficulties, the lack of infrastructure due to their previous destruction and political unrest and corruption. There is a significantly small amount of skilled Labor in East Timor especially in the urban areas, which is why it is difficult to rebuild many parts of the country destroyed at the end of the Indonesian regime. The country is divided by different religions, traditions and language spoken making it difficult to have an equal economic system. Although primarily an agricultural country, in the past 30 years the economy has been structured to be dependant on external transfers, even for food. East Timor has serious problems of illiteracy; malnutrition and disease, problems that will be intensify in the future due to the anticipated rapid population growth of this youthful population. 70% of the population support themselves by subsistence agriculture including crop farming and fishing, meaning much of the exchange is in the form of barter. Due to East Timor’s relatively poor and fragile soils, constant population relocation and disruption due to colonial laws, production is low but marginally within the bounds of sustainability. East Timor is now faced with the challenges of the decrease in the flow of foreign direct investment (FDI) to developing countries, the decrease in global official development assistance (ODA) and the decrease in trade preferences. A major dilemma for East Timor is to regain an adequate standard of living and with a greater degree of self-sufficiency; a rather difficult task. For East Timor the challenge of achieving economic stability and development is certainly a daunting prospect. When taking steps forward economically it is essential that innovative strategies are produced and an alternative non-western development culture is created. With the world gripped by oil shortage The Timor Sea Treaty, which is split 90% to 10% in favour of Timor, will be useful in the development of the country. Accessing income is currently difficult for workers and therefore they don’t have the capacity to invest or save what they do earn, but income can be earned and received through providing services and withholding this income from third parties that may interfere. East Timor is in desperate need of foreign dollars. A dependence on aid in the short term with an increased reliance on services in the medium to long term rather than the export of agricultural and manufactured commodities may be an optimum strategy for East Timor. Entrepreneurial skills need to be developed through a strong education system. Continued external support is required as the building blocks for East Timor to develop economically. The Government also has a significant role to play as it is crucial that the country adopts Macroeconomic policies which also generate productive work and income opportunities to develop sustainable livelihoods. It is important that the poor are assisted in their efforts to improve their farming and commodity production. East Timor is currently a country with economic, social and political difficulties and is a country that is fighting back following a difficult phase in the countries political life. However, if assistance is gained from other supporting countries, service and non-production activities gain majority in the economy the nation should be able to develop and be considered as a developed country. How to cite East Timor Assignment, Papers