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- MemberNovember 14, 2021 at 6:04 pm
One of the examples of HR practices that were consistent with my previous company’s strategy was to ensure the company did not breach Employment Act and ensure employees entitled to receive termination or laid-off benefits. This was during crucial time for the industry where Covid-19 pandemic was affecting the business. Business was badly hit, and the company had to take necessary efforts to survive. In this particular circumstance, the company’s HR contacted a group of selected candidates and informed them individually that the company had taken the decision to offer compensation to this group of candidates and gave one month notice that their employment with the company is going to end. It is understandably that all if not most of them, agreed to accept the decision. It was carefully thought decision because it is crucial to ensure employees are being well informed, understood the action, and to avoid breaching any laws or regulations that could lead to court case which could tarnish the company’s reputation.
One of the examples of HR practices that were inconsistent with my previous company’s strategy was to conduct random test. The strategy is to make sure that particular department employees are up-to-date on latest policies, promotion, and packages. It was a telephone call to test employee knowledges and project info. However, the practice is only being carried out during low performance months rather than every months.