HR department rules and regulations of The Integer Group Media company

The Integer Group is one of the largest units working in the field of commerce with a number of the incorporations dealing with retail marketing, E-commerce, Brand communication, and data analytics. The integer is working on the creativity of the products by keeping in view the culture of the people. The integer is working worldwide with more than thousands associates all over the globe. The main targeted area of the integer is advertising and marketing of the high-level company. The HR of the integer follows the rule that “happy employees keep the clients happy.” Therefore, the HR department keeps on struggling to keep happy and peaceful employees and prefer to listen and contribute their opinion with high values. For this purpose, different meetings and discussions are arranged to communicate with the employees.

2.0  Overview based on best practice systems of separation/termination and the legal requirements.

2.1  Policies & procedures for separation and termination of The Integer Group Media company

It always remains difficult for the HR department to part the ways with the person who has devoted many years of his life to your organization. However, termination and separation are also required by the organization as it is not related to the development of the business organization as it is beneficial for both employee and organization.

a)      The policy of the company terminates the consistency of the employees will also end up with the employment relationship.

b)      This also helps to overcome the risk in your company, which could be resulted in the unfair practice of the termination of the employees (G. Fella, 2005).

To implement the strategies of the termination and separation, it is considerable to know about the best meaning of the termination and separation first;

·         Separation means that the relationship with the company is ended with the employees. This could be voluntary resignation and retirement of the employees.

·         Termination refers to the term that is used to end up with the company with volition. It means that the employee is fired by the organization. Whenever the word termination is used it means that there will be no more relationship between the employee and organization.

·         A separation process is compulsory to affect the employee’s departure which based on the voluntary resignation and retirement of the employees. For instance, when an employee wants to separate from the organization, he or she would have to give a brief explanation to the supervisor or HR department with his resignation letter.

All the benefits related to the job is ended up with the termination of the employment. The company pays off all remaining wages and different funds if any is owed by the company and ends up the contract of the employment. These steps should be followed by some policies and procedures which could make easy the process of termination and separation from the employees.

a) In case of voluntary termination, there should be at least two weeks’ notice to separate from the business, and it should be in written form. After the resignation letter, the manager will send it to the HR department with a copy of resignation letter with the relevant information.

b) The HR department will communicate with the employee and will give an overview of the benefits of employment and exist with the ending interview. But in other cases like involuntary resignation, before the action is taken in the involuntary discharge, an employee with a request to terminate with the ending interview conducted by the president of the company and HR department.

c) All these policies and procedures are followed by the integer group which is considered as a best practice HR department in the world (I. Nischang, et al., 2011).

2.2  Policies & procedures redeployment and redundancy of The Integer Group Media compan

Redundancy means that the requirement of an employee to do a particular job is reduced, and the organization does not further need his services. The reason for the redundancy should be genuine in every case. The organization makes suitable attempts to avoid the redundancies with the help of redeployment. Where the redundancies are required to implement the integer group support the employees with redeployment procedure. Redeployment means cessation of one contract of employment and its replacement with a new contract for a different position. This refers to the term that whenever the company finds the best opportunity or suitable work for their redundant employee they will consider him a priority. There is full and detailed conversation with the employees who are involving in the redundancy procedure. Employees of the integer group are entitled to accompany by the organization to represent the trade union at any stage of the consultation. There is effective conversation with the employees who are affected by the redundancy and redeployment procedure, which clearly shows the communication of the employees. Effective communication between the different parties will be helpful for the non-discrimination of the risk of the employees to select or reject them. All the employees who are at the risk of redundancy or being redundant should have the right to register in case of redeployment. These policies and procedures help fix out the contracts and principles of the redeployment and redundancy of the employees.

·  Any individual who is being redundant or facing the issue of redundancy and redeployment in the organization should not be redeployed by the organization within the three months after the date of termination.

· There may be rule in the organization which could be no longer compensation of the payment of the amount in the services. The employee who is reemployed by the integer group within the 6 months of the termination day, it may require the period of the services performed.

·  Where the employment is got within the 3 months, and the recruitment process is conducted to identify the recruitment process.

All the policies and procedures, including redundancy and redeployment are regulated by the corporate HR department (H. Idoudi, et al., 2012).

2.2.1 Strict confidentiality & respect employees’ data: policies & procedures

The general data protection regulations strict all the business organizations to identify the control and the possession of the data. The controller of the data is all about the collection of the data on how it is being collected. The employees are bound to submit their data to the company at the time of joining the organization. Now it’s the responsibility of the company to keep the data and secrecy of the employees and avoid to go in the wrong hands. The integer group is keenly concerned with the confidence of the employee's information that should be implemented according to the rules assigned by the GDPR. The organization has legitimate powers to collect the data of the employees to get transparent information about the employees who are expected to ask a copy of records about the employees. The confidence of the employees is linked with the personal information of the employees, which should be prioritized with the respect of the employees that their information will be protected with safe hands, and it will be duly protected in the company’s lifetime. The employees have the right to ask for a copy of their information to hold about the records of him. The organization must take steps to protect the data of the employees and take care of the issues that it would not lead towards the disrespect of the employees.

Where the data is collected from the employees is ensured by the organization that it is accurate and valid to know about the employees. When it is collected from the employees it should be checked electronically as far as possible. There are some policies or procedures which are used to protect the data:

 I.  Data Storage: Data should be stored in application, which is secured by reliable software which is not accessible by any individual.

II. Data Transfer: in the daily transactions of the organization, there is need for the data transfer from one system to another, so it should be transferred with the safe and secure software so that it could not be leaked and unappropriated person could not access it.

III. External transactions: any preceding with the third-party ort the suppliers should be protected in a way that the policy of the safety could be followed by the organization. The data is typically divided into different parts of the world to maintain the availability of the backup of the data (S. Strauch, et al., 2012).

2.2  Comply with legislation: policies & procedures of The Integer Group Media compan

 The employees are protected under the General Data Protection Regulations (GDRP) 2018, which controls the protection of the personal data of the employees.

 All the data of the organization is processed under the provision of the GDRP to make sure that there are legal rights and privacy policies to deal with the employees.

The principles of the GDRP is come up with the effect of the 28th May 2018, which relates to the freedom of information Act 2000 across the activities.

3.0  I am managing redundancies and redeployment without compromising any work outcomes.

3.1  Outplacement or other assistance Policies & procedures.

When there is a need to have the redundancy, the company finds the assistance which is used to appreciate the decision of the company. The outplacement is needed to agree with the work of the employees of the work to layoff the employees. Outplacement refers to the terms that the services of the employees are layoff them. People can pay them for the outplacement, but it is bonus which is made by several agreements of the outplacement of the specific circumstances. Outplacement assistance is staff reduction strategy that involves finding the best opportunity to found in the organization. Employers are considered to find out best opportunity to enhance the capabilities of the employees. The outplacement strategies are includes:

I. GGTP: the General Government Transition Pool helps the employees to get job matching, which refers the employees and risk in potential jobs in the country.

II. Internal Coaches: use the recruiting staff to employees the best jobs for the applications of the job.

III. Job Board links: provide the different links to local jobs and careers for t5he local employers who are center of the attention of the workforce.

3.2  Dismissals for incapacity to perform or misconduct policies and procedures.

When the employees are not working according to the required performance, the HR department must check the work of the employees to meet the standards of the work of the employees, and if found unappropriated, he should be dismissed for the ground of the incapacity of the performance. The individual must know the circumstances of the organization where it needs to be changed. There must be:

· Verbal warning

·  Written warning

·  Final warning

·    Dismissal with the notice

3.3  Policies and procedures for reviewing workforce data for predicted numbers of people retiring and make necessary plans.

The retirement of the employees is not based on the manager’s own will. It is evaluated after the assessment of the workforce that how many numbers are currently working in the organization and how much is beneficial for the work placement. Following rules and regulations should be followed by the HR department to make the retirement decision of the employees:

·   Check the overall staff work where deficiency is and which area needed more effort.

·  Make a schedule that shows the work of the existing employees and their performance to check their reliability.

·  Evaluate the plan into the organization to implement it.

3.4  Policies and procedures for reviewing separation/termination procedures regularly and introduce improvements.

To ensure the retirement of the employees, the termination and separations to managed efficiently and effectively in the employment agreements. The termination and separations are done according to the policies and procedures such as:

Resignation

 Retirement,

 Death or insanity of the employee, etc.

 The overview of the separations and termination of the employees should be according to the rules and regulations which is assigned by the relevant law of the workforce enforce in the country. 

4.0  Exit Interviews of The Integer Group Media company

4.1  Plan, policies, and procedures for exit interviews of The Integer Group Media company

Followings are the plans and procedures which should be followed for the exits interview:

Notification of the resignation

Questionnaire of the manger

Answerable to the line manager and manager

Reason for existing employment

4.2  Questions for the exit interview of The Integer Group Media company

 i.   Why are you living this job?

  ii.  What are you expecting with a new position?

  iii.  Did you feel that you were well equipped at the job?

 iv.   How did you describe the culture of the company?

 v.    Could you give us more information about the specific information?

vi.    What you have future goals for the future?

4.3  Staff skills to conduct them of The Integer Group Media company

Staff should be well aware of the skills required by the organization if the HR department finds any discrepancy they may terminate the employee with genuine reason. The department who is going to conduct the interview should be well aware of the skills which are necessary to own.

4.4  Recording for depersonalizing data from exit interviews is.

There should be:

Certain reason for leaving

Factors which are helpful to stay in the organization

Job training is sufficient to make a competitive performance in the market (C. Glossop, 2002).

REFERENCES of The Integer Group Media company

C. Glossop, 2002. Student nurse attrition: use of an exit-interview procedure to determine students' leaving reasons... Nurse Education Today, 22(5), pp. 375-386.

G. Fella, 2005. Termination restrictions and investment in general training... European Economic Review, 49(6), pp. 1479-1499.

H. Idoudi, Houaidia, C., Saidane, L. A. & Minet, P., 2012. Robots-Assisted Redeployment in Wireless Sensor Networks.. arXiv preprint arXiv: p. 1207.7304.

I. Nischang, Teasdale, I. & Brüggemann, O., 2011. Porous polymer monoliths for small molecule separations: advancements and limitations... Analytical and bioanalytical chemistry, 400(8), pp. 2289-2304...

S. Strauch, et al., 2012. Cloud Data Patterns for Confidentiality.. CLOSER,, Volume 12, pp. 387-394.