New-Employee Orientation

Article Abstract:

Many employers do not realize that the early days of a new employee have an important and lasting effect on his worth to the company. Orientation should reflect not only the needs of the whole company but those of the individual and the department in which he works. A five-day plan for a new employee is presented, with specific programs for each day. The ingredients of a program to build a favorable employer-employee relationship are examined. Follow-up orientation should include areas most likely to be stressful for the employee. The purpose of orientation is employee productivity and its importance should not be overlooked.

Methods, Human resource management, Training, Employee training, Employee orientation

---

Independent Contractor or Company Employee - Improper Classification Can Result in Severe IRS Penalties

Article Abstract:

Hiring independent contractors rather than company employees has many benefits. Employers who hire independent contractors do not pay unemployment taxes, federal income taxes or Social Security. Workmen's Compensation is not paid and state payroll taxes are often reduced. Fringe benefits such as vacations are not provided independent contractors. Cost savings to employers can be enormous. It is tempting to employers, therefore, to classify workers of indefinite status as independent contractors. The IRS is aware of this temptation and monitors this situation. The qualifications of an independent contractor are described.

Taxation, Social status, United States. Internal Revenue Service

---

Self-Appraisals: A Participative Technique for Evaluating and Improving Employee Performance

Article Abstract:

Employee appraisals have many benefits. They aid in hiring and training of new employees. They improve communications between manager and employee. Appraisal systems often fail, however. Standard forms and subjective comments are often at fault. Employees must participate in the appraisal process if it is to succeed. Self-appraisals are more in-depth analyses and serve as prerequisite for solving problems. The joint appraisal includes pre- interview preparation, interview and copies of the results signed by both manager and employee.

Valuation, Participatory management, Self-evaluation, Self evaluation

Similar abstracts:

• Abstracts: Empirically testing the relationship between end-user computing problems and information center success factors
• Abstracts: To keep your star employees, try a little tenderness. Small fish are making a big splash: so many boutique fund managers have emerged in Australia that even industry analysts are having trouble keeping track
• Abstracts: The Maximum Likelihood Estimation of Security Price Volatility: Theory, Evidence, and Application to Option Pricing
• Abstracts: The Decision Pyramid: A Management Concept. Decision Making, Management Science Techniques and the Corporate Controller
• Abstracts: A Systematic Small Group Approach to Creativity and Innovation: A Case Study. A Classification and Review of Models of the Intra- Firm Innovation Process

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.