Northrop Grumman Corporation (NYSE: NOC) is an American aerospace and defense technology company formed by the 1994 purchase of Grumman by Northrop. The company was the fourth-largest defense contractor in the world as of 2010,[4] and the largest builder of naval vessels. Northrop Grumman employs over 122,000 people worldwide.[5] Its 2007 annual revenue is reported at US$32 billion.[2] Northrop Grumman ranks #61 on the 2010 Fortune 500 list of U.S. industrial companies.[6] It is headquartered in the Century City area of Los Angeles, California.

In January 2010, Northrop Grumman announced plans to move its headquarters to the Washington, D.C. area by 2011,[7] then in April 2010 narrowed the location to Northern Virginia[8] and finally in July 2010 announced its new location would be in Falls Church, Virginia

Because policies and procedures undergo constant study and revision, the Staff Handbook cannot include all details of the University of Missouri's complex structure and organization. Therefore, please use this as a general reference only. As you read the policies presented, you will notice that each policy is followed by a reference number. The policy reference number guides you to a detailed policy description in the Human Resources Policy Manual. The Human Resources Policy Manual and appropriate legal documents take precedence over the Staff Handbook, and they should be consulted when exact text is required. If you have questions relating to your employment that are not answered by your handbook, you are encouraged to refer to the Human Resources Policy Manual or to ask your supervisor, department head or campus Human Resource Services for assistance. A copy of the Human Resources Policy Manual is available at campus Human Resource Services. A reference copy is also available in your campus library. The Human Resources Policy Manual

Employee Status Definition

Each member of the administrative, service and support staff must be designated as regular, nonregular or per diem. A regular employee is defined as an administrative, service and support staff member expected to work at least 75 percent FTE with an indicated appointment duration of at least nine months. All regular employees are benefit eligible. Service credit under the UM retirement program requires a minimum of 1,500 hours worked per year.

A nonregular employee is an administrative, service and support staff member whose appointment does not qualify for regular employee status as defined. Employees may be reappointed beyond the initial appointment, but in no instance may a nonregular employee work 1,500 hours or more per year, based on date of hire. (Sept. 1 to Aug. 31).

A per diem employee is an administrative, service and support employee whose appointment is not a part of an operating unit's regular work schedule and is scheduled to work only on an "as needed" basis. Work may be scheduled prospectively but should be considered as "elected" by the employee. Due to the nature of such an appointment, the employee may work as many hours as he/she elects, as approved by the university, without becoming eligible for university benefit programs. Such an employee is not extended benefits or rights of university employment policies for regular employees and may be excluded from future service at any time. Per diem employees are provided an hourly rate of pay following approved rate schedule(s). In all such per diem designations, approval is required by the vice president for human resources.

HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees.
The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include:
 Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety.
 Transaction activities - dealing with financial matters such as pay and benefits
 Transformation activities - introducing changes that make for a good working culture e.g. induction, training.
 Measurement - putting in place systems that show a tangible return on investing in people.
The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees:
* Represent your business
* Bring knowledge, skills and experience to your business which are intangible but are also priceless
* Create customer satisfaction
Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies.
What a Good HR Policy do’s
* Minimize the costs associated with high employee turnover
* Improve retention of skills, knowledge, motivation and morale, which in time impact productivity
* Give employees job security and money in their pockets
* Give employees opportunities - to learn new skills and gain more knowledge
Employees are a significant part of your competitive advantage - they can make or break your business in the way that they interact with your customers, consumers and the general public.Employees are also your business' reputation
 
Last edited:

jamescord

MP Guru
Northrop Grumman Corporation (NYSE: NOC) is an American aerospace and defense technology company formed by the 1994 purchase of Grumman by Northrop. The company was the fourth-largest defense contractor in the world as of 2010,[4] and the largest builder of naval vessels. Northrop Grumman employs over 122,000 people worldwide.[5] Its 2007 annual revenue is reported at US$32 billion.[2] Northrop Grumman ranks #61 on the 2010 Fortune 500 list of U.S. industrial companies.[6] It is headquartered in the Century City area of Los Angeles, California.

In January 2010, Northrop Grumman announced plans to move its headquarters to the Washington, D.C. area by 2011,[7] then in April 2010 narrowed the location to Northern Virginia[8] and finally in July 2010 announced its new location would be in Falls Church, Virginia

Because policies and procedures undergo constant study and revision, the Staff Handbook cannot include all details of the University of Missouri's complex structure and organization. Therefore, please use this as a general reference only. As you read the policies presented, you will notice that each policy is followed by a reference number. The policy reference number guides you to a detailed policy description in the Human Resources Policy Manual. The Human Resources Policy Manual and appropriate legal documents take precedence over the Staff Handbook, and they should be consulted when exact text is required. If you have questions relating to your employment that are not answered by your handbook, you are encouraged to refer to the Human Resources Policy Manual or to ask your supervisor, department head or campus Human Resource Services for assistance. A copy of the Human Resources Policy Manual is available at campus Human Resource Services. A reference copy is also available in your campus library. The Human Resources Policy Manual

Employee Status Definition

Each member of the administrative, service and support staff must be designated as regular, nonregular or per diem. A regular employee is defined as an administrative, service and support staff member expected to work at least 75 percent FTE with an indicated appointment duration of at least nine months. All regular employees are benefit eligible. Service credit under the UM retirement program requires a minimum of 1,500 hours worked per year.

A nonregular employee is an administrative, service and support staff member whose appointment does not qualify for regular employee status as defined. Employees may be reappointed beyond the initial appointment, but in no instance may a nonregular employee work 1,500 hours or more per year, based on date of hire. (Sept. 1 to Aug. 31).

A per diem employee is an administrative, service and support employee whose appointment is not a part of an operating unit's regular work schedule and is scheduled to work only on an "as needed" basis. Work may be scheduled prospectively but should be considered as "elected" by the employee. Due to the nature of such an appointment, the employee may work as many hours as he/she elects, as approved by the university, without becoming eligible for university benefit programs. Such an employee is not extended benefits or rights of university employment policies for regular employees and may be excluded from future service at any time. Per diem employees are provided an hourly rate of pay following approved rate schedule(s). In all such per diem designations, approval is required by the vice president for human resources.

HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees.
The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include:
 Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety.
 Transaction activities - dealing with financial matters such as pay and benefits
 Transformation activities - introducing changes that make for a good working culture e.g. induction, training.
 Measurement - putting in place systems that show a tangible return on investing in people.
The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees:
* Represent your business
* Bring knowledge, skills and experience to your business which are intangible but are also priceless
* Create customer satisfaction
Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies.
What a Good HR Policy do’s
* Minimize the costs associated with high employee turnover
* Improve retention of skills, knowledge, motivation and morale, which in time impact productivity
* Give employees job security and money in their pockets
* Give employees opportunities - to learn new skills and gain more knowledge
Employees are a significant part of your competitive advantage - they can make or break your business in the way that they interact with your customers, consumers and the general public.Employees are also your business' reputation

hey netra,

Here i am up-loading Standards of Business Conduct on Northrop Grumman, please check attachment below.
 

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