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Human Resource Management of Numark (DJ equipment)

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Human Resource Management of Numark (DJ equipment)
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Netra Shetty
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Human Resource Management of Numark (DJ equipment) - January 27th, 2011

Numark Industries is a global DJ equipment brand. It makes DJ mixers, turntables, and DJ CD players. Recently, it introduced DJ DVD mixing consoles. Numark has also started to build upon the world of computer DJing through its own mixing software called Cue.

Numark has launched a second brand, ION Audio for their consumer line products including many electronics that plug in to computers via USB, and recently extended its portfolio with the acquisition of Alesis and Akai. All ION Audio turntables force the user to use iTunes to successfully complete the conversion process.

Attendance (Tardiness and Absence)

Attendance and punctuality are important to the university. Every employee is expected to work when scheduled and to arrive on time. The effectiveness of every work group depends on people working together and coordinating their efforts.

Tardiness. You should always notify your supervisor if you anticipate being late to work or absent. However, there are times when unforeseen circumstances occur. If you expect to be late, you are required to call your supervisor. Be sure to contact your supervisor when you arrive at work.

Absence. As soon as you know you must be absent from work, you must notify your supervisor. Employees absent without previous permission or without notifying their supervisors are subject to disciplinary action, including termination. (HR 107)

back to top
Overtime

If you are classified as non-exempt, you will be paid overtime at one and onehalf times your normal rate for all hours you work over the normal 40 hours in a workweek, or in excess of the approved standard for police and certain hospital employees. Departments that have approval may give employees compensatory time off in lieu of immediate overtime pay, at a rate of one and one-half hours for each overtime hour worked. (HR 211, 215)

back to top
Shift Differential

All non-exempt employees who work a shift other than the normal daytime shift will be paid a premium hourly amount (shift differential) in addition to their regular pay.

The evening shift is one that regularly starts on or after 2 p.m. but before 10 p.m. The night shift is one that regularly starts on or after 10 p.m. but before 4 a.m. Shift differentials shall be paid only to those employees who work at least a full eight-hour shift. Exception: An employee called in for the remainder of a shift will be paid applicable shift differential. Shift differentials shall be included in determining overtime compensation. (HR 213)

back to top
Rest Periods

Whenever possible, you will be provided with two 15-minutes rest periods each day. The number of rest breaks you may receive depends on the nature and scheduling of the work you are doing. Your department supervisor will schedule appropriate times when rest periods may be taken. (HR 503)

back to top
Holidays

The following are the eight paid holidays for regular administrative, service and support employees:

* New Year's Day - Jan. 1
* Martin Luther King, Jr. Day
* Memorial Day
* Independence Day - July 4
* Labor Day
* Thanksgiving Day
* Friday following Thanksgiving
* Christmas Day - Dec. 25

When a holiday falls on Saturday, the preceding Friday will be observed as a paid holiday. When a holiday falls on Sunday, the following Monday will be observed as a paid holiday. Holiday pay for regular, 99 percent to 75 percent full-time equivalence (FTE) will be determined on a pro rata basis.

All regular staff members receive paid time off for designated university holidays in proportion to their FTE, up to a maximum of eight hours. All nonexempt regular employees required to work on a holiday will receive one and a half times their straight-time wage rate for the hours worked in addition to their normal pay. Employees working on a holiday will not receive both premium pay for the holiday hours worked and weekly overtime pay for the same hours. In no case will premium pay and overtime pay be pyramided or duplicated. Employees failing to work on a holiday when scheduled are not eligible for pay. When a holiday falls on a normal day off for employees who work non-standard schedules, equivalent time off may be granted on another day. If another day off cannot be arranged, the employee will be paid for the holiday. Exempt regular employees will receive compensatory straight time off if required by their administrative superior to work on a holiday.

Holidays are considered to extend over a 24-hour period. Premium pay for the holiday will be paid for all hours worked on the day of the official university holiday.

If you are on vacation status during the time a holiday occurs, you may exclude that day in calculating the number of vacation days used.

Observance of special religious holidays may be permitted by the head of a department. In such cases, time off is charged to accumulated vacation time, excused absence without pay or personal days. (HR 401)

back to top
Vacation

Regular administrative, service and support staff shall be entitled to paid vacation time accrued from the date of employment in accordance with the table below. Employees working 99 percent to 75 percent FTE accrue vacation time on a pro rata basis.

Office, technical, service and maintenance employees, designated as nonexempt from overtime, accrue vacation at the following rate:
Length of Service Annual Accrual Maximum Accrual
5 years or less 12 work days 24 work days
Over 5 years 17 work days 34 work days
Over 15 years 22 work days 44 work days

Administrative and professional employees, designated as exempt from overtime, accrue vacation at the following rate:
Length of Service Annual Accrual Maximum Accrual
5 years or less 17 work days 34 work days
Over 5 years 22 work days 44 work days

Note: Accrual rates shown apply only to full-time employees. Regular employees with less than 100 percent FTE (99 to 75 percent) accrue vacation time on a pro rata basis. Vacation time is not earned unless the probationary period is satisfactorily completed. (HR 402)

back to top
Personal Days

Regular administrative, service and support employees will be credited with four personal days with pay each year on their anniversary date. Personal days are to be used at the employee's discretion, subject to supervisory review and approval.

Regular employees who are 99 percent to 75 percent FTE receive proportionate personal day benefits. Days designated as "personal days" must be taken before the anniversary date. Personal days may not be carried over from one year to the next.

If the request for a personal day is approved and the employee is required to work on the previously approved personal day, he/she will be paid one and a half times for hours worked and be credited with another personal day, or may elect to receive regular pay for the personal day.

Two personal days may be used during the first six months of employment during the probationary period. If the probationary period is extended, the employee may use the remaining two personal days with the balance to be used before the end of the first year of employment. (HR 403)

back to top
Sick Leave

All regular employees receive 12 days of sick leave per year. These days accumulate at the rate of one working day per month during completed, continuous service. However, no sick leave may be taken until it has been accrued. If you work 99 percent to 75 percent FTE, you receive proportionate sick leave benefits.

You may request sick leave for personal illness or injury and, if necessary, for medical or dental appointments. If you must use sick leave for such appointments, please request leave as far in advance as possible.

You may also use up to 12 days of accumulated sick leave each calendar year for illness in the immediate family. For purposes of this policy, immediate family includes: mother, father, husband, wife, son, daughter, brother or sister, wherever they may live, and related persons living in the immediate household of the employee. This time may also be used for the purpose of placement of an adoptive child in the employee's home or the care of that child immediately after placement.

You are expected to be on the job at all times, but if you have to be absent, you must notify your supervisor as soon as possible. If you cannot call, have a member of your family or friend call. The work in your department must go on, so your supervisor will have to make arrangements for someone else to take over your responsibilities. If you can, please advise your supervisor as to when you think you will be able to return to work.

Administrative, service and support employees will receive additional creditable service in calculating retirement benefits for all unused sick leave. Disability due to pregnancy is treated as any other illness or disability.

Periodic program evaluation is required at the state and agency levels.
The purpose of program evaluation is to promote sound human resource
practices that comply with state policy and encourage continuous improvement
in the design of the Commonwealth’s Human Resource System.

DHRM PROGRAM EVALUATION

DHRM’s program of conducting post-audit reviews of human resource
actions approved by agencies has been broadened. Increased agency authority,
greater flexibility in pay practices, and the movement from traditional to
contemporary organizational structures requires DHRM to ensure that Agency
Salary Administration Plans are consistent with the Commonwealth’s human
resource policies and that pay practices are administered in a fair and equitable
manner.

Therefore, the program evaluation focus shifts from a system that
reviews individual position actions to one that evaluates pay practices and
trends to ensure policy compliance and to assist agencies in managing employee
compensation and related matters. DHRM’s program evaluation encourages
the continuous improvement and success of agency compensation and related
human resource programs.

Evaluation Objectives

To strengthen the partnership between DHRM and agencies.
To insure compliance with state and agency policy and practices.
To more effectively address mutual work force priorities.
To introduce methods that encourage continuous improvement.
To establish and encourage a continuous learning environment.
To evaluate the impact and results of HR programs.

AGENCY PROGRAM EVALUATION

Human resource professionals and agency managers are accountable for
the consistent and accurate application of pay practices. As a component of
their Agency Salary Administration Plans, agencies should establish
methods for evaluating the application of pay practices across organizational
lines of the agency. In addition to helping ensure compliance with policy,
agency evaluation programs can identify the need for refinements to the
compensation system or Agency Salary Administration Plans, the affect of
pay practices and incentives on work force productivity, and can identify
training needs for managers, supervisors, and human resource professionals.
This approach encourages the continuous improvement and success of agency
compensation and related employee pay programs.

INTER-AGENCY EVALUATION TEAMS

Agencies within a secretariat may elect to establish inter-agency Peer
Review and/or Best Practices Teams to ensure consistency with agency plans,
promote improvements in pay administration, and to identify common agency
initiatives, needs, and work force issues. Such teams may consist of human
resource professionals who have both the expertise and professional reputation
needed to successfully function in this capacity. This cooperative approach, in
which peers are accountable to each other, can be used to help agencies
objectively evaluate their strengths and weaknesses and ensure that human
resource programs are operationally sound.

EVALUATION CRITERIA

Program evaluation performed by DHRM, the agency, or inter-agency
teams should include the review and assessment of a variety of documents,
including plans, policies, and procedures. The Agency’s Salary
Administration Plan, Training Plan, Operating Budget, data supplied to
DHRM, and the agency’s strategic plans can serve as primary sources for
identifying the human resource related activities that should be monitored and
evaluated.
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Last edited by netrashetty; January 27th, 2011 at 04:14 PM..
   
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Re: Human Resource Management of Numark (DJ equipment)
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James Cord
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jamescord
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Join Date: Mar 2016
Re: Human Resource Management of Numark (DJ equipment) - March 30th, 2016

Quote:
Originally Posted by netrashetty View Post
Numark Industries is a global DJ equipment brand. It makes DJ mixers, turntables, and DJ CD players. Recently, it introduced DJ DVD mixing consoles. Numark has also started to build upon the world of computer DJing through its own mixing software called Cue.

Numark has launched a second brand, ION Audio for their consumer line products including many electronics that plug in to computers via USB, and recently extended its portfolio with the acquisition of Alesis and Akai. All ION Audio turntables force the user to use iTunes to successfully complete the conversion process.

Attendance (Tardiness and Absence)

Attendance and punctuality are important to the university. Every employee is expected to work when scheduled and to arrive on time. The effectiveness of every work group depends on people working together and coordinating their efforts.

Tardiness. You should always notify your supervisor if you anticipate being late to work or absent. However, there are times when unforeseen circumstances occur. If you expect to be late, you are required to call your supervisor. Be sure to contact your supervisor when you arrive at work.

Absence. As soon as you know you must be absent from work, you must notify your supervisor. Employees absent without previous permission or without notifying their supervisors are subject to disciplinary action, including termination. (HR 107)

back to top
Overtime

If you are classified as non-exempt, you will be paid overtime at one and onehalf times your normal rate for all hours you work over the normal 40 hours in a workweek, or in excess of the approved standard for police and certain hospital employees. Departments that have approval may give employees compensatory time off in lieu of immediate overtime pay, at a rate of one and one-half hours for each overtime hour worked. (HR 211, 215)

back to top
Shift Differential

All non-exempt employees who work a shift other than the normal daytime shift will be paid a premium hourly amount (shift differential) in addition to their regular pay.

The evening shift is one that regularly starts on or after 2 p.m. but before 10 p.m. The night shift is one that regularly starts on or after 10 p.m. but before 4 a.m. Shift differentials shall be paid only to those employees who work at least a full eight-hour shift. Exception: An employee called in for the remainder of a shift will be paid applicable shift differential. Shift differentials shall be included in determining overtime compensation. (HR 213)

back to top
Rest Periods

Whenever possible, you will be provided with two 15-minutes rest periods each day. The number of rest breaks you may receive depends on the nature and scheduling of the work you are doing. Your department supervisor will schedule appropriate times when rest periods may be taken. (HR 503)

back to top
Holidays

The following are the eight paid holidays for regular administrative, service and support employees:

* New Year's Day - Jan. 1
* Martin Luther King, Jr. Day
* Memorial Day
* Independence Day - July 4
* Labor Day
* Thanksgiving Day
* Friday following Thanksgiving
* Christmas Day - Dec. 25

When a holiday falls on Saturday, the preceding Friday will be observed as a paid holiday. When a holiday falls on Sunday, the following Monday will be observed as a paid holiday. Holiday pay for regular, 99 percent to 75 percent full-time equivalence (FTE) will be determined on a pro rata basis.

All regular staff members receive paid time off for designated university holidays in proportion to their FTE, up to a maximum of eight hours. All nonexempt regular employees required to work on a holiday will receive one and a half times their straight-time wage rate for the hours worked in addition to their normal pay. Employees working on a holiday will not receive both premium pay for the holiday hours worked and weekly overtime pay for the same hours. In no case will premium pay and overtime pay be pyramided or duplicated. Employees failing to work on a holiday when scheduled are not eligible for pay. When a holiday falls on a normal day off for employees who work non-standard schedules, equivalent time off may be granted on another day. If another day off cannot be arranged, the employee will be paid for the holiday. Exempt regular employees will receive compensatory straight time off if required by their administrative superior to work on a holiday.

Holidays are considered to extend over a 24-hour period. Premium pay for the holiday will be paid for all hours worked on the day of the official university holiday.

If you are on vacation status during the time a holiday occurs, you may exclude that day in calculating the number of vacation days used.

Observance of special religious holidays may be permitted by the head of a department. In such cases, time off is charged to accumulated vacation time, excused absence without pay or personal days. (HR 401)

back to top
Vacation

Regular administrative, service and support staff shall be entitled to paid vacation time accrued from the date of employment in accordance with the table below. Employees working 99 percent to 75 percent FTE accrue vacation time on a pro rata basis.

Office, technical, service and maintenance employees, designated as nonexempt from overtime, accrue vacation at the following rate:
Length of Service Annual Accrual Maximum Accrual
5 years or less 12 work days 24 work days
Over 5 years 17 work days 34 work days
Over 15 years 22 work days 44 work days

Administrative and professional employees, designated as exempt from overtime, accrue vacation at the following rate:
Length of Service Annual Accrual Maximum Accrual
5 years or less 17 work days 34 work days
Over 5 years 22 work days 44 work days

Note: Accrual rates shown apply only to full-time employees. Regular employees with less than 100 percent FTE (99 to 75 percent) accrue vacation time on a pro rata basis. Vacation time is not earned unless the probationary period is satisfactorily completed. (HR 402)

back to top
Personal Days

Regular administrative, service and support employees will be credited with four personal days with pay each year on their anniversary date. Personal days are to be used at the employee's discretion, subject to supervisory review and approval.

Regular employees who are 99 percent to 75 percent FTE receive proportionate personal day benefits. Days designated as "personal days" must be taken before the anniversary date. Personal days may not be carried over from one year to the next.

If the request for a personal day is approved and the employee is required to work on the previously approved personal day, he/she will be paid one and a half times for hours worked and be credited with another personal day, or may elect to receive regular pay for the personal day.

Two personal days may be used during the first six months of employment during the probationary period. If the probationary period is extended, the employee may use the remaining two personal days with the balance to be used before the end of the first year of employment. (HR 403)

back to top
Sick Leave

All regular employees receive 12 days of sick leave per year. These days accumulate at the rate of one working day per month during completed, continuous service. However, no sick leave may be taken until it has been accrued. If you work 99 percent to 75 percent FTE, you receive proportionate sick leave benefits.

You may request sick leave for personal illness or injury and, if necessary, for medical or dental appointments. If you must use sick leave for such appointments, please request leave as far in advance as possible.

You may also use up to 12 days of accumulated sick leave each calendar year for illness in the immediate family. For purposes of this policy, immediate family includes: mother, father, husband, wife, son, daughter, brother or sister, wherever they may live, and related persons living in the immediate household of the employee. This time may also be used for the purpose of placement of an adoptive child in the employee's home or the care of that child immediately after placement.

You are expected to be on the job at all times, but if you have to be absent, you must notify your supervisor as soon as possible. If you cannot call, have a member of your family or friend call. The work in your department must go on, so your supervisor will have to make arrangements for someone else to take over your responsibilities. If you can, please advise your supervisor as to when you think you will be able to return to work.

Administrative, service and support employees will receive additional creditable service in calculating retirement benefits for all unused sick leave. Disability due to pregnancy is treated as any other illness or disability.

Periodic program evaluation is required at the state and agency levels.
The purpose of program evaluation is to promote sound human resource
practices that comply with state policy and encourage continuous improvement
in the design of the Commonwealths Human Resource System.

DHRM PROGRAM EVALUATION

DHRMs program of conducting post-audit reviews of human resource
actions approved by agencies has been broadened. Increased agency authority,
greater flexibility in pay practices, and the movement from traditional to
contemporary organizational structures requires DHRM to ensure that Agency
Salary Administration Plans are consistent with the Commonwealths human
resource policies and that pay practices are administered in a fair and equitable
manner.

Therefore, the program evaluation focus shifts from a system that
reviews individual position actions to one that evaluates pay practices and
trends to ensure policy compliance and to assist agencies in managing employee
compensation and related matters. DHRMs program evaluation encourages
the continuous improvement and success of agency compensation and related
human resource programs.

Evaluation Objectives

To strengthen the partnership between DHRM and agencies.
To insure compliance with state and agency policy and practices.
To more effectively address mutual work force priorities.
To introduce methods that encourage continuous improvement.
To establish and encourage a continuous learning environment.
To evaluate the impact and results of HR programs.

AGENCY PROGRAM EVALUATION

Human resource professionals and agency managers are accountable for
the consistent and accurate application of pay practices. As a component of
their Agency Salary Administration Plans, agencies should establish
methods for evaluating the application of pay practices across organizational
lines of the agency. In addition to helping ensure compliance with policy,
agency evaluation programs can identify the need for refinements to the
compensation system or Agency Salary Administration Plans, the affect of
pay practices and incentives on work force productivity, and can identify
training needs for managers, supervisors, and human resource professionals.
This approach encourages the continuous improvement and success of agency
compensation and related employee pay programs.

INTER-AGENCY EVALUATION TEAMS

Agencies within a secretariat may elect to establish inter-agency Peer
Review and/or Best Practices Teams to ensure consistency with agency plans,
promote improvements in pay administration, and to identify common agency
initiatives, needs, and work force issues. Such teams may consist of human
resource professionals who have both the expertise and professional reputation
needed to successfully function in this capacity. This cooperative approach, in
which peers are accountable to each other, can be used to help agencies
objectively evaluate their strengths and weaknesses and ensure that human
resource programs are operationally sound.

EVALUATION CRITERIA

Program evaluation performed by DHRM, the agency, or inter-agency
teams should include the review and assessment of a variety of documents,
including plans, policies, and procedures. The Agencys Salary
Administration Plan, Training Plan, Operating Budget, data supplied to
DHRM, and the agencys strategic plans can serve as primary sources for
identifying the human resource related activities that should be monitored and
evaluated.
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