Go Back   ManagementParadise.com | Management & Business Education Learning Platform PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT > Human Resources Management (H.R)

Human Resource Management of Quincy Newspapers

Discuss Human Resource Management of Quincy Newspapers within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Quincy Newspapers, Inc. (QNI) is a family-owned media company that originated in the newspapers of Quincy, Illinois. The company's history ...

Reply

 

Thread Tools Display Modes
Human Resource Management of Quincy Newspapers
Old
 (1 (permalink))
Netra Shetty
netrashetty is on a distinguished road
 
netrashetty
Student of PGDM at Mats Institute of Management and Entrepreneurship
Bangalore, Karnataka
Management Paradise Guru
 
Status: Offline
Posts: 4,857
Join Date: Dec 2010
Location: Bangalore, Karnataka
Human Resource Management of Quincy Newspapers - January 27th, 2011

Quincy Newspapers, Inc. (QNI) is a family-owned media company that originated in the newspapers of Quincy, Illinois. The company's history can be traced back to 1835, when the Bounty Land Register was one of only four newspapers in all of Illinois. Over the next century, a number of mergers followed. In 1935, the Quincy Herald-Whig emerged, and it still operates under that name today. The company moved into radio in 1947 and began television broadcasts in 1953.

Orientation

All new, regular administrative, service and support staff are to attend the first formal orientation session offered after they begin their employment. Nonregular employees are also encouraged to attend.

To facilitate attendance, formal orientation sessions are scheduled at frequent intervals. Orientation session schedules may be obtained from Human Resource Services. The orientation program will provide useful and necessary information concerning staff responsibilities, benefits, educational opportunities, history, programs, facilities and major policies of the University of Missouri.

Department supervisory personnel are responsible for providing each new staff member with the necessary on-the-job orientation. (HR 108)

back to top
Computer Utilization

Unauthorized or excessive personal use of computers or equipment is prohibited if it overburdens a network, results in substantial use of system capacity or otherwise subjects the institution to increased costs or risks. Users of university computer resources have the responsibility to respect intellectual property rights of authors, contributors and publishers in all media and to protect user ID, password and system from unauthorized use. They must also adhere to the terms of software licenses and other contracts and to other university and data access policies. (HR 518)

back to top
Identification Cards

Each campus provides university identification cards for employees. ID cards remain valid for the duration of employment. Cards must be surrendered upon termination of employment. Lost ID cards must be reported to your supervisor, campus police and Human Resource Services. A new card will be issued for replacement or when other changes make a card outdated.

You may be required to present your ID card in order to be admitted to or participate in various university programs or use of facilities. (HR 302)

back to top
Release of Employee Information

The following information regarding your employment may be released in response to requests received from outside the university:

1. Name
2. Verification of current or past university employment
3. Position or job title
4. Salary information
5. Campus telephone number
6. Campus mailing address

Other employee information is considered confidential and may be released to individuals outside the university only upon authorization of the president, the chancellor or his/her designated representative.

Under normal circumstances, no employee information shall be released without the written authorization of the employee concerned. Security measures are to be taken to prevent unauthorized disclosure of employee information.

This policy is not intended to preclude a faculty or staff member from responding to a reference based upon his/her personal knowledge of an individual. (HR 114)

back to top
Probationary and Qualifying Periods

All new, regular employees must serve a probationary period of six months. This probationary period gives you time to learn the duties of the job and decide whether the job is right for you. During the probationary period, you must demonstrate your ability to satisfactorily perform the job for which you were hired. If your work is judged to be unsatisfactory, you may be dismissed at any time during the six-month probationary period.

During the probationary period, if you experience problems in performing the duties assigned to you or you have concerns about your performance, you should discuss these matters with your supervisor. Under unusual circumstances, the probationary period may be extended up to three months. However, no employee may remain on probation for longer than nine months.

Employees who have completed their six-month probationary period and who are subsequently transferred or promoted must serve a one month qualifying period in the new position. If during this time period it is determined that the employee is not qualified or the employee does not wish to continue in the new position, the employee will be returned to the previously held position, if available, or a comparable one in the department, if available, or be placed on a six-month leave of absence from the former department to be considered for available openings in the department and on the campus as they occur. If the employee does not find employment on the campus within the six-month period, the employee will be terminated

The Agency Salary Administration Plan Guidelines are intended to help state
agencies prepare for implementation of the State’s Compensation Management System
and serve as a continuous framework for updating Agency Salary Administration
Plans, as agency business needs change. Additionally, these guidelines will provide
agencies a framework in which to formulate their internal job evaluation processes and
salary administration policies to support their agency’s mission and organizational
needs. These guidelines contains ideas, alternatives and options for agencies to
consider as they design their own approach to implementing the new compensation
components outlined in the Compensation Management System. These guidelines
should serve as a resource to agencies and should not be perceived as a
comprehensive listing of all options available to agencies in implementing the
Compensation Management System.

During the transition to the State’s Compensation Management System that will
begin September 25, 2000, agencies will not have to develop an Agency Salary
Administration Plan. This transition period is a time when agency management
becomes familiar with the new job evaluation and compensation components and
begins to formulate and operationalize their Agency Salary Administration Plan
based on their organizational needs. A Transition Planning Checklist has been
developed for agencies to use during this transitional period that includes items that
should be considered for implementation. This checklist will serve as the precursor for
the Agency Salary Administration Plan.

The Agency Salary Administration Plan is the document that outlines how
agencies will implement the Compensation Management System. It will address
specifically how the agency intends to implement the compensation and performance
management components. This document will become the foundation for ensuring
consistent application of pay administration decisions.

The Agency Salary Administration Plan is the basis for agency policy.
Agencies will be held accountable for actions taken in accordance with their plan. It will
be submitted to the State Department of Human Resources Management (DHRM) for
review. Approval will not be required; however, DHRM will conduct post audits to
ensure that Agency Salary Administration Plans are in compliance with EEO
requirements and state policy. Additionally, DHRM will serve as a resource to agencies
to assist with plan development.
Advertisements


Last edited by netrashetty; January 27th, 2011 at 06:40 PM..
   
Friends: (0)
Reply With Quote
Re: Human Resource Management of Quincy Newspapers
Old
 (2 (permalink))
James Cord
jamescord is an unknown quantity at this point
 
jamescord
Management Paradise Guru
 
Status: Offline
Posts: 2,112
Join Date: Mar 2016
Re: Human Resource Management of Quincy Newspapers - March 28th, 2016

Quote:
Originally Posted by netrashetty View Post
Quincy Newspapers, Inc. (QNI) is a family-owned media company that originated in the newspapers of Quincy, Illinois. The company's history can be traced back to 1835, when the Bounty Land Register was one of only four newspapers in all of Illinois. Over the next century, a number of mergers followed. In 1935, the Quincy Herald-Whig emerged, and it still operates under that name today. The company moved into radio in 1947 and began television broadcasts in 1953.

Orientation

All new, regular administrative, service and support staff are to attend the first formal orientation session offered after they begin their employment. Nonregular employees are also encouraged to attend.

To facilitate attendance, formal orientation sessions are scheduled at frequent intervals. Orientation session schedules may be obtained from Human Resource Services. The orientation program will provide useful and necessary information concerning staff responsibilities, benefits, educational opportunities, history, programs, facilities and major policies of the University of Missouri.

Department supervisory personnel are responsible for providing each new staff member with the necessary on-the-job orientation. (HR 108)

back to top
Computer Utilization

Unauthorized or excessive personal use of computers or equipment is prohibited if it overburdens a network, results in substantial use of system capacity or otherwise subjects the institution to increased costs or risks. Users of university computer resources have the responsibility to respect intellectual property rights of authors, contributors and publishers in all media and to protect user ID, password and system from unauthorized use. They must also adhere to the terms of software licenses and other contracts and to other university and data access policies. (HR 518)

back to top
Identification Cards

Each campus provides university identification cards for employees. ID cards remain valid for the duration of employment. Cards must be surrendered upon termination of employment. Lost ID cards must be reported to your supervisor, campus police and Human Resource Services. A new card will be issued for replacement or when other changes make a card outdated.

You may be required to present your ID card in order to be admitted to or participate in various university programs or use of facilities. (HR 302)

back to top
Release of Employee Information

The following information regarding your employment may be released in response to requests received from outside the university:

1. Name
2. Verification of current or past university employment
3. Position or job title
4. Salary information
5. Campus telephone number
6. Campus mailing address

Other employee information is considered confidential and may be released to individuals outside the university only upon authorization of the president, the chancellor or his/her designated representative.

Under normal circumstances, no employee information shall be released without the written authorization of the employee concerned. Security measures are to be taken to prevent unauthorized disclosure of employee information.

This policy is not intended to preclude a faculty or staff member from responding to a reference based upon his/her personal knowledge of an individual. (HR 114)

back to top
Probationary and Qualifying Periods

All new, regular employees must serve a probationary period of six months. This probationary period gives you time to learn the duties of the job and decide whether the job is right for you. During the probationary period, you must demonstrate your ability to satisfactorily perform the job for which you were hired. If your work is judged to be unsatisfactory, you may be dismissed at any time during the six-month probationary period.

During the probationary period, if you experience problems in performing the duties assigned to you or you have concerns about your performance, you should discuss these matters with your supervisor. Under unusual circumstances, the probationary period may be extended up to three months. However, no employee may remain on probation for longer than nine months.

Employees who have completed their six-month probationary period and who are subsequently transferred or promoted must serve a one month qualifying period in the new position. If during this time period it is determined that the employee is not qualified or the employee does not wish to continue in the new position, the employee will be returned to the previously held position, if available, or a comparable one in the department, if available, or be placed on a six-month leave of absence from the former department to be considered for available openings in the department and on the campus as they occur. If the employee does not find employment on the campus within the six-month period, the employee will be terminated

The Agency Salary Administration Plan Guidelines are intended to help state
agencies prepare for implementation of the States Compensation Management System
and serve as a continuous framework for updating Agency Salary Administration
Plans, as agency business needs change. Additionally, these guidelines will provide
agencies a framework in which to formulate their internal job evaluation processes and
salary administration policies to support their agencys mission and organizational
needs. These guidelines contains ideas, alternatives and options for agencies to
consider as they design their own approach to implementing the new compensation
components outlined in the Compensation Management System. These guidelines
should serve as a resource to agencies and should not be perceived as a
comprehensive listing of all options available to agencies in implementing the
Compensation Management System.

During the transition to the States Compensation Management System that will
begin September 25, 2000, agencies will not have to develop an Agency Salary
Administration Plan. This transition period is a time when agency management
becomes familiar with the new job evaluation and compensation components and
begins to formulate and operationalize their Agency Salary Administration Plan
based on their organizational needs. A Transition Planning Checklist has been
developed for agencies to use during this transitional period that includes items that
should be considered for implementation. This checklist will serve as the precursor for
the Agency Salary Administration Plan.

The Agency Salary Administration Plan is the document that outlines how
agencies will implement the Compensation Management System. It will address
specifically how the agency intends to implement the compensation and performance
management components. This document will become the foundation for ensuring
consistent application of pay administration decisions.

The Agency Salary Administration Plan is the basis for agency policy.
Agencies will be held accountable for actions taken in accordance with their plan. It will
be submitted to the State Department of Human Resources Management (DHRM) for
review. Approval will not be required; however, DHRM will conduct post audits to
ensure that Agency Salary Administration Plans are in compliance with EEO
requirements and state policy. Additionally, DHRM will serve as a resource to agencies
to assist with plan development.
hey there,

here i am sharing Project on Quincy Newspapers Inc, please check below and get download from attachment.
Attached Files
File Type: pdf Project on Quincy Newspapers Inc.pdf (553.8 KB, 0 views)
Friends: (0)
Reply With Quote
Reply

Bookmarks

Tags
area of hrm, career development, career management, career path, career planning, company in us, fringe benefits, hrm of us company, hrm practices, human, human resource management, induction process, job evaluation, job rotation, management, newspapers, orientation process, performance appraisal, personnel management, quincy, recruitment process, resource, staffing process, strategic hrm, training development
Related to Human Resource Management of Quincy Newspapers
 

Similar Threads

Thread Thread Starter Forum Replies Last Post
SWOT ANALYSIS ON Quincy Newspapers Abhijeet S Principles of Management ( P.O.M) 1 January 30th, 2018 02:05 PM
Customer Relationship Management of Quincy Newspapers Anjali Khurana Marketing Management 1 August 24th, 2017 03:11 PM
Human-Resource-Management-Chapter-Human Capital management rpatel748 Human Resources Management (H.R) 2 March 15th, 2016 03:26 PM
Concepts of Personnel Management, Industrial Relations and Human Resource Management kanodia.pooja Human Resources Management (H.R) 17 June 10th, 2015 06:13 PM
human resource practises in different banking sectors- human resource management proj neha_1385 Human Resources Management 10 August 3rd, 2009 04:14 PM
 


Thread Tools
Display Modes

Posting Rules
You may not post new threads
You may not post replies
You may not post attachments
You may not edit your posts

BB code is On
Smilies are On
[IMG] code is On
HTML code is On
Trackbacks are On
Pingbacks are On
Refbacks are Off


ManagementParadise.com is not responsible for the views and opinion of the posters. The posters and only posters shall be liable for any copyright infringement.



Search Engine Optimization by vBSEO ©2011, Crawlability, Inc.