ما هي تعليمات هندام الموظف ومظهره؟

بقلم: نسرين قاقيش

تعليمات هندام الموظف ومظهره (Dress Code) هي مجموعة من الأحكام التي يحدد فيها طبيعة الزي الذي يتوجب على الموظف الالتزام بها. تختلف هذه التعليمات من مؤسسة الى اخرى وذلك باختلاف نوع المؤسسة او باختلاف اماكن تواجدها.

هنالك اربعة انماط رئيسية للزي الرسمي الدول الاوروبية واميركا والدول المتاثرة بالثقافة الغربية. ليس بالضرورة ان تتواجد جميع هذه الانماط في المؤسسة اذ ان اختيار النمط يعتمد على عدة عوامل ادناه وصف للانماط الاربعة الرئيسية هذا وبامكانك ملاحظة الفرق بينها في الصور ادناه:

الزي الرسمي : ( (Formal

الزي الشبه الرسمي :  (Semi Formal)

الزي العملي الانيق : (Smart Casual)

الزي العملي : (Business Casual)

كما يمكننا ايضا اضافة نمطين اخرين وهما كالتالي:

الزي الخاص بالمصانع

الزي التقليدي كارتداء الشاري او القمباز كزي رسمي في بعض الدول

تختلف تعليمات هندام الموظف ومظهره (Dress Code) عن الزي الموحد (Uniform) فكثير من المؤسسات التي تلتزم بتوزيع زيها الموحد تغفل اصدار تعليمات هندام ومظهر الموظف ويكتفون باصدار تعليمات تحتوي على كيفية العناية بالزي الموحد والذي يعتبر جزء من التعليمات الخاصة بهندام الموظف ومظهره ادناه جدول يبين الفرق بينهما:

تعليمات هندام الموظف ومظهره (Dress Code)	الزي الموحد (Uniform)
تعريف: هي مجموعة من الأحكام التي يحدد فيها طبيعة الزي الذي يتوجب على الموظف الالتزام بها.	تعريف: هو زي يتم تصميمه خصيصا للمؤسسة بحيث يعكس صورتها وشعارها ويتم توزيعه مجانا على الموظفين جميعا وقد يكون هناك اكثر من تصميم بحيث يتناسب مع المستوى الوظيفي للموظفين او طبيعة العمل
ان تعليمات هندام الموظف قد تحتوي على معلومات خاصة بالزي الموحد ككيفية العناية والمحافظة عليه بالاضافة الى التعليمات الاخرى	على الموظف ان يرتديه حسب الاصول المحددة
الموظف يقوم بشراء واختيار ملابسه الوظيفية بشكل يتوافق مع التعليمات الخاصة بذلك	يتم توزيع الملابس من قبل المؤسسة وعلى الموظف ارتداؤها حسب الاصول

Your Vision, Mission, Policies and Procedures will make your Employees not dissatisfied?

Written by Nisreen Qaqish

A month ago while searching for a new office to rent in Al Husseini Mall by chance   I entered to an office for a poultry company I cannot really remember the name of the company.

First I thought, Great!  they seems serious about their vision, but then after a deep thought I remembered that all companies have their vision written somewhere i.e. website, profiles and /or on their walls .

So are they really genuine about what is written? Do they have a strategy to implement it? Do they have a business plan? Are they implementing it? Do employees believe in the vision and take it seriously. Is it a part of the company’s culture and values or not?

It was difficult to me to answer all of the above mentioned but even I advise all companies to have the following set of policies and procedures and or frame works

1- Company Vision, Mission and Value:

For me I do believe that the vision, mission and values are your company DNA.What is your company DNA? How you should communicate it in order to be reflected to your customers

2- Strategy and Balance Scorecard

Having your DNA is really nice however to succeed you need to build a practical achievable strategy that is translated into clear goals and levels to all level in the community through i.e. balance scorecard, performance management.

3- Work Standard Operating Procedures

Having Standard Operating Procedure Manual for your company will make work easier as the communication lines between internal and external will be identified, conflict due to miscommunication between employees will be less and defiantly you will receive fewer complaints from customers which will make your employees not dissatisfied

4- Code of Conduct HR Policies and Procedures and your Employee Hand book

Code of Conduct, Employee hand book, and HR Policies and Procedures that is aligned with your overall strategy will create the internal values that you want to engrave in your employees and reflect on your customers.

Once you develop the entire above mentioned make sure to integrate it within your company culture and values and not only papers in the cabinet. Believe in what is written and drive all your company to believe in it. Work on your management and your supervisor to deliver it to all your employees and improve it continuously to match the need of the business your employees and your customers.

BANISHING BURNOUT

  Improve Performance                        Solve Conflict                                                     Solve Conflict 

BANISHING BURNOUT

(One Day WORKSHOP followed by coaching sessions)

Do you have employees complaining about their work constantly? Do you have employees that overreact to minor hassles, report being overwhelmed, and complain of minor health aliments? If so, you could be dealing with employees who are feeling burnt-out.

OBJECTIVES

Burnout is an overstress state due the inability of the employee to cope with work-related stress. It leads to feeling of exhaustion, frustration along with deceased performance and frequent sick leaves.

By joining this workshop your employees will be able to learn the following: 

- Burnout definition 

- Burnout signs and symptoms

-Tools and techniques to avoid burnout

-Tools and Techniques to take care of your self

- Tools and techniques to solve conflict

METHODOLOGY

8 hours of interactive workshop followed by three Coaching Sessions

WHO SHOULD ATTEND?

All Employees who works in an organization with high demands i.e NGOs, Hospitals, Banks

Expected number of delegates: 12-20 employees

WHO IS OUR EXPERT?

Dr. Mohammad Bushnaq
Dr. Bushnaq received his Bachelor in medicine from Istanbul University, Turkey in 1995. He pursued residency training in internal medicine in Jordan in 2004, and then he received his Fellowship training in palliative medicine in San Diego Institute of Palliative Care.
He is the chairman of Jordan palliative Care Society and active member of Jordan Pain Society, and he is a temporary adviser for EMRO-WHO for palliative care.
Based on his specialty, he is interested in capacity building and training for issues related to quality of life, including wellness, burnout, self-care, and conflict.

 How much should I pay my employees……

Written by Nisreen Qaqish

                                                                                                             It is a real hard question to answer, however I do believe that in the lack of a clear benchmark for each job and industry in Jordan, companies need to develop a salary administration policy that is fair to both employees and company. And will lead to attract and retain the employees within the company, therefore when developing this policy I would recommend taking a closer look at the following:

  1-Company Vision and Strategy:

      What is your company vision and strategy, how do you want to achieve it, what is the manpower caliber that will be needed and what is the manpower budget (Salaries, benefits i.e. insurance, social security) that you will need to implement your business plan

        2- Salary Structure Philosophy

What is the salary structure philosophy that is aligned with the overall strategy?

Are you looking to have a base pay and it will be tied to the variable pay i.e. bonus, incentives…     If you are a startup company you might think to have base salary and to focus on variable pay in order to make more business, however if you are a big corporate and looking for more loyal employees then you might think of having profit share, bonuses, or stock share that is linked with performanc

 3-The talent needed and the uniqueness of the job

What type of talent do you need, what is their experience, and qualifications and how much do you need to offer them

   4-The Market  

      How much your direct and indirect competitors are paying to the same type of the caliber you want to hire, where do you want to place yourself in comparison to your competitors 

      

       5-Salary Ranges

      Upon the completion of the above try to develop the salary ranges for job families and level that is based on what was mentioned above

Finally review your policy at least once per year and do updates when needed as you do not want your policy to be outdated and if you have not started yet please do not hesitate to contact us and we will be more than glade to help you.

Are you losing your employees? Do you want to know why?

Are you losing your employees? Do you want to know why?

Written by: Nisreen Qaqish / General Manager AZARHRS

During the last two years working as a consultant I have met several CEO’s for Small and Medium Enterprises and whenever I meet some I hear the same complains “We have high turnover”, “Employees are not loyal as they used to be”,   “People do not want to work at SME, they use us to gain experience and then to work with corporates” and much 

more…..

Are the statements above true or not I am not sure, but I think if we are aware of Maslow and Herzberg theory then we will know why people are leaving us?

As per the pyramid above what leads to dissatisfaction and then would force people to leave is the following:

1-      Salary

Do you believe that your employees can pay their bills and essential expenses i.e. food? If they cannot then they will leave soon once they have a 10 JD increase

2-      Job Security

Do your employees feel that they would lose their job or their job is secured? If your employees feel that there is no job security then definitely they will leave you

3-      Relationship with direct Manager

Are your direct managers competent, they know how to communicate with their team, they are respectful and resourceful?  Or they are bossy and control freak? If your managers do not know how to communicate, manage and motivate their employees then they will leave? Remember “People leave managers not companies”.

4-      Relationship with Peers

Have you created a teamwork culture? Do your employees know how to handle conflict resolution?  If there is no harmony between your employees then you will lose them?

5-      Work Conditions

Have you created a safe environment? Do you care about the wellness of your employees or you have created a tough working condition were your employees are over stressed and burnt-out? Unsafe environment, stressed and burnout environment are not really tempting to work with

6-      Company Policy

Do you have clear set of policies? Are your policies flexible and easy to understand or very strict and fixed?

7-      Growth and Career Advancement

Do you have career ladders? Do you offer learning opportunities? Do you have potential to grow? Do you have succession planning? Your top employees need to grow otherwise they will leave you

8-      Recognition

Do you reward your top achievers; do you recognize their work in public? As people like to be appreciated and rewarded not for what they are but for what they do? Even though people they do not ask for recognition but believe they need it more than money

9-      Work itself

Have you created meaningful jobs? Have you hired the right person for the right positions or you are hiring over-qualified employees where they feel demotivated? Bad recruitment decision might lead to meaningless job and then would create an urgency to leave

10-  Achievement

Do your employees feel that they are contributing to the success of the company? Can your employees share their ideas, and do you listen to those ideas and make used of them?

HR SPECIALISTS ARE HIRED TO FIRE OTHERS…… WRONG!!

In March,2004 ,  after leaving Jordan Ahli Bank,  and feeling happy that I will be working  in the HR field I called my cousin to tell her my news.

"Hello, Dear, I have great news; I am working now in the HR field.

My cousin answered with a sad tone: “Really, HR, now you will be firing people leaving them homeless… "

I hung up the phone feeling sad and speechless “Oh my god, I do not want to fire people …. I do not want to make them homeless….. I really cannot do it!”

I spent all night dreaming and imagining people leaving my office, so in the morning, I decided to give it a try and I went to work for few months. Ironically, I still work in Human Resources and I am really passionate about it. During the last 7 years, I found out that a strong Human Resources team can help solve the following core issues that can hinder the success of any organization:

  -  Poor Customer Service

  -  Low performance

  -  High Turn Over

  -  Low morale

  -  Increased Stress

At AZAR HUMAN RESOURCE, we believe in creating a long-term partnership with our client that will lead to the reduction of all these problems, in addition to many others … if you want to know more about How to solve these problem please check our website, and follow our blogs with all update

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