Development of human resources Clause Samples

Development of human resources. Supplementary and further training is a particularly important measure to develop the competitiveness of the company. The individual company shall present its objectives for future development as the basis for identifying the need for human resources. It is the responsibility of the company, in co-operation with the employees, to carry out identification and to initiate any measures. The identification is updated usually once per year. Where there is a gap between the company’s present resources and the future needs, this gap is assumed to be bridged by means of relevant training measures or other measures. The costs of supplementary and further training in accordance with the company’s needs are the responsibility of the company. The company and its employees are all responsible for adequately bridging any gap in human resources.
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Development of human resources. Statement of principle and definition Development of human resources L.13.01
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Development of human resources. ‌ The school service centre and the union recognize the importance of ensuring the development of human resources and the employees recognize the importance of maintaining their skills in accordance with the provisions of the present article.
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Development of human resources. The objective of human resources development is to encourage employees to develop their technical, administrative and leadership skills. Wherever practicable, and while taking into account the training recommendations approved by the immediate supervisor in the annual performance review, employees are afforded the opportunity to attend professional training and continuing education activities to increase their knowledge and abilities so they may become qualified for promotion to higher positions. The parties agree that considering the emerging technologies within the industry, it is critical to anticipate a demand for new specialities and associated training. It is in the common interest of both employees and the Company to support an employee’s attempt to keep abreast of the advancements in his field. The Company will continue its present practice for Continuing Education, including activities to upgrade the employees’ fluency in French or English, subject to the following conditions for reimbursement:
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Development of human resources. EXCEPT FOR ALLOCATED AMOUNTS AND THE RECYCLING OF EMPLOYEES WITH JOB SECURITY 13.01 Statement of Principle and Definition 13.02 The activities of development of human resources seek to respond to meeting the needs of the establishment, as well as the needs and professional interests of employees according to the new orientations in the health and social services network. It must also endeavour to optimize the response to the needs of the organization’s clientele. 13.03 The development of human resources is a responsibility shared by the Employer and the employee. The employee takes active part in her or his professional development so as to allow her or him to acquire, maintain and develop her or his skills based on the objectives set. 13.04 The development of human resources is the subject of the human resources development plan provided for in the Act respecting health services and social services. It takes place through activities of all kinds based on the need and context to be addressed and the objective to be achieved. It can, in particular, comprise staff initiation, orientation, updating and development activities, included, among other things, in the calculation of the sums provided for in Article 31 of the National Provisions.
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Development of human resources. ‌ The board and the union recognize the importance of ensuring the development of human resources and the employees recognize the importance of maintaining their skills in accordance with the provisions of the present article.
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Related to Development of human resources

  • Human Resources (i) Advice and assistance in relation to the staffing of Party B, including assistance in the recruitment, employment and secondment of management personnel, administrative personnel and staff of Party B; (ii) Training of management, staff and administrative personnel; (iii) Assistance in the development of sound payroll administrative controls in Party B; (iv) Advice and assistance in the relocation of management and staff of Party B;

  • Job Development ‌ a. Does the district conduct or access job development services to expand job opportunities for TA and SNAP participants? Yes No If Yes, select how the district participates in job development activities. District staff contacts employers to solicit jobs for TA and SNAP Participants. Describe below how this is done, including number of staff, frequency of contacts, etc. Self Sufficiency Supervisory Staff members promote the hiring of Temporary Assistance clients through the use of the Transitional Employment Advancement Program (TEAP). MCDSS offers periodic job interviews with 60 - 75 TA recipients (concentrating on the Safety Net Singles) to fill vacant positions with companies who may participate with TEAP or OJT. Daily, job openings are received from area employers and reviewed by the Self Sufficiency staff for possible applicant matching. All jobs are posted in our waiting rooms, handed out at our front windows, given during recertification interviews or employment assessments for clients and applicants to review and submit applications to. To find additional employers, intranet searches of employment web sites, phone calls, cold calls, and mailings are made to employers in the area to explain the TEAP and OJT contracts along with information about Tax Incentives. Self Sufficiency staff also attend Job Fairs, as they arise to speak with employers and discuss the benefits of hiring a client currently on Public Assistance. Individuals that are eligible for TEAP or OJT are also given a TEAP brochure and OJT literature to use to advise potential employers that they are eligible for TEAP or OJT if they are hired. The Employment Coordinator receives notifications of job postings from various Monroe County vendors, we then try to match clients with these positions. MCDSS screens recipients for job skills matching current openings at an employer. MCDSS then schedules recipients to come to office and have a job interview here in the building. We assist with online application filing and interview preparation before the interview is conducted with the employer. MCDSS receives notifications of community job fairs and advises employable individuals to attend. MCDSS is able to have a sign in table at these events and are able to mentor individuals and offer support during the fair. District contracts or has an agreement with another agency to contact employers and solicit jobs for TA and/or SNAP participants. Describe below how this is done, including number of staff, frequency of contacts, etc. RochesterWorks, Inc. - There are 3 full-time staff dedicated to employer outreach on the RochesterWorks Business Services team. Outreach is done on a daily basis in a variety of ways such as through daily job posts on behalf of business, presentations to business/industry associations and groups like the local ▇▇▇▇▇▇▇▇ of Commerce, Pro-ROC (Professional Recruiters of Rochester) and other networks; one-on-one meetings at employers’ worksites, virtually, over the phone or via email; virtual and in-person recruitment events; and monthly business newsletters. RochesterWorks also engages employers referred by our local county Economic Development Department as well as the Department of Labor, to promote and connect job seekers with hiring companies. In addition to free job posting, recruitment events, and promotion, RochesterWorks offers work-based training grants in the form of On-the-Job Training (partial wage subsidy) and Transitional Jobs (fully subsidized). Career Systems currently refers Job Seekers from a number of programs to area job fairs. They will continue this and consider a referral to a job fair to be equivalent to a referral to potential employment; it will be a condition of continued eligibility for the program. They will facilitate, monitor and report this attendance and participation. Career Systems will also develop relationships with hiring agencies that will allow groups of participants to be interviews at the job site. Career Systems staff will facilitate, monitor and report attendance at these functions.

  • Professional Development Plan Professional Development Plan (PDP) refers to plans developed by faculty members addressing the criteria contained in Article 22 and Appendix G.

  • Joint Development If joint development is involved, the Recipient agrees to follow the latest edition of FTA Circular 7050.1, “Federal Transit Administration Guidance on Joint Development.”

  • Professional Development Committee There shall be a Professional Development Committee composed of three (3) members of the Association one of whom shall be the Bargaining Unit President or designate and three (3) representatives of the Hospital one of whom shall be the Chief Nursing Officer or designate and one human resources representative.