* Precedents Online -HR

A detailed matrix describing seven possible levels of leadership (corporate, NOT co-operative) and their associated authority profiles. The profiles include the role of management, the role of the subordinates, decision making processes, implementation processes, evaluation processes and change management processes and associated legal documents for each of the seven levels. These days levels 4, 5 and 6 are preferred as they are more inclusive.

A simple white paper comparing M-Organisation models with U-Organisation models. This is not a formal logic/mathematical model; rather it is a practical look (using graphic representation) at the difference between senior managers who leave key decisions to level 2 managers and senior managers who are key in the decision making process.

A first letter of warning to an employee - an investigation of the accident results in a conclusion of failure of duty of care.

A detailed description of a particular position, viz. a dental therapist. This includes the overall objects of the position, relationships with others in the unit and outside, and a detailed task analysis. An important document when you are preparing for recruitment. It provides the basis for the Job Description and is the basic document for evaluating the applicant's suitability for the position. The questionnaire format assists in that evaluation process.

Disabled applicant. This letter of rejection is for someone who was not considered for an interview because (s)he was under-qualified for the position. It explains why minimum qualifications are important. Includes policy on Privacy Act and return/destroy application.

A detailed description of a particular position, viz. a technical writer called upon to write the user manual and user guides including user training manuals and other training material. This is an interesting one because it involves the tech writer at the beginning of user requirements statement (URS) preparation and user acceptance testing (UAT) and doesn't leave the user manual as an after-thought. So the tech writer needs knowledge of both the SDLC and the DDLC.

Visio. Meeting - Forum-style. A special U-style. The key to a "forum" is the interaction of the audience with the experts making their presentations and debating between each of them the issues arising. The scientists present their data and argument but audience participation is encouraged. This means that elevation is essential so that every participant in the room can have eye contact with the presenters. This style lends itself to address and display by one or more of the presenters. This example meeting has a maximum of 264 audience participants in addition to the 6 presenters.

This job description describes a new job on offer for a Quality Systems Engineer employed to perform the work of a quality systems analyst and technical writer who will be assigned important tasks within the Quality Systems Unit of the Quality Control Department. (ANZIC group 692 Architectural, Engineering and Technical Services Industry.) It is designed to be sent to the potential applicant along with an application form. It is based on the Job profile that was completed when the new position was designed and approved, prior to advertising the new position.

A detailed description of a particular position, viz. a heavy vehicle goods point-to-point truck driver employed. This includes the overall objects of the position, relationships with others in the unit and outside, and a detailed task analysis. An important document when you are preparing for recruitment. It provides the basis for the Job Description and is the basic document for evaluating the applicant's suitability for the position. The questionnaire format assists in that evaluation process.

This is a "to whom it may concern" form of reference, still used in Australia but considered to be of less importance because of its general nature and because of the lack of confidentiality, reducing the honesty of the referee. It is "to whom it may concern" because the Referee doesn't want to get involved, but is happy to act as referee and will back up the reference if required to do so. In this case the applicant has gone to the referee and explained the new position to him/her.