ازاي تقدر ترفع دعوى عمالية

في طريقتين تقدر بيهم ترفع دعوي عمالية
١_ الطريق المباشر وهو اللجوء للمحكمة مباشرا
بعريضه دعوى موقعه من محامى
ولازم تاخدوا بالكم من مواعيد سقوط الحق او التقادم.

٢- الطريق الغير مباشر وهو عن طريق تقديم شكوى لمكتب العمل ولازم تقدم الشكوي خلال ١٠ ايام من تاريخ بداء النزاع ، ومكتب العمل هيفحص الشكوي ويسأل الخصوم ويحاول يحل النزاع بشكل ودي خلال ٢١ يوم

لازم ترجع لمكتب العمل بعد نهاية ال ٢١ يوم عشان تقدم طلب لاحاله النزاع للمحكمه العماليه لفشل التسويه والحلول الودية

مكتب العمل يتخذ اجراءات احاله النزاع للمحكمه واعلان طرفى الخصومه خلال 45يوم من انتهاء مهله التسويه الوديه

مع أول معرفه بتاريخ اول جلسة بالمحكمه لازم محاميك يكون مجهز ( عريضة الطلبات ، واعلانها للخصوم بعريضة موقعة منه، )

لازم تراعوا مواعيد السقوط والانقضاء وصحه الخصومه والاختصاص المحلى للمحكمه التى يقع مقر الشركه الرئيسى بدائرتها

حاول تختار الطريق الأسرع الي من وجهة نظري هو الطريق المباشر
وارى انه الطريق المباشر


اختصارات في الموارد البشرية HR

OS = Organization structure
JD = Job Description
JE = Job evaluation
JA = Job Analysis
ER = employee relations
CFD = company financial Department
CPD = company Purchasing Department
CAD = company Audit Department
CID = company Information Technology Department
CSR = Corporate Social Responsibility
BT= Business Trip
BTA= Business Trip Allowance
HA= Home Allowance
TA= Transport allowance
MA= Mobile Allowance
LA = Loan Application
ESB = End of Service Benefits



What is a KPI?

A Key Performance Indicator is something that can be counted and compared; it provides evidence of the degree to which an objective is being attained over a specified time.

The definition above includes a set of words that need further explanation to ensure the statement is fully understood:

Counted: This may seem a little trite, however, counted means that a quantity can be assigned. That is, a number or value. It does not mean a percentage achievement. One of the most frequent mistakes in setting performance measures is to create a project and assess its success through how much work has been done. Just because an e-mail marketing campaign has been active for 3 weeks out of four does not mean it has been a success. Success is dependent on the outcome not the activity.

Compared: A number or value may be interesting but it only becomes useful when it is compared to what is optimal, acceptable or unacceptable. Every performance measure must have a comparator or benchmark. Using an industry benchmark gives an objective quality to the comparator, objectivity is not required, but it is desirable.

Evidence: The evidence will fall out by counting and comparing correctly. It is important to strive for a measure that will be observed in the same way by all stakeholders. The evidence should be clear and have specific meaning.

Objective: A performance measure only has significance if it is contributing to an objective. If there is no objective, why is it being measured in the first place? This does not mean we should ignore all operational measures; they still need to be in place, but even as sub-measures they should still contribute to the objective.

Specified Time: Everything is time bound; progress towards meeting an objective and therefore a strategy must be measured over a specified period of time.

The golden rule: Key Performance Indicators are based on objectives/goals. If a KPI exists and it is not based on an objective or a goal then it is serving no useful purpose. Let’s be clear here though. There may be many other metrics in the organisation that provide information, for example cost metrics as part of a profit and loss statement, but these are not KPIs.

Article Source : https://www.intrafocus.com/kpi-infographic/