• General 11.08.2015 Comments Off on Employee Responsibilities

    After all, the task manager is not whether to get a job and responsibility, and to plan, direct and supervise the work of others. First of all, taking the other people's responsibilities, the head bad for business as well as solving the problems of their subordinates, he, at this moment, on the one hand, distracted from their cases and not doing its job, which is much more important and more important for the organization, and with On the other hand, encourages irresponsibility of their subordinates. Every employee, regardless of position, must cope with their responsibilities. He paid for it. However, the employee, once having done a trick with the head will return to this method again and again, make your life easier and give undeserved pay for the work with which he, in fact, can not cope. Lack of clear division of tasks, responsibility, and service functions, a misunderstanding of competence often leads the organization. As a result, difficult to solve many problems, the functioning of the organization, there are bottlenecks.

    That avoid these shortcomings, we must advance to clearly define tasks, responsibilities, communication channels and responsibilities of each. In this case, be completely ruled out the possibility of shifting liability for failure to work on another's shoulders and duplication operations. The most effective means of struggle – a clear and detailed business processes based on them constantly upgraded scheme organization (organizational structure), which is linked to job descriptions. Such instructions should clearly define the rights, duties and functions of each department and each employee.

  • General 06.08.2015 Comments Off on Russian Federation

    In our view, it is not ripe, and was originally established in the Act legitimately. In addition, we say that this trend will soon change to the opposite. Time the reversal will depend on the growth of professional skills of lawyers, which will involve evaluation of the company to protect its legitimate interests in the courts. These facts can be regarded as a confirmation of the argument that the absence of professional practices and clear criteria, “expertise” will report any known positive or it will always be found “Significant” weaknesses.

    At the same time he is defenseless against the appraiser, “an expert in business.” This does not mean that all the “experts” are bad, and appraisers – are good. On this occasion, we can make the idea that in assessment activities in Russia, there were followers of long ago rejected the idea of legal science “scientific judges” when the judge took a legally significant decisions. Very important conclusions are given in 9, in particular, “At present, there are no clear uniform requirements for the examination procedure, evaluation reports and the contents of expert opinions that are understandable to all subjects of the market valuation services. ” Then VI Lebedinsky said: “We need Valuation examination aimed at identifying possible errors in evaluation reports, a significant effect on the total value of the market value of evaluation. ” We draw attention to the underlined words we. In order to do this should be the criteria and possible significance, and they are not. 6. From the foregoing, the following questions arise. Why do so carefully camouflaged genre of the document, which the legal entity is a legal act? Why do designers MP said that “the purpose of Methodical recommendations is the creation of a unified methodological approach to the examination of evaluation reports,” and hid it in general terms the true purpose of “development requirements Federal Law of 29.07.1998 135-FZ “On appraisal activities in the Russian Federation”, “ie, further establish the legal requirements in circumvention of the law, but, as stated in MR, in view of Russian and foreign practice review of assessment reports? Recently there appeared an article by VI Lebedinsky 9 can be regarded as a necessary reinforcement MP taking into account international practices.

Categories

© 2010-2018 One Million Red Ribbons All Rights Reserved