https://youtu.be/3IAW9_AhKyw
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Human Resources Overview​

Human resources are, to be put simply; the overseers of the Civil Worker’s Union. Their day to day operations include but tend not to be limited to; overall CWU hygiene oversight, worker-citizen relations during workshifts, workshift general oversight, internal affairs oversight, store hygiene oversight (food preparation, general hygiene, etc), guideline adherence general oversight and any other processes the present H.R Manager (H.R.M) deems worthy of their division’s time and subsequent reward. In a nutshell; they are the glue that binds the CWU’s daily proceedings.

All H.R personnel (distinguished by a ‘H.R’ patch on their uniform’s chest) are required to form reports upon the aforementioned types of oversight, each having its own format that will be created by the current H.R.M. All H.R personnel are required to complete a minimum of 5 reports weekly, on any of the aforementioned subjects. On a bi-weekly basis the current H.R.M is required to compile the reports they have received into a smaller report of their own format (suggested; one report per type of oversight) to be sent in a mass message to all currently employed managers and the branch lead.

It is to be duly noted that Human Resources personnel hold no authority over their peers; it is the job of the H.R.M solely to correct any worker misbehaviors reported upon in a H.R personnel’s report, minor cases of which do not require the authorization of other staff and usually do not involve anything other than a verbal warning. Upon an already previously warned worker’s re-offense, the H.R.M is authorized to contact the branch lead (zero) and request authorization to punish via spreadsheet deduction and the worker’s manager be contacted with an official report on the infraction and action taken. If the worker re-offends in a third time in any substantial capacity, a meeting shall be held with Zero, the current H.R.M and the current manager that sits above the offending worker to discuss their potential removal from the CWU.

In some cases H.R. can also act as semi-official tutors for new workers, given their requirement for flawless knowledge on the faction overall.

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Human Resources rewarding process​

There are two options when it comes to rewards.

Option 1:
Upon establishment of the H.R division, changes will need to be made to the spreadsheet response form to cater to H.R personnel. The response form will need to include the work type provided, including; workshift oversight, worker-relations resolution, overall hygiene check, store hygiene check, worker guideline adherence report and miscellaneous. The miscellaneous option requires the authorization of the current H.R.M before use, as it caters to unlisted and usually H.R personnel-created and/or Manager-requested oversight of some kind. See ‘Work Type emphasis’ for more details on the types of work being conducted.

All spreadsheet form listings will reward the responding H.R personnel delegate with 5 spreadsheet points.

Option 2:
H.R. personnel are required to admit their reports (See ‘Work Type emphasis’) to the H.R.M where they are, on a weekly cycle, graded for their own quality. Personnel will not be rewarded with their weekly amount (20-50 spreadsheet points, based on quality) if they have failed to reach their quota, thus dissuading H.R. personnel from missing their quotas. The H.R.M will need to be given authorization to alter the spreadsheet to administer the points, thus preventing the need for the response forms to be altered – this is more than likely the preferred option, due to the aforementioned and its ability to allow the Manager more control over what is rewarded and what isn’t. I personally prefer this option.


The manager of the division is to be rewarded directly by Zero upon their bi-weekly compiled report being handed in. Amount is determined by Zero based upon quality of the compiled report. For the sake of fairness, it should be anywhere from 20-50 spreadsheet points, equal to those below them.

To note; H.R division personnel are authorized to conduct one production workshift per week, as either a complimentary spreadsheet point boost or if requested by a new worker to show them the proper course of action taken during a workshift. They may not complete more than one production workshift a week and are susceptible to punishment if this guideline is not adhered to.

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Work Type emphasis​

The different types of work conducted by H.R personnel are listed as;
Workshift oversight
Worker-relations resolution
Overall hygiene check (limited to one report per-week)
Store hygiene check
Worker guideline adherence report
Miscellaneous
The ways these are rewarded are based upon the options seen in Human Resources rewarding process. Report filing is done via an H.R-specific forum conversation.

For these types of reports to be accepted as valid, they must adhere to the following descriptions:

Workshift oversight
The reporting H.R delegate must have been present for the entire duration of the workshift and kept their attention solely on the workshift itself with little deviation; they are, however, permitted to speak to the host worker on trivial or professional matters during the workshift if they wish to, provided they can acutely retain their attention on the workshift. The H.R delegate must be able to properly assess hygiene, worker-citizen interaction, product assembly, worker-CP interaction and so on; reporting on all subjects. All details will be heavily scrutinized by the current H.R.M. They must have gathered enough information to properly fill out the format provided by their current H.R.M. All personnel are susceptible to punishment if unable to properly convey information.

Worker-relations resolution
This pertains to the successful resolution of any arguments, differences or other work-hindering issues pertaining specifically to relations between workers. This does not include mental issues; we are not psychologists. If the H.R delegate is able to successfully conduct a full investigation into the differences between workers, which includes a discussion with both parties, they can compile it into a report and send it in to the current H.R.M via conversation. If the issue is still unsolved, it must be noted in the report; it is however greatly urged that the delegate make an attempt to resolve the issue, which will net them a bonus. All details will be heavily scrutinized by the current H.R.M. They must have gathered enough information to properly fill out the format provided by their current H.R.M. All personnel are susceptible to punishment if unable to properly convey information.

Overall hygiene check
This is limited to one report per H.R delegate a week. This involves an overall hygiene inspection on every single CWU establishment present in the district, which must meet a high standard of detail. While not required to conduct this investigation bi-weekly, it is recommended each H.R delegate do so as to properly assess hygiene requirements from multiple fronts, not to mention it will more than likely net them a higher weekly reward. The list of required facilities to be inspected will be provided in the conversation. All details will be heavily scrutinized by the current H.R.M. They must have gathered enough information to properly fill out the format provided by their current H.R.M. All personnel are susceptible to punishment if unable to properly convey information.

Store hygiene check
This is fairly simple; a concise inspection of a store’s overall hygiene. The report will include overall surface hygiene, hygiene pertaining to the preparation of food and beverages, as well as mandatory tastings of at least three listed menu items to ensure it is safe for consumption. Delegates are expected to purchase these items with their own funds. All details will be heavily scrutinized by the current H.R.M. They must have gathered enough information to properly fill out the format provided by their current H.R.M. All personnel are susceptible to punishment if unable to properly convey information.

Worker guideline adherence report
This may be somewhat of a rarity. These reports are solely reserved for when a H.R delegate observes the breakage of guidelines by any member of the Civil Workers Union, and must provided a detailed report with the forwarded format including the rule that was broken, at which time it was broken, the name and number of the worker, the location of occurrence and a brief description explaining the events, how they observed the breakage of rules and whatnot. These reports are usually forwarded to the manager of the division the rule breaker falls under, and the H.R.M will assist the manager in appropriate punishment of the worker. All details will be heavily scrutinized by the current H.R.M. and the divisional leader forwarded to. They must have gathered enough information to properly fill out the format provided by their current H.R.M. All personnel are susceptible to punishment if unable to properly convey information.

Miscellaneous
These types of reports are generally reserved for any kind of report that doesn’t fall under the aforementioned categories, and is likely to be very rarely used as it is entirely discretionary to the reporting delegate and is susceptible to be declined if the relevance is deemed unworthy by the current H.R.M. All details will be heavily scrutinized by the current H.R.M. They must have gathered enough information to properly fill out the format provided by their current H.R.M. All personnel are susceptible to punishment if unable to properly convey information.

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Divisional Rankings​

The ranking system of the division is extremely simplified; H.R. personnel, assistant human resources manager, human resources manager. All have unique abilities within the faction and have their own roles in the function and foundation of human resources.

They are described as the following;

Human Resources Manager (H.R.M. John ‘Number’ Doe)
The virtual head of the snake; the whip of the CWU. All H.R personnel report directly to the H.R.M. with their reports and can only adhere to orders received by the H.R.M. The H.R.M. is the only member of this division that holds any extent of power within the CWU, being authorized to issue verbal warnings to the majority of workers under Manager if a report indicates rule-breakage or misconduct. They require authorization to administer punishments further than verbal warnings. They are tasked with compiling the reports issued to them by their lower staff and providing Zero with a downsized, generalized version of them to give them an overall idea of the smoothness of the CWU’s proceedings. This is a necessary report bi-weekly. This Manager’s understanding of the CWU must be utterly flawless; second nature.

They are also capable of conducting reports themselves, though will not be rewarded for doing it in the same capacity.

Assistant Human Resources Manager (A.H.R.M. John ‘Number’ Doe)
While this delegate holds no authority over other workers, it should be duly noted that their words are likely to heavily influence the actions of the H.R.M., despite being an impartial advisory role. They are quite simply tasked with assisting the H.R.M. with their usual duties, as well as helping them to compile the reports given by the H.R. personnel; they are thus rewarded based on their assistance, usually by the H.R.M. In the event of the Manager’s absence, they are authorized to temporarily take over the division and will – for the duration of the Manager’s official absence – hold the power of a Manager. Despite lacking authority; they should be respected as any other Assistant Manager.

They are also capable of conducting reports themselves, though are not assured an extra reward for doing so.

Human Resources Personnel (H.R. John 'Number' Joe)
The bulk of the division; they are tasked with compiling reports on the aforementioned varied subjects, with a quota of 5 reports per week. They hold zero authority over their fellow workers and are to be treated on the same level as any other worker; they are merely overseers and reporters. Their actions will be heavily scrutinized by both the assistant and overall manager of the division, thus requiring a flawless knowledge of the CWU’s proceedings. They are the very foundation of the division.

Only workers who have served a minimum period of 2 weeks within the CWU are capable of applying for Human Resources. It has a separate application form of its own, provided by the current H.R.M. They will be placed on a one week trial period upon acceptance, where their first reports will be heavily scrutinized.

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Closing Notes​

This division will essentially replace retail and relations, as will the miscellaneous division. In saying that; both myself and @Mateozz have expressed our desire to see these changes implemented in Helix; no earlier.

As for who will head the H.R. division; that’s up for debate. I’m not going to stick my head out and demand I lead the division, but I really can’t help myself from emphasizing; the Manager of this division needs to have a peak understanding of the Civil Worker’s Union, peak activity, an open mind and the ability to diagnose problems before they occur. This system (albeit different back then) was tested once and failed due to piss-poor management, a lack of purpose and inactive leads. As much of a cocky cunt as I might make myself sound; making me Manager of it may be a necessity, because I’m one of the only two left who have seen the rise and fall of this division, and as a result; know how to stop it from happening again. The other is FieldersNL; I’m not sure that he’d have the time nor urge to lead this, with how demanding it is. If @Helupiarz would like to be my assistant; I'd be completely alright with that.
If the strict set of requirements aren’t met, I can tell you; this is doomed to fail.

I’ve also added Slim and FieldersNL to the conversation, as I value their opinions and they may be able to express some insight.

Please; everyone refrain from posting until @Mateozz has posted his half of the reforms, pertaining to the Miscellaneous division.

Thank you.

P.S. I may discuss some other changes unrelated to the divisions at a later date Brano; closer to Helix. I'd rather get this out of the way first.