Zel Technologies Human Resources
Leading members of Zel Technologies' Human Resources Team include Lynn Taylor, Shirley Wills, and Shirley Turner. Zel Technologies' Human Resources Team has a direct impact on the company’s overall culture which is scored an A+ by employees. Let’s not forget culture starts at the top. Jack Ezzell, Zel Technologies' CEO, has been rated 84/100 by employees.
Zel Technologies Key HR Leaders
The Effects of HR on Zel Technologies
Zel Technologies' human resources department has a direct impact on the work environment. Employees rate their environment an A+ and are very happy at Zel Technologies. When asked what’s positive about the culture and environment at Zel Technologies, one user shared, “Attitude and Professionalism of all”.
- Top 5%A+Overall Culture
Zel Technologies is in the Top 5% of Similar Sized companies on Comparably
- Top 5%A+Environment
Zel Technologies is in the Top 5% of Similar Sized companies on Comparably
- Top 25%BHappiness
Zel Technologies is in the Top 25% of Similar Sized companies on Comparably
Zel Technologies is in the Top 5% of Similar Sized companies on Comparably
Recent Questions about HR at Zel Technologies
- How does Zel Technologies handle HR issues?View AllZelTech provides all employees with a handbook that outlines all of the company policies and programs which every employee must sign an acknowledgment form for. Also, during on-boarding, and at times through refresher training, ZelTech provides training on specific zero tolerance policies (topics include harassment, inappropriate use of computer systems, false time charging). During on-boarding these specific policies are highlighted and new hires sign acknowledgment forms. Depending on the severity of the infraction, ZelTech can respond through progressive discipline (Verbal Counselling, Documented Memorandums, Suspension/Firing) or through immediate termination (usually when a zero tolerance infraction occurs). ZelTech's goals it that everyone is informed of all expectations (through detailed on-boarding, constant supervisor feedback, formalized feed back/annual appraisals) so no one inadvertently breaches corporate policy or is blind-sided by the HR response to the situation.
