Human Resource Management

Slides:

Advertisements

Similar presentations

Business Studies UNIT 2 6th January 2009

Advertisements

INDUCTION PROGRAMME Employee Eskom

Industrial Relations. Meaning Industrial relations is a multidisciplinary field that studies the employment relationship. Industrial relations is used.

EMPLOYMENT RELATIONS Business Studies Topic 4. NATURE OF EMPLOYMENT RELATIONS  Stakeholders in the Employment Relations Process:  Employers  Employees.

Workplace Disputes Topic 4: Human Resources Strategies in human resource management.

Human Resource Management. Exam Requirements Candidates should be aware of the manager’s role more than an administrative process. Insights into strategic.

Unit 4 Area of Study 1.  To achieve an optimum working relationship between employees and management  To focus on using specific strategies to retain,

Lecture 6 Employee relations

Employee Relations Pages 240 – 261. Employee Relations The relationship that exists between employers and employees and how they work together to determine.

Personnel Management Employment Legislation Mag. Maria Peer.

Human Resource Management

Effective Employer -Employee Relations

Resolving disagreements BTEC First in Business Unit 5.

Chapter 22 Industrial Relations. Recap of Previous Lecture Types of separations Principles of Transfers Principles of Promotions.

BM Unit 2 - LO41 Higher Business Management Unit 2 Learning Outcome 4 Human Resource Management.

Organizational Control

2.7 Employer & Employee Relations

Introduction to Human Resources. The HR manager as a strategic business partner n Three dimensions are critical in the design and practice of HR.

CHAPTER 7 EMPLOYEE RELATIONS

Labor Relations Chapter 12. Labor Relations Chapter 12.

Representation of members. Unions can represent members faced with redundancy, grievance, disciplinary procedures and legal action. Representation occurs.

Chapter 1 A Framework for Analyzing Collective Bargaining and Industrial Relations McGraw-Hill/Irwin An Introduction to Collective Bargaining & Industrial.

© 2004 by Prentice Hall Terrie Nolinske, Ph.D Working with Organized Labor.

Week 1. Assessment 1. Quiz 15% 2. Test 15% 3. Assignment 30% 4. Final Examination 40% ____ TOTAL100% ====

J Cain Chapter 14 & extra notes

Key Terms Trade Unions – terms Arbitration – settlement of a dispute by intervention of a neutral third party Closed shop – an arrangement whereby all.

Business Studies Training and Worker support Learning Objectives: To understand the ways training can be done and the advantages and disadvantages of training.

Keya Trivedi Relational Management. Human Resource Management.

UNIT 3.3 –The role of Trade Unions

© 2005 McGraw-Hill Ryerson Ltd. Chapter 6 Training Employees 1.Discuss how to link training programs to organizational needs. 2. Explain how to assess.

Labour Law. Collective Bargaining Union certification means that representatives need to selected to negotiate collective agreement Collective agreement.

4.3 – The Role of Trade Unions

Employer / Employee Relations. Content Employee / Employer relations Different approaches to employee relations: Collective bargaining Individual bargaining.

Business Management - Intermediate 2Business Decision Areas © Copyright free to Business Education Network members 2007/2008B111/078 – BDA 1.

UNDERSTANDING LABOUR RELATIONS & HEALTH AND SAFETY.

Employee representation THE TIMES 100. Trade Unions Trade unions are organisations that represents the interests of workers across a range of issues.

University of Latvia, Latvia

Employee Participation

Introduction to HUMAN RESOURCE MANAGEMENT

2.7 Employer & Employee Relations

Chapter 1 Human Resource Management and Competitive Advantage

An Introduction to The Process of Collective Bargaining

THE EMPLOYMENT RELATIONSHIP

Human Resources Management

Introduction and Concepts of Industrial Relations

PERSONNEL POLICY A personnel policy is a total commitment of the organization to act In a specified way while dealing with its employees.

MANAGEMENT AND INDUSTRIAL RELATIONS

The Union-Management Framework

UNISON and unions' wider role

Chapter 8 – Human Resource Management

CHAPTER 6 WORKPLACE RELATIONS.

Employee Participation

MANAGING HUMAN RESOURCES

Employee Participation

HRM Employer and Employee Relations

Unit 3 Human Resource Management Aim The aim of this unit is to enable students to appreciate and apply principles of effective Human Resource Management.

English for Lawyers 3 Lecturer: Miljen Matijašević

PROGRESS MADE REGARDING LEGISLATION PORTFOLIO COMMITTEE ON LABOUR

UNIT FOUR HUMAN RESOURCE MANAGEMENT. INTRODUCTION TO GENERAL HRM ISSUES Achieving missions of organizations through leadership of scientific excellence.

Prof. Devpriya Dey Spirit of HR.in

Employee Morale and Satisfaction

ER What is ER The term 'employee relations' refers to a company's efforts to manage relationships between employers and employees. An organization.

Human Resource Management

Meaning, Scope, Objectives and Significance

HUMAN RESOURCE MANAGEMENT

UNDERSTANDING UNIONIZATION DECISION

Sources of Conflict in the Organization

Academic Employee Relations

HUMAN RESOURCE MANAGEMENT

Presentation transcript:

Human Resource Management Units 9 & 12 Week 4

Assessment Criteria AC 2.1 Assess the current state of employment relations in a selected services industry

Employee Relations Organisations are made up of employees who interact with each on a daily basis These interactions, whether formally or socially, will create relationships As in every relationship there may be conflicts and or disagreements or dissatisfaction Organisations, in there own interest, has a responsibility to ensure employees are “happy” with the conditions within which they operate Hence, management is responsible for developing and implementing policies designed to ensure that this relationship is appropriate for achieving organisational objectives(Alison.com, 2017)

Trade Unions - Jamaica Purpose & Functions Objectives Types Structure http://www.jtug.info/trade-unions.html

Unionisation A union is an organized group of workers who collectively use their strength to have a voice in their workplace. Through a union, workers have a right to impact wages, work hours, benefits, workplace health and safety, job training and other work-related issues. The trade union, through its leadership, bargains with the employer on behalf of union members (rank and file members) and negotiates labour contracts (collective bargaining) with employers. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment". (En.wikipedia.org, 2017)

What is employment relations?

Employment Relations Communications between management and employees concerning workplace decisions, grievances, conflicts, problem resolutions, unions, and issues of collective bargaining. (BusinessDictionary.com, 2017) “The term 'employee relations' refers to a company's efforts to manage relationships between employers and employees. An organization with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company. Such programs also aim to prevent and resolve problems arising from situations at work. (Study.com, 2017)

Current State of Employee Relations Has changed significantly over the years Decline in Union influence Focus more on building relationships with Employees Trade Unions More emphasis on Direct communication Managing organisational change Employee motivation and involvement

Employee Relations State of employee relations can be measured by: The level of absenteeism The level of employee morale The level of employee participation in the decision-making process The level of productivity The number and length of industrial disputes The level of employee turnover (Alison.com, 2017)

Impact of Employee Relations on Organizations Productivity Employee Loyalty Conflict Reduction

Employee Participation & Involvement (Slideplayer.com, 2017)

Conflict Management Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. A disciplinary procedure and grievance procedure permit employers to deal fairly and consistently with employee misconduct and complaints from employees about the workplace. (Personnel Today, 2017)

Role of HR in Employment Relationship Manage the employment contract e.g. pay & conditions, its legal basis, health & safety, etc Ensure compliance with employment law e.g. redundancies, unfair dismissal, minimum wage, etc Encourage communication through various means e.g. team briefings, etc https://hbr.org/2016/05/happy-workplaces-can-also-be-candid-workplaces Promote retention, involvement and engagement through team working, and work life balance policies Engaging in collective processes of negotiation and consultation, with and without trade unions (Anon, 2017)

References Slideplayer.com. (2017). CHAPTER 3 Employee Involvement and Participation: Contemporary Theory and Practice. - ppt download. [online] Available at: http://slideplayer.com/slide/7420374/ [Accessed 1 Feb. 2017]. Obrien, P. (2014). Why Strong Employee/Employer Relationship is Important and How to Achieve This?. [online] Business 2 Community. Available at: http://www.business2community.com/strategy/strong-employeeemployer-relationship-important-achieve-0876781#PTBZQ7L6TQoow7Hw.97 [Accessed 1 Feb. 2017]. Anon, (2017). WHAT IS EMPLOYEE RELATIONS?. [online] Available at: http://adapt.it/adapt-indice-a-z/wp-content/uploads/2014/05/cipd_2012.pdf [Accessed 1 Feb. 2017]. Personnel Today. (2017). Workplace discipline and grievance procedures. [online] Available at: http://www.personneltoday.com/employment-law/discipline-and-grievances/ [Accessed 1 Feb. 2017].