Every employee has certain expectations which he thinks must be fulfilled by the organization he is working for. When the organization fails to do this, he develops a feeling of discontent or dissatisfaction. When an employee feels that something is unfair in the organization, he is said to have a grievance. In the Industrial Relations language, Grievance is defined as anything which irritates or tends to make work conditions unsatisfactory and thereby harbors a discontent or dissatisfaction arising anything connected with the company that an employee thinks, believes or even feels, unfair, unjust. In this sense many of the controversial issues in Industrial Organizations may be said to arise as a result of incept or ill-advised handling or neglect of grievances which individually may appear trivial but collectively may become explosive. The following principles should be observed while laying down a grievance procedure in organizations: A grievance should be dealt Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
The Model Grievance Procedure
A grievance is a complaint by an employee that something in the management’s behavior has breached his or her employment rights and that he or she is unhappy about it. It may be real or it may be the result of a misconception or a misunderstanding. Managing grievance is, however, primarily a line manager’s responsibility. In this line managers require help, advice support and expertise from the employee relations procedures and training line managers to operate these procedures in a fair, reasonable and consist manager. Employee grievances are an outward expression of worker dissatisfaction which, if not resolved can result in unsatisfactory work behavior which has adverse consequences for the organization’s competitive position. An important aspect of grievance machinery is the reassurance given to an individual employee by the mere fact that there is a mechanism available to him which will consider his grievance in a dispassionate and detached manner, Continue reading
Collective Bargaining – Definition, Features and Process
Collective bargaining involves discussions and negotiations between two groups as to the terms and conditions of employment. It is called ‘collective’ because both the employer and the employee act as a group rather than as individuals. It is known as ‘bargaining’ because the method of reaching an agreement involves proposals and counter proposals, offers and counter offers and other negotiations. Thus collective bargaining: is a collective process in which representatives of both the management and employees participate. is a continuous process which aims at establishing stable relationships between the parties involved. not only involves the bargaining agreement, but also involves the implementation of such an agreement. attempts in achieving discipline in the industry is a flexible approach, as the parties involved have to adopt a flexible attitude towards negotiations. The main characteristics of collective bargaining are: Collective Process: The representatives of both the management and the employees participate in it. Continue reading
Human Resource Information Systems (HRIS)
Human Resource Management Systems (HRMS, EHRMS), Human Resource Information Systems (HRIS), HR Technology or also called HR modules, shape an intersection in between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the planning and programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. “HRIS can be briefly defined as integrated systems used to gather, store and analyze information regarding an organization’s human resources.” (Hedrickson, 2003, p.381). Human Resource Continue reading
HRM Functions: Training and Management Development
Having selected the manager for the job, he or she must be trained. However, it is not sufficient to provide training only for the manager: the whole family must be trained. Training should include at least two phases. Pre-departure training should focus on language, history and culture for the whole family and on job-specific training for the manager. On arrival in the new country two or three weeks without too much job-related activity should be allowed for adaptation to the new culture. Transition training should continue with language and culture training as well as meetings at which the new expatriates have the chance to mix with local residents and other foreign nationals. Caring for expatriate managers does not cease at this point. The home office must remain alert to the need to provide psychological support in a variety of ways and to convince expatriates that they are not being disadvantaged Continue reading
Stress management: Evaluating stress
Feeling the effects of stress is a normal part of life, especially when you are facing major challenges. But each person responds to stress differently. What causes a lot of stress for one person may not cause stress for someone else. That’s because a large part of stress is a matter of perception-how you view a situation determines how much stress it causes you. Therefore, only you can best evaluate the amount of stress in your life and learn better ways to cope with it. Ask yourself the following questions to learn what is causing you stress and how you respond: What job, family, or personal stress do I have? Chronic stress can be caused by an ongoing stressful situation such as: Family or relationship problems. Caring for a family member who is elderly, has chronic health problems, or is disabled. Care giving is a major source of stress. For Continue reading