Industrial relation means the relationship between employers and employees in course of employment in industrial organisations. However, the concept of Industrial Relations has a broad and narrow meaning. In a broad sense, the term Industrial Relations includes the relationship between the various unions, between the state and the unions as well as those between the various employers and the government. In the narrow sense, it refers to all types of relationships between employer and employees, trade union and management, works and union and between workers and workers. It also includes all sorts of relationships at both formal and informal levels in the organization. Relations of all those associated in an industry may be called Industrial Relations. According to International Labour Organisation, Industrial relations comprise relationships between the state on one hand and the employer’s and employee’s organisation on the other, and the relationship among the occupational organisations themselves. According to Continue reading
HRM Functions
Industrial Disputes Settlement Machineries: Mediation and Conciliation
Mediation Mediation’s is a process available to the parties involved in contract negotiations by which an outside party is called in by union and management to help them reach a settlement. The neutral mediator does not ultimately resolve the dispute, but instead tries to move the parties towards agreement by maintaining communication and suggesting alternative solutions to dead-locked issues. The mediator’s function is to provide a positive environment for dispute resolution by drawing on extensive professional experience in the field of labor management interaction. The mediator must possess thorough knowledge of the issues, and an ability to innovate solutions to problems. The mediator must be an effective communicator, know the importance of timing and most of all, have the confidence and trust of the parties. A mediator must possess attributes such as integrity, impartiality and fairness. Conciliation Conciliation is a process by which representatives of workers and employers are brought Continue reading
Role of Job Analysis in Human Resource Management
The purpose of a job analysis in human resources is to collect information about a job by analyzing the duties, responsibilities, tasks and activities of the job. A job analysis should identify the types of technologies and equipment that are to be used on the job and point out the types of education and experience that are required for the job to be done successfully. This information is used to prepare a job description, which states the specific duties and responsibilities of a person in the job. Human resource managers also use the job analysis data to conduct other human resources activities, such as recruitment and selection, performance evaluation, and the design of training and career development programs. To successfully plan for the future, organizations working on a strategic plan need to conduct a job analysis for their current positions and possible future positions. This will help them to determine Continue reading
Approachs to Ensure Employee Discipline
Maintenance of harmonious human relations in an organization depends upon the promotion and maintenance of employee discipline. No organization can prosper without employee discipline. Discipline has been a matter of utmost concern for all organizations. Maintenance of effective discipline in an organization ensures the most economical and optimum utilization of various resources including human resources. Thus, the objective of discipline in an organization is to increase and maintain business efficiency. Effective discipline is a sign of sound human and industrial relations and organizational health. The different approaches to employee discipline include,(i) human relations approach, (ii) human resources approach, (iii) group discipline approach, (iv) the leadership approach, and (v) judicial approach. The employee is treated as human being and his acts of indiscipline will be dealt from the viewpoint of values, aspirations, problems, needs, goals behavior etc. Under human relations approach the employee is helped to correct his deviations. The employee Continue reading
Different Approaches to Training Needs Assessment
What is Training Need Assessment? “A training need exists when an employee lacks the knowledge or skill to perform an assigned task satisfactorily. It arises when there is a variation between what the employee is expected to do on the job and what the actual job performance is.” To pinpoint the range of training needs and define their content, the HR department uses different approaches to needs assessment. 1. Survey: Survey the potential trainees to identify specific topics about which they want to learn more. It suggests that trainees are more likely to be receptive to the resulting programs when they are viewed as relevant. The group’s expertise may be tapped through a group discussion, a questionnaire, the Delphi procedure, or a nominal group meeting. 2. Group recommendation: The group’s expertise may be tapped through a group discussion, a questionnaire, the Delphi procedure, or a nominal group meeting. i. Group Continue reading
Job Enlargement – Definition, Benefits and Differences with Job Enrichment
Job enlargement is a job design technique wherein there is an increase in the number of tasks associated with a certain job. In other words, it means increasing the scope of one’s duties and responsibilities. The increase in scope is quantitative in nature and not qualitative and at the same level. Job enlargement is a horizontal restructuring method that aims at increase in the workforce flexibility and at the same time reducing monotony that may creep up over a period of time. It is also known as horizontal loading in that the responsibilities increase at the same level and not vertically. Many believe that since the enlargement is horizontal in nature there is not a great need for training! Contrary to this, job enlargement requires appropriate training especially on time and people management. Task related training is not required much since the person is already aware of the same or Continue reading