Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Human Resource Management

No description
by

Michelle Li

on 5 December 2014

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Human Resource Management

Aisyah
Herlina
Hong Ren
Mervin
Michelle
Sabina

Human Resource Management
What is a grievance?
Formal complaint to management/union representative
Unhappiness from perceived unfair treatment
Grievance
Recommended Grievance Handling Procedure
-Unionized GP involving Trade Union Representative

Team Management refers to ways of bonding and bringing the team members closer to achieve set targets through various activities
Team & Diversity mgmt
Counselling
5D MODEL
Incremental
First order change, result of planning and analysis process
Transformational
Second order change, top down process
Change
Discipline
Thank You for your attention!
Current mistakes in TTI's disciplinary procedure
1. Minor cases - Immediate supervisor to handle the case.

Major cases - To be reported to HR Dept to handle the case.

2. No need for all actions taken to be reported to HR Dept in writing.

3. Disciplinary committee should not be appointed by Managing Director of the company.

4. Employees should be given a chance to appeal their case.
Language Diversity
Age Diversity
Cultural Diversity
Diversity Management refers to a strategy that is being used to advance and maintain a positive workplace environment.
Benefits
1. Improvement in employee performance by matching it to results

2. Assist in understanding the situation more objectively

3. Decrease costs - turnover and absenteeism
Benefits of an Effective team
Management:
Employees:
Step 1: Develop Relationship
Develop relationship in a comfortable environment over a few occasions

Step 2: Define Problem
use paraphrase and reflecting skills

Step 3: Determine Goals
what can be solved vs what can be managed differently

Step 4: Decide Plan of Action
Generate and explore alternatives
Strategic decision with follow-up steps


Step 5: Do a Follow-Up
Regular progression checks
Encouragement to employees to think ahead
Increased Efficiency
Looking at the big picture
Rewards & Recognition
Shared Duties & Responsibilities
less time spent on individuals
more time on bigger goals, e.g Expansion
specialization + good communication
reduce misunderstandings & conflicts
recognized efforts through contributions & achievements
^ morale & quality of work
evenly distributed job responsibilities
reduces stress levels ; increase efficiency
Discipline principles
Progressive discipline
- Oral warning not given
- Written warning was not given too
- Punishment was not done

Just cause
- Notice not given neither verbal warning
- Sufficient investigation was not done
- No substantial evidence to proof
- Penalty was not treated equally
Factors of Discipline
Extenuating factor
- There was a sudden change in Steve's behavior

Frequency and nature of the problem
- The current problem have led to a more serious problem
Diversity Training Program
Duo/Multi Language in notice boards or letters

Managers -> Bilingual
Buddy System + tasks to complete
Legal Awareness
Cultural Awareness
Sensitivity Training
Recommended disciplinary procedure
1. Misconduct/Violation
employee was found to have engage in misconduct
2. Investigation/Documentation
managers should conduct investigation
evidence to be properly documented
3. Making of decision
relevant info has to be considered
minor case or major case?
4. Administering the decision
discipline should be carried out in a respectful manner
5. Appeal
employee can choose to appeal or not
6. Final decision
disciplinary action to be carried out be disciplinary committee
Due to :
Reason for the need to change is unclear
Fear of the unknown
Employees are not consulted about an organisation change
Education and Communication
Clearly define information
How it affects employees
Understand the benefits & goals

Participation and Involvement
Being involved in change effort
Increases sense of belonging, understanding and reduces uncertainty

Facilitation and Support
Lack of confidence
Feel incompetent, anxious
Encouragement & counselling

Its significance
Causes disputes and dissatisfaction
Decreases morale and productivity
Affects operations negatively
Causes of Grievance
Violation of employee's rights

-Violation of Employment Act

Overtime pay, where applicable, to be paid within 14 days of stipulated salary period

Jimmy had illegally forfeited Steve's overtime pay although overtime work tasks were fulfilled

-Violation of Employment Contract

Not complying with terms & conditions of employment

Rights & obligations covered under contract- Commissions rightfully earned from meeting sales targets illegally forfeited

Inefficiencies in TTI's current grievance procedure
No association with its union in its GP
Allowed total handling of grievance by immediate superior
Recommended Grievance Handling Procedure
-Unionized GP involving Trade Union Representative

Features to be present:
1) Levels of appeal depending on hierarchical structure of organization & HR Policy

2)First level of appeal with immediate superior; unless against immediate superior.

3)Time Lag, which indicates period of time to wait for action to be taken. Reasonable & achievable. "Working days" to prevent misunderstandings.

4) Right to move to next level if no satisfactory decision reached with both parties within Time Lag.
Step One: Discussion between Employee, Appointed Union & Supervisor
Steward reviews labor contract & meets with supervisor


Step Two: Union Steward Discusses with Supervisor's/Department Manager
Formal & put into writing
Formal meetings held with mentioned parties

Step Three: Union Committee Discusses with HR Manager
Union HQ grievance committee discusses with HR Manager

Step Four: National Union Representatives Discusses with Senior Management
National union representatives conduct meetings with organization's designated senior management

Step Five: Impartial Third Party
Ministry of Manpower for conciliation
Works with both parties in dispute to develop settlement agreement

Failure for resolution results in Arbitration
President of Industrial Arbitration Court
Referee appointed in accordance with Section 43 of Industrial Relations Act to determine dispute
Final decision implemented by arbitrator
Legally binds both parties
Full transcript