Important Aspects of HR

8/3/2019 Important Aspects of HR

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An area of managementpractice in the integrating of

people into work situation ina way that motivates them towork together productively,cooperatively and witheconomics, psychologicaland social satisfaction.


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An integral process

Individual and group satisfaction Satisfaction here may be, economic,

social and psychological.


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Matching unique sets of every person to astandardized technology.

Innovation in technology require therestructuring of job roles and responsibilities.

Promotion of individuals to positions ofgreater responsibilities creates a need forchanged behavior.

Inexperienced workers.


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A Grievance is anydiscontent or dissatisfaction,

whether expressed or not,arising out of anythingconnected with the companythat an employee thinks,believes or even feels, isunfair, unjust or inequitable.


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Observations

Opinion surveys

Exit interviews

Open door policy


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Resulting from Working Conditions:

Improper matching of workChanges in schedules or proceduresNon-availability of proper tools

Tight production standardsBad physical conditions IndisciplinePoor relationship with the supervisor


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Resulting from Management policy:WageLeaveOvertimeSeniorityTransfer

Promotions, demotions, dischargesLack of career planningHostility towards labour union


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Resulting from alleged violation of:

Collective bargaining agreementCentral or state lawsPast pictures

Company rulesManagements responsibilities


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Conformity with Prevailing Legislation Acceptability

Clarity Promptness Simplicity Training Follow up


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It helps management to learn aboutgrievance and also to tackle them before it

become grievance. Provide employee opportunity to express his

dissatisfaction. It gives emotional security to employees. Helps in maintaining Cordial relations. Helps in framing rules and regulations.


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The Industrial Employment (standingorders) Act, 1946

The Factories Act,1948

The Industrial Disputes Act,1947


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In broad sense Discipline means-orderliness, the opposite of confusion. It does

not mean a strict and technical observance ofrigid rules and regulations. It simply meansworking, cooperating and behaving in anormal and orderly way, as any responsibleperson would expect an employee to do.


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Non- placement of the right person on the rightjob.

Undesirable behavior of senior officers.

Faulty evaluations of persons or situations. Lack of upward communication. Defective supervision and leadership. Lack of properly drawn rules and regulations. The divide and rule policy of management. Low-intellectual level of employees. Discrimination Workers personal problems. Intolerably bad working conditions.


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Positive Aspect

Negative Aspect


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Negative Discipline Positive Discipline

Concept It is adherence toestablished norms and

regulations, out of fear ofpunishment.

It is the creation of aconductive climate in an

organization so thatemployees willinglyconform to the establishedrules.

Conflict Employees do not perceivethe corporate goals as

their own.

There is no conflictbetween individual and

organizational goals.


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To gain willing acceptance of rules,regulations, standards and procedures fromemployees.

To develop feeling of cooperation among theworkers.

To develop good human relations.

To increase work efficiency. To develop sense of tolerance. To give and seek direction and

responsibilities.


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Knowledge of Rules Prompt Action

Fair action Well-Defined procedure Constructive Approach Review and Revision


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If the rules and penalties are clear and wellunderstood a violation produces some

natural consequence. Just as the penalty fortouching the stove is immediate, so in adisciplinary system; the penalty for theviolation should be immediate and almostautomatic.


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Immediate

Warning

Consistent Impersonal

commensurate


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Minor Penalties Major Penalties

Oral Warning Withholding Increments

Written Reprimand Demotion/stopping Promotion

Loss of Privileges Discharge

Fines dismissal

Suspension


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Preliminary Investigation Issue of a charge sheet

Suspension pending enquiry (if needed) Notice of enquiry Conduct the enquiry Recording of findings Awarding punishment


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To prevent evidence of his own choice To cross examine the managements

evidence To explain his point of view without pressure

or fear


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HR manager must be interested in welfare of eachemployee.

He must view discipline as a corrective measure.

He must NOT take disciplinary action unless it is amust. He must NOT administer discipline on a routine basis. He must give a fair chance to the worker to defend

himself. He must maintain consistency in disciplinary action. He must admit his mistakes willingly. After disciplinary action, HR manager must resume

normal behavior and attitude towards the employee.


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Documents

Important Aspects of HR