EMPLOYEE RELATIONS – HRM

EMPLOYEE RELATIONS – HRM

What does Employee relations Mean?

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.

• Employee Relations

  • Inter-relationships(both formal & informal) between managers & those whom they manage.

  • Structure & nature of interaction between labour & management in absence of a trade union.

• Industrial/Labour Relations

  • All the interaction between labour & management in situations in which employees are represented by union

Objectives of Employee Relations

• Maintaining good relations with staff 

• Build TRUST between Management & all levels

• Driving people towards company’s vision/goals

• Developing cooperative/constructive ER climate

• Effective management of work processes

• Control of labor cost

• Developing committed work force

Elements of a good Employee Relations  Plan

An effective employee relations program starts with clearly written policies. Employee relations policies describe the company's philosophy, rules, and procedures for addressing employee related matters and resolving problems in the workplace. 

Many companies have one or more relations representatives, people who work in the human recourses department to ensure company policies are followed fairly and consistently. Employee relations representatives work with employees and supervisors to resolve problems and address concerns.

Employee Relations main Stake Holders

• Managers
• Employees
• Employee Relations Institutes
• State Institutions, Courts & Tribunals

Managers responsibility

• Employee motivation
• Workforce commitment
• Effective Communication
• Achieving  high level of efficiency/Productivity
• Negotiating terms/conditions of the employee 

Employees responsibility 

• Improve employment conditions
• voice out grievances
• Exchange views & ideas with management
• Share in decision making

Employee Relation Institutes

• Employers Organizations
• Staff Associations
• Trade Unions(Parent Unions)

State intuitions responsibility

• Creating/maintain harmonies relations at work
• Framework of rules & fair conduct in ER
• Dealing with the repercussions of internal conflicts
• Establishing peace making arrangements
• Achieving a prosperous society with justice

What is the importance of Employee relations?

Every individual at the workplace shares a certain relationship with his fellow workers. Human beings are not machines who can start working just at the push of a mere button. They need people to talk to, discuss with each other and share their happiness and sorrows.

An individual cannot work on his own, he needs people around ,if the organization is all empty, you will not feel sitting there and working. An isolated environment demotivates an individual and spreads negatively around. It is essential that people are comfortable with each other and work together as a single unit towards a common goal.

References

Bamboohr.com. (2019). What is the definition of Employee Relations? [online] Available at: https://www.bamboohr.com/hr-glossary/employee-relations/. Accessed on 26^th June 2020.

Study.com. (2015). What Is Employee Relations? - Definition & Concept - Video & Lesson Transcript | Study.com. [online] Available at: https://study.com/academy/lesson/what-is-employee-relations-definition-lesson-quiz.html. Accessed on 26^th June 2020.

Managementstudyguide.com. (2015). Importance of Employee Relations - Why Employee Relations at Workplace? [online] Available at: https://www.managementstudyguide.com/importance-of-employee-relations.htm. Accessed on 26^th June 2020

Industrial Disputes-HRM

Industrial Disputes-HRM

What are industrial disputes?

Concept of industrial disputes

In the term ‘industrial dispute’ means “any dispute or difference between employers and employers or between employers and workmen, or between workmen and workmen, which is connected with the employment or non- employment or the terms of employment and conditions of employment of any person”.

Objectives of industrial Disputes Act

—  Prevention of industrial disputes

—  Investigate of industrial disputes

—  Settlement of industrial disputes

THE INDUSTRIAL DISPUTES ACT NO.43 OF 1950 the preamble refers to the term “termination” of industrial disputes, the mechanism under the Act does not have anything concrete for the prevention of an industrial dispute.

Excluding Category of employees

It means any employee of the Company or its subsidiaries who was previously employed by Purchaser Sub or its affiliates and is ineligible for rehire by Purchaser Sub or its affiliates based on his or her termination code

—  Employees of the government service

—  Employees in local government service

—  Employees in three army forces

—  Judicial officers

Resources for Industrial Disputes

—  Poor working environment

—  Unfair Labour Practices by the employer

—  Unfair conditions of employment

—  Not having chance to enjoy employee rights

—  Terminate the employees without having proper reasons

—  Unfair recruitment  

Methods of solving Industrial Disputes

The reasons for proper process in resolving employment disputes continue to apply, as ever:

Disputes at work are expensive, stressful and disruptive for employers and employees.

Early, constructive discussion can produce solutions before problems escalate and working relationships break down.

—  Arbitration

—  Conciliation

—  Labour tribunal

—  Industrial court

—  Collective agreement

Power of commissioner of labor regarding industrial disputes

—  Refer the disputes to be settle according to the collective agreement. If such agreement exits between employer and employees.

—  Settle a disputes by conciliation

—  Refer the disputes for voluntary arbitration

Power of the Minister of Labour

—  Refer the disputes for compulsory arbitration

—  Refer the disputes to an industrial court

Labour Tribunal

—  Labour tribunal is introduce by the Industrial Dispute Act.

—  Mainly to provide “ speedy settlement of industrial settlement”. Easy access to the employee and the just an equitable order

—  Every application to the LT must be make within 3 months.

—  Employees can make the application to the labour tribunal

On what matters employees can make application to LT

• Termination of employment by employer
• Nonpayment of gratuity or any other termination benefits
• Employees can make the application to the labour tribunal
• On what matters employees can make application to LT
• Termination of employment by employer
• Nonpayment of gratuity or any other termination benefits
• In the situation where a question arises as whether the forfeiture of gratuity has been according to gratuity Act.
  

References

Your Article Library. (2014). Industrial Disputes: Definition, Forms and Types. [online] Available at: https://www.yourarticlelibrary.com/industries/industrial-disputes-definition-forms-and-types/35453. Accessed 24 June. 2020.

Vidanapathirana, H. (n.d.). Primary objectives of the Industrial dispute Act No 43 of 1950 in Sri Lanka : overview and analysis. www.academia.edu. [online] Available at: https://www.academia.edu/33877568/Primary_objectives_of_the_Industrial_dispute_Act_No_43_of_1950_in_Sri_Lanka_overview_and_analysis . Accessed 24 Jun. 2020.

employers.lk. (n.d.). THE INDUSTRIAL DISPUTES ACT NO.43 OF 1950. [online] Available at: http://employers.lk/labour-law-reforms/13-the-industrial-disputes-act-no43-of-1950 .Accessed 24 Jun. 2020.

www.coursehero.com. (n.d.). Reflection Paper on the Industrial Disputes Act of Sri Lanka.docx - Reflection Paper on the Industrial Disputes Act of Sri Lanka 1 Table of Contents SL | Course Hero. [online] Available at: https://www.coursehero.com/file/37144441/Reflection-Paper-on-the-Industrial-Disputes-Act-of-Sri-Lankadocx/.Accessed 24 Jun. 2020.

 

 

 

Recruitment Process in Organizations-HRM

               Recruitment Process in Organizations

What is Recruitment?

A process of searching for prospective candidates and enticing them to apply for the job in the organization.

The process of seeking and attracting a pool of people, from which qualified candidates for job vacancies can be chosen.                                                      

What is Recruitment Policy in HRM

Recruitment may be defined as the process of attracting the right talent with the right skills, the right attitude and the right experience. It is one of the very important and most discussed topics of human resources. Recruitment nowhere is used alone. It includes various terms with it, those terms are selection and induction. As per recruitment and selection policy, the process of talent acquisition starts from recruitment and is processed further with selection and continues till induction. We can explain the term selection as well as induction. Selection is the process of choosing the best person for a given position. Recruitment is attraction and selection is to choose. Induction means introducing the person to the position. In other words, we can say the success of the company is based on the right recruitment to a very large extent as the process of recruitment is based on proper strategies.

 

An organization to survive well must have a concise Recruitment and Selection Policy so that it can have the best talent from a pool of candidates. Having a robust recruitment policy is the first demand of an efficient hiring process. The company must follow the recruitment policy and procedure.

Recruitment Process

                              

An efficient recruitment process is an organization-specific sourcing model that aims to find the right fit for the right job at the right time. It is a step-by-step approach to bringing in talented people who can help the company grow. An all-inclusive recruitment process has 5 key phases but it may vary from company to company depending on the business vertical, organizational structure, size of the company, nature of operations, existing recruitment workflow, and selection process.

 Important of strong Recruitment Process

                                    

Any foolproof recruitment process is typically targeted towards attracting qualified candidates and encouraging maximum possible job seekers to apply. This makes it possible to build a big pool of talented players in a tight job market and minimizes the time involved in finding candidates and filling roles for the present and future requirements of the company. A well-planned and thoughtfully crafted recruitment process helps the hiring team filter the right candidates faster while staying focused on engaging the eligible candidates for maximum conversions. The recruitment process not only reflects the company’s professionalism but also helps attract the right kind of candidates while saving time and money spent on identifying, attracting, engaging, recruiting and retaining talent.

Recruitment Methods - Internal & External

Internal                                                                 

—  Notice  boards                                       

—  Circulars

—  Newsletters

—  Job posting

—  HRIS

—  Intranet

—  Transfers

—  Promotions

—  Employee Referrals

 Advantages and disadvantages of Internal recruitments

External

—  News paper advertisements               

—  Magazines

—  Radio and TV

—  Point of purchase

—  Job bidding

—  Educational institutes

—  Labour contractors

—  Job agencies

—  Head hunting

—  Walk in interviews

—  Job fairs

—  Other sources – Associations

Advantages and disadvantages of External recruitments

References

Byars, L.L. and Rue, L.W. (2007). Human Resource Management. Mcgraw-Hill Education.

HrHelpboard. (2017). What is Recruitment Policy and Procedure and its ambition | HRhelpboard. [online] Available at: https://www.hrhelpboard.com/hr-policies/recruitment-policy.htm Accessed 16 June 2020.

Jobsoid. (n.d.). Recruitment Process - The Ultimate Guide to Hiring Top Talent. [online] Available at: https://www.jobsoid.com/recruitment-process Accessed 16 June 2020.