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HRM

HRM

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Transcript

  • 1. Chapter 4 Employee Rights and HR Communications Fundamentals of Human Resource Management Eighth Edition DeCenzo and Robbins
  • 2. The Employment-at-Will Doctrine
    • Exceptions to the Doctrine:
      • Implied employment contract: verbal or written statements made by members of the organization, such as promises of job security or statements in an employee handbook.
      • Breach of good faith: An employer breaches a promise or abuses its managerial powers.
  • 3. Discipline and Employee Rights
    • Discipline
      • A condition where employees conduct themselves in accordance with the organization’s rules and standards of acceptable behavior.
  • 4. Discipline and Employee Rights
    • Factors to consider when disciplining
      • Seriousness of the problem
      • Duration of the problem
      • Frequency and nature of the problem
      • Extenuating factors
      • Degree of socialization
      • History of organization’s discipline practices
      • Management backing
  • 5. Discipline and Employee Rights
    • The most frequent violations requiring disciplinary action involve
      • Attendance
      • On-the-job behaviors
      • Dishonesty
      • Outside activities
  • 6. Discipline and Employee Rights
    • Disciplinary Guidelines
      • Make disciplinary action corrective rather than punitive.
      • Make disciplinary action progressive; i.e. verbal warning, written warning, suspension, dismissal.
  • 7. Discipline and Employee Rights
    • Disciplinary Actions
      • Written verbal warning
      • Written warning
      • Suspension
      • Dismissal
  • 8. Employee Counseling
    • This approach is most appropriate when a performance problem is not amenable to training and development or mentoring and coaching.
  • 9. Employee Counseling
    • Listen to the employee to uncover the reason for poor performance.
    • Focus on performance-related behaviors
    • Get the employee to accept the problem, and work to find solutions.
    • Managers are not expected to solve employee’s personal problems
    • Employee Assistance Program
  • 10. Glass ceiling effect
    • An invisible barrier for women or female worker that holds themselves up in their carrier ladder.
    • HRM
    • Hrm is the function within an organization that focus on recruitment, selection, compensation, performance, organization development, safety, wellness, benefits, employees motivation, communication, administration and training.