5. staff welfare

5. staff welfare

• 1.
  STAFF WELFARE Leave, salary Promotion,Placement, guidance and supervision Performance appraisal Institutional reports and records Nirmala Roberts India
• 2.
  “ Every organizationhears what employees says, Good organization listens to what employees have to say but, organizations with EMPLOYEE WELFARE SCHEMES listen to what employees don’t say”
• 3.
  WHAT IS STAFFWELFARE (EMPLOYEE WELFARE)?  A comprehensive term for various services & facilities provided by employer to the employees for their comfort & betterment. = Fringe benefits and services. = Betterment work for employees  It is a dynamic concept.  Differs acc to social customs, degree of industrialization and educational level of employee.
• 4.
  Philosophy of EmployeeWelfare The organization believes that –  Success of organizational devt. depends upon harmonious relations and co-operation between employee and employer  The employee has a fund of knowledge and experience at his jobs.  Prosperity of organization is possible by right direction and full use of employee’s capability  Satisfaction of employee is of paramount importance
• 5.
  Objectives of Employee Welfare For the benefit of the employee, the employer and society at large.  The objectives are to -  Improve the loyalty & moral of the employees  Maintain high levels of employee motivation  Improve employee productivity  Reduce labour turnover and absenteeism  Improve the goodwill & public image of the enterprise  Improve industrial relations and industrial peace
• 6.
  Agencies of EmployeeWelfare  Central government - Provisions for health, safety and welfare under Factories Act 1948, and Mines Act 1952  State government & Union territories - Rules for welfare of workers and ensures compliance under various labor laws.  Employers - They abide by labour laws  Trade unions – They formulate their rules  Other agencies: - Charitable & social service organizations – YMCA, Lion’s club, Seva sadan
• 7.
   Policing theory- Minimum stds of welfare to be maintained by employers under compulsion  Religion theory - Investment aspect  Philanthropic theory - Love for mankind; good working conditions  Trusteeship theory (paternalistic theory ) – Timely & periodic acts of labour welfare from profits accrued  Placating theory- Periodical acts of welfare.. As ‘pacifiers’  Public relations theory- Create good impression among the public  Functional theory- To make workers more efficient  Social theory- Obligation to provide for the employees welfare Approaches to Employee Welfare (Theories)
• 8.
  Organization For Welfare The Factories Act ,1948  Mandatory to appoint a welfare officer in every industrial establishment with 500 or more number of employees.  Prime responsibility for welfare - With the line manager or the HR manager.
• 9.
   Statutory welfareschemes - Legal provisions as part of labor legislation. And  Non statutory welfare schemes (Voluntary )– Undertaken by employers  Intramural: - Provided within the organization And  Extramural: - Provided outside the organization Types of Employee Welfare
• 10.
   Statutory welfareschemes - Legal provisions as part of labor legislation.  Drinking Water, Canteen facilities, wash rooms  Well furnished, well lit and well ventilated work place  First aid appliances Types of Employee Welfare
• 11.
   Non statutorywelfare schemes (Voluntary )– Undertaken by employers -  Personal Health Care - Regular to extensive health check- ups  Flexi-time: Flexible work schedules  Employee Assistance Programs: Counseling  Increments, housing, loans, transportation, education of children  Social insurance - PF, ESI, maternity benefit, gratuity benefit, risk allowance, compensation for work injuries  Social security – Medical care, sickness benefit, retirement benefit, invalidity pension, accident benefit, Survivor’s benefit Types of Employee Welfare
• 12.
  Types of EmployeeWelfare  Intramural: - Provided within the organization -  Medical compensation, Canteen, restrooms, creches, uniforms  Good environment –Hygiene, lighting, seating, safety measures  Convenience -Wash rooms, waste disposal, drinking water, libraries.  Health services - Health center, First aid, Counseling  Women and child welfare – MCH, Women’s recreation  Others- Service loan, insurance
• 13.
  Types of EmployeeWelfare  Extramural: - Provided outside the organization –  Housing, waste disposal, proper roads, markets, security, health services  Child welfare & education  Leave travel, recreation  Interest free loans  Workers cooperative stores  Vocational guidance
• 14.
  Staff Placement  Placement– The process of placing the  person on the  job  Proper placement  Motivating climate; personal growth; max productivity; better chances for meeting organizational goals  Faulty placement  <ed organizational efficiency, >ed attrition, threats to organizational integrity and frustration of personal & professional ambitions
• 15.
  Appointment Order forplacement  Employment conditions – Permanent, temporary, probation etc  Duration of probation and its termination  Service conditions  Hours of work  Salary & allowances  Leave and medical facilities  Job description  Supervised by whom (reporting to whom)
• 16.
  Employee Leave  Types– Sick, casual, earned, national, maternity, paternity, transfer, sabbatical (without pay), half pay leave, deputation leave (with pay)  Leave accumulation  Leave surrender & encashment
• 17.
  Employee Salary  Salary– Basic + allowances (City compensatory, HRA, high altitude, risk)  Gratuity – Payment of gratuity act, 1972 (with >5 yrs of service OR death before that)  Employee Provident Fund – 8% - 12% of salary
• 18.
  Employee Promotion  Upwardmovement of employee within the organization –  To a higher job  With increase in salary, status and responsibility  Based on – Seniority OR Merit  May be temporary or permanent
• 19.
  Employee Promotion- Purpose &Advantage  Incentive - For loyalty, cooperation & long service  Recognize employee’s initiative, enterprise and ambition  Minimize discontent and unrest; and develop competitive spirit  Attract suitable and competent employees.  Retain skilled and talented employees  Better utilization of K, S and A of employee  Fill vacancies of retirement/ resignation / demise of employee ……..Needs logical training for advancement
• 20.
  Guidance and supervision Mentorship  Lesson plans & Supervised teaching  Pre-demonstrations  Periodic feedbacks/ counseling  Performance appraisal
• 21.
  Performance appraisal  Periodicformal evaluation of how well the employee has performed her/ her duties during a specific time period  It is NOT job evaluation  Done in relation to job specification  A uniform, objective, standardized performance review  Based on a systematically gathered info over a time period  Is confidential  Helps improve the quality of service
• 22.
  Purpose of performanceappraisal  Determine job competence  Enhance staff- devt and motivate personnel  Discover employee aspirations and accomplishments  Improve communication  Encourage better relationship among employees  Aid the supervisor’s coaching and counseling  Identify training and devt needs of staff  Make inventories of talent within the orgn.  Select qualified staff for perks/ promotions etc  Identify unsatisfactory employee for transfer/ termination etc
• 23.
  Institutional reports andrecords  Policies, Rules & regulations  Letter of Appointment  Application form  Educational qualification  Record of experience  Job description & functions  Promotion record  Transfer record  Relieving order  Health record  Performance appraisal (Periodic evaluation or progress report)  Short term educational courses attended (ISE, CNE attended)  Membership in professional societies and activities  Contribution of articles to journals  Holding office in organization  Participation in seminars, conferences etc updated every year  Anecdotal record  Leave record
• 24.
  Institutional reports andrecords  Ø  Academic –  Qualification records  Staff development (ISE, CNE attended)