Employee handling

Jon Boyes
Employability and Graduate Development
CHMP
www.hrspot.co.in
Kolkata | Bhubaneswar | Hyderabad
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Employee Handling
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Employee Handling

Employee Handling
Employee Handling
Employee Grievances

Employee Handling
Employee grievance refers to the dissatisfaction of an employee with what he
expects from the company and its management.
A company or employer is expected to provide an employee with a safe working
environment, realistic job preview, adequate compensation, respect etc.

Employee Handling
Employee Handling
Employee Grievance
Handling

Employee Handling
Quick action
As soon as the grievance arises, it should be identified and resolved. Training must
be given to the managers to effectively and timely manage a grievance.
This will lower the detrimental effects of grievance on the employees and their
performance.

Employee Handling
Acknowledging grievance
The manager must acknowledge the grievance put forward by the employee as
manifestation of true and real feelings of the employees.
Acknowledgement by the manager implies that the manager is eager to look into
the complaint impartially and without any bias. This will create a conducive work
environment with instances of grievance reduced.

Employee Handling
Gathering facts
 The managers should gather appropriate and sufficient facts explaining the
grievance’s nature.
 A record of such facts must be maintained so that these can be used in later
stage of grievance redressal.

Employee Handling
Examining the causes of grievance
 The actual cause of grievance should be identified.
 Accordingly remedial actions should be taken to prevent repetition of the
grievance.

Employee Handling
Decisioning
 After identifying the causes of grievance, alternative course of actions should be
thought of to manage the grievance.
 The effect of each course of action on the existing and future management
policies and procedure should be analyzed and accordingly decision should be
taken by the manager.

Employee Handling
Execution and review
 The manager should execute the decision quickly, ignoring the fact, that it may
or may not hurt the employees concerned.
 After implementing the decision, a follow-up must be there to ensure that the
grievance has been resolved completely and adequately.

Employee Handling
Employee Handling
Employee Engagement
to avoid Grievances

Employee Handling
Series of activities to make the employees more engaged with the company,
motivated, satisfied
Helps in stress removing
Makes the working place enjoyable along with performance achievement

Employee Handling
Increases the performance levels of the employees
Contributes to employee satisfaction result in employee retention
Helps to create a friendly yet competitive work place

Employee Handling
Employee Handling
Employee Survey

Employee Handling
A part of employee engagement activity
A tool to find out grievances amongst the employees
A tool to find out how much the employees are satisfied
Helps to find out the reason and diagnose reason for lack of employee motivation

Employee Handling
Helps to find out the technical challenge of employees hence Training need
Identification
Helps to build healthy relationship between employee and management
Post employee survey the result must be analysed and few main reasons of
dissatisfaction should be identified
HR must design a blue print on how the problem can be arrested and employees
satisfaction index can be increased

Employee Handling
Employee Handling
Class Activity

Employee Handling
Employee Engagement Program Planning
All Students will be asked to design Employee Engagement Program.
Employee Survey Form Designing
All Students will be asked to designing Employee Survey Form.
Group Activity: 40 min

Employee Handling
Employee Handling
Employee Discipline
Management

Employee Handling
Employee discipline is defined as the regulations or conditions that are imposed
on employees by management in order to either correct or prevent behaviours that
are detrimental to an organization.
The purpose of employee discipline is not to embarrass or degrade an employee.

Employee Handling
Employee Handling
EDM Framework

Employee Handling
EDM objectives and policies
Establishment of Rules of Behaviour and Rationale for Each Rule
Specify Penalties/Sanctions and Authorities of Sanctions
Communicate All
Monitoring Rule Violations – serious & non serious

Employee Handling
 Disciplinary Investigation
 Determine the Sanction and
Implement It
 Review and Renewal
 Informal Talk/Counselling
 Progressive Discipline
 Review and Renewal
Serious Non Serious

Employee Handling
Employee Handling
Principles of Natural Justice

Employee Handling
Steps of PNJ
 One on one session
 Mutual understanding/no
understanding
 Formation of PNJ panel in case of no
understanding
 Documentation starts
 Hearing date
 Trial process as per the proof and facts
 Sentence as per company policy for the
guilty

Employee Handling
PNJ Demo
All Students will be asked to give PNJ Demo.
Group Activity: 40 min

Employee Handling
Employee Handling
Show Cause Letter

Employee Handling
 Show cause letter is a part of disciplinary management system
 It is not a punishment
 By issuing show cause letter company may ask the employee for the truth &
the reason, in case of any reported misconduct against him/her
 The letter is an opportunity for the employee to speak and to present his/her
viewpoint against the reason mentioned in the letter

Employee Handling
 Show cause is a part of Principle of Natural Justice
 No punishment should be declared before issuing show cause letter and
without giving the employee equal opportunity to defend himself
 Time period must be mentioned within which it should be replied
 The letter can be issued via mail, personal delivery or registered post with AD
 In case of non reply 3 show cause letters should be issued before declaring any
punishment

Employee Handling
Sample of
Show Cause Letter
Microsoft Word
97 - 2003 Document
Microsoft Word
97 - 2003 Document

Employee Handling
Employee Handling
Warning Letter

Employee Handling
 A letter to issue a caution
 Could for any purpose like misconduct, average or low performance etc.
 The letter must contain the warning reason
 Date or period of the cause should be mentioned in details.
 Should be received by employee

Employee Handling
Sample of
Warning Letter
Microsoft Word
97 - 2003 Document

Employee Handling
Employee Handling
Termination Letter

Employee Handling
 A letter to terminate the employment contract
 Could for any purpose like, end of contract period, poor performance, miss-
conduct, Retrenchment etc.
 The letter must contain the termination reason
 End date of employment
 Should be received by employee

Employee Handling
Sample of
Termination Letter
Microsoft Word
97 - 2003 Document
Microsoft Word
97 - 2003 Document

Employee Handling
Show Cause Letter, Warning Letter & Termination Letter Designing
All Students will be asked to make Show Cause Letter, Warning Letter &
Termination Letter.
Individual Activity: 40 min

Employee Handling
Employee Handling
Attrition Calculation

Employee Handling
 Attrition may refer to the gradual reduction of the size of a workforce by not
replacing personnel lost through retirement or resignation.
 To get the Attrition ratio one must divide the number of Employees left with the
average of opening and closing count of employees for the concerned time period
and then multiply it by 100

Employee Handling
 Employee Retention vs. Attrition. In a nutshell, a retention rate is the percentage
of employees your business has retained during a certain time period.
 Attrition, however, measures the exact opposite. The attrition rate shows the
percentage of employees you lost for one reason or another and did not replace.

Employee Handling
Employee left
X 100
{(Opening + Closing Balance) / 2}

Employee handling

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