1. Jon Boyes
Employability and Graduate Development
HR SPOT
www.hrspot.co.in | www.onlinehrspot.com
Kolkata | Bhubaneswar | Online
Best HR Practice Award
Best HR Practice Award
Best HR Practice Award
Special Achievement Award
Star Greenbelt of East (Six Sigma)
Best HR Professional Award
HR Champion Award
AWARDS & ACCOLADES
ISO 9001:2015 Certified Company
2. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Employee Management
HUMAN RESOURCE MANAGEMENT
EMPLOYEE MANAGEMENT
3. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Employee Management
Employee Management
Employee Grievances
Management
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Employee Management
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.
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Employee Management
Direct Approach of EGM
Indirect Approach of EGM
Indirect Approach of EGM is to minimize grievance by using different tools
Tool – Employee Engagement, Employee Survey
Direct Approach of EGM is when the grievance is reported to the management
Tool – Grievance Handling Process
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Employee Management
Grievance Handling Process
Acknowledgement
Gathering Information
Root Cause Analysis
Decision Making
Execution
Review
Direct approach of EGM
These steps are continuous and circular in nature to mitigate reported employee grievances –
minor issues or major issues
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Employee Management
Series of activities to make the employees
more engaged with the company
Helps in stress removing and makes the
working place enjoyable along with
performance achievement
Contributes to employee satisfaction result
in employee retention
Helps to create a friendly yet competitive
work place
Employee Engagement
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Employee Management
Allocating engagement program budget
Deciding engagement programs to be
conducted and preparation of
engagement calendar
Communicating to the employees before
conducting programs and confirming
participation
Actual budget calculations and
arrangements for programs
Execution and Review
Birthday celebration
Office Picnic
Team Lunch
Team Dinner
Annual Award Night
Annual Sports Day
Fun Quiz
Festival Celebration
Health Camp
Blood Donation Camp
Tree Plantation
Orphanage Home Visit
Old-age Home Visit
Example of Employee
Engagement Program
Steps of Employee
Engagement Program
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Employee Management
A tool to find out how much the employees
are satisfied
Helps to find out the reason and diagnose
the reason for lack of employee motivation
Helps to build healthy relationship between
employee and management
HR must design a blue print on how the
problem can be arrested and employees
satisfaction index can be increased
Employee Survey
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Employee Management
Establishing the need of employee survey
Deciding the frequency – monthly,
quarterly, half yearly, annually
Preparation of objective specific survey
form questionnaire
Execution, Analysis and Review
Blue print designing and Quick Action
General
Employee Survey
Confidential
Employee Survey
Type of Employee Survey Steps of Employee Survey
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Employee Management
Employee Management
Activity
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Employee Management
Employee Engagement Program Planning & Employee Survey Form
Designing
You are managing a Retail Asset Department consisting of 30 employees as
an HR of a banking company.
Design Employee Engagement Program Calendar with estimated budget and
design Employee Survey Form with 10 questions covering different
parameters.
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Employee Management
Employee Management
Employee Discipline
Management
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Employee Management
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
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Employee Handling
Employee Handling
EDM Framework
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Employee Management
EDM is a part of HR policy, it is guidelines for both management & employees
EDM Framework/Disciplinary Matrix is a tabular format consisting of disciplinary
deviations and consequences of deviations
Deviations can be categorized into two – serious/severe & non serious/non severe
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Employee Management
Disciplinary Investigation
Determination of Penalty /
Punishment as per EDM Framework
/ Disciplinary Matrix
Informal / Formal Counselling
Determination of Penalty /
Punishment if any as per EDM
Framework / Disciplinary Matrix
Serious/Severe Offenses Non Serious/Non Severe Offenses
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Employee Management
Principles of Natural Justice
PNJ is internal justice system of a company and not a legal
justice system
It is one of the most important part of EDM
Majorly associated with dispute handling and dealing with
critical disciplinary deviation
Mostly associated with disciplinary investigation of serious /
severe nature
Features of PNJ Panel
Panel members should be more than one and in odd
numbers
Panel members designation should be more than the
participating designations
There should be at least one gender representative of
participating genders in the panel
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Employee Management
One on one session by HRD
Mutual session by HRD
Understanding
No understanding
In case of “understanding”, outcome is as
per EDM policies
In case of “no understanding”, formation of
PNJ panel
Panel starts Documentation, Hearing Dates,
Trial process, Analysis of Proofs and Facts
Panel’s decision is as per EDM policies
Steps of PNJ
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Employee Management
Show Cause Letter
Show cause letter is a part of EDM
It is not a punishment
This letter is to be issued by HRD to seek the
reason and to give equal opportunity to the
employee to defend against any reported
misconduct
No punishment should be declared before
issuing show cause letter
Time period must be mentioned within which it
should be replied
The letter can be issued via mail, personal
delivery or registered post with Authorization
Due
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Employee Management
Warning Letter
Warning letter is a part of EDM
This letter is to issue a caution for any
disciplinary deviations including non
performance
The letter must contain the warning reason
Date or period of the cause should be
mentioned in details
Should be received by employee
Company may issue maximum 3 warning
letters for a same cause before giving
disciplinary punishment
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Employee Management
Termination Letter
Termination letter is a part of EDM
A letter to terminate the employment contract
Could for any purpose disciplinary deviation,
end of contract period, retrenchment, non
performance
The letter must contain the termination reason
The letter must contain the end date of
employment / last working day
Should be received by employee
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Employee Management
Employee Management
Activity
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Employee Management
Employee Disciplinary Matrix Designing
You are managing a Retail Asset Department consisting of 30 employees as
an HR of a banking company.
Design Employee Disciplinary Matrix consisting of minimum 10 disciplinary
parameters – Deviations, Consequences, Instances – for both Severe and Non
Severe Offenses.
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Employee Management
Show cause letter, Warning letter, Termination letter designing
All Students will be asked to prepare Show cause letter as per given criteria
All Students will be asked to prepare Warning letter as per given criteria
All Students will be asked to prepare Termination letter as per given criteria
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Employee Management
Employee Management
Employee Attrition
Management
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Employee Management
Attrition refer to the gradual reduction of the size of a workforce by not replacing
personnel lost through separation.
Attrition Management is linked with most of the HR policy to boost retention management
strategies of a company.
Policies of Recruitment, C&B, T&D, Performance Management, Grievance Management,
etc has direct / indirect impact on Attrition Management.
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Employee Management
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 and did not replace.
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Employee Management
Attrition Calculation Formula
[Employees Left / {(Opening Balance + Closing Balance) / 2}] * 100
This formula is applicable – monthly/ quarterly/half yearly/annually
company specific/department specific attrition calculation
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Employee Management
Employee Management
Activity
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Employee Management
Attrition Calculation
Data of ABC company for 4th quarter (January-March)
Sales Department – employees left in this quarter 15; employee strength on
01/01/2020 is 100; employee strength on 31/03/2020 is 94
Digital Marketing Department – employees left in this quarter 8; employee
strength on 01/01/2020 is 50; employee strength on 31/03/2020 is 47
Calculate attrition percentage for both the departments and decide in which
department retention management is better