EMPLOYEE MANAGEMENT V9.0.pptx

Jon Boyes
Employability and Graduate Development
HR SPOT
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Employee Management
HUMAN RESOURCE MANAGEMENT
EMPLOYEE MANAGEMENT

Employee Management
Employee Management
Employee Grievances
Management

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.

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

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

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

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

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

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

Employee Management
Employee Management
Activity

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.

Employee Management
Employee Management
Employee Discipline
Management

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

Employee Handling
Employee Handling
EDM Framework

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

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

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

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

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

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

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

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.

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

Employee Management
Employee Management
Employee Attrition
Management

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.

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.

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

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

EMPLOYEE MANAGEMENT V9.0.pptx

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