This document discusses employee relations and welfare. It defines employee relations as a company's efforts to manage relationships between employers and employees through fair treatment and resolving workplace issues. The objectives of employee relations include protecting worker interests, avoiding disputes, and maintaining work-life quality. Employee welfare involves services, facilities, and benefits provided by employers for employee advantage and comfort, such as health insurance, housing, and food, to motivate employees and increase productivity. Employee welfare can be intramural, provided within the organization, or extramural, provided outside the organization.
Objectives of compensation management - compensation management - Manu Melw...manumelwin
To attract highly capable and efficient employees so that their efforts produces higher organizational performance.
To retain talented employees for continuance of organizational performance and attainment of higher levels of competence.
Objectives of compensation management - compensation management - Manu Melw...manumelwin
To attract highly capable and efficient employees so that their efforts produces higher organizational performance.
To retain talented employees for continuance of organizational performance and attainment of higher levels of competence.
Role of compensation in organization - compensation management - Manu Melwi...manumelwin
Compensation is fundamental to organization formation and its existence. People work to earn their living and organization compensates employees by providing monetary and non monetary benefits and other amenities for producing goods and services.
It is important to ensure that the approach taken is guided by the compensation philosophy and is applied consistently. Ensuring that established guidelines are followed will prevent offering a compensation package so tailored to a person that the organization is jeopardized by having too heavy a financial burden or that flexible arrangements actually hinder the critical work from being completed. It takes a carefully crafted balance between the organizational needs and the individual considerations to arrive at the optimal compensation structure.
promotion plays key in development of an employee it is in the form of monetary and non monetary form. it gives motivation to the employee so that employee moves forward personally and as well professionally.
Promotion | Human Resource Management (HRM) - Divyansh AgrawalDivyansh Agrawal
Divyansh Agrawal, Divyansh Agrawal Shivpuri, Divyansh Agrawal BBA, Promotion, Human Resource Management, Prestige Institute of Management, PIMR, Purpose Of Promotion, Basis of Promotion,
Slope of compensation management - compensation management - Manu Melwin Joymanumelwin
Every person has a different definition of compensation depending on the life experiences of that person. To a watchman working in an organization, the word compensation is likely to mean money.
Attending Success thru Strategic Human Resource Management Approach.
This presentation puts light on current burning issues in organization and role of HR. It highlights major challenges faced by organizations in terms of performance and attrition and serves as "Ready Reckoner" for most of the HR challenges.
This presentation also marks a clear difference between Personnel Management vs Resource Management.
I am sure, most of the people will find it exact match to their current problems and find reasonable solution.
Role of compensation in organization - compensation management - Manu Melwi...manumelwin
Compensation is fundamental to organization formation and its existence. People work to earn their living and organization compensates employees by providing monetary and non monetary benefits and other amenities for producing goods and services.
It is important to ensure that the approach taken is guided by the compensation philosophy and is applied consistently. Ensuring that established guidelines are followed will prevent offering a compensation package so tailored to a person that the organization is jeopardized by having too heavy a financial burden or that flexible arrangements actually hinder the critical work from being completed. It takes a carefully crafted balance between the organizational needs and the individual considerations to arrive at the optimal compensation structure.
promotion plays key in development of an employee it is in the form of monetary and non monetary form. it gives motivation to the employee so that employee moves forward personally and as well professionally.
Promotion | Human Resource Management (HRM) - Divyansh AgrawalDivyansh Agrawal
Divyansh Agrawal, Divyansh Agrawal Shivpuri, Divyansh Agrawal BBA, Promotion, Human Resource Management, Prestige Institute of Management, PIMR, Purpose Of Promotion, Basis of Promotion,
Slope of compensation management - compensation management - Manu Melwin Joymanumelwin
Every person has a different definition of compensation depending on the life experiences of that person. To a watchman working in an organization, the word compensation is likely to mean money.
Attending Success thru Strategic Human Resource Management Approach.
This presentation puts light on current burning issues in organization and role of HR. It highlights major challenges faced by organizations in terms of performance and attrition and serves as "Ready Reckoner" for most of the HR challenges.
This presentation also marks a clear difference between Personnel Management vs Resource Management.
I am sure, most of the people will find it exact match to their current problems and find reasonable solution.
A procedure by which an employer and a group of employees agree upon the conditions of works. Collective bargaining is an essential aspect of labour relations in many countries, as it allows workers to have a voice in determining their working conditions and ensures that employers consider the needs and concerns of their workforce. It can lead to more equitable and stable labour relations, as well as better outcomes for both employers and employees when successfully executed.
This report is all about, what are the different marketing operations of the one Manufacturing company and one service company.
Companies we have taken is ITC and Naukri.com
This PPT all about the DTDC service operations. There are different aspects covered under the services.Service blue print also available in it. failures also included in it. Take a look you can get lot of info from this. on courier services and the logistics departments. Technologies used by the courier services.performance parameters also included in it.
This ppt helps you to know the major details of the MTR Foods. Complete details of marketing details like, STP, Product Mix, CSR Activities,Mile Stones of the MTR, Product portfolio and so on.
Thank you
2. Employee Relations
■ EMPLOYEE RELATIONS refers to a company's efforts to
manage relationships between employers and employees.
An organization with a good employee relations program
provides fair and consistent treatment to all employees so
they will be committed to their jobs and loyal to the
company. Such programs also aim to prevent and resolve
problems arising from situations at work.
■ Employee relations programs are typically part of a human
resource strategy designed to ensure the most effective use
of people to accomplish the organization's mission. Human
resource strategies are deliberate plans companies use to
help them gain and maintain a competitive edge in the
marketplace.
■ This mainly focusses on issues like
■ Work-Life Balance
■ Safe working Conditions
3. Objectives Employee Relations
■ Protect theWorkers Interest
■ Mutual Understanding
■ Avoid Industrial disputes
■ Quality inWork-Life
■ Decrease in Employee turnover and
Absenteeism
■ Constructive Criticism
■ Protection of Health, Safety and Morale
4. Legal framework of HRM
Functions of
HRM
Staffing
The Child
LabourAct 1986
The employee
Exchange Act
1959
Compensation
and Reward
The Payment of
Wages Act,
1936
The Minimum
Wages Act,
1948
The Payment of
Bonus Act, 1965
Employee
Relations
The trade union
Act, 1926
The Industrial
DisputesAct,
1947
The Industrial
employment
Act, 1946
5. Collective Bargaining
Types of Collective Bargaining
Bepartite Agreements Settlements Consent Awards
Collective bargaining is a term used to describe the procedure, whereby employers
must attempt to reach an agreement regarding terms of employment and the
working conditions of labor with the trade unions, instead of with individual workers.
7. EmployeeWelfare
■ Employee welfare entails everything from
services, facilities and benefits that are
provided or done by an employer for the
advantage or comfort of an employee. It is
undertaken in order to motivate employees
and raise the productivity levels.
■ Employee welfare comes in monetary form
mostly, but it doesn’t always bend that way.
Other forms of employee welfare include
housing, health insurance, stipends,
transportation and provision of food. An
employer may also cater for employees’
welfare by monitoring their working
conditions.
8. Features of EmployeeWelfare
■ Employ welfare is a comprehensive term including various
services, facilities and Amenities provided to Employees for
their betterment
■ The basic purpose is to improve the lot of the working class.
■ Employee welfare is a dynamic concept
■ Employee welfare measures are also known as Fringe
benefits and Services
■ Welfare measures may be Both voluntary and statutory.
9. Types of EmployeeWelfare
Intramural
These are provided within the
Organisation like
■ Canteen
■ Rest rooms
■ Crechus
■ Uniform
Extramural
These are provided outside the
Organisation like
■ Housing
■ Education
■ ChildWelfare
■ Leave travel facilities
■ Interest free loans
■ Workers co-operative stores
■ Vocational guidance etc
