1. MONTHLY MEMBERS’ NEWSLETTER Issue 32 May 2012
Inside this Issue: The aim of this request, is to further advance our commitment for a more visible HRMAJ and to
take intellectual leadership in the public domain for HR matters. The membership of HRMAJ
Call for Papers...HRMAJ
encompasses members who are specialists and generalists with a rich store of experience
Members - Public Affair
and knowledge.
Committee We therefore invite papers for publication in the newspapers/media, to include a HRMAJ
column; papers/articles should be right sized to command interest and space, topical enough
to address current issues, insightful enough to engage the HR and wider community, and
Supervisors - Talent Nurtures value- added enough to build public understanding and interest in HRMAJ.
or Deans of Discipline? Topics of interest include, but are not limited to:
− Recruiting Strategies – novelties, modalities, testing approaches
Training Schedule - 2012 − Industrial Relations – strategies and best practices
− Performance Management Systems
− H R Technology/systems
Members’ Meeting
− Productivity and Human Capital
− Employee Communications
Milestone − HR Metrics
− Employee Engagement
CONT’D ON PAGE 3
IR Theory & Practice Course
Outline
Participants will receive information, guidance and opportunities to demonstrate an ability to
examine cases and determine measures for dealing with different issues that are likely to have
negative effect on the industrial relations climate, as well as how to establish and maintain
purposeful relationships with the union.
Dates: June 26 - 28, 2012 (3 Days)
Time: 8:00 a.m. - 4:30 p.m. REGISTER
Cost: Members - $33,500 NOW!!!
Non - Members - $35,500
(Please add G.C.T.)
Venue: Manpower & Maintenance Services Limited
(Ackee Conference Room)
3A Richmond Avenue, Kingston 5
Please see page 3 for more information on our IR Theory & Practice Course...
Enhancing the Value of Human Capital for Sustainable Growth and Development 1

2. THE HR POST– May 2012 ISSUE 32
There is in every organization of size and complexity a Chalofsky & Krishna, 2009, Noordin et al, 2010). This makes
relationship between supervisor and supervisee. But do we it imperative that supervisors/managers do not neglect their
really understand the workings of this relationship? Are talent management function. Given the financial climate,
supervisors in place to uphold the rules and regulations of the having the priceless phenomenon of a highly motivated and
organization and ensure that non-adherence and satisfied workforce is the most lucrative asset of any
disobedience are regulated? Or are they in place to help their organization.
subordinates grow and develop to their highest level of
Tashana Briscoe, M.Sc.
professionalism, creativity and performance? On our island,
too often we hear about the instances of supervisors working Career Development Officer
so hard to regulate and discipline their subordinates that they Heart Trust/NTA
end up with a total disregard for the talent managing duty of
their role. Too often we hear of managers enforcing the rules (Member – HRMAJ Conference Logistics Committee)
and policies of the organization at the expense of
subordinates’ psychological health, creativity, performance,
motivation and in some severe cases physical health.
Instances of these include cases where subordinates are Calendar of Events - 2012
prevented from fulfilling their objectives or displaying their
Activity Date
creativity simple because their supervisors are indifferent to
their beliefs or values. We need to be mindful that the
individual does not transform into a high performing machine Pension 101 Workshop May 29 (1 day)
when they get to work. The individual is a social being existing (Montego Bay)
in an interconnected ecological system and the events and
interactions on each level of this system affects the entire Understanding and Relating June 26 - 28 (3 Days)
being. Therefore I think it is imperative that we think very Purposefully to Union Practices
carefully about the methods and settings in which we (Module 2 - IR Theory & Practice
reprimand each other in the work place. Course)
Yes, supervisors are supposed to uphold the rules and Improving Work Performance July 3 - 4 (2 Days)
policies of the organization. But they are also responsible for with Planning Workshop
nurturing the talents in their teams. It is critical that one role
does not soar at the expense of the other. As in all things in Compensation Management July 4-5, 11-12,
life there must be a balance. This balance can easily be Course 18-19 & 25-26 (8 Days)
achieved by understanding and respecting the mutually
beneficial relationship that should exist between supervisors Reducing The Disruptive Potential July 23 - 24 (2 Days)
and their subordinates. This relationship should be initiated of Grievance (Module 3 - IR Theory
with a discussion between the supervisor and supervisee to & Practice Course
establish boundaries and outline roles, responsibilities and
Budgeting for HR Management August 15 - 16 (2 Days)
expectations of both parties. This might provide a medium for
Workshop
each party to develop and maintain a productive and
satisfying relationship. This initial discussion should be
Job Evaluation: Concepts & August 21 - 23 (3 Days)
followed by regular meetings of the same format to reinforce a
Approaches Course
mutually beneficial relationship and to identify areas for
growth and improvement. Making use of Negotiation & August 28 - 29 (2 Days)
One should also be mindful of the diversities that exist in Mediation Support Structures
today’s society and likewise in organizations as well, learn (Module 4 - IR Theory & Practice
how to co-exist productively with such diversities. It has been Course)
proven repeatedly in several psychological and management
Training Programme September 5-6,
research that high performance and productivity comes when
Administration Course 12-13 & 19-20 (6 Days)
motivation and job satisfaction are high (Deci et al 2001,
Enhancing the Value of Human Capital for Sustainable Growth and Development 2

3. THE HR POST– May 2012 ISSUE 32
Thursday, 31 May 2012 CONT’D FROM PAGE 1
6:00 p.m. − Safety, Security & Health
@ The HEART College of Beauty Services
10 Hope Road, Kingston 10 - (Across from St. Andrew High − Branding – Employer and Employee
School) − Compensation & Benefits
Members are invited to support this move to strengthen the public
Panel Discussion face of HRMAJ which was a key objective coming out of a recent
Topic: strategic review. Credit will be given to different writers.
Please e-mail your submissions to HRMAJ at
“Social Network Policies” hrmaj@cwjamaica.com as soon as possible. We will look to the
membership for ongoing submissions after the initial papers.
Esther Francis Hill, Director - External Relationships, HRMAJ
This course is designed for HR practitioners and line managers who
are actively involved or interested in matters relating to labour
ο Come and welcome our newest members! relations and industrial dispute. The course is presented in four
modules in order to give a comprehensive coverage to laws,
ο Network with fellow members as we seek to identify regulations, roles and responsibilities governing practices in this area
HR issues and solutions! of Human Resource Management.
Module 1 – Change, Crisis & IR
Establishing the foundation for effective IR practices; examining
some key Acts Orders and Regulations that underpin the various
relations and practices in the Industrial Relations field. This will
Want to know who added and will be adding another candle to include a focus on such provisions as the Employee Termination and
their birthday cake? Redundancy Payments Act, Labour Relations and Industrial Disputes
⇒ Dahlia Vanriel - April 29 Act and Regulations, the Labour Code, and Holidays with Pay Act
(Aerotel Limited) and Order.
⇒ Coretta Foster - April 17 Module 2 – Understanding & Relating Purposefully to Union
(RBC Royal Bank Jamaica Limited) Practices
⇒ Annette Stennett - May 1 The unions play a key role in the Industrial Relations climate. The
(Moneague College) session will focus on the context in which this role emerged and
factors such as;
⇒ Damsel Brown Thompson - May 1 ο Legal and non-legal considerations that apply to union
(Oceanic Digital Jamaica Limited) representation and interventions at the workplace.
⇒ Tricia Smith - May 10 ο Building and maintaining purposeful relations with Unions.
(Kingston Industrial Garage Limited)
Module 3 – Reducing the Disruptive Potential of Grievance
⇒ Autherine Webb - May 13
Examines basic rules, concepts and principles for effective
(Ministry of Industry, Investment & Commerce)
administration of the Grievance Procedure; focusing on the Labour
⇒ Betty-Ann Brown - May 16 Code and what HR (local level) practitioners can do to ensure that
Ritz Carlton Golf & Spa Resort) their grievance procedure works to everyone’s advantage.
⇒ Fhalia Wright - May 16
(Jamaica Constabulary Force) Module 4 – Making Use of Negotiation & Mediation Support
Structures
⇒ Rodcliffe Robertson - May 23 This module gives a comprehensive historical perspective of the
(Fiesta Jamaica Limited) ‘Labour Department’ and its subsequent emergence as a major
⇒ David McDonald - May 25 player in the Industrial Relations scene in Jamaica. The sessions will
(National Water Commission) consider the rationale for the Ministry of Labour, its responsibilities
⇒ Maxine Reaves - May 28 and the structures / framework for playing its role.
(Jamaica Constabulary Force)
Awards
⇒ Everton Dawkins - May 30 Persons who participate in all four modules will receive a Certificate
(Ministry of Industry, Investment & Commerce) of Merit based on satisfactory completion of course work/
Happy Birthday when it comes! assignments. Others will receive Certificate of Participation for the
module or modules in which they participated.
Enhancing the Value of Human Capital for Sustainable Growth and Development 3