An overview of progressive discipline system to manage undisciplined employees and techniques to handle employee grievances against their supervisors. Slides from my training course "Skills in Administration".
An overview of progressive discipline system to manage undisciplined employees and techniques to handle employee grievances against their supervisors. Slides from my training course "Skills in Administration".
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
Grievance Management _ human Resource management Shivam Gupta
Grievance Management . subject human resource management. Helpful in understanding the employee conflicts with management. Presented by marketing management student managers of Sri Balaji Society
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
Grievance Management _ human Resource management Shivam Gupta
Grievance Management . subject human resource management. Helpful in understanding the employee conflicts with management. Presented by marketing management student managers of Sri Balaji Society
this ppt help you understanding the employee grievances. i hope you enjoy this typical topic. thanks
Kishan Kumar Panday
Scholar of
Banaras Hindu University, varanasi
221005.
mobil 7238809900
A grievance is any dissatisfaction or feeling of injustice having a connection with one’s employment situation which is brought to the attention of management.
It may be any genuine or imaginary feeling of dissatisfaction which an employee experiences about his job and it’s nature, about the management policies and procedures.
It maybe expressed by the employee and brought to the notice of the management and the organization. Grievances take the form of collective disputes when they are not resolved. Also they will then lower the morale and efficiency of the employees. Unaatended grievances result in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. In short, grievances arise when employee’s expectations are not fulfilled from the organization as a result of which a feeling of discontentment and dissatisfaction arises. This dissatisfaction must crop up from employment issues and not from personal issues.
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Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
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A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2. What do we understand by ‘employee
grievance’?
• Employee grievance refers to the dissatisfaction
of an employee with what he expects from the
company and its management.
• According to Michael J. Jucius:
Grievance means “any discontent or dissatisfaction,
whether expressed or not and whether valid or not,
arising out of anything connected with the company
that an employee thinks, believes or even feels, is
unfair, unjust, or inequitable.”
3. Grievance may arise due to the
following factors:
• Violation of management’s responsibility such
as poor working conditions
• Violation of company’s rules and practices
• Violation of collective bargaining agreement
• Violation of labour laws
• Violation of natural rules of justice such as
unfair treatment in promotion
4. Essentials of grievance:
• The discontentment arises out of something
connected with the organisation.
• A grievance may be expressed or implied.
• The discontent may be rational or irrational.
5. SOURCES OF GRIEVANCE
The sources of grievance are group under three heads:
1) Grievance resulting from Management Policies:
a) Wage rates or scale of pay
b) Overtime
c) Leave
d) Transfer – improper matching of the worker with the job
e) Seniority, promotion and discharges
f) Lack of career planning and employee development plan
g) Lack of role clarity
h) Lack of regard for collective agreement.
i) Hostility towards a labour union.
j) Autocratic leadership style of supervisors
6. Sources of grievance (contd.)
2) Grievance resulting from Working conditions:
a) Unrealistic
b) Non-availability of proper tools, machines and
equipment for doing the job.
c) Tight production standards.
d) Bad physical conditions of work place.
e) Poor relationship with the supervisor.
f) Negative approach to discipline.
7. Sources of grievance (contd.)
3) Grievances resulting from Personal factors:
a) Narrow attitude
b) Over-ambition
c) Egoistic personality
8. Handling of grievance
• It is important to keep some points in mind
while dealing with grievances of subordinates.
These are:
a) A grievance may not be real
b) Grievances may arise out of not one cause,
but multifarious causes.
c) Every individual does not give expression to
his grievances.
9. Handling of grievance (contd.)
A manager needs to follow some guidelines to deal effectively
with the grievances:
1) The complainant should be given a patient hearing.
2) Attempts should be made to get at the root of the
problem.
3) The management must show its anxiety to remove the
grievances of the workers
4) If the grievances are real and their causes are known,
attempts should be made to remove the causes.
5) If the grievances are imaginary or unfounded, attempts
should be made to counsel the workers.
10. Grievance Procedure
• There are two procedures for redressing the
grievances of the employees:
1) Open door policy: Under this procedure the
employees are free to meet the top executive of
the organisation and get grievances redressed.
2) Step-ladder procedure: Under this procedure,
the aggrieved employee has to proceed step by
step in getting his grievance heard and
redressed.
12. Essentials of a good grievance
procedure
• A grievance procedure must follow certain principles which
are listed below:
1) A grievance should be dealt with in the first instance at the
lowest level.
2) The line of appeal must be made clear to the employees.
3) Grievances should be dealt with speedily.
4) If the grievance is against an instruction given by a
superior, it is in the interest of the discipline that
instruction must be carried out.
5) The grievance procedure should be set up with the
participation of the employees and it should be applicable
to all in the organisation.
13. Essentials of Good grievance
procedure (contd.)
• A good grievance procedure must:
1) Be simple: It should be simple so that even an
average employee can understand it.
2) Time bound: It should lay down the time limit
which should not be exceeded at every step of
the grievance procedure.
3) Involve participation of the employee leaders: It
should be developed with the participation of
the leaders of the employees and must be
applicable to all.