The document discusses various topics related to employee relations and human resource management. It covers work-life balance strategies like flexible work arrangements, setting boundaries, and supportive cultures. It also discusses employee empowerment through delegation of authority, training, trust building, and performance evaluation. Additionally, it touches on international human resource management, objectives of IHRM, types of employees in IHRM, and the need for IHRM. Finally, it provides an overview of part-time employment and contingent workforces as well as challenges in managing them.

1. EMPLOYEE RELATIONS
Presented by:-
Padmavati .P
Prakash .C
Pranav .G
Pratiksha .S
Rani .K
Rohit .D

2. Work Life Balance
Work-life balance refers to the level of prioritization between personal and professional
activities in an individual’s life
Achieving a healthy work-life balance is essential for maintaining employee well-being and productivity.
 Flexible Work Arrangements: Offering options like remote work, flexible hours, or compressed
workweeks can help employees better manage their work and personal commitments.
 Setting Boundaries: Establishing clear boundaries between work and personal life helps prevent
overworking and burnout.

3. Work Life Balance
 Supportive Culture: Creating a workplace culture that values work-life balance encourages employees
to take time off when needed and reduces burnout.
 Employee Assistance Programs (EAPs): Providing resources like counseling or wellness programs
can assist employees in managing stress and personal challenges.
 Communication: Encouraging open communication between employees and management can help
identify issues early and find solutions collaboratively.
 Offer useful benefitsOffering useful benefits to the employees is very importantOffering subsidized gym
membership, free mental and physical fitness classes like yoga, mindfulness etc

4. Employee Empowerment
Meaning: Employee empowerment refers to the authority & freedom a Company gives its employees to make
decisions and take the necessary steps to achieve goals. Allowing employees to have more control over their
work & to optimize their performance that benefits the organization.
Here are some key points to understand how it works:
 Delegation of Authority:-
HR managers hand over the decision-making authority to employees, giving them more control
over their work.
 Training and Development:-
Employees are provided with training and development opportunities to enhance their skills
and knowledge, enabling them to make informed decisions in the organization.

5. Employee Empowerment
 Trust Building:-
Building trust between employees and management is crucial for empowerment, as
employees need to feel confident that their decisions are valued and respected.
 Communication Skills:-
Employees are trained in effective communication to expressive their decisions and
collaborate with colleagues and management.
 Performance Evaluation:-
HR evaluates and assesses employees based on their decision-making abilities &
encouraging them as a effective decision-maker.
 performance evaluation :-
HR evaluate the assesses employees based on their decision making abilities and
encouraging them as a effective decision maker aker

7. IHRM
• Human resource management at international level is the process….
• Talent management including recruitment
• Expatriation and repatriation
• Training and developing
• Compensation

8. Objectives of IHRM
• To manage and secure the performance, compensation and career path of
employees
• Create a local appeal without compromising upon the global identity
• Training upon cultures and sensitivities of the host country
• To manage and organise cross cultural counselling and language training
programme

9. Type of Employees in IHRM
1. Parent-country national
2. Host-country nationals
3. Third-country national

10. Need for IHRM
1. Culture Diversity
2. Workforce Diversity
3. Language Diversity
4. Economic Diversity

11. HR Ethical Issues

12. 1. Race, gender and Disability :
In many organisations till recently the employees were differentiated on the basis of
their race, gender, origin and their disability.
2. Employment Issues :
Human resource practitioners face bigger dilemmas in employee hiring. One dilemma
stems from the pressure of hiring someone who has been recommended by a friend, someone from your
family or a top executive.
3. Privacy Issues :
It is important for an HR professional to secure the confidentiality of individuals and the
organisation. As per the regulations supporting privacy, every individual has the right to protect his/her
personal life.
4. Safety and Health Issues :
Employees are the assets of any organisation; therefore, it is the responsibility of organisations
to provide them with a safe and healthy work environment. Any type of intentional harm to the health
and safety of employees or any person at the workplace is unethical.

13. 5. Performance Apprisal :
• Bias and Fairness
• Transparency
6. Cash and Compensation Plan:
• Fair Wages
• Equal Pay for Equal Work
7. Employee Responsibility:
• Clear Expectations
• Privacy
• Whistleblowing
8. Restructuring and Layoffs:
• Fair Treatment
• Support for Affected Employees

14. • Part-Time Employment: Refers to employees who work fewer hours than full-time employees.
They may have fixed schedules or variable hours based on business needs.
Ex: Content Writer
•Advantages for Employers:
• Flexibility: Ability to adjust workforce based on demand.
• Cost-saving: May result in reduced benefit expenses.
•Advantages for Employees:
• Opportunities: Allows for multiple job holdings, education, etc.
• Gateway: Sometimes it’s a step to full-time employment.
•HRM Challenges:
• Training and Development: Offering training proportionate to their role.
• Equality: Ensuring they receive equal treatment, benefits, and opportunities.
Part Time Employment and Contingent workforce management
contemporary HRM

15. Part Time Employment and Contingent workforce management
contemporary HRM
• Contingent Workforce: This refers to workers who are not on the company's payroll on a permanent basis.
This includes freelancers, contractors, temporary workers, and consultants. Their employment is contingent
upon business demands.
EX: Freelance Graphic Designer
Advantages for Employers:
• Flexibility: Easy to scale up or down based on business needs.
• Cost-saving: Often cheaper than hiring full-time equivalents.
Advantages for Workers:
• Variety: Exposure to diverse projects and companies.
• Flexibility: Choose when and where to work.
• Autonomy: Greater control over professional direction.
HRM Challenges:
• Integration: Ensuring they align with the company’s culture and values.
• Engagement: Keeping them motivated without the traditional benefits of full-time employment.

16. Part Time Employment and Contingent workforce management
contemporary HRM
• Contemporary HRM: This means modern HR practices, which have evolved due to factors like
globalization, technological advancements, and changing employment trends.
EX: Employee well being and mental health program
1.Clear Communication: Both groups must understand their roles, responsibilities, and the organization’s
expectations.
2.Onboarding Programs: Tailored induction processes ensure that they are aligned with the company's goals
and values.
3.Inclusive Culture: Promote an environment where they feel a sense of belonging.
4.Technology Utilization: Leveraging HR tech platforms can help in managing and communicating with these
workforces efficiently.
5.Regular Feedback: Frequent check-ins and feedback loops to ensure alignment and address any issues.

17. THANK YOU