Employee retention and separation are important aspects of managing human resources. Retention involves keeping valuable employees through engagement, compensation and benefits. Separation can occur voluntarily through resignation or involuntarily through termination or layoffs due to poor performance or lack of work. Organizations aim to retain productive workers through training, career development, and ensuring compensation is competitive. Proper procedures and support such as exit interviews and outplacement assistance help make separations efficient and fair for both parties.
The document discusses attrition analysis and employee retention. It defines attrition as a reduction in employees due to retirement, resignation or death. There are two primary types of attrition - voluntary initiated by employees, and involuntary initiated by the organization. Reasons for attrition include dissatisfaction, better opportunities, economic factors, and life changes. Employee retention aims to encourage employees to remain with an organization for as long as possible through attractive compensation, a supportive environment that fosters growth, good relationships, and support. Retention strategies include identifying turnover costs, understanding why employees leave, and implementing programs focused on compensation, environment, growth opportunities, relationships and support.
Human Resource Management and MotivationAmmar Faruki
This document discusses key aspects of human resource management including recruitment and selection, training programs, performance appraisals, compensation, and employee separation. It addresses how these human resource responsibilities help organizations attract, develop, and retain qualified employees. Additionally, it examines theories related to motivating employees, such as Maslow's hierarchy of needs, goal setting, job design, and managers' attitudes.
This document provides an overview of BBM2105: Introduction to Business Administration taught by Dr. Martin Kimemia. It covers key topics like business concepts, environment, ownership, management, production, marketing, finance and social responsibility. Business objectives are outlined as profitability, survival, growth and prestige. The internal and external environment factors affecting businesses are discussed. Different forms of business ownership like sole proprietorship, partnership and companies are explained in detail. The key functions of management - planning, organizing, leading and controlling are defined.
The document provides an overview of BBM2105: Introduction to Business Administration taught by Dr. Martin Kimemia. It covers key topics like business concepts, environment, ownership, management, production, marketing, finance and social responsibility.
The chapters discuss business objectives, internal/external environment, forms of ownership like sole proprietorship and partnerships. It also examines management concepts, functions including planning, organizing, staffing and manpower planning. Different sources of recruitment and factors affecting organizing decisions are outlined.
Employee separation, Career Development,Organizational Culture and Organizati...Shivam Shukla
Organizational Climate
Refers to meaningful interpretations of a work environment by the people in it. Organizational Climate is often referred to as Corporate Climate. Organization development (OD) is the study of successful organizational change and performance. organization Culture provides a sense of identity to members and increases their commitment to the organization. Separation of an employee exists when the service agreement between the employee and employer comes to an end and employees decides to leave organization. Career development is the series of activities or the on-going/lifelong process of developing one’s career.
Webinar - How to Attract and Retain the Best Talent for your Organization.pptxPayScale, Inc.
So how do you effectively attract the best talent in the market? What should you do to retain your top talent? Payscale’s Director of Talent Acquisition, Emily Kent, and Sr. Manager, HR, Tim Douglass, will be answering these questions and more. Register now and find out what you can do to recruit, and keep, the best talent for your organization.
The document discusses employee retention in the private sector. It outlines several key factors that are important for retaining employees, including compensation and benefits, a supportive work environment, opportunities for growth and career development, and maintaining good relationships. Retaining talented employees is beneficial for companies as it reduces costs associated with turnover.
Employee retention and separation are important aspects of managing human resources. Retention involves keeping valuable employees through engagement, compensation and benefits. Separation can occur voluntarily through resignation or involuntarily through termination or layoffs due to poor performance or lack of work. Organizations aim to retain productive workers through training, career development, and ensuring compensation is competitive. Proper procedures and support such as exit interviews and outplacement assistance help make separations efficient and fair for both parties.
The document discusses attrition analysis and employee retention. It defines attrition as a reduction in employees due to retirement, resignation or death. There are two primary types of attrition - voluntary initiated by employees, and involuntary initiated by the organization. Reasons for attrition include dissatisfaction, better opportunities, economic factors, and life changes. Employee retention aims to encourage employees to remain with an organization for as long as possible through attractive compensation, a supportive environment that fosters growth, good relationships, and support. Retention strategies include identifying turnover costs, understanding why employees leave, and implementing programs focused on compensation, environment, growth opportunities, relationships and support.
Human Resource Management and MotivationAmmar Faruki
This document discusses key aspects of human resource management including recruitment and selection, training programs, performance appraisals, compensation, and employee separation. It addresses how these human resource responsibilities help organizations attract, develop, and retain qualified employees. Additionally, it examines theories related to motivating employees, such as Maslow's hierarchy of needs, goal setting, job design, and managers' attitudes.
This document provides an overview of BBM2105: Introduction to Business Administration taught by Dr. Martin Kimemia. It covers key topics like business concepts, environment, ownership, management, production, marketing, finance and social responsibility. Business objectives are outlined as profitability, survival, growth and prestige. The internal and external environment factors affecting businesses are discussed. Different forms of business ownership like sole proprietorship, partnership and companies are explained in detail. The key functions of management - planning, organizing, leading and controlling are defined.
The document provides an overview of BBM2105: Introduction to Business Administration taught by Dr. Martin Kimemia. It covers key topics like business concepts, environment, ownership, management, production, marketing, finance and social responsibility.
The chapters discuss business objectives, internal/external environment, forms of ownership like sole proprietorship and partnerships. It also examines management concepts, functions including planning, organizing, staffing and manpower planning. Different sources of recruitment and factors affecting organizing decisions are outlined.
Employee separation, Career Development,Organizational Culture and Organizati...Shivam Shukla
Organizational Climate
Refers to meaningful interpretations of a work environment by the people in it. Organizational Climate is often referred to as Corporate Climate. Organization development (OD) is the study of successful organizational change and performance. organization Culture provides a sense of identity to members and increases their commitment to the organization. Separation of an employee exists when the service agreement between the employee and employer comes to an end and employees decides to leave organization. Career development is the series of activities or the on-going/lifelong process of developing one’s career.
Webinar - How to Attract and Retain the Best Talent for your Organization.pptxPayScale, Inc.
So how do you effectively attract the best talent in the market? What should you do to retain your top talent? Payscale’s Director of Talent Acquisition, Emily Kent, and Sr. Manager, HR, Tim Douglass, will be answering these questions and more. Register now and find out what you can do to recruit, and keep, the best talent for your organization.
The document discusses employee retention in the private sector. It outlines several key factors that are important for retaining employees, including compensation and benefits, a supportive work environment, opportunities for growth and career development, and maintaining good relationships. Retaining talented employees is beneficial for companies as it reduces costs associated with turnover.
The document discusses key aspects of human resource management including recruitment and selection, training programs, performance appraisals, compensation methods, employee separation, and motivation theories. The main objectives of human resource management are to provide qualified employees, maximize employee effectiveness, and satisfy individual needs. Recruitment requires finding qualified candidates while selection must follow legal guidelines. Training and performance reviews help employees grow. Compensation includes wages, salaries, and benefits. Separation can be voluntary or involuntary. Downsizing and outsourcing impact employees and the organization. Motivation is influenced by factors like needs, equity, goals, and managers' attitudes.
EMPLOYEE EMPOWERMENT & EMPLOYEE WELFARE, HUMAN RESOURCE MANAGEMENTAkhilesh Mishra
The document outlines topics related to employee empowerment and employee welfare in two chapters. Chapter 1 defines employee empowerment and discusses its characteristics, managers' responsibilities, necessary conditions, core dimensions, process, and forms. It also compares traditional vs empowered organizations and discusses pros and cons of empowerment. Chapter 2 defines employee welfare, discusses its objectives, purposes, types of welfare schemes and facilities, theories of welfare, and quality of working life. It provides details on various welfare activities and facilities organizations can offer employees.
This document provides information about a nursing leadership and management course for Group 4. It discusses key concepts of human relations including industrial relations, public relations, and collective bargaining.
Industrial relations involves the relationship between employees and employers, including issues like health and safety practices, trade unions, and human resource management. Public relations refers to establishing understanding between an organization and its public through communication and managing perceptions. Collective bargaining is a process where employees are represented by a union to negotiate aspects of employment conditions with management.
The document outlines the objectives, characteristics, types, and processes involved in collective bargaining. It also discusses the advantages and disadvantages of collective bargaining for nurses. In conclusion, it identifies some reasons why negotiations can fail such
The document discusses management by objectives (MBO), including:
1) MBO was first outlined by Peter Drucker in 1954 as a systematic approach for management to focus on achievable goals using available resources.
2) Drucker later decreased the significance of MBO, saying it is just another tool and objectives are often unknown.
3) The core concepts of MBO include avoiding getting trapped in daily activities and forgetting objectives, having all managers participate in strategic planning, and focusing on results rather than activities.
This document discusses the U.S. Department of Labor and provides background information on concerns of American workers. It lists eight common concerns of American workers, including maintaining a standard of living with rising costs, workplace safety, job security, advancement opportunities, discrimination, communication issues, human resources policies, and benefits beyond pay like healthcare and retirement. The document requires the reader to contact a local labor union to learn about the issues most important to them and how the organization is structured. It also defines key concepts related to labor unions like collective bargaining, negotiation, union and open shops, grievance procedures, and strikes.
Human Resource of Abudawood trading co.Danish Shahid
This document discusses the human resources management practices of Abudawood Trading Co. It provides information on the founder and directors of the company. It then outlines the company's vision, mission, and approach to managing human resources through recruitment, selection, training, compensation and benefits. Industrial relations, communication practices, and terms of employment are also summarized. The conclusion emphasizes the company's focus on recruiting and retaining top talent.
The document discusses several topics related to human resource management including recruitment strategies, internal and external hiring sources, rehiring former employees, methods of recruitment, factors that influence employee turnover, and strategies for effective employee retention. It notes that internal recruitment can be done through promotion or transfer and assessing current employees is important. External hiring requires considering costs and effectiveness of options like advertising, agencies, and referrals. Turnover is affected by economic conditions while retention involves career development, feedback, and contribution opportunities.
Emerging Issues in Motivating today's EmployeesAmmad Khalil
This document discusses motivating employees. It begins by introducing the group members presenting on the topic. The discussion covers definitions of motivation, different motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, current issues motivating diverse groups and in tough economies, and strategies for motivation as well as de-motivation factors. It concludes by suggesting future reward structures may include a combination of increased pay, bonuses, flexible hours, job security, and recognition to maximize employee motivation.
This document summarizes key aspects of human resource management including recruitment, training, compensation, motivation, and labor relations. It discusses finding and selecting qualified candidates, orienting and evaluating employee performance, determining compensation and benefits, motivating employees using theories like Maslow's hierarchy of needs, and managing labor unions and disputes through collective bargaining. The future of labor unions is uncertain as membership has declined due to competitive non-union employers and effective management communication with employees.
Employee retention hr project in brandixlakshmanrao46
This document discusses employee retention strategies at Brandix Apparel India. It begins with an introduction to employee retention, noting that retaining valuable employees who are well-trained saves time and money compared to hiring new staff. The document then outlines the objectives and scope of studying Brandix's retention strategies. It aims to understand the company's management structure, HR department roles, reasons for attrition, and strategies to maintain retention.
This document provides an introduction to management principles for a group of 8 chemical engineering students guided by Prof. J. D. Mistry. It defines management according to various experts and discusses the nature and characteristics of management. The document outlines the scope of management, including production, marketing, finance, accounting, and human resources. It also covers skills of managers, types of managers, and managerial roles including interpersonal, informational, and decisional roles. Finally, it discusses the principles of management and compares the American, English, and modern concepts of management and administration.
Human resource management & Committee and teamshawraz Faris
1. The document discusses human resource management (HRM) and provides details on its key activities and functions. HRM deals with recruiting, selecting, training, and developing employees. It aims to effectively use human resources to achieve organizational goals.
2. The main HRM activities discussed are recruitment and selection, training and development, performance appraisal and feedback, compensation and benefits, and labor relations. Recruitment involves attracting and choosing suitable applicants while training enhances employees' skills. Performance is evaluated and feedback provided for improvement.
3. Committees and teams are also examined. Committees typically make decisions and plans on behalf of larger groups. Teams work together towards a shared goal, with members relying on each
This document provides an overview of collective bargaining in the nursing profession in Africa. It defines collective bargaining and describes its key characteristics. The document outlines different types of collective bargaining including composite, concessionary, distributive, and integrative bargaining. It discusses the preparation process for collective bargaining and obstacles that can be faced. Advantages like improved working conditions and disadvantages like high costs are presented. The document also examines industrial action in nursing, political awareness, levels of political involvement, and provides references.
The document discusses employee relations and reward systems. It defines employee relations as a company's efforts to manage relationships between employers and employees. It notes that a good employee relations program provides fair treatment to employees to gain their commitment and loyalty. It also discusses the importance of developing harmonious relations between management and labor for productivity and industrial progress. Additionally, it outlines factors that influence employee relations such as institutional, economic, technological, psychological, political/legal, and global factors. Finally, it discusses challenges and best practices for employee reward systems, including linking rewards to performance and company objectives.
The document discusses the history, definition, objectives, characteristics, types, process, principles, advantages, and disadvantages of collective bargaining. Collective bargaining refers to negotiations between employers and labor unions regarding working conditions. It aims to provide workers a voice, reach mutually agreeable solutions, and prevent strikes. The key types are distributive, integrative, and productivity bargaining. The collective bargaining process involves preparatory, discussion, proposal, bargaining, and settlement phases. Principles include treating unions fairly and eliminating undemocratic practices. Advantages include security for workers and reduced bias, while disadvantages include not all employees agreeing and reduced management authority. The document also discusses the importance of collective bargaining for nurses.
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
This document is a student project on the topic of employee retention. It includes a title page with the student's name and college information. It then has sections on the importance of employee retention, key factors in retention like compensation, growth opportunities, support, and relationships. It discusses retention strategies, myths, benefits of attrition, and success mantras. Later sections cover employee turnover, engagement, empowerment, and how to manage retention specifically for different industries and situations.
Human resource management involves attracting, developing, and retaining qualified employees to accomplish organizational goals. Key HR responsibilities include recruitment and selection, orientation and training, performance appraisals, compensation and benefits, and employee separation. Motivation theories aim to understand what drives employee performance. Labor unions represent workers in collective bargaining over wages, hours, and working conditions.
This document provides an overview of key concepts in human resource management, including recruitment and selection, training, performance appraisals, compensation, benefits, employee separation, motivation theories, labor relations, and labor legislation. The main objectives of human resource management are to provide qualified employees, maximize employee effectiveness, and satisfy individual employee needs.
The document discusses key aspects of human resource management including recruitment and selection, training programs, performance appraisals, compensation methods, employee separation, and motivation theories. The main objectives of human resource management are to provide qualified employees, maximize employee effectiveness, and satisfy individual needs. Recruitment requires finding qualified candidates while selection must follow legal guidelines. Training and performance reviews help employees grow. Compensation includes wages, salaries, and benefits. Separation can be voluntary or involuntary. Downsizing and outsourcing impact employees and the organization. Motivation is influenced by factors like needs, equity, goals, and managers' attitudes.
EMPLOYEE EMPOWERMENT & EMPLOYEE WELFARE, HUMAN RESOURCE MANAGEMENTAkhilesh Mishra
The document outlines topics related to employee empowerment and employee welfare in two chapters. Chapter 1 defines employee empowerment and discusses its characteristics, managers' responsibilities, necessary conditions, core dimensions, process, and forms. It also compares traditional vs empowered organizations and discusses pros and cons of empowerment. Chapter 2 defines employee welfare, discusses its objectives, purposes, types of welfare schemes and facilities, theories of welfare, and quality of working life. It provides details on various welfare activities and facilities organizations can offer employees.
This document provides information about a nursing leadership and management course for Group 4. It discusses key concepts of human relations including industrial relations, public relations, and collective bargaining.
Industrial relations involves the relationship between employees and employers, including issues like health and safety practices, trade unions, and human resource management. Public relations refers to establishing understanding between an organization and its public through communication and managing perceptions. Collective bargaining is a process where employees are represented by a union to negotiate aspects of employment conditions with management.
The document outlines the objectives, characteristics, types, and processes involved in collective bargaining. It also discusses the advantages and disadvantages of collective bargaining for nurses. In conclusion, it identifies some reasons why negotiations can fail such
The document discusses management by objectives (MBO), including:
1) MBO was first outlined by Peter Drucker in 1954 as a systematic approach for management to focus on achievable goals using available resources.
2) Drucker later decreased the significance of MBO, saying it is just another tool and objectives are often unknown.
3) The core concepts of MBO include avoiding getting trapped in daily activities and forgetting objectives, having all managers participate in strategic planning, and focusing on results rather than activities.
This document discusses the U.S. Department of Labor and provides background information on concerns of American workers. It lists eight common concerns of American workers, including maintaining a standard of living with rising costs, workplace safety, job security, advancement opportunities, discrimination, communication issues, human resources policies, and benefits beyond pay like healthcare and retirement. The document requires the reader to contact a local labor union to learn about the issues most important to them and how the organization is structured. It also defines key concepts related to labor unions like collective bargaining, negotiation, union and open shops, grievance procedures, and strikes.
Human Resource of Abudawood trading co.Danish Shahid
This document discusses the human resources management practices of Abudawood Trading Co. It provides information on the founder and directors of the company. It then outlines the company's vision, mission, and approach to managing human resources through recruitment, selection, training, compensation and benefits. Industrial relations, communication practices, and terms of employment are also summarized. The conclusion emphasizes the company's focus on recruiting and retaining top talent.
The document discusses several topics related to human resource management including recruitment strategies, internal and external hiring sources, rehiring former employees, methods of recruitment, factors that influence employee turnover, and strategies for effective employee retention. It notes that internal recruitment can be done through promotion or transfer and assessing current employees is important. External hiring requires considering costs and effectiveness of options like advertising, agencies, and referrals. Turnover is affected by economic conditions while retention involves career development, feedback, and contribution opportunities.
Emerging Issues in Motivating today's EmployeesAmmad Khalil
This document discusses motivating employees. It begins by introducing the group members presenting on the topic. The discussion covers definitions of motivation, different motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, current issues motivating diverse groups and in tough economies, and strategies for motivation as well as de-motivation factors. It concludes by suggesting future reward structures may include a combination of increased pay, bonuses, flexible hours, job security, and recognition to maximize employee motivation.
This document summarizes key aspects of human resource management including recruitment, training, compensation, motivation, and labor relations. It discusses finding and selecting qualified candidates, orienting and evaluating employee performance, determining compensation and benefits, motivating employees using theories like Maslow's hierarchy of needs, and managing labor unions and disputes through collective bargaining. The future of labor unions is uncertain as membership has declined due to competitive non-union employers and effective management communication with employees.
Employee retention hr project in brandixlakshmanrao46
This document discusses employee retention strategies at Brandix Apparel India. It begins with an introduction to employee retention, noting that retaining valuable employees who are well-trained saves time and money compared to hiring new staff. The document then outlines the objectives and scope of studying Brandix's retention strategies. It aims to understand the company's management structure, HR department roles, reasons for attrition, and strategies to maintain retention.
This document provides an introduction to management principles for a group of 8 chemical engineering students guided by Prof. J. D. Mistry. It defines management according to various experts and discusses the nature and characteristics of management. The document outlines the scope of management, including production, marketing, finance, accounting, and human resources. It also covers skills of managers, types of managers, and managerial roles including interpersonal, informational, and decisional roles. Finally, it discusses the principles of management and compares the American, English, and modern concepts of management and administration.
Human resource management & Committee and teamshawraz Faris
1. The document discusses human resource management (HRM) and provides details on its key activities and functions. HRM deals with recruiting, selecting, training, and developing employees. It aims to effectively use human resources to achieve organizational goals.
2. The main HRM activities discussed are recruitment and selection, training and development, performance appraisal and feedback, compensation and benefits, and labor relations. Recruitment involves attracting and choosing suitable applicants while training enhances employees' skills. Performance is evaluated and feedback provided for improvement.
3. Committees and teams are also examined. Committees typically make decisions and plans on behalf of larger groups. Teams work together towards a shared goal, with members relying on each
This document provides an overview of collective bargaining in the nursing profession in Africa. It defines collective bargaining and describes its key characteristics. The document outlines different types of collective bargaining including composite, concessionary, distributive, and integrative bargaining. It discusses the preparation process for collective bargaining and obstacles that can be faced. Advantages like improved working conditions and disadvantages like high costs are presented. The document also examines industrial action in nursing, political awareness, levels of political involvement, and provides references.
The document discusses employee relations and reward systems. It defines employee relations as a company's efforts to manage relationships between employers and employees. It notes that a good employee relations program provides fair treatment to employees to gain their commitment and loyalty. It also discusses the importance of developing harmonious relations between management and labor for productivity and industrial progress. Additionally, it outlines factors that influence employee relations such as institutional, economic, technological, psychological, political/legal, and global factors. Finally, it discusses challenges and best practices for employee reward systems, including linking rewards to performance and company objectives.
The document discusses the history, definition, objectives, characteristics, types, process, principles, advantages, and disadvantages of collective bargaining. Collective bargaining refers to negotiations between employers and labor unions regarding working conditions. It aims to provide workers a voice, reach mutually agreeable solutions, and prevent strikes. The key types are distributive, integrative, and productivity bargaining. The collective bargaining process involves preparatory, discussion, proposal, bargaining, and settlement phases. Principles include treating unions fairly and eliminating undemocratic practices. Advantages include security for workers and reduced bias, while disadvantages include not all employees agreeing and reduced management authority. The document also discusses the importance of collective bargaining for nurses.
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
This document is a student project on the topic of employee retention. It includes a title page with the student's name and college information. It then has sections on the importance of employee retention, key factors in retention like compensation, growth opportunities, support, and relationships. It discusses retention strategies, myths, benefits of attrition, and success mantras. Later sections cover employee turnover, engagement, empowerment, and how to manage retention specifically for different industries and situations.
Human resource management involves attracting, developing, and retaining qualified employees to accomplish organizational goals. Key HR responsibilities include recruitment and selection, orientation and training, performance appraisals, compensation and benefits, and employee separation. Motivation theories aim to understand what drives employee performance. Labor unions represent workers in collective bargaining over wages, hours, and working conditions.
This document provides an overview of key concepts in human resource management, including recruitment and selection, training, performance appraisals, compensation, benefits, employee separation, motivation theories, labor relations, and labor legislation. The main objectives of human resource management are to provide qualified employees, maximize employee effectiveness, and satisfy individual employee needs.
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Plan events that cater to all personality types! Activities that allow for quieter interaction and personal space can create a more inclusive and supportive atmosphere for all team members and help introverts feel more valued and understood.
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HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
2. S/N NAME REG. NUMBER REMARKS
01. ERNEST PETER SAGO DECCA06/S22/02/0004 FULL PARTICIPATED
02. JOSEPH LUPUMKO MAGEHEMA DECCA/18/02/826 FULL PARTICIPATED
03. KHADIJA ABDALLAH DECCA/S20/02/0057 FULL PARTICIPATED
04. DEOGRATIUS MLOYAAA DECCA/S20/02/0056 FULL PARTICIPATED
05. IDDY O LIGUO DECCA/S20/02/0030 FULL PARTICIPATED
4. Learning objectives
• Describe the concept of human resource
management.
• Describe key functions of human resource
management(recruitment and selection, training
and development, compensation, performance
appraisal, maintenance/retention, industrial/labor
relation and separation.
• Describe the concept of grievance handling.
• Describe the concept of conflict management.
5. Concept of human resource
management
Resource-something that can be used to make
profit.
Human resource-the department within a
business that is responsible for all things worker
related. This include recruiting, selecting, hiring,
and firing employees.
Human resource management-Is the function
within an organization focused on employing
people, develop their resource in tune with the
job and organizational requirements
6. Key functions of human resource
management
The following are the functions of human
resource management;
Recruitment and Selection
Training and Development
Compensation
Performance appraisal
Maintenance/retention
Industrial/ Labor relations
Separation
7. RECRUITMENT AND
SELECTION
RECRUITMENT-Refers to the process of the
searching for prospective employees and
stimulating them to apply for job in an
organization.
RECRUITMENT PROCESS
Stage 1;Define requirement
-Job description
-Job specification
8. CONT…
Stage 2;Attract to potential employee
-Job advertising
Stage 3;Selecting right employee
-Job Interview
-Ability tests
9. TYPES OF RECRUITMENT
i)External recruitment-Manager/Employer look
outside the organization for people who have not
yet worked in the organization.
External recruitment is difficult since many new
jobs have specific skill needs.
10. CONT…
ii)Internal recruitment
Position filled with people within the
organization. The internal recruitment has
several benefit;
-Workers know the organization, so they be
familiar with organization’s culture.
-manager likely already know the candidates.
-Internal advancement can motivate employee
11. SELECTION
Is the process of picking individuals who have
relevant qualifications to fill jobs in an
organization.
The basic purpose is to choose the individual who
can most successfully perform the job from the
collection of qualified candidates
12. SELECTION STEPS
i)Reception-create favorable impression from
stage of reception
ii)Screening Interview-Preliminary interview
allow only eligible candidates to go through
further stages
iii)Application Blank- brief history sheet of
employees background
iv)Selection Tests-These involves look out for
intelligence, Personality, Achievements, Integrity
of the employee/candidate.
13. v)Selection Interview- oral examination
vi)Medical Examination- reveals Physical fitness
vii)Reference checks-personnel department
check applicants previous job performance
through references given.
viii)Hiring Decision- final decision whether to
select or reject a candidate.
CONT…
14. COMPENSATON
Is a systematic approach to providing monetary
value to employees in exchange for work
performed. Compensation may achieve several
purposes assisting in recruitment, job
performance and job satisfaction.
15. USES OF COMPENSATION
Recruit and retain qualified employees.
Increase/maintain morale/satisfaction.
Reward and encourage peak performance.
Achieve internal and external equity.
Reduce turnover and modify organization loyalty.
16. PERFORMANCE APPRAISAL
Is a process for evaluating and documenting how
well an employee is carrying out his or her job.
Employees should have a periodic formal
appraisal of their overall performance.
Performance appraisal can affect an employee’s
morale, motivation and self-esteem, and should
be conducted equitably for all employees.
17. MAINTENANCE/RETENTION
Defined as an organization's ability to prevent
employee turnover, or the number of people
who leave their job in a certain period, either
voluntarily or involuntarily.
18. Benefits of maintenance Retention
• Cost Reduction
• Recruitment and training efficiency
• Increased productivity
• Improved employee morale
• Experienced employees
20. Benefits of industrial/labor relations
• To promote the growth of an industrial
democracy based on labor partnership in the
sharing of profits and of managerial decision.
• To eliminate all number of strikes ,lockouts and
gheraos by providing reasonable wages and
working conditions.
• To avoid industrial conflict and develop
harmonious relations which are essential factor
for productivity.
21. SEPARATION
Is a situation when the service agreement of an
employee with her/his organization comes to an
end and employee leaves the organization.
Types of separation
1. Voluntarily
2. Involuntarily
23. Grievance Handling
Grievance-is a formal complaint raised by an
employee against a fellow employee, manager or
even against the employer.
Grievance handling-is the management of
employee dissatisfaction or complaints(e.g.
favoutism, workplace harassment or wage cuts)
25. Conflict Management
Conflict-a process that begins when one party
perceives that another party has negatively
affected or about to affect something that the
first party cares about.
Conflict management-the opportunity to
improve situations and strengthen relationships.
27. Cont.…..
Avoidance
This is a lose/lose situation. Neither party takes
action to address the issues involved in the the
conflict, meaning it will remain unsolved.This
approach is used
• If all concerned feel that the issue is a minor
one and will be resolved in time without any
fuss.
• When the parties need a chance to cool down
and spend time apart.
28. CONT
Accommodation
This is a lose/win situation. The accommodation
approach is used when one party is willing to
forfeit their position. It used when;
• One party wishes to indicate the degree of
fairness.
• People wish to encourage others to express
their own opinion.
29. CONT
Compromise
This is win/lose-win/lose situation.i.e everyone
involved gains and loses through negotiation and
flexibility. Each will win some of what they desire
while at the time giving something up. It used the
best to achieve an agreement when all parties
have equal power.
30. CONT
Collaboration
This is win/win situation. It is the most effective
but most difficult way of managing differences.It
requires trust and commitment from all sides to
reach a resolution by getting to the heart of
problem.
31. CONT
Competition
This is a win/lose situation. One party attempts
to win the conflict through domination and
power. This method is used;
• When other methods have been tried and
failed
• In emergency situation when quick, immediate
and decisive action is called for.