What type of industrial disputes may arise and how HR managers as well as HR professionals should be dealing with workplace disputes when people will return to work after the novel corona virus lockdown.
This document is a case study about Platypus Accessories (PA), a company that designs and sells technology accessories. It provides background on PA's founding, growth, operations, and current issues regarding labor disputes, distribution problems, inventory management, and potential airport retail expansion. The document includes 6 pages of text and 2 appendices with financial and economic data. Students are asked 6 discussion questions to analyze PA's strategies and decisions.
This document provides an overview of business concepts including the private, public, and voluntary sectors; business functions such as operations, people, information, research and development, and finance; advantages and disadvantages of large organizations and small-to-medium enterprises; changes in local, national, and global employment patterns; and the relationships between supply and demand, price and profit, and markets and competition. Examples are given for each topic to illustrate key points.
Networking is important for business opportunities because it allows you to meet new people, learn about their work and needs, and find potential partners or clients. It exposes you to new ideas and opportunities you may not find otherwise. However, networking takes time and effort away from other tasks. It also requires social skills that not everyone enjoys or finds easy. Overall, networking is worthwhile as it expands your professional network and connections, which can lead to new collaborations and business if done consistently over time.
There are several disadvantages to temporary agency work including lack of job security, lack of benefits like health insurance, and lower pay. Temporary workers can be let go more easily than permanent employees. They also may not be covered under an employer's health and safety insurance if injured on the job. Contract work also has disadvantages like lack of benefits, need to constantly find new work, and potentially being seen as outsiders by permanent employees. Both temporary and contract work provide less stability and protections than permanent employment.
The document discusses how businesses can navigate through the three pandemic shockwaves - epidemiological, professional, and socioeconomic. It provides a four-phased approach for businesses to manage through the crisis: 1) Stay safe, 2) Plan for the new normal, 3) Modernize rapidly, and 4) Reimagine the industry. It then outlines eight ways for businesses to emerge strong from the crisis, including modernizing data, unshackling from legacy applications, modernizing employee work, modernizing consumer experiences, and engineering software for the new economy. For each, it provides examples of starting points and immediate actions businesses can take.
With the world feeling ever so unsettled at the moment, it can be hard to imagine what a post-COVID existence might look like. However, businesses are being encouraged to picture that world, so that they can make plans for the future and hit the ground running once they are fully out of lockdown and back to ‘normal’. Take a look at our top tips on how to pivot post-crisis.
Labour unrest,way to mitagate labour unrest and the effects of labour unrestSuleyman Ally
Labor unrest occurs when employees believe they are being treated unfairly by management. Common causes of labor unrest include poor health and safety conditions, excessive working hours without proper overtime pay, low wages, lack of paid leave, and discrimination. To mitigate labor unrest, management should treat employees humanely, identify and address factors that could lead to conflict, provide fair compensation, respect employees' emotions, offer challenging work, and establish proper communication channels. Labor unrest can negatively impact workers through lost wages and injuries, and negatively impact employers through lost production and profits.
This document is a case study about Platypus Accessories (PA), a company that designs and sells technology accessories. It provides background on PA's founding, growth, operations, and current issues regarding labor disputes, distribution problems, inventory management, and potential airport retail expansion. The document includes 6 pages of text and 2 appendices with financial and economic data. Students are asked 6 discussion questions to analyze PA's strategies and decisions.
This document provides an overview of business concepts including the private, public, and voluntary sectors; business functions such as operations, people, information, research and development, and finance; advantages and disadvantages of large organizations and small-to-medium enterprises; changes in local, national, and global employment patterns; and the relationships between supply and demand, price and profit, and markets and competition. Examples are given for each topic to illustrate key points.
Networking is important for business opportunities because it allows you to meet new people, learn about their work and needs, and find potential partners or clients. It exposes you to new ideas and opportunities you may not find otherwise. However, networking takes time and effort away from other tasks. It also requires social skills that not everyone enjoys or finds easy. Overall, networking is worthwhile as it expands your professional network and connections, which can lead to new collaborations and business if done consistently over time.
There are several disadvantages to temporary agency work including lack of job security, lack of benefits like health insurance, and lower pay. Temporary workers can be let go more easily than permanent employees. They also may not be covered under an employer's health and safety insurance if injured on the job. Contract work also has disadvantages like lack of benefits, need to constantly find new work, and potentially being seen as outsiders by permanent employees. Both temporary and contract work provide less stability and protections than permanent employment.
The document discusses how businesses can navigate through the three pandemic shockwaves - epidemiological, professional, and socioeconomic. It provides a four-phased approach for businesses to manage through the crisis: 1) Stay safe, 2) Plan for the new normal, 3) Modernize rapidly, and 4) Reimagine the industry. It then outlines eight ways for businesses to emerge strong from the crisis, including modernizing data, unshackling from legacy applications, modernizing employee work, modernizing consumer experiences, and engineering software for the new economy. For each, it provides examples of starting points and immediate actions businesses can take.
With the world feeling ever so unsettled at the moment, it can be hard to imagine what a post-COVID existence might look like. However, businesses are being encouraged to picture that world, so that they can make plans for the future and hit the ground running once they are fully out of lockdown and back to ‘normal’. Take a look at our top tips on how to pivot post-crisis.
Labour unrest,way to mitagate labour unrest and the effects of labour unrestSuleyman Ally
Labor unrest occurs when employees believe they are being treated unfairly by management. Common causes of labor unrest include poor health and safety conditions, excessive working hours without proper overtime pay, low wages, lack of paid leave, and discrimination. To mitigate labor unrest, management should treat employees humanely, identify and address factors that could lead to conflict, provide fair compensation, respect employees' emotions, offer challenging work, and establish proper communication channels. Labor unrest can negatively impact workers through lost wages and injuries, and negatively impact employers through lost production and profits.
Lessons learned from covid 19 pandemic for mid class companiesNino Mayvi Dian
The document discusses four key lessons that middle class companies learned during the COVID-19 pandemic. First, it revealed the lack of business continuity plans to deal with crises. Second, it stressed the importance of good cash flow management to balance inflows and outflows. Third, it suggested being strategic about investing during a crisis by avoiding loans and using retained earnings when possible. Fourth, it noted the importance of transparency with employees about business plans to maintain trust and cooperation during difficult times.
This document discusses employee attrition (turnover), which refers to employees leaving their jobs. It provides definitions of attrition and attrition rate. Some of the key reasons for attrition discussed include higher pay elsewhere, poor working conditions, lack of career advancement opportunities, and personal reasons. Specific to the insurance industry, the document notes attrition rates of 35-40% for agents due to the high-pressure nature of the work and difficulties sustaining business over time. Calculating accurate attrition rates can be challenging for organizations.
Weekly10 - How to manage employees during tough times.pdfWeekly10
A SIMPLE GUIDE TO NAVIGATING STORMY WATERS
We show you how to help your people become resilient in the face of uncertainty. And the effect that recessions, pandemics, and M&A activity has on employee engagement, performance, and wellbeing.
👍 Why does employee engagement matter in tough times?
We think of employee engagement as the level of emotional sentiment and commitment an employee has to their work, their peers, and the company’s goals and purpose.
In essence it’s about how connected we are to who we work alongside, the work we’re doing, and company mission. This connection powers our commitment, effort, pride, and satisfaction we take from our work.
Employee engagement affects just about every aspect of your organisation: profitability, revenue, customer experience, employee turnover, and wellbeing. It creates better processes and enables better management, so your people are happier and more productive. This leads to better morale, more satisfied customers, higher-quality products, less employee turnover, and higher profits.
All these things matter during tough times. But higher loyalty and lower attrition will really help weather the storm.
🎯 Employee performance
is a life-saver in times of crisis
Whilst measuring productivity is important, understanding performance is even more so when it comes to impacting wider business areas and keeping your people central to planning through tough times.
Employee performance is a mix of things, often described as someone’s ability to do their work to a particular standard. But performance encompasses much more, including: Punctuality, Communication, How happy they are to work in a team, Attitude to work, and How they treat and interact with their colleagues
By keeping an eye on employee performance during times of change and uncertainty you can:
1. Increase employee engagement
2. Improve morale
3. Improve your workforces attitude to business processes
4. Identify and act upon problems within the work environment that will damage productivity if left unchecked.
5. Create room to bring in changes which aim to enhance efficiency and ultimately, productivity
❤ Employee wellbeing must be prioritised
During uncertain times, focus must be laser-sharp as employees battle increased stress and worry. With that in mind, it’s important to know the basics when it comes to looking after your people.
Managers, leaders, and HR have a moral responsibility to look after their employees. Your people spend more time working with you than with their family and friends. Yes, you pay them to do that, but you should also do your bit in taking care of them.
Wellbeing is more than just how happy someone seems. It’s about finding a good balance between each of the four areas. The recipe is simple: Healthy employees = healthy business.
Try Weekly10 for free at www.weekly10.com/try-for-free/
Entrepreneurship and small business developmentITNet
This syllabus outlines topics for a course on entrepreneurship and small business management. The objectives are to enable students to understand entrepreneurship and its importance in the economy, how to become an entrepreneur, and the importance of small business management. Topics covered include concepts of entrepreneurship, entrepreneur characteristics, legal issues, building a business plan, financial considerations, marketing, production, and human resource management for small businesses. The overview defines entrepreneurship as starting new organizations in response to opportunities and discusses risks entrepreneurs take in starting new ventures.
The following blog will provide you with an overview on how to both legally and professionally dismiss and terminate an employee, including key factors that every employer should consider.
In the near future when the dust settles… And it will… if you want to hit these low marketing costs and get a head start on your competition you need to get your digital marketing plan in order yesterday. Cause when that time comes and the world goes back to normal you need to hit the ground running.
BIZGrowth Strategies - Workforce & Talent Optimization Special EditionCBIZ, Inc.
Amid today’s economic uncertainty, we know you need strategies and solutions that will help your business thrive. With workforce and talent concerns running high for employers across the nation, our experts developed these articles with those critical issues top of mind. We offer fresh insights designed to attract, retain, engage and motivate your employees — all while protecting your bottom line and managing emerging risks. Articles include:
- Unlock Success with Effective Performance Management
- How Employers Can Benefit from Financial Wellbeing Programs
- How to Talk About Hard Decisions During a Recession
- Cost-Effective Health Plan Perks to Consider in 2023
- 3 HR Strategies to Recession-Proof Your Organization
- Responding to Employment Practices Liability (EPL) Claims
- Versatility — Important in Life & Life Insurance
Absence management is designed to support employee health needs, provide guidance on absence procedures, detail appropriate sick pay schemes, and factor in legal positions on unauthorized absence. Getting absence management wrong can be costly due to a lack of employee support and honesty about absences. Employers should implement clear absence policies, return to work procedures, sick pay information, and support employee health through flexible working, employee assistance programs, and reasonable accommodations.
Smart Hospitals Round Table Meet, Pune - Newsletter LimpidGist
SMART HOSPITALS has organized a Round Table Meet at Pune recently which was well attended.
Session was about empowering Small Hospitals to pick up early warning signals of Business Stress.
We are sharing the News Letter for your information.
We spent lot of efforts to conduct the Market Survey and to organise a program to educate the industry.
Hope you will like it.....
All we need is - FEEDBACK , after all that liking business...
Happy Reading !!!
Creating a Safe and Healthy Workplace: A Guide to Occupational Health and Saf...AmerCollOccupEnvMedicine
Tee Guidotti, MD, MPH, with Tayseer Mustafa, MD. Sponsored by: Scientific Committee on Occupational Health and Development of the International Commission on Occupational Health (ICOH).
8. On the likely aftermath and long term effects of the coronavi.docxtaishao1
8. On the likely aftermath and long term effects of the coronavirus outbreak on business and society (Module 12)
This discussion board is devoted to the likely aftermath and long term consequences of the coronavirus for business and society. We will be posting some reading material related to this topic in Module 12.
respond 1
Effects of the Coronavirus Outbreak on Business and Society
The coronavirus outbreak has not only led to a massive loss of life globally but also altered social and economic structures in a manner that will persist for a long time. As the pandemic continues devastating communities across the globe, wealth has emerged as the best defense against catastrophes. Wealthy individuals have invested in systems that allow them to work from home to minimize interactions and avoid contracting the virus (Bonacini et al., 2021). Less wealthy individuals cannot afford to stay at home because most of them rely on daily wages to meet their basic needs. Additionally, low-income earners might not avoid interactions because most of them live in places with crowded housing. Moreover, Covid-19 has increased the health burden on low-income earners while decreasing job opportunities. Therefore, the pandemic is likely to exacerbate the economic inequality in society because the rich are amassing more wealth while the poor are suffering from high unemployment.
Besides increasing inequality, the pandemic will transform working habits in the future owing to company responses to regulations aimed at curbing the virus’s spread. At the onset of Covid-19, governments established regulations to restrict people's movement. These rules have changed business practices, promoting working from home and demonstrating the importance of technology in the corporate world. The change from working in offices to operating from home is likely to be permanent because most employers are beginning to question the purpose of a workplace. Over time, companies will establish effective policies to facilitate working from home, making it the new norm in business. Likewise, organizations will embrace technology more to serve customers who have shifted to online shopping to decrease physical interactions.
Reference
Bonacini, L., Gallo, G., & Scicchitano, S. (2021). Working from home and income inequality: Risks of a ‘new normal’ with COVID-19.
Journal of Population Economics, 34
(1), 303-360.
respond 2
ong Term Effects of COVID-19 on Business and Society
As we can and have seen, there have been and will continue to be long-term effects on how COVID-19 can and will impact business and society moving forward. Businesses will likely see a resurgence of possible re-closings. Depending on where you're located in our country, many businesses that were able to re-open may have to close again due to sparks in new COVID-19 cases. While it seems more people are no becoming vaccinated, the likelihood of this is still very evident. Many companies have learned from ini.
Risk insights: Reopening a Business After the Coronavirus ShutdownErin Schroeder
When stay-at-home orders are lifted and nonessential businesses are allowed to resume operations, there’s a lot for organizations to consider before they reopen their doors. Read on to learn more.
Guide to ceo communications through phase 2 of covid-19 enW7Worldwide
The document provides guidance for business leaders on communicating during Phase 2 of the COVID-19 crisis. It outlines 7 steps for CEOs to navigate this uncertain period including being transparent, fostering connections, leading with empathy, and reshaping the future. The phase requires a balance of caution and optimism as economies reopen while the threat remains. Leaders must address stakeholder needs and safely guide their organizations through ongoing challenges to recovery.
People at Work 2022: A Global Workforce View" del ADP Research InstituteAproximacionAlFuturo
Workers want change and are re-evaluating what is important in a job beyond just salary. They are more focused on well-being, life outside of work, flexibility and company ethics/values. Many are considering changing jobs.
Job satisfaction is high but expectations are also high around pay raises and flexibility. Stress levels are increasing which impacts work.
While pay is a priority, many would accept less pay for better work-life balance or flexibility. Remote work is popular with many considering relocating or already doing so. Forcing a return could cause people to leave.
The document is a summary of a global workforce survey analyzing attitudes, satisfaction, priorities and expectations. It finds workers want more flexibility
A successful life insurance company in 2020 will need to focus on keeping promises and guarantees. It will need to choose appropriate risks to insure and develop products that customers find attractive. It will also need to carefully manage assets and liabilities to fund guarantees until they are due. Finally, it will be critical that the company is able to deliver on the promises it has made, even as the world faces financial and demographic challenges. Keeping promises will distinguish successful insurers from those that do not survive.
Analysis the Factors Impact on Employees Loyalty during COVID-19BRNSSPublicationHubI
This document analyzes factors that impact employee loyalty during the COVID-19 pandemic. It discusses how the pandemic has affected work environments and forced many employees to work from home. This new working situation has led to impacts on employees' personal and professional lives like increased stress, lack of work-life balance, and fear of job loss. However, the document also discusses factors that can positively influence employee loyalty during this time like companies focusing on employees' psychological needs, maintaining open communication, and fulfilling commitments to employees. Maintaining loyal employees is beneficial for both organizations and employees.
The document discusses retention strategies for employees in the ITES-BPO industry. It notes high attrition rates of 35-40% and explores reasons why employees leave, including lack of growth opportunities, higher salaries elsewhere, personal life issues, and relationship problems. It then lists the various benefits typically provided by BPO companies, such as health insurance, paid time off, meals, accommodations, loans, education reimbursement, and more. Finally, it discusses the challenges of retention and lists main retention strategies such as open communication, career development opportunities, work-life balance policies, recognition programs, competitive compensation, and ensuring the work environment meets employee needs and priorities.
Bangladesh Labor Act & Rules: At a Glance Summary (বাংলাদেশ শ্রম আইন ও শ্রম ব...Rezaul Kabir
Summary of Bangladesh Labor Act & Rules
বাংলাদেশ শ্রম আইন ও শ্রম বিধিমালাঃ সারমর্ম
(Labor Rules means the Implementation of the Labor Laws
শ্রম আইন এর প্রয়োগ কেই বলা হয় শ্রম বিধি)
Year Bangladesh Labor Act: 2006
বাংলাদেশ শ্রম আইন এর বছরঃ ২০০৬
Number of Sections of Labor Act: 354
শ্রম আইন এর মোট ধারাঃ ২৫৪ টি
Number of Schedules of Labor Act: 5
শ্রম আইন এর মোট তফসিলঃ ৫ টি
Number of Chapters of Labor Act: 21
শ্রম আইন এর মোট অধ্যায়ঃ ২১টি
Year of Bangladesh Labor Rules: 2015
বাংলাদেশ শ্রম বিধি এর বছরঃ ২০১৫
Number of Sections of Labor Rules: 367
শ্রম বিধি এর মোট ধারাঃ ৩৬৭ টি
Number of Schedules of Labor Rules: 7
শ্রম বিধি এর মোট তফসিলঃ ৭ টি
Number of Chapters of Labor Rules: 19
শ্রম বিধি এর মোট অধ্যায়ঃ ১৯ টি
Topics of Bangladesh Labor Acts & Rules: Employment conditions, Adolescent workers, Maternity benefits, Hygiene, Safety, Health, Welfare, Working hours, Leaves, Wages, Injury compensation, Trade union, Labor court, Provident fund, Apprenticeship, Penalty, Administration & Inspection and so on.
শ্রম আইন ও বিধিমালার আলোচ্য বিষয় সমূহঃ প্রশাসন ও পরিদর্শন, অপরাধ ও দন্ড, শিক্ষানবিশ, ভবিষ্য তহবিল, কোম্পানির মুনাফা, শ্রম আদালত ও মামলা, ট্রেড ইউনিয়ন ও শিল্প সম্পর্ক, দুর্ঘটনাজনিত ক্ষতিপূরণ, মজুরি ও পরিশোধ, কর্মঘন্টা ও ছুটি, স্বাস্থ ও নিরাপত্তা, প্রসূতি কল্যাণ, কিশোর শ্রমিক, চাকুরীর শর্তাবলী, ইত্যাদি।
About Sanchayapatra / Shonchoypotro AKA The National Savings Certificate (NSC...Rezaul Kabir
National Savings Certificates (NSCs) are financial instruments issued directly by the Bangladesh government, not banks. The government collects money from citizens through NSC purchases and pays interest in return. NSCs are a popular investment due to their comparatively high interest rates and risk-free nature. There are currently four types of NSCs available with different eligibility criteria, maturity periods, interest rates, and maximum purchase limits. The highest interest rate is offered by Pensioner NSCs, while the lowest is for 3-Yearly NSCs. NSCs can be purchased from banks, savings bureaus, and post offices.
More Related Content
Similar to Industrial Dispute after Covid-19 Pandemic
Lessons learned from covid 19 pandemic for mid class companiesNino Mayvi Dian
The document discusses four key lessons that middle class companies learned during the COVID-19 pandemic. First, it revealed the lack of business continuity plans to deal with crises. Second, it stressed the importance of good cash flow management to balance inflows and outflows. Third, it suggested being strategic about investing during a crisis by avoiding loans and using retained earnings when possible. Fourth, it noted the importance of transparency with employees about business plans to maintain trust and cooperation during difficult times.
This document discusses employee attrition (turnover), which refers to employees leaving their jobs. It provides definitions of attrition and attrition rate. Some of the key reasons for attrition discussed include higher pay elsewhere, poor working conditions, lack of career advancement opportunities, and personal reasons. Specific to the insurance industry, the document notes attrition rates of 35-40% for agents due to the high-pressure nature of the work and difficulties sustaining business over time. Calculating accurate attrition rates can be challenging for organizations.
Weekly10 - How to manage employees during tough times.pdfWeekly10
A SIMPLE GUIDE TO NAVIGATING STORMY WATERS
We show you how to help your people become resilient in the face of uncertainty. And the effect that recessions, pandemics, and M&A activity has on employee engagement, performance, and wellbeing.
👍 Why does employee engagement matter in tough times?
We think of employee engagement as the level of emotional sentiment and commitment an employee has to their work, their peers, and the company’s goals and purpose.
In essence it’s about how connected we are to who we work alongside, the work we’re doing, and company mission. This connection powers our commitment, effort, pride, and satisfaction we take from our work.
Employee engagement affects just about every aspect of your organisation: profitability, revenue, customer experience, employee turnover, and wellbeing. It creates better processes and enables better management, so your people are happier and more productive. This leads to better morale, more satisfied customers, higher-quality products, less employee turnover, and higher profits.
All these things matter during tough times. But higher loyalty and lower attrition will really help weather the storm.
🎯 Employee performance
is a life-saver in times of crisis
Whilst measuring productivity is important, understanding performance is even more so when it comes to impacting wider business areas and keeping your people central to planning through tough times.
Employee performance is a mix of things, often described as someone’s ability to do their work to a particular standard. But performance encompasses much more, including: Punctuality, Communication, How happy they are to work in a team, Attitude to work, and How they treat and interact with their colleagues
By keeping an eye on employee performance during times of change and uncertainty you can:
1. Increase employee engagement
2. Improve morale
3. Improve your workforces attitude to business processes
4. Identify and act upon problems within the work environment that will damage productivity if left unchecked.
5. Create room to bring in changes which aim to enhance efficiency and ultimately, productivity
❤ Employee wellbeing must be prioritised
During uncertain times, focus must be laser-sharp as employees battle increased stress and worry. With that in mind, it’s important to know the basics when it comes to looking after your people.
Managers, leaders, and HR have a moral responsibility to look after their employees. Your people spend more time working with you than with their family and friends. Yes, you pay them to do that, but you should also do your bit in taking care of them.
Wellbeing is more than just how happy someone seems. It’s about finding a good balance between each of the four areas. The recipe is simple: Healthy employees = healthy business.
Try Weekly10 for free at www.weekly10.com/try-for-free/
Entrepreneurship and small business developmentITNet
This syllabus outlines topics for a course on entrepreneurship and small business management. The objectives are to enable students to understand entrepreneurship and its importance in the economy, how to become an entrepreneur, and the importance of small business management. Topics covered include concepts of entrepreneurship, entrepreneur characteristics, legal issues, building a business plan, financial considerations, marketing, production, and human resource management for small businesses. The overview defines entrepreneurship as starting new organizations in response to opportunities and discusses risks entrepreneurs take in starting new ventures.
The following blog will provide you with an overview on how to both legally and professionally dismiss and terminate an employee, including key factors that every employer should consider.
In the near future when the dust settles… And it will… if you want to hit these low marketing costs and get a head start on your competition you need to get your digital marketing plan in order yesterday. Cause when that time comes and the world goes back to normal you need to hit the ground running.
BIZGrowth Strategies - Workforce & Talent Optimization Special EditionCBIZ, Inc.
Amid today’s economic uncertainty, we know you need strategies and solutions that will help your business thrive. With workforce and talent concerns running high for employers across the nation, our experts developed these articles with those critical issues top of mind. We offer fresh insights designed to attract, retain, engage and motivate your employees — all while protecting your bottom line and managing emerging risks. Articles include:
- Unlock Success with Effective Performance Management
- How Employers Can Benefit from Financial Wellbeing Programs
- How to Talk About Hard Decisions During a Recession
- Cost-Effective Health Plan Perks to Consider in 2023
- 3 HR Strategies to Recession-Proof Your Organization
- Responding to Employment Practices Liability (EPL) Claims
- Versatility — Important in Life & Life Insurance
Absence management is designed to support employee health needs, provide guidance on absence procedures, detail appropriate sick pay schemes, and factor in legal positions on unauthorized absence. Getting absence management wrong can be costly due to a lack of employee support and honesty about absences. Employers should implement clear absence policies, return to work procedures, sick pay information, and support employee health through flexible working, employee assistance programs, and reasonable accommodations.
Smart Hospitals Round Table Meet, Pune - Newsletter LimpidGist
SMART HOSPITALS has organized a Round Table Meet at Pune recently which was well attended.
Session was about empowering Small Hospitals to pick up early warning signals of Business Stress.
We are sharing the News Letter for your information.
We spent lot of efforts to conduct the Market Survey and to organise a program to educate the industry.
Hope you will like it.....
All we need is - FEEDBACK , after all that liking business...
Happy Reading !!!
Creating a Safe and Healthy Workplace: A Guide to Occupational Health and Saf...AmerCollOccupEnvMedicine
Tee Guidotti, MD, MPH, with Tayseer Mustafa, MD. Sponsored by: Scientific Committee on Occupational Health and Development of the International Commission on Occupational Health (ICOH).
8. On the likely aftermath and long term effects of the coronavi.docxtaishao1
8. On the likely aftermath and long term effects of the coronavirus outbreak on business and society (Module 12)
This discussion board is devoted to the likely aftermath and long term consequences of the coronavirus for business and society. We will be posting some reading material related to this topic in Module 12.
respond 1
Effects of the Coronavirus Outbreak on Business and Society
The coronavirus outbreak has not only led to a massive loss of life globally but also altered social and economic structures in a manner that will persist for a long time. As the pandemic continues devastating communities across the globe, wealth has emerged as the best defense against catastrophes. Wealthy individuals have invested in systems that allow them to work from home to minimize interactions and avoid contracting the virus (Bonacini et al., 2021). Less wealthy individuals cannot afford to stay at home because most of them rely on daily wages to meet their basic needs. Additionally, low-income earners might not avoid interactions because most of them live in places with crowded housing. Moreover, Covid-19 has increased the health burden on low-income earners while decreasing job opportunities. Therefore, the pandemic is likely to exacerbate the economic inequality in society because the rich are amassing more wealth while the poor are suffering from high unemployment.
Besides increasing inequality, the pandemic will transform working habits in the future owing to company responses to regulations aimed at curbing the virus’s spread. At the onset of Covid-19, governments established regulations to restrict people's movement. These rules have changed business practices, promoting working from home and demonstrating the importance of technology in the corporate world. The change from working in offices to operating from home is likely to be permanent because most employers are beginning to question the purpose of a workplace. Over time, companies will establish effective policies to facilitate working from home, making it the new norm in business. Likewise, organizations will embrace technology more to serve customers who have shifted to online shopping to decrease physical interactions.
Reference
Bonacini, L., Gallo, G., & Scicchitano, S. (2021). Working from home and income inequality: Risks of a ‘new normal’ with COVID-19.
Journal of Population Economics, 34
(1), 303-360.
respond 2
ong Term Effects of COVID-19 on Business and Society
As we can and have seen, there have been and will continue to be long-term effects on how COVID-19 can and will impact business and society moving forward. Businesses will likely see a resurgence of possible re-closings. Depending on where you're located in our country, many businesses that were able to re-open may have to close again due to sparks in new COVID-19 cases. While it seems more people are no becoming vaccinated, the likelihood of this is still very evident. Many companies have learned from ini.
Risk insights: Reopening a Business After the Coronavirus ShutdownErin Schroeder
When stay-at-home orders are lifted and nonessential businesses are allowed to resume operations, there’s a lot for organizations to consider before they reopen their doors. Read on to learn more.
Guide to ceo communications through phase 2 of covid-19 enW7Worldwide
The document provides guidance for business leaders on communicating during Phase 2 of the COVID-19 crisis. It outlines 7 steps for CEOs to navigate this uncertain period including being transparent, fostering connections, leading with empathy, and reshaping the future. The phase requires a balance of caution and optimism as economies reopen while the threat remains. Leaders must address stakeholder needs and safely guide their organizations through ongoing challenges to recovery.
People at Work 2022: A Global Workforce View" del ADP Research InstituteAproximacionAlFuturo
Workers want change and are re-evaluating what is important in a job beyond just salary. They are more focused on well-being, life outside of work, flexibility and company ethics/values. Many are considering changing jobs.
Job satisfaction is high but expectations are also high around pay raises and flexibility. Stress levels are increasing which impacts work.
While pay is a priority, many would accept less pay for better work-life balance or flexibility. Remote work is popular with many considering relocating or already doing so. Forcing a return could cause people to leave.
The document is a summary of a global workforce survey analyzing attitudes, satisfaction, priorities and expectations. It finds workers want more flexibility
A successful life insurance company in 2020 will need to focus on keeping promises and guarantees. It will need to choose appropriate risks to insure and develop products that customers find attractive. It will also need to carefully manage assets and liabilities to fund guarantees until they are due. Finally, it will be critical that the company is able to deliver on the promises it has made, even as the world faces financial and demographic challenges. Keeping promises will distinguish successful insurers from those that do not survive.
Analysis the Factors Impact on Employees Loyalty during COVID-19BRNSSPublicationHubI
This document analyzes factors that impact employee loyalty during the COVID-19 pandemic. It discusses how the pandemic has affected work environments and forced many employees to work from home. This new working situation has led to impacts on employees' personal and professional lives like increased stress, lack of work-life balance, and fear of job loss. However, the document also discusses factors that can positively influence employee loyalty during this time like companies focusing on employees' psychological needs, maintaining open communication, and fulfilling commitments to employees. Maintaining loyal employees is beneficial for both organizations and employees.
The document discusses retention strategies for employees in the ITES-BPO industry. It notes high attrition rates of 35-40% and explores reasons why employees leave, including lack of growth opportunities, higher salaries elsewhere, personal life issues, and relationship problems. It then lists the various benefits typically provided by BPO companies, such as health insurance, paid time off, meals, accommodations, loans, education reimbursement, and more. Finally, it discusses the challenges of retention and lists main retention strategies such as open communication, career development opportunities, work-life balance policies, recognition programs, competitive compensation, and ensuring the work environment meets employee needs and priorities.
Similar to Industrial Dispute after Covid-19 Pandemic (20)
Bangladesh Labor Act & Rules: At a Glance Summary (বাংলাদেশ শ্রম আইন ও শ্রম ব...Rezaul Kabir
Summary of Bangladesh Labor Act & Rules
বাংলাদেশ শ্রম আইন ও শ্রম বিধিমালাঃ সারমর্ম
(Labor Rules means the Implementation of the Labor Laws
শ্রম আইন এর প্রয়োগ কেই বলা হয় শ্রম বিধি)
Year Bangladesh Labor Act: 2006
বাংলাদেশ শ্রম আইন এর বছরঃ ২০০৬
Number of Sections of Labor Act: 354
শ্রম আইন এর মোট ধারাঃ ২৫৪ টি
Number of Schedules of Labor Act: 5
শ্রম আইন এর মোট তফসিলঃ ৫ টি
Number of Chapters of Labor Act: 21
শ্রম আইন এর মোট অধ্যায়ঃ ২১টি
Year of Bangladesh Labor Rules: 2015
বাংলাদেশ শ্রম বিধি এর বছরঃ ২০১৫
Number of Sections of Labor Rules: 367
শ্রম বিধি এর মোট ধারাঃ ৩৬৭ টি
Number of Schedules of Labor Rules: 7
শ্রম বিধি এর মোট তফসিলঃ ৭ টি
Number of Chapters of Labor Rules: 19
শ্রম বিধি এর মোট অধ্যায়ঃ ১৯ টি
Topics of Bangladesh Labor Acts & Rules: Employment conditions, Adolescent workers, Maternity benefits, Hygiene, Safety, Health, Welfare, Working hours, Leaves, Wages, Injury compensation, Trade union, Labor court, Provident fund, Apprenticeship, Penalty, Administration & Inspection and so on.
শ্রম আইন ও বিধিমালার আলোচ্য বিষয় সমূহঃ প্রশাসন ও পরিদর্শন, অপরাধ ও দন্ড, শিক্ষানবিশ, ভবিষ্য তহবিল, কোম্পানির মুনাফা, শ্রম আদালত ও মামলা, ট্রেড ইউনিয়ন ও শিল্প সম্পর্ক, দুর্ঘটনাজনিত ক্ষতিপূরণ, মজুরি ও পরিশোধ, কর্মঘন্টা ও ছুটি, স্বাস্থ ও নিরাপত্তা, প্রসূতি কল্যাণ, কিশোর শ্রমিক, চাকুরীর শর্তাবলী, ইত্যাদি।
About Sanchayapatra / Shonchoypotro AKA The National Savings Certificate (NSC...Rezaul Kabir
National Savings Certificates (NSCs) are financial instruments issued directly by the Bangladesh government, not banks. The government collects money from citizens through NSC purchases and pays interest in return. NSCs are a popular investment due to their comparatively high interest rates and risk-free nature. There are currently four types of NSCs available with different eligibility criteria, maturity periods, interest rates, and maximum purchase limits. The highest interest rate is offered by Pensioner NSCs, while the lowest is for 3-Yearly NSCs. NSCs can be purchased from banks, savings bureaus, and post offices.
Functions of HRM: Short Definitions, Process & DiagramsRezaul Kabir
The overall functions are discussed below with simple short definitions of each & also the process of each functions show with diagrams. There are many more functions of HRM, but the below are the most significant.
A very simple sample form of individual info, such forms to be filled by each & every employee of all org. during the time of joining, such forms are filed & stored by HR dept.
Measuring Human Resource Effectiveness: from the Perspective of Six Organizat...Rezaul Kabir
The document provides an overview of tools that can be used to measure the effectiveness of human resources in an organization. It discusses both qualitative and quantitative tools. Some of the key tools mentioned include human resource audits, employee engagement surveys, performance evaluations, metrics like absenteeism, turnover, time to fill vacancies, revenue per employee, benefits costs, and calculating return on investment in human resources. The document aims to explain different approaches that can be taken to assess how effectively an organization's human resources are performing.
Impacts of Poor Labor Relations: Based on 5 Real Life News Events Rezaul Kabir
Poor labor relations can have negative consequences such as industrial unrest and job losses. Five real-life examples from Bangladesh illustrate issues that arose from poor communication between workers and employers, including strikes, unfair practices, and even suicide. To improve labor relations, workers and employers must strengthen communication channels, respect labor laws, and negotiate collectively and peacefully. Addressing poor labor relations is important for the continued success of Bangladesh's readymade garments industry.
The document discusses the Industrial Revolution from 1760-1840 when inventions like the spinning jenny and steam engine led to huge changes in manufacturing processes. This transition to mechanized factory production resulted in massive economic and population growth in Western societies, but also caused social problems like unhealthy urban living conditions and worker exploitation that led to new laws regulating child labor, working hours and environmental pollution over time.
Reasons of Expatriate Failure: From the Perspective of Bangladesh Army Soldie...Rezaul Kabir
1) The document discusses reasons for expatriate failure among Bangladeshi army soldiers sent on UN peacekeeping missions. It analyzes perspectives from literature and interviews with retired soldiers.
2) Expatriate failure can occur if soldiers are unable to fulfill the objectives of maintaining peace, protecting civilians, and preventing violence. It can also result from a lack of necessary training, errors in selection processes, or outdated policies that don't adapt to changing situations.
3) Other potential factors discussed include insufficient compensation causing dissatisfaction, rare instances of involvement in prohibited activities like prostitution, and the tragic risk of death or injury while serving in hostile environments. Over 1,000 Bangladeshi soldiers have participated in UN peacekeeping missions.
Personal Selling Practise: Nova Electronics & Home Appliance BDRezaul Kabir
- NOVA is an electronics company in Bangladesh that sells products through personal selling in their showrooms. They employ salespeople who receive training but are not highly educated.
- The salespeople practice personal selling through understanding customers by listening to them and serving their needs, though they may not be familiar with the theoretical concept. They provide product information to help customers make informed decisions.
- While the salespeople have instructions on pricing, discounts and customer service, there is room for them to be more creative in their personal selling approaches. The report recommends that NOVA emphasize personal selling techniques in training and encourage salespeople creativity.
Relationship Between Performance, Effectiveness & EfficiencyRezaul Kabir
This term paper discusses the relationship between performance, effectiveness, and efficiency in organizations. It defines each term and establishes that performance is dependent on effectiveness and efficiency. This relationship is demonstrated through an analysis of lists ranking the most admired and best performing companies, showing some overlap but also differences. While no single measure can determine effectiveness and efficiency, performance is an important factor to consider. Managers should consider these concepts from multiple perspectives.
4P & STP Concept of a Real Estate Company: Amin Mohammad Foundation LtdRezaul Kabir
(1) The document discusses a term paper analyzing the 4P's and STP concepts of Amin Mohammad Foundation Limited (AMF), a real estate company in Bangladesh.
(2) It provides an overview of AMF, including its history, vision, locations, products, pricing strategy, distribution channels, and promotional activities. AMF focuses on high-end residential and commercial properties targeting upper-class customers.
(3) A SWOT analysis is presented, finding AMF's strengths to be its skilled personnel, while opportunities exist in the expanding real estate market to other cities as land in Dhaka decreases.
This document contains a questionnaire about organizational policies and practices related to recruiting, hiring, training, and managing employees. It asks questions about who prepares job postings, assigns duties, determines qualifications, monitors performance, provides training, and makes promotion decisions. It also asks about use of software, consultants, surveys, medical tests, and criteria for hiring and firing employees. The questionnaire seeks to gather information from employees on various human resources processes.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
2. 2
Table of Content
Contents Page
Letter of Transmittal 3
Acknowledgement 4
Introduction 5
Present World Scenario 6
Present Workplace Scenario 6
Employee’s Views 7
Employer’s Views 8
Addressing the Disputes 9
Conclusion 10
3. 3
Introduction
Industrial dispute means the disagreement between the employer and
the employee in a business organization regarding employment related
issues. Very often it turns into violence, law suit or work stoppage.
Covid-19 stands for corona virus diseases 2019. On the other hand,
pandemic means when a diseases spread throughout a large region. So,
Covid-19 Pandemic refers to the current worldwide health crisis what is
created by Novel Corona Virus.
The whole world is now facing severe financial as well as social
crisis on behalf of this pandemic. An unusual situation is remaining in all
the workplaces in our country.
Hopefully soon, when this pandemic will be over, and the people
will return to regular workplace routines, their will surely some disputes to
be aroused.
Since the HR managers deals with all the issues with manpower, it is
time they took preparation for the upcoming industrial disputes.
Present World Scenario
The whole world is facing a unique crisis what they have never
faced. Well, the world have faced multiple epidemics in the past centuries,
but in this globalized modern world, this pandemic is like a brand new
form of crisis to be dealt with.
4. 4
No matter whether a country is developed, developing or
undeveloped, they all are dealing this crisis from the same angle but with
different capacity.
Present Workplace Scenario
Some businesses are totally shut downed now, some are operating in
a limited capacity and some are running with almost full activities;
depending on the type of business.
Factories producing FMCG, Pharmaceuticals, Agricultural items are
currently wide open. And so their corporate offices, but in a limited way. It
is because these products are essential for consumers to live.
Banks are operating their services with limited timelines. Same
applies for the NGOs.
Educational institutions are totally closed for the time being. And no
need to discuss about hospitals or clinics.
Some businesses managed to arrangements for their employees to
work from home whose works are computer basis like telecommunications
or call centers etc.
Marketing professionals are working in the markets but in a very
limited phase. Other job holders attending offices with shorten hours.
A lot of small businesses and medium businesses have been shut
down for good. Some are having huge business downtimes. A large
number of people lost their jobs. And some has had salary cut downs.
5. 5
In our country, our largest industry is the most problematic of all.
RMG and Textile. A huge number of factories do not have work orders.
These factories are closed for the time being. Their workers lost their jobs
without receiving wages. Some factories are running low insufficient work
orders. They laid off most of the workers for the time being. So, most
industrial disputes will be aroused within this sector.
And no matter in which industry a workplace belongs to, majority of
the disputes will be related to salary.
Employee’s Views
Where the business activities are running almost smoothly, there will
be almost zero chance of disputes. Same applies for whom are working
from home.
The businesses that are shut down, workers are suspecting of not
getting their due wages. Same applies for the temporarily closed or
factories with laid offs.
Where office hours are shortened, employees may suspect that they
may not receive the full salary. Same applies where not whole week office
hours are maintained.
In some workplaces where employees are more demanding may
complain about the hygiene or health safety in the office.
6. 6
And last but not least, almost all the employees may suspect that
they may not receive the festival bonus or other compensations. Not to
mention, the probability of losing their present job.
Employer’s Views
There is no employer in this world who can say that they are not
affected by the ongoing pandemic and did not face any sort of financial
loss.
Where businesses are running almost regular routine, employers
there may not think about any sort of cut offs. Same applies for the large
and renowned businesses.
But where employees are working from home, their employer may
want to consider cutting off some allowances like dearness allowance or
others.
And where office hours or weekly working days have been
shortened for now, employers there may get the idea of not paying off the
full gross salary.
There are always some dishonest employers who seek to take
advantages under any circumstances. In the chance of this pandemic crisis
they may force to terminate some employees they do not like.
And at last but not least, the shutdown businesses may not try to pay
up the due salary of the laid off workers even though they can afford.
7. 7
All above these may and may not will generate from just one focus
point which is making up the financial loss.
Addressing the Industrial Disputes
The HR managers are the part of employees though they work for
the interest of the employers. They are one of the few people in the
organizations who understand both the employers and employees
perspective.
If there is any particular govt. instruction, the HR should know about
this and should inform their employer. And advise them to follow the
regulations but not escaping the legal obligations.
Whatever the disputes arise, this is the role of HR managers to
inform the employees about the financial scenario. If the employees come
to know how much financial loss their employers have faced, they would
understand what they should ask for.
On the other hand, despite of all the severe financial loss, the
employers should know that their employees are human being, not
machines. The HR managers should remind the employers that their
employees have families to support. So whatever cut offs they want to
make, they must have to think about it first.
People will be concerned about health safety at workplace more than
ever while returning to office. So the HR should be prepares to propose
and implement some extra new initiatives to ensure workplace hygiene.
8. 8
If the HR managers can inform their employers and employees the
above points in a convincing way; surely there will be less industrial
dispute to be aroused and these few industrial disputes will be able to be
handles easily.
Conclusion
While we are discussing about the upcoming industrial dispute after
Covid-19 arena, it is actually already here at our workplaces. Very soon
HR professionals as well as the management will be dealing with this.
Employees have to consider the financial loss of their companies, on
the other hand, the employers have to consider the family crisis of their
employees, on account of this pandemic situation.
The ultimate role of the HR managers here should be bridging and
balancing the perspectives of the two sides in order to deal with the
industrial disputes peacefully and successfully.
………………………….