The document discusses various employee separation and retention processes. It describes procedures for separation such as discharge, retirement, layoff, and retrenchment. It provides details on the reasons and steps for discharge of an employee. Retirement can be compulsory, forced, or premature. Layoff is a temporary period of unemployment due to lack of work. Retrenchment involves downsizing through factors like reducing headcount or costs. The document also discusses promotion, transfer, voluntary retirement schemes, and exit interviews.
In this presentation, we will discuss the characteristics of systematic promotion policy, principles, types and meaning of Transfer, promotion and demotion.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
In this presentation, we will discuss the characteristics of systematic promotion policy, principles, types and meaning of Transfer, promotion and demotion.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Retrenchment is something akin to downsizing. when company goes through retrenchment, it reduces expenditures in an attempt to become more financially solvent.
Corporate downsizing is the process of Reorganizing a company structure in a manner that brings about layoffs of a potion of the company’s work force.
It may be due to economic downturns or business loss
Industrial disputes ppt pdf- Dr. kokila saxenakokilasaxena
Industrial disputes are disputes between employer-employees, Employees-employees & Employer-employer on the terms of employment. We have been provided with a strong industrial disputes resolving mechanery in two different kinds such as- Preventive mechanery & Settlement Mechanery
Discipline, Grievance and Industrial Relations.Anubha Rastogi
Grievance is the first requisite that leads to indiscipline. Effective grievance handling is not only crucial to maintain harmony but also employee satisfaction.
-INTRODUCTION
-MEANING AND DEFINITION
-NATURE OF DISCIPLINE
-OBJECTIVES
-COMPONENTS OF DISCIPLINE
-DISCIPLINARY ASPECTS
-ORGANISATIONAL DISCIPLINARY LINE
-EMPLOYEE PROBLEM
-IMPORTANCE OF DISCIPLINE
-POSITIVE EMPLOYEE DISCIPLINE
-INDISCIPLINE
-APPROACHES
-HOT STOVE RULE
HOW TO DEAL WITH DISCIPLINARY?
-CONCLUSION
An employment counsellor advises, coaches, provides information to, and supports people who are planning, seeking and managing their career and life/work direction. Traditionally, employment counselors help their clients deal with vocational decisions concerning choice, changes in, or adjustment to work.
Components of compensation means components of remuneration to employees. An average employees in the organized sector is usually entitled to various benefits. Compensation is a payment made in cash to the employee in return of the contribution that he/she makes in the organization.
1. Base Pay Structure (Fixed component);
2. Variable Pay Programs;
3. Benefits;
4. Rewards & Recognition
Retrenchment is something akin to downsizing. when company goes through retrenchment, it reduces expenditures in an attempt to become more financially solvent.
Corporate downsizing is the process of Reorganizing a company structure in a manner that brings about layoffs of a potion of the company’s work force.
It may be due to economic downturns or business loss
Industrial disputes ppt pdf- Dr. kokila saxenakokilasaxena
Industrial disputes are disputes between employer-employees, Employees-employees & Employer-employer on the terms of employment. We have been provided with a strong industrial disputes resolving mechanery in two different kinds such as- Preventive mechanery & Settlement Mechanery
Discipline, Grievance and Industrial Relations.Anubha Rastogi
Grievance is the first requisite that leads to indiscipline. Effective grievance handling is not only crucial to maintain harmony but also employee satisfaction.
-INTRODUCTION
-MEANING AND DEFINITION
-NATURE OF DISCIPLINE
-OBJECTIVES
-COMPONENTS OF DISCIPLINE
-DISCIPLINARY ASPECTS
-ORGANISATIONAL DISCIPLINARY LINE
-EMPLOYEE PROBLEM
-IMPORTANCE OF DISCIPLINE
-POSITIVE EMPLOYEE DISCIPLINE
-INDISCIPLINE
-APPROACHES
-HOT STOVE RULE
HOW TO DEAL WITH DISCIPLINARY?
-CONCLUSION
An employment counsellor advises, coaches, provides information to, and supports people who are planning, seeking and managing their career and life/work direction. Traditionally, employment counselors help their clients deal with vocational decisions concerning choice, changes in, or adjustment to work.
Components of compensation means components of remuneration to employees. An average employees in the organized sector is usually entitled to various benefits. Compensation is a payment made in cash to the employee in return of the contribution that he/she makes in the organization.
1. Base Pay Structure (Fixed component);
2. Variable Pay Programs;
3. Benefits;
4. Rewards & Recognition
it's the presentation on rightsizing in the organisation that's one of the crucial parts of HUMAN RESOURCE MANAGEMENT. it will be helpful for anybody who studies management or who's the professional and the HRs. i'm very glad to publish this ppt to the world and please give some like, shares and comments otherwise main hoon tum logoka akal thikane me lagane k aliye
Employee Separation is the discontinuation of his employment contract with the company. The companies and employees must specify valid reasons behind separation. The process may be upsetting for both, company and its employees. Hence, the employee separations should be planned and reasonable.
The employer should provide the required guidance to employees.
The firms may conduct discussions and counselling sessions during separation.
Exit Interviews of the separated employee are conducted. It helps to gather in-depth information about companies strengths and weaknesses.
Compulsory retirement and voluntary retirementSohail Shaikh
Compulsory retirement(CRS) and voluntary retirement(VRS)
Compulsory retirement scheme and voluntary retirement scheme
this ppt is related to (HRM) Human Resource Management subject.
refer this ppt to present CRS AND VRS topic
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
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The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
2. Part I : Procedure of
Separation
Part II : Retention
Process
• Discharge
• Retirement
• Layoff
• Retrenchment
• VRS
• Promotion
•Transfer
• Exit Interview
4. Employee Separation is the
process of
efficiently and fairly
terminating workers.
Separations : Final way in which an
employee leaves a position.
Voluntary : Employee resigns.
Involuntary : Employee is laid-off or
terminated.
5. Discharge: It is the process of
terminating the service of an employee
due to any serious misconduct.
It is a permanent separation of an
employee from the pay-roll for violation
of company rules for inadequate
performance.
6. Causes of Discharge:
a) FREQUENT CAUSES:
Inefficiency, Dishonesty, Drunkenness,
Carelessness.
b) INFREQUENT CAUSES:
Accidents, Insubordination, Personal Conduct,
Un-cleanliness, Infraction of Rules, Negligence.
c) OTHERS:
Laziness, Lack of Co-operation.
7. Steps to Discharge
an Employee:
Preliminary Disciplinary Action
Final Written Warning
Notice of Discharge
8. Discharging an
Employee Discharging employees is one of the most
difficult tasks that a manager faces.
Many organizations offer outplacement to
the employees laid off.
• Outplacement Services provide employees who
have been dismissed from an organization with
assistance in finding new jobs. Examples: Resume
Writing, Practice Interviewing and Support
Groups.
9. Retirement: It is the process
of leaving the organization permanently
by employees on the ground of attaining
the age of superannuation or voluntarily.
Retirement has been characterized
by some as a “role less role”.
10. Kinds of
Retirement Compulsory Retirement
Employee must retire compulsorily on attaining a specific age.
In Central Government Offices, the age is 60; in private firms,
employees may be given extension up till they are suitable to
do work.
If employee found guilty on either court of law or violated
conditions of the organization. He may be force to retire from
services without any benefit.
Forced Retirement
Premature Retirement
If an employee becomes disabled due to accident, or due to
some disease, he may be given option of retiring by
management.
11. Layoff: It is the act of suspending
or dismissing an employee (especially
temporarily), as for lack of work or
because of corporate reorganization.
It is period of temporary inactivity
or enforced unemployment.
12. The Legal aspect
of Layoff Section 25C of Industrial Disputes Act (IDA) 1947, does not
confer the right on employers to layoff workers for whatever
reasons they deem fit.
According to Section 25M of IDA, unless the layoff is due to
shortage of power or natural calamity, no working men can be
laid off without the prior permission of the labor
commissioner.
Maximum period of layoff is 45 days.
If employer offers alternative employment, it will not be
considered a layoff even if the worker does not opt for it.
The penalty stipulated for not complying with the provisions
of the IDA: Imprisonment for period of up to 1 month or a fine
up to Rs. 1000 or both.
13. Retrenchment: It is
something a kin to downsizing. When a company or
government goes through retrenchment, it reduces
outgoing money or expenditures or redirects focus
in an attempt to become more financially solvent.
Although retrenchment is most often used in
countries throughout the world to refer to layoffs, it
can also label the more general tactic of cutting back
and downsizing.
14. Ways to employ
Retrenchment Tactic
Companies can employ this tactic
based on the following three factors:
HR Related Factors
Product Related Factors
Market Related Factors
15. Ways to employ
Retrenchment Tactic HR Related Factors:
Slash expenditures by laying off employees
Closing superfluous offices or branches
Reducing benefits such as medical coverage
or retirement plans
Freezing hiring or salaries
Cutting salaries
16. Ways to employ
Retrenchment Tactic
Product Related Factors:
Slash expenditures by reducing the quality
of the materials used in a product
Streamlining the process in which a product
is manufactured or produced
17. Ways to employ
Retrenchment Tactic Market Related Factors:
Downsizing in one market that is proving
unprofitable
Building up the company in a more
profitable market
If one market has become obsolete due to
modernization or technology, then a company
may decide to change with the times to
remain profitable
18. Retrenchment ( A
Foot note )Retrenchment doesn’t always mean people losing jobs,
although it can seem that way. If a company shifts into
concentrating on a different focus, that’s also called
Retrenching. It might even end up with more people
being hired, as the company needs the extra skill base.
For example, Apple once only dealt with computers.
Technically, when they shifted their muscle behind the
iPod, one could call that Retrenchment but did it result
in any actual job loss?
20. Voluntary Retirement
SchemeVRS is one of the employee separation strategies
introduced in the early 1980s in central public sector
undertakings (PSUs)
The VRS is the most humane technique to provide
overall reduction in the existing strength of the
employees
VRS is a scheme whereby the employee is offered to
voluntarily retire from his services before his retirement
date.
Its eligibility varies from company to company
21. Technicalities of VRS
The VRS candidates must have worked for the
organization for minimum of 10 years and also the age
of the worker must be minimum of 40 years
Employees not complying with these conditions still
can apply for the early separation but it would not be
counted as the VRS legally. Thus these employees won’t
be able to avail the benefit of Tax Exemption
Employees receiving VRS can get the Tax Exemption
up to an extent of Rs. 5 lakhs
22. A Footnote …
Employers refer to VRS as ‘Golden Handshake’,
trade unions call it ‘Voluntary Retrenchment
Scheme’, and for the government, it is ‘Unstated
Exit Policy’ which means that an exit policy which
may not exist no paper.
23. Promotion: According to Dale Yoder,
PROMOTION may be described as:
“A movement to a position in which
responsibilities and presumably, prestige are
increased.”
Promotions have a positive impact on the
employees. Besides pay hike it also satisfies the
higher needs of employees.
24. Purpose / Objectives of
Promotion
To recognize an individual’s performance and reward
him for his work
To put the employee in a position where he will be of
greater value to the company
To promote job satisfaction among the employees
and give them an opportunity for unbroken continuous
service
25. Purpose / Objectives of
PromotionTo build up morale, loyalty and a sense of belonging
on the part of the employees
To demonstrate effective career development plans
To attract suitable and competent employees for the
organization
To create among employees a feeling of contentment
with their present conditions and encourage them to
succeed in the company
26. Types of Promotion
Open Promotions:
An organization or a company considers all
individuals within it as a potential candidate and
announces it to various aspirants internally.
Closed Promotions:
An organization or company does not consider
all individuals within the organization but restricts the
openings or vacancies for higher positions. Also the
announcement is not done internally.
Frequently companies follow a combination of both the systems.
27. Types of Promotion
(Contd…)Dry Promotions:
Dry Promotions are those that are given in lieu of
increase in compensation.
Horizontal Promotions:
Promotions that do not necessarily lead to the
change in the nature of work i.e. similar kind of work remains
intact. For e.g.. Lower to higher grade without any change in
the work content.
Vertical Promotions:
Promotions that lead to the change in the nature of
the work. For e.g.. Supervisor to Manager.
28. Transfer: A transfer is a horizontal or
lateral movement of an employee from one job,
section, department, shift, plant or position to
another at the same or another place where his
salary, status and responsibility are the same.
Transfer may be initiated either by the
company or the employee. It also can be temporary
or permanent.
29. Purpose of Transfer
To increase the effectiveness of the organization
To increase versatility and competence of key positions
To deal with fluctuations in work requirements
To correct incompatibilities in employee relations
To correct erroneous placement
To relieve monotony
30. Purpose of Transfer
(Contd…)
To adjust workforce
To punish employees (Generally in Government
organizations, employees who commit mistakes or
malfeasance will be treated with transfer to other
place where he cannot act according to his wish
or misuse his job position)
31. Types of Transfers
Production Transfers:
Such transfers are made to meet the company
requirements. The surplus employees in one
department/section who are efficient might be
absorbed in other place where there is a requirement.
Such transfers help to stabilize employment.
Replacement Transfers:
This takes place to replace an old employee who
has been in the organization for a long time by a new
employee thereby giving some relief to the old
employee from the heavy work pressure.
32. Types of Transfers
(Contd…)Versatility Transfers:
It is also known as rotation. It is aimed at all round
development of employees by moving them from one job
to another. It also helps to reduce boredom and monotony.
Personal or Remedial Transfers:
Such a transfer is made to rectify mistakes in
selection and placement. As a follow up, the wrongly placed
employee is transferred to a more suitable job.
Shift Transfers:
This is pretty common where there is more than one
shift and when there is regularized rotation.
33. Exit Interview: It is the final
formal meeting between the management and an
employee leaving the firm.
It is used as a learning opportunity for the
executives concerned who seek candid views on
work related problems.
34. Exit Interview – An
Overview
In HR terms, an Exit Interview is a survey that is
conducted with an employee when he or she leaves the
company. The info available from each survey is used to
provide feedback on why employees are leaving, what
they liked about their employment and what areas of
the company need improvement. Exit interviews are
most effective when the data is compiled and tracked
over time.
35. Types of Exit
InterviewIn-Person Exit Interview:
With in-person exit interviews an HR representative
meets individually with each terminating employee.
Telephone Exit Interview:
It is conducted over the telephone by an HR
Representative or an outside third party consultant.
Paper and Pencil Exit Interview:
It is usually conducted by means of a form that is
given to the employees on their last day or mailed to the
employees’ home.
37. Employee Retention is the
process enacted towards
keeping or retaining good
employees within an
organization.
It’s about culture and how employees are treated.
It’s about presenting a consistent, effective
employer proposition across the entire employee
life cycle, thus ensuring that the employers source,
hire, manage and develop employees who partner
with them in achieving the organizational goals.
38. The 3 R’s of Employee
Retention
Reward
Recognition
Respect
39. Significance of Employee
RetentionHiring is not an easy process
An organization invests time and money in grooming an
individual and make him ready to work and understand the
corporate culture
When an individual resigns from his present organization, it
is more likely that he would join the competitors
The employees working for a longer period of time are
more familiar with the company’s policies, guidelines and
thus they adjust better
40. Significance of Employee
Retention (Contd…)
Every individual needs time to adjust with others
It has been observed that individuals sticking to an
organization for a longer span are more loyal
towards the management and the organization
It is essential for the organization to retain the
valuable employees showing potential
42. Employee Retention
StrategiesEmployee Reward Program
Career Development Program
Performance Based Bonus
Employee Referral Plan
Loyalty Bonus
Employee Recreation
Accountability
Surveys