Human Resources Management (HRM): it is an integrated set of processes, practices, programs and systems in an organization that focuses on effective development of employees (any person working for a company even if on contract, as the modern employment process includes various forms of employment). People are as important to the success of the company as material resources.
The above list is constituted of more traditional tasks. There is also organizational development and learning, high performance work groups, flexible work arrangements and HRM systems. All of the above needs to be considered when evaluating the business issues and know which ones fit with the organization. HRM is important for all companies as the well-being and the fit of the employee can significantly impact the success of the organization. The employee could work less if unhappy. Employers need to learn to manage carefully its human resources.
Role of Line Manager: they are not just product managers they are people managers that need to take an active leadership role in order to guide the employees and help them grow with the company. The line managers is the one who identifies the gaps and seeks advice from the HR professionals whose role is to support the staff and guide in creation of steps to take to improve the employees work flow and their training.
Role of HR professionals: they take an active role in setting up recruitment and pay distribution while providing guidance in policy making in order to improve the performance. Hence they help the line managers. They listen to concerns and try to answer to them, they are strong on building relationships.
The ongoing partnership: HR professionals and line managers need to work together in order to design and deliver strong programs which will enhance the talent management. HR managers have important role in decision making and their skills should be present in all managers.
Current business issues and the changing nature of work
Issue 1: Global Economy
The economy today is in the globalization process where exports in Canada are the foundation and that making partnerships with foreign countries and companies has become a trend. Competitors are no longer located inside the country, they are global. Hence companies need to ensure effective human resource management in order to ensure a competitive advantage.
Effect on HRM: managers need to ensure to have knowledge of the other cultures in order to have fair and effective training programs, pay programs. Such increased opportunities adds to the complexity of employee management.
The varying prices, resources and stocks have been affecting firms since 2007. Such fluctuations make it difficult to predict the future. The recession has caused also the oil industry to fall as they are difficulties in getting environmental agreements, hence had to resort to collaborations with scientific experiments. In addition, the manufacturing sector was affected and has been for years meaning that some firms experienced failures. But some non-traditional manufacturing process have been put into place.
All of these are HRM concerns that need to be managed carefully in order to ensure the employees work well with the mission and are engage with the organization.
As time progress the use of technology and the Internet to store and collect data has increased. This created the possibility to have faster information that will be accessed on the go and at any time. Resulting in the creation of new jobs, elimination of other and especially TELEWORK(conducting work from different locations which allows people to work at home and firms to diminish the cost of office space.)
All of these options are key to HRM as they help to make employees understand the importance of quality and create a healthy environment. However, quality should not be standardized and have some flexibility to change and adapt to situations.
As the planet start to die and that the sustainability of humankind has become a concern. Organizations have started to turn and develop new technologies and methods to improve the conditions of the planet. This new concern is affecting HRM as new jobs are created and new industries as well and has become part of the firm’s mission.
Managers need to learn to build the employees experience and help them develop further KSA. They need to adapt to each individuals and bring their unique capabilities into the company as it is shown that organizations compete on the HUMAN CAPITAL level (all of the individuals knowledge, skills and abilities that have economic value to an organization). In addition, companies have started to identify core competencies that employees need in order to be different from the competition. Managers need to encourage sharing knowledge and skills between employees and encourage overall participation in order to avoid outdated skills and enhance the core competencies.
Talent management concept has slowly evolved which the leverage of core competencies in order to achieve high organizational performance by integrated HR practices that will keep the employees involved.
Incorporation of business strategies that will prevent issues and increased performance. They are two corporate strategies: 1) restructuring strategy to ensure long term survival and 2) growth.
To be competitive the firms needs to focus on HRM research in order to implement processes that develop the employee’s abilities. But these practices need to be effective. HR strategy and Business strategy need to work together. HR practices ensures that human capital contributes to the business objectives. There is a need to integrated the employees needs into the strategies and ensure that a link is created.
Laws and legislations affect the way managers practice HRM. It is important for managers to aware of their biases and avoid making rash decisions in order to increase performance if they can be legally held accountable for their actions.
Legal Framework of HRM
Eg Canada has two set of laws Federal and Provincial. In addition, there is 14 jurisdictions=14 laws set. Even though HR is usually affected more by employment laws, there is also: common law, contract law and government regulations that could impact the management of human resources.
Federal legislation applies to only 10% of workers and the rest by provinces that could vary and be independent of each other. Federal law regulates all workers Employment insurance and Canada Pension Plan.
Federal Employment Laws:
Federal companies such as gov. department, banks, airlines, Railway, insurance… have 2 basic employment laws
1. Canada labor Code: covers basic employment conditions, labor relations, health and safety; it is regulated by the Canadian Industrial Relations Board.
2. Canadian Human Rights Act: it is regulated by the Commission of the same name and it takes care of complaints for harassment and discrimination.
There is also a privacy legislation law that is divided in to two: 1) reserved specifically to federal companies and 2) which expands to the provincial businesses. These acts ensure that information and rights of employees concerning their personal information is used appropriately and all is disclosed in a written matter to the employees. Provides protection.
1. Personal Information protection and Electronic Document Act (PIPEDA)
2. Personal Information Legislation Act ( provincial)
There is also the Immigration and Refugee protection Act that exists concerning immigrants.
Provincial Employment Legislation
On the provincial level the government provides a maximum amount of hours a day that an employee can work before being paid overtime. They are health and safety regulations plus human rights legislation.
Human rights are one of the most important concepts in employment which gives individuals the right to be treated as individuals not matter their characteristics such as race and religion: it prevents any discrimination. Even it is meant to protect it does not cover every situations.
In addition, there is the concept of BROR (bona fide occupational requirement) meaning that under specific circumstances discrimination will be allowed if it hinders either the organization or the individuals. The human rights commission and the tribunals have made some behavior illegal and enforced laws that forces people to act in a certain way in order to avoid complaints.
Federally, provincially and territorially they are certain grounds on which discrimination is prohibited such as race, religion, sexual orientation, criminal convictions, ethnicity and marital status…
However, some barriers are hidden which are referred to as systematic discrimination: exclusion of certain groups on the basis of employment policies or practices of the human resources based on criteria unrelated to the job. It is the avoidance of certain groups.
But employers may be permitted to discriminate on the condition of a BFOQ (bona fide occupational qualifications): justifiable reason for discrimination on the basis of safety and effectiveness reasons. For example women guards in a women prison.
The discrimination needs to be either intentional or unintentional meaning that the Supreme Court will decide. The court can decide that special accommodations are taken by the companies to help the employees with their specific characteristics. They need to make the standard that being different does not disadvantage.
Reasonable Accommodation: adjusting employment policies and practices so that no individuals is denied benefits and prevent discrimination. This means redesigning duties, environment and any type of support to help individuals adjust.
They are organizations that promote and enable people with disabilities to have jobs.
Allowances and any type of care is important by organizations as they build trust and show that they are understanding of people with unique habits or other.
* Reverse Discrimination: giving preference to certain groups such that others feel they are discriminated against. Certain quotas are being attached to the hiring process hence making some individuals believe they are in a disadvantage if the organization is seeking certain individuals.
Certain provinces have protection for sexual harassment only but others have additional circumstances such as physical abuse. Managers need to be aware of such behaviour and know when to take actions. Harassment is defined by the commission as and physical or verbal conduct that offends or humiliates an individual. This can be in the form of touching, hitting, yelling, unwelcome remarks….
It is important for organizations to have policies that protect individuals. More recently it started to include Psychological Harassment (harmful work env. Is created from aggravating behavior).
This process is similar in provincial commission but the investigation will be sent to the ministry in charge of the human rights.
Usually any laws pertaining to employment includes the words employment and the Canada lobor Code includes the minimum requirements that organizations should follow. Different agencies take care of employment. Every provinces have their own legislation standards such as Manitoba where the “domestic workers” are included. Employers need to be aware of these minimum requirements as it can result in lawsuits.
It is the process by which the trade union acquire bargaining rights and procedures they undertake. These relations apply only to unionized workers around 29% of the workforce which is in the public sector. They are usually used during specific complaints.
Health and safety legislation and workers compensation
This legislation is usually applied by the Workers compensation Board which can decide that an employee should receive a monetary compensation for the injury. Employers have more responsible over the health and safety of the employees =increased attention to workplace environment.
The changing workforce constitution which is 60% represented by others than healthy man.
Meaning organization will need to understand and respond to the need of these new entrants.
Definition: the process of achieving equality in all aspects of employment. This has brought the jurisprudence to adapt policies and practices that will prevent past discrimination and ensure equitable representation in the workforce.
* Law on employment equity: the Employment Equity Act requires all federal organizations or those under the Crown with more than 100 employees to implement equity and report on the results. They are required to show a better understanding of designated groups (those who have been disadvantaged by employment). They are no provincial standards that require such procedures but they are employment legislation and the Charter of Rights and Freedoms that needs to be followed. The point of identifying any inequity is to reduce the barriers created in order to create a fair working environment.
* Women: have some discrimination as they are concentrated in less physical related jobs
* First Nations: have barriers due to low education, experience and culture
* People with Disabilities: only 51% are actively in the workforce, systematic barriers are created due to lack of physical and human support that could provide a safe env.
* Visible Minorities: they experience low income, less access to qualified jobs even with similar qualifications to others.
* Benefits of Employment Equity: following business equity is good for performance as more diverse groups of people are able to enter the workforce and provide unique ideas. Making special efforts to employ people representative of the population will avoid costly human rights complaints.
Definition: practice of equal pay for work of equal value.
The gap between men and women has been slowly diminished by making it into a law that:
1. Women should receive the same pay if they work in the same position for the same organization. Regulated by the Employment Standards Act.
2. Women should receive equal pay if the work in a comparable position than men in another organization.
In both cases the jobs should be compared to a gender neutral system in order to identify an equal pay method that is based on skills, responsibilities and conditions of employment. Under the federal legislation all workers are protected on a complaint based system.
Managing diversity unlike equity is a voluntary action. Diversity management is the policies and practices of organizations that encourage differences in order to achieve objectives. It is the creation of an inclusive workplace that allows and retains unique individuals. In addition, this helps with the adaption to the changing population which is highly represented by immigrants. Organizations need to ensure the development and engagement of the diverse groups. There is a continuous need to create programs that will help diverse groups in order to avoid unemployment due to unfair treatment.
Good management is the key to get through the lengthy process of integrating diversity. Training is one of the keys to a diverse environment where individuals believe and accept one another for who there are. Success indicators and diversity surveys should be evaluated and put into places. Managers need to be evaluated on the concept of diversity in order to set an example and create an economic sustainability.
This chapter looks at the changing organization that wish to have more effective and flexible teams to meet the customer’s needs.
Managers want to develop jobs that can keep up with the speed by designing work.
The lines manager’s role in defining Work
The line manager needs to know what steps should be taken to maximize performance, the skills and abilities needed and has to implement those jobs in order to reach the firms goals.
Relationships of Job requirements and HRM processes
Job: Group of related activities and duties which are similar to the units of work and need to be clear and distinct.
Position: specific duties and responsibilities performed by only one individual.
Work: task and activities that need to be completed. This term allows managers to think more flexibly and in terms of short term assignments.
The key to organizational success is the knowledge of the type of tasks and the skills required to do them.
Companies should start using work profiles in order to describe the jobs: such as expected behavior and competencies.
Definition: process of obtaining information about jobs by determining: duties tasks, activities, skills, knowledge, abilities which are needed.
The purpose is to improve the performance of the organizations. Hence, the systematic process needs to start with understanding the company’s objectives, then used verifiable information in order analysis the jobs and create a job description.
It is either the HR professional or the line manager that will conduct the research by either doing an interview, questionnaire or an observation. However, it should be ensured that the job is not inflated and is carefully reviewed in order to be able to take HRM decisions
A detailed set of job specifications are important for bot managers and employees as both know who is doing what and how it should be evaluated. This helps with recruitment and other HRM decisions.
it should be concise, direct and simply worded. Verbs should be in the present tense and action oriented (handle, research, conduct, generate, evaluate). Include any importance information that is related to the Human Rights legislation. The descriptions needs to be specific to increase awareness and allow for accommodation of particular cases.
They are necessary guidelines of the expected results which will help to avoid misunderstandings and bring the manager the possibility to evaluate the performance of the employee.
Job analysis are assumed to be in a static environment where the duties and tasks stay the same. However, this those not account for technological changes, teams, virtual businesses, global changes… making most the jobs inaccurate and in need of accommodation.
1. Managers adapt a future oriented approach.
2. Competency based approach where managers concentrate on the behavior and the characteristics of successful performers and not on tasks. It would be based on specific competencies.
3. Living job description: the most practical as it changes simultaneously as the job changes. Continues updating from both managers and employees through an online performance system which will help with resolving issues and changing the jobs descriptions.
Clear identification of the work that needs to be done and the skills needed will help mangers.
Recruitment: locating and encouraging potential applicants. Therefore, descriptions are crucial as they identify who will be the capable of performing the job well and what qualifications they need.
Selection: after location, the managers will select the candidate based on the descriptions.
Legal issues: make sure the descriptions do not present any selection items that could be discriminatory an exclude a certain portion of the population.
Training and Development: any differences between the KSA of the descriptions and the ability of the employee should be a basis for training. Anything that could help for employee development should be taught.
Performance Reviews: evaluating the performance based on the initial qualifications will help the mangers to see if the requirements are still valid and could help with the progress of the business.
Health and Safety: all safety and health issues need to be identified and regulated in order to ensure and effective environment.
Compensation: Job descriptions are used on the basis of the compensation as evaluation and the line manager makes the final decisions based on effort, skill and responsibility.
This model seems to work only if the individual has the desire to do all of these activities and likes to be challenged. When there is a discrepancy between the work and the jobholder=frustration.
All group activities have two characteristics: enhance collaboration and increase synergy. Group settings increase commitment to the organization and will ensure that the sum of efforts of 2 individuals is better than 1.
Employee involvement should be encouraged and teams in order to avoid conflict and create more inclusion. This will redefine the role of the manager who is no longer the only authority. However, organizations need to consider the overall design and structure before designing the contributions of each individual.
More employee involvement creates higher success if the managers are more open to suggestions and the work is based on team contributions. The reason ability or decision making is now shared.
Definition: this is a technique to increase employee involvement. It grants power to initiate change in order to allow employees to take charge of they are doing. Employees need to become innovators;
Organizations need to encourage these conditions:
* Participation: take control of own work tasks and improve relationships
* Innovation: new ideas, paths should be encourage= risk taking.
* Access to information: allowed to ask for it and use it.
* Accountability: achieve credibility and accountable.
Organization’s culture needs to be receptive of openness and change in order to employee empowerment to work. Managers need to set the example by treating employees with respect and their ideas. Employment empowerment should be aligned with the strategy of the firm.
* Employee Engagement: it is a derivative of employee empowerment which is the creation of a dedication and commitment to the organization. This concept can be based on different drivers but it is important that the employee has certain powers in the organization and wants to stay. It can also be the fact of being treated fairly and equitably.
They are 3 organizational justice theories that can explain it: 1) procedural justice: the decision making process is fair and ethical, 2) Distributive justice: the consequences of decisions are fair and equal such as pay and career paths, 3) Interactional justice: good treatment and respect, well-being.
All will increase an employee’s desire to stay, decrease frustration.
Definition: employee contributions technique where work is done in groups and the members are decision making is given more discretion: process improvement and assignments.
A team is a group of individuals who have unique skills that they use to achieve a common purpose. Shared reasonability.
Employee teams are a logical result of employee involvement and engagement.
But they are 2 issues to consider:
1. The appropriate use of teams
2. Types of teams
Jobs that require specialized skills are not good with teamwork. Hence, when choosing a team structure managers need to assure that communication is present and collective knowledge.
They are several structures:
* Virtual Teams: using technology to communicate in diverse teams. Useful if not interdependent.
* Surgical teams: high level of expertise and coordination even though the responsibility is in one person.
* Co-acting groups: no interdependent work, the work is added together.
* Face to face: coordinate contribution in real time from expert individuals on one product.
* Leadership: several leader who run an organization
* Sand dune teams: fluid system that changes as the business changes.
However, no matter the structure all teams should have the following:
* Commitment to shared goals
-Consensus
-Open and honest communication
-Shared leadership
-Climate of collaboration
-Value diversity
-Recognition of conflict=good resolution
However, there might be issues with teams as leaders will feel they are losing their power. Hence, compensation should be given for the work done in teams, help in the training and adaption of the new found tasks and responsibilities. Attention needs to be given to fluidity of relationships.
In the recent years, jobs have become more fluid and no longer as traditional in form. They are flexible such as contract, e-work, temporary, work sharing, compressed workweek, mobile work, home-based work, flextime, partnership.
The usage of cloud, social and mobile technology has increased a lot in the business world. Future jobs will require more crafting, with diversity. This will lead line managers to accept more power from their employees as the non-traditional forms will take over. Managers will need to encourage and work with the employees in a strong environment.
They are 3 types of diversity in employment: 1) mutually exclusive forms, 2) salary/wage workers and 3) self-employed workers
In order to reach their objectives managers need to pay close attention to recruitment and selection processes in order to have qualified employees.
An organization can compete using its employees therefore it needs to regard them carefully in order to achieve its strategic goals and the actions that will be undertaken to reach them.
The HR policies and processes is part of strategic HRM which needs to be applied to achieve the goals and employee the people with the right skills.
Human resource Planning: process where the people that are required to run the company are effective and will accomplish the goals of the company in the present and the future.
Hence, it ensures that the right staff with the appropriate skills is employed.
Strategic planning involves the allocation of resources in order to reach the major objectives when they are identified.
But, human capital is part of it, hence HR planning is aligned. HR plan needs to include the assessment of current workers and the creation of recruitment activities.
Succession planning is also part it as it ensures that leaders are developed with strong competencies and will help the overall strategy of the company
The Canadian labour force is changing: half of the population was employed in 2011, aging workforce is increasing, immigration is increasing, and workers are delaying retirement, labour shortages in the technological sector, more part-time and self-employed workers.
Such changes affect the staffing needs of the organization which should be looked upon with HR planning. If not considered loss in efficiency will be create as position will be vacant, training will take time and lack of staff.
Since HR planning includes the selection of qualified people, there is a need to forecast the demand:
1. Trend analysis: quantitative approach to forecasting labour demand on an index (Sales)
2. Management forecasts: opinions of managers or others that have knowledge about the organizations future employment needs.
Besides looking at the demand, firms need to look at the supply of employees (internal or external).
The following are methods to assess the supply of employees.
* Staffing tables: graphic representations of the jobs along with the number of employees currently they are in the present and the future needs.
* Markov Analysis: method of tracking pattern of employee movements through various jobs
* Skills inventory: information about the education, skills (…) of the staff is used in comparison to the organizational core competencies needed.
The outcome of HR planning should be balance between demand and supply.
This balance is especially affected by the economic conditions which could change the way organization manage their workers as some conditions might force them to
either hire more or downsize.
Usually organizations will depend upon attrition which the natural leave of employees.
They can estimate the amount of people who will retire and avoid downsizing.
But, it may be difficult if people don’t retire at the same age or if too many people leave at the same time as training and replacing is costly financially and knowledge wise.
But if the excess supply is short term it can use: leave of absence, reduce hours or job sharing.
Even through the problem usually lies with oversupply, currently a lot of occupations are currently in shortages.
Companies will probably not hire full time workers but more contract based and temporary. Use overtime and leasing of employees in order to fill in.
After determining the needs, it is time for recruiting. The following is the process that is taken:
Some organization will have an ongoing recruitment process, others will have it at specific periods.
But, the difficulty will be to continue recruiting during difficult times.
Sometimes they will even have to use branding in order to obtain certain employees and have a uniform image across the company
Most organizations follow a policy where the job filling in the upper level positions are from within in order to capitalize on investments made in recruitment.
This will enable promotions which is a reward for performance which employees like and increases the overall morale.
This helps to use the pre-existing knowledge of employees.
In addition, companies can use transfers in order to increase employee experience and avoid layovers.
Transferee’s performance will be more accurate and cost minimizing for the company.
However, there is a limitation of experience and ideas that is present, lack of skills.
Hence looking for external candidates is important. This can also help to outweigh the competition.
With vacancies comes recruitment and external ones are important, the problem is at which level the external candidate should be brought in.
It should be organized by the HR department but the manager should give directions in where to search.
Advantage: unique skills and ideas.
Disadvantage: lack of solid information about the employee, the organization those have enough budget to train or extensive training will be needed.
Depending on the type of job that is needed the search can be either national or local.
In addition, the percentage of unemployment affects greatly the search.
In addition, there is the help coming from the immigration office and from other countries as the aging population opens a lot of positions.
But, no matter the conditions not everyone is hired and employers who engage in planning will constantly hire.
After applicants fitting with the requirements are chosen, the line managers begins his selection.
There is no process that will achieve the perfect results but with an effective selection process: choosing individuals with relevant experience who will best perform the job. Essential to have information that can predict the performance. The managers need to know all about the job and the KSA before engaging in selection methods.
The number of steps in a selection process may differ depending on the position and the organization. However, regardless of the method used, they should follow ethical standards.
Reliability: degree to which interview, test and other methods are comparable data over time and alternative measures.
Valid: how well a test or selection method measures a person’s attributes. It tells how well the performance will be.
However, both reliability and validity needs to be present in the information in order to useful. Some of the most effective information is physical and mental performance.
traditionally it is one of the most important elements but it has some doubts due to the amount of biases.
It is practical if they are only a few applicants, it serves other purposes and interviewer has a lot of confidence in finding relevant information.
Depending on the number of interviews o One on one: most often used where supervisor asks behavioral, situational or non-directive questions.
Interviewers should be trained on a regular basis and practice giving interviews.
In addition, realistic answers should be provided in order to give the individual the opportunity to avoid individuals who will be unhappy.
When using an objective tests to evaluate the KSA it should be relevant to the job and not discriminatory to certain individuals. The purpose is to gather information.
It is commonly used but highly inflated information is provided. Hence, the employer has to be careful in checking the references by calling and ensuring that a consent for is signed in order to avoid legal issues. This can help to make strong decisions. This can also be done through an agency but it can provide inadequate results. Accessing social media is also invasion of privacy and considered unfair source of information. Reaching a selection Decision
The final decision is the most critical as a company does not want to invest in an individual that will not do his work appropriately.
Hence there should be a equilibrium between what the candidate can do and what he will do.
The evaluation and assessment should therefore be based on KSA and the motivation to perform.
In order to summarize the information accurately there is a need to have a well structure process.
For example such a test is OUCH: Objective, Uniform, and Consistent in effect and has job relatedness.
There should be criteria that is set up and a weight for each. All of the above is important elements in order to make a strong selection.
Making a decision depends on the positions of the individuals. Here are some starting points:
The hiring process usually has 2 approaches:
the clinical which is a biased, personal decision or the statistical which is assigning fair weights on criteria and choosing the individual who scored the highest.
The last one is usually the better decision.
Usually it is either the HR department or the manager that will contact the candidate and give them the final information about their employment:
wage, work arrangements and hours. In addition, there should be a given amount of time to make a decision.
Organizations usually compete on competencies which they will develop through training.
This is usually called intellectual capital where human capital with the addition of organizational support. They use:
The above elements need to consider the organizations strategies and goals and not follow the industry as a lot of investment could be wasted.
In order to have the biggest impact it should follow the following model of training:
The primary reason to train is to increase the employees KSAs and ensure an ongoing learning process which is the result of training and development.
Training is consider support for current work and development is support for work in the future.
This could increase an employee’s knowledge of the work and be able to perform additional tasks.
The amount of money invested in training has increased but the amount of time has decreased.
Organizations are also providing training on a need basis however, most organizations are ensure of the effectiveness of training and how to measure it.
But a survey showed that 86% said they saw improvement after their training.
Managers need to be aware at all times of the type of training that is needed and the methods used.
If they are productivity issues, the organization should look at the training methods.
The assessment can occur at the organizational level=environment, the task level=review the competencies that are needed and personal level=which employees need it.
The manager needs to ask himself if the issue is important, if it is he should find the gap between the needs in KSA and the actual KSA.
After this has been determined an action plan can be set up where the manager can ask his employees what they need and then as a group decide which training should be given.
Appropriate determination where the training is needed is important. In addition, any type of issues no matter how trivial they may seem.
They might be affecting the organization. The generational changes and the economic environment are all factors to consider.
An accurate set of actions needs to be taken in order to reach an effect on the needs.
Behaviour modification: technique were if behaviour is rewarded it will be exhibited more frequently. Hence, the use of positive rewards will be helpful.
The success of the training program highly relies on the trainers who should be knowledgeable
Depending on the type of KSA that are wanted by the organization the training method should be adapted.
The recent years, the use of in-classroom training has highly decreased and instead other methods are used.
The three most prominent are instructor led, e-learning and face to face interactions.
It is cheaper and easier method to classroom learning as it is more interactive and can easily track progress and have up to date training material.
Methods: coaching, mentoring, understudy assignments, job rotation, lateral transfers, special projects, action learning, staff meetings, planned career progression.
Lack of evaluation is a result of poor business practice as the company is not looking at the extent of return from their investment in the training program.
The combination of all 4 methods of evaluation will give managers a better perspective on the effect. The four basic methods are below:
It is the formal process of getting new employees familiarized with the organization, the managers, the values and the culture.
Usually nonexistent even through it presents the following benefits: lower turnover, a particular attitude is developed by the employees, increased productivity,
improved morale, lower anxiety and easier in the learning process.
Job rotation, transfers and promotions are all elements that will avoid obsolescence and maintain employee flexibility=career development.
Transfers are movements inside the company to similar positions.
Promotion could be effective but they are difficult to implement as they have too many criteria’s to observe before deciding, work-life balance, seniority, merit
The development process lies in the hands of all managers and supervisors as well as coworkers.
Usually all those who provide guidance to employees and coach them are called Mentors.
Usually it is the mentor that starts the relationship which is usually personal in which both individuals learn.
Some organisation have formal mentoring programs and others help young children obtain a mentoring experience.
Some organization provide career development for specialized groups who are usually left out.
They help those groups create networks of insights and information on which they can depend on and grow.
There should be a balance between the generations in the organization.
Acceptance of off the job interests, work-life balance which should not affect the family in a negative way, retirement programs which allow an increased safety and benefits,
consideration for the goals of all family members that have a direct impact on the employee.
Performance management is an important element of Human resources as it uses formal and informal methods of evaluating employees and their contribution to the company.
Definition: a set f integrated management practices.
Primary goal of a performance review is to improve the future performance of employees.
A strong system allows organizations to integrate the management functions while maximizing the employees potential and increase their satisfaction to work.
Organizations need to be clear about the purpose of the review and avoid mixed messages on how the review is done and why.
The managers need to support good reviews and help improve bad ones. They need to create a dialogue with the employees in order to them to feel valued.
The feedback will help the employees but also the organization.
Managers should not focus only on one of the components but all of them.
The managers, the employees and the HR department need to be all involved in the creation of the system in order to avoid unfairness and lack of usage.
Clarifying the work to be done:
The work that is going to be accomplished by the employees needs to be determined through expected outcomes or results that are wanted by the organizations. Should be done with the managers and their employees.
Setting goals and establishing a performance plan:
After the work and the measures of the results are determined, specific goals need to be established. In order for the system to work the goals need to be link to the overall objectives of the organizations. Goals should be both quantitative and qualitative in order to have a stronger link the organization.
Regular and Frequent coaching :
Constant coaching will help employees improve. Should not look for faults. Managers can avoid firing and hiring employees and hence improve behaviours.
Conducting a Formal review of performance:
An annual review of performance should be just that and no surprises should be present. This is to discuss development areas and accomplishments.
Recognizing and rewarding performance:
This helps to increase motivation and make employees into valuable resources.
The performance assessment should be done on a reliability basis: equal measurement among all employees. On Validity: extent of the review to be related to the job and fairness: lack of biases. Accurately spelling out of descriptions can avoid lawsuits and avoid stating a review and later take different actions.
Performance review should follow the following:
Only the managers cannot do the entire assessment as they are also busy hence they can ask subordinates, co-workers and clients for their opinions
They are the traditional approach in assessing the employee.
They are not always capable of fully observe the employee hence their superior will look at their review to avoid biases.
The employee does a personal assessment of their performance before the interview.
Usually in a form which makes the employee think more in depth of the areas to improve.
Employee tend to see themselves in a more positive light and underrate their performance.
An employee does a review of a superior.
This is usually done for developmental reasons and not administrative as the managers might feel uncomfortable to give power to the employees.
Individuals with equal rank who work together are asked to assess each other.
These provide the opportunity to evaluate the individual on another dimension than the managers.
But, they may not be accurate if it is a popularity contest and employees tend to rely on feelings and stereotypes.
In addition, bad reviews can create retaliation and rivalry between employees.
This is an analysis of TQM that recognizes the accomplishments of the team as a whole and avoid individual distinction.
They look at set standards and compare with the results.
Internal and external customer input is important in order to ensure quality and satisfaction.
All received information can tell if procedures are followed and employees are representing the company’s goals.
Managers establish customer service measures (CSV) which are linked to their pay and help the review process.
This is a multi-person appraisal information source that includes different opinions.
Before this method was only used by management and career development sources but now it is integrated everywhere.
Companies can use computer programs where managers and employees can set goals and tasks and see track their progress over time.
The managers will have access to all of the data inputted and use it in the evaluation. In order for this to work it should not be link to some sort of reward, just for development. In order for this work,
The date should be held confidential in order to avoid inflation of information.
Managers need to be taught how to provide performance reviews in order to avoid being broad and not meaningful to the employees.
This will reduce the barriers and increase the knowledge Performance Methods
This method reviews the employees characteristics on a graphic rating scales. This method is good but biased and also a popular technique.
This method describes which actions should and should not be present on the job. This method is becoming more and more common as it is less subjective.
The managers checks the statements that best correspond to the employee
They are a series of vertical scales, one for each important dimensions.
In this case the reviewer is an observer and looks at critical incidents
This method is used to look at the finishing results and if the employee accomplished all its goals.
This method is considered to have less biases. This gives empowerment to the employee.
This is more related to quantitative results where the managers’ reviews sales volume, number of customers, profits.
However, the problem with this method it can be short term focused and might forget to look at other measures as relationship building and quality.
This method sets goals, the measure of the goals and the deadline to improve. This helps employees to work hard to achieve this method.
This is result/objectives oriented method, MBO (Management by objectives)
The balanced scoreboard:
Evolved from the MBO the balanced scoreboard is a translation from generic goals into operational goals.
They are four categories (financial, customer, processes and learning).
This will improve the internal processes of the company as each individuals can see the performance importance to the entire company.
The largest and cheapest methods do not provide the best of results. The method chosen needs to fit with the culture of the organization and their capabilities.
Helps to improve communication and discuss about the goods and bads in the performance. There should be enough time given to prepare.
The interviewer needs to be calm and help the employee express his feelings in order to create an effective and productive performance.
Notifying under-performers is important and telling them what is expected is needed in order for their behaviour to change.
They are three areas to focus on when looking at poor performance: skill, effort and external factors.
The understanding of the sources could help find effective solutions.
Any action taken needs to be objective and recognized the individual. Action plan created.
Managers need to be aware that their everyday interactions will set how the rewards will be given and their importance to the organization.
The rewards influence the employees therefore managers need to carefully choose rewards. HRM needs to carefully assess rewards as they are a tangible source of recognition.
The rewards should be either direct such as wages, salaries or indirect such as benefits for health and recognition. Rewards should be seen as important by the employees.
Rewards needs to be set up as part of the organisations overall business objectives.
Setting up a reward system to attract scarce talents and diminish the amount of training will be useful.
This will help to ensure quality employees are hired and retained. This will result in business performance and a competitive advantage will be created.
However, this system should include the total reward.
Companies need to change their rewards system from paying for the jab to rather paying for the individual competencies and achievements. This will create more trust and happiness for the employee. This enhance employees values of the company objectives and desire to strive. They are five components of a total reward system: compensation, benefits, work-life balance, and recognition for performance and development and career opportunities.
Compensation goals are usually based goals of the company but they are others such as motivation and influence behaviour
Employees want to see and know that the value of their contribution is equitable to the compensation they receive.
In addition, the amount of inputs compared with the outputs should be equal in order to ensure motivation.
The same goes for people in similar position, where individuals want to see the same rewards or else they will be unhappy.
Pay for performance is important as it links the reward with the performance of the employee and he feels recognized for the effort.
However, even though it is useful it is sometimes considered unfair as the pay packages are a lot higher and the company does not consider a proper
method of measuring the performance.
They are hourly workers such as the ones who are paid by the hour and have limited benefits.
But the piecework employees, are paid by the unit produced and it does not matter how time they spent on it.
Firms usually set policies regarding compensation: internal wage/skill relationship, external
competition of what other pay, policy regarding employee performance and administrative decisions concerning other elements of the pay system.
Job evaluation is the systematic process of determining the worth of a job and hence the amount of pay that will be given.
A formal compensation method uses this in order to have control of the compensation and compare it to the rest of the industry.
The reward should be given through superior performance and be shown through a visible and credible relationships and not be automatic.
This will show through recognition and compare with standards not one employee against another.
The ability to pay depends on the economy and the funds available both in the public and private sector.
Business projections are important to be considered.
In addition, making a link between rewards and business outcomes, paying attention to job security, creating short-term incentives plans and ensuring internal pay equity.
The force of the supply and demand play a role in the amount of pay. Unions also play a role.
Data relating to the wages given in a similar area is decide on through surveys, then choose rates to give to employees.
Organization follow the CPI which is a measure of the standard of living to decide when to increase wages to match the purchasing power of individuals in the country.
The increase will change depending on the amount of existing wage.
Unions use a collective bargain to change labour conditions, importantly their real wages: wage increase that is higher than the CPI.
This will enable an increase in conditions.
Therefore, employers who are not unionized need to provided better conditions and rewards which exceed those of the unionized organizations.
Fair pay should be given in a gender neutral environment and follow the minimum wages laws.
This is a survey given to employees in other organizations that are in the labour market in which it competes hence enabling similar pay structures. – Collecting Survey Data
Although organizations conduct their own surveys they are some available online.
The relative worth of jobs and their wage rates can be displayed in a curve that can be compared to
This is the grouping of similar jobs that are paid the same rate or rate range. Selected intervals.
This is more common as a range is given in which the employee can be paid.
The most common way is still the job-based method where the employee is paid for the job and not his effort.
Hence, companies have created the competency-based pay: based on the amount of capabilities of an employee.
This ensure more motivation and higher capabilities as the learning is ongoing. (key points on p.243).
This method developed broadbanding where several grades have been brought together and the range has increased or disappeared.
This leaves room for growth and less obsession over pay.
Incentive plans will create an environment where there is shared contribution to the performance of the organization. This will motivate employees to work more and higher productivity levels will develop.
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Employees have come to expect certain benefits as part of their employment and in return be productive.
The objectives of the firm need to be included in the benefits. These benefits need to improve satisfaction, motivate, meet employee concerns and retain. Benefits need to be carefully given and assessed with the help of the employees in order to ensure they need it.
Cost concerns
Organizations usually use 40% of their payroll costs in order pay for benefits which are fixed costs. Ths drives concerns for the employers as they are not sure if they will be able to provide the same conditions during bad times. In order to avoid increasing costs of benefits, companies ask employees what they really need and then choose the best options.
Benefits required by law
The pension plans function in relation to employer’s contribution. Hence they need to increase it in order to meet the needs of the population.
Employment Insurance
This benefit is provide as income protection for employees between jobs. This is based on the amount of hours worked.
General taxes and federal cost sharing and payroll tax provide the health care benefits in the country.
This types of leave are given with no pay but the same benefits
Payments should be given for overtime, statutory holidays should be accounted for
Organization decide to provide additional benefits to employees in order to attract them.
Provide additional health care services to employees to help them and satisfy.
Pay for dental care costs and to encourage employee to take care of themselves.
In order to encourage a healthy lifestyle employers can provide extra coverage.
Accidental death, dismemberments accidents insurance.
Pension plans are put into two categories: defined benefit and defined contribution. A defined benefit plan: a person receives a specific amount based on years of service. A defined contribution plan: provides a person an amount based on accumulated funds and the amount the funds can purchase for retirement benefits. The aging workforce are creating concern for the pension plans as they might not be enough money to provide to the employees.
The government has set policies in motion in order to improve the pensions plans for retirement and avoid a lack of funding.
This include any day that an employee does not work but is still paid for it.
Depending on the amount of years that the employee has worked, he or she will receive an increase in vacation weeks.
Paid holidays in honor of festivities and cultural events, traditions are common in all of the organizations. This will include statutory holidays.
Leave for family or illness is becoming more common and therefore, companies either provide a set amount of days a year or just take sick leaves when permitted.
This increases an employee life at work by increasing their well-being. This also reduces the amount spent on health care costs.
This program helps employees to deal with a variety of issues that can surface in their lives such as substance abuse, debt, stress…
This is meant to avoid a problem becoming into a crisis.
Organizations usually provide full or partial costs of education in order to increase knowledge.
Women are the men caregivers for both categories. However, they represent a big fraction of the workforce.
In addition, employees are in need to be provided opportunities to take care of their families with daycares near the offices, more absences, and other supports.
Organizations have now even started to provide several benefits that are in the area of interest of the employees in order to make them happy.
Creating a safe and healthy work environment is important for organizations and managers as the costs involved with lost workers, lost work time, lawsuits are a lot bigger.
Hence, they are not only asked by the law but it is in their best interests.
Health and safety legislations have been established throughout the provinces but they are not necessarily synchronized. Therefore, the employees are still lacking some protection even if the statistics have improved.
Occupational injury: a cut, a fracture, sprain, amputation resulting from a workplace accident or exposure to something in the work environment.
Occupational illness: abnormal conditions or disorder resulting from exposure to environmental factors, acute illness/diseases.
Managers and the HR professionals need to be familiar with all of the legislations regarding safety and health in their jurisdiction.
It is said that it is a fundamental duty of the managers to protect employees and behave in accordance to the laws.
Managers need to report and keep records of all incidents that happened.
In addition, they need to teach the employees the safety rules and possible injuries at the workplace.
All critical training needs to be given to employees and ensure that they comply by them.
An employee has to follow all regulations provided concerning safety.
However, if he believes that the environment is not safe he can notify the employers and will not be punished for the concern.
An investigation will be set up in order to clarify the situation.
A supervisor is oblige to provide all safety regulations, written or oral explanations on the use of equipment.
The supervisor is the point of contact with employees, hence can be held accountable for the employees understanding of the safety and health rules.
Most jurisdictions require the formation of committees composed of employees and management who should have certification in the field of safety and health.
They need to foster a safety climate and train others.
Penalties are in place and will increase in the near future concerning violation of occupational health and safety regulations.
The criminal code is adapted to have the possibility to charge coworkers or supervisors for neglect of safety concerns.
An employer is obliged to pay the injured employee in case of injuries in forms of money for the time lost or severance of injury but also in forms of support such as rehabilitation,
stress training and others. All these elements are included in the compensation of the employees. However, employers and insurance firms are working to develop increased work
safety training in order to reduce the amount of accidents as there is still 1 million people injured a year. Safety conscious environments are created.
The implementation of a safe and healthy environment largely depends on the managers and supervisors who set the tone and importance of such regulations.
It is not just a task but a safety leadership approach which makes safety part of the culture of all who are involved with the company: ensure audits, checks,
evaluation and trainings are provided.
Even though by law safety regulations need to be followed, managers need to enforce them and set an example in the company.
People need to be aware of these programs and willingly participate in order to report and improve it.
Safety culture is engaged and the employees are disciplined to obey.
The use of lectures, posters, films, pamphlets all play a role in educating the employees.
The managers need to notify the employees of any safety concerns during orientation and continue it through their employment.
They need to be constantly reminded of the importance of building a safety practices
Safety training needs to be provided in : first aid, accident investigation, accident prevention techniques, hazardous materials and emergency procedures.
Many organizations also provide training for of the job situations as a lot of accidents do happen and can result in extensive leaves.
The use of mobile and other technology has increased the access to safety information. Instant connectivity through e-learning and others.
Expectations and standards concerning the safety rules to be communicated through supervisors, boards, meetings and other signs.
The information includes knowledge on proper use of devices, equipment, avoiding any bad behaviour that could result into injury.
Violators are punished and may not even have warnings.
Any accident needs to be reported and investigated in order to decrease unsafe procedures and behaviours.
In addition, record of incident rates which is the number of illness and injuries in comparison with other departments or companies
Even though legislations are set up to protect, managers and employees pay more attention to the dangers as they are more publicized and available to the public.
People are more concerned about their health and are trying to survive.
Substitution of materials and verifying air quality, improving materials and others have become common in all industries alike.
Hazardous dangerous have started to be labeled in order to help employees have a general visual of poetential dangerous.
The Workplace Hazardous Materials Information Systems (WHMIS).
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The government is working on creating a global standardized system of labelling.
Air pollution and other indoor factors have become a concern for employers as employees develop building related illnesses.
Therefore, limiting tobacco use, ventilation system updated, remove any bad sources of pollution.
Tobacco smoke: smoke related concerns and actions in companies are important as smokers cost more to employers due to decrease motivation and illnesses.
In addition, employees are demanding smoke free environments in order to work better.
Fragrances: it has become a cause for concern as some people have serious reactions.
Technology not only can distract people from their daily duties or increase overtime, it can cause physical harm with car accidents, radiations
They are injuries due to a repeated motion of stresses and strains on fingers, hands and arms.
Hence, ergonomics techniques are often used in order to correct some of these problems.
Problems involved from an uncomfortable work environment can be dangerous and lead to surgery in some cases.
Diseases that can be spread through contact or that are virus that appear in certain areas a of great concern which should be looked upon by every employer.
Workplace violence is usually connected to physical assault however, this also includes threats, verbal abuse, harassment….
Hence, companies around the country have enhanced their security to protect their employees from outside danger such as terrorism but also
from the inside such as employee to employee relations. Any employee who works alone, and with items that make them targets should be protected and have
legislations and procedures designed to protect them. Acronym SAVT:
Scheduling, authority, valuables and taking care of others or Swearing, Agitation, Volume and Threat. Some firms can even establish crisis management firms.
Stress is a physical or emotional demand upon an individual that could one unable to be effective in daily activities.
People usually say that work is their main stressor due to overtime and bad management.
Firms are now obliged to recognized workplace stressors and ensure that employees are protected. Mental health is crucial and employers should create stress
management programs to support. Highly engaged staff , that seek independents and innovation usually display less stress and cope better.
Increasing health benefits and creating opportunities to improve the quality of the employees’ life is critical.
A positive and engage culture in a firm is a big step in improving health.
Organizations have on duty health services that could help employees such as physicians.
Health care decisions made by the firm that are not part of traditional medicine are sometime used.
Wellness programs even just educational ones are going to reduce absenteeism, health problems and reduce extra costs to the employers.
This is a program that approaches disability to due to an accident or other in hopes of helping the individual to go back to work.
It is a return to work plan that will slowly reintegrate the employee.
Program that provides short term counselling and referrals to doctors. These will help to deal with personal, emotional and physical problems.
Such as marital problem can be easily seen by the supervisor who should refer the employee to a EAP or other support functions available.
Mental health problem are an ever growing situation where employees fear to ask for help due to career development.
Hence, the culture and programs should be establish to protect them.
In order to control the progress of the substance abuse, employers need to do regular performance reviews and make note of any decline.
If this is a sign of substance, actions should be taken to deal with it.
Managers have more and more difficulty disciplining and firing employees as it can result in legal actions from the employees if it infringes their rights. Therefore, managers are more stressed about this issue and are more lenient during reviews. Understanding employee rights and punishing in accordance is an important part of any workplace.
Management rights and Responsibilities
Managers in today’s world are liable and responsible for the hiring process.
They should be aware of negligent hiring by ignoring certain facts or avoiding making further research into the employee’s background.
Employee’s rights need to be considered.
It is the expectation that an employee will receive fair treatment from employers.
The rights have gone from human rights, wage and hour regulations, safety and benefit possibilities to refusing taking tests and having access to their files.
Usually the rights are defended by legislations and laws but there is issue with privacy as the employer is not forbidden from surveillance its employees.
However, the company can provide an explanation to the surveillance for the purpose of research and improvement.
However, the most important is negligence as an employer can be held accountable for the creation of a
faulty product or service due to a mistake by an employee that could have been avoided.
Employees believe it is their right to have job hence laws have been put into place in order to protect their well-being.
They are the rights derived from legislation such as human rights. This includes discrimination and overtime pay, vacation compensation.
They are also safety, health and labour laws.
The rights that are derived from a contract and are legally binding.
They can be either oral or written as part of job security. Safety and work benefits that are promised should be kept or can result in lawsuits.
In order to avoid them, offers should not be implied, provide a statement concerning termination rules and have
hand written proof that the employees are aware of such regulations.
This is the right to a fair process in taking a decision concerning employment: knowing the expectations and consequences of the job,
consistent actions, fair discipline, right to appeal and given time to improve.
There are no legal protection for keeping a job hence an employer can provide valuable reasons fro terminating an individual.
And the relationship is considered ongoing if no contract.
Substance abuse creates loss of productivity and can be a liability for an employer if a faulty product is created.
Therefore, as it is considered a disability, necessary measures need to be undertaken in order to accommodate.
But engaging in drug testing can be controversial and infringing human rights.
Employees use different type of means to monitor the behaviour of employees but they need to be careful for privacy and ensure they are instructing the
employee beforehand of the searches and surveillance.
All policies need to be communicated concerning the monitoring and all additional information concerning the use and the consequences.
Employer need to provide access to employees employment files and all records that are kept of them.
However, it is the employee who gives the permission to disclose any of the information.
The employee should know why the information is needed, to whom it is going and the security measures that are used to keep it confidential.
Even though there is access to several forms of information sharing which creates more transparency in the businesses,
the employee’s privacy may not be completely respect as they are not legal rights around the surveillance.
Hence, posting or messaging bad jokes, insults, usage of company technology for other things then work could result in termination.
The employer have to provide policies concerning their monitoring and make the employee sign.
Terminating or monitoring an employee outside of the workplace is tricky but can be justified if there is a belief that the misconduct is or can directly impact the organization.
Policies should be created by the HR department in accordance with the managers experience as this will allow for more accurate discipline and will help the managers in observing unwanted behaviour. In addition, they will ensure that the policies are in accordance with laws and can be put into use. However, taking actions is the last resort as the supervisor usually should begin by discussing the problem with the employee and it might help resolve the situation. They should apply a problem solving attitude in hope of creating the best of solution.
Setting organizational rules
Clearing setting expectations of performance and behaviour is the foundation of any disciplinary actions and standards. Before punishment is given an employer should verify that the employee has be orientated on the expectations.
It is the treatment of punishment when rules are violated, the orderly
behaviour of employees when they act according to the rules and the training the employees in a constructive way in order to ensure that the
performance standards are acceptable. The employer should try to improve the behaviour and not just punish it.
The common problems at work are attendance problems, dishonesty, work performance problems and on the job behaviour that is unacceptable.
Managers should immediately record any incidents and document them to compare with the rules and explain easily to the employee.
In addition, the manager needs to engage in a complete investigation in order to avoid biases and assumptions even though generally that is not how it is done.
Such an interview is necessary in order to let the employee explain himself.
This interview should concentrate on how the behaviour violated performance standards. This will help in the making of a disciplinary decision.
Discipline should never be thought of as a punishment but instead as an improvement of the employees behaviour.
This should never be done in a punishment as it can result in lawsuits.
It is the application of corrective measures with the increasing of the severity degree.
This should be done to motivate the employee to voluntarily correct their misconduct.
The severity of the actions should be based on unique factors. The common steps are:
The best of practices need to be used when documenting discipline: gather all information,
conduct a fair investigation, get the facts, be objective, be clear, complete the disciplinary form as soon as possible,
acknowledge the employee, allow for the employees explanation, be fair and should positive experience to improve.
This is the discipline that focuses on early correction and give the employee total control in correcting the behaviour.
This should be used as a reminder of the importance to follow the performance policies and engage in a joint discussion to find a solution.
Each step of the disciplinary process should be documented. All of this documentation goes into the employees personal
file and should be revised in case some rules are no longer important or exist.
Documentation is crucial in case of repeated misconduct or lawsuits. It is important that the manager is aware of all these steps.
Dismissal is a serious consequence for the organization and the employee hence should be undertaken carefully.
Terminating an employee with no just cause result in lawsuits as the employee either was fired for downsizing, restructuring of jobs, personal or
the employee was not given the opportunity to improve. Some manager believe that financial difficulties might be a just cause but it is not hence,
all steps in the disciplinary process should be noted before termination. Managers need to be careful of any possible wrongful dismissals.
This method revolves around decreasing the working conditions of employment.
However the organization needs to give significant notice and provide fair solutions.
There is no right way to dismiss an employee however an employer needs to be tactful and truthful in the process.
The termination needs to be held in a neutral environment and be clearly, explain the process, reasons, answer questions and do not blame.
The managers should not talk about the termination with the other employees.
Many organizations provide outplacement services in order to help the dismissed employee with the trauma and provide support in finding a new job.
The provide consultants in order to reduce the anger and avoid lawsuits.
Failure to act directly on the misconduct is important, if it is delayed it can be appealed for unjustified actions.
This will happen if the employee was punished later on.
However, the managers avoid taking actions early due to lack of information, no documentation and no supper from upper management
Organizations have more frequently begun to protect employees from unfair disciplinary actions.
The ADR is used instead of a grievance procedures for union workers in order to resolve complaints.
Employers want to meet the expectations for fair treatment hence this provides a process for communication and decrease the minor problems.
The use of an impartial third party to facilitate the resolution of a problem.
This method is accepted by both parties due to its informality and flexibility. Facilitates face to face meetings.
System of reviewing employee complaints by successively higher levels of management. They each review it and make a decision.
In large organizations a person is hired to assume a neutral position and resolve any issues.
They work independently form the management and make final decisions based on requests.
This is a policy where the employee can present his complaints to a higher level management above his supervisor.
Designated person from whom an employee can seek advice however the decision taken is not finalized due to the lack of authority.
Employers may suggest presenting the dispute to an arbitration resolution.
Even though laws in the employment and HR field exist, ethical issues are always a manager’s number one concern as they have to be careful of what
is considered right and what is considered wrong depending on the circumstances. In addition, providing whistle blowing programs is important and encouraging
a respectful work environment.
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