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Unit 2 Chapter 11 - Human Resource Management

Unit 2 Chapter 11 - Human Resource Management. Page:195-209. In this chapter we will look at the following: Measuring and improving employee performance Monitoring and applying labour legislation Managing industrial relations between the workforce and management.

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Unit 2 Chapter 11 - Human Resource Management

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  1. Unit 2 Chapter 11 - Human Resource Management Page:195-209

  2. In this chapter we will look at the following: • Measuring and improving employee performance • Monitoring and applying labour legislation • Managing industrial relations between the workforce and management Labour Productivity ‘ the output per worker in a given time period. It is calculated by: Total output in time period , e.g. 1 year Total staff employed

  3. Absenteeism Rate ‘measures the rate of workforce absence as a proportion of the employee total. It is measured by: No. of staff absent 100 Absenteeism % = X Total No. of Staff Why is absenteeism bad for a business?

  4. Labour turnover? Measures the rate at which employees are leaving an organization. Number of staff leaving in 1 year 100 X Average number of staff employed What are the Advantages/Disadvantages? Calculate labour turnover for the school in the past year

  5. Employee Performance – Strategies to improve it • Regular appraisal of performance against agreed pre-set Targets • Training to increase efficiency • Quality circles – small groups of workers encouraged to take responsibility for identifying problems • Financial incentives Management by Objectives (MBO) This method is used to motivate and coordinate the workforce by dividing the overall aim of the business into different division, department, individual Explain?

  6. Advantages of using MBO • Staff involvement in setting targets may increase motivation in an employee • Every member of staff would know exactly what they are expected to do • Level of conflict between department may decrease • Would help in Monitoring performance of workers • Disadvantages of using MBO • Can be very time consuming to break up the overall objectives • Objectives may be achieved then the process may start all over again • Setting targets does not always guarantee sucess

  7. Workforce and Management – Scope for Conflict and Cooperation Autocratic Management Style Explain Forming Trade Unions What are trade unions? Advantages/Disadvantages? Trade Union An organization of working people with the objective of improving they pay and working conditions of their members and providing them with support and legal services

  8. Reasons to join a Trade Union: • Power through solidarity • Collective industrial action meaning all employees go on strike in order to revolve disputes • Provide legal support to employee that maybe treated unfairly • In order to pressurize employers to meet all legal requirements. National, Business, and Plant Bargaining What are these?

  9. National Bargaining: Trade Unions discuses pay and working conditions at a national level with employers’ association such as the Engineering Employers Federation Meaning? Business Bargaining: Collective bargaining at a business level is when a firm such as Ford (South Africa) negotiates with union officials to establish pay and conditions for all Ford workers in that country Discuss

  10. Plant-Based Bargaining These Factors have increasingly let to plant-based bargaining, where each administration centre agrees a deal between union officials and local management Good for Workers? When an employers formally agrees to conduct negotiations on pay and working conditions with a trade union rather than bargain individually with each worker Union Recognition

  11. Single – Union Agreements An employer recognises just one union for purposes of collective bargaining No-Strike Agreements Unions agree to sign a no-strike agreement with employers in exchange for greater involvement in decisions that affect the workforce

  12. Employees – What Actions Can They Take? Industrial Action – Measures taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favour of the employees Negotiations - Arbitration Go Slow – What is this? Work to rule Overtime bans Strike action Advantages/Disadvantages Arbitration Resolving an industrial dispute by using an independent third party to judge and recommend an appropriate solution

  13. Employers – ways of achieving profit and growth objectives by settling disputes with unions • Negotiations • Public Relations • Threats of redundancies' • Changes of contract • Closure • Lock-Out Who benefits? Conciliation The use of a third party industrial disputes to encourage both employer and union to discuss an acceptable compromise solution

  14. Chapter Finished Guys Thank You

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