Almost all contract negotiations pivot upon, and most grievances and arbitration procedures thus ultimately deal with, four major areas : (1) wages and issues that can be directly related to wages; (2) employee benefits or economic “fringe” supplements to the basic wage rate; (3) “institutional” issues that deal with the rights and duties of employers and trade unions; and (4) “administrative” clauses that treat such subjects as work rules and job tenure. Probably no issues under collective bargaining continue to give rise to more difficult problems than do wages and wage-related subjects. When negotiations reach a stalemate, they frequently do so because management and trade union representatives are not able to find a formula to resolve wage disputes. And wage controversies are, for that matter, by far the leading overt cause of strikes; Over the past decade, for example, they have accounted for over 40 percent of all such work Continue reading
HRM Functions
Workers Participation In Management – Definition, Features, Objectives, and Importance
Workers participation in management is an essential ingredient of Industrial democracy. The concept of workers participation in management is based on Human Relations approach to Management which brought about a new set of values to labor and management. Traditionally the concept of Workers Participation in Management refers to participation of non-managerial employees in the decision-making process of the organization. Workers’ participation is also known as ‘labour participation’ or ‘employee participation’ in management. In Germany it is known as co-determination while in Yugoslavia it is known as self-management. The International Labour Organization has been encouraging member nations to promote the scheme of Workers’ Participation in Management. Workers’ participation in management implies mental and emotional involvement of workers in the management of Enterprise. It is considered as a mechanism where workers have a say in the decision-making. Definitions of Workers Participation In Management According to Keith Davis, Participation refers to the mental Continue reading
Coordination – Meaning, Definition, Features and Importance
Although Henri Fayol, James Mooney, Ordway Tead, Lyndall F. Urwick, Luther Gullick and Louis A. Allen, all consider coordination as a separate function of management, it seems more accurate to treat coordination as the essence of managing because the achievement of harmony of individual efforts towards the accomplishment of group goals is the very purpose of management. Coordination is inherent in all managerial functions. Each of the managerial functions is an exercise in coordination. A manager achieves coordination through the management process and co-ordination is the outcome of managerial functions. In fact, coordination makes planning more purposeful, organization better-knit and control more regulative, it is the key to the process of management. Coordination is the result of the process of management. Meaning and Definition of Coordination Coordination implies an orderly pattern or arrangement of group efforts to ensure unity of action in pursuit of common objectives. Continue reading
Uses of Performance Appraisal
Performance Appraisal (PA) can be described as a formal process of assessment and evaluation of the employees on an individual as well as group level. The word “formal” is crucial, as it is important that the managers or supervisors review the worker or individual on a periodic basis. Even though, performance appraisal is only an element of performance management, it is very crucial for the success of performance management as it directly relates to the strategic plan set by the organisation. It is critical to evaluate team performance in many organisations where teams exist but performance appraisal in most companies concentrates on individuals. As emphasized, achievements, objectives and strategic plans set for development can be examined and evaluated by an effective performance appraisal system. Although performance appraisal is somewhat considered as negative, unpopular and managers try to avoid the efficiency it provides. Not many Employers like conducting performance appraisal and Continue reading
Some Attitudinal Training Methods
There are training methods related to the attitude of the participants of training programmes. The specific method should be selected according to the attitude of the participants in an organization. Some important attitudinal training methods are explained below: 1. Jigsaw Method The Jigsaw is a method of attitudinal training followed when there is too much information for one person to read or absorb. It encourages reading or listening salient points included in the training programme. Jigsaw method is helpful to develop effective practice for communicating critical points to others. Jigsaw provides different perspectives on information. It can be particularly helpful to second language learners. Jigsaw is a group structure that can be used across all content areas. Training starts with a home group. That group is responsible for learning the assigned portion of a task that is prescribed by the instructor. Then the instructor separates trainees into new groups – Continue reading
Importance of Employee Training
Improving business performance is a journey, not a destination. Business performance rises and falls with the ebb and flow of human performances. HR professionals lead the search for ways to enhance the effectiveness of employees in their jobs today and prepare them for tomorrow. Over the years, training programmes have grown into corporate with these goals in mind. Training programmes should enhance performance and enrich the contributions of the workforce. The ultimate goal of training is to develop appropriate talent in the workforce internally. Training has made significant contributions to development of all kinds. Training is essential; doubts arise over its contribution in practice. Complaints are growing over its ineffectiveness and waste. The training apparatus and costs have multiplied but not its benefits. Dissatisfaction persists and is growing at the working level where the benefits of training should show up most clearly. This disillusionment shows in many ways — reluctance Continue reading