HRM END-TERM
REVISION
GUIDE
HUMANE - R
TOPICS COVERED
01 EMPLOYEE COLLECTIVES 05 PERFORMANCE
MANAGEMENT SYSTEMS
02 HEALTH & SAFETY OF
EMPLOYEES 06 ETHICAL ISSUES IN HRM
03 INDUSTRIAL RELATIONS 07 MANAGING GIG WORKERS
04 EMPLOYEE
DISCIPLINE
RIGHTS &
08 INTERNATIONAL HRM
Employee Collectives
Employee Rights and Disciplines
Employee Collectives
Employee Rights and Disciplines
Employee Rights and Disciplines
The Dynamics of Labor Relations
The Dynamics of Labor Relations
Promoting Health and Safety
In 1970 Congress passed the Occupational Safety and Health Act (OSHA).
The mission of OSHA is to “assure the safety and health of America’s workers by setting and enforcing standards;
providing training, outreach, and education; establishing partnerships; and encouraging continual improvements in
workplace safety and health.
Tips for Reducing Job-Related Stress
An unhealthy work environment can lower productivity,
Build rewarding relationships with your coworkers. Talk
contribute to low morale, and increase medical and workers’
openly with managers or employees about your job or
compensation costs.
personal concerns.
Working individually or in teams, list specific ways managers
Prepare for the future by keeping abreast of likely changes in
can:
your job’s demands.
a. Reduce cumulative trauma injuries
Do not greatly exceed your skills and abilities. Set realistic
b. Limit employees’ exposure to chemicals
deadlines; negotiate reasonable deadlines with managers.
c. Address employee fears caused by bloodborne pathogens
Act now on problems or concerns of importance.
Promoting Health and Safety
INDUSTRIAL RELATIONS
It refers to all types of relations between employers and workers, be they at national, regional or company level; and to all
dealings with social and economic issues, such as wage setting, working time and working conditions.
TRADE UNIONS WHY EACH STAKEHOLDER PREFERS IR
Registration required if Crucial role in
Employers
10% or 100 workers (whichever is Organizing the employees
Hear “one voice” from employees and
less) are members of a trade union. Mobilizing them through a set of demands
communicate their points.
Subject to a minimum of 7 workmen. Engaging with employers through Collective
Concern about Productivity/Profit
Bargaining
Employees
4 TYPES OF IR Communicate their grievances
Labour relations i.e., relations between union- management (also known as labour Avoid situations of strike and lockout
management relations); Demand about working/Service Condition
Group relations i.e., relations between various groups of workmen i.e., workmen,
Government
supervisors, technical persons, etc.
Make laws for hiring & firing of employees
Employer-employee relations i.e., relations between the management and employees.
Protection of both employers and employees
It denotes all management employer relations except the union- management
Promote ease of doing business
relations;
Community or Public relations i.e., relations between the industry and the society.
APPROACHES TO IR
DUNLOP’S SYSTEMS APPROACH UNITARY APPROACH PLURALIST APPROACH
Individuals are part of an ongoing Capitalist Society Post capitalist society
but independent social system. Irrational, personal and frictional conflict Distribution of power & authority
Rational & inevitable conflict
Behaviour, actions, and role of the Uses coercion & paternalism
Trade unions are internal & integral
individuals are shaped by the Management only forced to accept trade
to organisation
cultures of the society. unions in economic relations
MARXIST APPROACH
HUMAN RELATIONS
Industrial relation is a relation of
APPROACH
clashes of class interest
Highlights certain policies
between capital and labour.
and techniques to improve
3 elements - recognition of the
employee morale, efficiency
right to individual development,
and job satisfaction
a joint social responsibility for
Small workgroups exercise
the satisfaction of individual
considerable control over its
wants, and the rationalization of
environment
social relation- ships.
VARIOUS PROCESSES
INDUSTRIAL RELATIONS PROCESS COLLECTIVE BARGAINING
Process through which the union and employer
exchange proposals, share ideas, mutually solve
problems, and reach a written agreement.
LEGALITIES OF IR
Code on wages 2019 Occupational safety, Code on Social Industrial Relations
health and working Security 2020 Code 2020
Aims to regulate wages Aims to provide social security, defined as income
conditions code 2020
and bonus payments in security and access to health care, to all employees Aims to minimize conflict
all industries regulating the occupational safety, between employers and
irrespective of employment status
health and working conditions of employees industries
The Employees’ Compensation Act, 1923
the persons employed in an Trade Unions Act,
Equal remuneration The Employees’ State Insurance Act, 1948
establishment and for matters 1926
Act, 1976 The Employees Provident Fund and
connected therewith or incidental Industrial Employment
Minimum Wages Miscellaneous Provisions Act, 1952 (Standing Orders) Act,
thereto
Act, 1948 The Employment Exchanges (Compulsory 1946
Payment of Bonus Notification of Vacancies) Act, 1959 Industrial Disputes Act,
Act, 1965 The Maternity Benefit Act, 1961 1947
Payment of Wages The Payment of Gratuity Act, 1972
Act, 1936 The Cine Workers Welfare Fund Act, 1981
The Building and Other Construction Workers
Welfare Cess Act, 1996
The Unorganised Workers’ Social Security Act,
2008
Employee Rights and Discipline
Employee rights can be defined as the guarantees of fair
treatment that workers expect in return for their services to
an employer. These become rights when they are granted to
employees by the courts, legislatures, or employers.
Employer-Employee relationships
An employment-at-will relationship is created when an employee agrees to
work for an employer for an unspecified period of time. Because the duration
of the employment is indefinite, it can, in general, be terminated at the whim of
either party.
Wrongful discharge: A discharge, or termination, of an employee that is
illegal
Employees engage in whistle-blowing when they report an employer’s illegal
actions, immoral conduct, or illegal practices to governmental agencies
charged with uphold- ing the law.
Employee Rights and Discipline
Dispute Resolution
Performance Management Systems
360-Degree Appraisal - Pros and Cons Managing Ineffective Performance
1. Identify sources of performance problems, such as training needs or
motivation issues.
2. Plan action, which may involve training, job transfers, or finding new
ways to motivate.
3. If issues persist, consider options like employee transfer, disciplinary
action, or termination.
4. Address problems objectively, fairly, and with empathy for the
individual's feelings.
5. Beware of the "set-up-to-fail" syndrome, where manager assumptions
can negatively impact employee motivation and performance.
Factors That Affect an
Employee’s Performance
Ethical Issues in HRM
Negligent Hiring Whistle Blowing
Negligent hiring is when an employer fails to properly screen a job candidate, Whistleblowing is when an employee reports illegal or unethical activities
leading to harm caused by the employee's actions. Employers can avoid this by within their organization to authorities or the public
implementing thorough hiring practices, including background checks and
reference verification Explicit V/S Implied Contract
Implied contracts are agreements not expressly stated in writing or
Psychological Contract
verbally but understood based on the behavior or actions of the parties
Implied expectations of a fair exchange of employment obligations between an
involved
employee and employer
Explicit contracts are clear and directly stated agreements, written or
Employment-at-Will verbal. These contracts leave no room for ambiguity
The right of an employer to fire an employee without giving a reason and the
right of an employee to quit when he or she chooses Employee Privacy
Employee privacy refers to the right of employees to keep personal
Wrongful Discharge information confidential in the workplace, governed by laws and company
Wrongful discharge occurs when an employer unlawfully fires an employee,
policies
often due to discrimination or breach of contract
Managing Gig workers
Gig economy – free market system in which organizations
Delivery agents represent a distinct category within the gig
hire independent workers for short-term commitments
economy
(project-based)
Amazon, Flipkart, Zomato, Swiggy, Blinkit, Zepto, etc., offer delivery
services, but they differ significantly
Gig workers –
Nuances include product types handled and the level of customer-
Freelancers
facing interaction
Independent contractors
Gig work involves a higher degree of volition and autonomy for
On-call workers
workers
Temporary help agency workers
Contract work typically involves a more structured arrangement
with predetermined terms and conditions
Gigs: Supplemented income for some, sole livelihood
Applicable laws and regulations for gig workers vary between
for others.
countries
Freedom or necessity: Some enjoy gig life, others
In India, regulations such as the Gig Workers' Rights and Protections
endure it out of financial need.
Bill may apply
Outside India, regulations may include labor laws specific to gig work
in respective countries
Managing Gig workers
DELIVERY AGENTS IN INDIA
Healthcare: Affordable healthcare coverage and access to medical
facilities.
Some work in Semi-permanence nature
Security Measures: Safety protocols, insurance coverage for on-the-
Availability of inexpensive workforce
job accidents.
Stigma against non-traditional employment in the
society
Majority of delivery partners come from economically
weaker sections
To ensure the well-being of delivery agents following
should be provided:
Financial Support: Fair wages, benefits, and
opportunities for advancement.
Mental Health: Access to counseling, stress
management programs.
Physical Health: Adequate rest breaks, ergonomic
equipment.
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
The international corporation is essentially a domestic firm that builds
on its existing capabilities to penetrate overseas markets.
A multinational corporation (MNC) is a more complex form that
usually has fully autonomous units operating in multiple countries.
Shell, Philips, and ITT are three typical MNCs. These companies have
traditionally given their foreign subsidiaries a great deal of latitude to
address local issues such as consumer preferences, political pressures,
and economic trends in different regions of the world. Frequently
these subsidiaries are run as independent companies without much
integration.
The global corporation, on the other hand, can be viewed as a
multinational firm that maintains control of its operations worldwide
from the country in which it is headquartered.
Figure shows four basic types of organizations and how they
differ in the degree to which international activities are A transnational corporation attempts to achieve the local
separated to respond to the local regions and integrated to responsiveness of an MNC while also achieving the efficiencies of a
achieve global efficiencies global firm
Recruiting Internationally
Expatriate Selection Criteria
Comparison of Advantages in Sources of Overseas
Managers
International HRM
PEST Analysis Types of Organization
Analyzing External Environment
Organizing Global Competition Analyzing PEST
Analyzing the political, economic, sociocultural, and
There are four basic ways to organize for global technological factors affecting your company can help to
competition: 1. spot business or personnel opportunities,
1. the international corporation is essentially a 2. spot trends in the business environment
domestic firm that has leveraged its existing 3. avoid inappropriate HR practices, and
capabilities to penetrate overseas markets; 4. break free of old habits.
2. the multidomestic corporation has fully autonomous
Types of Employees in Global HRM
units operating in multiple countries in order to address
International HRM consists of managing three different types
local issues;
of employees—home-country nationals (expatriates), host-
3. the global corporation has a worldview but controls
country nationals, and third-country nationals.
all international operations from its home office; and
Managing each set of employees requires different
4. the transnational corporation uses a network
approaches to recruitment, selection, training, and
structure to balance global and local concerns.
compensation.
THANK YOU!
