...A GUIDE TO SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYEE RELATIONS CONTENTS Internal factors that impact employee relations | Page 3 | External factors that impact employee relations | Pages 3-4 | Employment status | Page 4 | Employee rights | Page 5 | Legislation relating to work/life balance | Pages 5-6 | Family/parent-related legal support | Pages 6-7 | Equal pay | Page 8 | Equalities Legislation | Pages 9-10 | The psychological contract | Pages 10-11 | Fair and unfair dismissal | Pages 12-13 | Exit interviews | Pages 13-14 | Redundancy | Page 14 | Impact of redundancy | Page 15 | The following information is a leaflet giving guidance to employee relations. The information details the impact that employment law has at the start of the relationship between the employer and employee. INTERNAL FACTORS THAT IMPACT EMPLOYEE RELATIONS The Factor | The Description | The impact on the employment relationship | Pay and Benefits | Annual salaries, private health care, annual discretionary bonus, free or subsidised lunch, early finish Friday, pension, travel insurance and childcare vouchers to name but a few. | These are key when seeking to recruit new employees. People are attracted to a salary that meets their needs and that they feel is worth the job they want to do. It is beneficial if there are attractive benefits to go alongside the annual salary as it encourages motivation and loyalty and good productivity from employees. If the organisation...
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...GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS GUIDANCE LEAFLET. Understand the impact of employment law at the start of the employment relationship Internal and external factors that impact on the employment relationship Internal: • Performance, pay and reward: employers should set clear and transparent targets in order to make it easier for employees to know what is expected of them. If these targets are followed employees can be rewarded and this should improve the relationship between employer and employee. • Management style: there are two types of manager: autocratic and democratic. Autocratic managers make decisions without involving the staff. This can be a good idea in some circumstances (for example the need to make a quick decision to avoid catastrophe or missing a deadline or target) but if this style is used all of the time it can be detrimental to staff motivation, commitment and well-being. Democratic managers involve staff with decision making as much as possible which means everything is agreed on by the majority of staff. This can lead to increased levels of motivation, commitment and well-being which subsequently could increase the profitability of the business. External: • Economic factors: slow economic growth or a downturn can make employees just thankful they have a job. This can put pressure on them because employers may decide to increase workload by making individuals do more work in the same time. With the fear of redundancy looming and...
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...CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: |Centre name: |ACACIA LEARNING | | |Candidate name: |Ali Yassen | | |CIPD Qualification undertaken: | |CIPD Membership No: | |Unit code(s): |3MER | |Unit title(s): |Supporting Good Practice in Managing Employee Relations | |Unit tutor: |Mr. Kevin | |Date due for assessment: |08-05-2016 |Date submitted: |05-05-2016 | |Word Count: |3490 | |State number of word used | | |Candidate declaration: ...
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...guidelines for the recruitment and selection process and competent procedures in place of Guanxi practices. The aim of assignment is to provide a practical recommendation to CEO of Fitright for the HRM Activities advantages in response to the questions given in the task areas. As a resource person of HRM, I have mentioned my opinions as an advice to follow best procedure Fitright would achieve and maintain a substantial competitive advantage to become a successful organization. About Human Resource Management (HRM) What is HRM? Human Resource Management (HRM) is an activity of the people who work in the organization. It can be performed by the management and link managers within the organization. It is different organizational functions to be used simple and easy way to employee management solution. The aim of the HRM is to develop the people in a competent way through work. What is Strategic Human Resource Management (SHRM)? Strategic Human Resource Management (SHRM) is an organizational functions joining the people about the HRM strategies to the organizational strategies more systematically and specifically with the organization. The SHRM activities help to interact between corporate strategy and SHRM activities. Therefore, SHRM included different HR functions like – plan, policies, practices recruitment, training, benefits, employee relations…etc. with organizational needs for the overall growth and profitability of the business house...
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... Chartered Institute of Personnel and Development 3MER Supporting Good Practice in Managing Employment Relations Assignment and Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. The impact of employment law at the start of the employment relationship including: * 2 Internal and 2 external factors which can impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy on the whole organisation ...
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...Managing Human Resources What Do I Need to Know? Introduction After reading this chapter, you should be able to: Imagine trying to run a business where you have to replace every employee two or three times a year. If that sounds chaotic, you can sympathize with the challenge facing Rob Cecere when he took the job of regional manager for a group of eight Domino’s Pizza stores in New Jersey. In Cecere’s region, store managers were quitting after a few months on the job. The lack of consistent leadership at the store level contributed to employee turnover rates of up to 300 percent a year (one position being filled three times in a year). In other words, new managers constantly had to find, hire, and train new workers—and rely on inexperienced people to keep customers happy. Not surprisingly, the stores in Cecere’s new territory were failing to meet sales goals. Cecere made it his top goal to build a stable team of store managers who in turn could retain employees at their stores. He held a meeting with the managers and talked about improving sales, explaining, “It’s got to start with people”: hiring good people and keeping them on board. He continues to coach his managers, helping them build sales and motivate their workers through training and patience. In doing so, he has the backing of Domino’s headquarters. When the company’s current chief executive, David Brandon, took charge, he was shocked by the high employee turnover (then 158 percent...
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...Chapter 01 Managing Human Resources True / False Questions 1. Managers and economists traditionally have seen human resource management as a source of value to their organizations. True False 2. The concept of "human resource management" implies that employees are interchangeable, easily replaced assets that must be managed like any other physical asset. True False 3. Human resources cannot be imitated. True False 4. No two human resource departments will have precisely the same roles and responsibilities. True False 5. Today, greater concern for innovation and quality has shifted the trend in job design to an increased use of narrowly defined jobs. True False 6. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions. True False 7. In the context of performance management, when the person evaluating performance is not familiar with the details of the job, outcomes tend to be easier to evaluate than specific behaviors. True False 8. The pay and benefits that employees earn play an important role in motivating them, except when rewards such as bonuses are linked to the individual's or group's achievements. True False 9. Maintaining positive employee relations includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company...
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...Understanding organisations and the role of human resources Unit 3HRC Workbook Cullen Scholefield Maxwelton House 41 Boltro Road Telephone: 0800 0185 052 Fax: 01444 459 221 Haywards Heath West Sussex Website: www.csgconsult.com Cullen Scholefield Limited a company registered in England No: 3298304 RH16 1BJ United Kingdom eMail: develop@csgconsult.com Contents Introduction 4 New qualifications 4 Overview of 3HRC Understanding organisations and the role of HR 6 Section one - Organisation context, purpose, aims and objectives 7 Section two - Different types of organisation 13 Section three - Understand how HR activities support an organisation 20 3HRC © Cullen Scholefield Page 2 of 27 This page is intentionally blank 3HRC © Cullen Scholefield Page 3 of 27 Introduction New Qualifications The Chartered Institute of Personnel and Development (CIPD) has introduced new qualifications in 2010 to reflect the knowledge and skills specified in the CIPD HR Profession Map and revised membership criteria The changes offer greater flexibility to you and providers, introduce a whole new suite of Intermediate level qualifications, and will meet the requirements of the new Qualifications and Credit Framework (QCF). What is the QCF? The QCF is a new way of recognising achievement through the award of credit for units and qualifications. At present, it is hard to understand all the different types of qualification...
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...various public services aimed at maintaining an advanced level of social and economic stability. This has included the provision and development of infrastructure and municipal services, education and health. With the economy of United Arab Emirates galloping at an impressive pace, many corporations are turning their attention towards Corporate Social Responsibility (CSR) initiatives. This is a significant departure from the ideology that businesses should focus on profit maximization. Instead, today's CSR is an opportunity for companies to become socially responsible and contribute positively towards the society in which they operate. Corporations based in the UAE have also joined the bandwagon of CSR initiatives to build community relations and undertake corporate social marketing projects. Managers in the Emirates demonstrate a high level of social responsibility awareness and expect the organizations to behave in a responsible manner to protect the interests of communities. A company's involvement in such initiatives is viewed as an investment rather than a cost to preserve the environment, promote fair treatment of employees and show concern for the customer. Companies in the Emirates are now using the social responsibility consideration to make investment decisions and win new business. These initiatives are used as a way to develop and strengthen relationships with customers, suppliers and networks. This is leading to increased customer retention and differentiation...
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...Instructor’s Manual for Fundamentals of Human Resource Management, 4th edition Chapter One: Managing Human Resources [pic] Welcome to your guide to teaching Chapter One, Managing Human Resources! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions, suggested use of internet exercises and self-assessments from the online learning center, video resource notes and discussion questions, and suggested uses for the PowerPoint slides contained in your Instructor Resources. Instructor’s Manual Highlights: Chapter One Roadmap We hope you find each chapter of your Instructor Manual practical and useful, but also, exciting! You can adapt the chapter text, the PowerPoint, and the video to work in an online class environment, a guided independent study environment, or a face to face or on-ground environment. ✓ When presenting Chapter One, have the students first read the chapter and encourage them to absorb the “big picture” of Human Resource Management. ✓ Use the PowerPoint for Chapter One to frame your lecture. This Instructor’s Manual will provide you with a suggested placement of the PowerPoint alongside your Lectures. ✓ Then, have your students watch the Video Case on the “Creative Corporation,” and facilitate an in-class or an on-line discussion highlighting the lessons contained in that Case. ✓ Have students read and discuss the end-of-chapter...
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...outcome. 2) Personally Credible: Developing skills and capabilities to deliver support for organization, Sharing own experience and studies to support the HR Team & Listening to the HR team feedback to start the plan in modifying yourself. 3) Skilled influencer: Developing the work area skills by adding your own experience, Accepting the opinions that could affects the work environments, managing yourself upwards, explain the difficult cases and issues in a understandable and easy way to let the others understand it. 4) Decisive thinker: Ability to collect information and data in a quick and accurate way, Arrangement of the collected data in a proper way may assist in knowing the full picture, Compare and evaluate the collected data before the decision, Use a logical tools that assist in making a fair decision & Giving the HR Team a responsibility to take and make decisions will help in development and improving the organization. 5) Curious: Ability to analyze and test with others, Giving support to others, Searching for development to the organization, Seeks for the updated HR Practice to support the organization. 6) Role model: Achieving tasks in suitable and proper way as expected to be to support and add more value to the organization, Ability to take the responsibility to rectify and revise a mistake, Motivate the HR team to act in parallel in making decisions in corrective and positive way. 7) Courage challenge: Ability to face difficult issues and try to get...
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...2 INTRODUCTION This report will support the retention of the HR function and explain how it supports the Organisations strategy as well as supporting our Managers and colleagues on a daily basis. I have focused on three main activities, Recruitment and selection, Learning and Development and Performance Management and also discussed the impact of legislation on each activity. 3 RECRUITMENT AND Selection It is essential to maintain a well-founded recruitment and selection process to employ the “Right people with the right skills.” Both internal and external factors, such as economics, skill shortages, and the organisations short term and future goals have to be considered. Workforce planning is implemented and constantly reviewed to keep the company up to date and competitive within a changing economy. CIPD Factsheet (Workforce Planning, revised Oct 2015). Recruitment is a huge cost to the Organisation so it’s crucial it is managed effectively and legislation adhered to. HR has specialised knowledge and supports the Organisation by delivering the following activities by a fair non-discriminatory process • Job analysis – Determining if the job is still a genuine vacancy. Reviewing the job description and person specification to fit the role and the company culture. • Selection Methods – Identifying and utilising the correct resources to determine the most suitable candidate. E.g. Psychometric testing, Assessment Centres. Shortlisting candidates. • Advertising –...
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...2) 3) 4) Define desired HR practices for your organization Assess current practices against the criterion that you have established Analyze the results Establish improvement goals and take action This simple four-step approach can be repeated as the annual planning and goal setting process occurs within your company. Progress can be measured against goals and a continuous improvement cycle naturally unfolds. Purpose(s) of an Audit The audit can serve any of the following purposes: · · · · · · To clarify desired practices of HR work and roles within the organization (HR Department, Line Managers). To establish a baseline for future improvement. To evaluate current effectiveness. To standardize practices across multiple sites within a division or company. To assess current knowledge and skills required of HR practitioners. To improve performance levels to key customers within the organization. The Audit Process Step One--Defining Audit Statements Definition of desired HR practices can occur through in a variety of ways. A good starting point is to take some time and reflect on the legal requirements and programs that the department must administer. Simply listing them is a good first step. Next, consider your areas of responsibility and traditional HR practices covered by your function: They may include HR Planning, Staffing, Performance Management, Employee Relations, Compensation and Benefits, Training and Development, Safety and Wellness, Employee Surveys, and Communications...
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...giving affordable and quality produce and food to our consumers at an affordable price. From a small, struggling cooperative with ten members now over 100 stores in three different states. Freshness Food Market employs more than 5,000 people throughout Pennsylvania, Delaware and Maryland. Even though we have grown from the small “Mom and Pop” stores of the 1950s, most of our stores are still family owned and operated businesses. When we buy in volume this enables our stores to offer their customers the lowest possible overall prices, and the highest value, in the marketplace. At the heart of Freshness charitable giving is the idea that being a good corporate citizen is an ongoing responsibility. By helping to create stronger communities, we enhance the quality of life for customers and associates. We know being a good neighbor also means providing for our customers beyond our store's walls. Here at Freshness, we're determined on providing our customers with a fresh and healthy proficiency every time they enter our stores. One of our charitable missions is to support ending hunger in our local community. We support local establishments providing wide-ranging from hunger relief programming and food distribution centers. We help fund organizations sponsoring nutrition education and maintaining a healthy lifestyle through diet and exercising. We have always been a long time partner and supporter of the Community Food Bank of Maryland, Pennsylvania and Delaware...
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... How International Business Affected HRM Introduction Changing trends within globalization, technology, and e-business has caused for diversity to have an impactful effect on each & every aspect of business involving human resource management. Furthermore, there has been the enhancing demand for organizational flexibility. Human resource management has been very challenging within international regard. This has been the discipline, which trusts totally on the people, and its behavior has been decided through shared values. As values change from one generation to the next, from one country to another, and from one culture to the next, rules of human resource management have been regularly altered ("Going Global: Managing the HR Function across Countries and Cultures.," 2009). The effect of globalization combined with internationalization within increasingly competitive business arenas is required to be evaluated. This particular paper will give insight to how human resource management fits in along with contributes towards companies international business strategy, as well as discussing important factors that influence international human resource management with regards to globalization. • How has the growth in international business affected human resource management? A major outcome to internationalization is that organizations should increasingly be managed worldwide. However, this confronts managers creating many challenges (Perks, 2004). Market...
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