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PRESENTED BY:
Krunal Mistry Waleed khan Javed molvi Trushar pandya Vrutika panchal Faizal patel Dixita patel Payal patel Maulik parmar Nirav patel
The main purpose of HRM is to create and retain a suitable and satisfied set of employees to provide maximum contribution to the organizations success.
INDUSTRIAL DISCIPLINE
The Organization
Problem Employee
APPROACHES TO DISCIPLINE
1. Positive Discipline Approach Counselling Written warning Final warning Discharge
INDUSTRIAL DEMOCRACY
Industrial democracy is an arrangement which involves workers making decisions, sharing responsibility and authority in the workplace. There are also representative forms of industrial democracy. Representative industrial democracy includes decision making structures such as the formation of committees and consultative bodies to facilitate communication between management, unions, and staff.
INDUSTRIAL DISPUTES
Wages and allowances Personnel and retrenchment Indiscipline and violence Bonus Leave and working hours
GRIEVANCES IN INDUSTRIES
In an organization, a grievance may arise due to several factors such as: Violation of managements responsibility such as poor working conditions Violation of companys rules and regulations Violation of labour laws Violation of natural rules of justice such as unfair treatment in promotion, etc.
SOURCES OF GRIEVANCE'S
1. Grievances resulting from working conditions includes: Poor safety and bad physical conditions Unavailability of tools and proper machinery Negative approach to discipline Unrealistic targets
2. Grievance resulting from management policies include: Wage rates Leave policy Overtime Lack of career planning Role conflicts Lack of regard for collective agreement Disparity between skill of worker and job responsibility.
3. Grievance resulting from inter-personal factors Poor relationships with team members Autocratic leadership style of superiors Poor relations with seniors Conflicts with peers and colleagues