Human Resource

Management

Date: 23 Dec, 2015

Abhisha Manandhar
Arpana Shrestha

Presented by

Content

Occupational Safety and health

Employee Transitions

Managing HR in multinational
organization.

Occupational safety and health

Definition :

Means by which to control aspects of work

production that involves any degree of risk or
danger that may cause injury of harm.
This process eliminates such elements to ensure
employee safety & health.

For All Employees

The Reason for Occupational health & Safety:
Eliminates possible danger.
Safeguard employees (higher) productivity.
Means to promote workplace processes.
Protect employee rights.
Maintain worker health.
Reduced medical and insurance costs.
Increase efficiency and quality.

Consequence of unsafe and

unhealthy environment
Injury and Disease
Back injuries are most prevalent
Exposure in Chemical
Undetected effects, possible long term risk.
Mental Health
Psychological symptoms can affect productivity and life
away from work
Deaths and violence

Economic Costs

Workplace Safety & Health

Hazards
Occupational Accidents:
Factors most affecting workplace accidents are working
conditions, times and tools and technology available to do
the job.

Individual qualities:

The unsafe Employee

1. Emotionally Low 2. Stressed
Violent Employees : Signs of potential violence
Verbal threats
Physical Actions (Intimidation, Show weapons, Try to gain access

Cont
Disease-Causing Hazards
Coal Dust, cotton dust, lead, radiation, Vinyl

Chloride.

Workers most likely to be exposed

Chemical and oil refinery workers, miners, textile workers
Steel workers, lead smelters
Medical technicians, painters, shoemakers, plastics
industry workers.

Other hazards
Cancer, Lung Disease, Leukemia, Bronchitis, Central
nervous system damage, Skin Diseases,
Reproductive Disorders, Aplastic Anemia

Accident Prevention
Design a Safe work environment
Guards, Handrails, Safety goggles, helmets, Warming
lights, Self-correcting mechanisms,
Automatic
Shutoffs
Health and Safety Committies

At

the department level, do implementation

administration
At the organization level, formulate policies

and

Behavior Modification
Small percentage of workforce responsible for majority of

health insurance claim.

Measure, communicate, monitor and reinforce desired
behavior.

Disease Prevention

Reducing the incidence of Diseases

Recording Keeping
Monitoring Exposure
Genetic Screening

Employee Safety
Safety of building equipment and other
infrastructure.
Fire Extinguisher and safety (emergency
door, emergency stair)
Safety against electrical wiring and
connections
Crane and lift etc/

Employee Health
Cleanliness (Sewerage and Sanitation)
All Ventilation and temperature
Cross Ventilation, required no of fans
exhaust fans
Thermometer kept in visible place
Dust Sucker, Mask
Lighting
Safe drinking water
Toilets (one female and one male)

and

EMPLOYEE TRANSITION

Transition is the act of passing from one place to the

next.
Employee transition is separation of employee from
the organization for one or other reasons.
Separation are painful to both parties and should
therefore be administered carefully.

METHODS OF SEPARATION

VOLUNTARY
Quits : An employee decided to quit when his/her
level of dissatisfaction with the present jobs is high.
Retirement : Separation of an employee from the
services at the attainment of a certain type of
predetermined age.

CONTD.

INVOLUNTARY
Lay-off : Temporary separation of employee from
the service due to decline in sales, shortage of
material, delay in production etc.
Resignation : Termination of employment at the
instance of employee. Reasons may be better job
elsewhere, ill health, personal reasons etc.

CONTD
Dismissal : Termination of service as a punishment for the act
of indiscipline.
Retrenchment : Forced lay-off of employees by a firm,
usually to cut down its payroll.
Voluntary Retirement Scheme (VRS) : Voluntary retirement
schemes are programs offered by employers to provide
retirement benefits to long-term employees before the
employees projected retirement dates. Businesses and
organizations often offer voluntary retirement schemes as a
method of workforce reduction and to reduce long-term costs.

Management of HR system in
Multinational Company
Multinational Company grows and defines its business on a
worldwidebasis,butcontinuestoallocateitsresourcesamongnational
orregionalareastomaximizethetotal.
International human resource management is concerned with the
humanresourceproblemsofmultinationalfirmsinforeignsubsidiaries
with the unfolding of HR issues that are associated with the various
stagesoftheinternationalizationprocess.
ObjectivesofIHRM
ToreducetheriskofInternationalhumanresource
Toavoidculturalrisks
Toavoidregionaldisparities
Tomanagediversifieshumancapital

POINTS FOR MANAGING HR IN MNC

Strategic Human Resource Management :

It is the proactive function in which human
resource activities actually create and shape the
business strategy.
Labor welfare : Labor welfare means working out
things for the well-being of the laborers. It helps in
keeping the morale and motivation of the
employees high so as to retain the employees for
longer duration. The welfare measures need not be
in monetary terms only but in any kind/forms.

Cont

HR Audit : It refers to an examination and

evaluation of policies, practices, procedures to
determine the effectiveness and efficiency of the HR
Management and to verify whether the mission,
objectives, policies, procedures, programme have
been followed, and expected results achieved.
Performance Appraisal : It is the process of
obtaining, analyzing and recording information
about the relative worth of an employee.

HR Practice in Multinational Company Nestle

Nestle is the worlds largest leading Nutrition, Health and Wellness

multinational company. The mission of Good Food, Good life is to
provide consumers with the best tasting. Most nutritious choices in a
wide range of food and beverage categories and eating occasions ,
from morning to night.

The company was founded in 1866 by Henri Nestle in Vevey,

Switzerland where the headquarters are still located today. They
employ around 2,00,000 people and have factories or operations in
almost every country in the world.

The Nestle corporate Business Principles are at the basis of the

companys culture, developed over 140 years, which reflects the
ideas of fairness, honesty and long term thinking.

Cont

Recruitment :
Current Report shows that innumerable employees

are engaged in Nestle. Nestle hires most of the

employees through a method. An opportunity of
employment comes when some employees want to
resign or there is an urgent need. But in case of these
three situations the head of the department must have
to obtain consent of the managing director. The
divisional head fills up a Recruitment and Budgeted
Form if the request is approved.

Cont.

Compensation Benefit :

Compensation is a main thing of Nestle Real Rewards

Package, which forces the top performances to give their best.

The philosophy of Nestle is to afford and keep up disciplined

compensation programs that keep up a long term relationship

with the employees at the time of judging their performance.
Nestle promise to offer compensation package including base

pay, short and long term incentives and benefits. Nowadays

they are competitive in the market.

Cont

PerformanceAppraisal:
Thecorrespondingmanagerorsupervisorevaluateor

judge the job performance of an employee by a

methodlikeperformanceappraisalanddiscussion.

The employees are given importance at their work

placeastheNestlecompanyisabsolutelydependent
onthequalityofitsemployeesperformance.

The company pays incentives to its employees to

encouragethemtogivebetterperformance.