The scope of employee Welfare cannot be limited, since it differs according to social customs and the degree of industrialization indifferent countries and at different times. They have to be elastic and flexible enough to suit the conditions of the workers, and to include all the essential prerequisites of life and the minimum basic amenities. …
Labour Welfare aims at the whole development of the person of the working class. The Labour Welfare Policies of any organization should keep in mind the following objectives: To increase the standard of living of the. Working class: The labourer is more prone to exploitation from the capitalists if there is no standardized way of …
Many Non statutory welfare schemes may include the following schemes: Personal Health Care (Regular medical check-ups): Many businesses have facilities for comprehensive safety inspections Flexi-time: The primary purpose of the flextime program is to provide workers with the ability to work with flexible work schedules. Flexible work schedules are developed by employees and accepted by …
The statutory welfare schemes include the following provisions: Drinking Water: At all the working places safe hygienic drinking water should be provided. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in …
The Employee Welfare describes “efforts to provide good work-life at the workplace” “Employee welfare is a descriptive concept that encompasses different programs, incentives, and facilities that workers & employers are provided. The employer makes life worth living for workers through such generous fringe benefits. Welfare includes all that is done to ensure employee comfort and …
This article is on HRM or Human Resource Management in an Organization. Employees are the organization’s main assets. HRM or Human Resource Management focuses on hiring, training, managing, analyzing performance appraisal, dispute settlement or grievance handling, and giving direction to the employees of the organization. Human Resource Management role is to tackle grievances related to …
Defining a grievance is very difficult. However, personnel experts have tried to differentiate between dissatisfaction, complaint, and grievance. In general, dissatisfaction in any form declared orally between employees is known as a complaint. A grievance is often related to work and is reported to the management’s attention. Often this meaning is changed to include the …
Without an analysis of their nature and pattern, the causes of employee dissatisfaction cannot be removed. The personnel administrator of an organization should go into the details of the grievances and find out the best possible methods of settling them. He should help the top management and the line managers; particularly foreman and supervisors, in …
Methods of resolving grievance can be divided in to two parts: Decisional Processes: Binding Decisions Non-Decisional (Collaborative) Processes: Managed Negotiations Decisional Processes: Binding Decisions The dispute resolver makes a ruling, judgment or determination on legal and/or factual issues: Arbitration, Adjudication, Reconciliation & Expert Determination are the methods under the decisional procerss. Expert professional dispute resolvers …
A. Needs The best one word definition of a need is a deficiency. In the homeostatic sense, needs are created whenever there is a physiological or psychological imbalance. B. Drives With a few exceptions drives or motives are set up to alleviate needs. A drive can be simply defined a deficiency with direction. Drives are …
