HR

• To learn what is the nature as well as the causes of grievances and how to prevent them

Why Study Complaints and Grievances?

• To pinpoint responsibility in the handling of complaints .and grievances and how to handle them

Why Study Complaints and Grievances?

• To understand the legal aspects of complaints and grievances, and the role of the People & Culture / HR Manager and of the management

Why Study Complaints and Grievances?

• To know how to prevent and minimize complaints and grievances so that a healthy culture workenvironment is sustained

Why Study Complaints and Grievances?

• To understand the mechanics of the Grievance Procedure for fair and just Talent Relations program

Why Study Complaints and Grievances?

complaint

a spoken rule or written dissatisfaction that disturbs the worker enough to cause a negative reaction to be brought to the attention of the Supervisor / Immediate Superior or higher Management

complaint

a feeling of dissatisfaction, expressed or suppressed, valid or not, concerning a matter or situation relating to work, or the Relation between the employee and his employer or between one employee and another

grievance

defined as any dissatisfaction, complaint, irritation or misunderstanding of an employee arising from his job, or his relationship with his employer, any violation of the CBA or the Labor Code that he thinks or feels he is wronged or treated unfairly

Labor Problem

A difficulty caused by by an impairment of the harmonious relationship between employees/talent and management as a result of dissatisfaction, irritation, complaints, grievance, or misunderstanding between an employee and the employer with regard to their relationship at the workplace

Satisfaction of Human Needs

source of labor problem

Irritant to Employees (EE)

The Desire of Employers to operate as economically as possible in their efforts to make profits, thus neglecting and forgetting the welfare of their Talents

concept of labor

The Employer's \__________ as one of the important elements in production cost

Modern Business Management, Development

The complexity of \__________ and Sustainability has often caused the suspicion among employees that management overloads the payroll with high-salaried executives and consultants at the expense of rank and file positions' wages

Irritants to Employers (ER)

The shift in talent's loyalty from management to Union/Labor Associations.

The reduction in management's right to discipline or even just to deal with employees.

effective organizational structure

they help to establish an \__________ that is change-adaptive, supported with a relationship management approach, and effectively manages and uses its knowledge

but also to support other practices

Other processes apply these common rules in the context of each practice, \__________

Talent Management process

this process is an indispensable procedure as it caters to the real-time need of a business

talent

it directly denotes employees in an organization

talent management process

it revolves around the systematic procedure of identifying vacant job positions in an organization

talent management process

This process involves several steps like identifying the job openings, planning the hiring procedures, training of hired employees, building up the individual's aptitudes, and finally mastering them to coordinate the position. It makes sure that the employee is engaged for the long run to accomplish the business goals and objectives

a) Distinguishing the human capital requisites.

b) Building up the desired set of responsibilities and key jobs roles.

c) Proposing the structure for recruitment and enlistment in the business organization.

As said prior, the talent management process is all about planning. It revolves around:

Planning

\

Attracting

Selecting

Developing

Retaining

Steps of Talent Management Process

HR personnel or the concerned management team

For an efficient talent management process, the \__________ should have good planning over the above-said segments

Attracting

It is no matter how well you planned your recruitment strategies and how well you positioned your job openings

Referrals

for better attracting of the employees

Selecting

Once you are equipped with a handful of profiles after a long search and investments, the next hurdle is to select the right talents

Developing

This is the most important stage in the talent management process

Developing

In this stage, the worker mastered for the association and the profile. He is given with proper onboarding program, efficient training in the profile, moreover ensured that he is engaged and is capable of delivering optimum results favoring the organization

Retaining

it has equal weightage like the development in talent management process. It isn't profitable to any business organization if their well-trained staff or employee leave the office all of a sudden.

Retaining

is considered as the basis for an authoritative presence and survival

Transitioning

Talent management process revolves around the general change of the workers to accomplish the hierarchical vision

Acknowledgment

Timely recognizing the employees' commitment and their work on individual grounds

Compensation and Reward

Increasing the pay and compensation of the employees as a reward token for their better work execution

Giving Opportunities

Giving the charge of provoking activities to the workers alongside the specialist and duty of the equivalent, makes them increasingly sure

Job Design

The job of employees in the association must be intended to keep them involved and submitted, it must be sufficiently adaptable to teach and adjust to the worker's ability and information

Occupation Rotation

The boredom work routines leads to lack of efficiency. Employees need eagerness in the event that they play out and similar sort of work day by day reduces the ability to produce more. Thus rotation shifting helps the management in keeping their employees motivated and engaged.

Preparing and Development

No one needs to remain static. And to survive in the competitive world, it is essential that every employee keep updating themselves on the latest changes in their field of work. Thus it is the responsibility of the business organization to ensure different learning and development platforms

Progression Planning

Internal advancements distinguishes and build up a person who can be the successor to senior positions in the association

Adaptability

Providing an adaptable workplace to the employees makes them increasingly versatile to the association and draws out their inventiveness

Relationship Management

Maintaining a positive work environment where representatives are allowed to express their thoughts, partake in the basic leadership process, urge representatives to accomplish objectives and are remunerated for better execution prompts worker maintenance

Self-inspiration

Nothing can be viable if the employee isn't self-decided and spurred to work

Acknowledgment

Compensation and Reward

Giving Opportunities

Job Design

Occupation Rotation

Preparing and Development

Progression Planning

Adaptability

Relationship Management

Self-inspiration

Talent Management Initiative

reinventing

An effective Talent Management process envisions in \__________ talent in an employee to achieve more goals and objectives in their work

Employee Health

encompasses the physical and mental status of your employees. It can cover illness and wellness in the same breath

costs of presenteeism

when someone comes to work and goes through the motions, but isn't being productive-usually due to illness or stress

Employee wellness programs

these are popular for a good reason and assume this will translate into healthier employees. The problem is, they often don't work.

Vacation time

\__________ remains one of the benefits employees value most

Preventative care

saves lives and money and it also reduce costs

Stress

a substantial, contributing factor to depression and burnout

Employee Assistance Program

it can help employees find a therapist, a financial planner, or a lawyer. All of these things can reduce stress in the workplace, as can an employee financial wellness program for instance.

Safety and Security function

deals with both enterprise and employee safety and security. It includes the organization's efforts to prevent and/or mitigate loss, risks to or from staff, threats to its physical assets, damage to its technology and intellectual property, or risks of any other kind arising from all elements surrounding the work environment

Safety and Security

encompasses two overlapping areas of practice, sometimes treated separately and sometimes combined, as appropriate

Workplace safety

a process that seeks to eliminate or reduce risks of injury or illness to employees

people

eliminate or reduce risks of injury or illness to employees. The chief aim of workplace safety is to protect an organization's most valuable asset—\__________

Substitution

"Can the existing process, material or equipment be replaced with a less hazardous process, material or equipment?"

Isolation

"Can barriers or limits be placed between people and the hazard?"

Ventilation

"Can the potential hazardous airborne substances be ventilated through dilution or capture?"

Administrative controls

"Can the hazards be effectively mitigated through specialized operating practices?"

Personal protective equipment

"If the preceding methods are not sufficient or feasible, can personal protective equipment be provided?"

security risks

The chief aim of workplace security is to protect employees from internal and external \__________

security risk assessment

A fundamental element of any workplace security initiative is a \__________

Occupational Safety and Health Act of 1970 (OSH Act)

The primary federal law affecting safety in the workplace is the \__________ which is designed to protect the health and safety of every American worker and placed the primary responsibility for health and safety on the employer

Careers

The human resource professional is becoming increasingly responsible for workplace safety and security matters such as safety program development, OSH Act compliance, policies and procedures for protecting trade secrets, the risk of violence in the workplace and general workplace access.

Communication

The overall effectiveness of workplace safety and security measures will depend on an organization's ability to effectively communicate safety and security goals and objectives, as well as the applicable policies, practices and processes

Effective Practices

Workplace safety and security is effective only when programs, policies and procedures achieve their stated objectives—to prevent harm to people, property and the environment. Best practices vary depending on the scope of the specific safety and security measures.

Global Security and Safety

An organization's safety and security policies, procedures and practices may need to be developed, revised and implemented as a consequence of its presence in a foreign country

Metrics

Human resource professionals must establish meaningful safety and security metrics to determine how safety and security programs and practices contribute to the business.

Technology

Employers use various forms of technology to manage information that flows through the human resource and related functions—including safety and security.

Human Resource Information Systems (HRIS)

they provide a means to sort employee information so it can be readily used for record keeping, reporting and business decision-making.

Business continuity and recovery and emergency response

these are important elements of a safety and security program

Business continuity and recovery and emergency response

These programs also establish methods to aid the organization in returning to pre-event operational status—a critical goal in reducing the impact to the business

Substance abuse prevention

an essential element of an effective workplace safety and security program. Properly implemented preventive programs—including drug and alcohol testing—protect the business from liability

Monitoring, surveillance and searches

these have always been a source of tension between employers and employees, particularly when employees are represented by a union

Risk management

the process of assessing exposures to loss within an operation and determining how best to eliminate, manage or otherwise reduce the risk of an adverse event from having a negative impact on the business

Risk management

it is achieved through policies and procedures, or through contractual transfer of the risk to a third party, typically an insurance company

Human resource risk management

means that evaluating strategic, operational, and employee and compliance-related risks is a comprehensive process and involves determining how best to manage the identified risks and their potential impact and devising strategies to control exposures

Terrorism

a global issue

violence

it has been associated with the cost of doing business

Homicide

it is the third most common cause of on-the-job death for men and it is the leading cause of on-the-job death for women

On-site fitness centres

This might be considered the granddaddy of all corporate wellness program examples and is just one part of the company's 'Living Well' program, which offers cash incentives for team members who participate and meet their goals in various areas of the program

Smoking cessation program

The addition of coaching for team members trying to quit smoking may make the difference between success and failure

Transit options

Encouraging alternative methods of transportation, such as bike sharing or public transit incentives, are beneficial to the workplace and the future of the environment.

Paramedical services

services like massage therapy that can be offered to employees while they're at work

Yoga classes

an extremely effective stress reliever