5. To find out how far the organization is prepared to go in giving employees a voice on matters that concern them. 6. To study the harmonization of terms and conditions of employment for staff and manual workers. Problem StatementThe term “Employee
There are two different purposes behind doing an individual assessment those are selection which involves hiring and promotions. The second purpose behind an individual assessment is development this involves employee counseling and career planning. In performing an individual assessment an evaluation must be performed. An evaluation involves performing tests, conferences and appraisal methods. Job evaluation and compensation primary focus is to determine the appropriate compensation is being given for the expertise and responsibilities that the job requires of an individual.
JOB ANALYSIS INTRODUCTION Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it (Dessler,2000). There are many definitions of job analysis since different scholars interpret it in their own words. Job analysis also means a purposeful, systematic process of collecting information on the important work-related aspects of a job. Possible aspects of work-related information to be collected might include - work activities like what a worker does, how, when, and why these activities are conducted. Tools and equipment used to do work related activities, context of the work environment as work schedule or physical working conditions, requirements of the personnel
Employment law is essential for both employers and employees for creating a safe working environment. If they do not have enough information about strict rules and regulations included in employment law, this will lead confusion in the workplace. HR department is responsible since recruitment process for updating any changes in the regulations and making employees aware about their rights under employment laws. Problems arise in the workplace are either result of grievances which is about employee has complaints with the employer or disciplinary that is about the employer’s concerns regarding to the employee’s work. Employment law protects both the rights of employer and employee under the certain policies which are agreed upon by both parties
Collective bargaining is a process by which workers through unions negotiate with their employers their working conditions. This could be health and safety policies, remuneration, benefits, working hours and leave. Collective bargaining is a tool used to solve workplace problems. The sole objective of this negotiation is to arrive at an agreement between workers and employers thus cementing effectiveness, efficiency and productivity in the workplace. Collective agreement is the result of the process of collective bargaining.
They are created to protect employees and act as a safeguard to employment abuses. It stipulates an opening for employee complaints and objections, should there be valid and acceptable reasons for such complaints and objections. The main objectives of labour law is to deal with issues such as; contractual obligations, safety, discrimination and security. Contractual obligations refers to a law that ensures that the relationship between the employee and employer goes according to the contractual agreement that is given to the employee to sign before he/she joins the company. It ensures that the contract is signed by both parties and that they both understand the terms and conditions of the employment.
For example, company should have written and accurate job description which has been announced to the staffs. Human resource department must define duties, purpose, responsibilities, scope, and working conditions of a job clearly. Understanding how personal interests and motivations will reduce conflict of interest problems. In fact, interest problem or interpersonal problem is another conflict which occurs in many companies. In fact, individual’s personal beliefs are at odds with the interest of the organization.
Recruitment: The company sets down an organization chart and job description. The job description should specify: • The job title and level. • 2.Organizational relations with the other jobs. • Duties and responsibilities. • Required qualifications, experience, skills and other requirements Any job candidate for employment by the company should: 1) Possess the required qualifications and experience defined by the job description.
a- The concept of the welfare to work today It is defined as all factors concerning the conditions under which work is performed. Every employer has the legal obligation to ensure and promote the well-being of its staff where it conducts its business. It must optimize its working conditions, ensure its security, ensure his good health, and fight against the risk of accidents. The notion of well - be at work includes: safety in the workplace, the protection of the health of the worker, the psychosocial burden caused by work (stress), the hygiene of the workplace, work (stress), the ergonomics, the embellishment of the workplace, and the measures taken by the environmental business. The concept of well-being today is a way to overcome some
Among these practices and policies, Unilever conduct job analysis (to determine the nature of each employee's work), anticipate the need for work and recruit candidates, selecting candidates, orient and train new employees, manage rewards and wages (as remunerating staff) offer incentives and benefits, assess performance, communicate (interviewing, counseling, disciplining), train and develop, build employee engagement. It is identified that manager needs to know about: equal opportunity and affirmative action, employee health and safety, complaints and labor relations (Dessler, 2003, p.