A PRESENTATION ON LABOR MANAGEMENT AND GLOBAL HR

PRESENTED BY:
Krunal Mistry Waleed khan Javed molvi Trushar pandya Vrutika panchal Faizal patel Dixita patel Payal patel Maulik parmar Nirav patel

WHAT IS LABOUR MANAGEMENT

The labor management is the process of utilizing the Human Resources efficiently and effectively in order to achieve the goals and objectives of a particular organization.

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.

FEATURES OF LABOUR MANAGEMENT:

Human/labour focus Management function Pervasive function Continuous commitment Dynamic Mutually oriented

Objective of Labour Management

Goal achievement Goal harmony Structure Maintenance Productivity improvement Efficiency promotion Changed management Quality of work life

LABOUR MANAGEMENT RELATION

The field of labour relations looks at the relationship between management and workers, particularly groups of workers represented by a union. The relation between them are more harmonious and cooperative than confliction and creates an environment conducive to economic efficiency and the motivation, productivity and development of the employee and generates employee loyalty and mutual trust.

INDUSTRIAL DISCIPLINE
The Organization

Establishes Rules & standards

Communicates rules & standards

Assesses behaviour & Performance

Attempts to change inappropriate behaviour

Problem Employee

APPROACHES TO DISCIPLINE
1. Positive Discipline Approach Counselling Written warning Final warning Discharge

2.Progressive Discipline Approach Oral reprimands Written reprimand Suspension dismissal

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