HUMAN RESOURCE

MANAGEMENT
CEC – 5
Employee Relation and Collective Bargaining

Submitted by:
Kevin Mehta (20BSP1071)
Sreya satpathy(20BSP2498)
Nishikant Patil(20BSP1495)
Mohd Sharique Zama(20BSP1315)
Ananya Goyal (20BSP0234)
Yash Reddy (20BSP2865)
Nidhi Agarwal (20BSP1430)
Salil Mahamunkar(20BSP2063)
Hely Parmar (20BSP0874)
 Collective Bargaining Involves:

Negotiations Drafting Administration

Interpretation of
documents written by
Organizational Trade
employers,
Unions with open
employees and the
union representatives
 Features of Collective Bargaining

Continuou Flexible
s Process and Mobile

Group Bipartite
Dynamic
Action Process
 Constituents of Collective Bargaining

The
The creation of The
interpretation
the trade enforcement of
of the
agreement the agreement.
agreement
 COLLECTIVE BARGAINING

Industrial disputes between the employee and employer can also be settled
by discussion and negotiation between these two parties in order to arrive
at a decision.
 Employee Relations
The term 'employee relations' refers to a company's efforts to manage relationships between employers
and employees. An organization with a good employee relations program provides fair and consistent treatment to
all employees so they will be committed to their jobs and loyal to the company.
Conflict Management

Hour and Wage Issues

Annual Leave Disputes

Time keeping and attendance issues

Adequate Safety in Work Place

 Poor performance
- refresher training

DISCIPLINARY sessions. support

from senior team
members, If no
progress move the

POLICY– If a person is on
leave for more
than 5 days
person to some
other team
Misconduct - 2

PRIMARY
without noticing warnings and the
his manager then termination
he is terminated
from the company.

RESEARCH
AXA Life
High levels of
absence - Warning Insurance
from the manager.
Severe
if happening
misconduct -
repetitive times
direct termination
the severe action
of termination
taken by the HR.

Capability issue -
Performance
Gross misconduct improvement plan.
- same as above If he fails to clear
then he is asked
to leave.
 DISCIPLINARY
Poor performance there are
usually PIP stages- If in the
given stages, target
performance isn't met, then
meetings with HR and then
either termination or the

POLICY–
employee is asked to resign
himself/herself

2 step - basis whatever the

PRIMARY
All of this varies from employee's challenges are,
organization to organization manager takes action to help
though. the employee overcome
those challenges.

RESEARCH
Cognizant
E.g. If the employee says he
After which if the situation has some doubts pertaining
persists, that's when PIP to the process, he'll assign a
comes in place. self explanatory course
refresher training course.

1 step - manager one on one

to understand the challenge If that doesn't work, then a
the employee is facing due to trainer/SME will help the
which the performance is employe
hampering.