Professional Documents
Culture Documents
Management
Non-Financial Methods
Empowerment, delegation, job
enrichment, job enlargement, job
rotation, quality circles
Empowerment…
…providing the means by which
subordinates can exercise power over their
working lives.
Interviews 92 0.17
References 74 0.13
Assessment
Centres 14 0.40
Aptitude Tests 11 0.54
Graphology 3 0.00
Assessment Advantages Disadvantages
Problems:
Difficult to measure
Personality clashes
Reasons for Appraisal
To identify future training needs
Consider individual’s development
needs
Improve employee performance
Provide feedback on performance
Identify promotion hopefuls
Keeping Personnel Records
Keeps personal info on
every employee
Includes info on
appraisals, training
etc…
Attendance
Discipline
Performance
Communicating (Correspondence)
Selection of staff (promotion, training,
teams, specific jobs)
Recap…
Staff Development
Appraisal
Reasons for Appraisal
Keeping Staff Records
Use of Records
Today…
Employee Relations
Trade Unions
Trade Union Aims
Collective Bargaining
Grievance
Discipline
Employee Relations
“The formal relationship between
employees and employers”
Trade Unions
Organisation representing workers re: pay
negotiations, working conditions, dismissal,
redundancy
Negotiation
Consultation
Arbitration
Negotiation
Its purpose is to reach an agreement, but
needs some middle ground between the two
positions held.
Success of the firm should benefit both
employee as employers, so it is in their best
interests to come to a settlement.
Employers and employees discuss matters
that are important to both of them in order
to come to an agreement. It also involves
compromise.
Consultation
Informing employees of new rules and
regulations that are being brought in is
consultation.
The changes may have been forced upon
the firm by the Government, therefore no
agreement is necessary and employees
views are not needed to be taken into
account.
Final decision lies with the organisation.
Arbitration
When no agreement occurs, then a third
party, an independent arbitrator such as
ACAS is called in.
Arbitrators are neutral and unbiased and
will listen to both sides and offer a fair
and practical solution.
Binding arbitration is when both sides
agree to go with the decision of the third
party.
Works’ Councils
They are set up by an organisation and
contains the same amount of employees and
employer representatives
Groups meet to discuss any proposed
changes before they are implemented.
Decisions reached by the council are
usually accepted by the workforce as their
representatives have been involved.
Industrial Action
Employee Action Employer Action
Sit in Withdrawal of
Overtime ban overtime
Work to rule Lock out
Go slow Closure
Strike
Recap…
ACAS
Negotiation
Consultation
Arbitration
Works Councils
Industrial Action
Today… Legislation
Sex Discrimination Act 1975
Race Relations Act 1976
Employment Rights Act 1996
Equal Pay Act 1970
Office, Shops and Railway Premises
Act 1963
Health and Safety at Work Act 1974
Sex Discrimination Act
(1975)
Illegal to
discriminate
against employee
or job applicant
on grounds of
gender or
marital status
Race Relations Act (1976)
Illegal for
employers to
discriminate
against employee
or job applicant
on grounds of
ethnic
background
Employment Rights Act
(1996)
Covers:
Unfair dismissal
Redundancy
Maternity leave
Equal Pay Act (1970)
Pay conditions
must be equal
for employees
of the opposite
sex who are
performing
same work
Health & Safety at Work
Act (1974)
Covers:
Working
conditions
Provision of
safety equipment
Workplace
hygiene
Office, Shops and Railway
Act
Covers:
Operating dangerous
machinery
Seating & Storage space
Lighting
Fire
Temperature/ventilation
Premises, Toilets etc…