1. Jon Boyes
Employability and Graduate Development
CHMP
www.hrspot.co.in
Kolkata | Bhubaneswar | Hyderabad
Best HR Practice Award
Best HR Practice Award
Best HR Practice Award
Special Achievement Award
(Star Greenbelt of East Six
)Sigma
Best HR Professional Award
HR Champion Award
&AWARDS
ACCOLADES
:ISO 9001 2008 Certified Company
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Employee Handling
Certified Human Resource Management Professional
Employee Handling
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Employee Handling
Employee Handling
Employee Grievances
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Employee Handling
Employee grievance refers to the dissatisfaction of an employee with what he
expects from the company and its management.
A company or employer is expected to provide an employee with a safe working
environment, realistic job preview, adequate compensation, respect etc.
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Employee Handling
Employee Handling
Employee Grievance
Handling
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Employee Handling
Quick action
As soon as the grievance arises, it should be identified and resolved. Training must
be given to the managers to effectively and timely manage a grievance.
This will lower the detrimental effects of grievance on the employees and their
performance.
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Employee Handling
Acknowledging grievance
The manager must acknowledge the grievance put forward by the employee as
manifestation of true and real feelings of the employees.
Acknowledgement by the manager implies that the manager is eager to look into
the complaint impartially and without any bias. This will create a conducive work
environment with instances of grievance reduced.
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Employee Handling
Gathering facts
The managers should gather appropriate and sufficient facts explaining the
grievance’s nature.
A record of such facts must be maintained so that these can be used in later
stage of grievance redressal.
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Employee Handling
Examining the causes of grievance
The actual cause of grievance should be identified.
Accordingly remedial actions should be taken to prevent repetition of the
grievance.
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Employee Handling
Decisioning
After identifying the causes of grievance, alternative course of actions should be
thought of to manage the grievance.
The effect of each course of action on the existing and future management
policies and procedure should be analyzed and accordingly decision should be
taken by the manager.
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Employee Handling
Execution and review
The manager should execute the decision quickly, ignoring the fact, that it may
or may not hurt the employees concerned.
After implementing the decision, a follow-up must be there to ensure that the
grievance has been resolved completely and adequately.
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Employee Handling
Employee Handling
Employee Engagement
to avoid Grievances
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Employee Handling
Series of activities to make the employees more engaged with the company,
motivated, satisfied
Helps in stress removing
Makes the working place enjoyable along with performance achievement
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Employee Handling
Increases the performance levels of the employees
Contributes to employee satisfaction result in employee retention
Helps to create a friendly yet competitive work place
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Employee Handling
Employee Handling
Employee Survey
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Employee Handling
A part of employee engagement activity
A tool to find out grievances amongst the employees
A tool to find out how much the employees are satisfied
Helps to find out the reason and diagnose reason for lack of employee motivation
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Employee Handling
Helps to find out the technical challenge of employees hence Training need
Identification
Helps to build healthy relationship between employee and management
Post employee survey the result must be analysed and few main reasons of
dissatisfaction should be identified
HR must design a blue print on how the problem can be arrested and employees
satisfaction index can be increased
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Employee Handling
Employee Handling
Class Activity
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Employee Handling
Employee Engagement Program Planning
All Students will be asked to design Employee Engagement Program.
Employee Survey Form Designing
All Students will be asked to designing Employee Survey Form.
Group Activity: 40 min
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Employee Handling
Employee Handling
Employee Discipline
Management
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Employee Handling
Employee discipline is defined as the regulations or conditions that are imposed
on employees by management in order to either correct or prevent behaviours that
are detrimental to an organization.
The purpose of employee discipline is not to embarrass or degrade an employee.
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Employee Handling
Employee Handling
EDM Framework
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Employee Handling
EDM objectives and policies
Establishment of Rules of Behaviour and Rationale for Each Rule
Specify Penalties/Sanctions and Authorities of Sanctions
Communicate All
Monitoring Rule Violations – serious & non serious
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Employee Handling
Disciplinary Investigation
Determine the Sanction and
Implement It
Review and Renewal
Informal Talk/Counselling
Progressive Discipline
Review and Renewal
Serious Non Serious
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Employee Handling
Employee Handling
Principles of Natural Justice
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Employee Handling
Steps of PNJ
One on one session
Mutual understanding/no
understanding
Formation of PNJ panel in case of no
understanding
Documentation starts
Hearing date
Trial process as per the proof and facts
Sentence as per company policy for the
guilty
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Employee Handling
Employee Handling
Class Activity
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Employee Handling
PNJ Demo
All Students will be asked to give PNJ Demo.
Group Activity: 40 min
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Employee Handling
Employee Handling
Show Cause Letter
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Employee Handling
Show cause letter is a part of disciplinary management system
It is not a punishment
By issuing show cause letter company may ask the employee for the truth &
the reason, in case of any reported misconduct against him/her
The letter is an opportunity for the employee to speak and to present his/her
viewpoint against the reason mentioned in the letter
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Employee Handling
Show cause is a part of Principle of Natural Justice
No punishment should be declared before issuing show cause letter and
without giving the employee equal opportunity to defend himself
Time period must be mentioned within which it should be replied
The letter can be issued via mail, personal delivery or registered post with AD
In case of non reply 3 show cause letters should be issued before declaring any
punishment
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Employee Handling
Sample of
Show Cause Letter
Microsoft Word
97 - 2003 Document
Microsoft Word
97 - 2003 Document
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Employee Handling
Employee Handling
Warning Letter
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Employee Handling
A letter to issue a caution
Could for any purpose like misconduct, average or low performance etc.
The letter must contain the warning reason
Date or period of the cause should be mentioned in details.
Should be received by employee
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Employee Handling
Sample of
Warning Letter
Microsoft Word
97 - 2003 Document
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Employee Handling
Employee Handling
Termination Letter
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Employee Handling
A letter to terminate the employment contract
Could for any purpose like, end of contract period, poor performance, miss-
conduct, Retrenchment etc.
The letter must contain the termination reason
End date of employment
Should be received by employee
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Employee Handling
Sample of
Termination Letter
Microsoft Word
97 - 2003 Document
Microsoft Word
97 - 2003 Document
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Employee Handling
Employee Handling
Class Activity
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Employee Handling
Show Cause Letter, Warning Letter & Termination Letter Designing
All Students will be asked to make Show Cause Letter, Warning Letter &
Termination Letter.
Individual Activity: 40 min
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Employee Handling
Employee Handling
Attrition Calculation
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Employee Handling
Attrition may refer to the gradual reduction of the size of a workforce by not
replacing personnel lost through retirement or resignation.
To get the Attrition ratio one must divide the number of Employees left with the
average of opening and closing count of employees for the concerned time period
and then multiply it by 100
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Employee Handling
Employee Retention vs. Attrition. In a nutshell, a retention rate is the percentage
of employees your business has retained during a certain time period.
Attrition, however, measures the exact opposite. The attrition rate shows the
percentage of employees you lost for one reason or another and did not replace.
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Employee Handling
Employee left
X 100
{(Opening + Closing Balance) / 2}