Human Resource Management

Unit 5 : EMPLOYEE MAINTENANCE,

Engagement, Emerging Horizons

EMPLOYEE HEALTH :
Health is a state of complete physical, mental and social well-
being and not merely the absence of disease.

Workers spend a great deal of their time in industrial settings.

In many industries, workers are exposed to various types of

health hazards. They do not feel working hard continuously for
long time. As a result productivity will be low. Secondly, ill
health will force workers to be absent from work.

Working Conditions Affecting Health :

 Cleanliness: Hygiene is essential to health. Dirt should be
removed daily from the workplace, furniture, staircase etc.
Properly cleaned and disinfected spittoons must be
provided at convenient places
 Lighting: Adequate and proper lighting is essential for
higher efficiency and good quality of work.
  Temperature and Ventilation: Flow of fresh air with
right temperature and humidity is necessary for protection
of health.
 Freedom from Noise: Too much noise inside and outside
the work place causes disturbance. It does not allow
workers to concentrate on the work and their efficiency
declines.
 Dust Control: At some work places, there is higher ratio
of dust.
 Working Space and Seating Arrangements: Adequate
space should be provided for free movement of persons,
machines, etc.

Protection against Health Hazards :

Two types of measures can be taken to protect employee health
against occupational hazards:

 Preventive Measures :
(i) pre-employment and periodic medical examination,
(ii) Removal of health hazards to the maximum possible
extent,
(iii) check over women, and other worker exposed to
special risk,
(iv) training of first aid staff, and
(v) educating workers in health and hygiene etc.
  The curative measures consist of treatment for the
affected workers . Use of less toxic materials, providing
protection devices, controlling noise, dust fumes, gases,
etc. are some of the convenient and inexpensive measures
that can be taken by employers to prevent health hazards

EMPLOYEE SAFETY :
It is the responsibility of every management to ensure workers
safety while they are at -work. Industrial safety and efficiency
are directly related to a great extent.

Industrial safety measures include precautionary steps to be

taken by the management of an enterprise in order to prevent
accidents. Thus, accident prevention is the, main objective of
any safety programme.

Some benefits of a safe and healthy working

environment:

 The safer the work environment, the more productive it is.

 Workplace safety promotes the wellness of employees and
employers alike. Better safety equates to better health.
 There are very few accidents in a safe working
environment. This results in less downtime for safety
investigations and reduces costs
 Damage to industrial equipment creates costs for
replacement and repair.
Causes of Industrial Accidents :
 Unsafe Conditions: These refer to work related or
technical causes. These are the biggest cause of accident in
industry.
 Unsafe Acts: These arise due to lack of knowledge and
skills, bodily defects and faulty attitude.
 Miscellaneous Causes: Young, untrained and
inexperienced workers cause more accidents than old,
trained and experienced workers. Alcoholic and drug
addicted prone

Steps taken to ensure safety of Employees

:
1. Safety Policy: Every industrial establishment should
formulate and implement a safety policy. Once the safety
policy has been spelt out, the establishment should
formulate a safety programme
2. Safety Committee: A safety committee should be
constituted in every large factory. It should consist of the
representatives of both the employer and the employees.
3. Safety Engineering: Proper engineering procedures must
be adopted to eliminate or minimize work hazards. Full
attention should be paid to safety in the design, layout and
installation of plant and machinery.
 4. Safety Education and Training: Safety education and
training should be provided to workers, supervisors and
executives to develop safety consciousness and safe
working habits.
5. Role of Government: The Government of India
established the Factory advice Service and labour Institute,
Mumbai. The institute renders advice on safety matters
and enforces safety laws.

EMPLOYEE WELFARE :
Employee or labour welfare is a comprehensive term including
various services, benefits and facilities offered to employees by
the employer. Through such generous fringe benefits the
employer makes life worth living for employees.

"Labour welfare work is work for improving the health, safety

and general well being and the industrial efficiency of the
workers beyond the minimum standard lay down by labour
legislation."

Features of Employee Welfare :

 Employee welfare is a comprehensive term including
various services, facilities and amenities provided to
employees for their betterment
  Employee welfare is a dynamic concept varying from
couritry to country and from region to region within same
country.
 It is a flexible and ever changing concept as new welfare
measure is added to the existing measures from time to
time.
 Welfare measures may be provided not only by employers
but by the government, trade unions and other agencies
too
 Employee welfare is an essential part of social welfare. It
involves adjustment of an employee's work life and family
life to the community or social life.
 Employee welfare measures are also known as fringe
benefits and services

SOCIAL SECURITY :
“Social Security is a program of protection provided by society
against the contingencies of modern life like-sickness,
unemployment, old age, industrial accident against which the
individual cannot be expected to protect himself and his family
by his own ability and foresightedness.”

Features of social security :

1. Applicable to all individuals: The social security scheme is
for those who are employed and a part of society.
 2. Improves standard of living: Programmes and aids covered
under social security helps in improving the standard of
living of the needy individuals
3. Governments, non-governmental organisations, trusts, and
volunteers all play important roles in providing the
amenities.
4. Financial help: It offers financial assistance in the event of
unforeseen circumstances like unemployment, pregnancy,
work injuries
5. Dynamic concept: Social Security is a dynamic idea, and the
scope of its benefits varies depending on the social,
economic

EMPLOYEE GRIEVANCE :
The grievance procedure set up by agreement with a union
provides a medium for the workers to transmit his grievance to
management in an orderly manner and get the answer in
writing.

"any real or imagined feeling of personal injustice which an

employee has concerning his employment relationship."

Handling of Grievances :
For the purpose of handling grievances efficiently, it is
necessary to find and analyze the grievances of the
subordinates. If a grievance is found to be genuine or real, the
corrective action should be taken immediately.
But if the grievance arises due to imagination or disturbed
frame of mind of the worker, then it is necessary to explain and
clear up the matter.

HUMAN RESOURCE INFORMATION SYSTEM (HRIS) :

Human Resource Information System (HRIS) is a system
designed to supply information required for effective
management of an organization.

Information is needed to take these decisions. Quality of

decisions will largely depend upon the nature . and type
information provided for taking the decisions.

Human Resource Management Information System is designed

to supply information required for effective management of
human resources in an organization.

Objectives of HRIS :
I. To make the desired information available in the right form to
the right person and at the right time.

II. To supply the required information at a reasonable cost.

III. To use the most efficient methods of processing data.

IV. To provide necessary security and secrecy for important

and/or confidential information.

V. To keep the information up-to-date.

Functioning of HRIS :
Data Collection: Who should collect what data and in what form
and how often? The nature and the form of data will vary from
organisation to organisation depending upon its objectives.

Data Management: A good data management system involves

Processing operations, Storage of data, Retrieval of data,
whenever required, Evaluation.

E-HRM :
E-HRM is termed as electronic human resource management.

E-HRM has been defined as "a way of implementing HR

strategies, policies and practises in organisations through a
conscious and directed support of technology-based channels"

Advantages of E-HR m:
1. Providing services efficiently: E-HRM improves the
quality of services and fixes a particular form in which
service is to be provided
2. Help in cost saving: Routine tasks like record keeping,
collecting and storing records, maintaining portfolios, etc.
can be done easily using software’s
3. Maintenance of Employee Data: Huge bundles of data
are stored using electronic data and making any updations
is also super easy as compared to manual record keeping
 4. Quick Analysis of data: Employee performance can also
be analysed in no time using some analytical software’s,
that help the company to provide fair appraisal to the
employees
5. Improving accuracy: Data stored here is more accurate
and there exists no chance of human biasness

Disadvantages of E-HRM :
1. Involvement of high costs and funds: It involves a high cost
to maintain and implement E-HRM
2. Maintenance of confidentiality: It is difficult to maintain
the confidentiality of the input data.
3. Huge amounts involved in training: Organizations need to
to-invest more on training and development before
adopting e-HRM
4. Data can be attacked: Electronic media are vulnerable,
which may be attacked by viruses from anywhere on the
Internet.

EMPLOYER-EMPLOYEE RELATIONSHIP :
An employment relationship exists between an employer and
an employee. It occurs when a person accepts a paid position or
delivers paid services under certain conditions
Need for Employer-Employee Relationship :
• Cordial Relationship: Relationships between employees and
employers that are friendly contribute to economic growth and
development

• Interaction: If an employee feels valued by their employer,

they will do everything in their power to ensure that the
business achieves its goals.

• Understanding: When employees have positive interactions

with senior management, they tend to remain with the
company for longer periods.

• Empowerment: Businesses that have employees who are

engaged in their work as a result of great relationships between
employees and employers

• Conflict Management: Conflicts in the workplace have a

detrimental impact on the performance of an organisation.

Importance of Employer-Employee Relationship :

 Productive Workforce: A strong relationship between an
employer and an employee creates a pleasant place to
work for the employee and makes the organisation more
productive.
 Loyal Workforce: An improved employer-employee
relationship fosters more employee loyalty and increases
the likelihood that employees will stay on the job.
  Positive Working Conditions: Conflicts are less likely to
occur in the workplace when employer and employee
relations are good.

INDUSTRIAL DISPUTES :
A labour dispute is a disagreement or conflict between
management and employees about employment. It is a
dispute between an employer and a trade union representing
workers.

The industrial disturbance is characterized by worker strikes,

lockouts, picketing, gheraos, and indiscipline.

Reasons of Industrial Disputes :

a) Economic Reasons: The majority of industrial disputes are
caused by economic factors. Industrial conflicts are caused
by economic factors, either directly or indirectly.
 Poor Pay  Dearness Allowance 
Bonus
 Working Environment Working Time

b) Management Reasons: An organization's success is heavily

reliant on its management ability. The growth of the
industrial unit will be automatic if the management adopts
proper strategies.
 Non-Recognition of Unions  Breach of
Contract
 Neglect by Managers and Supervisors
  Poor Recruiting Procedures and Policies for Employee
Development
 Self-serving Leadership

c) Political Reasons: In accounting for industrial conflicts,

political factors are just as important as economic and
managerial ones.
 Political Influence  Trade Union Activity
 Strikes

Methods for resolving Industrial Disputes :

 Formation of Works Committees: Every industrial facility
with 100 or more employees is required to create a works
committee.
 Grievance Handling Authority: The Industrial Disputes
(Amendment) Act of 1982 authorised the establishment of
a Grievance Resolution Authority and the referral of
specific cases to such agencies.
 Conciliation Officer: The Central or State Government
appoints conciliation officers for certain regions or
businesses within a state. Their primary responsibility is to
bring the two parties together and assist them in resolving
their issues.
 Court of Inquiry: When conciliation officer and board of
conciliation efforts fail to settle an industrial dispute, the
subject is submitted to a court of inquiry.
  Conciliation Committee: The government appoints an ad
hoc board of conciliation consisting of a Chairman and two
to four persons representing the employer and the
employees
 Labour Courts: State governments have established courts
to investigate disputed orders of employers, including
dismissals, discharges, and suspensions of employees by
management.

STRESS FREE ENVIRONMENT :

Stress is a normal part of life. As an employee, you might feel
stressed about meeting organisational requirements, getting
used to a new place to live, or making new friends.

t if your stress level is too high, it can cause health and social
problems. One of the main causes of employee absences and
poor output is stress in the job.

Importance of Stress Free Environment :

Human resource management (HRM) recognises the importance
of stress free environment in assisting workers in meeting both
the mental and physical demands of their jobs

Anxiety, despair, impatience, and inability to focus are just

some of the side effects of stress that workers may encounter
on the job.
Benefits of Stress Free Environment:
• Managing Productivity: When workers are anxious, they are
less efficient. As a result, deadlines may be missed, mistakes
made

• Decreasing Absenteeism: It's possible for stress to increase the

likelihood of absenteeism or presenters,

• Managing Health: Heart disease, anxiety, and depression are

just some of the health issues that have been linked to stress in
the workplace.

• Organisational Effectiveness: Organizations may boost

productivity, profits, and employee health by taking steps to
reduce stress in the workplace

REJUVENATION BREAKS:
When the monotony of a long day at work is broken up with
rejuvenating breaks at strategic intervals, the day may be made
to seem much shorter and significantly less stressful.

An employee that puts in a lot of effort deserves the

opportunity to take a break, receive some sustenance, and then
come back to work feeling more energised.
Benefits of Rejuvenation Breaks :
• Foster Creativity: Having employees take time off is not only
good for their physical and mental health, but it also helps the
business.

• Reduced Employee Burnout: Adopting this kind of policy

shows that the company cares about its employees' health

• Increased Productivity and Well being: Employers may be

better served by exploring strategies to reduce the fear and
anxiety workers connect with being away and unplugged

LEISURE ACTIVITIES :
Leisure is referred to as being utilised to "recharge the
batteries" and enhance performance.

Recreational exercise has a significant part in boosting

employee productivity since the objective of human resource
management (HRM) is to ensure that employees and
organisations reach a high level of performance.

Need of Leisure activities for employees :

• Stress and productivity go in the opposite direction: Stress can
lead to a lack of balance between work and life, so companies
are looking for ways to give their employees more energy and a
positive attitude.
• Combining work and play: The companies do many things to
make their employees feel comfortable, such as letting pets in
the office, having poker nights, and going on adventure trips

• Cost of Company: When a business grows in size, the

expense of providing leisure activities for the workforce may
become a significant drawback.

HUMAN RESOURCE AUDIT :

It is a process through which the finance department evaluates
and verifies the financial records of any department.

In the context of the HR department, it is an action that

regularly evaluates the efficacy of all human resource policies,
practices, and activities carried out by the people employed by
the organisation.

Auditing of human resources is an essential component of HR

management that is used to evaluate different aspects of
personnel operations.

Objectives of Human Resource Audit :

 Human resources audits ensure that the HR division is
running smoothly.
 Errors made by human resources while carrying out their
duties are quickly identified via audits and appropriate
remedial actions are implemented.
  The HR processes are examined to determine if they are
being executed in accordance with the company's
established rules and norms.
 The HR department is audited to determine if it is fulfilling
the organization's rules and regulations
 Human resources audits evaluate the various business
processes within an organisation to identify wasteful or
unnecessary spending.
 The regular evaluation of employee behaviour and
activities via HR audits helps keep workers disciplined

Procedure of Human Resource Audit :

Step-1-Determining the Goals: The HR audit is the first step
in an organization's history. It evaluates the functions and
activities of the HR department

Step-2-Drafting Rough Plan: An auditor should create a

framework for their audit plan to identify the number of people
needed, cost, and tools needed

Step-3-Gathering information: Background data is essential

for an auditor to understand internal and external factors that
can affect the HR auditing process.

Step-4-Selecting Data Collection Method: HR auditors use

various methods to gather information, such as the interview
method, questionnaire method
Step-5-Finalizing Audit Plan: The sole responsibility of the
assessor is to have a clear idea of the goals to be reached, the
methods to be used, the areas to be covered

Step-6-Getting All Audit Information: The assessor must

gather information from various sources to understand the HR
department's strengths and weaknesses.

Step-7-Putting together an audit report: The HR

department is assessed through an assessment programme
which covers tasks such as hiring, training, promoting,
rewarding, keeping employees, moving them to new jobs,
transferring them, and retiring.

Step-8- Decision Based on Final Audit Report: HR is the last

step in the organisation's decision-making process, which
involves asking auditors for suggestions to make decisions.

TALENT MANAGEMENT :
The process of talent management involves making a
conscientious and intentional effort to recruit, engage,
cultivate, and retain employees who have the potential to
satisfy both the present and the future requirements of a
business.

HR managers are responsible for bringing in and keeping

talented employees, but it is also the responsibility of each and
every worker at the organisation.
Objectives of Talent Management :
 It assists firms in improving their overall
performance: If your firm has access to the best
professionals, it can accomplish anything.
 It enables businesses to maintain their competitive
edge: Your company will grow more robust and better able
to weather the effects of change and uncertainty
 It is the engine behind invention: No matter what
sector you work in, there is a constant influx of new
technological developments.
 It assists in the formation of effective teams: If you
have the right plan for managing your people, you will be
able to put together a team that is more productive
 It results in a lower turnover rate: If a firm makes its
workers feel appreciated and gives them confidence that
there are many prospects for advancement

REDUNDANT MANPOWER :
When there is no employment, an employee may be asked to
quit or laid off, which is known as redundancy

The term "redundancy" refers to the termination of an

employee's fixed-term employment when a job no longer exists
or has become less important.
Need for Redundancy :
• It has been determined that the employer's business, or a
portion of the employer's company, is no longer operational;
and/or

• There has been a change in the location of the employer's

place of business; and/or

• Because of declining or eliminated demand, the company is no

longer in need of a certain kind of labour to be performed.

Reasons for Rendundancy :

• The employment has been rendered obsolete by new
technologies.

• The position for which you were employed no longer exists.

• The firm must decrease expenses by lowering the number of

employees.

• The company is shutting or relocating.

• Another firm has purchased the company.

EMPLOYEE BURNOUT:
It happens when workers are generally unhappy with their jobs
and feel tired on multiple levels, such as mentally, physically,
and emotionally. The end result is an employee who doesn't feel
up to doing their daily work and isn't interested in their job or
profession in general.
This causes mental distance and lower productivity overall.

Causes of Employee Burnout :

• Excessive Work: One of the most typical reasons for burnout
in the workplace is when workers are coping with excessive
amounts of work.

• Insufficient Work: On the other side, being overworked may

also be caused by a lack of available job.

• Remuneration: Things have the potential to get extremely

difficult very quickly when workers don't feel that the money
they receive is commensurate with the job they do or the
quantity of work they are expected to do.

• Culture and Management: Both the culture of the company

and the management style may have a significant impact on
employee burnout.

Prevention of Employee Burnout :

• Encourage a healthy work routine

• Consider cultural issues: Employee burnout will be simpler to

avoid if your business culture is clear and your executives
reward workers

• Develop a mental health policy

WORK FROM HOME :
It is the idea that a worker can do their job from home. When
someone works from home, they can set their own hours and
don't have to worry about getting to and from work.

It encourages different religions and genders. Work-life balance

is easier for employees who can do some of their jobs from
home.

Benefits of Work from Home:

 Pool of Talent: A varied talent pool contains job candidates
for a certain position with some individuals who have
geographical restrictions or handicapped persons
 Work-life harmony: Employees who work from home are
relieved of household duties and stress, giving them more
time to focus on their jobs.
 Affordable: Costs associated with office infrastructure,
such as office space, power costs, specialised
infrastructure for a workforce with varying demands
 Encouragement: When workers manage their work-life
balance and boost their output, they feel motivated.
 Resource and Energy Saving: When there is no longer a
need to drive to work, working from home frees up time,
energy, and resources that may be utilised to boost
productivity at work.
  Encouragement of Autonomy: Working from home is a perk
for doing a profession that offers independence, freedom,
and schedule flexibility.

Drawbacks of Work from Home:

 The manager isn't keeping an eye on the work. Keeping an
eye on the work is always a big problem
 The cost of setting up the technology needed to put the
idea into action.
 Data transfers always have security problems that are
hard to keep an eye on.
 Not all jobs can be done from home. When employees don't
talk to each other, it can be hard to do a job
 Directions, orders, prescriptions, and rules must be clearly
given in order for a job task to be done well.