Problems at work types of workers dismissals and redundancy
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Problems at work, types of workers,dismissals and redundancy . How do business grievance procedures help to resolve disagreements ? Fair and unfair dismissals. Other definitions, like types of contracts and core vs. peripheral workers. Problems at work.

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Problems at work, types of workers,dismissals and redundancy


  • How do business grievance procedures help to resolve disagreements?

  • Fair and unfair dismissals.

  • Other definitions, like types of contracts and core vs. peripheral workers


Problems at work

Contract of employment (see example)...is legally binding

It will contain information on grievance and disciplinary procedures, or where this information can be found

employment contract = a legal document that sets out the terms and conditions governing a worker’s job.


Disciplinary procedures

An employer will usually institute a formal disciplinary process in cases where an employee has committed a serious breach of their contract, or where a resolution cannot be found informally to a problem.

Poor quality of work, constant lateness, not turning up for work, turning up drunk for work, or theft would all constitute serious breaches of contract.


Types of dismissal

If an employee is legally sacked for a good reason, this is known as fair dismissal. If they are sacked for no good reason, this is unfair dismissal (and will lead to compensation plus damages).


Legal reasons for dismissal

An employee can only legally be dismissed for the following reasons:

  • Breaching the terms as stated in their contract of employment.

  • If they are incapable of doing the work.

  • If they are involved in illegal activities.

  • Some other significant reason (e.g. continually refusing to comply with reasonable requests).

  • Redundancy – when there is no longer work for that person to do.


  • Rememberourdiscussionsabouttheprofitability of thecompanybeingthenumberonepriority…… Redundancy – thisis a ‘fairdismissal’, duetothefactthatthe position occupied no longerexists.


  • Otherimportant HR definitions


  • Types of Contracts


Temporaryemploymentcontract – for a fixedamount of time, forexample, 6 months


Flexi-time contract - allowsstafftowork at times convenienttoemployers and employees


Part-time employmentcontract– isforlessthan a full week of work, usuallylessthan 40 hours


Outsourcing– notemployingstaffdirectly, insteadyou use anoutside

agencyororganization


Teleworking– staffworkingfrom home butkeepingcontactwiththe office bymeans of IT communications


Peripheral vs. CoreWorkers

  • Peripheral– Temporary and

    part-time employees

  • Core – Full-time, permanentemployees


Advantages and DisadvantagesforCompany

  • Staff can berequiredtowork at particularlybusyperiods, company can avoidpaying regular staffovertimepay

  • More staffavailabletocallon

  • Efficiency of worker can beevaluatedbeforeofferingthem a full-time position

  • Teleworking can lead tocostsavings (such as needingless office spaceforworkersornotofferingthemcertainbenefits)

  • More stafftomanage

  • Effectivecommunicationis more difficult


Advantages and Disadvantagesforpart-time workers

  • Ideal forstudentsorparentswithyoungkid, orelderly

  • Can workfortwocompanies at thesame time

  • Earningless

  • Paid at a lowerrate

  • No security (assurance of futureearnings)


THE SHAMROCK ORGANIZATION

  • CORE WORKERS – STRATEGISTS, KNOWLEDGE AND CORE PROCESSES (ex: Head of Sales)

  • FLEXIBLE WORKERS – PART-TIMERS, CONTRACTORS AND CONSULTANTS (ex: Consultanthiredtostudyhowtoincreasemotivation)

  • OUTSOURCED WORK – IT, MARKETING, PAYROLL, TRAINING, FRANCHISING (ex: outsidecompany produces thecompany´sadvertisementsfortelevision)


Hard HRM vs. Soft HRM

  • Hard HRM – managestaff, focusingoncostcutting and utilizingpart-time staff, temporarycontracts, and outsourcing, formaximumflexibility

  • Soft HRM – focusonmaximizingthemotivation and output of yourcorestafftoincreaseprofitability (Mayo, Maslow and Herzbergfollowerswill use this)


  • Two final definitionswedidnotcoverpreviously…………..


  • HRM – BOOK DEFINITION-

  • IS THE STRATEGIC APPROACH TO THE EFFECTIVE MANAGEMENT OF AN ORGANIZATION´S WORKERS


WorkforceAudit

A check of theexistingqualifications of existingemployees


  • SKIT FOR 1ST CLASSES AFTER BREAK


Business Studies, 2nd termSkit

  • 20 marksassessment

  • Top team - eachteammembergets 3 extra pointsonnext HW (tobecarriedoveruntilusedentirely) and Academic GHM

  • 2nd bestteam – eachteammembergets 1 extra pointonnext HW


  • Eachteammember MUST participate in theskit

  • Evaluatedonpresentation of oneor more of the ideas westudiedfor HRM section

  • Creativity, excellence of presentation, accuracy, educationalusefulness


  • Two full 40 minute classesto prepare

  • One 40 minute classforthepresentations (skits)

  • Randomorder

  • Teamswillbemixed, bedifferentthanthefirstgroupproject


Option A

3 groups of 3 students

1 group of 2 students

Option B

4 groups of 3 students

2 groups of 2 students


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