Demo Presentation 1

8/3/2019 Demo Presentation 1

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These issues can vary depending upon the size of theorganization, the industry and immediacy of the

situation at hand.


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turnovery Employee turnover is often a metric organizations view as

having a negative impact on the organization

1) If a poor performing employee quits, there is no risk of awrongful discharge claim. But it can also be an opportunityfor positive change for the organization.

In this scenario, the organization can:

1. Promote a current employee2. Hire someone with greater skills3. Evaluate the department for possible restructure4. Realign the budget


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2) If a high performer resigns, there may be a temporarynegative impact for the organization if it affects the abilityof the organization to function properly. There are also

costs associated with hiring and training a newemployee. But it also provides the organization anopportunity to reevaluate its career and employeedevelopment and total compensation programs.

High turnover is a concern, but low turnover can also be a

concern if it means that low performers are rewarded withcontinuing employment. Low turnover can also be a signof stagnation within an organization, and begs thequestion, "Why are these employees not being hired byother organizations?"


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Hr issuesy Personnal issues

y Training issues

y Legal issues

y http://www.ehow.com/list_7242920_hr-issues-organizations.html


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HR Issues in the New Workplacey Teams and Projects

y TemporaryEmployees

y Technology

yWork-Life Balance

y Downsizing

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HR Issues in the New

Workplace

y Teams and Projects major trend in todays workplace

y

With emphasis on projects, distinctions between jobcategories and descriptions are collapsing

y Many of todays workers straddle functional &departmental boundaries; handle multipletasks/responsibilities

y Virtual team = made up of members whoy are geographically or organizationally dispersed,

y rarely meet face to face, and

y do their work using advance information technologies.

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Teams andProjects


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Workplacey In opening years of the 21st century, largest employer in U.S.

was a temporary employment agency, Manpower, Inc.

y

TemporaryE

mployees do everything from data entry tointerim CEO

y Contingent workers = people who work for an organization,but not on a permanent or full-time basis, includingtemporary placements, contracted professionals, or leased

employees

TemporaryEmployees


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Workplacey Telecommuting and virtual teams are related trends

y Telecommuting = using computers and

telecommunications equipment to perform work fromhome or another remote location

y Work anywhere -wireless Internet devices, laptops, cellphones, fax machines

y Extreme telecommuting = people live nd work in countriesfar away from the organizations physical location

Technology


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Workplace

y Telecommuting is one way organizations help

employees lead more balanced lives

y Flexible scheduling important in todays workplace 27% of workforce/flexible hours

yBroad Work-Life Balance initiatives criticalretention strategy on-site gym & childcare, paidleaves & sabbaticals

Work-LifeBalance

ManyEuropean companies ahead of U.S. companies


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Workplace

y Downsizing = intentional, planned reduction in the sizeof a companys workforce

y Managers can smooth the downsizing process

y Regularly communicating with employees

y Providing them with as much information as possible

y Providing assistance to workers who will lose their jobs

y Using training and development for remainingemployees

Downsizing


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HR Issues in the New Workplace

y HR issues present many challenges for

organizations and HR managers as they worktoward the three primary HR goals

Attracting

Developing Maintaining an effective workforce


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INDIAN AIRLINES CASE STUDYy Indian airlines is known for its continuous loses over years,

frequent human resourse problems, gross mismanagementwere just some of the few problems plagued the company.

y IA's recurring human resource problems were attributed toits lack of proper manpower planning and underutilisationof existing manpower.

y IA's eight unions were notorious for their defiant attitude

and their use of unscrupulous methods to force themanagement to agree to all their demands. . FromNovember 1989 to June 1992, there were 13 agitations bydifferent unions.


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CONTI.y During December 1992-January 1993, there was a 46-day

strike by the pilotsy In in April 1995. The pilots began the agitation demanding

higher allowances for flying in international sectors.

the issue was not been addressed.so they refused to fly

y Thereafter they went on a strike, saying that the cabin crew

earned higher wages than them and that they would not flyuntil this issue was addressed

y In 1996, there was another agitation, with many pilotsreporting sick at the same time.


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Contiy In January 1997, there was another strike by the pilots,

this time asking for increased foreign allowances, fixed

flying hours, free meals and wage parity withA

llianceAir.

y April 2000 saw another go-slow agitation by IA'saircraft engineers who were demanding pay revision

and a change in the career progression pattern...


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OBSERVATIONSy The recruitment and creation of posts in IAwas done

without proper scientific analysis of the manpower

requirements of the organizationy IA's employee unions were rather infamous for

resorting to industrial action on the slightest pretextand their arm-twisting tactics to get their demands

accepted by the management.y IAwas been focussed only on customer satisfaction

rather than knowing its own crew satisfaction.


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SOLUTIONSy One Union in One Industry

y Management and work force co-ordination

y Outside leadershipy Bargaining powers (management only)

y Incentives based on profits


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HR Issuesy Women security:

( recent issues about girls been misbehaved so security should be given tothem)

y Food problem (high cafeteria prizes)

y Downsizingy Holding an employee when he is not interestedy Firing employee when he is not needed.

y Managers can smooth the downsizing process

y Regularly communicating with employees

y Providing them with as much information as possible

y Providing assistance to workers who will lose their jobs

y Using training and development for remaining employees

y Outsourcing ( giving work to third party)

Demo Presentation 1

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