MU0012 – Employee Relations Management

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ASSIGNMENT

 

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

1 Employee relations management (ERM) is all about management of relationship with employees in an organisation. Explain the features and importance of this ERM.

Answer : Enterprise risk management (ERM) is an enigma. Many executives say they do it, yet gather 10 of them in a room and they can’t agree on what it is. The reality is companies think they are implementing ERM, but they really aren’t. What we see in practice often demonstrates a very limiting view of ERM, from maintaining a list of risks (“enterprise list management”) to summarizing risk responses, leaving many corporate leaders underwhelmed with its value contributed in view of the speed of business and ever-changing economic environment.

 

Features of ERM

 

 

 

2 What are the various types of communication? Explain the importance of organisational communication. What are the methods to improve communication?

Answer :  Types of communication

 

Types of communication based on the communication channels used are:

 

1. 1.       Verbal Communication
2. 2.       Nonverbal Communication

 

1. Verbal Communication

 

Verbal communication refers to the the form of communication in which message is transmitted verbally; communication is done by word of mouth and a piece of writing. Objective of every communication is to have people understand what we are trying to convey. In verbal communication remember the acronym KISS(keep it

 

3 Human Resource Information System (HRIS) helps organisations to carry out their HR administrative functions in an effective manner. What are the important features that makes a good HRIS? Mention some common applications of HRIS.

Answer : If you’ve decided that the time to upgrade your HR department with a state of the art HRIS has come, you’ll likely be surprised by the variety of features that today’s HRIS can offer. The basic functions that most companies expect from an HRIS are still present, along with many additional features that can transform not only your HR department but your entire business. To find the best HRIS money can buy, you’ll want to keep your eyes out for a few key features. These are the five key functions that any good HRIS can provide, and although you may not need them all at the moment there may come a time when you’re glad your HRIS

 

 

4 What are the objectives of organisational discipline? List the types of disciplinary problems. Explain the steps of disciplinary procedures commonly followed in many organisations.

 

Answer : Objectives of organisational discipline

If you asked most employees the purpose of a progressive discipline policy, many would say companies use it to justify involuntary terminations. However, discipline in the workplace has more than one purpose. Employers develop and implement disciplinary and corrective-action policies for a variety of reasons, ranging from instructing proper workplace processes to deciding who gets promoted from within.

Workplace Structure

Disciplinary review and corrective-action policies provide

 

 

5 What is trade union and what are its objectives? Describe trade unions in India.

Meaning of trade union

 

Answer : Development of modern industry, especially in the  Western countries, can be traced back to the 18th century. Industrial development in India on Western lines, however commenced from the middle of the 19th century. The first organised Trade Union in India named as the Madras Labour Union was formed in the year 1918. Since then a large number of unions sprang up in almost all the industrial centres of the country. Similarly, entrepreneurs also formed their organisations to protect their interests. In 1926, the Trade Unions Act was passed by the Indian Government. The Act gave legal status to the Registered Trade Unions.

 

 

 

6 Write a brief note on the following Acts:

 

(i) Factories Act, 1948

Answer : The Factories Act 1948 was an Act of Parliament passed in the United Kingdom by the Labour government of Clement Attlee. It was passed with the intention of safeguarding the health of workers. It extended the age limits for the medical examination of persons entering factory employment, while also including male workers in the regulations for providing seats and issuing extensive new building regulations.

 

(ii) Industrial Disputes Act, 1947

Answer : The Industrial Disputes Act, 1947 extends to the whole of India. It came into force April 1, 1947.

 

The objective of the Industrial Disputes Act is to secure industrial peace and harmony by providing machinery and procedure for the investigation and settlement of industrial disputes by negotiations.

Various studies indicate that Indian labour laws are highly protective of labour, and labour markets are relatively inflexible. These laws apply only to the organised sector. Consequently, these laws have restricted labour mobility, have led to capital-intensive methods in the organised sector and adversely affected the sector’s long-run demand for labour

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