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Monthly Archives: February 2017

#HR Word:#Economic #Strike

​An Economic strike is a situation in which there is a strike, lockout, or dispute between an employer and an employee over usual mandatory issues such as wages, hours, benefits, unfair practices of employer or working conditions of the employees. 

Such economic strikes are often resolved by collective bargaining of the employees or the wage labors.

An economic strike can also be understood as an event in which the operations of producing goods and services are temporarily shut down due to walkout of the employee who usually manage the task which are necessary for running the production process. 

An economic strike may also be called voluntarily by the employees associated with any specific employer at a local level or it might also include the labor union

For example a worker may start an economic strike in the protest for the health benefits, lack of sick pay and choose to stop working in the company until the employer takes notice of it and work towards coming to some sort of compromise with the employees. 

Most of the unions have particular regulations, which allows them to see if there is actually any need for economic strike or not.

The economic strike should always be focused on the welfare of the employees

There are certain countries in which such kind of strike activities are discouraged and in some countries it is banned or illegal by the governments, so the labor union have to do any such activity within the legal compliance of the nation they belong to. 

For example, some strategies such as work slowdowns, sit-ins, wildcat strikes are prohibited by some unions as they are considered illegal and against the law in some of the nations.

In most of the cases, working together and coming to a compromise that is acceptable to both the sides and is also beneficial to all the parties concerned. 

When the negotiation between both the parties are completed and the economic strike is avoided, the employees don’t have to be bothered about the loss of income from steady work and the employers also get over the risk of losing business due to delay in production of goods and services to the customers

 
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Posted by on February 28, 2017 in HR Word of The Day

 

#HR #Word:#Early #Return to #Work #Program(ERWP)

Early return to work program is a HR initiative which is a collaborative venture where different departments of the organization are involved in the process of return to work after illness.

It involves a methodical approach to return or remain at work after an injury/illness irrespective of the occupation

.The main aim of this program is to smoothen the process of safe timely return to work after an absence due to injury or medical condition.

The stay at work of an employee is subject to temporary or permanent alternations to include the disability of the individual.


Example

    Eg: A personalized return to work may offer subsidies to retain disabled workers and also the costs of hiring to employers. An injury/illness due the course of employment often causes pain and agony for the source of employment and finances. 

    This policy in a way reduces the anguish of its employee while still retaining against its knowledge transfer time

     
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    Posted by on February 27, 2017 in HR Word of The Day

     

    #HR #Word:#Dysfunctional #Tension

    Dysfunctional Tension is a type of tension or conflict that leads to negative stress.

    This type of tension or conflict within a group obstructs the achievement of its goals. Any conflict within a group can cause negative stress to an individual and can weaken the organization.

    Management must prevent such conflicts in the organization and in case any conflict arises, it should be quick to respond before the conflict leads to further issues for the organization. 

    These conflicts can have a negative impact on productivity as lack of trust and occupational stress might force the employees to leave the organization or might demotivate the employees to perform to their capabilities.

    Characteristics

    a) Increased tension within a group: Members within a group might develop a feeling of mistrust and this can hamper the achievement of a common goal. Such conflicts impose a great challenge on the managers while causing uncertainty, anxiety, frustration, and opposition among the members of a group.

    b) Employee turnover: If the conflict escalates to a level that causes immense stress to the employee, the employee might leave the organization thereby causing further problems for the organization.

    c) Lack of motivation: Group members will not concentrate on achieving a single organizational goal and might seek protection from conflict rather than facing it. The productivity of the whole group will take a hit. This distraction will cause huge losses to the organization as organizational goals will be run over by personal goals.

     
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    Posted by on February 26, 2017 in HR Word of The Day

     

    #HR #Word: #Dumb #Sizing

    Dumb sizing is when an organization reduces (downsizes) the number of people in its workforce so much so that it results in reduction of organizational efficiency hence crippling the business due to loss of knowledge and skills of the employees.

    Most companies when in commercial pressure find an immediate solution to improve their balance sheet by cutting their payroll costs and hence downsizing their employees. 

    However even though it appears that downsizing leads to reduced labor cost, better communication and faster decision making, downsizing causes more harm than good. 

    Employees bring competitive advantage to an organization.Hence loss of an employee also results in loss of valuable information that the employee held in his memory. 

    Besides loss of corporate memory downsizing can also result in reducing the morale of existing employees, loss of knowledge and skill of the outgoing employee and disruption in the social networks within the organization

    . So indiscriminate downsizing could cause a serious gap in the skills of an organization. Hence even though downsizing seems an attractive option in the short term, it deteriorates the quality, effectiveness and productivity of an organization as a result of loss of knowledge and leads to a dumber organization resulting in dumb-sizing.

     
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    Posted by on February 25, 2017 in HR Word of The Day

     

    #HR Word: #Dual #Labour #Market

    Dual Labour Market is a concept that separates the jobs in the labor market into Primary and Secondary Sectors. 

    • The primary sector is characterized by jobs with good pay and high status along with security in the job. The conditions of working are good and promotional opportunities are plenty.
    •  The secondary sector on the other hand is associated with jobs of low-status and low paying packages. With poor working conditions and very less job security, it hardly provides any opportunities of promotion. 

    This separation is done based on different criteria like sex, race, social background etc.

    This primary sector is again separated into Two

           Sub-ordinate and Independent primary jobs.

    Subordinate primary jobs are usually routine-oriented. They enhance the reliability and discipline along with adherence to rules and administration. It encourages the acceptance of firm’s goals

    The independent primary jobs, on the other hand, needs creativity, pro-active characteristics with standards of professionalism at work.

    The employment systems in both the secondary and primary sectors are different from each other. The ability to improve the economic status of a family is drastically limited between these two sectors. The people in the secondary sector are often stuck in this sector and are unable to increase their economic mobility. The underemployment which marks the secondary sector is caused because of the confinement of workers to unskilled jobs who could be trained for skilled jobs at no more than the usual cost


    Happy Mahashivratri to all..

     
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    Posted by on February 24, 2017 in HR Word of The Day

     

    #HR Word : #Dual #Commitment

    Dual commitment is the situation where a person has divided loyalty between two organizations or employers or projects at the same time. Often this results in a complicated situation where the person is responsible for safeguarding the interest of both the parties at the same time.

    Working for an organization demands a sense of loyalty & commitment towards the respective employer from the employee. This is to ensure that he feels the job is important & he is accountable for the same.

    Example: A person working for a real estate industry becomes a real estate consultant in some other company. He is basically looking after two interests at the same time. I took the example of real estate as it is an unregulated industry.

    Thus we understand that dual commitment is possible in cases of unregulated industry, whereas illegal in regulated industry like insurance sector, etc.

    Advantages:

    1. There is a scope for extra remuneration for the person incase he is not happy with the compensation of the first company.

    2. The person also comes to know about different scope & knowledge of the jobs is improved.

    Disadvantages:

    1. He is not able to perform to the fullest in any of the jobs, as he is committed to both jobs at the same time.

    2. Sometimes it may be against the labor laws to allow the organizations to prohibit dual, and they may even land in legal issues

    Thus it is imperative that dual commitment could be found in conditions of high cooperation on part of the employer, but it should be limited given that every job demands maximum potential out of any person to succeed.

     
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    Posted by on February 23, 2017 in HR Word of The Day

     

    #HR Word:#Dress Down #Day (#Casual #Friday)

    Dress Down Day means relaxation from wearing formal dress on a particular day at work place.

     Employees are allowed to come to office in casual clothing like jeans, skirts, sandals etc. It is also called as Çasual Friday in companies. 

    Many companies are following this norm to relax the dress code for at least one day in the week which is usually Friday.

    They can get away from ties, shirts, coats and relax in their most comfortable clothes. Dress down day can be at workplace or schools or for a particular purpose e.g. fund raising, but mostly this term is widely used in companies only.

    Objectives:

    • Dress down day allows employees to dress up in casual attire and take a break from everyday wearables like ties, coats etc. It gives them opportunity to dress in their regional attire also and feel connected.

     

    • This can also act as motivator or boost morale of employees. Suppose a particular client is converted, a big deal is signed, a project is completed or a sales target is met, then companies free employees to come in casuals and call it as dress down day.

     

    • Dress down day can be used for particular purpose like to support a cause or fund-raising. For example sometimes we see children selling t-shirts with some logo written on them for fund-raising. Or, we see people selling customized t-shirts to support some cause. Those t-shirts then needs to be worn on a particular day by everyone in order to show your support.

    Sometimes, this also becomes important to make it clear to employees what is appropriate as per your business. Too short skirts, button-down shirts may not suit the company’s culture or clients dealing on Fridays.

    Many companies worldwide follow this trend of having one working day, usually Friday, as dress down day. As an example, IT companies like Infosys, TCS etc. have trend of casual Fridays when employees can in their comfortable casual clothes.

     
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    Posted by on February 22, 2017 in HR Word of The Day

     
     
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