chapter 13 Flashcards
internal employee relations
those HRM activities associated with the movement of employees within the organisation
employment at will
unwritten contract created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last
discipline
state of employee self control and orderly conduct that indicates the extent of genuine temwork within an organisation
disciplinary action
invoking a penalty against an employee who fails to meet established standards
approaches to disciplinary action
hots stove rule, progressive disciplinary action, disciplinary action without punishment
hot stove rule
1.burns immediately, provides warning, gives consistent punishment, burns impersonally
progressive disciplinary action
designed to ensure that the minimum penalty appropriate to the offense is imposed
disciplinary action without punishment
process in which the workr is given time off with pay to think about wether he or she wants to follow the rules and continue working for the company
termination
most severe penalty that an organisation can impose on an employee
emotional intelligence
ability t recognise and manage emotions
resons for termination of executives
economic downturns, reorganisation/downsizing, philosophical differences, decline in productivity
demotion
process of moving a worker to a lower level of duties and responsibilities which typically involves a recution in pay
as alternative to termination
downsizing
reverse of a company growing; it suggests a one time change in the organisation and the number of people employed
outplacement
a procedure whereby laid-off employees are given asssistance in finding employment elsewhere
severance pay
compensation designed to assist laid-off employees as they search for new employment
ombudsperson
complaint officer who has access t top management and who hears employee complaints, investigates and recommends appropriate action
alternative dispute resolution
procedure whereby the employee and the company agree ahead of time that any problems will be addressed by an agreed-upon means
transfer:
lateral movement of a worker within an organisation
promotion
movement of a person to a higher level position
exit interview
means of revealing the real reasons employees leave their jobs. it is conducted before an employee departs the company and provides information on how to correct the causes of discontent and reduce turnover
postexit questionnaire
questionnaire sent to former employees several weeks after they leave the organisation to determine the real reason they left
attitute survey
seeks input from employees to determine their feelings about topics such as the work they perform, their supervisor, work enivornment, flexibility, opportunities for advancement, T&D opportunities and the firms compensation system
offboarding
facilitates employee departure from the company by assisting in the completion of exit tasks including exit interviews, forms completion, the return of comapny property and ensuring that employees receive the appropriate extended benefits
phased retirement
any arrangement that allows people to move from full time work to retirement in steps
key to successful retention
focus on top performers and deterine their risk of leaving
problems with conducting disciplinary action in the global environment
differences in how governments see disciplinary action it is difficult for a company to establish a global standardised policy on it
