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HRM > unit 5 > Flashcards

unit 5 Flashcards

1
Q

Employment health & safety records are useful in determining:

A
  • Employment history and occupational exposure records;
  • Injuries and illnesses on the job; and
  • Workers‘compensation records.
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2
Q

SAFETY PROCESS IN WORKPLACE

A
  1. safety policy
  2. provision on physical health services
  3. mental health services.
  4. emp assistance prog
  5. fitness program
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3
Q

IMPORTANCE/ NEED FOR WORKPLACE HEALTH & SAFETY

A
  1. keeping people safe
  2. ing cause time and money
  3. less ing cause more productivity.
  4. high company reputation and emp branding
  5. min legal liablities.
  6. emp motivation
  7. contin flow of work.
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4
Q

TOOLS FOR EFFECTIVE HEALTH AND SAFETY PROGRAM

A
  1. Managment training
  2. emp training
  3. off the job safety
  4. workplace inspection
  5. task analysis
  6. task obser
  7. emergency preparation
  8. accident investigation
  9. accident analysis
  10. grp meetings.
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5
Q

EMPLOYEE WELFARE

A

entails around providing the emps all the facilities and services in addition to wages and salaries.

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6
Q

OBJECTIVES OF EMPLOYEE WELFARE

A
  1. emp loyalty
  2. stable labour force
  3. reduce labour turnover and absenteesim
  4. goodwill and enhance public image
  5. efficient emp recruitment
  6. efficiency and recruitment
  7. prevent gov intervention
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7
Q

BENEFITS OF WELFARE MEASURES

A
  1. improve efficiency and promote better intdustrial health relations for industrial peace.
  2. emp motivation fro providing better welfare facilities.
  3. substance absue and other social evils are reduced.
  4. improve of mental and physiucal health of emps.
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8
Q

IMPORTANCE OF EMPLOYEE WELFARE

A
  1. change in industrial relations
  2. imp efficieny and productivity
  3. reduction of substance absue and other social evil
  4. enhance in public image.
  5. better physical and mental health
  6. stable labour force, reduce l;abour turnover and absenteesim.
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9
Q

social securtiy

A

peotection that the society provides to individuals and households to access healthcare and guarantee income especially in cases like old age, sickness, invalidity, maternity.

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10
Q

characteristics of social security.

A
  1. ensure social and economic justice.
  2. changes with change in economic and social conditions in the country at present
  3. follows the social legislations
  4. offset that protects people from unemp, sickness, maternity, invalidity etc.
  5. provides protection to people of small means against risks and contingencies.
  6. protection and stability of the labour force.
  7. imp part of the public policy.
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11
Q

TYPES OF SOCIAL SECURITY SCHEMES

A
  1. social insurance. 2. social assistance, 3. public service.
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12
Q

Social Insurance

A

system of compulsory contribution to enable provision of state asssistance for unemp, sickness etc.

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13
Q

Social Assistance

A

medical, sickness, old age or retirement, emp injury, family, maternity.

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14
Q

retirement plan - defined benefit plan

A

fiixed sum is paid regularly to a person

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15
Q

old age retirement plan - defined contribution plan

A

fixed sum is invested then becomes available for old age.

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16
Q

Family benefit

A

in case of the death of a government servant in service, a payment of one lakh and fifty is to be paid to teh nominee of the gov servant.

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17
Q

NEED OF EMPLOYER-EMPLOYEE RELATION

A

productivity, eff, motivation, delegation, strong emp relations, setting goals, loyalty, conflict reduction

18
Q

GRIEVANCES

A

discontent or dissatisfaction whether expressed or not, valid or not arising out of involvement with the company that a emp feels, believes is unfair

18
Q

GRIEVANCES

A

discontent or dissatisfaction whether expressed or not, valid or not arising out of involvement with the company that a emp feels, believes is unfair

19
Q

CAUSES OF GRIEVANCES

A
  1. resulting from working conditions

2. resulting from management policy

20
Q

CAUSES OF GRIEVANCES

a. resulting from working con

A 
improper match of job with worker
change in schedule
improper requirement
poor working environment
poor relationship with the superior.
failure to maintain discipline
21
Q

CAUSES OF GRIEVANCES

2. resulting from management policy.

A 
wage
leave
transfer
promotion demotion and discharge 
lack of career planning
22
Q

OBJECTIVES OF THE GRIEVANCE HANDLING

A

rtertret

23
Q

EFFECTS (OR) RESULT OF GRIEVANCE

A

on the basis of production
employee
managers.

24
Q

GREIVANCE REDRESSAL PROCEDURE

A

open door policy and step-ladder policy

25
Q

Open door policy

A

Under this policy, the aggrieved employee is free to meet the top executives of the
organization and get his grievances redressed.

Such a policy works well only in small organizations.

However, in bigger organizations, top management executives are usually busy with other concerned
matters of the company.

Moreover, it is believed that open door policy is suitable for executives;
operational employees may feel shy to go to top management.

26
Q

Step ladder policy

A

supervisor > departmental head > joint grievance committee > chief executive > voluntary arbitration (the arbitration is binding on both sides )

27
Q

INDUSTRIAL DISPUTES

A

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28
Q

INDUSTRIAL DISPUTES

may occur due to the misunderstanding of

A

employer and employer
employee and employee
employer and employee

29
Q

OUTCOMES OF INDUSTRIAL DISPUTES

A
  1. strikes

2. lockouts.

30
Q

Boycott

A

hgjghj

31
Q

Stay away Strike

A

dfgdfg

32
Q

Pen Down Strike

A

sdad

33
Q

Token Strike

A

dfsdf

34
Q

Lightning Strike

A

fdgfg

35
Q

Go slow

A

sdsf

36
Q

Go slow

A

fdgfdg

37
Q

Sympathy strike

A

dsfdfd

38
Q

General Strike

A

dfdsf

39
Q

TYPES OF INDUSTRIAL DISPUTES

A

interest dispute
grievance dispute
recognition dispute
unfair labor practices.

HRM (5 decks)

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