Maintaining People in Business

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Course Code PHRM52103

Title Maintaining People in Business

Status Core

Learning outcome On completion of this course unit students should be able to

(a) Acquire advanced knowledge and skills essential for managing and maintaining people at work towards enhancement of harmonious and conducive working environment, (b) Identify the important functions of Maintaining People in Business, (c) Understand the importance of dealing discipline & grievance issues within the work place, comply with legislation and understand it impacts on employee motivation, productivity and business costs, (d) Conduct a disciplinary investigation, (e) Understand and manage company’s welfare administration policy and programmes effectively

Content                      Employee Grievance Handling : Importance of Grievance Handling,  Causes of Grievances, Methods of Handling Grievances, Principles in laying Down Grievance Handling Procedure, Formal Grievance Settlement Procedure,  Guidelines for Effective & Efficient Settlement of Grievances.

Employee Welfare Management: Objectives of Employee Welfare, Importance of Employee Welfare, Statutory and Non-Statutory welfare, Principles of Welfare Management, Developing & Managing Welfare Program.

Employee Disciplinary Management (EDM): Importance of Discipline, Framework of EDM, Principles of EDM, Prevention Discipline & Corrective Discipline, Procedure of Disciplinary Inquiry and Disciplinary Investigation, Progressive Discipline, Hot Stove Rule in Disciplining Employees.

Employee Relations (ER): Understanding the Rationale of Employee Relations, Factors Affecting ER, Distinguish Industrial Relations & Labour Management Relations, Nature & Scope of Collective Bargaining, Collective Bargaining Methods & Process, Workers Participation and Industrial Democracy

Methodology Lectures, Discussions, Presentations, Case Studies and Tutorials

Assessment End semester examination - 60%, Assignments – 40%, One of the assignments may sometimes be replaced by a mini test or a presentation

Recommended Reading

1.      Dessler, G. (2008) A framework for Human Resource Management, 4th edition, Prentice hall

2.     Armstrong, M. (2007), A Handbook of Personnel Management, 10th ed., Kogan Page, London.

3.     Monappa, A. (2007) Industrial Relations,  Tata McGraw-Hill Publishing Co. Ltd.,  New Delhi Ivanecivich, J.M. (2006) Human Resources Management

4.     David Ulrich , Wayne Brockbank , (2005), The HR Value Proposition, 1 edition,  Harvard Business School Press.

5.     Nell W. C., James W. K., (1986), Collective Bargaining, 3rd edition, McGraw-Hill Inc., New York, USA.

Research Articles:

6.     Opatha H.H. D. P. (2005), An Empirical Investigation of  Union-related Factors Contributing to the Labour-Management Relationship in Manufacturing Firms in Sri Lanka, Sasin Journal of Management, Vol.11.

7.         Deery, S, Peter E, and Iverson R. (1999), “Industrial Relations Climate, Attendance Bahaviour and the Role of Trade Union”, British Journal of Industrial Relations.

Last modified on Wednesday, 08 July 2015 10:12
Published in: MHRM

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