Upload
kmabcde
View
6
Download
4
Embed Size (px)
DESCRIPTION
socres
Citation preview
EMPLOYEE RELATIONS
ABELLON, KIMBERLY MALKABASA, CATHERINE MEG
MUNOZ, MICHAELAADAME, IRENE
GONZALES-CHENG, CARMELABENITEZ, KATRINA
Shell’s Commitment to Employees & Community
Case Study
Communication & Engagement Compliance Business Integrity Local Communities Political Activities Economic Responisbilities Fair Competition Health, Safety, Security & Environmental Management
Responsibilities to Employees
Responsibilities to Employees
Responsibilities to Employees
EconomicResponsibilities to Employees
Employee-employer contract Contract includes beliefs, perceptions,
expectations, and obligations that constitute an agreement between individuals and their organizations.
Informal contract has significant impact on an employee’s actions.
When promises or expectations are not met, there is an enormous breach of trust resulting in less loyalty.
Psychological Contract
The beliefs, perceptions, expectations, and obligations that make up the agreement between individuals and the organizations that employ them Largely unwritten Details of the contract develop through
interactions with managers and coworkers and through perceptions of the corporate culture
Workforce Reduction
Process of eliminating employment positions Can involve reducing the number of
employees, simplifying products and processes, and decreasing quality and service
Makes the private relationship between employee and employer a public issue that creates concern, criticism, and economic effects on multiple stakeholders
Workforce Reduction
Key considerations A comprehensive plan must be developed that
takes into account the financial implications and qualitative and emotional toll of the reduction strategy.
The organization should commit to assisting employees who must make a career transition.
Companies must accept the consequences of terminating employees.
How Individuals CanMitigate the Effects of Downsizing
Employees should understand how their skills and competencies affect business performance.
Employees should strive for cost-cuttingand conservation strategies regardless of the employer’s current financial condition.
Today’s work environment requires that most employees fulfill diverse and varying roles. More cross training Flexible workplace
Legal Responsibilities to Employees
Employment at will This common-law doctrine allows
the employer or employee to terminate the relationship at any time as long as it does not violate an employment contract.
Many states still use the employmentat will philosophy, but laws and statutesmay limit total discretion.
Legal Responsibilities to Employees (cont.)
Wages and benefits Fair Labor Standards Act of 1938
prescribed minimum wage and overtime pay, record keeping, and child labor standards.
Employee Retirement Income Security Act set uniform minimum standards to ensure that employee benefits are established.
Legal Responsibilities to Employees (cont.)
Labor unions National Labor Relations Act
legitimized the rights of employees to engage in collective bargaining and to strike.
Legal Responsibilities to Employees (cont.)
Health and safety Occupational Safety and Health Act
sought to ensure safe and healthy working conditions for all employees.
Recent rules require organizations to be concerned with ergonomics, the design, arrangement, and use of equipment to maximize productivity and minimize strain.
Legal Responsibilities to Employees (cont.)
Equal Opportunity Employment Civil Rights Act of 1964 prohibits
employment discrimination on the basis of race, national origin, color, religion, and gender.
Legal Responsibilities to Employees (cont.)
Equal Opportunity Employment (cont.) Affirmative action programs allow
companiesto build balanced workforces. Recruiting Training Promoting
Equal Employment Opportunity Commissionmonitors compliance with the law.
Legal Responsibilities to Employees (cont.)
Sexual Harassment Unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature When submission to or rejection of this conduct
explicitly or implicitly affects an individual’s employment; unreasonably interferes with an individual’s work performance; or creates an intimidating, hostile, or offensive work environment, sexual harassment has occurred.
Legal Responsibilities to Employees (cont.)
Sexual Harassment (cont.) Quid pro quo
Exchange of job benefits for sexual favors
Hostile work environment Epithets, slurs, negative stereotyping,
intimidating acts, and/or graphic materials that show hostility toward an individual or group
Other types of conduct that affect the work environment
Whistle-Blowing
A whistle-blower is one who reports individual or corporate wrong-doing to either internal or external sources. The focus is usually on issues or
behaviors that need corrective action.
Whistle-Blowing (cont.)
Managers and other employees may not appreciate reports that expose company weaknesses, raise embarrassing questions, or otherwise detract from organizational tasks. Historically, whistle-blowers have been
retaliated against, demoted, fired, and even worse as a result of their action.
Ethical Responsibilities to Employees
Training and development Benefits include stronger recruitment and
retention, employee commitment, job satisfaction, and productivity
Diversity Embraces the unique skills and
contributions of all types of people Brings benefits as well as challenges
Profiles of Generations at Work
Ethical Responsibilities to Employees (cont.)
Allow for work/life balance Assist employees in balancing work
responsibilities with personal and family responsibilities
Provide flexibility Flextime Job sharing Child care Elder care Health clubs
Philanthropic Activities
Corporate giving affects employee attitudes toward the organization.
Employees benefit from participating in volunteerism programs and other philanthropic projects. Builds teamwork skills Educates employees Example: More than 30,000 volunteers support the Ronald
McDonald House Charities, donating one million hours of service per year (Source: www.rmhc.com, 11/30/09).
Strategic Considerations
Strong employee initiatives lead to a company being viewed as the “employer of choice.” This allows an organization to attract, optimize,
and retain the best employee talent over the long term.
Not Willing to Work for Certain Employers
Best Practices of Employers of Choice
Strategic Implementation of Responsibilities to
Employees
Principles
Company Image Organizational Structure Respected leadership Caring of people Growth and Opportunity Meaningful work Compensation and Benefits Make a Difference