problems at work, types of workers,dismissals and redundancy

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Problems at work, types of workers,dismissals and redundancy


How do business grievance procedures help to resolve disagreements?Fair and unfair dismissals.Other definitions, like types of contracts and core vs. peripheral workers


Problems at work

It will contain information on grievance and disciplinary procedures, or where this information can be found

Contract of employment (see example)...is legally binding

employment contract = a legal document that sets out the terms and conditions governing a worker’s job.


Disciplinary procedures

An employer will usually institute a formal disciplinary process in cases where an employee has committed a serious breach of their contract, or where a resolution cannot be found informally to a problem.

Poor quality of work, constant lateness, not turning up for work, turning up drunk for work, or theft would all constitute serious breaches of contract.


Types of dismissal

If an employee is legally sacked for a good reason, this is known as fair dismissal. If they are sacked for no good reason, this is unfair dismissal (and will lead to compensation plus damages).


Legal reasons for dismissal

Breaching the terms as stated in their contract of employment.

If they are incapable of doing the work.

If they are involved in illegal activities.

Some other significant reason (e.g. continually refusing to comply with reasonable requests).

Redundancy – when there is no longer work for that person to do.

An employee can only legally be dismissed for the following reasons:


• Remember our discussions about the profitability of the company being the number one priority…… Redundancy – this is a ‘fair dismissal’, due to the fact that the position occupied no longer exists.


•Other important HR definitions


•Types of Contracts


Temporary employment contract – for a fixed amount of time, for example, 6 months


Flexi-time contract - allows staff to work at times convenient to employers and employees


Part-time employment contract – is for less than a full week of work, usually less than 40 hours


Outsourcing – not employing staff directly, instead you use an outside agency or organization


Teleworking – staff working from home but keeping contact with the office by means of IT communications


Peripheral vs. Core Workers

•Peripheral – Temporary and part-time employees

•Core – Full-time, permanent employees


Advantages and Disadvantages for Company

• Staff can be required to work at particularly busy periods, company can avoid paying regular staff overtime pay

• More staff available to call on

• Efficiency of worker can be evaluated before offering them a full-time position

• Teleworking can lead to cost savings (such as needing less office space for workers or not offering them certain benefits)

• More staff to manage

• Effective communication is more difficult


Advantages and Disadvantages for part-time workers

• Ideal for students or parents with young kid, or elderly

• Can work for two companies at the same time

• Earning less

• Paid at a lower rate

• No security (assurance of future earnings)


THE SHAMROCK ORGANIZATION• CORE WORKERS – STRATEGISTS, KNOWLEDGE AND

CORE PROCESSES (ex: Head of Sales)

• FLEXIBLE WORKERS – PART-TIMERS, CONTRACTORS AND CONSULTANTS (ex: Consultant hired to study how to increase motivation)

• OUTSOURCED WORK – IT, MARKETING, PAYROLL, TRAINING, FRANCHISING (ex: outside company produces the company´s advertisements for television)


Hard HRM vs. Soft HRM

• Hard HRM – manage staff, focusing on cost cutting and utilizing part-time staff, temporary contracts, and outsourcing, for maximum flexibility

• Soft HRM – focus on maximizing the motivation and output of your core staff to increase profitability (Mayo, Maslow and Herzberg followers will use this)


• Two final definitions we did not cover previously…………..


• HRM – BOOK DEFINITION-

• IS THE STRATEGIC APPROACH TO THE EFFECTIVE MANAGEMENT OF AN ORGANIZATION´S WORKERS


Workforce Audit A check of the existing

qualifications of existing employees


• SKIT FOR 1ST CLASSES AFTER BREAK


Business Studies, 2nd term Skit

• 20 marks assessment

• Top team - each team member gets 3 extra points on next HW (to be carried over until used entirely) and Academic GHM

• 2nd best team – each team member gets 1 extra point on next HW


• Each team member MUST participate in the skit

• Evaluated on presentation of one or more of the ideas we studied for HRM section

• Creativity, excellence of presentation, accuracy, educational usefulness


• Two full 40 minute classes to prepare

• One 40 minute class for the presentations (skits)

• Random order

• Teams will be mixed, be different than the first group project


Option A3 groups of 3 students1 group of 2 students

Option B4 groups of 3 students2 groups of 2 students

problems at work, types of workers,dismissals and redundancy

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