PRESENTATION

HUMAN RESOURCE MANAGEMENT

PRESENTED BY

VISION

Participating Members
Name

ID

TANVIR KHAN OMAR NAIMUL GANI NIRESHKUMAR SUNTHARAM SANJEEV MOHANADAS EHSAN AHMED KHAN ROBIUL ISLAM

B0611GGMH0410 B0483LHLH0410 0729KDKD1109 0559KDKD1109 B0407RORO0410 B0261DADA0410

The Chartered Institute of Personnel and Development (CIPD)

The Chartered Institute of Personnel and Development (CIPD) is Europe's largest HR and development professional body. We're a globally recognised brand with over 135,000 members, and pride ourselves on supporting and developing those responsible for the management and development of people within organisations.

OUR AIM

Our aim is to drive sustained organisation performance through HR, shaping thinking, leading practice and building capability within the profession. Traditionally, human resources management has focussed on the wellbeing of employees by monitoring and increasing employee satisfaction. Satisfaction is, in fact, a key determinant in creating a healthy work atmosphere and good productivity

Human Resource- variables

And yet, there are so much more determinants in spurring excellence in organisational performance. For instance, commitment motivation loyalty and engagement These determinants, which we call HR-variables, are vital to human resources management in enabling organisational success.

Employee commitment:

Employee commitment allows an organisation to grow and gain in competitiveness and is thus a key variable determining employee performance. Commitment makes employees more willing to perform. Committed employees feel a certain bond with the organisation, which, in the positive form, makes them more willing to perform.

Types of employee commitment:

However, from the perspective of the employer, employees may also feel a less positive bond with the organisation. Commitment can take three forms: Affective commitment: an employee stays with an organisation because he wants to. He believes in and identifies himself with the organisation. Normative commitment: an employee stays with an organisation, because he feels obliged to continue employment Continuance commitment: an employee stays with an organisation, because he feels that the personal costs of leaving are too high, for instance when age limits his

Effects of committed employees

Naturally, as an organisation you aim to have only affectively committed employees. And yet, continuance committed employees are also in your fold. It is very important to discern and limit this group and to pay specific attention to the first group that feels a positive bond in order to increase their numbers. Affectively committed employees add value to your organisation, are determined and pro-active and increase productivity and quality

The Benefits of a Committed Workforce

The performance benefits accrued from increased employee commitment has been widely demonstrated in the literature. To list but a few, these include: Increased job satisfaction Increased job performance Increased total return to shareholders Increased sales Decreased employee turnover Decreased intention to leave Decreased absenteeism

Employee loyalty
Loyal employees are highly important to all organisations. In today's labour market specifically, the options for employees to look elsewhere are increasing every day. The options for employees to look elsewhere are increasing concurrently Not only unsatisfied employees are looking for another job, but satisfied employees may also seize their opportunities elsewhere. Employee loyalty is thus at the centre of attention for many organisations. For one, offer your employees sufficient opportunities for development. If employees feel that your organisation is willing to invest in their future, they will in turn be more loyal to your organisation.

Employee satisfaction
Employee satisfaction is the sense of contentment employees experience in and at their work. Satisfied employees add positive value to your organisation Satisfaction allows employees to work in a more pleasant manner which stimulates a better performance.

Satisfaction is the most measured variable in employee surveys. And with good reason since satisfied employees add positive value to your organisation. Contrary, dissatisfaction leads to disinterest, absenteeism and turnover. An employees level of satisfaction may vary per organisational dimension. For instance, an employee can be satisfied about his work but less satisfied about his opportunities for development or remuneration. Satisfaction can be charted on all dimensions in an employee survey

Organisational success
In order to excel as an organisation, one needs to optimise performance. The performance of an organisation is dependent on its employees. After all, your employees are the engine of your organisation. They are the driving forces in keeping it running.

 Performance

of organisation What an organisation needs to do is to make certain the engine is able to run as smoothly and as well as possible. An optimum engine requires several things, such as: to have the right people on board and to keep them on board, and to have a pleasant work atmosphere where employees are motivated to work hard in good conditions.

 Motivated

and success key What an organisation needs to do is to make certain the engine is able to run as smoothly and as well as possible. An optimum engine requires several things, such as: to have the right people on board and to keep them on board, and to have a pleasant work atmosphere where employees are motivated to work hard in good conditions.

TRADE UNION
Trade union is a unity of members who works for the employee's welfare basically. They can be permanent or temporary in nature as they are there to modify the relationship between employees and the employers, workers and workers relation. The labour union imposes some conditions in doing any business and want that the alliance of two or more unions should take place while doing any trade.

Principles of trade union

The unions task on the basis of important principles. These principles are: The trade union believes when all the employees and the employers come in a unite form, and then it shows the strength of the union. They always believe in getting equal pay for the equal work. They always work for the security of the employees regarding any issues related to job. They provide social and economic security to the members of the union

The Requirement of trade union

The process is essentially the same in larger organizations, but because large organizations are more complex and pose more logistical considerations, problems can arise when a trade union is implemented. Trade union requires the commitment of the highest levels of the organization at the outset. Without this commitment, the organization cannot put the necessary resources into the trade union, and the program will be destined for failure. Since trade union represents a major shift in the way that most companies do business, it is not an inexpensive process, nor is it a short-term program. Effective trade union programs will have a longterm effect on the way that the organization does business.

Objective of trade union

Conservation & intensification of union as an organization. Getting more for the members and save work for the welfare of its members. They act as a watch dog on the activity of the management of the organization. The Efforts of trade union is to acquire a greater measure of control over jobs The Union concern broadly for the social & economic objectives. They think Human welfare before profits & Human rights above any assets rights. Actions & policies of union-leaders motivated from the past by personal goals & aspirations. Ordinary Denominator of all these union objectives is to put pressure on employers

IMPACT OF EMPLOYEE COMMITMENT ON TRADE UNIOUN A trade union made by some committed employee obey some rules. At the heart of successful trade unions is the requirement that all employees at all levels of the organization be committed to the trade union process. In small organizations, getting all employees to be involved in the process can be accomplished through internal communications and training programs. The process is essentially the same in larger organizations, but because large organizations are more complex and pose more logistical considerations, problems can arise when a trade union is implemented.

Summary and Conclusion

This report has presented a review of the current thinking about defining and creating employee commitment, which is an evolving topic currently receiving considerable attention. It has been identified as a multi-dimensional concept, which has important impacts on an organization through its effects on employee performance, turnover and absence, and via its influence on customer attitudes to the bottom line.

THANKS TO ALL
Presentation by

VISION
vision.co.uk