Case I HR
King Case Study Project Total Marks: 100
Elective- Human Resources Management
As an HRD Manager what steps you will initiate before dismissing a workman found guilty of misconduct where there is the presence of a strong employees union.
ANSWER: First of all I must want to say this type of issue is very sensitive and this is the responsibility of a HRD manager to be very watchful on this matter as there is a strong presence of employees union, at the same time he (HRD MANAGER) should have all the information of the case properly. There are few points that must be judge before doing any dismissals or taking any action. The points are given below:
1. Grievance handling policy: HRD manager should go through the grievance handling policy of the company as a manager is committed to follow the organizational rules and regulations.
2. Checking the previous record of the employee: it is very important for the manager to know about the proper history of the employee. There should be a record of his work, performance, qualification, skill, behavior & attitude, overall his contribution to the organization. Sometime all this points have their importance before taking any decision.
3. Case build-up( misconduct employee) : it is essential to build a strong case against his misconduct with all the evidence of the actual , at the same time it is necessary to be very fair and diplomatic on this sensitive issue, because it might be thought that if any serious action taken
Elective- Human Resources Management
As an HRD Manager what steps you will initiate before dismissing a workman found guilty of misconduct where there is the presence of a strong employees union.
ANSWER: First of all I must want to say this type of issue is very sensitive and this is the responsibility of a HRD manager to be very watchful on this matter as there is a strong presence of employees union, at the same time he (HRD MANAGER) should have all the information of the case properly. There are few points that must be judge before doing any dismissals or taking any action. The points are given below:
1. Grievance handling policy: HRD manager should go through the grievance handling policy of the company as a manager is committed to follow the organizational rules and regulations.
2. Checking the previous record of the employee: it is very important for the manager to know about the proper history of the employee. There should be a record of his work, performance, qualification, skill, behavior & attitude, overall his contribution to the organization. Sometime all this points have their importance before taking any decision.
3. Case build-up( misconduct employee) : it is essential to build a strong case against his misconduct with all the evidence of the actual , at the same time it is necessary to be very fair and diplomatic on this sensitive issue, because it might be thought that if any serious action taken