Line and Staff aspects of HRM onflict between Line and Staff in issues as discipline termination, physical working conditions, authority given to employees in their jobs. Governmental Legislations: Laws supporting family leaves Minimum wage legislations Equal employment opportunity Health and safety laws. Labor unions: ertified third party representatives on behalf of employees against the management of the organizations they are working in.
Line and Staff aspects of HRM onflict between Line and Staff in issues as discipline termination, physical working conditions, authority given to employees in their jobs. Governmental Legislations: Laws supporting family leaves Minimum wage legislations Equal employment opportunity Health and safety laws. Labor unions: ertified third party representatives on behalf of employees against the management of the organizations they are working in.
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Line and Staff aspects of HRM onflict between Line and Staff in issues as discipline termination, physical working conditions, authority given to employees in their jobs. Governmental Legislations: Laws supporting family leaves Minimum wage legislations Equal employment opportunity Health and safety laws. Labor unions: ertified third party representatives on behalf of employees against the management of the organizations they are working in.
Copyright:
Attribution Non-Commercial (BY-NC)
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Download as PPTX, PDF, TXT or read online from Scribd
< Labor Unions < Management thought and Practice < Who performs HRM activities < Line and Staff aspects of HRM < The Dynamic Environment: hanging technology Workforce diversity hanging skill requirement Decentralized work sites < Governmental Legislations: Laws supporting family leaves Minimum wage legislations Equal employment opportunity Health and safety laws < Labor Unions:: ertified third party representatives on behalf of employees against the management of the organizations they are working in. Secure wages, resolve conflict between management and workforce. < Management thought and practice: TQM (Total Quality Management). MBO (Management by Objectives). Empowerment. < Who performs HRM activities: Operating managers. HR specialists(100-150 employees). Human resource department (200-500 employees). Outsourcing: contracting with an organization that is specialized in recruiting and selecting applicants to the vacant jobs within the organization. Outsourcing is thought to be more flexible, cost reducing and permit hiring of specialized experts. < Line and Staff aspects of HRM onflict between line and staff managers because of different views and objectives Line manager: in which individuals in management positions have the formal power to direct and control immediate subordinates. such as production, finance, marketing managers. $9aff au94ri9 - granted to staff specialists in their areas of expertise. Narrower than line authority and includes the right to advise, recommend, and counsel in the staff specialists' area of expertise. Example A HR manager has ine au94ri9 over the staff of the HR department and 89aff au94ri9 to support , assist , and advise mangers of 4ther Departments in matters related to HR management < Line managers are not familiar with legal employment requirements so they delegate HR mangers to deal with those issues. < onflict is most pressing between line and staff in issues as discipline termination, physical working conditions, authority given to employees in their jobs. < ase study: Read the case study at the end of lesson three in module one now and we will discuss it. A report should be written about it as an assignment and sent back by next week with other assignments.