HR OPERATIONS

HR Operations
 HR Operations oversees and administers personnel action to ensure
accurate status and recordkeeping for employment records.
 HR Operations coordinates, collaborates, and supports accurate
processing of records associated with each staff member’s
employment status.
 Services:
 Processes employment action forms
 Issues employment contracts
 Supports and guides department/unit representatives with completions of
forms.
 HRIS
 Advances employment action requests for approval.
 Compliance Management
 Employee relations
Employment Forms
Employment Forms
 An employment contract or contract of employment is a
kind of contract used in labor law to attribute rights and
responsibilities between parties to a bargain. The contract
is between an "employee" and an "employer".
Employment Forms at the time of Joining

Joining Report

Personal History & Dependants Details

ID card Form

Security Forms

Bank Account Details & Next of kin

Employment Forms
Perso
• New Hiring, Replacement, Transfers,
nnel
Actio
n
Promotions
Form

• Annual, Casual, Sick, Maternity, Paternity,

Leave
Requ
est
Emergency
Form

• At the time of departure from the company.

Clear
ance
Form
Clearance from all relevant departments.

• At the time of exit. Strictly Confidential,

Exit
Interv
iew
General Questions, reasons for leaving.
form
Records Management
Records Management
 Records management (RM), also known as records and
information management or RIM, is an organizational
function devoted to the management of information in an
organization throughout its life cycle.
 Employee records
 HR Legal Records
 Enterprise Records

 An organization's records preserve aspects of institutional

memory
HRIS
 HRIS, which is also known as a Human Resource
Information System is basically an intersection of human
resources and information technology through HR
software. This allows HR activities and processes to occur
electronically.
 The types of software commonly used at enterprises.
 SAP
 ERP
 Oracle
Compliance
Compliance Management

 A compliance program is an internal system or process

employed by a business that is designed to: identify and
reduce the risk of breaching the organizations policies,
remedy any breach that may occur and create a culture of
compliance within the organization.
Grievance Management
 A grievance is any dissatisfaction or feeling of injustice
having connection with one's employment situation which
is brought to the attention of management.
 Speaking broadly, a grievance is any dissatisfaction that
adversely affects organizational relations and productivity.
 Managing this process is known as grievance
management.
 Compliance Procedure
• Assigned designated positions
• Compliant received/ Whistle Blowing
• Confirm Substance
• Decides to investigate
• Investigation team
• Case investigation
• Report writing
 Compliance Procedure

• Proposed Recommendations

• Report approved by competent authority

• Disciplinary Actions

• Case Closed

• Record Updated
 Disciplinary Actions
 Disciplinary Guidelines

 make disciplinary action corrective rather than punitive

 use a progressive approach (verbal warning, written
warning, suspension, dismissal)
 Follow the Hot-Stove rule:
 The principle, the Hot Stove Rule, is an analogy between breaching
company discipline and touching a hot stove. In the principle, McGregor
has illustrated how an employer can impose disciplinary actions on its
employees without creating the feeling of resentment or annoyance in
them.
 give an immediate response
 give ample warning
 be consistent
 be impersonal
Types

Work Place Fraud /

Harassment
Ethics Corruption

Drugs &
Bribery
Alcohol
Employee Relations
 Employee Relations
 The term employee relations refers to a company's efforts
to manage relationships between employers
and employees.
 An organization with a good employee relations program
provides fair and consistent treatment to all employees so
they will be committed to their jobs and loyal to the
company.
Employee Advocate

 Employees believe that they do not have an advocate in

management, thus Management vs. Employees
 What is expected of an Advocate
 Works for fair treatment of employee
 Interested in employee problems and attempts to resolve them
 Employee morale and tries to improve it
 Employees should be treated with respect and dignity
Benefits
 Advocating for employee relations help avoid the
following circumstances
 Unionization
 Poor Performance
 Employee Absenteeism
 Employee Turnover
 Litigation
Collective Bargaining
 Collective bargaining is a process of negotiation between
employers and a group of employees aimed at agreements
to regulate working salaries, working conditions, benefits,
and other aspects of workers' compensation and rights.
CBA
 When an agreement is reached, the resulting “collective
bargaining agreement,” or “CBA,” becomes the contract
governing employment issues.

 Collective Bargaining Process:

Question & Answers