10-08-2012, 04:09 PM
Grievance Handling
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HIGH GROWTH INDUSTRY PROFILE
INFORMATION TECHNOLOGY
The computer systems design and related services industry is among the economy's largest and fastest sources of employment growth. Employment increased by 616,000 over the 1994-2004 period, posting a staggering 8.0-percent annual growth rate. The projected 2004-14 employment increase of 453,000 translates into 1.6 million jobs, and represents a relatively slower annual growth rate of 3.4 percent as productivity increases and offshore outsourcing take their toll. ("Industry output and employment projections to 2014" by Jay M. Berman, Bureau of Labor Statistics)
However, the main growth catalyst for this industry is expected to be the persistent evolution of technology and business' constant effort to absorb and integrate these resources to enhance their productivity and expand their market opportunities.
Employment of computer and information systems managers is expected to grow between 18 to 26 percent for all occupations through the year 2014. (Career Guide to Industries 2006-07)
Outsourcing
There is concern about federal, state and local government policy proposals that may restrict overseas outsourcing where labor costs are lower. Some companies move jobs overseas to remain competitive by managing labor costs. Others are opening new markets overseas for their products and hiring local employees as an incentive and an accommodation.
Government resources
Some stakeholders believe that the government can offer tax relief to small businesses for training their incumbent workers toward IT certification.
Role of government in industry's workforce initiatives
Stakeholders also believe that government could serve as an honest broker for specific issues such as promotion and image, forecasting the future of the workforce and training needs. This could be a task for the public education system, where children could be introduced to the new, dynamic global workplace and learn more about the current business culture.
Skills and training
Over 90 percent of IT workers are employed outside the IT industry, which makes it necessary for them to have complementary training in their respective business sectors such as health care, manufacturing or financial services. Employers are also looking for well developed soft skills, transferable IT skills and adaptability in their workforce. Incumbent training programs may help in this respect, as could community colleges.
Embedded System:-
An embedded system can be defined as a control system or computer system designed to perform a specific task. Common examples of embedded systems include MP3 players, navigation systems on aircraft and intruder alarm systems. An embedded system can also be defined as a single purpose computer. Netmax provide the course in embedded system such as 8051, PIC, ARV, ARM, and REBOTICS.
Netmax Technologies (Core) takes care of IT support, embedded systems R& D & Implementation services, whereas Netmax web solutions is a web & software development company that takes care of Software development & web service solutions.
It offers a vast portfolio of IT solutions to customers spread across Punjab, Haryana & Himachal Pradesh. Netmax Technologies is a pioneer in the field of IT education in north India.
Netmax Technologies set up education centre in Chandigarh (Punjab) and followed them with centers in Patiala, Jalandhar, Ludhiana & Bhatinda in the years that followed. In 2005, Netmax Technologies introduced corporate training programs which as an initiative were highly appreciated by the industry and corporate alike. Netmax Technologies provides industrial training to BTech/MCA/BCA/Diploma students in fields like Embedded systems, Robotics ,PLC and SCADA Automation Technologies, Advance Networking Technologies(CISCO) ,JAVA development, .NET development , PHP Programming and Web development , Redhat (RHCE) and Ubuntu Administration , Microsoft System Administration( MCSE 2003 , MCITP 2008 ).
INTRODUCTION TO PROJECT:
Grievance :
Grievance handling is an essential part of any business, in case people have been dismissed unlawfully so there has to be a structure and rules and regulations in place. Even in well-run businesses, it may sometimes be necessary to take disciplinary action against employees.
So in essence it is vitally important to have written disciplinary rules and procedures in place in the workplace. If problems do arise, these procedures should help deter employees from making employment tribunal claims and ensure that you are dealing with employees as fairly as possible
The rules and procedure with regards to grievance handling should be set out in writing, follow the good-practice principles set out accordingly and follow your areas code of practice on disciplinary and grievance procedures
If you do not meet these criteria then it may lead to extra compensation for the employee if they succeed in a tribunal claim. You should by law inform each employee about a number of things including your disciplinary rules, your disciplinary/dismissal procedure and the name of the person to whom they should appeal if they are unhappy about a disciplinary or dismissal decision.
Objective of Grievance Handling :
In keeping with the University's Complaints Management Framework, the purpose of this Policy is to detail a process to be followed for resolving staff grievances so that work-related concerns and problems are managed fairly, sensitively and expeditiously.
Maintaining quality of work life for its employees is an important concern for the any organisation. The grievance handling procedure of the organisation can affect the harmonious environment of the organisation.
The grievances of the employees are related to the contract, work rule or regulation, policy or procedure, health and safety regulation, past practice, changing the cultural norms unilaterally, individual victimization, wage, bonus, etc.
Here, the attitude on the part of management in their effort to understand the problems of employees and resolve the issues amicably have better probability to maintain a culture of high performance. Managers must be educated about the importance of the grievance process and their role in maintaining favorable relations with the union.