HUMAN RESOURCE MANAGEMENT

BY GROUP 2
Anusha G 19011
Apoorva D 19012
Ashwin Shetty 19013
Ch. Lakshmi Suseela 19014
Chayankit Nema 19015
Deeksha Nayak 19016
Deepak R 19017
D. Sai Deepthi 19018
Gaurav Maheshwari 19019
Harandran 19020
Babbir
Rajinder
Singh CHARACTERS

Members
Radhika of Trade
Union
 Company Location: Mumbai

On Jan 20, 1994 Babbir Singh was hired as a mechanic

for a large national automobile service station in
Mumbai.

On Jul 25, 1995 Babbir’s supervisor Rajinder called him to

his office and told him about him noticing that Babbir
FACTS has been coming in late to work.

In the month of August Babbir was late eight times and

Rajender called him for a meeting. In the meeting
Babbir’s starting time was changed to 9 am

Towards the end, Babbir Singh got fired from the

company.
Problems of Babbir Singh

Babbir Singh was coming late to the office

 He was scheduled to check on the time clock

at 7am. But he was coming late to the office.
 He has been doing this consecutively for
several months together.
 Even though remedies were given, the same
thing was continued.
 REMEDIES GIVEN BY RAJINDER

Rajinder
Timing was Further, it had acknowledged
rescheduled from been rescheduled that Babbir Singh
7am to 8am. to 9am was facing travel
issues.
Issues related to Radhika

Accused of coming late Accused of having affair

with Rajinder
Issues related to Rajinder

Accused of
Accused of having an
being biased affair with
Radhika
TIMELINE
Date Scenario
Jan 20, 1994 Babbir Singh was hired as a mechanic
for a large automobile service station
in Mumbai.
Jul 25, 1995 Rajinder called Babbir to office
Aug 1995 Babbir was late eight times
Jan 10, 1996 Rajinder posted a notice on the
notice board
Feb 20, 1996 Rajinder gave Babbir a letter
April 1996 Babbir was late again 8 times as usual
Aug 10, 1996 Babbir Singh was fired
Aug 19, 1996 Babbir Singh came in with his Union
Representative
Causes for Overall Problem

UNFAIR MANAGEMENT NON UNIFORM DIVIDE AND RULE

PRACTICES DISCIPLINARY ACTION POLICIES
Recommendations

Clear rules and regulations

A system of progressive penalties

The manager should have suspended first instead of directly

firing.

Fair management practices.

  The human resources department oversees most
aspects of an organization's employee relation
responsibilities including recruitment, hiring and
termination.
 The department makes sure the employer has
complied with employment and labor laws in making
the decision to fire an employee. It also ensures
worker's rights are protected during the termination
HR process.
 Along with the worker's supervisor or manager,
Implications human resources is responsible for explaining to an
employee the reason for the termination. If the
worker is terminated for misconduct, harassment or
other reasons, human resources explains why the
employee's actions are in violation of company
policies.
 Human resources also documents the employee's
actions and responses to the termination.
  The HR department typically manages employee
payroll. Depending on the jurisdiction, some
employers must issue a terminated worker his final
paycheck immediately, whereas others have
HR through the following pay period to issue a last
paycheck.
Implications  During an employee termination, human resources
staff must accurately calculate and issue an
employee's final paycheck. Human resources must
also settle disputes that arise from an employee's last
paycheck.
THANK YOU