HUMAN RESOURCE MANAGEMENT

UNIT- 5th : MAINTENANCE & EMPLOYEE RELATIONS.

Employee Health & Safety

Employee health and safety is an important part of human resources (HR) and involves creating a
safe and healthy work environment for employees.

Employee Health and Safety refers to the policies, practices, and procedures implemented by
organizations to protect their workforce from workplace hazards, prevent injury and illness, and
promote overall well-being. It involves creating a safe and healthy environment where employees
can perform their jobs without unnecessary risks.

Measures taken for Employee Health and Safety:

➢ Provide personal protective equipment (PPE): Provide PPE such as gloves, masks, and
glasses where necessary.
➢ Create a safe work environment: Provide safety equipment and procedures to protect
employees.
➢ Ensure adequate safety supervision: Set up adequate safety supervision.
➢ Prevent mental and physical fatigue: Ensure that employees don’t experience mental and
physical fatigue.
➢ Ensure safe work hours: Ensure that work hours don’t affect employee safety and health.
➢ Encourage employee engagement: Encourage employee participation and engagement to
promote a positive safety culture.
➢ Conduct risk assessments: Conduct risk assessments to inform employees on how to
manage risks.
➢ Promote a culture of well-being: Promote a culture of well-being and risk management in
the workplace.

Mr. Nithin Menezes, Lecturer, 1

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 ➢ Focus on mental health: Focus on mental health, especially for remote workers who may
experience reduced physical activity and social contact.
➢ Use positive consequences: Use positive consequences to promote a culture of safety
instead of discipline.

A safer and healthier workplace can lead to increased employee job satisfaction, productivity, and
business performance.

Importance of Employee Health and Safety in HRM:

✓ _Legal Compliance_: Ensures compliance with health and safety laws and regulations,
reducing the risk of legal liabilities.
✓ _Reduced Absenteeism_: A healthy and safe work environment reduces absenteeism,
turnover, and lost productivity.
✓ _Improved Productivity_: A healthy and safe work environment improves employee
morale, motivation, and productivity.
✓ _Enhanced Reputation_: Demonstrates a commitment to employee health and safety,
enhancing the organization’s reputation and brand image.
✓ _Reduced Workers’ Compensation Claims_: A healthy and safe work environment reduces
the risk of work-related injuries and illnesses, resulting in lower workers’ compensation
claims.
✓ _Improved Employee Engagement_: A healthy and safe work environment improves
employee engagement, job satisfaction, and commitment to the organization.

Benefits of Employee Health and Safety:

❖ _Reduced Healthcare Costs_: A healthy and safe work environment reduces healthcare
costs associated with work-related injuries and illnesses.
❖ _Improved Quality of Life_: A healthy and safe work environment improves employees’
overall quality of life, enabling them to better manage work-life balance.
❖ _Increased Job Satisfaction_: A healthy and safe work environment increases job
satisfaction, reducing turnover and improving employee retention.

Mr. Nithin Menezes, Lecturer, 2

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 ❖ _Enhanced Business Performance_: A healthy and safe work environment enhances
business performance by reducing absenteeism, improving productivity, and increasing
employee engagement.

Role of HR in Employee Health and Safety:

• _Developing Health and Safety Policies_: Develops and implements health and safety
policies and procedures.
• _Conducting Risk Assessments_: Conducts risk assessments to identify potential health
and safety hazards.
• _Providing Training and Awareness_: Provides training and awareness programs to educate
employees on health and safety procedures and best practices.
• _Monitoring and Evaluating_: Monitors and evaluates the effectiveness of health and
safety initiatives and makes recommendations for improvement.

Employee Welfare:

Employee welfare in human resource management (HRM) refers to the benefits and services that
an employer offers to its employees to support their well-being. The goal of employee welfare is
to create a safe and enjoyable workplace that improves employee performance and morale.

Meaning of Employee Welfare:

Employee welfare refers to the various programs, policies, and benefits provided by an
organization to promote the overall well-being and quality of life of its employees.

Types Of Employee Welfare:

• Statutory: Activities that are required by law, such as drinking water, first aid, and
electricity
• Voluntary: Activities that employers choose to provide, such as flexible hours and health
check-ups
Mr. Nithin Menezes, Lecturer, 3
Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 • Mutual: Activities that all parties work together on to improve the social and economic
status of employees

Importance of Employee Welfare:

➢ Improved Productivity: Employee welfare programs can improve employee morale,

motivation, and productivity.
➢ Increased Job Satisfaction: Employee welfare programs can increase job satisfaction,
reducing turnover and improving employee retention.
➢ Enhanced Reputation: Employee welfare programs can enhance an organization’s
reputation and brand image.
➢ Reduced Absenteeism: Employee welfare programs can reduce absenteeism, tardiness, and
lost productivity.

Kinds of Employee Welfare Programs:

✓ Health and Wellness Programs: Programs that promote physical and mental health, such as
fitness centres, health screenings, and employee assistance programs.
✓ Financial Assistance Programs: Programs that provide financial assistance, such as loans,
scholarships, and retirement plans.
✓ Family-Friendly Programs: Programs that support work-life balance, such as flexible work
arrangements, parental leave, and child care assistance.
✓ Social Responsibility Programs: Programs that promote social responsibility, such as
volunteer opportunities, community service, and environmental sustainability initiatives.

Benefits of Employee Welfare Programs:

❖ Improved Employee Morale: Employee welfare programs can improve employee morale,
motivation, and job satisfaction.
❖ Reduced Turnover: Employee welfare programs can reduce turnover, improving employee
retention and reducing recruitment costs.
❖ Increased Productivity: Employee welfare programs can increase productivity, improving
employee performance and organizational efficiency.
Mr. Nithin Menezes, Lecturer, 4
Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 ❖ Enhanced Reputation: Employee welfare programs can enhance an organization’s
reputation and brand image, improving its ability to attract and retain top talent.

Social Security:

Social security in human resources (HR) is a system of programs and schemes that provide
financial support to employees when they face certain risks, such as unemployment, sickness,
disability, or death

Meaning Of Social Security:

Social security refers to the various programs and benefits provided by an organization to ensure
the financial security and well-being of its employees.

Importance of Social Security:

➢ Financial Security: Provides financial security to employees and their dependents in the
event of retirement, disability, or death.
➢ Job Satisfaction: Enhances job satisfaction and morale by providing a sense of security and
stability.
➢ Attraction and Retention: Helps attract and retain top talent by offering competitive social
security benefits.
➢ Social Responsibility: Demonstrates an organization’s commitment to social responsibility
and employee well-being.

Purpose:

Social security aims to provide a minimum income, medical treatment, and other assistance to help
employees maintain their standard of living and plan for the future.

Social security schemes are funded by contributions from both employees and employers.

Benefits:
Mr. Nithin Menezes, Lecturer, 5
Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
Social security schemes in India include:

✓ Employee provident fund (EPF)

✓ Health insurance and medical benefits
✓ Disability benefit
✓ Maternity benefit
✓ National Pension Scheme
✓ Gratuity
✓ Unemployment insurance

Laws:

Social security laws in India are based on the Directive Principles of the State Policy in the
Constitution of India. Some of the main social security laws in India include:

▪ The Employees’ State Insurance Act, 1948

▪ The Employees’ Provident Funds & Miscellaneous Provisions Act, 1952
▪ The Workmen’s Compensation Act, 1923
▪ The Maternity Benefit Act, 1961
▪ The Payment of Gratuity Act, 1972 .

Kinds Of Social Security Benefits:

❖ Retirement Benefits: Provides financial support to employees after retirement.

❖ Disability Benefits: Provides financial support to employees who become disabled and
unable to work.
❖ Life Insurance: Provides financial support to employees’ dependents in the event of their
death.
❖ Medical Benefits: Provides financial support to employees for medical expenses.
❖ Unemployment Benefits: Provides financial support to employees who become
unemployed.

Social Security Programs:

Mr. Nithin Menezes, Lecturer, 6

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 ➢ Pension Plans: Provides a steady income stream to employees after retirement.
➢ 401(k) Plans: Allows employees to contribute to a retirement savings plan.
➢ Employee Stock Ownership Plans (ESOPs): Allows employees to own shares of company
stock.
➢ Group Life Insurance: Provides life insurance coverage to employees.
➢ Disability Insurance: Provides income replacement to employees who become disabled.

Employer & Employee Relations – An Overview:

Employee employer relations are the essential for the proper functioning of the team. This article
will go through the definitions, benefits and tips on how to improve them.

Employee to Employer Relationship

The employee to employer relationship definition refers to the working connection between
employees and employers in the workplace. In order to produce outcomes that are beneficial to the
corporation, managers and subordinates are reliant on one another.

Meaning of Employer-Employee Relations:

Employer-employee relations refer to the interactions, communications, and relationships between

employers and employees in a workplace setting.

Importance of Employer-Employee Relations:

➢ *Improved Productivity*: Positive employer-employee relations can lead to improved

productivity, motivation, and job satisfaction.
➢ *Increased Employee Engagement*: Employer-employee relations can influence
employee engagement, commitment, and loyalty to the organization.
➢ *Better Communication*: Effective employer-employee relations facilitate open
communication, reducing misunderstandings and conflicts.

Mr. Nithin Menezes, Lecturer, 7

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 ➢ *Conflict Resolution*: Positive employer-employee relations can help resolve conflicts
and grievances in a fair and timely manner.
➢ *Reputation and Brand Image*: Employer-employee relations can impact an
organization’s reputation and brand image, influencing its ability to attract and retain top
talent.

Key Elements of Employer-Employee Relations:

❖ *Communication*: Open, transparent, and regular communication between employers and

employees.
❖ *Trust*: Building trust through fairness, consistency, and follow-through on commitments.
❖ *Respect*: Demonstrating respect for employees’ rights, dignity, and individuality.
❖ *Feedback*: Encouraging and responding to employee feedback and concerns.
❖ *Participation*: Involving employees in decision-making processes and encouraging their
participation in workplace activities.

Strategies for Improving Employer-Employee Relations:

✓ *Regular Feedback and Communication*: Hold regular meetings, surveys, and focus
groups to gather employee feedback and concerns.
✓ *Employee Recognition and Rewards*: Recognize and reward employees for their
contributions, milestones, and achievements.
✓ *Training and Development*: Provide training and development opportunities to enhance
employees’ skills, knowledge, and career growth.
✓ *Work-Life Balance*: Encourage work-life balance by offering flexible work
arrangements, paid time off, and employee wellness programs.
✓ *Diversity, Equity, and Inclusion*: Foster a culture of diversity, equity, and inclusion,
promoting a workplace where all employees feel valued, respected, and supported.

Grievance Handling and Redressal:

Mr. Nithin Menezes, Lecturer, 8

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
Grievance handling in Human Resource Management (HRM) is the structured process of
addressing and resolving employee complaints and disputes in the workplace. It ensures a fair,
confidential, and timely resolution of issues, benefiting both employees and the organization.

Definition: According to Dale Yoder “A grievance is a written complaint filed by an employee and
claiming unfair treatment.”

Types of Employee Grievances:

1) Work Conditions:
• Safety Concerns: Issues related to unsafe work environments or inadequate safety
measures.
• Environment: Complaints about cleanliness, temperature, or general working conditions.
2) Pay and Benefits:
• Wage Issues: Concerns about salary, overtime pay, or wage deductions.
• Benefits: Complaints regarding vacation time, health benefits, or retirement plans.
3) Management and Supervision:
• Poor Management: Issues with inconsistent instructions, lack of support, or unfair
treatment.
• Discriminatory Treatment: Accusations of discrimination based on race, gender, age, or
other protected categories.
• Harassment: Claims of sexual, verbal, or physical harassment.
• Favouritism/Nepotism: Perceptions of preferential treatment.
4) Job Roles and Career Development:
• Job Description: Issues with unclear or changing job responsibilities.
• Lack of Growth Opportunities: Concerns about insufficient training, promotions, or skill
development.
• Work Overload: Complaints about excessive work or unrealistic targets.
• Work-life Balance: Issues related to excessive working hours or personal time intrusion.
5) Interpersonal Relations:
• Co-worker Conflicts: Disputes between employees affecting work.
Mr. Nithin Menezes, Lecturer, 9
Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 • Communication: Grievances about ineffective communication within the team or
company.
6) Company Policies and Ethics
• Policy Issues: Concerns about outdated, unfair, or inconsistently applied policies.
• Ethical Concerns: Issues related to company ethics, such as fraud or dishonesty.
7) Miscellaneous
• Retaliation: Complaints of unfair treatment as retaliation for reporting a grievance.
• Inadequate Resources: Lack of necessary tools or technology to perform tasks effectively.
• Relocation or Changes in Shifts: Concerns about sudden changes in work location or
schedules.
• Employment Termination: Issues related to layoffs, terminations, or the resignation
process.

Grievance Handling Procedure:

1) Reporting:
The employee submits a formal complaint through the appropriate channel. This could be
via a grievance form, an email, or a scheduled meeting with the HR department.
2) Acknowledgment:
HR acknowledges the receipt of the grievance and may conduct a preliminary assessment
to determine the severity and validity of the issue.
3) Investigation:
HR or designated parties investigate the grievance by gathering necessary information.
This could involve interviewing the involved parties, collecting evidence, and reviewing
any applicable laws or policies.
4) Evaluation:
After investigation, HR evaluates the findings and formulates a decision or recommended
course of action.
5) Resolution:
Actions are taken to resolve the grievance, which may include disciplinary action, policy
changes, or other measures aimed at resolving the issue.
Mr. Nithin Menezes, Lecturer, 10
Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 6) Feedback:
The employee who raised the grievance is informed about the outcome of the investigation
and the steps taken for resolution.
7) Documentation:
All steps, from reporting to resolution, are documented for future reference and compliance
with legal requirements.
8) Follow-up:
In some cases, a follow-up may be necessary to ensure that the implemented measures
effectively address the grievance.

Benefits of Effective Grievance Handling:

❖ Employee Satisfaction and Retention: Boosts employee morale and reduces turnover by
addressing grievances promptly and fairly.
❖ Productivity and Performance: Increases productivity and quality of work by resolving
performance-impeding issues.
❖ Legal Compliance and Risk Mitigation: Protects against lawsuits and provides evidence of
due diligence.
❖ Organizational Culture and Reputation: Fosters a culture of trust and openness, enhancing
employer reputation.
❖ Management and Decision Making: Provides valuable insights for organizational
improvement and data-driven decisions.
❖ Relationships and Communication: Improves team relationships and ensures clear
communication channels.
❖ Cost Savings: Reduces HR costs and absenteeism by addressing workplace issues
efficiently.
❖ Ethical and Social Responsibility: Demonstrates commitment to fair and ethical treatment,
promoting diversity and inclusion.

Methods of Understanding employee grievances:

Mr. Nithin Menezes, Lecturer, 11

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 ➢ Exit interview: Interviewing employees who have decided to quit the company could reveal
a lot about what is not visible to the naked eye. These are very useful as the company can
come to know what problems are been faced by the employees.
➢ Opinion surveys: A survey could be undertaken to find out how employees feel about the
company about the work, their colleagues.
➢ Gripe boxes: Gripe boxes may be kept at prominent locations in the factory for. Lodging
anonymous complaints pertaining to any aspect relating to work. Since the person lodging
the complaint need not reveal his identity he can reveal his feelings of injustice or
discontent fairly and without any fear of victimization.
➢ Open door policy: This is a kind of walk in interview or meeting with the manager when
the employees can express his feelings about any work related grievance. The manager can
cross check the details of the complaint through various means at his disposal.
➢ Observation: In this grievance identification technique grievances are not heard from the
aggrieved employee directly, rather the manager or the immediate supervisor constantly
tracks the behaviour of the employees working under him.

Industrial Disputes:

Industrial disputes refer to conflicts or disagreements between employers and employees or among
employees, arising in the workplace or over matters related to employment. These disputes can
disrupt business operations, leading to strikes, lockouts, or other forms of industrial action.
Effective settlement of industrial disputes is crucial for maintaining industrial harmony and
productivity.

Industrial Disputes Act 1947:

The Industrial Disputes Act, 1947 regulates Indian labour law so far as that concerns trade unions
as well as individual workmen employed in any industry in the Indian mainland. The Industrial
Dispute Act was one of the last legislative acts before the passing of the Indian Independence Act
of 1947. The Industrial Disputes Act, 1947 extended to the whole of India and regulated Indian

Mr. Nithin Menezes, Lecturer, 12

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
labour law concerning trade unions as well as Individual workman employed in any industry
within the territory of Indian mainland. Enacted on 11 March 1947 and It came into force 1 April
1947. It was replaced by the Industrial Relations Code, 2020.

Importance of Preventing Industrial Disputes:

Preventing industrial disputes is essential for ensuring long-term industrial peace and improving
productivity. Here are some key reasons why industrial disputes should be avoided:

❖ Maintains Productivity: Disputes can lead to work stoppages, reduced productivity, and
delays in meeting business targets.
❖ Fosters Employee Satisfaction: Resolving disputes promptly ensures employee morale is
maintained, contributing to higher job satisfaction and retention.
❖ Reduces Legal Costs: Prolonged disputes can lead to costly legal proceedings for both
employers and employees. Settling disputes amicably helps avoid unnecessary legal
expenses.
❖ Promotes Positive Employer-Employee Relations: A collaborative approach to resolving
disputes can strengthen the relationship between employers and employees, fostering trust
and cooperation.
❖ Enhances Business Reputation: A company known for maintaining harmonious industrial
relations is likely to attract more investors and skilled workers.

Types Of Industrial Disputes:

Industrial disputes can be classified into four main types, and can be caused by a number of factors:

✓ Interest disputes: Interest disputes are also known as economic disputes or conflicts of
interest. These disputes arise due to differences in opinion regarding changes in terms of
employment, etc.
✓ Grievance disputes: Grievance disputes are also known as legal disputes or conflicts of
rights. These disputes arise due to non-fulfilment or infringement of the rights of the worker
or workers by an employer.

Mr. Nithin Menezes, Lecturer, 13

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 ✓ Unfair labor practices disputes: Unfair labour practices disputes are the most common
industrial disputes. These disputes occur due to unfair labour practices exercised by
employers against their employees. ‘Unfair labour practices’ are enumerated in Schedule
V of the Industrial Disputes Act, 1947.
✓ Recognition disputes: Recognition disputes occur when the management refuses to
recognise a trade union for the purposes of negotiating conflicts through collective
bargaining with the employees.

Causes of Industrial disputes:

1) Economic Causes
➢ _Wage Disputes_: Disagreements over wages, salaries, and benefits.
➢ _Working Hours_: Conflicts over working hours, overtime, and shift work.
➢ _Job Security_: Concerns over job security, layoffs, and downsizing.
➢ _Pension and Retirement Benefits_: Disputes over pension and retirement benefits.

2) Non-Economic Causes
➢ _Poor Communication_: Breakdown in communication between management and
employees.
➢ _Lack of Trust_: Mistrust between management and employees.
➢ _Unfair Treatment_: Perceived unfair treatment of employees by management.
➢ _Discrimination_: Discrimination against employees based on race, gender, age, or other
factors.

3) Organizational Causes
➢ _Poor Management_: Ineffective management practices, such as autocratic leadership.
➢ _Lack of Employee Participation_: Limited opportunities for employee participation in
decision-making.
➢ _Inadequate Training_: Insufficient training and development opportunities for employees.
➢ _Poor Working Conditions_: Unsafe or unhealthy working conditions.

Mr. Nithin Menezes, Lecturer, 14

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
 4) External Causes
➢ _Government Policies_: Changes in government policies, laws, or regulations that affect
employment.
➢ _Economic Conditions_: Economic downturns, recessions, or inflation that impact
employment.
➢ _Technological Changes_: Introduction of new technologies that replace jobs or change
work processes.
➢ _Globalization_: Impact of globalization on employment, such as outsourcing or
offshoring.

5) Psychological Causes
➢ _Job Dissatisfaction_: Low job satisfaction, leading to frustration and conflict.
➢ _Stress_: High levels of stress, leading to burnout and conflict.
➢ _Personality Conflicts_: Conflicts between employees or between employees and
management due to personality differences.
➢ _Attitudinal Problems_: Negative attitudes towards work, management, or colleagues.

Settlement of Industrial Disputes:

Under the Industrial Dispute Act (IDA), 1947, the following arrangement exists for the prevention
and settlement of industrial disputes:

1. Works Committees:

These are joint committees comprising members from both, management and the workers, and is
set up in order to promote harmonious relations between the two groups. These committees provide
a forum for negotiations between workers and management at the factory level.

2. Conciliation:

Under this, all establishments employing 50 workers or more, are required to establish Grievance
Settlement Authority (GSA). All labour disputes have to be initially referred to it. If the decision

Mr. Nithin Menezes, Lecturer, 15

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
of the GSA is not acceptable to all the concerned parties, then it is referred to a conciliation officer
appointed by the Government for the purpose.

If a settlement is arrived, the conciliation officer sends his report with the Memorandum of
Settlement (signed by all the parties to the dispute) to the government. If the settlement is not
arrived, the reasons for non-settlement are recorded and a report (of non-settlement) is sent to the
government, which may then constitute a Board of Conciliation (consisting of a Chairman an
independent person, and members from both management and workers). The Board then reports
to the government about the success or failure of its efforts;

3. Arbitration:

In arbitration mechanism, the concerned parties, by mutual agreement, can refer the dispute to an
arbitrator (an external third person, acceptable to all) before the same has been referred for
adjudication. In case the matter is not solved by arbitration, it is then referred to court (i.e. for
adjudication);

4. Court of Enquiry:

Whenever the industrial dispute is not settled by conciliation and arbitration, the matter is referred
to a court of enquiry. The court will investigate the whole dispute and will submit its report to the
government (within a period of six months from the date of commencement of its inquiry). The
case will then be referred to either a Labour Court or an Industrial Tribunal for adjudication;

➢ A labour court is a governmental body that adjudicates labour-related disputes and matters.
In India, the appropriate government can establish a Labour court to resolve industrial
disputes.
➢ An industrial tribunal is a court that adjudicates disputes between employers and
employees or apprentices.

5. Adjudication (to deliver judgment):

Mr. Nithin Menezes, Lecturer, 16

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.
Adjudication is a legal process for settling industrial disputes in India. It involves a government-
appointed legal authority who makes a binding settlement between the parties involved. Under
the IDA, 1947 the adjudication mechanism is divided into two, depending upon the type of
problem - The labour Court, and the Industrial Tribunals. The latter could be of two types, viz.,
State Tribunals, and National Tribunals.

Recent Trends In Employee Maintenance and Relations:

Recent trends in employee maintenance and relations focus on prioritizing employee well-being,
experience, and engagement. Here are some key trends:

❖ *Employee Well-being*: Organizations are recognizing the importance of employee well-

being, with a focus on mental health, physical health, and work-life balance.
❖ *Data-Driven Decision Making*: HR teams are leveraging data and analytics to inform
employee relations decisions, improve employee experience, and predict potential issues.
❖ *Personalized Employee Experience*: Companies are shifting their focus from a one-size-
fits-all approach to a more personalized employee experience, recognizing that each
employee’s journey is unique.
❖ *Hybrid Workplaces*: With the rise of remote work, organizations are adapting to hybrid
workplaces, prioritizing employee visibility, and finding ways to connect with employees
in a virtual setting.
❖ *Artificial Intelligence (AI) Integration*: AI is being integrated into HR functions to
improve communication, streamline processes, and enhance employee engagement.
❖ *Diversity, Equity, and Inclusion (DEI)*: Organizations are placing a greater emphasis on
DEI initiatives, recognizing the importance of creating a workplace culture that values and
respects diversity.
❖ *Employee Recognition and Rewards*: Companies are focusing on recognizing and
rewarding employees for their contributions, to boost morale, motivation, and retention.

Mr. Nithin Menezes, Lecturer, 17

Dept. Of Commerce,
St. Joseph’s First Grade College,
Chikkamagaluru.