The Human Resource Management is the most significant part of any business . The said department functions like a shield and the core engine of its sustainable operations and progress until today. It is in this department that motivation, company loyalty and empowerment are derived from which produces employee efficiency and unrivaled productivity and innovation.
Human Resource Management and professionals played very vital roles in fostering ethical, moral, and legal practice in an to protect itself from lawsuits and other legal complications. Leadership and management also have the obligation to protect the collective interest of the wherein they must play as good examples of morality, ethical practice, and professionalism for them to earn respect from their subordinates. Doing such ideal would ensure al stability and sustainable corporate success. For decades the relationship between unions and business s has been intertwined with bitter history with each other. Due to the fact that their respective interests have been anti-thesis to each other which resulted to ugly disputes, strikes, boycotts, lockouts, lawsuits up to major disruption of peace and order and even the economy of a certain nation. The unions within business s have always been labeled as threats to the interest of business owners and corporate stability most especially in the past decades wherein labour unions have strong relationship with leftists wherein labour issues have evolved to become economic political issues.
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Unions are legal and its aim is to maximize the protection of individual and collective rights and interests of the workers against any abuses or exploitation from business s or employers. It is a fact that the colorful history between unions and employers has created a sort of bigotry or unending suspicion between the two parties.
In the employers perspective, especially nowadays having unions inside their is conforming with the labour and other civil rights laws which creates an image in the labour market or community at large that it is not an anti-worker or anti-labour. The said al image attracts talented workforce (who are very legalistic and protective of their interests) to become a part of the thinking that their rights and interest as employee are guaranteed to be protected due to the presence of union. But having a union within an serves as a perpetual threat for its stability especially when it is infiltrated with unscrupulous individuals (e.g. sponsored by left-leaning groups, syndicates or individuals which would file pony labour lawsuits just to make money) to instigate instability by creating issues or any other issues that would stimulate anger or grievances among the workers towards the management. As well all know lawsuits or legal settlements that would happen to a business can cost millions of pounds which drain away precious corporate resources and can sometimes result to bankruptcy or major disruption of operations.
For employees who are members of union is very advantageous considering that it will protect them from any form of abuses, discrimination, inequitable pay, and exploitation from their employers. It would give them leverage against abusive, manipulative, unfair and exploitative employers. Also the employers would be impaired to implement al policies that would be detrimental to their basic rights and interest as workers, and empowers them to imposed programs or policies ensures their collective interest and rights as part of the (e.g. security of tenure, appropriate implementation of salary or compensation, benefits etc.). But on the other hand the disadvantages of being a member of a union are: if the union loss legal battle against their employers the latter would possibly retaliate by using legal means to terminate or fire them, and being a known member of a union might affect future job application due to the fact that there are countless business s that would prefer applicants that are not union members.
Recently DigiServe have made serious corporate reforms which had addressed their problems regarding labour and the HR issues particularly the said preferential treatments to some employees in the company. The said corporate reforms have greatly transformed the company from being profit centered to employee centered management which fosters professional and personal development. The company's Human Resource Department is spearheading the said reform by implementing empowering programs like teambuilding, personal development, skills enhancement seminars and workshops. DigiServe being an IT company has giving importance in enhancing teamwork between their main headquarter employees and outsource employees from other states and global operations through the program called virtual teamwork which utilizes IT technology. Also, in order to address the issue of preferential treatments to the white employees the said department is formulating diversity management plan. The said corporate overhaul of Digiserve is motivated by two things; number one it has to comply with their corporate responsibility as being legal compliant and compliance with the code of ethics, number two it wants to empower its employees to make the company more productive, innovative, and competitive.
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The company is fulfilling its corporate legal and moral responsibility wherein it complies with the EEO (Federal Equal Employment Opportunity) Laws particularly 'Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin' (The U.S. Equal Employment Opportunity Commission). Issues regarding the company's preferential treatment have been eradicated due to this important reform that makes the employees motivated and loyal to the company. This also shields the company from lawsuits with regards to discrimination which of course very costly legal debacle.
Engaging employee is very important for industries or s in today's world to avoid boycotts and lockouts because in taps the potentials of employees wherein it can be harnessed by the manager or the management to useful to the in terms of performance and competitiveness. It also promotes mutual respect and mentoring. It is a precursor of personal and professional growth of the employee.
Employee performance and documentation
It is of vital importance that s' HR must have records on employee performance for the purpose of accurate evaluation for possible promotion, increase of salary and other incentives or benefits, termination, and legal shield if ever untoward complication arises. There are two types of employee performance documentation, which are the informal and formal. According to www.healthsystem.com "informal documentation is for the manager's own records.
It documents performance or behavior problems amongst their employees, enabling them to look for patterns and monitor and assess changes over time." It is a pro-active measure which could prevent problems from reoccurring or becoming more severe. Formal documentation on the other hand is handled by the HR department, which establishes a record for possible administrative action with regards to employee's negative performance on his or her job. This kind of recording carries a detailed and specific data, which can be used for legal or ethical course of action by the company towards an erring employee.
Complaint systems and whistleblowers
Every company must have security features that would protect it from unnecessary financial losses due to qualified theft, financial irregularities, and other forms of stealing. To address or prevent such scenario complaint systems and whistleblowers are organized. 'Whistle Blowing/Complaint Procedures for the receipt, retention and treatment of complaints received by the Company regarding accounting, internal accounting controls or auditing matters, and for the confidential, anonymous submission by employees of concerns regarding questionable accounting or auditing matters.' This procedure is usually sanctioned or executed by the Company's Audit Committee or the accounting department. (http://www.copansystems.com)
The whistle blower who had no hidden agenda must be rewarded by the company for loyalty and must be place into a department where the employee can harness their potentials and hidden talents that can help the company succeed. For security reason the company have the moral responsibility to protect the said employee from any harm through engaging in a confidential pact or secret agreement.
Communications and trust
In human interaction, individual differences, individual interest, and complexity of human nature are the elements that usually cause conflict in any . In order to resolve or prevent such inevitable friction, open communication is vital. Communication is the key to mutual understanding. Conflict can be prevented or minimized through open communication, which paves the way to mutual understanding and eventual closeness of the group. When conflict arise in a group, it is important to let the opposing sides talk one minute at a time. Hearing their side of the story then find the way to point out where both sides can reach a collective agreement by synergizing the best interest for both of them.
Trust is necessary because s' members who trust one another are not afraid to engage in passionate debate over issues that are essential to the team's success and individual personal growth. And that passionate debate, the constructive conflict, is important in order to ensure that all opinions and ideas are considered, so that the team can achieve genuine buy-in to important decisions or collective decisions. And that Buy-In, that commitment, is critical in order to guarantee that team members hold each other accountable for adhering to the collective decisions that the makes.
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members trusts one another, who engage in constructive conflict, who commit to decisions, and who hold one another accountable are more likely to set aside their personal agendas and focus on how to achieve success through collective decisions which fosters collective fulfillment.
Performance Improvement Plan
In ensuring the success of the implemented HR Management strategies, al and human resource performance must set goals and objectives that are realistic, attainable, and measurable. Performance Improvement Plan is aimed to maximize the success of the implemented strategies wherein can easily point out deficiencies on their al management performance, performance of the implemented strategies and find the ways and means to address it proactively.
Treating the employees as internal customers can provide sustainable shield against the establishment of union within the organization. Employees are called internal customers because they are the testing points of the effectiveness of the management, its strategies and system. 'External marketing remains the most important business development task; it is essential to sell inwardly toward a company's people. (BNet Editorial 2009).
Treating the employees this way conforms to the theory of reinforcement which gives emphasizes that the organizations leadership must find the ways and means to satisfy the said internal customers. Through creating conducive environment and organizational climate that promotes personal, professional growth and teamwork by applying transformational strategies that would harness their talents and abilities to become creative and more effective in giving superb quality of services to the customers or if the company engages in manufacturing the empowered workforce produces superior quality products. Financial rewards are certainly important in compensation programs. Social recognition provides employees with a sense of self-worth by acknowledging the contributions they have made. This recognition could be given in the form of a ceremony that helps to validate and is an important compensation-and one that probably costs a company very little in relationship to the benefit to employees.' (Mc Coy, T.J. 1992).
It is innate in all employees or members of a business organization to be highly motivated in working efficiently and enthusiastically, and become loyal to the company and conform to its goals and objectives in the premise that quality performance are being rewarded through monetary compensation. 'Establishment of healthy and open communications to hear on grievances, suggestions and other employee concerns and quick action from the management are equally important'. (Redeker, J. 2008)
Contented, happy and empowered workforce would ensure sustainable stability, the feeling of loyalty and camaraderie, negation of the necessity to create union and competitive advantage. Disgruntled employees on the other hand generates the feeling of extreme discontentment wherein the issue of labour and other delicate legal issues would prop up on their heads that would motivate them to organized a union plus it also affect the quality of the products or services produced. Successful business firms or business that are globally competitive, are those who recognized the importance of empowerment of their workforce. Lastly, the management or leadership of the organization must always create an image that the company is strictly following the laws, civil rights, Occupational Health and Safety provisions, code of ethics and other legal provisions and regulations in order to condition the minds of the employees that it is highly responsible and legally shielded organization.