Union and management relationship

In the discussion point human resource management it is critical to understand along with union and management driven relationship in contest.  Practices of union activities are common to entire world and practicing over the time frame to adjusted activities. In that regards the most important fact to determined that organization need to properly manage with union activities to get positive outputs. Since there are more intend is placed that union activities are make ineffective situation in the business operation.

While the actual percentage of workers who are organized into unions varies considerably from country to country and over time within individual countries, it is safe to say that there is no democratic country in the world where independent trade unions are not present. Unions serve an essential role in a democratic society by giving voice to worker interests.

As examples taking from Sri Lankan business contest also recognized that there are situation will be discussed that political parties have high level impact over union activities in Sri Lanka. Basically its make inefficiencies in business condition and need to be disused along with to manage negativities(Encyclopædia Britannica, 2020).

Union activities are also referred to as right of people. But evaluating different country situation engagement with leadership activities are differ from country to country. Unions and union–management relations are also of special importance in that, through collective bargaining and other formal and informal means of interaction, unions and employers establish the wages, hours, and working conditions of large numbers of workers. In countries such as Sweden, Denmark, and Norway collective bargaining covers more than 80 percent of the labour force. In Britain, Germany, and Japan it covers between one-third and two-thirds. Even in countries like France or the United States, where less than 20 percent of the workers are unionized, collective bargaining often sets new patterns in wages and other conditions of employment that are eventually adopted by nonunion employers(Anon., 2017).

It is identified  that employers are often reluctant participants in collective bargaining. While the degree of opposition to unions varies among countries, this opposition is perhaps strongest in the United States, where employers have aggressively opposed unionization of their employees.The decades of the 1980s and ’90s were a time of tremendous pressure for change in union–management relations around the world. This pressure came from increases in market competition within and between countries, the rapid rate of technological progress, the changing nature of the work force, shifts in jobs from highly unionized large manufacturing firms and industries to smaller, newer firms and service industries, and, in some countries, the election of governments less supportive of unions(Socail philosophy and policy foundataion , 2000).

Reference

Anon., 2017. Labour and socail transpormation in Central and Eastern Europe. New York: Routlege.

Encyclopædia Britannica, 2020. Union–Management Relations. [Online]
Available at: https://www.britannica.com/topic/industrial-relations/Japan
[Accessed 11 2 2020].

Socail philosophy and policy foundataion , 2000. Understanding the teacher union contract. s.l.:USA.

Strategic HR Management and Planning

As introduction to strategic human resource planning it would define as in basic level, strategic human resource planning ensures adequate staffing to meet your organization’s operational goals, matching the right people with the right skills at the right time.The strategic human resource planning process begins with an assessment of current staffing, including whether it fits the organization’s needs, and then moves on to forecasting future staffing needs based on business goals.(Johnason, 2009)

According to the world strategic human resource planning there are four steps are inclusive with process of human resource planning within the system inclusive of;

1.       Assessment of current human resource practices

The first step in the human resource planning process is to assess your current staff. Before making any decision to hire new employees for your organization, it’s important to understand the talent already has at company. Develop a skills inventory for each of your current employees. There are simple two ways are proposed to evaluate the same inclusive of self-evaluate with a questionnaire, looking over past performance reviews, or using an approach that combines the two.

2.       Forecast with the human resource requirement

Important to make balance between new recruitments and prevailing situation of the company to manage with business activities. In that regards the initial understanding would be developed along with identifying current level in the organization and adequacy to manage with current business practices. Further to that it is important to manage with proper evaluation of demand forecasting and supply forecasting.

3.       Initiate with talent strategies

Talent strategies are defining with different level in human resource practices which is inclusive in the level of strategies that are defining with the manager of recruitments. In that recruitments are identified as that organization are need to be accessed to the best talent sources available with company. Moving that selection process also carries with similar importance to understand that company need to practice with best alternative from available candidates to select best alternative. Finally training and development supportive to manage with applied talent into the next level of operational strategies. (Klerck, 2009)

4.       Review and evaluation

Once human resource management process plan has been in place for a set amount of time, you can evaluate whether the plan has helped the company to achieve its goals in factors like production, profit, employee retention, and employee satisfaction.

Reference

Johnason, P., 2009. HRM in changing organizational contexts. In D. G.Collings & G. Wood (Eds.), Human resource management. London: Routledge.

Klerck, G., 2009. Industrial relations and human resource management". In D. G. Collings & G. Wood. Human resource management: A critical approach .

Recruiting and Labor Markets

Recruiting and labor markets are becoming more vital in the companies/organizations around the world. Recruiting is the process of generating a pool of qualified applicants for organizational jobs. Organizations have different methods of executing this process. Some companies are more successful than other. Strategic recruiting and HR planning is significant for filling positions that is needed to do the work crucial to sustaining a profitable business.  There are ranges of methods are applicable by the organization  in the place of recruitment process and under the blogs it is presented with world around examples.

1.       Google have the indulgence of analyzing metrics of employment and performance that many organizations are not privileged to. The strategy and principles they are using should be emulated by other companies. The Recruiting is done by recruitment professional as opposed to generalist which makes it easier to share top applicants between business units. Google's recruiters is responsible for filling executive leadership and top level technical positions. The tools they use which are their strengths are employee referral, college recruitment, professional networking, recruiter training, AdWords as a recruiting tool which means uses its own search tool to find passive candidate.(Sullivan, 2018)

2.       Scripps' labor market is an external one. Scripps Network has a strategic recruiting plan that reaches out to numerous diversity and professional conferences across the county. For example, college relations programs throughout the organization. Another recruiting tool that Scripps uses is making themselves visible in the communities by attending journalism conferences. This recruiting tool bring talented journalists and co-workers to all Scripps properties. Recruiters attend the investigative reporters and editor conference, National Association of Hispanic Journalist convention, Asian American Journalist Association convention, National Association of Black Journalist, Radio Television Digital News Association, and the Society of Professional Journalist

3.       Walmart only accept applications online. The Walmart recruitment is done through online. They also use internal promotion as well as external recruitment. including agreeing to a background check and a drug screening, and acknowledging that misrepresentation or omission of any information will result in your disqualification from consideration for employment or, if employed, your dismissal. Wal-Mart uses television ads which is a bold approach to proactively defending their brand. Walmart also uses LinkedIn, which has a job search engine that allow people to search for contract that work for employers with posted job openings.(Maratta, 2016)

4.       Chevron recruiting strategies to satisfy client staffing necessities together with the following internal and external recruiting: Internal Posting Process, Internet Recruiting via job boards, direct sourcing, and other internet networking sources, College Recruiting, Job Fairs, and direct Sourcing which includes seeking 'passive' job seekers to fill open positions. The weaknesses of this type of recruiting is that more unqualified candidates, nay not be serious candidate.

5.       Coca 'Cola strategic recruitment practices are very well well-known. First and foremost, this company give ads by way of Newspaper, Websites, and institutes. Recruitment at this company is done using internal and external recruitment. Internal recruitment is when a job opening if filled within the company with permanent, temporary, and retired worker. Their methods of internal recruiting are intranet, staff notice board, meetings, and personal recommendations. The external recruitment process is where openings are filled outside the company.(Maratta, 2016)

Reference

Maratta, S., 2016. Scripps New Online. Scripps expands recruitment strategy. [Online]
Available at: http://escrippsnews.com/node/2419.
[Accessed 10 2 2020].

Sullivan, J., 2018. Use the best to hire the best. [Online]
Available at: http://www.ere.net/2005/02/28/the top-25-benchmark-firms-in-reuriting-and-talent-management.
[Accessed 2 2 2020].

Equal Employment Opportunity

Equal employment opportunity is equal opportunity in employment. Examples of legislation to foster it or to protect it from eroding include the U.S. Equal Employment Opportunity Commission, which was established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United States employees from discrimination.  Following are given with the sub section which is discussed around the equal employee opportunity contest.

a.       RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

It protect employees from discrimination in hiring, promotion, discharge, pay, fringe benefits,job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.

b.      DISABILITY

Under disability its discussed protection qualified individuals from discrimination on the basis of disability in hiring, promotion,discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

c.       AGE

Provide protection to applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification,referral, and other aspects of employment.

d.      SEX (WAGES)

Through that prohibits sex discrimination in the payment of wages to women and men performing substantially equal work,in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.

e.      GENETICS

Under that its discussed about the way to protect employee from discrimination based on genetic information in hiring,promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants,employees, or their family members.

f.        RETALIATION

Under the section it is prohibited entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.

Once there are above are enforces to employees law is permitted to move with legal action against the employer.

Reference

UNITED STATES.(1990). Equal employment opportunity Executive Order 11246, as amended by Executive Order 11375. [Washington, D.C.?], U.S. Dept. of Labor, Employment Standards Administration, Office of Federal Contract Compliance Programs

Employee rights and responsibilities

In discussion of employee rights and responsibilities there are different types of rights and responsibilities are associated with business activities that need to be manage with any business entity irrespective of nature or extend of its performance. All employees are referred to be act as concern to be business rights and responsibilities of individual level.

Rights of employees

1.       Discrimination Laws

A variety of federal laws make it illegal to discriminate against employees or potential hires based on certain personal attributes. The key law is the Civil Rights Act, although numerous amendments and other laws have expanded worker protections.

In general, the Civil Rights Act dictates that you cannot make decisions about hiring, firing, advancement, training or other worker roles on the basis of race, religion, gender, sexual orientation or national origin. Other laws provide additional worker rights so that discrimination based on pregnancy, age or disability is also prohibited. Companies cannot use genetic information, as might be obtained from a pre- employment health screening, as the basis of decisions.(Great Britain. Department for Business, Enterprise and Regulatory Reform, 2007)

2.       Health and Safety

Workers deserve reasonably safe and secure working conditions, and this right is codified in federal laws such as the Occupational Safety and Health Act. Worker safety provisions for retail activities are different from those at a construction site or a manufacturing operation, for example. Make sure you are aware of the safety provisions that apply to your business.(Osigweh, 1989)

3.       Wages and Hours

The laws set the minimum wage for many workers as well as a minimum age at which employees can be hired. The laws also mandate specific rules for overtime pay, rest breaks and maximum hours worked.

Employee responsibilities

Also there are set of responsibilities are associated with employees and followings are disused along with  responsibilities of employees

Workers are usually considered to be at-will employees. That is, they have a job because company opted to hire them, and their primary responsibility is to carry out the job for which they were hired. The employer is under no particular obligation to continue that employment. Failure on a worker's part to carry out the job responsibilities means running the risk of the worker losing the job.

However, rights and responsibilities overlap. For example, employees are protected against retaliation for reporting a health violation in a workplace. If the worker is then fired for such reporting, employee can challenge his dismissal as unjust. Even though the worker is an at-will employee, the employer is not permitted to fire him as a retaliatory measure in that situation.(Osigweh, 1987)

Some jobs come with specific employee responsibilities. An accountant has a fiduciary duty to employer; a doctor is expected to do no harm. All employees have a responsibility to obey the law. However, a worker's primary responsibility is to carry out the tasks of the job as defined by the employer.

Reference

Great Britain. Department for Business, Enterprise and Regulatory Reform, 2007. Individual Rights and Responsibilities of Employees: A Guide for Employers and Employees. s.l.:Department for Business, Enterprise & Regulatory Reform.

Osigweh, C. A. B., 1987. Communicating Employee Responsibilities and Rights: A Modern Management Mandate. s.l.:Quorum Books.

Osigweh, C. A. B., 1989. Managing Employee Rights and Responsibilities. the University of Michigan: Quorum Books.

Risk Management and Worker Protection

Risk management is also associated with human resource management as well. There are due to ranges of risk associated working environment and safety condition management is become risk to the organization(Rideout, 2014). As first step the process managing risks, which allows people to understand identify, employers and employees, what are the measures to be taken to improve safety and health in the workplace. In global level business contest it is important to manage with business opportunities to handle.

Recognized hazards can be managed with a variety of adjustments in work practices, equipment, and facilities. In some cases, key modifications focus on engineering controls (facilities and equipment), in others on administrative changes (such as delegation of decision-making authority to the right level or revision of established safety procedures), and in still others on adoption of new safety-related devices, protective equipment, or research methods(Matthew Whalley, 2016). Training programs must be adjusted in concert with these changes to ensure their effectiveness. Clearly, different people must be involved to achieve appropriate advances in the various elements that contribute to improved worker health and safety. Basic and applied research may also be needed to identify, evaluate, and develop the means to deal with specific new risks and to ensure their practicality and usability in the workplace.

It is important to recognize that many factors influence risk management. Public values, politics, economics, legal issues, and technical concerns can all influence the risk-management process locally  or nationally. In some cases, external influences force over-conservative risk-management decisions and actions; more often, these influences, especially fiscal constraints, lead to less than optimal risk-management decisions and actions.

In the business discussion it is understood that there is direct need of development of risk management practices of human resource management as well. The main concern of evaluation need to be discussed that managing of human risk related issues are more important to manage employees as well as management of human resource function within the company. More over risk management of company would eliminate unforeseen challenges in business decision of human resource management function(Taylor, 2014). Financial losses engage with human resource activities also discussed in contest. Retention level of employees also influenced through proper human resource approaches and it positively engage with more reliability among employee of the company. Overall it is concluded that risk management is similarly created the important as other areas in business process. 

Reference

Matthew Whalley, C. G., 2016. The Legal Risk Management Handbook: An International Guide to Protect Your Business from Legal Loss. s.l.:Kogan Page.

Rideout, H., 2014. Employee Risk Management: How to Protect Your Business Reputation and Reduce Your Legal Liability. s.l.:Kogan Page.

Taylor, L., 2014. Practical Enterprise Risk Management: How to Optimize Business Strategies Through Managed Risk Taking. s.l.:Kogan Page.

Talent management in global level business contest

Talent management is the systematic process of identifying the vacant position, hiring the suitable person, developing the skills and expertise of the person to match the position and retaining him to achieve long-term business objectives. In the business development of international level market it is important to manage with proper talent within the contest. Further to understand the key reason behind the act would be determined through generation of  talent not be limited for geographical area with the movement of talents over the nations to nations. Therefore it is important to manage talents  which are supportive with global level in business contest. (Shermon, 2009)

A natural talent identification approach is to equate talent with performance — employees who are in the top 1 or 2 band of the company’s performance rating system are considered the company’s talent. Some practitioners have moved beyond performance ratings to look at factors driving long-term successful sustainable performance. This calls for establishing a competency framework(David G. Collings, 2017).

In global level talent management is given with priority within the development of organization operation function. Therefore it is determined that managing of talent is most important activity within any business organization contest. Also in global level CEO’s averagely report that they are provided with 20% of their  time to manage with talent driven activities.

Generally understood that global talent are drive with three main criteria inclusive of ;

1.      The systematic identification of the key positions that differentially contribute to an organisation’s sustainable competitive advantage.

2.      The development of a talent pool of high performing and high potential incumbents to fill those roles on a global scale.

3.      The development of differentiated human resource (HR) architecture to facilitate the filling of positions with the best available incumbents and to ensure their continued commitment to the organization.

There are different facts are recognized as importance of talent management in business in both local and international level business operations. (Shukla, 2009)

•          Attraction of top talents: it is supportive to generate with understating of top talents within the organization which is supportive to manage with operational level in effective manner.

•          Directive through employee motivation facts of company. Once employees are made with trust that organizations are supportive to enhance talent it is created with motivation for more engagement within the operation.

•          Increase performance level of employees: Once talent level of employees are enhanced it automatically supportive to manage with efficiency level in operational level as well.

Reference

David G. Collings, K. M. W. F. C., 2017. The Oxford Handbook of Talent Management. s.l.:Oxford University Press.

Shermon, G., 2009. Competency Based HRM: A Strategic Resource for Competency Mapping, Assessment and Development Centres. s.l.:Tata McGraw-Hill Education.

Shukla, R., 2009. TALENT MANAGEMENT: Process of Developing and Integrating Skilled Workers. s.l.:Global India Publications.

Employee motivation

The term employee motivation it is identified that employee themselves willing to work to achieve with business objectives. Motivation at work has been defined as 'the sum of the processes that influence the arousal, direction, and maintenance of behaviors relevant to work settings. Set of motivated employees are key success factors for any organization structure.(Banks, 1997)

There are various types of theories are discussed along with employee motivational studies. In that followings are referred to as main theories which are disused about motivation in business environment;

•           Maslow's Need Hierarchy Theory
•           Herzberg's Motivation Hygiene Theory
•           McClelland's Need Theory
•           McGregor's Participation Theory
•           Urwick's Theory Z
•           Argyris's Theory
•           Vroom's Expectancy Theory
•           Porter and Lawler's Expectancy Theory

There are different factors are discuss about the importance of employee motivation. Basically it allows to organization to reach into company’s objectives. De –motivation set of employees is basically do not supportive to reach of goals of business and it take to riskier position of business activities. Motivated employees can lead to increased productivity and allow an organization to achieve higher levels of output(Anne Bruce, 2012). Imagine having an employee who is not motivated at work. They will probably use the time at their desk surfing the internet for personal pleasure or even looking for another job. This is a waste of your time and resources.

There is various ways to motivate employees and following are discussed about key methods to motivate set of employees in any business industry;

•           Communication improvements

Managing with communication is important to manage with proper relationship within the organization operation and it is important to make with two way communication as well. In that regards the major decision making need to be arranging with company to manage proper communication flow to manage motivational level of employees.

•           Value individual contribution of employees

Recognition is important in motivational factors within the organization which is supportive towards development of future involvements as well. Provide with the trust and provide with more values to the individual decision might supportive to manage with more engagement of employees and individual level motivation of them.

•           Initiation with positive work place environment for motivation

Initiation of positive work place environment would be created with common factors to be made out with motivational employees within company. In order to manage with process employee friendly working environment is important to be in place.

Reference

• Anne Bruce, S. M. M., 2012. Leaders Start to Finish: A Road Map for Developing Top Performers. s.l.:American Society for Training and Development.

• Banks, L., 1997. Motivation in the Workplace: Inspiring Your Employees. Karen M. Miller ed. s.l.:American Media Publishing.

• Miner, J. B., 2005. Organizational Behavior: Behavior 1: Essential Theories of Motivation and Leadership. Armonk: M. E. Sharpe.

Values of total rewards than compensation

Human resource professionals now days define with ethical manner by rewarding the word to compensation than naming it total rewards. The definition of compensation and benefits was rather limited--mainly the perception of it to mean what you pay employees, and the types of benefits such as medical coverage, income protection options, vacation and sick time.

Total rewards are considerably new term in human resource management and human resource practices. Now human resource professionals are highly adopted with the term. Around the world the practices are established to make proper wording with more sensitive base approaches to human.  It’s developed the world of total reward than the compensation as a result of that. (Johnason, 2009)

The term formerly referred to as simply compensation and benefits, towards total rewards make it more creative and with boarder definition. It carries with receiving of benefits, perks and other valuable options.  WorldatWork defines this new term: "Total rewards include everything the employee perceives to be of value resulting from the employment relationship."

1     Assessing the Value

It refers that value of total rewarding is high once discuss about that there are variety of factors are involve with rewarding system.  In addition to salaries and wages, total rewards may be broad structures of compensation and benefits package(Klerck, 2009). Also total rewarding is inclusive with various types of non-cash elements as well. In the discussion of non- cash elements it is inclusive of on-site childcare and athletic gym membership.  Considering all the cash and non- cash payment of employees it’s carried with option to call term.  As human resource practitioners it is important to evaluate with different types of cash outflow in the designing of fact without focus in narrow area.

2     Value addition

Once move the total compensation as a total rewarding option it is handed with remarkable level of value addition. Beyond the basic salary components it is carried with other cost elements such as free parking, free gym facilities and etc. to manage with employee factors of the company(Montana & H., 2008).  Improvements of employee also carried with similar importance in the consent and it is understood that there are developing programs are supportive to make with future leaders. Thus those entiresupportive make with cash outflow and considered to be total rewarding to employees. Overall with those elements total salary become high in considerable amount.

3     Motive to stay with company

In that consideration the most important fact to be decided is that make supportive for staying long term with organization. With benefits it creates with value to employee make high level of job satisfaction(Klerck, 2009).  Finally it is argued that with the creativity to develop a total rewards system that improves job satisfaction, retention and dedication among your employees.

Reference

• Johnason, P., 2009. HRM in changing organizational contexts. In D. G.Collings & G. Wood (Eds.), Human resource management. A critical approach , pp. 19-37.

• Klerck, G., 2009. Industrial relations and human resource management". In D. G. Collings & G. Wood. Human resource management: A critical approach , pp. 238-259.

• Manager, H., 2020. Employee motivation [Interview] (2 1 2020).

• Montana, P. J. & H., B., 2008. Management. New York: Barron's Educational Series.

Human resource as an asset

Present business world there are ranges of competitive advancement strategies are developed along with assets. People are willing to provide with different natured assets inclusive of technology, equipment’s, marketing strategies and etc. Still the companies can handle all those assets through getting supportive of human resource(Hollenbeck, 2016). Since the human resource is only the live assets among all those. Therefore it is argued that human resource as key asset of company.

Skills, knowledge and competence level of human resource would be assisted to organization to arrange the good in effective way to get maximum output. Therefore it can argue that all other assets are improved and heal according to the human resource. Further to that it is argues that human resource is most important element which make organization success or failure. Without support of human resource it is unable to manage with business function properly(Klerck, 2009). Human resource always makes company’s profitability and competencies of human resource unable to match with any alternative.

Therefore companies need to be smarter and properly engage with their employees. Further to that it referred that there are high important to upgrade level of skills and talents of employees. Most of the particular scenario would be understood with arranging training and development sessions in order to manage company’s assets. Therefore it is argues that human resource programs of companies always add values to company and it’s not act as expense of the company operation. Since it has been note the major factor affecting the organization productivity is the human factor, many organizations willingness to invest human resources development program in the areas of communication skills, problem solving ability, leadership qualities, creativity and others related skills(Paauwe, 2009). Employees are able to obtained new skills and knowledge in the training programs in order to contribute to the organizational development such as productivity improvement, preparation for organization’s growth, developing the learning culture and so on. The effectiveness of the training programs can evaluate and monitor regularly in order to increase the employee performance and thereby increase the productivity.

Human resource of the company always having the power of thinking and ability to manage assets to drive through company objectives. In the other word human resource made out with vision and mission of the company and drives through to achieve of business success. Therefore under any condition it is argues that human resource is most important asset in the contest(Shuck & Wollard, 2011).

Reference

• Hollenbeck, J. R. &. J. B. B., 2016. Human Capital, Social Capital, and Social Network Analysis: Implications for Strategic Human Resource Management. Academy of Management Perspectives: s.n.

• Klerck, G., 2009. Industrial relations and human resource management". In D. G. Collings & G. Wood. Human resource management: A critical approach , pp. 238-259.

• Paauwe, J. &. B. C., 2009. Strategic HRM: A critical review. In D. G. Collings, G. Wood (Eds.) & M.A. Reid, Human resource management: A critical approach. London: Routledge..

• Shuck, B. & Wollard, K. K., 2011. Antecedents to Employee Engagement: A Structured Review of the Literature. Advances in Developing Human Resources, p. 429–446.