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hor further asserts that communication also allows human resources to channel the problems that may be facing in their work environments (Smith, 2013). Minus proper communication frameworks, employers rarely understand what human resources require to feel comfortable in their working environments. At this point, labor unions provide a solution that may seem the best alternative to the human resources.
Another significant strategy is providing human resources that are considerate to their need in the working environment. Fredericks (2014) is of the assumption that upon employment the perception of the employee on their organization is developed. For this reason, the terms of the employment contract may influence their decision to whether or not join a labor union. For instance, working hours stated in the contract should be reasonable. In an instance where an employee would be required to work for long hours, the compensation should be worth the requirements (Lim, 2012). With proper consideration of employee needs in creating employment contracts on matters such as payment, incentives, working hours and conditions minimize the probability of the human resources to later join labor unions (Lim, 2012).
Negotiations between labor parties may be undertaken from different resolution alternatives. Employees may decide to strike to increase the willingness of the employer to address their needs (Maas, 2010). On the other hand, the employer may develop a more peaceful and non-weapon negotiation frameworks. For instance, mediation between conflicting parties and the use of arbitration to solve the problem (Maas, 2010).
The mediation process involves creation of a proper communication framework between conflicting sides. Through proper communication a common ground between the conflicting parties may be found (Rahim, 2015). The process may be done by representatives from both parties. However, the process may have disadvantages. Firstly, the superior nature of one party
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Direct compensation is different from indirect compensation, the salary paid to the employees is direct compensation, indirect compensation includes perks like giving an employee a car once he reaches a certain level, indirect compensation can motivate employees and can hence improve their productivity.
When the task is executed efficiently then it has a positive impact on the company. Talent management can create long term success if the talent management strategies are aligned to the goals and objectives of the company. It is a holistic approach to the business planning and human resource which improves the effectiveness of the company and the potential of the people.
It aims at ensuring that the organization gets the appropriate people to do the exact task. Human resource planning involves matching the supply of workers working internally and the external supply of job seekers with the opening the organization expects to have over a given time frame. Every organization is affected by internal and external elements that affect how the organization functions.
On the other hand, Anita may have a different characteristics and perception of work than Janine. For example, Anita may love interacting with people and her cheerful and bubbly personality may easily attract customers around her. As such, she finds it easier to deal with difficult customers.
Economic recession on the other hand can force HR department to downsize the work force. The labor market should also be able to fulfill the requirements of organizations. The HR department frequently understands the dynamics of the labor environment in order to hire
However, more than sixty percent of the employees are not employed on a fulltime basis. The Castle’s Family Restaurant has eight different operations that are governed by the operations manager. The operations manager at the Castle’s Family Restaurant doubles as
sically revolves around fulfillment of the job roles by the human resources whereas the strategic approach focuses on the needs and requirements of the human resources in accomplishing their task successfully.
The components of a human resources audit are the HRIS system, the
Initech Company does not seem to care about its employees due to their miserable working conditions and the downsizing effect. The employees work in fear in their stuffy cubicles, with faulty machines and in a faulty
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