This essay maps out a strategy for acquiring and retaining staff and the elements of the HRM plan include ways and means to hire the best people and retain them in the company. The essay discusses executive compensation, performance-linked variable pay, employee benefits…
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Job seekers in print and visual media along with a concise and precise summary of what the job is all about and what the employee can expect once he or she joins the company.
The Hiring strategy’s success would depend on how well the actual duties and responsibilities of the job match up with those that were advertised. Hence, there is a need to “walk the talk” when it comes to specifying the job description. There should not be any scope for disappointment among the employees once they are hired. Any promises of specific divisions in which the employee is going to be placed should be honored
rt from this, the pay structure of the engineers must be competitive and as outlined in the sections below, the benefits and the perks must be competitive by industry standards. The theory states that engineers who would be hired would look for the whole package that includes compensation, benefits, and perks. The hiring process must be transparent and unbiased consistent with the company’s policy of being an equal opportunity employer.
Management theorists often emphasise the fact that one of the reasons for low employee morale in engineering industries is the fact that the workers and the engineers in the shop floor often feel alienated and cut off from the larger purpose. The contention is that the engineers feel themselves to be part of an impersonal setup and perceive themselves to be unable to make a difference to the whole unit. Hence, there is a need to involve the engineers in the larger picture and provide them with perspective on the bigger picture.
In engineering units with assembly line manufacturing, the engineer is often responsible for his or her part of the chain and is not in a position to relate to the bigger picture. Hence, there should be effective strategies like job rotation, interaction with other units, timely promotions and cross functional teams wherein the engineers would feel themselves to be contributing to the larger goal.
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.... They act as the main organizational leaders and also represent the single source of authority. They also consider themselves as the single focus of loyalty. When there is no possibility of any aberrant or abnormal behavior employees are willing and expected to accept their authority. According to Boxall and Dowling (1990), while there can be considerable diversity within human resource management and some researchers claim that it is considered to be more consistent with pluralism. However, most authors are consistent with the view that HRM is unitary in its approach and ideological position. It perceives employees as well as employers as having the same interests and...
...? HRM- MANAGING DIVERSITY IN EMPLOYMENT Table of Contents Introduction 3 Organizational analysis with reference to Kirton and Greene typology 4 Deloitte as comprehensive proactive organization 5 Examples of diversity/equality policies 7 Overall summary 12 Reference 13 Bibliography 15 Introduction The project seeks to bring forth the problem of diversity in organizations with reference to the Kirton and Greene typology. The organization chosen for the purpose is Deloitte. This is because of the extreme effort it has tried to place on diversity issues and has tried to manage them too. Also adequate literature pertaining to the present context has been presented in the...
...in modern day management. With the passage of time, there has been change in the basic understanding of the subject as more multi-disciplinary approach has been adopted to discuss the employmentrelationship. It is however, also critical to understand that there are different approaches which outline the potential conflict in the employmentrelationship between the employer and the employee. Employment relations are assumed to be built on the assumption of shared goals of the employer as well as the employee and any gap between the goals would start the conflict between...
...of volatility over time which could foster insecurity and encourage capable employees to seek alternative employment. (Marlow and Gray, 2005)
Moreover, the close proximity of owner and managers to employees in SMEs also ensures cordial and harmonious relations, excellent personal communications and better flexibility. (Dundon, et. al., 2001) The SMEs characterised by good employee-employer relations exhibit devolved managerial responsibilities, social networking programmes, teamworking exercises and specific employee involvement (EI) initiatives.
The employee appeals system can emphasizes organizational communications, interpersonal relationships, and...
...a difference in approach regarding the former. Some theorists and management specialists view employment relations in a purely legal standpoint. Many others view it as a concept that is more than just a legal contract. Hence the words employment relations and employee relations can often be considered to mean the same under certain circumstances. The International Labour Organization stand on this concept is as follows. “The employmentrelationship is a legal notion widely used in countries around the world to refer to the relationship between a person called an employee (frequently referred to as a worker) and an...
.... Giving the employees a chance to participate in management decisions not only makes them feel valuable but also ensures their support and enthusiasm in the whole process. Another vital ingredient for successful communication process is consistency. The management policies need to be consistent in their approach to instil trust and confidence in the employees.
The increase in market competitiveness has resulted in the adoption of strategic plans that focus on employee welfare and development schemes. “Collective relationships are now based on relatively more cooperation in which both parties are motivated to add value to the organization” (Gennard & Judge,...
...Managing the employmentRelationship Staff grievances procedure Staff grievances have not been addressed properly and professionally. Staff grievance refers to those complaints that are considered reasonable and valid by the staff members. For example, some employees may complain about insufficient pay, lack of adequate workplace facilities; and favouritism issues directly or indirectly supported by branch managers are some of those grievances that have been highlighted in the human resource case study of Harvey and Wong. Most importantly, the new young entrepreneurs have not been able to develop and put in place any mechanism that provides employees an opportunity and...
...issues to the management. The management faces the dilemma of recognizing the trade union and the implications it can have on its business operations. This report presents an insight into the role of trade unions in organizations and how they can be used to promote healthy employee relationship in the long run. In this context the report also presents the implications that trade unions can have on managerial strategies and how it can be effectively dealt to work for the mutual benefit of both the organizations and its employees.
Human resource management has been driven by the dynamic business environment in which it operates. Employers need to...
Managing the EmploymentRelationship
Evaluate the strengths and weakness of joint consultation committees as a means of employees influencing management decision making.
Managing the employer-employee bond is a comprehensive job. As the management of an association, your utmost responsibility is to produce a capable, proficient workforce at the same time making certain that your policies and guidelines are just and are in conformity with the law. It is the management’s duty to look upon each...
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Statutory Requirement and EmploymentRelationship
Following the statutory requirement is an essential part of the day to day functioning of an organisation. All the employees of an organization is bound by the statutory requirement in order to maintain a healthy relationship with employees within an organization. Some of the statutory...
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