General Management and Presentation Skills - Essay Example

GENERAL MANAGEMENT AND PRESENTATION SKILLS By General Management and Presentation Skills This paper seeks to highlight the issues surrounding employment grievances that happen in an organization. The paper will review the event surrounding the contentious issues between Jane and the organization she works in. Jane is involved in a conflict that entails her remuneration after going on maternity leave. Through her trade union, Jane seeks due compensation and seeks the services of a legal representative. Jane’s legal representative approaches the university where she works and seeks a meeting with the university in order to get compensation for her client. The events surrounding the compensation issues will be reviewed using a number of regulations and provisions that govern employment. Specifically, the regulations spelt out by CIPD and ACA will inform the analysis of the contentious issues between Jane and the organization. The options available to the organization entail paying up what is due to Jane or face the tribunal. Employee Management and Regulation Effective human resource management is the hallmark of a successful organization in any society. It has been established that the human resource is the most fundamental resource to the growth and performance of organizations. Therefore, organizations that seek to improve, grow, and develop have to effectively apply effective human resource management principles. Employee regulation ensures that employees’ rights are safeguarded. Moreover, it provides the managers with a legal structure for reference when handling employees. Organizations that adopt employee regulation codes are less concerned with issues arising due to litigation because they have an enhanced comprehension of their responsibilities (Lewis & Sargeant, 2013). Organizations that are compliant to the regulations of the employment laws have a robust human resource support that gets updated information from a variety of sources like the CIPD and Directgov. It is imperative to note that the incorporation of regulations into the organization’s human resource practices is an initiative of the government to enhance economic productivity, employment, and success. The government works with individual business ventures through a number of civic policy interventions that are meant to improve the business atmosphere. These intercessions initiate an assortment of undertakings that are intended to override market shortcomings, allow companies to confront their particular flaws and offer openings through inspiring their access to funding, employment competences, novelty, exports and development. Consequently, the state offers the essential employment governing structure within which companies work. Most business owners and managers contend that getting the fit between the ideas of enhanced economic achievement and the establishment of a suitable governing structure is difficult (Jordan et al, 2013). Regulations in organizations influence business proprietors to be inspired hence enabling them to access fresh market openings or to introduce extra competent business procedures because of regulation (Gennard and Judge, 2005). Sticking to these regulations ensures that there are reduced chances of employee litigation. An approach that does not appreciate the regulation practices exposes the organization to complaints of prejudiced management, consequently leading to litigation (Jordan, Thomas & Kitching, 2013, p. 56). However, stringent application of these regulations may lessen the fulfillments, for owners and staffs. This arises due to familiarity with possible consequences for employee inspiration, performance, presence, and maintenance (Schuler & Jackson, 1999, p. 13). The knowledge on regulations and the connection between effective human resource practices will provide meaningful insights in the review of the case under study in this paper. It is imperative to appreciate the issues surrounding the case in order to review and consequently provide the required solutions. The case involves an employee who is about to institute litigation against her employers. A legal expert attached to her by her trade union is representing the complainant. The contention is about Jane’s salary arising due to a misunderstanding during her maternity leave. Her legal expert seeks to get a settlement of the same and arranges a meeting with the Vice Chancellor of the University. This occurrence highlights a number of human resource issues in the organization. The following human relation functions have been highlighted by the occurrence of the complaint by Jane. Benefits and Compensation The human resource department should ensure that the employees are adequately compensated. Compensation is every employee’s right, which is stipulated in employment contract. It is a fundamental right that among other things leads to employee motivation and drive for organizational performance. The following are examples of effective practices Flexible working hours Protracted vacation time Maternity/paternity leave The management failed to uphold their end of the bargain in effecting the required compensation and benefits package for Jane. Effective management requires coordinating, control and supervision of the employee and his/her actions. This could not be realized due to unavailability of professor Clarks who was always away from the university Guaranteeing Legal Compliance The organization’s bid to remain a going-concern is rooted on its ability to comply with labor, duty, and employment regulations. The human resource department has to be cognizant of the regulations, policies, and practices that surround employment, taxation, base pay and other obligations. Non-compliance of the regulations will adversely upset the efficiency and success of the organization. The organization in question failed to guarantee Jane her pay packages and compensation as stipulated by various statutory requirements and regulations. This prompts her through her trade union to institute litigation (Lewis & Sargeant, 2013, p. 72). Given her advanced role since she was initially employed, she deserves better compensation as stipulated by the Statutory Maternity pay. Moreover, she is eligible to get the SMP since she has attained all the qualifications required. The management in this instance has failed to uphold the regulations spelt out in the government employment and labor laws. Mediation Jane’s legal representatives have already indicated their intention to institute litigation and have asked for a meeting with the organizations management. Professor Clark, who was meant to oversee Jane’s performance and subsequently recommend the effective pay perks to the Human Resource Department as per regulation did not do the same (Paul & Anantharaman, 2003, p. 70). The professors ability to execute this role was curtailed by his unceasing conference trips and current research obligations hence the contention in oversight. Non-compliance to regulations attracts penalties from the tribunal that is set up to investigate the irregularities encountered in the employment contracts. Most organizations prefer to have an out-of-court settlement in order to avoid paying the tribunal awards (Paul & Anantharaman, 2003, p. 89). Another major consideration for an out of court settlement is the unpredictable nature of such tribunals. Moreover, the approach to avoid tribunals is founded on the assumption that it is quite easy for staff to influence the tribunal into ruling in their favor on grounds of biased dismissal and discrimination. Employment tribunals’ deal with grievances forwarded to them by employees of certain organizations (Gennard & Judge, 2005, p. 90). Statute law and contractual law oversee the relationship between the employer and the employee. The claim specific to this case that tribunals deal with is the issue of equal pay claims. Other unwarranted attention like extensive media reporting of huge reward payments may favor the applicant. The CIPD specifications were in favor of Jane. It is therefore prudent for the university to meet up with Jane’s legal representatives and reach a compromise. This is because it is evident that the university overlooked the performance and due compensation of the claimant (Jane). In doing this, the Vice chancellor who is the university’s representative should clearly state the position of the university in the wake of that occurrence. An out of court settlement should be made to Jane. In light of the foregoing, Effective Human Resource Management is the hallmark of a successful organization in any society. Therefore, organizations that seek to improve, grow, and develop have to effectively apply effective human resource management principles. The knowledge on regulations and the connection between effective human resource management is important in the running of the organization. An approach that does not appreciate the regulation practices exposes the organization to complaints of prejudiced management, consequently leading to litigation (Schuler & Jackson, 1999, p. 56). Organizations therefore, have to apply effectively the regulation requirements that have been proposed by the government. This enables them to be productive and efficient at the same time. The university in this instance is obliged to compensate Jane in an out of court arrangement or consequently face the tribunal. An out of court settlement favors the interests of the university due to the unpredictable nature of the tribunals. References Gennard, J., & Judge, G., 2005. Employee relations. CIPD publishing Jordan, E., Thomas, P., & Kitching, R., 2013. Employment Regulation Part A: Employer perceptions and the impact of employment regulation. Lewis, D., & Sargeant, M. 2013. Employment Law, the essentials. Chartered Institute of Personnel and Development. Paul, A & Anantharaman, R. 2003. "Impact of people management practices on organizational performance: analysis of a causal model." International Journal of Human Resources Management 14(7): pp. 1246-1266. Schuler, S & Jackson, S. (eds.) (1999). Strategic human resource management, Oxford, Blackwell Read More