Managing Human Resources
Name
Institution
One of the fundamental roles of Human resource management is to manage the organizational employees, which include employment along with arbitration within accord of law with company directives. A time, the HRM strategy, involves recruitment, selection policies, reward policies, disciplinary procedures and developmental policies. For many years, Human resource management has been known to recruit people based on their work experience and education qualifications. As a result, performance differences among employees have been relatively small since there are no differences in work experiences. HRM has outlined this is one of an effective approach through which there is no need of performance based pay. This paper seeks to agree on the fact, if placement and selection are done effectively, it will highly lead to increase of work productivity and quality work performance, thus no need of paying employees based on their performances, which may be disruptive.
Based on personal experience, the HRM has emphasized on certain qualification when recruiting employees that include having at least two-year work experience. Eventually, this has ensured effective work performance in that many tends to share their previous work experience with other employees within the organization. As a result, there have not been performance difference instead; improvement on each individual performance has been outlined. By bringing qualified employees together has ensured interaction and through interaction, innovations of new ideas have been achieved along with the team and this has greatly increased our work performance.
However, there have been few cases when the less qualified have been selected for recruitment; there have been differences on wages. Occasionally, the victims have been paid based on their performance and excellence. Many have ended overworking in meeting a certain target required for them and as a result, they have ended up being less motivated. Ironically, this group of employees has worked more compared to the qualified group. This has been disruptive to the point of resigning jobs. This has posed a concern to me in that, if selection and placement were done effectively; there would be few cases of performance-based pay, which greatly discourages employees.
Paradoxically, work field have not realized the effect this has on employees. For instance, recently, there has been hearsay of education towards considering performance based pay for teachers. Based on my opinion, this may discourage the employees who might feel overworked in the name of a better salary. Borne in mind that some individuals may not be eligible, differences in work performance will be a guarantee. It is not logic for the skillful and experienced employees to perform the same duty. As this effort begins to be used in schools, various aspects will follow in place.
First, paying teachers according to their effectiveness would lead to unhealthy competition between employees towards achievement. Although competition is a mission for success, if it is overdone in the aspect of better position and payments it can create jealousy and enmity. Trying to achieve ahead to downplay the other person is unjust and in the end may debase the quality of the other person. However, if schools use merit pay can alleviate problems of teacher retention. It will add motivation for teachers to work more and particularly retaining the job (Jackson, Schuler & Werner, 2008).
WHO’S BENEFITING CASE STUDY
From the case study, the incentivize plan of paid absence agreement would not work in that many employees will be denied their rights. For instance, the issue of deducting the employee a 10 % incase of absenteeism will discourage the affected victims to work more productively. Although many employees may compile to this policy, it may end up affecting their work performance since they will be forced to work even when sick. It will affect their overall performance.
ABSENTEEISM UNDER THE EMPLOYEE’S CONTROL
The absenteeism is really under employee control during chronic absentee, which include sick days. It would be a choice of them to choose deduction of salary or opt to go to work.
WHY THE PAID ABSENCE NEVER WORKED
The paid absence plan work never worked because it was assumed that, it would encourage many to be absent and as a result cause low work productivity.
THE SUGGESTIVE PLAN
On my point of view, USA Motors would rather suggest for increasing work duties to absentees. Eventually, it will discourage many from been absentee and still improving work performance in the organization.
PROMOTING WORKPLACE SAFETY AND HEALTH
It is the employer’s legal responsibility to educate his employees to workplace safety standards with regulations in promoting workplace safety. Based on my opinion, employees should invest in promoting work place and safety in that, this will cover areas such as accident prevention, safety compliance, employee involvement and safety use of chemicals and hazardous material safety.
UNDERSTANDING UNIONIZATION AND COLLECTIVE BARGAINING
Since 1980 and 1990s, the Union membership has been declining in United States. The major cause is that, the union has been so corrupt to the point it lost the reason for its existence. Although there were past success of boosting wages, it has been for self-gratification reasons. Despite the fact, it is relatively new, many people have strongly believed that fear of unionizations would ensure that employees are treated well. This is because, it will improve the work environment and work against corruption by ensuring that younger workers no longer require unions to get employment.
When a union challenges to organize the workforce, the employer may a step of giving workers a voice in their jobs that include work cite safety and work grievances.
Mediation and Arbitration
Mediation is regarded as the initial step of resolving a dispute while arbitration is done if a solution is not negotiated through mediation. The plan of arbitration is to settle disputes while the grievance procedure is the process through which it is more formal that mediation that requires all rules to be followed. In final offer arbitration, the arbitrator chooses the binding solution, which offers the appropriate outcome (Stern, 1982).
References
Jackson,S.E., Schuler,S.R.,& Werner,S. (2008). Managing Human Resources. New York: Cengage Learning
Stern,D. (1982). Managing human resources: the art of full employment. New York: Taylor & Francis
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