HUMAN RESOURCE MANAGEMENT FINAL ASSIGNMENT

HUMAN RESOURCE MANAGEMENT FINAL ASSIGNMENT

Q1.

A company that desires to have a union free organization has the capability to achieve the same. The employer has the responsibility to inculcate a culture that will make the employee comfortable and have no need for unionizing. The employer should relay the information that prevents the formation of unions at the beginning and stand by that directive. On recruitment of a new group of employees and while undertaking them through the orientation a material that explains the position of the company on the state of unions should be included and can as well be included as a clause on the employees handbook (Miller & Rezek, 2012).

The company should come up with a means that ensure that the employees issues are acted upon promptly i.e. through the managers and supervisors. With that running smoothly, the employees will have no need for a union body to handle their plights. The mode of communication should be very clear in the company an interactive situation that will ensure that the employees have a voice in the company. A frequent survey should be carried randomly in the company to get to understand the situation and feeling of the employees on the prevailing relationship between the employers and the employees to establish where there might be a problem (Miller & Rezek, 2012).

An employer that should take up responsibility for the decisions made whether positive or negative stands a high chance to win the confidence of the employees. Several decisions may be made by the executive body without consulting the employees, such decisions should be explained to avoid resistance. The company should have a proper procedure for handling grievances to ensure that no voice goes unheeded. A training schedule can as well be set to help the employees adjust their skill to conform to the ever-changing market.

Q4.

Seniority describes how long an employee has served a company (Kevin, 2015). These are considered to have a lot of experience and in most cases when there is an issue that requires experience they are called upon.

The first advantage of considering seniority is a senior employee does not need training. Every employee that is listed under the senior tag is considered to have a lot of experience and therefore when there is an emergency or overtime work they can handle without any doubts (Kevin, 2015). Secondly by incorporating seniority it serves to the advantage of the organization since the senior take this time to train other junior staffs and leading to advancement in skills of the employees. Thirdly it helps to reduce the cost of training of new staffs as well as minimizing expenditures which come when a junior must be scheduled along with a senior to supervise their work.

Preference causes a decline in employee’s morale that may also lead to the decline in productivity. It comes as some employees especially those with little experience find themselves not favored in such working hours that would supplement their normal pay. It can also lead to high cost of operation since senior employees require very high payment in exchange for the services provided.

 

Q5.

A company should generate relevant data before moving on to start a bargaining process (Lynn, 2015). The wages and benefits form the critical part of the wages content of the data an accurate data would lead to having a fruitful negotiation. The factors can include wage chronology with a base average and key wage rates for a span of 10-15 years.  Other important data include the historical brief of crucial economic dynamics of the company i.e. production levels, productivity rates, costs, revenue volumes and returns. More data can also be on hours of work, paid breaks and labor costs, these will come in handy to set the bar for the company’s team.

The development of the employers’ strategy should form part of the preparation process (Lynn, 2015). After taking a keen look at the some other important preparation processes, the company should then generate a draft that will address both the non-economic and economic provision of the contract. The responsible committee should ensure that all the proposals get supported with adequate data, background material, and any necessary argument.  A negotiating timetable should also be prepared and provided to ensure a successful completion of the negotiating process. The timetable should contain details such as ideal frequency of meetings, the timing of offers, and available dates to meet.

 

Q6.

The government through its independent agency such as Federal Labor Relations Authority is an important participant in the labor relations. The agencies help in settling cases concerning the collective bargaining proposals, an omission of grievances arbitration awards and representation petition, and appeals concerning unfair labor practices by different organizations (FLRA.GOV, 2015). Many companies fail to live up to the agreements arrived at during negotiations hence the purpose for the agencies to stand in to solve disputes between the employees and the employers.

The government agencies provide leadership when establishing the policies and guidance for participants in the labor relations program (FLRA.GOV, 2015). The responsibility offered plays a major role that ensure no party in the agreement receives an unfair share of the negotiations. They are vital in assisting the unions in understanding their rights and the responsibilities of holding different training workshops or programs. Educating these parties is important so that all who get involved in making any labor related decision should have a consistent mind with the agency.

Reference

FLRA.GOV. (2015, October 11). GUIDANCE ON DEVELOPING A LABOR RELATIONS STRATEGIC PLAN … Retrieved from Federal Labour Relations Authority: http://www.flra.gov/guidance_lrstrategicplan

Kevin, D. (2015, September 11). Seniority for Overtime Scheduling of Classified Employees … Retrieved from Division Of Human Resources: http://employeerelations.hr.wvu.edu/procedures/seniority_for_overtime_scheduling_of_classified_employees

Lynn, K. (2015, October 11). Preparing For Labor Negotiations: An Overview – Mediate.com. Retrieved from Mediate.com: http://www.mediate.com/articles/lynnk.cfm

Miller, N., & Rezek, E. (2012). Benefits and challenges of unionizing the social work profession. New York.

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