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Concepts And Issue Related To Human Resource Management

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Questions:

1.One of your Employees Slipped on the office floor and broke her arm. Identify the steps you would take to Investigate this Workplace Accident.

2.Examine a Situation where Someone you know was dismissed from their job-e.g. a colleague or friend? What were the grounds for dismissal? What Procedures were followed? Evaluate the Fairness and transparency of the process.

3.Think of some work that you delegated or were delegated to you. How well was the work Defined? What level of assistance was provided? Was its Significance Explained?

4.Consider two or three recent Changes in your Own Workplace. What caused them? How did they Occur-were they Planned or Evolutionary? What was the reaction of the people affected? How could they have been better Managed?

5.Analyze your Own Workforce. What different Cultural Backgrounds are Represented? Are you aware of the Cultural Norms which apply? Do you Interact differently with those Employees from different culture from your own? Why/Why not?

 

Answers:

Introduction

Human Resource Management (HRM) refers to proper management of human resources for enhancing organizational performance and growth (DuBrin, 2008) p. 114-119.  The present report examines and analyses various issues related to the management of human resources at workplaces.

1.The workplaces are exposed to various types of health hazards and thus require adoption of adequate control measures for preventing the occurrence of any hazards. The adoption of control measures requires proper investigation of the workplace accidents that occurs on frequent basis. The following steps relate to investigating slipping of an employee on the office floor that caused her arm to broke:

  • Reporting: The proper reporting of the accident after its occurrence is very important to the concerned authority so that proper actions can be taken for its control. The accidents occurring within the workplace mostly needs to be reported internally only. There are only few instances where the accidents occurred needs reporting to the Health and Safety Executive (HSE) or to the local authority.
  • Collecting and examining the information: This is followed by collecting the information about the accident in order to gain an understanding of the events that caused its occurrence. This involves conducting interviews with the employee who suffered in the accident and also with the supervisors. The information collected needs to be evaluated in order to develop an understanding of the reasons that led to the occurrence of the incident.
  • Identifying Risk Control Measures: This is followed by identification of the control measures such as adopting personal protective equipment, imparting proper training to employees, providing proper job description and safety instructions to the employees.
  • Action Planning: The final step includes adopting proper action plan for implementing the control measures identified (Arezes et al., 2017) p. 19-23.

2.The situation is related to dismissal of an employee on the grounds of sick leaves. The employee was working under a company on the job position of job secretary. There were issues regarding her employment in the company relating to punctuality and pay rise. The issues were discussed with the employee several times but were not resolved. The employee later raised complaint of experiencing bullying and then went on sick leaves for a period of time. The employer had called her on meeting to discuss various issues but she did not attend the meeting. There were numerous attempts by the employer to resolve the matter but the employee did not attend the meetings claimed her to be medically unfit. At last, the employee was terminated from her employment by the employer. The dismissal can be regarded as fair and transparent as employer has attempted to resolve various times workplace issues of the employee. Thus, employee was claimed to be under stress and it was unlikely that employee would be able to work under the company without experiencing stress. The grounds of dismissal are regarded to be fair and transparent as per the Employment Rights Act (Gennard and Judge, 2005) p. 55-59.

3.The example of work delegated is about recruiting right people for my team to accomplish a given task. Delegation of work is most important management skill and employers should delegate work properly to their subordinates for project success. The work was defined properly by my supervisors. The tasks were prioritized clearly to me for providing an understanding of the tasks that should be done on priority. The importance of recruiting right team for achieving aims and objectives of the project were explained to me properly by the delegation leader.  I was assisted properly throughout the project by my supervisor who explained to me the right process of recruiting team members for executing the project assigned. I was provided proper understanding of the procedure to be followed for recruiting team members so that employees with right skills and competencies gets hired (DuBrin, 2008) p. 114-119.

 


4.Organizations continuously implement changes in their operational processes for improving their performances. The adoption of new information technology tools and devices is one of the major organizational change that workplace came across on daily basis. In this context, our workplace also recently faced an organizational change when top management decided to mark the online presence of the company. This requires employees to undergo training regarding the use of online communication technologies. Also, the other change that recently occurred in the workplace is of cost cutting in order to accommodate the cost incurred in adoption of new information technology devices.

The changes were evolutionary as the use of technology has evolved in the organizations on a growing basis for optimization of operational activities and thus achieving greater output in short period of time. This helps in enhancing organizational productivity and financial performance. The employees were reluctant initially to undergo training for improving their skills and competencies so that they can adopt with the organizational change.  However, later they were comfortable with the use of new technologies after undergoing proper training and learning the use of technology devices. The organizational changes introduced can however be better managed through imparting proper awareness to the employees about the organizational change that are planned to be implemented. This is necessary for proving adequate understanding to the employees reading the necessity of implementing changes and making them ready to accept the changes introduced (Institute of Leadership & Management, 2012) p. 78-84.

5.Workforce diversity refers to the presence of employees with different cultural background having varying norms and culture. The workforce of our organization belongs to different cultural backgrounds and thus has varying norms and beliefs. The different norms and culture of employees are respected and all employees are treated equally in the workplace. All employees irrespective of their ethnicity are treated with utmost respect and dignity and all work in co-ordination with each other to achieve organizational aims and objectives. All employees interact and co-operate with each other and respect each other’s beliefs and cultural norms. This results in creating a healthy workplace culture where all employees feel themselves an integral part of the organization (Clemons, 2006) p. 101-106.

Conclusion

It is concluded from analyzing various issues related to workplaces that effective Human Resource Management (HRM) is key for an organizational growth and success.

 

References

Arezes, P. et al. (2017). Occupational Safety and Hygiene V: Proceedings of the International Symposium. London: CRC Press. p. 19-23.

Clemons, H. (2006). 7 Steps... Achieving Workforce Diversity Step by Step – Revisited .Florida: The HLC Group. p. 101-106.

DuBrin, A.J. (2008). Essentials of Management. Mason: Cengage Learning. p. 114-119.

Gennard, J. and Judge, G. (2005). Employee Relations. London: CIPD Publishing. p. 55-59.

Institute of Leadership & Management. (2012). Planning Change in the Workplace. Britain: Routledge. p. 78-84.

 

 

 

 

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