Human Resource Management Reflective Paper

Most production-centered managers tend to be focus on the task, manufacturing management is production-centered. The work is ordinarily highly repetitive, many units of output are similar, outputs are occasionally schedule with accuracy, and the job can be defined in detail. In production-centered situation, employees are sometimes assigned to workstations. There are production requirement to keep up with the pace of assembly line, and the employees have little control over how they complete

Snell, S., & Bohlander, G. (2013). Chapter 3: Equal Employment Opportunity and Human Resources Management. In Managing human resources (16th ed.). Mason, Ohio: South-Wester

It's viewed that each organization has a union formed by the workers so as to act as a single unit when dealing with management and fulfills the pursuits. Nevertheless, good relationship between the union and management is required to run the union successfully. For this reason, a labor relation process is carried out within the group in a few phases. For this reason, the labor relations process occurs when administration and union collectively pick and administer terms and conditions of employment (Holley, Jennings & Wolters, 2011). There are a few key individuals in Labor Relations Process that play the important position, such as administration officers, union officers, staff, and government. Now, labor

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

The Human Resource Management Department of an organization, participates in creating and implementing various work agreements made between employer and the employees. The agreements created are meant to guide the professional relationship between the two parties. However, when the agreement regarding their relationship cannot be agreed upon entirely, then the labor unions may come into play to help with negotiations. The labor unions assist with negotiations of various subjects of bargaining between the employee and employer of an organization.

A labor union refers to a group of workers who have come together to pursue work-related goals. Unions protect employees from being exploited by powerful employers by giving them a platform to voice their grievances (Dibben et al., 2011). Unions provide a number of services to their members, such as giving legal advice and leadership training, and negotiating with employers with respect to the terms and conditions of employment. They can be organized into craft unions representing workers in the same profession with the same skills or industrial unions representing workers from the same industry. Collective bargaining refers to the process by which management and union representatives attempt to bargain in good faith to reach a mutually acceptable agreement.

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

The Human Resources Department’s job is never over. There will always be new laws to learn, information to account for, avenues to approach day-to-day workplace issues and maintaining equality in all its entirety for employees within an organization. Workplace equality can be somewhat difficult to develop and maintain due to our ever-changing society, definition of being equal, open-mindedness and ability to accept things regardless of one’s personal feelings and opinion. For HR Managers to actively pursue a safe, positive and accepting organizational culture that stemming from inclusion, there needs to be written, approved and enforceable policies and procedures in place for all employees, management, etc. to follow. Human Resource Managers need to constantly refer to HR laws and Equal Employment Opportunity Commission’s notices and guidelines for creation of new rules, regulations and penalties regarding equality within the workplace.

Due to which we decide to down size the workforce with the help of retrenchment programs for the skill workforce to maintain the Holden manufacturing within its financial budget. This retrenchment program will be designed as a voluntary retrenchment program in which, we allowed the employees and gave them an opportunity to leave the Holden by them. In short the cut down of employees to move forward. With this program the rest of the employees feel safe with their job because we are not firing our self any employee (Musteen, 2011).The retrenchment can cause more high class thinking among the employees which can be adapted for the long time in Holden.

The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. There are many areas to the HRM process such as Human Resources Management and being a manager, being an employee and their goals, Human resource planning and recruitment, and selection, performance management, EEO and Affirmative Action, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations. Identifying the main issues, identifying current and future pathways is all part of the Human resource management field.

Labor relations is a broad field encompassing all the myriad interchanges between employers and employees. While labor relations is most often used to discuss this exchange as it pertains to unionized employees, it may also refer to nonunion employees as well. Labor relations are dictated in a large part by the government of a nation and the various regulations it provides regarding the treatment of employees.

“The concept of “human resources management” implies that “employees” are resources of the company” (Noe, Hollenbeck, Gerhart, & Wright, 2007, p. 2.). The human resources department traditionally has been seen by organizations as a necessary expense, rather than a value to the company (Noe, Hollenbeck, Gerhart, & Wright, 2007, p. 1). Human resources management involves many crucial jobs, some of which include handling people in a professional manner, good intuition and adaptability, creativity in job design and placement, recruitment skills, employee training and educational development, conflict management, introducing and implementing new company policies, performing employee reviews, maintaining employee compliance with company and

Change is the one constant in the highly competitive business world. Industries are consistently exploring different ideas, techniques, and processes to make or keep their organizations moving forward in the competitive environment. The commercial airline industry is an extremely competitive, safety-sensitive, high technology service industry (Appelbaum and Fewster, 2002). This industry is struggling to remain competitive and effective management of personnel plays a large role in its viability. People, employees, and customers must remain the center of the industry 's core competence (Appelbaum and Fewster,

Company X is one of the largest convenience chain stores in the world, which owns over 60,000 stores in 18 different countries among Americas, Europe, East and Southeast Asia and so on. The aim of the Company X is to delivery superb services to customers with healthy and safety products in 24 hours of seven days in a week.

Employment relations (ER) is the legal link between employers and employees which includes formal and informal rules that manage the employment relationship and encompasses social processes (reciprocal rights and obligations) that create and enforce these rules (Kramar, 2011). It is mainly concerned with the behaviour and interaction of employees in the workplace and exists when a person performs work or offers his services under certain conditions in return for remuneration (Organisation, 2011). While Industrial relations (IR) covers all the particulars of working conditions, pay and aspects of the job itself within the employment relationship between an employer and an employee (Sappey, et al., 2009), Human Resource Management (HRM) corresponds to the management, hiring, organisational development, employee motivation, administration and training for the people who work in the organisation (Heathfield, 2015). Employee relations is more concerned with preventing and solving problems which come up out of or affect work situations i.e. its purpose is to