were stifled, and the unions were no longer fighting for social justice.
Initially, it had seemed like the best way to handle employee relations was to have collective bargaining agreements and the unions had seen it as having endless possibilities. However, this was not true. Management preferred the collective bargaining because it ensured that any struggle was handled within a bargaining context. Therefore, unions could not call for strikes or industrial actions that could hurt the business operations. There were rules that each party had to follow when there were grievances or when there were issues that needed addressing. Labor unions had to follow the rules if they were to honor their… Continue Reading...
an organization. Similarly, mandates for safety and employee relations are necessary to ensure that employees are able to work together harmoniously. These areas are related to, yet considered distinct from employee retention. Employee retention is based on keeping employees which are valuable to an organization. Human resources is also tasked with staffing and organization and suitably training that staff, which is key part of remaining competitive. Performance management in the form of reviews and feedback is also part of this codification.
One of the principal ways in which human resources correlates to management information systems and supply… Continue Reading...
are five key functional areas that have been identified.: Staffing, development, total rewards, employee relations, and safety. The following section will take a look at each of these.
Staffing refers to determining the organizations personnel needs and then recruiting the right candidates. This process begins with understanding the needs of the organization, and then writing job descriptions that accurately reflect the candidate who will meet those needs. The process of recruiting the candidate comes next -- creating a job posting, screening, interviewing, skills assessments and in the end finding the right hire. In order to effectively perform this task the human resource manager… Continue Reading...
that fall within these roles include: recruiting and selecting hires, orientation, maintaining stable and quality workplace environments, managing employee relations, and training and developing staff. This paper will show how the HRM of the company Tesla, Inc., including the manufacturing, finance, and marketing subsystems are in need of change. By comparing these subsystems to other successful subsystems, this paper will indicate that Tesla can improve its productivity and increase demand. In that context, the impact of change, stakeholder satisfaction, attracting, developing, and maintaining human resources, internal consistencies, connectivity to the course, and the application of personal Christian worldview will all be addressed.
Subsystems in Need of Change
The… Continue Reading...
The negative side of the at-will doctrine is that it can impair or limit employer-employee relationships. It inspires little loyalty in the sense of a long-term-relationship; both employer and employee are oriented towards what they themselves gain from the relationship instead of how they are working together as a team towards a mutual goal. As Arnow-Richman (2011) notes, "today's employer's operate principally in an external labor market in which implicit promises of long-term employment have been replaced by implicit promises of long-term employability" (p. 1). Nonetheless, the at-will doctrine places no obligations on either party; either is free to end it at-will; and in… Continue Reading...
