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Posted on March 11th, 2013, by

Employee and labor relations are included in the sphere of activity of the Human Resources Department. This function is connected with different counseling and disciplinary actions in the organization. However, the major task of it is to bridge gap between employees and managers. The human resources manager is engaged in problem-solving matters offering a so called support and protection both to the management and to the employees. He not only protects the rights of the staff but also he makes the work environment more harmonious. (Foot & Hook, 2008, p.69)
Alice Parkins is an administrator at California State University. She knows that employee and labor relations specialist can help to decide many employee issues including collective bargaining agreements. Alice is a member of California State University Employees Union. Once she had a problem with her colleague, a young woman whose behavior was inadequate. Alice asked the human resource manager for help and the problem was solved. The young woman who violated human rights was punished. She was rebuked and had to apologize.
It is known that human resource management system includes a number of important components which have already been mentioned in this paper. This complex system which contains such components as training, recruitment, benefits and compensation and a great deal of others has the major task to develop the effective strategies in order to improve human resource system. It is very important to mention that an effective human resource system can be created only in case all its components work in a proper way. The following benefits of the effective human resource system in the organization will make it possible to put the organization on the highest level of development and will give the opportunity to compete with other organizations which also work in the market:
All the components of the human resource system can help the organization to achieve its goals;
Some of the components can help to define levels of supervision and management;
If all the components are effective they will increase level of performance of the employees;
the increased productivity will help to save costs.(Sims, 2002, p.351)
It is clear that some of the components of the human resources system are more important for the successful achievement of the organization’s goals. For example, compensation and benefits are important for the employees’ job satisfaction as well as the employee’s training. According to the psychological data, job satisfaction of the employees helps to achieve the major business goals. However, some human resource managers are sure that there are some more important aspects which lead to the employee’s job satisfaction. They include good relations of the employees with the managers and supervisors. Human resources development is closely connected with human resources planning, recruitment and selection. It also contributes to the employee’s job satisfaction and helps to compete in the market. It is impossible to organize the effective employee’s work without affirmative action and EEO because the rights of the employees should not be discriminated and humiliated. Only in this case the organization will have the opportunity to achieve its business goals. (Foot & Hook, 2008, p.24)
In conclusion, it is necessary to say that human resource management is a significant unit in any organization as it takes care of human resources. Moreover, it is responsible for those processes and activities which make it possible for the organization to stay competitive in the market. The major components of human resource management system are closely connected with each other. It is clear that the role of Human Resource Management can be optimized by means of the effective work of the HR managers who will do everything possible to shape organizational and employee behavior in a proper way.

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