Answer To: BMA583 Managing People and the Employment RelationshipAssessment Task 2 (AT2)Individual Case Study...
Nishtha answered on Oct 08 2021
BMA583 MANAGING PEOPLE AND THE EMPLOYMENT RELATIONSHIP
ASSESSMENT TASK 2 (AT2)
INDIVIDUAL CASE STUDY REPORT
NAME: ____________________
STUDENT ID: ____________________
Executive Summary
This report is critically review the human resource management situation of the Unitel Company. The report comprises of use of theories and expertise that have learned to recognise key HR and ER problems and create well-supported suggestions for changes / advancements to the existing HRM procedures used by the organisation using those concepts. The report divided into five parts. It started with introduction; Employees are the major assets of an organisation. It is crucial that workers work together in that collective line and contribute directly to the accomplishment of a shared objective.
The issues describe about various human resource challenges, which are faced by the company, Unitel, such as dissatisfaction among employees, motivation, hiring, conflict management and recruitment problems. A systematic review has done to gain understanding related to human resource and employment relation. This report also explains about various theories such as reinforcement theory, Maslow theory, Job embeddedness theory and Herzberg’s theory (Motivator-hygiene) and other employment relationship theory. The report ends with conclusion and references.
Table of Contents
Executive Summary 2
Introduction 4
The Organisation— Unitel 4
1. Issues faced by the Organisation 5
2. Supporting with Literature and their Potential Ramifications for Organisations 7
3. Recommendations to Improve Human Resource Practices 8
Theories of Human Resource Management 10
Reinforcement Theory 10
Job Embeddedness Theory 11
Maslow’s Hierarchy of Needs 11
Herzberg’s Theory (Motivator-Hygiene) 12
Theories of Employee Relationship 12
Pluralist Theory 12
Unitarist Theory 13
Marxist Theory 13
Analysis based on Theories 13
Conclusion 14
References 16
Introduction
The goal of the human resource management and employment relationship shared a common goal of managing people. The method of handling relationships in a company is Employee Relationship Management or ERM. Such connexions may be between the organisation and staff as well as colleagues functioning at the very same level. Employee need to have a working atmosphere that encourages them to be innovative in order for workers to be productive.
This report will guide Unitel’s board of director to undertake approach that helps company to manage their staff and maintain a healthy relationship with them. The report also includes theories of employment relationship and human resource that could be considered while planning the strategies for the management of people.
The Organisation— Unitel
For human resources experts and line managers of Unitel alike, a clear understanding of human resource values, its concepts and the way, to execute human resource rules as well as procedures is of great significance. Successful management of human resources requires comprehensive knowledge of and expertise in, multiple roles of people management, along with the order to integrate such roles into a carefully designed, well-integrated programme that will help Unitel to achieve the desired goals.
It will show in their success and productivity whether workers have an easy-going interaction with everyone at work. More contact, coordination and cooperation will occur. Employees are an organisation's main assets. It is critical that the staff work together in the same single unit and make contributions to the achievement of a common goal. If individuals are embroiled in frequent disputes and miscommunications, no mission can be completed. The objective of this report is development of the plan focusing management of the staff for Unitel’s approach.
In order to include all workers in something meaningful that would give them a chance to discover each other well, the person taking responsibility of the HR activities plays a very important role. In their everyday routine jobs, individuals are so immersed that they barely have time to communicate with each other. Many of others do not even care about the person seated next to their workstations' full names. The Department of Human Resources must ensure the coordination of many group activities in the workplace of Unitel.
1. Issues faced by the Organisation
Employee frustration could go unseen without proper people management and human resource. As a result, workers will be more likely to look elsewhere for jobs. In this situation, in discussing their reason for leaving, a successful exit interview with a trained HR professional is important. There is no one to pass on the important details if this meeting does not occur and significant business problems will go unanswered. This would undoubtedly contribute to high rates of turnover. Another issue is of hiring process. The crucial component of any organisation is efficient recruiting, particularly if it is fast growing.
The human resource department usually manages the recruiting needs of the organisation and interviews applicants who will meet them. Hauff et al. (2019) have explained that the companies could mismanage this critical process without adequate HR management. This can contribute to unqualified workers, over- or under-staffing, or attracting talent with a troubling criminal background that has been ignored. This can be problematic for the organisation. One wrong hire and the consequences could be bad for the organisation. The environment of the organisation could be ruined totally with bad reputation and brand image in the market.
The third issue is the conflict management, it occurs and is inevitable wherever, but we can stop it. Disputes among workers or between a company owner and a worker usually originate from common sources. As stated by Kowalski and Loretto (2017), human resource has to identify those sources in order to manage the conflict. Everyone has different thresholds for what is offensive or unpleasant to them. Some may be disturbed by the way somebody speaks or the way everyone treats people, human resource has to consider setting principles as a guide for the company, so that when they feel oversensitive or confused, workers may respond to it.
Another issue is of wage and hour issues, Workers want to investigate overtime wages and holiday entitlement, from which they can and human resources should be ready for all sorts of queries, which are healthy relationships with workers and they should. This could involve manually taking out papers, backdating details and verifying, which can be a headache and a major issue. Another issue is of employee growth, Employees who know they just need to put in their shifts and go home are going to do the same.
Employees who believe that, based on their role, they can become a valuable resource, as well as their willingness to provide relevant ideas, give feedback and maybe seek growth opportunities for the business, can promote positive within the workplace culture. As mentioned by Pradha (2020), the human resource of the company has to make sure that employee growth, such as personal growth, as well as growth of the organisation aligned. Last issue is of, creating culture of continuous learning; crowds of workers are now quitting their jobs, with a lack of prospects for growth being the main reason. It is true that the key major draw for keeping workers stimulated, motivated and loyal is training.
However, human resource has to ensure training is applicable to...