The paper "Human Resources in Organizations" is a perfect example of human resources coursework. The human resources function plays a fundamental role in any company. The following paper, based on a case study, discusses some of the human resource issues facing the organization in the case. As a summary, the paper finds poor communication to be the most important HR issue in the case. The paper recommends that companies should develop a selection and recruitment process as a strategy for obtaining the best employees. Major HR Issue in the Case Study The main HR issue evident in this case study is poor communication between the university’ s HR department and Dr Wong who has just been recruited by the university.
This issue arises from the fact that Wong was not sufficiently informed of the terms of service before he relocated from Hong Kong to Australia. While in Hong Kong, it was agreed that the university could pay for Wong’ s air travel expenses and a relocation allowance equivalent to one month’ s salary. Moreover, the university was to cater to the health insurance expense of Wong’ s children.
These terms were however changed the moment Wong relocated to Australia and hence became a bone of contention between him and the university. In his book, Rau and Adams (2005) have noted that effective and honest communication has an incredible on the success and productivity of human resources because, without it, employees become frustrated as is the case with Wong. Moreover, the lack of effective communication causes confusion in the workplace, which kills employee morale and motivation. From employee recruitment, hiring and development, good communication in the workplace are what successful human resource development is built upon.
Undeniably, communication is used during the recruitment and hiring to relay important information about terms of service and job requirements. This information also pertains to employee welfare in relation to company policy and goals. This way, communication makes newly recruited employees prepared to face challenges in the workplace by boosting morale and attitudes about the work environment (James et al, 2005). It was therefore imperative for the university to maintain professionalism and be honest in its communications with Wong before he moved to Australia. In the workplace, employees should not be made to feel uncomfortable for whatever the reason, lest this impacts adversely on their productivity and motivation.
Hence, it was wrong for the university to micromanage Wong instead of communicating the right information and respecting his professionalism. One of the effects of poor communication as can be illustrated from the case study is that it can dis-empower employees. However, with proper communication as well as effective recruitment policies in place, new employees feel empowered and motivated to take their jobs and work to the best of their abilities.
In addition, communication keeps everybody in the know and dispels fears of wrong information or confusion (Heggestad, Morrison, Reeve & McCloy, 2006). One thing which can be deduced from the case is that if Wong rejects the current terms of service, the university will be compelled to look for another employee. This will not only cost the university in terms of time and resources but will also demonstrate the inability of the university to use appropriate recruitment procedures. Therefore, poor communication on the side of the HRM has the potential to cause reduced productivity and leave an organization in chaos (Chapman, Uggerslev, Carroll, Piasentin & Jones, 2005)).
When the HRM is not able to communicate clearly during the recruitment process, employees may expect more than is necessary. If this happens, multiple expectations which don’ t work together to reach the same goals may develop.