Various Dimensions of the Employment Relationship - Coursework Example

EMPLOYMENT RELATIONSHIPS THE ROLE OF HUMAN RESOURCE PLANNING Various dimensions of the Employment Relationship Introduction Rose (2004) says that the organizations are generally seen to be as the highest executive level authorities however it is not so. The people are the stake holders for the organization. The very important part for any organization is the human resource department. This is department which deals with the recruitment of the newer people for any organization and they are the ones who are responsible for the constant monitoring of the duties that are being performed by the employees at various stages. The strategies and the management criteria that are adopted by human resource management (HRM) can be of help because these are the strategies that help the employees enhance their performances and the work performance. Nankervis, Chatterjee and Coffey (2006) say that the main theory and the main ideology that is being followed by the HRM of any organization is that the relationship that occurs between the employee and the employer is of the mutual nature. The employer pays the employee his share of the pay or the income that has been pre decided. The incomes are designed in such a way that they are fair enough to the work that has been contributed by the employee. The organizations also provide the payment packages to the employees. As a consequence, the employees have the stimulus and the urge to develop the better and improved knowledge and t he skills so that can contribute to the organizations’ success in the future as well. Buildup of the employment relationship As soon as the employment is accepted in the organization, the employment relationship is the first thing that starts to build up between the employers and the employees. HRM is the main role playing party where they make sure that this relationship stands at the firm point and that all the aspects are carefully seen when the importance of the employment relationship is to be kept constant. There are many dimensions of the employment relationship. The economic dimension of the employment relationship HRM deals with the pay that the employees get. The employee works with all the available skills that are available in hand and thereby it is the right of the employee that the pay or the income promised should be paid in a fair manner. Temporary employment agency: the case study For the purpose of the car show, temporary employees were hired to work at the car show for the period of five days. A total of eighteen employees were hired for the car show for the period of five days. Many problems were seen to be arising between the employers and the employees. The main problem that was faced by the employees was that there due pays were being delayed by the agency. This was the main factor that participated in creating the agony among the ones hired and that did start to create the stresses between the employers and the employees in this way. The legal dimension of the employment relations Lansbury, Bamber, and Wailes, (2004) say that this covers all the legal dealing that occur between the employer and the employee. The contract is the agreement paper that shows exactly what are the jobs of the employee and what are the rewards that the employee will gain in the end from the better performance that if performed. Analysis from the case study As displayed by the exhibits, the Car Show was a full time five day job. For the hiring of the temporary employees the interviews were being held and the job description was being given. By the employees, however, the description was found not to be clear enough and straight. A year old contract was being shown to the newly hired temporary employees. A two and a half day job was found to be mentioned on the contract, while the car show was of duration of five days. The information related to the dates and the times of the car show, when inquired by the employees, was given by the employers. The psychological dimension Jacoby (2007) say that the mental and the psychological commitments are made between the employer and the employee. The psychological agreement by the employee says that all the available skills will be given to the employer and the employer promises to reward the employee in the fair manner. Analysis from the case study The true commitment by the employers and the higher authorities, the full wages in this case was not being promised by the employers at the Temporary employment agency. This was reflective form the irresponsible behavior that was being shown by the authorities at the interview day by showing them the year old contract. The employees were being offered the two and a half day pay whereas the car show was for five day period. This is shown in the exhibits in the end. In this situation, neither the employees could be happy enough to commit themselves honestly to the job neither the employers were found to be committed to reward the employees in the fair manner. The social dimension The organization has to bring together the employees and the employers for the social interaction in which the mental constraints that occur in the minds of the employees to speak out to the employer is finished and they share their aspects openly with the higher authorities. In this way many new issues that might remain hidden form the higher authorities are uncovered making the employment relationship stronger. Analysis from the case study The temporary employees hired by the employees were being dealt in an unfair manner. For this reason, there was the threat by the employees towards the employees that they employees might walk out of the job. As the responsibility of the human resource authorities is, the job description had to be prepared by the human resource management in the very start so that the problems do not arise. The ethical dimensions Hogler (2003) discusses that the employers have to be fair to the employees. The employees are the second ones who have to ne ethically fair to the organization by performing well and fair thus giving their best to the organization. Analysis from the case study The ethical issues arise when there is an unfair dealing seen to be going on between the employers and the employees. The temporary employees being hired by the agency were being dealt in an unprofessional manner. The employees were being misguided by the provision of the misleading information about the schedule of the car show. The contract that was being shown to the employees was not reflective of the true information related to the work. It is shown in the exhibit B. Job analysis and Human Resource Planning The human resource Rose (2004) says that the human resource department hires the man power for the organization. The goal of any organization is to be successful and for achieving this goal it can not be ignored as a fact that the role of the man power working for the organization. The employees working for the organization work with all the skills and the knowledge that is available in hand. Human resource planning Alexander, Lewer, and Gahan (2007) says that Human resource management is the part of the human resource planning that makes sure that all the aspects of the employment relationships are covered in the proper manner. It is important that the economical, legal, social and the ethical issues are properly covered by the human resource department of the organization. The human resource management has to be working on making the strategies and the plans that are implementable and practical enough. The strategies should be fruitful enough so as the employment relationships are stronger in the end. This is the way by which the mutual understanding can be there between the higher authorities and the work force that is generally lacking in the organizations. The Job Descriptions Lansbury, Bamber, and Wailes (2004) says that it is the responsibility of the human resource department that the jobs that the organizations have and all the possible work vacancies that are going to arise on the organization in the coming year or the near future should be clearly laid down in the detailed manner for the employees who are yet to be hired. Hogler (2003) says that the job description includes the breaking down of the job into some particular responsibilities. This is the task which defines the job for the employee. The job design is the first step in the job description and it should be done so as to get the maxim outputs from the employees. In this case the important things are the job depth in which the employee holding that job will be able to work in such a way that affects the outcomes. Job range refers to the range of the work assigned within the job. When the job redesigning is done by the HRM it is for the purpose of making the changes in the job ranges thereby increasing the job responsibilities. The increase in the job enrichment means that the employees holding the job are given more liberty to be responsible for the job that they are doing. By the temporary employment agency main errors were at the end of the human resource department. The responsibility of the car show failing can be because of the irresponsible behavior of the human resources planning at the temporary employment agency. The human resource did not seem to be prepared for the car show previously. By the human resource managers, the job description had to be well prepared earlier so that the newly hired temporary employees at the time of the interview could have been satisfied by the queries that were arising in there minds. Due to the irresponsible performance being shown at the end of the authorities of the temporary employment agency, the employees were found to be dissatisfied. The human resource planning and management is solely responsible for the legal dealings which includes the contract dealing to be held between the employers and the employees. Thereby the responsibility of the contract correction and the contract preparation should have been fulfilled prior to the interviews being held. The pays and the incomes of the employees should have been arranged at the conclusion of the car show. This is, being the responsibility of the human resource management at the authorities, should have been fulfilled and prepared prior to the car show setup. Considerations for the future car show The human resource department of the Temporary Employment Agency should be keeping ahead of any newer car shows coming up. All the planning related to the hiring, the interviews and the contract designing should be done prior to all the hiring that had to be done for the car show. As per the responsibility of the human resource planning, the contract designing should be made as clear as possible. The human resource planning should be making sure that the contract is showing the proper timings, the schedule, the pays and the rewards to the employees that have to be paid at the said time according to the contract. This has to come with the strategy that the employees have to be satisfied with all the terms and the conditions that they are offered. Conclusions The organizations in the business market are working to gain more and more success. However we can see in the modern world that only those organizations are successful which are aware that the people and the work force working for the organizations are the main stake holders for the organization. The authorities and the management of the organization should be aware that the employees of any organization work for the organization with all the available skills and the knowledge that is available in hand. It can be seen that the employees work whole heartedly for the success of the organization and just not for the mere pay therefore the employees should be given there proper rewards in the ways possible. Similarly the same level of the commitment should be shown by the higher authorities of the organizations for the benefit of the work force of the organizations so that in the end the stronger and fruitful employment relationships can be built which is the requirement for the success of the organization. Exhibit A Exhibit B References Alexander, R., Lewer, J., and Gahan, P. (2007) Understanding Australian Industrial Relations. 7th Edition. Thomson, Australia. Bamber, G., Lansbury, R., Wailes, N. (2004). International and Comparative Employment Relations: Globalisation and the Developed Market Economies. 4th Edition. Allen & Unwin, Sydney. Bamber, G., Park, F., Lee, C., and Broadbent, K. (2000) Employment Relations in the Asia-Pacific: Changing Approaches. Allen & Unwin, Sydney. Hogler, R. (2003) Employment relations in the United States: law, policy, and practice. New York. Sage Publications. Jacoby, S. (2007) The Embedded Corporation: Corporate Governance and Employment Relations in Japan and the United States. Princeton University Press. Lansbury, R., Bamber, G., and Wailes, N. (2004) International and Comparative Employment Relations: Globalisation and the developed market economies. Allen & Unwin. Nankervis, A., Chatterjee, S., and Coffey, J. (2006) Perspectives of Human Resource Management in the Asia Pacific. Pearson Education Australia. Rose, E. (2004) Employment relations. New York. Financial Times Prentice Hall. Read More