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Topic/Area for Discussion

 HRM in Changing Environment

Dear Students!

 

This is to inform that Graded Discussion Board (GDB) No. 01 will be opened on December 04, 2014 for discussion and last date for posting your discussion will be December 07, 2014.

Discussion Question:

 

How employees of the HR department and managers within an organization can establish a strong relationship? Discuss with logical reasons.

 

Important Instructions:


1. Your discussion must be based on logical facts. Word limit is 150-200 words

3. Do not copy or exchange your answer with other students.

4. Obnoxious or ignoble answer should be strictly avoided.

5. Questions/queries related to the content of the GDB, which may be posted by the students on MDB or via e-mail, will not be replied till the due date of GDB is over.

This Graded Discussion Board will cover first 15 lessons.

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Replies to This Discussion

Exhibit 1a 
HRM Specialty Areas

TRADITIONAL SPECIALTY AREAS

Training/Development

Conducts training needs analysis; designs/conducts/evaluates training programs; develops/implements succession planning programs.

Compensation/Benefits

Develops job descriptions; facilitates job evaluation processes; conducts/interprets salary surveys; develops pay structure; designs pay-for-performance and/or performance improvement programs; administers benefits program.

Employee/Industrial Relations

Helps resolve employee relations problems; develops union avoidance strategies; assists in collective bargaining negotiations; oversees grievance procedures.

Employment/Recruiting

Assists in the HR planning process; develops/purchases HR information systems; develops/updates job descriptions; oversees recruiting function; develops and administers job posting system; conducts employment interviews, reference checks, and employment tests; validates selection procedures; approves employment decisions.

Safety/Health/Wellness

Develops accident prevention strategies; develops legal safety and health policies; implements/promotes EAP and wellness programs; develops AIDS and substance abuse policies.

EEO/Affirmative Action

Develops and administers affirmative action programs; helps resolve EEO disputes; monitors organizational practices with regard to EEO compliance; develops policies for ensuring EEO compliance, such as sexual harassment policies.

HRM Research

Conducts research studies, such as cost-benefit analysis, test validation, program evaluation, and feasibility studies.

(cont. Exhibit 1b)

Exhibit 1b

HRM Specialty Areas (cont.)

NEW HRM SPECIALTY AREAS

Work and Family Programs

Develops and administers work and family programs including flextime, alternative work scheduling, dependent-care assistance, telecommuting, and other programs designed to accommodate employee needs; identifies and screen child- or elder-care providers; administers employer's private dependent-care facility; promotes work and family programs to employees.

Cross-Cultural Training

Translate the manners, mores, and business practices of other nations and cultures for American business people. Other cross-cultural trainers work with relocated employees' families, helping them adjust to their new environment.

Managed-Care

As a company's health-care costs continue to escalate, employers are embracing managed-care systems, which require employees to assume some of the costs. Employers hire managed-care managers to negotiate the best options for employees.

Managing Diversity

Develop policies and practices to recruit, promote, and appropriately treat workers of various ages, races, sexes, and physical abilities.

 What does this Material mean jugnooo ?? how we have to take it ??

 hurry up for discussion

It's the people in an organization that carry out many important work activities. Managers and HR professionals have the important job of organizing people so that they can effectively perform these activities. This requires viewing people as human assets, not costs to the organization. Looking at people as assets is part of contemporary human resource management and human capital management.

At all levels of the organization, managers and HR professionals work together to develop employees' skills. For example, HR professionals advise managers and supervisors how to assign employees to different roles in the organization, thereby helping the organization adapt successfully to its environment. In a flexible organization, employees are shifted around to different business functions based on business priorities and employee preferences

Please Discuss here about this GDB.Thanks

Our main purpose here discussion not just Solution

We are here with you hands in hands to facilitate your learning and do not appreciate the idea of copying or replicating solutions.

Employee relations mean managing employer-employee relationships. Generally, employee relations are a term used to describe a company's efforts to prevent and resolve problems arising from situations at work. The goal of an employee relations program is to increase employee satisfaction and maintain good morale among workers. Happy workers are more productive, and more productivity means a better bottom line for the business. Advice is provided to supervisors on how to correct poor performance and employee misconduct.   In such instances, progressive discipline and regulatory and other requirements must be considered in effecting disciplinary actions and in resolving employee grievances and appeals.   Information is provided to employees to promote a better understanding of management's goals and policies.  Information is also provided to employees to assist them in correcting poor performance, on or off duty misconduct, and/or to address personal issues that affect them in the workplace.  

MGT501 Handout's Page # 30

the goal of successfully managing change at short intervals often requires employee cooperation through emphasis on

communication and involvement. 

likely to wish to develop employee-relations policies based on high individualism paying above market rates

to recruit and retain the best labor,

careful selection and recruitment systems to ensure high quality and skill potential,

emphasis on internal training schemes to develop potential for further growth,

payment system designed to reward individual performance and cooperation,

performance and appraisal reviews,

and strong emphasis on team work and communication ...

In short, technical and capital investment is matched by human resource investments, at times reaching near the ideals of human resource management.

I think these are some of important points.....

http://www.powershow.com/view/955c1-NWM5Y/11_Employee_Relations_pow...

See these PPt slides online.. these are very helpful in Solving GDB  :) :)

GDB solution ..... :) :) :) :) :) :)

Employee-relations policies between Management and Employees of organization based upon:

1)     Communication:

2)     Respect:

3)     Honest feedback:

4)     Recognition:

5)     Encouragement:

6)     Rewards:

 

 kisi n cmplete gdb kea h ?

HR managers n other managers jo hoty hn organization m like marketing manager etc unk beech relationship kesy strong hota yehi hai question ?? kindly reply fast ...

G fatima sis HR department k employees r managers aik organization k ander rehty hoye kesy strong relationship qaim kar skty hain ye question hai.

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