3MER PART A
The employees and the organization plays a central role in sustaining the success of a business based on the associated strategy and structure. The workers are essential for the organization and are bound to several rights and responsibilities. The employees have a right to a safe working environment, fair treatment from the management, and right to inclusion and involvement. The employee, in turn, is expected to execute their mandate by carrying out their duties as assigned and per the designated framework. It is the accountability of the employees to ensure that the vision and objectives of the organization have been attained. On the other hand, the organization has the right to results based on the terms and conditions associated with the hiring of employees in line with their jurisdiction. It is the responsibility of the organization to guarantee an enabling internal and external environment that will ensure that the set targets have been attained.
In the organization, several factors affect the employee relationship, which is propagated to the stable structure, outcome, and productivity of the firm. Worth pointing out is that the internal factors influencing employee relationship include communication and organizational culture. Communication is a vital tool in enhancing the level of relationship between the company and the employees as well as amongst the workers. The culture of the firm, including motivation, compensation, career development, and job security, affect the relationships in the organizational structure. On the other hand, external factors such as competition and legal requirement impact the relationship of the organization on long-term as well as on short-term basis. The level of competition affects the capacity of the organization to attain the expected growth and revenue thus incapacitating the firms ability to offer an enabling environment to employees. A legal framework such as the labor laws and employee safety measures ensure that the workers operate in a secure structure and environment, which enhances the relationship.
Furthermore, the working status is another essential component in the organization. Currently, the key existing status includes employee, worker, and self-employed. The status determines the nature of the responsibilities as well as the rights entitled. It is essential for an employee to understand their employment status since is defines the jurisdictions about the duties associated with the position. For example, employees are associated with a wider range of rights as compared to the benefits for workers. Having a clear knowledge of the working status enabled one to remain within the scope of operation without interfering with the structure of the organization in line with communication, duty execution, compensation, and accountability. Nevertheless, irrespective of the status, it is essential for each skilled and unskilled personnel to understand the responsivities and rights specific to their positions to ensure a stable association between the business and the human resource for sustainable profitability and growth.
3MER PART B
One of the essentials of successful job satisfaction and experience is the balance between work and life. Since the employees have families that are also associated with responsibilities it is critical to consideration to existing that will allow the workers to perform best. Therefore, when the employer in a position to understand the legal obligations and provide the framework for incorporating the necessary requirements of compliance in the structure of the organization. Therefore, the organization should design procedures that include the flexible working environment that will ensure the employees attain the objectives of the organization as well as execute their family roles or build their relationships. Stress, health, and wellbeing challenges among employees emanating from their families affect their productivity in workplaces; therefore, it is necessary to set intervention measures based on the legal requirement in the corporate sector in line with personnel management and development.
The legal support for employees as a member of a family is essential and should be tailored to facilitate work-life balance. The four key areas that the legal framework provides in facilitating the working conditions of employees as a family member include holidays, rest periods, working hours, and night working. The employees are supposed to have a vacation period every year that should be subjected to usual payment. The existence of rest is also essential. Workers are entitled to day-to-day and weekly rest. A 24-hour rest every week as well as at least 11-hour rest between working days is part of the measures available to enhance the performance of employees as well as improve their family responsibilities and obligations. Moreover, work rest allows employees a 20-minutes rejuvenation between tasks, which is essential for physical and psychological refreshment. Furthermore, the night time is critical to the employees as members of a family; therefore, a legal provision of nighttime between 11 pm and 6 am is crucial for every hired individual.
Organizations are also required to treat employees fairly in line with the pay because of the legal and ethical needs. The justification of the fair pay is central to the corporate sector as well as the organization regarding the expected output. The existence of factors such as demand and supply of labor as well as other dimensions such as economic recession and financial capacity of the organization may affect the ability of the organization to offer high remunerations. However, as an obligation, companies should consider fair pay because the employees have financial needs as well. It is important to have a compensation framework that will cater for the skills, experience, and nature of work. Having such considerations ensures that the relationship between the organization and the employees as well as setting a culture that motivates results.
Discrimination in the workplace is a critical area of concern and should be addressed with deep consideration. The key areas associated with discrimination include age, disability, gender, and race. The dimensions have been characterized by discriminatory practices and laws have been enacted to protect employees against these forms of workplace discrimination. The age discrimination legal provisions protect the young and old, which include access to in-work education and training, provision of necessary resources, and compensation. The disability requirements are meant to ensure that those with physical and intellectual challenges are also included in production and income generating activities. Moreover, the gender protection ensures that both males and females have equal access to jobs and treatment in the working environment. Furthermore, the equality in race depicted in the workplace is meant to mitigate discrimination. Therefore, having a framework that guarantees equality and upholding the rights of workers is essential for organizational development, which is a mandatory part of the corporate sectors in the main economies in the world such as the U.K., the U.S., Australia, and Asian countries as well as Africa.
The documentation of policies and strategies of an organization are meant to enhance the relationship and the operation of the organization with all the stakeholders. Nevertheless, the existence of the documentation process or the psychological contract is not enough for the successful implementation. For effective execution of good practices, the organization should consider adhering to the legal framework that defines contracts, treatment, compensation, and development of employees and encourages the workers also to undertake their responsibilities effectively. Combating corruption is another avenue that will enhance effective implementation of the right practices. Moreover, improving the services and environment of operation is essential in enhancing the workplaces. Furthermore, operating in a democratic culture is central to good organizational management and governance.
3MER PART C
The termination of employment is one of the essential factors of human resource management. The process of dismissing an employee should be structured to reflect the ethical practices expected from the leadership of an organization when handling workers. In the attached organization, each termination must adhere to the set procedure. The management ensures that a cause of action is established where the reason for dismissal must be identified and justified. Such measures ensure that the organization operates on ethical and just manner towards the employees. Before a worker is dismissed, the cause of action should be associated with a direct link with that single employee or the group of employees. One of the critical concerns of the organization is to ensure that the activities relating to the handling of the workers are according to the set national and global regulations. Once the reason for dismissal has been established, the management makes an official communication to the affected individuals, which is followed by a formal meeting before the employee leaves the organization.
Although the organization has a fair process of dismissing an employee, some companies across the world have processes that can be considered as unfair to the workers. A fair dismissal process includes a justified and reasonable cause of action that satisfies both the firm and the employee. Therefore, there should be a valid reason as to why an employee is being dismissed. The affected person should be informed of the termination of the services and the reasons explained. Such measures should also allow the affected employee to respond to the reasons and actions taken. If such a provision is not allowed, then the employee should be authorized to present a support person to any discussion forum that will be held regarding that specific dismissal. On the other hand, unfair dismissal is associated with the harsh treatment of the employees. For example, failure to make a prior communication to the employee such as unsatisfactory performance warnings and dismissal reasons is considered unfair. Whenever a company fails to follow the key factors that define fair termination of employment, then the firm is deemed to have treated the dismissal subjected unfairly.
Having an exit interview is important both for the organization as well as the employee. Exit discussions with the dismissed employees are essential in building the culture of the organization in line with employee management. Through such forums, the company stands a chance to improve the working environment by understanding how the procedures, management style, and employee morale determines the success of an employee in the organization. A critical assessment of the current interview responses provides the management with the main insights to develop the existing workers. Moreover, such discussions are part of the compliance procedures; therefore, it makes the firm to adhere to ethics-based human resource development and coordination. On the other hand, an employee will benefit from an exit interview in several ways. The worker can note the mistakes and reasons that justified the dismissal. In such a scenario, the worker will be willing to develop and improve through the lessons and insights gathered during the discussion. Such forums also allow the dismissed worker to express their opinions and perspective in line with the duties and jurisdictions associated with the previous position held.
Furthermore, another dimension of personnel management and development is the implementation of the redundancy strategies in an organization. When...
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