HUMAN RESOURCES PLANNING AND EMPLOYEE RELATIONS
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June 01, 2020
Ironically, human resources HR in an organization is responsible for keeping employee records regarding their salaries, allowances, bonuses, awards, performances, etc. due to which the department can perform its administrative services effectively and efficiently. As far as the importance of employee record keeping is concerned, it is necessary information that helps the organization in the recruitment process, identification of gaps in skills, effectively and efficiently saving of time during the performance of administrative duties (Khan, 2018). Every organization has an HR department, and the organization wants to improve its human resources. It is mandatory to ease their burden during inspections, along with consideration of all these reasons mentioned above, to improve the accuracy of their employee records.
The Human Resources Planning strategy must be productive in all aspects, especially in terms of keeping employee records. It is not only helpful for organization, but employees get their essential benefits based on their job performance. Poor Human Resources is basically carrying a negative effect on workplace productivity because they are not fully engaged in their duties due to employee records are not updated. Several mistakes happen when employee record is not updated or even not kept in the system on time. They would not be able to get their bonuses, allowances on time, and sometimes the benefits of one employee mistakenly taken by another person. This is why Human Resources of every organization, whether it is big or small, so that employee records are maintained properly because it is highly important and part of their duty.
Different kinds of documentation exist in human resources containing employee information i.e., formal and informal documentation. As far as formal documentation is concerned, it is a statement of the company’s statement about employee performance expectations. In this document, organizational standards are given according to which current deficiencies of the employees are noted, along with the effective measurement of their future performance effectively and efficiently (Scott, 2019). For instance, ‘Employee Handbook’ is ironically formal documentation produced from the organization towards their employees containing mission statements, goals and objectives, statements regarding performance expectations from employees, etc. All these things are maintained in the employee handbook, which can help the employee to drive their mission, vision according to set goals and objectives of the organization appropriately.
Likewise, their ins informal documentation of employees exist in which different types of letters, notes which are saved in the employee’s personnel file. If any employee of the organization wants to suggest something about changes in the workplace or anything else, the organizational management file it away for future references. Furthermore, emails, inter-office communications, workplace discussions, etc. are considered information documentation regarding employees. For instance, we take an example of ‘Suggestions and Company Responses’ is considered as an informal document because it is discussed and make changes accordingly.
The most important thing which is necessary for employees’ legal termination is to prepare effective and efficient documentation of the employee’s personnel file. This is a main significant factor in legal termination is also considered as employee evaluations based on which their performance is evaluated and with the help of thorough examination administration reach to the final results of legal termination of employees (Heathfield, 2020)
. The employees could not challenge this legal termination in the organization because they know that their performance is being evaluated by the upper management and recording in the employee personnel file.
Downsizing is happening when the company faces serious troubles regarding revenue, bad debts, and, most importantly country’s economy or certain disaster plays a significant role in urging companies to do downsizing because they are not able to bear such huge expenses i.e., employees’ salaries, workplace conditions, etc. As far as employee protection is concerned, they can protect themselves from termination by having three steps effectively and efficiently. These three steps are as follows:
- Employees must document everything.
- They should understand their rights as an employee.
- Always speak with an attorney.
The above-mentioned are certain useful three steps which can be carried out by the employees in order to keep themselves protected from termination successfully.
As far as ethical considerations are concerned, whether health care leaders have to deal with it or organizational managers is mandatory. We call it ethics at the workplace, an essential element that can’t be ignored in any way. It refers to a certain set of values, standards, norms that need to be followed by all employees, and employers of the organization because these are necessary to be followed in order to drive the organization conventionally and make the workplace a favorable environment employees to work. Here, we shall discuss a situation where we had to consider ethical values, standards that we find in any organizational ethical standards structure. I always had trouble in ethical decision-making at work. Important workplace ethics drives leadership or servant-leaders in a way that ethics would not be underestimated while doing leadership duties and performing responsibilities productively and efficiently (John, 2015). While giving orders to the team, it is mandatory for a product leader that does not respect the team members on stake so that decision-making could be done effectively and appropriately.
Most importantly, our team was working on a project where we were given a schedule according to which we had to manage the working hours and could complete the project on time.
As far as succession planning is concerned, it is essential to implement those employees who will retire in the near future. For this purpose, new candidates should be advanced, skilled, and competent enough to fill their places effectively and efficiently. To make the plan successful, we outline some most important parts of succession planning, which are useful in implementing it effectively and productively. The detailed outline is as follows:
- Ensured measurement of maturity regarding the succession planning process
- Key positions need to be determined in order to address the succession plan.
- Proper definition, the requirement of success in each critical role by effectively creating success profiles
- The ensured nomination of succession candidates
- The effecting and efficient building, measuring of talent bench
The above-mentioned are all important and focused points of the succession planning process, which would help greatly in preparing the candidates in terms of their training, advancement, skills so that they would be able to lead as leaders competently replace those who are going to retire in the near future.
Unions are often made in an organization when their rights are not given to them in terms of salaries, allowances, important, urgent leaves, bonuses, working conditions, etc. These are all significant reasons due to which unions are created inside the organization, and they do not let the organization continue their business operations effectively and efficiently. As we see from the company’s perspective, it is serious trouble for them because unions forced the company to stop business activities unless their rights are not given to them completely. In this situation, companies need to make some most important decisions because this labor is the backbone of the organization. If this experienced labor leaves the organization, the organization’s work quality becomes down completely. Likewise, when we see this from an employee perspective, it is the requirement that a company has to fulfill because these are the rights that must be given to them properly (Ritchie, 2019). Although dispute unionization is a great trouble for both sides, most of the companies around the globe do not take care of their employees in terms of all elements mentioned above. They must realize that employees are the building block of the organization; without them, a business is nothing more than a skeleton. For this purpose, they should be treated as customers because they carry a stake in organization wellness.
HR pros join different livelihoods inside an alliance. They are liable for organizing methodologies that complement on picking and holding top delegates comparatively as planning assignments that advance extensive viability. Most HR divisions control the general assignments of a business, making the working environment a key bit of an affiliation’s achievement in accomplishing its destinations. HR pros reliably are accused of making arranging dares to fortify work inside an association.
The Bureau of Labour Statistics shows that “improving worker limits can gather individual and dynamic execution and help to accomplish business results.” The action of HR in preparing and improvement unites contemplating arranging needs, making reference booklets, enabling bearing, and guaranteeing arranging destinations have been met. HR experts help relationships with allotting costs when making pay packs, advantage materials, and agent help programs. Further, creative advances increment the essential for fantastically made preparing ventures that HR authorities are regularly prepared to execute. HR supervisors also are at risk for quality control, which is truly identified with the gainful achievement of affiliation targets.
References
Heathfield, S. M. (2020). The Purpose of an Employee Handbook. Human Resources Management.
John, M. (2015). Unions Play Pivotal Role in making companies more competitive. Business Management.
Khan, Y. (2018). Strategic Human Resource Practices and Its Impact on performance awards achieving organizational goals. Managing Employees: Business Planning and Strategy.
Ritchie, J. S. (2019). The Do’s and Don’ts of workplace documentation. HR Management and Compliance.
Scott, S. (2019). Role of HR in Achieving Business Goals. Business objectives and goals.