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Introduction
Currently, the question of doing with HR – with trouble reputation – has been widely discussed among businessman and the academics ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"PJVnQmiw","properties":{"formattedCitation":"(Ulrich 1998)","plainCitation":"(Ulrich 1998)","noteIndex":0},"citationItems":[{"id":32,"uris":["http://zotero.org/users/local/sj6ANS8g/items/BCPXNKTR"],"uri":["http://zotero.org/users/local/sj6ANS8g/items/BCPXNKTR"],"itemData":{"id":32,"type":"article-magazine","title":"A New Mandate for Human Resources","container-title":"Harvard Business Review","issue":"January–February 1998","source":"hbr.org","abstract":"HR should be defined not by what it does but by what it delivers.","URL":"https://hbr.org/1998/01/a-new-mandate-for-human-resources","ISSN":"0017-8012","author":[{"family":"Ulrich","given":"Dave"}],"issued":{"date-parts":[["1998",1,1]]},"accessed":{"date-parts":[["2019",4,26]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Ulrich 1998). The debate started after the support of HRM with organizational performance. Often, it is costly, ineffective and incompetent due to the other competitive forces that the managers have been confronting, and will continue to confront. However, it is not important to explain what HR does, but in fact, what it delivers to enrich the values of an organization to its employees, investors, and customers. For that, the HR needs to help in shifting the plan from the conference room to the marketplaces. In addition, it needs to work in a way that the work is executed and organized effectively and maintenance of quality and reduction of costs.
Description
All aspects of the working environment need to be subject to agreement and discussion between the employer and management. Union, however, provide workers with a collective and powerful voice to communicate to management their hindrance and dissatisfaction. The union’s representatives lead these voices to management on behalf of employees. Unions help in more annual and paid leaves apart from paternal and maternity leave. Above all, a unionized organization fights equal opportunities with equal pay and treatment in the workplace. While the young workers strengthen this voice by turning the balance on the union's side and improve the working conditions. Therefore, it is important for companies to have a unionized environment.
There were unhealthy and dangerous working conditions in the 1920s and between the Civil War and the WW-I with frequent workplace accidents. But awareness grew in the post-WW-I era and the government encouraged contractors to have a safe work environment. This result in social and economic loses and eventually the US government called for to take actions. In this regard, initially, the pressure came from different labor groups. In the industrial north, State Factory Acts were driven successfully while the circumstances were investigated by the State Labor Bureaus. In this regard, the 1877 Massachusetts Factory Act was the beginning of the movement that brought significant improvement in the workplace. Later in the early 1900s, support came from the Middle and Upper Progressive Class to overcome the shortcoming and brought administrative and compensations rules and developed industrial commissions.
In 1936, the National Silicosis Conference was held by the US Secretary of Labor in which major changes were discussed on the workplace environment. While the loss of skilled labor created potential hardship for the country. In the 1950s, the higher management started thinking about safety movement. The realization came when the management wanted to know the present situation at the workplace and the importance of Health and Safety Measures. While the 1960s was the passage of a flurry, in which many legislations and acts were promoted such as the 1965 Service Contract Act, the Federal Coal Mine, and Safety Act and the Federal Metal and Nonmetallic Mine Safety Act.
In all types of unionized environment, HRM plays an important role and it needs to grasp its own role and that of the Union in everyday operations. It is, in fact, one of the keys to a successful business and the HRM department is often manages the relationship between management and the union. According to the Bureau of Labor Statistics, the Union Membership has been declined 11.3% in the US and yet it is vibrant of all sizes of the businesses ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"1OyIq0ha","properties":{"formattedCitation":"(Raper n.d.)","plainCitation":"(Raper n.d.)","noteIndex":0},"citationItems":[{"id":30,"uris":["http://zotero.org/users/local/sj6ANS8g/items/TV2ZEMAS"],"uri":["http://zotero.org/users/local/sj6ANS8g/items/TV2ZEMAS"],"itemData":{"id":30,"type":"webpage","title":"Labor Union Vs. Human Resource Management Functions","abstract":"Union membership, while declining to 11.3 percent of the American workforce according to the Bureau of Labor Statistics, is still a vibrant part of the everyday work life of many businesses of all sizes. Human resources professionals in all types of unionized environments must understand their own HR role and the role ...","URL":"https://smallbusiness.chron.com/labor-union-vs-human-resource-management-functions-69826.html","language":"en","author":[{"family":"Raper","given":"Leigh C."}],"accessed":{"date-parts":[["2019",4,26]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Raper n.d.).
I for one agree with the statements because the rules and regulations established the Department of Labor implemented and enforced at the workplace by both the Unions and the Human Resource Manager. Moreover, the coordination of both play a vital role and protect the rights of employees. In the US, the majority of the workforce follow the rule and regulations set by the Unions and HRM jointly. The child labor laws are a vital example through which the progress at the international level can be seen.
References
ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Raper, Leigh C. “Labor Union vs. Human Resource Management Functions.” https://smallbusiness.chron.com/labor-union-vs-human-resource-management-functions-69826.html (April 26, 2019).
Ulrich, Dave. 1998. “A New Mandate for Human Resources.” Harvard Business Review (January–February 1998). https://hbr.org/1998/01/a-new-mandate-for-human-resources (April 26, 2019).
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