Impact of Regulatory Associations on Employees' Attitudes and Satisfaction

This assignment content discusses the importance of human resource management (HRM) in organizations. It highlights the key aspects of HRM, including employee attitudes and satisfaction, organization's policy regarding employees' rights, and policies on long-term employment, discrimination and harassment, health and welfare issues, remuneration, and free communication flow within the organization. Additionally, it emphasizes the significance of HRM in the information technology sector, where it is crucial to keep data safe and secure while also focusing on employee development and training.

HRM Policies and Practices
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Introduction
An organization has to balance both external & internal factors affecting it. At one stage it needs
to serves its important clients, customers, shareholders, vendors etc & while, on the other hand, it
needs to make sure its employees have equal aspirations as business goals are designed.
Therefore in order to create new strategies, policies & rules it needs to integrate individual
aspirations into the one common business goals. It's imperative for the management to think that
employees will hone their skills; in order to pursue career interests within the organisation will
be more responsible & accountable. For the employees, they would like to be associated with the
organizations through financial security, stability & fair conduct treatment within the
organization (Guest, 2011).
Adaptability is the key hence the organizations need to foresee global challenges, prepare itself
& devise a strategic planning to convert challenge into an opportunity. Some of the changes such
as technology, management, etc. still can be predicted & managed (Kane, 2000). But changes
due to the labor unrest, employees dis-satisfactions, attrition rates which can result in the
unmanageable & unavoidable business losses. Human capital is the most important asset of the
company. So to retain an efficient employee, motivate them effectively & create a balance
harmony organizations should continuously monitor & take accurate steps.
It was noted that there was never a fixed measurement of the performance & the way a HR use to
keep a tab over the individual performance, It was always through the feedback, appreciations,
complains an individual performance was judged & mapped. Therefore, as the organization
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grows, keeping a tab on an individual through word of mouth & verbally becomes difficult.
Hence a proper documentation which includes proper procedures polices& process for an
employee to adhere becomes a benchmark to mark performances. For example if an employee
joins an organization the success of the employees is directly proportional to the induction,
training, development, guidance in following rules, procedures &achieving a one organizational
goals.
In the past, HR was never an important part of the organization& it was included in the
administration department. All the hiring, training, induction, retention was done by the
administration or other staff of the employees. Now since the organization has evolved at a
global level they have included HR as a separate & critical part of the organization. HR role &
existence has played a vital role in shaping up the organization structure & making sure it
reaches organizational goals keeping individual goals in consideration. HR role & functionality
includes hiring, recruiting, induction, orientation, introduction, training, development, retention,
formulating of policies, shaping up the procedure, performance appraisals, setting up goals,
vision, mission , objectives, retention of employees, salary structures, negotiations, smooth
transitions, exiting out etc. all are important role of the HR in an organization (Ferner, 2010).
It is observed, in an organization, it's difficult to retain talented employees. An organization
invests time, money & energy in setting up a skill expertise of the employees & using their talent
to achieve concrete results. Losing such employees is a cost incurred which becomes
irreplaceable.
Corporate strategies and the human resource management
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A strategy to achieve business goals is set only after an organization is able to define its vision,
mission & objectives. Then it’s able to set up departments & define their roles once the strategy
is established. The external factors operating outside the organizational also start operating such
as vendors, clients, suppliers, shareholders, customer etc. To understand in-depth we need to
bifurcate such policies into two parts which is formulation & execution of the polices. The
formulation strategy includes, strategizing threats, opportunities, weakness and defining the
scope of each policies. After the polices are formulated, the main task is to implement them &
bring into the force. Strategizing or formulating a policy at initial stages is easy, but making sure
that organization implements it needs to be monitored closely. All the pros, cons , positives or
negatives because of the policy needs to be well noted before its executed in the full wings.
Sometimes, formulations or implementation of HR policies is not warranted at all. For example,
if the HR policies are strict of discipline & integrity issues, then it should make sure it formulates
policies & float such idea around the organization (Huselid, 2005). Once it’s implemented, it
should be made mandatory for employees to adhere it. If they don’t follow a well routine, then
the policies should highlight the consequences of not adhering to it in the form of warning or
verbal communications or may be deducting small amount of salary. . Through proper
formulation of policies& understanding the implication pats, HR is able to integrate & direct the
forces to one organizational goals& objectives. Therefore, a Human Resource are able to
visualize long-term organizational strategies, vision, goals& integrates employees, staff,
management towards the versatility & external forces of the organization.. The implementation
part foresees challenges & barriers before. Executing it full fledge. HR needs to consider macro
& micro levels at which employees, staff, management, vendors, stakeholders, clients &
customers can coexist in harmony. To keep it ongoing it needs to safeguard each individual
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interests in lines with the organizational goals. . Since its long inception HR has integrated its
personnel management effectively with the organizational goals making sure corporate strategy
& goals are not hampered in perceiving such.
Human resource management and the organisational structure and organisational culture
The personal values, beliefs is the foundation of the organizational structure which differentiates
itself from the competitors, global cultural factors by which its able to interact with other people
& groups. It helps in understanding of management pyramid, hierarchy of job roles, chain of
command, reporting structure & job roles of individuals hired. Organizational management
works on the organizational culture defining company goals, visions, management & hierarchy.
This helps in the allocation of work, responsibilities, clear chain of command, and accountability
of the work. For example in a purchase department, if we are able to define work allocation, job
roles, structure of reporting it will help us in making us understand who is accountable of what
work & can be held responsible. This also helps in defining turnaround time of completion of
work, monitoring, controlling of work, decision making & re-assignment in case of any
discrepancies.
Beneath this organization will be an important Human resource management who will be
defining individual roles, objectives, goals which will be integrated with the organizational
cultural, goals, objectives & all working in one direction for the success of the organization
success. HR role is to understand, explore individual talent, hire such people, train, develop
them, fine tune as per the organizational interest & removing all the majority differences for the
success (Katou, 2010).
Human Resource Management Practices
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In an organization , human resource management is divided into three areas which are,
introducing new methods, quality accuracy & focusing on cost reduction.
The innovative methodology, process, introducing new techniques to engage customers,
employees, staff & keep them motivated is the task of the HRM. Employee’s satisfaction is the
key & in order to encourage keep them satisfy they need to introduce new techniques &
innovative skills.
In order to address quality methodology & designing of the process we need to audit, check,
monitor & control methodology implemented. For this the results forecasted within the stipulated
timeline should match with the current timeline or stages projected. The quality methodology
should be checked at each & every phases from the business performance, policies, procedures,
employees process, procedures, training and development organizing rewards, incentives,
performance appraisal, retention, retirement policies and employees job security etc.
All these timely measures will help in accurately judging overall business goals, monitoring
resulting in increased employee’s motivation, productivity & delivering good quality products,
experience to regular & routine clients, customers etc.
HRM is not so simple & involves everyday technicality. Human resource management (HRM)
includes & covers all the hiring, recruiting, induction, orientation, introduction, training,
development, retention, formulating of policies, shaping up the procedure, performance
appraisals, setting up goals, vision, mission , objectives, retention of employees, salary
structures, negotiations, smooth transitions, exiting out etc. all are important role of the HR in an
organization (Rosenzweig, 2006).
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The third element is focusing on the cost reduction techniques be with the policies of hiring a
new employees, cost effective training, costing of the new joined in the form of salary structure,
performance appraisal , in case of retention, retirement, maternity leaves etc. again HRM has to
calculate costs incur & then take crucial decisions in terms of costing & benefits. The
organization incurs all this costs in the forms of training & investment of time, energy, money in
an employee which it calculates as a future projection of benefits. If the employee joins & leave
within a short span of tenure after taking proper trainings, salary & various other facilities it
becomes loss for the company. A trained & skilled employee is an important asset of the
company, which it should timely value & retain it.
To make an organization outperform & deliver success stories it should have a trained &
valuable employees which should aim for one organizational strategic goals. The fine-tuned
employees working in a team with the same synergy are able to achieve success within the
stipulated time targeted. It has been noted & observed, employees with the low motivational ,
lack of trainings losses its shine which results in the business loses, not delivering projects on
timely basis, conflicts & barriers are part of such journey.
Investing in the human capital requires large investments & funds hence HRM has to strategies
funding as the costing unit of the business.
Employee interaction methods
Employees matching up with the organizational expectations in return just want rewards,
incentives, performance appraisals & job security.
In order to achieve long-term growth of an organization, they need to attain & retain good
strategic employees. It needs to have a fairer & efficient policies & strategies to deal with it.
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It is noted that employees commitment plays an important role in behavioral guidance &
motivational towards the goals. If the employees are not properly valued & adequately trained it
will result in the lack of interest, focus & will divert time, energy, caliber & resources in the
other individual goals (Meyer,, 2010).
Some of the HRM policies are connected internally & some consider policies keeping external
factors also in the loop. It is best to safeguard the interest of all the forces & keep positive spirits
of them in order to have united results.
HR policies highlight the ways & behavior an employee needs to showcase in an operating
company. Some of the policies ice are communicated verbally while other are communicated via
written & documented in the company.
Some of the main HRM policies are highlighted below-:
 As soon as the employee's steps in, training them adequately & making sure they gain right
knowledge, skills & expertise.
 In an employment space, making sure employees feedbacks are taken into consideration &
working coordinately aiming for one goal.
 Making sure staff strength is full, employed & there are no low headcounts.
 Creating a balanced environment in personal & professional life.
 Creating an alternative strategies & synergies to work with the force for one direction.
 Motivating performance appraisals
 Compensating, rewarding, giving incentives timely & making sure employees have a sense
of job securities.
 Integrating individual personal goals and aligning with organizational goals
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Developing team culture in the organizations
Giving reasonable wages, environmental conditions, sense of job security, efficient, fair
grievances, suggestions & making sure employee's bond becomes closer to achieving common
goals.
Making sure all the employees are treated at the same level, there is no gender disparity, & all
the employees are treated valued, respected, given equal rights & at the same level.
The sense of belongings among the employees so that they effectively utilize time, energy &
resources of the organization in achieving one goal (Need, 2006).
All these practices have a greater influence on the employees which result in the low attrition
rates. Employee turnover decreases, performance gets boosted, general employee spirits are
preserved & boosted which aims at one directional organization goals.
By this, an individual gets blended with the organizational & the optimum fit of employee within
the organizational & of organizational goals with individuals is well coordinated & targeted.
Employees work Satisfaction and the Human resource management
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Employee satisfaction comes due to the good working conditions, job security, job profiles,
sense of belongings, adequate rewards & recognition within the organization all these factors
contribute to the employee satisfaction & working for one organizational goal (Ngo, 2008).
For example, if in an organization we see many employees hired with no work or projects then it
may be due to the high employee turnover with contracts, short-term work assignments etc.
Various legal issues around the human resource management
Various legal, regulatory, compliance issues do affect employee’s attitudes & performance in an
organization. If an organization has a proper regulatory offices, employees feel secure & gains
full confidence in the company. For example in a workplace sexual harassment clause in an
organization, if the employees suffers due to this, then after complaint, follow ups it notices that
proper investigation & monitoring is done then it will ultimately result in the restoring faith
among the employees (Purcell, 2007).
Other regulatory issues, compliance framework upon which legal factors are imperative for an
organization are corporate laws, labor laws, training classes, probation of an employee’s etc..
Since some organization do work globally they need to be responsible , accountable for the
global laws, culture, values & should abide by such regulatory rules & laws.
Organisations identifies its bonding with Unions , compliance regulatory associations as a vital
role in the employees’ attitudes and satisfaction
Organisations and the local legislations regarding employees’ rights
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Organization mainly deals with employees about their working conditions, job satisfaction &
other imperative issues. But looking at the ground levels, some of the common local regulatory
affairs should also be closely watched to maintain legitimate interest (Yuen, 2011).
Employees’ attitudes about the policy of long term employment
Stability, security & long-term investment in a company always help the employee to contribute
& focus on achieving common goals.
Human resource management and the policies regarding Discriminations and Harassment
Incase of discrimination & harassment issues, it’s the duty of the organization to safeguard
employee’s interest & similar employees tend to rely upon the organization to make them feel
secure.
Health and welfare issues in the organizations
Organization is a common mix of the large set of employees to mix & match. In the case of any
health issues or common welfare, an organization will timely look into the matter safeguarding
the interests of the many employees. Some organization also launches trainings & programs on
the health awareness to generate awareness among the huge masses. They also have
sponsorships, discounts, insurance policies by which employees feel secure & sound for the
entire family.
Therefore organizations policy is to strive to position it as an employer offering remuneration
levels above the average of the relevant benchmark. Organizations review regularly its
competitive position with other companies so as to keep in line with the market trends. However,
the evolution of remuneration is in the first instance determined by the capacity of the Company
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to improve its productivity. Wage and salary structures should be kept simple and avoid
unnecessary complexity so as to provide effective compensation and reward. Remuneration
structures should specifically facilitate the implementation of flat organizational structures and
be flexible so as to be able to adapt to the evolution of the market conditions. This means broad
spans allowing sufficient flexibility to effectively reward high professional insight and
performances as well as individual potential. It is the responsibility of each manager to propose,
within the framework of the company policy, the remuneration of her/his employees, taking into
account the local market, individual performance, skills and potential for development (Edgar,
2005).
Free communication flow within the organizations
Transparency of the communication is the key. In case of any barriers in the communication
results in the lack of authority, chain of command & creates hurdles in the execution of powers.
For the smooth flow of communication, an organization should be able to give a direct, crystal
clear communication, code of conduct; business ethics should be properly documented resulting
in the removal of barriers.
Employee’s Remuneration
By drawing a regular salary, be it in the fixed or variable gives a sense of security & belongings
to the company. Employees generate its worth in terms of remuneration it draws from an
organization. If the employee is drawing a higher salary it will be able to sustain its
responsibility, market credibility to the legal tender it's drawing from the company.
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Remuneration should be fair & transparent as the employee's also attained employee satisfaction
out of this. It motivates individual employees making them feel part of the organization.
Human resource management in the Information Technology Sector
IT sector is highly accountable & responsible to keep its data safe, secure & not to make it fall
into the hands of competitors. Since trend is to update itself hence HR competencies lies in
upgrading its skills & know how techniques. Deliver a quick services, customer experience,
enrichment should all be looked upon on timely basis. HR are responsible for mixing such IT
sector from introducing to implementing them in an organization. Due to costing, benefits drawn
for the large masses within an organization all should be taken care by the HR people.
Conclusion
HRM is an important integral part of the organization. HR role & functionality includes hiring,
recruiting, induction, orientation, introduction, training, development, retention, formulating of
policies, shaping up the procedure, performance appraisals, setting up of individual goals aligned
with the business goals. HR needs to consider all the external & internal factors while making
policies & procedures before implementation in an organization (Aycan, 2007).
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References
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