Human Resource Management- GTR
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Added on 2020-05-11
Human Resource Management- GTR
Added on 2020-05-11
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Running Head: Human Resource Management Introduction to Human Resource ManagementGovia Thameslink Railway (GTR)
Human Resource Management1ContentsIntroduction......................................................................................................................................2Organizational issues and their solutions:.......................................................................................2Conflict in pay rates.....................................................................................................................2Extra roles and responsibilities for current workers....................................................................3Formation of a viable HR planning process....................................................................................4Developmental activities recommended to GTR.............................................................................5Recognition and rewards framework...........................................................................................5Influence of employment legislation on HR practices....................................................................6Brexit effect on HR laws..............................................................................................................7References:......................................................................................................................................9
Human Resource Management2IntroductionHuman resource management is a critical aspect of every organization. It is the backbone that ensures that the employees working for the firm are hired effectively, trained efficiently, rewarded appropriately and treated fairly (Hendry, 2012). The importance of human resources play a significant role in the success of organizational goals. The case throws light on various issues faced by GTR due to employee dissatisfaction. The employees have been deliberately conducting strikes in order to get a better pay, appropriate working hours and efficient working culture. These strikes are adversely affecting many passengers who commute daily. In this reportwe have tried to identify and reach the bottom of critical human resource management issues faced at GTR and have recommended solutions for the same.Task 1: Organizational issues and their solutions:As given in the case, there are various issues that GTR is currently facing leading to employee dissatisfaction and retaliation from their end. Due to the criticality of the railway industry, and high density of passengers, employee strikes are affecting many regular travelers. The demands put forward by the unions are unreasonable and impossible for GTR to succumb to. The important organizational issues are as below:Conflict in pay ratesIt has been observed in the case that there is a severe conflict in the wages given to employees and their expectations on the same. Salaries are the most important aspect of every organization (Anker, 2017). They lead to employee motivation and provide them with a purpose to work hard.In the case, it has been noted that employees have been going on strikes and demanding unreasonable hikes which is impossible for GTR to deliver. These strikes have been affecting over 300000 passengers who travel by GTR railways. Therefore it is imperative the urgent and stern measures are taken to address the same. 1.Negotiation with unions: GTR leadership including directors must conduct one on one meetings with the unions ASLEF and RMT. Negotiations must be effectively conducted among leaders and efforts must be put in to reach a reasonable conclusion (Korobkin,
Human Resource Management32014). Few negotiating details must be kept in mind by both the parties. a. Both the leaders should be prepared well and should have a valid justification of their demands.b. Timing also plays a very important role in negotiating well. Anything demanded at a right time can ensure positive results (Chen, 2015).c. Leaders must anticipate compromise and bridging the gap between the two demands rather than adamantly sticking to their own demands (Saeed, 2014).d. Detailed conclusions must be drawn rather than vague. For example, rather than promising a hike in salary, exact percentage of the hike and the time duration of the same must be decided upon.e. Once the negotiations have been done, it is most important that both the parties remain committed to what is decided under all circumstances (Robins, 2014). Unions should ensure that they must not strike again and GTR must ensure that they pay exactly what is promised.f. Close the meeting with a recap and confirm what will be the final pay of the employees.2.Collective Bargaining: Collective bargaining is the process of negotiating salaries, wages,working conditions and other benefits between employers and a group of employees (Cooper, 2015). Such interests are commonly presented by the labor unions, in this case, which are ASLEF and RMT. This right to collectively bargain is a right given to every employee (Cheng, 2017). The procedure of collective bargaining essentially involves the following steps: a. Preparation: Any collective bargaining effort requires preparations by the employees aswell as employers. b. Discussion: After preparation both the parties must discuss on the issue. GTR as well as ASLEF and RMT will put their points forward and discuss the employee salaryc. Propose: After the discussion, both the parties will propose a specific solution.d. Bargain: Upon hearing out the proposal, employers as well as employees will work towards bargaining their side (Jackson, 2016). e. Settle: Once the bargain has been effectively done, both parties must reach a conclusive settlement and stick to it.
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