Introduction Human Resource Management Assignment

Added on - 21 Apr 2020

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Running Head: Human Resource ManagementIntroduction 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 Management2IntroductionManagement of human resource is a crucial part of every organization. It is the base of any firmthat safeguards that the employees are hired efficiently, trained effectively, rewarded fairly andtreated appropriately (Hendry, 2012). The efficacy of human resources plays a vital role for thesuccessful accomplishment of organizational goals. This case lays emphasis on numerous issuesthat are faced by GTR owing to dissatisfaction of employees. The employees of the firm havedeliberately been organizing strikes to receive a higher pay, apt hours of work and professionalworking culture. Such strikes are unfavorably affecting numerous passengers who shuttle on adaily basis. In this particular report, we have attempted to identify and source crucial humanresource management disputes occurring at GTR and have aimed to recommend elucidations foreach of them.Organizational issues and their solutions:As given in the case, GTR is presently facing various issues that have led to unsatisfiedemployees and retaliation from their end. Also, because of the criticality of railway industryalong with large number of travelers, employee strikes are adversely impacting various regularpassengers. The demands that are presented by the unions of employees are unreasonable andirrational. For the effective functioning and profitability of the firm, GTR cannot succumb tothose demands and hence they are unable to reach a grey ground. The predominantorganizational issues faced by GTR are as follows:Conflict in pay ratesIt has been noticed in the case study that there exists a serious skirmish between the wages thatare currently paid to employees and the expectations that they have for the same. Salaries that theemployees take home are undoubtedly the most significant part of every organization (Anker,2017). Salaries lead to motivation among employees and give them a reason to work efficiently.The case observes that employees are frequently conducting strikes and asking for irrationalhikes which is unfeasible for the firm to deliver. Such strikes have adversely been impacting over300000 travelers who commute using GTR railways. Hence it is imperative that urgent and strictmeasures are undertaken to address these issues.
Human Resource Management31.Negotiation with the unions: The top management at GTR including the directors mustconduct one on one meetings with the unions ASLEF and RMT. These negotiationsshould be conducted effectively among leaders of both parties and genuine efforts mustbe put in order to reach a feasible conclusion (Korobkin, 2014). Some details ofnegotiating should be ensured by GTR as well as the unions.a. Both leaders must be well prepared and must have a valid and clear justification ofeach of the demands.b. Timing of the meeting is also extremely important in ensuring a fruitful negotiation.Anything which is demanded at the right time can lead to positive results (Chen, 2015).c. Both leaders must anticipate a compromise and aim to bridge the gap that existsbetween both demands rather than being adamant and sticking to their own grounds(Saeed, 2014).d. Conclusions drawn must be detailed and not vague. For example, instead of promisingan increase in salary, the exact percentage of hike and also the time duration for the sameshould be decided.e. Once all the negotiations are done, both the parties must remain committed to what hasbeen decided under all circumstances (Robins, 2014). Both the unions must make surethat they should not conduct any strike again and the firm GTR must make sure that theiremployees are paid exactly as per what is promised.f. Closing the meeting well also plays a critical role. It should be done with a recap andconfirmation of the final decided pay of employees.2.Collective Bargaining: Collective bargaining is the process including negotiation ofsalaries, wages, working conditions and other benefits between employers and a group ofemployees (Cooper, 2015). These interests are most commonly presented to the firm bylabor unions, which in the current case are, ASLEF and RMT. The right of collectivebargaining is given to all the employees (Cheng, 2017). The process of collectivelybargaining includes the following steps:a. Preparation: collective bargaining effort requires sufficient preparations by bothemployees and employers.b. Discussion: After the preparation, both parties must discuss in detail upon the issue athand. GTR as well as RMT and ASLEF will be highlighting their points and discussing
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