Human Resource Management Assignment: Employee Issues and Systems

This document presents solutions to a human resource management assignment. It addresses employee relations, including worker compensation claims and the role of HR in investigating such claims, emphasizing legal advice and accident prevention. The assignment also covers the key objectives of the industrial relations act of 1996, focusing on minimizing disputes and regulating trade unions. Furthermore, it outlines the components of an internal Employee Assistance Program, detailing organizational analysis, orientation, and case management. The document also explores unfair dismissal rules and processes, clarifying the concept of unfair dismissal and the legal liabilities involved. Finally, it discusses performance management systems, emphasizing their role in organizational effectiveness and decision-making, including the use of financial and non-financial performance measures.

Running Head: Human Resource Management
Human Resource Management

Human resource management
Table of Contents
Answer 1......................................................................................................................................................1
Answer 2......................................................................................................................................................2
Answer 3......................................................................................................................................................2
Answer 4......................................................................................................................................................3
Answer 5......................................................................................................................................................3
References...................................................................................................................................................4
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Human resource management
Answer 1.
By considering the scenario, it is seen that the employee of the organization has claimed for
the worker compensation and also the human resource expert has given the advice to seek and to
notify the supervisor. The manager of the organization will analyse the mail or the document of
the employee. It is related to the issues and also the proper evaluation should be made to find out
the reason for the compensation. If the reason is valid, then the justice should be given to the
worker by considering the code of conduct.
a.) The investigation should be done at right time and also the records should be kept: The
investigation should be conducted so that the fact can be obtained about the accident. There
are many employees who file a fraudulent claim, never reject the claim before making a
proper research. The legal advice should be taken from a person who is qualified enough to
make the correct decision.
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b.) Avoid Accidents in the workplace: To avoid accidents, proper training should be given. It is
also necessary to implement the safety-oriented culture and also to create a team leader that
takes into consideration proper safety programs (Cook, 2016).
Answer 2.
Key Objectives of the industrial relations act 1996 are:
The company should consider the rules and regulations for trade union and employee of
the organization for minimizing the disputes between the employer and employees. The
objective is to control the process of top management and to establish an industrial tribunal. It
defines the functions according to the international process in managing the relations with the
staff members. This act also assists to reserve the practices within the organization and also to
encourage the legal activities in the favour of the employees (Sparrow, Brewster and Chung,
2016).
Answer 3.
The main components of an internal Employee Assistance Program are:
a.) Organizational Analysis: This component is one of the employee assistance programs in an
organizational analysis. At the time of the process, an employer has to perform an analysis
to identify the correct areas that provide assistance to the employees.
b.) Orientation: It is also one of the essential components of the employee assistance program.
The training helps the employees to conduct the activities in an effective manner and also to
enhance the knowledge of the staff by considering all the aspects (Armstrong and Taylor,
2014).
c.) Case management: The counsellor is appointed by the company for the employee
assistance. The counsellor evaluates the employee work in a proper manner. This is only
done by considering the interviews of the employee as well as to stay in regular contact with
the vendors. The main objective is to consider that the issue is resolved and considered in a
proper way. The rules and regulations are also considered to resolve the issues. It is one of
the essential components that assist the organization to search for the responses and also the
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progress of the team members is considered. It helps to attain the goals and objectives in an
effective manner (Hillier, Grinblatt and Titman, 2011).
Answer 4.
Unfair dismissal rules and processes of the organization are:
Unfair dismissal is also considered in a situation when the employee is dismissed in a
harsh manner. There are many employees who claimed for the unfair dismissal that should be
considered by the organization. It is considered as unfair when the employer does not give any
reasons that are logical behind the formal procedures. To conduct protected disclosure act 2014 it
is also accepted as an unfair disclosure. The liability is of the employees to sue a case against the
employer in case of the unfair dismissal (Frey, Bayón and Totzek, 2013).
Answer 5.
The performance management system gives an effective way to conduct the activities of
the organization. It is related to the social impacts to collect and utilize the information related to
the operations and programs. It is one of the tools that consider the procedures of development
and also sharpen the new solutions. The social issues are related to poverty, and also the success
gap within the company. In Adept Owl Company the best performance can be contemporary
performance system in which it consists of the proper utilization of the financial and non-
financial performance measurement system. It also has the connection with the business strategy
of the company. The system assists the organization to make effective decisions and also to
consider the organizational and managerial performance. It helps in enhancing the improvement
level and also considers the performance level of the company (Gruman and Saks, 2011).
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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Cook, M., 2016. Personnel Selection: Adding Value Through People-A Changing Picture. John
Wiley & Sons.
Frey, R.V., Bayón, T. and Totzek, D., 2013. How customer satisfaction affects employee
satisfaction and retention in a professional services context. Journal of Service Research,
p.1094670513490236.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee
engagement. Human Resource Management Review, 21(2), pp.123-136.
Hillier, D., Grinblatt, M. and Titman, S., 2011. Financial markets and corporate strategy.
McGraw Hill.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
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