BUSI 440 Compensation Management: Replies to Student Posts

This assignment comprises two replies to student posts within a BUSI 440 Compensation Management discussion board. Each reply, adhering to a 150-word count, integrates biblical principles and scholarly research, supported by a textbook citation and current APA formatting. The replies address the student's viewpoints on HR manager responsibilities in conflict resolution and employee union dynamics, extending the discussion with additional insights and scholarly information. The integration of biblical perspectives, such as Jesus Christ's teachings on peaceful relationships, provides a unique approach to conflict resolution within the context of compensation management. The inclusion of external benchmarking and contract signings as potential solutions further enriches the discussion, ensuring a comprehensive and well-supported analysis of the topic.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

1MANAGEMENT
Reply to student one
It is the responsibility of the HR managers to go through the conflict negotiations
between the employers and the employee unions. The employee unions are very much active and
vocal in some countries. The demands of the employee unions are sometimes so high that the
organizations are not able to meet them (Budd, 2017). This is why the HR managers should go
through the process and take some steps so the conflicts can be resolved. In this scenario, some
decisions by the HR managers are very risky and they should go by these steps on a serious note
indeed (Griffin, Bryant & Koerber, 2015). It becomes very complicated when the conflicts are
not resolved and the situation becomes more critical. Jesus Christ had showed the way thousands
of years ago when he advised to maintain a peaceful relationship between the people. This
becomes very much effective if the employers go on to resolve the conflicts by employment
bargaining (Shields et al., 2015).
Reply to Student Two
To be critical, it can be said that employees very often support the unions because they
want the employers to listen to their demands (Griffin, Bryant & Koerber, 2015). It is not
possible for them to do this at an individual level. In order to do this, they have to support the
unions positively indeed. The employee unions should go on to have a discussion with the
national employee unions so they can make the scenario better and get a positive outcome of the
situation (Budd, 2017). The HR management team should have to conduct the data collection
process. This external benchmarking will probably b a feasible solution to resolve the disputes.
HR managers should also go on to hold the contract signings. Thus it will be helpful for them to
bring a peaceful solution to this problem (Roberts, 2015). This is how they will be able to

2MANAGEMENT
mitigate the issues within the business environment. Here the Biblical integration is very
important. According to the opinions of Jesus, employees should never quarrel within the
organizational culture. The employers should present themselves in a manner that employees do
not have to take the help of the employee unions.

3MANAGEMENT
References
Budd, J. (2017). Labor relations. 5th ed. McGraw-Hill Education.
Griffin, J. J., Bryant, A., & Koerber, C. P. (2015). Corporate responsibility and employee
relations: From external pressure to action. Group & Organization Management, 40(3),
378-404.
Roberts, G. (2015). Christian scripture and human resource management: Building a path to
Servant leadership through faith. Springer.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.