Human Resource Management Report: Union Issues and Liabilities

This report analyzes a company facing significant human resource challenges, including labor union issues, legal liabilities, and the absence of a dedicated human resource department. The company's current situation is characterized by a lack of a structured HRM, which has resulted in poor employee relations and a weakened bargaining position with the union. The report proposes a strategic alliance with the union to connect employees and the union, encouraging negotiation and preventing strikes. It also discusses management's ability to implement policies to strengthen employee relations and reduce union power. The report highlights the company's current liabilities related to employment law, including lack of written contracts, unpaid overtime, and unsafe working conditions, emphasizing the need for compliance. Finally, the report recommends establishing a separate human resource department to address these issues and improve organizational structure, policy formation, and compliance with employment laws. The report references several academic sources to support its analysis and recommendations.

Running Head: HUMAN RESOURCE MANAGMENT
human resource management
Report
[DATE]
[Company name]
[Company address]

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Introduction
Currently, plant is facing lot of issues related to their business operations such as labour
union issues, legal issues, and structure formation. Plant has no separate human resource
department and is working with no specific structure .Major portion of the building is being
covered by production and dispatch department. Employees are working in a risk environment
which is impacting their productivity.
Union can become sole and exclusive representative for bargaining
Present situation of the company is very bad in terms of issues from the union. In order to
bring union on bargaining table one of the best options for the company is to associate union as
one of the strategic alliance in the current business (Becher, Stegmueller & Käppner, 2018). This
strategy will help the company in connecting both employees as well as a union together. As a
result both employees and Union will bear same outcome related to any change. In this situation,
this strategy will automatically force the union to come on negotiation table because union
interest will be also connected with the business growth. Therefore they will not try to create any
kind of business barrier in the company in terms of strike (Leinarte, 2018). In addition to this
strategic partnership will offer the union to present themselves better as a part of the company
instead of representing themselves as a separate entity. This will offer union an opportunity to
put employee related issues in front of management with full authority.
Management can do and cannot do in case of union drive underway
In this situation, union is having major control over the employee department which has
weaken the bargaining power of management. But at the same time, management of the
company has full control over their policy-making by which they can reduce the power of union
drive and bring them on the negotiation table. In this situation, one of the best option the
company is having is to develop policies which will connect the employee with the business
(Hofmann, 2018). Earlier there was no written contract between employee and employer. In this
situation, the company can introduce a new policy under which a legal contract will be signed in
terms of employment offers which will be beneficial for both employee as well as employer and
will keep union as the third party. Thing which management cannot do is that they cannot stop
any employee to join the union because according to law employees has full right to be part of
Labour Union.
Current liabilities related to legal and risk management prospect
Current company is surrounded by the various numbers of critical liabilities which can
bring bad consequences for the company. Company has clearly overlook employment law which
offers protection to the worker under the situation of exploitation (Koliev & Lebovic, 2018).
There is no agreement in written form between workers and employment which is against law. In
addition to this, works are deprived of their basic right of overtime pay and benefits which is
against employee law. In addition to this workers are continuously working in a high-
temperature environment which displays risk to their safety. The company has not arranged any

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strategy to offer a safe and healthy working environment for the workers because of which
worker is not able to perform well and is struggling from health issues (Jackson, Doellgast &
Baccaro, 2018). In such situations, the possibility of injuries is more because high temperature is
not allowing them to focus and all these aspects present in the company are working against the
safety act of the employment.
Position human resource department in building
Right now building is fully occupied by the production department as well as the dispatch
department. Seeing the requirement of human resource management as per the present situation
of the company, management of the company has to provide separate department of human
resource department. This department will focus on the human resource activities of the
organization (Mehra, 2018). In this situation, management has the option to make little bit
change in the dispatch department in order to fit HRM department in the company. Production
department cannot be disturbed because this is a manufacturing company and in such company,
it is better if more space is offered to this department to avoid outsourcing situation. While the
dispatch department can make adjustment in their structure for the betterment of the company.
Conclusion
In the present business environment, every organization whether small or big must have a
separate human resource department which will be completely dedicated towards human practice
in the organization. Human resource department will help the organization to maintain proper
organization structure, policies related to employment laws and formation of company policies.

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References
Becher, M., Stegmueller, D., & Käppner, K. (2018). Local Union Organization and Law Making
in the US Congress. The Journal of Politics, 80(2), 539-554.
Hofmann, T. (2018). How long to compliance? Escalating infringement proceedings and the
diminishing power of special interests. Journal of European Integration, 40(6), 785-801.
Jackson, G., Doellgast, V., & Baccaro, L. (2018). Corporate Social Responsibility and Labour
Standards: Bridging Business Management and Employment Relations
Perspectives. British Journal of Industrial Relations, 56(1), 3-13.
Koliev, F., & Lebovic, J. H. (2018). Selecting for Shame: The Monitoring of Workers’ Rights by
the International Labour Organization, 1989 to 2011. International Studies
Quarterly, 62(2), 437-452.
Leinarte, E. (2018). The Principle of Independent Responsibility of the European Union and its
Member States in the International Economic Context. Journal of International
Economic Law, 21(1), 171-191.
Mehra, M. R. (2018). Human Resource Management and Its Importance for Today’s
Organizations. Journal of HR, Organizational Behaviour & Entrepreneurship
Development, 2(2), 15-20.

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