HRM522
Module 1 Discussion
Heather Mcnatt posted Apr 10, 2020 5:00 PM
1. What position/positions in your organization are accountable for workplace relations in your organization? What impact do they have? What programs are in place to impact relations at work? Provide specific examples.
I am currently Active Duty Air Force and work in the workplace leadership level. The positions that are responsible for workplace relations would be the officer and senior enlisted member within the workplace. They are the ones to ultimately responsible, however it is up to the supervisors to inform anything that occurs up to the chain of command. From there the officer and senior enlisted members in charge will make the decision or course of actions. They have the impact to require individuals to work in a different work center if needed to continue a professional work environment. We do not have specific programs in place. The protocol is to confirm what the relationship is and relocate one of the individuals so there is not fraternization or favoritism within the workplace.
In terms of employee-employer relationship once again the work center leadership is responsible for taking necessary course of actions to ensure the work environment is professional.
2. If you were an HR manager in a private-sector organization, what key programs would you implement to improve employee-employer relations? Why?
The first program I would implement would be a portal in which employee can communicate directly to their employer to ask any questions or request services/benefits. This portal/app will also be used for the employer to communicate the accomplishments of the company periodically. A lot of employees, are unsatisfied with their job because they do not understand what impact they hold as a company. I believe it is important to help the employees understand what they are doing matters and how it has impacted the success of the company (Jersin, 2016).
The second program I would implement would be a part of the hiring process. It is important to invest in your employees and they will return the invest in their work output. I would like to implement multiple benefits packages employees can choose from upon hiring and adjust every year. Every employee has different needs and desires they request from the company. If employees could shape their own benefits package with multiple options, it will improve employee-employer relationship because it the employee will know the company is taking care of the individual not just the company.
3. How would you determine the added value of your programs? The value of a program can not be determined on the success of the company alone, the way to truly evaluate a program is by feedback from the employees. I would measure the programs by selecting a variety of employees to fill out a questionnaire/survey and allow them to have inputs. Some may argue that youll only get feedback from individuals who are disgruntled. I have experience that if a program is truly working or not then you will receive feedback from those who benefitted or not from the specific program. Furthermore, those who want to make an impact on change will respond as well (Grossman, 2006). Grossman, R. (2006). Measuring the Value of HR. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/pages/1206cover.aspx. Jersin, J. (2016). Modernizing the Employee-Employer Relationship. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/pages/john-jersin.aspx.
