Trade unions may also provide legal advice, financial assistance, sickness benefits and education facilities to their members. Trade union membership has been decline across the industrialized market economies in recent years. Decline in membership is due to largely to common developments such as a decline in employment in traditionally manufacturing industry and the growth of service employment and increasing levels of employment. The trade union’s main aim is to protect and advance the interest of its members in the workplace. The following section discusses the decline in trade union membership, reasons of decline union in membership and the solution of the declines, advantages and disadvantages of trade unions membership in any employment.
Introduction The four dimensions of human resource practice is Managing the human resource environment, Acquiring and preparing the human resource, Assessment & development of human resource and Compensating human resource. These four practices will help companies to deal competitively with productivity, technology and sustainability which will help in the business organization. Managing The Human Resource Environment Managing the human resource environment is important as it will have an impact to businesses and with a healthy working environment and a team of good players with correct work objectives and values will help constitute to a smooth and less stressful environment to work in. Having the right compliances also mean that the organization
Next, the demands of the workplace and the increasing technological drive of the domain, as well as the fluid and dynamic nature of the globalized workforce and work setting are all the elements that are rapidly changing what work people do and how they will be assessed in accordance to it. Besides, Human Resource Management can be dynamic asset to help with such changes. The days of presuming that the skills and ideas that someone has when they enter a particular job are going to not change over the course of their occupation with the organization are fading fast. And the last but not least, Human resource management is responsible for how the people are treated in organizations or company and it is guide for bringing people into the organization or company, helping them to perform their work, compensating them for their labours, solving the
Many organizations are moving toward or are already practising strategic staffing as opposed to traditional staffing. With strategic staffing careful planning is putted into the process in an effort for the organization to have a healthy business structure. When staffing strategically, there is a targeted labor market that an organization will aim toward because they know the type of talent that they seek. It is also aligned with other areas in human resource to ensure that the business strategy is kept throughout the process. As such when a firm seeks to staff its workforce strategically, then there are some characteristics that the individual should have or meet in order to ensure that the right individual is chosen or hired to fit both the
Therefore, the planning and the maintenance of the company human capital (work force) and its status are highly essential and focal. This is supported by Lashley (1994) that employees must be empowered, and that process needs to be handled with utter care. According to Hoque (2013), human resource strategy is important for any organization, but this importance is much higher in hotel industry where the quality of the service provided by the employees directly impacts the survival of the organization in the industry. In this report the current status of the organizational work force and organizational strategy for human resource management will be discussed with specific reference to Four Seasons Hotels and Resorts. Discussion The status of the organization with reference to human resource will be discussed under three main categories
You might also look for the person whom you feel will “click”, both with you and others in the organization! The same applies to the company’s culture; it is important that your team consists of individuals who fit with the corporate culture you have built. Conversely, potential employees also hope to work with an organization that shares their beliefs and values! The first challenge: Maintaining organizational culture The major challenge for any company is maintaining its healthy organizational culture. It is your own actions that reflect the company’s culture, and it is imperative that it remains a unifying element.
Certainly, there are higher demands for the right talent of workforce to help improve the organisation or industry competitiveness in the global market as well having the ability to progress and develop within the organisation. Therefore, an organisation needs to work assertively to retain its current employees especially the talented and high potential employees by managing its human resource activities systematically and in line with the organisation strategic
Throughout the world, companies are constantly striving to improve their marketing strategies in order to increase business and make a better name for themselves. There is an amount of work required to achieve some of the particular goals that correlate with running a successful business and remaining successful during the process. At times, some companies may have periods where they are struggling in various areas or obtain conflict within the local community that it is initially attempting to work with. Therefore, apart from maintaining a healthy and successful business, the business must be able to have a positive influence on the local community in order to continuously gain more business and create a name for themselves. In British Columbia,
Modern companies have already realized that the environment has changed and they are continuously faced with more challenges, more flexibilities, more demands that is why, companies are utilizing organization development as a means of aligning with the challenging workforce and needs of the customers. Some of the trends would include: the increasingly complex environment and employee empowerment. The complexity of the workplaces today are brought about by the advancements in technology and the “borderless” environment. As a result, employees must be trained and refreshed regarding their jobs and update the skills and abilities they currently possess in order for them to be flexible and highly-adaptable should there be organization development activities to be planned out. They must also be culturally-competent, which could be achieved when employees are familiar with a couple of new languages and the cultures before immersing themselves to a foreign-based branch of the company.
Occupational health and safety: Due to legislative presence and trade union movement, personnel management will have to be more healthy and safety conscious in future Organizational development: in future, change will have to be initiated and managed to improve organizational effectiveness. Top management will become more actively involved in the development of human resources 6. New work ethic: greater forces will be on project and team forms of organization. As changing work ethic requires increasing emphasis on individual. Jobs will have to be redesigned to provide challenge.