Employee Relations in a Changing Environment
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Employee Relations in a Changing Environment
The case study clearly enlightens those others companies of Alum-Titan’s size have established a reliable and effective human resource functions. In Alum-Titan’s, the management has to perform duties designed for the function; this tends to load more obligations to the management. As a result, there has been wastage of time that could have used to attend to other duties. Moreover, though the management has tried to somehow perform the tasks, lack of human resource function is a great barrier to the company. Therefore, I can urge the company to hire part time/temporary human resource function if it cannot afford permanent, to assist the controller on undertaking the human resource responsibilities. Otherwise, the organization can train its management personnel to attain enough expertise on human resource concepts and principles to avoid incurring much expense.
To eliminate and control unethical relationships, the organization should have established human resource function to effectively enforce ethical codes and standards. In addition, the company should also establish a potential mechanism to deal with individuals who engage in such mal-practices. It is an obligation of human resource function to update such policies to clarify the organizational expectations to both the managers and employees (Mathis, & Jackson, 2010). However, according to the case study, the company’s handbook includes Sexual Harassment Policy. Therefore, the organizational management should effectively enforce this to control occurrence of such issues within its processes. Lack of sufficient enforcement of the policy has encouraged the organizational members to involve themselves in such vices. Occurrence of unethical relationships in workplace in most