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Four Human Resources Areas

1345 Words6 Pages

Introduction
The purpose of this paper is to exam four main areas of the human resources field as well as the likenesses, differences, effectiveness, impact, and how to measure success within an organization. The four main areas which will be discussed are the total rewards program, employee relations/labor relations, the differences as well as similarities between employee relations/labor relations, and the impact employee relations/labor relations has on the total rewards program within an organization.
Total Rewards Program
A total rewards program describes all the tools available to an employer that may be used to attract, motivate and retain employees. Within the total rewards program is a total rewards system (TRS). The TRS helps to …show more content…

Managing the two could cause a conflict of interest. Effectively managing both would cause a divide within an organization as well as trust issues. Union members would feel disappointed in the representation concerning labor relations matter. While employees whom receive the same representation from the labor relations manager make seems as if the insight to first-hand knowledge maybe available. This in turn may also cause non-union members to become union members and vice versa.
The major issue between effectively managing labor relations and employee relations as a human resources manager is the conflict of interest is causes. Labor relations focuses more on the legal aspect of human resources. Employee relations focuses more on the managing of people. A conflict of interest causes an employee to experience a struggle between diverging interests, points of view, or allegiances. Conflicts of interest are generally forbidden in company codes of conduct and or covered in the employee …show more content…

Whereas older employees may not care for tuition reimbursement many younger employees may. In turn the simple divide in age may also determine if an employee joins a union or not. Older employees may view joining a union as a way to protect their job but also a means of paying into a service when focused more on retirement. Lastly, younger employee tend to view the impact of a total rewards program the same. Younger employees may see the need for job security with a union and the negation from direct representation but may also be impacted by the amount of money which is required in

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Also, despite having a voice in a union, there may still be aggression and lack of cooperation and collaboration; which is vital in a workplace. Both sides will be fighting and stubborn with their point of views and unfortunately, a compromise may never be met in the

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4.4. Reward System: “Reward system is an important tool that management can use to channel the employee motivation in desired ways. In other words, reward systems seek to attract the people to join the organisation to keep them coming to work, and motivate them to perform to high levels”. [ct. Pratheepkanth 2011, pp.85].

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