Question

Please answer the following questions within a maximum of 2 double-spaced pages. Note the limit requires you to be concise in synthesizing all the input from the classroom material and any external literature you gather.

Assume an organization wants to gauge the success of its total rewards program. Discuss at least two possible metrics or outcomes it might use. Be sure to explain why you chose the metrics you discuss and how they are indicative of a successful total rewards program.

Given what you have learned about employee relations and labor relations, explain whether it is possible for an HR practitioner to be an effective advocate for both employees and the organization at the same time? Why or why not?

Explain how an organization’s labor relations and employee relations policies and practices impact the organization’s total rewards programs. Give a specific example to illustrate the key relationship you propose.

Answer 1

1. Total rewards programs can be found inside various associations all through the U.S. These projects are intended to repay workers for the employments they perform. These prizes apply to types of pay, benefits and included advantages that representatives get from their associations. These advantages rewards staff individuals as well as advance profitability and worker confidence. With the end goal to proceed with these projects numerous associations measure their prosperity by utilizing HR measurements. Pulling in, holding and rousing workers is a key objective checked with measurements. Human asset measurements are characterized as estimations that are utilized find adequacy of the HR office. These measurements frequently show the associations and qualities and shortcomings. As per Koenig "without HR measurements, it is hard to gather solid proof on advancement in zones that need change." There are different distinctive measurements that can be utilized to check the accomplishment of an aggregate prizes program. The best and famous measurements are; estimating HR capacities utilizing human capital and expenses. Human capital incorporates representative assurance and additionally the turnover and truant proportions. Research by Lawler, Levenson and Boudreau demonstrates that human capital measurements conceivably can and regularly should impact the improvement and usage of business techniques and prizes programs. With the end goal to gauge representative fulfillment numerous organizations utilize diverse types of studies to gather and survey worker feelings on their aggregate prizes programs. Fulfillment studies can be a valuable device for checking the arrangement between HR administrations and the assessments of HR's clients. The second HR metric that can be utilized to decide the achievement of a prizes program is by estimating the expenses. HRM experts must quantify their expense per procure and in addition the income each contract creates. For example, HR would not be practical if more workers were start employed and getting rewards, while no benefit is being produced. The utilization of these measurements must be progressing and "refreshed routinely so associations have continuous information regarding the state of their human capital, and how much each aggregate prizes program are costing the association. Associations that worker the utilization of HR measurements are regularly more fruitful and mindful of the viability of each program that is embedded to profit their staff.

2. HR Management experts are frequently called upon to do a wide range of undertakings that identifies with the accomplishment of their association and its representatives. HR professionals be that as it may, don't give indistinguishable level of help from association delegates as it identifies with work relations. In any case, it is feasible for HR experts to advocate for both the worker and the association at similar occasions. This is conceivable the same number of jobs of the association agents are now taken care of by HRM and different jobs have turned out to be dead because of laws ensuring workers. In any case, work relations however critical to modern callings isn't as relevant to representatives or associations because of the consistent development of worker relations through HR. All together for HR expert's to be viable supporters they should expect obligations that are canvassed in labor relations. This incorporates aggregate haggling, settling complaints, guaranteeing that the association is acting in agreement to laws and directions and seeing to execution of reasonable association approaches and standards. These jobs are fundamentally the same as what HR experts as of now do, accordingly, there would be no significant move in their jobs and obligations.

Also, knowing about both the association and its staff individuals will enable HR experts to make a superior workplace. As expressed by Heathfield .The HR supervisor assumes a fundamental job in authoritative achievement through his insight about and support of individuals. This support incorporates ability in how to make a workplace in which individuals will be roused, contributing, and cheerful." Furthermore, an expansion in staff fulfillment prompts an expansion in efficiency which as a result develops organization benefits and staff relations. HRM likewise has a knowledge on the HR measurements that estimates the adequacy of HR works as it identifies with the organizations utilization of assets. In end HR specialists can viably advocate for the two workers and associations at the same time as it builds the achievement of the association.

3. A labor relations system sets the formal or casual standard procedures for deciding the idea of group mechanical relations and the structure for individual business connections between a laborer and his or her employer. Normally yet not generally in an association free defining, with the objective of inspiring specialists to improve their efficiency.