EMPLOYEE RELATIONS-Triad unions Essay Example | Topics and Well Written Essays - 1000 words

EMPLOYEE RELATIONS-Triad unions - Essay Example In addition, some unionized workers tend to view the employer in bad light, while others adopt more critical tendencies of management strategies and processes. These issues normally impede their chances of being responsible; gaining experience within the organization; and being productive in the workplace for mutual benefit. Research shows that companies with unionized employees incur up to 40% more in terms of running costs than for non-unionized organizations (Sengupta, 2008). This cost may not encompass additional expenditures arising from subsequently negotiated terms in unionized worker reimbursements or benefits. According to OLeary (2013), the running costs of unionized organizations are far greater due to the necessity of more workers to needed to handle different job designations to conform to regulatory systems requiring specialization, for instance. As Thornthwaite and Sheldon (2012) have noted, unfair labour practice cases brought about by trade unions injure the employer’s image and erode the organization’s good will. For instance, immediately a case is filed, responsible trade unions dispatch their representatives to the employer to carry out investigations. At this level, the whole workforce will be aware of the supposedly wrong practices that have taken place within their workplace or organization (Ross, 2013). Then, in the event that the case is not resolved, the union will engage the employer in long-drawn legal battles. Making arrangements for and carrying out a court process will cost the organization tens of thousands of dollars in attorneys’ fees, plus the lost resources of gathering the evidence. Unionization of employees disenfranchises organizations of their right to managerial control (Sengupta, 2008). This is especially true considering that unionized organizations grapple with the problem of political and legal interference from the government. Government agents will carry out excessive monitoring of

Recruit Case Study Example | Topics and Well Written Essays - 2000 words

Recruit - Case Study Example The questions are designed to get complete information about the job since sections like background cover requirements such as travel, licensing needs and seasonal changes. The contacts section covers 62 questions on the level of supervision and the level of contacts with employees/clients. Similarly, the physical requirements section cover things like tools which are to be used on the job and other physical activities demanded by the position. Once the questionnaire has been filled, it can be used with reasonable accuracy to judge the type of position and the requirements for the position (HR Guide, 2001). Functional Job Analysis Scales have been used in America since the 1940s to deduce what exactly the requirements are for a particular job. Essentially, this is seen as a representative of what workers do in a job by analyzing the equipment used, the data needed, the people interaction, the instructions given and by analyzing their abilities of reasoning, math and verbal skills. Using these scales it is possible to analyze what the requirements for a cinema manager should be and how the cinema would employ his/her skills for a more efficient delivery of services (HR Guide, 2001). Another method which can be used is the OAI (Occupational Analysis Inventory) that locates and evaluates a person's performance on more than 600 responsibilities and duties which are part of any given job. This inventory looks at the goals of the job, the behaviour of the individual at the job, the mental activities required, the information handled by the person and the context in which the work is done. This inventory is then ranked against the rating scales defined for the task which includes the four elements of extent, application, and functions of the job or specific element of the job. While this method has been applied to many different types of work, it is less reliable then than the PAQ (HR Guide, 2001). The Position Analysis Questionnaire (PAQ) was developed in the 70s as a structured job analysis tool which connects the characteristics of a job to human characteristics found in individuals. The PAQ considers 195 components of work which are divided into five categories to understand where information comes from, the reasoning abilities used by the workers, the output created, relationships with other individuals and the context of the job in social and physical terms (HR Guide, 2001). As discussed earlier, there are several other methods for analyzing the requirements of a job and understanding what kind of individual would be best suited to fill a particular role. Clearly the application of experimentation and scientific analysis to the field of HR has had positive results since these surveys and questionnaires have had better than average success in predicting the requirements for a position in the work force. 2. Job Analysis for Cinema Manager Knowing about the activities of a cinema and the process of running of a cinema