HRM is all about this. Employees are taught to be positive, deliver quality work, have a sense of humor, and work as a team. Employees should be interested in performing as a team and take joy in team results, rather than aim at individual accomplishments.
HRM identifies people with qualities associated with conformity, positive attitude, and partnership. Building a team with members with such exemplary qualities mitigates the work of an organization and together, they can build a work force that performs exemplarily in all the organization desires (Corporate Culture, Auxillium West -The HR Manager).
Strong HRM practices are characterized by an equally strong internal labor market, consultative decision making and enterprise unionism. Strong employee-management relationship, leading to employee identification with the firm and a high commitment to innovative production practices that enhance the firm's performance is of prime importance in the context of company progress and development. This could change with employees creating trouble through non-cooperation or their laidback attitude towards their work and superior supervisors. In such situations, it is the company that suffers from low production and strikes. Unless the company HR personnel are well versed with legislations, the company will ultimately have to pay heavy compensation to these employees. A good HR is aware of his/her rights and legislations that offer solace to companies against such employee demonstrations.
Losalot Ltd is such a company that doesn't employ an HR specialist. All its recruitment and selection are carried out by the company line managers, who without any proper training in HR law, find themselves making mistakes and forced to pay out large sums of money as compensation to job applicants and current employees.
Losalot Ltd is left with no choice but to adhere to the demands of the problem-making employees. In order to avoid further annoyance, the company seeks a remedy to bail them out of this perennial problem. HR should be well versed with legislations relating to recruitment, selection, equalizing, employment opportunities and the formation of employments contracts.
The Human Rights Act 1998 came into being in October 2000. 18 Articles consisting of rights and freedom came under this statutory. Of these Articles 6/8/9/10/11/and 14 have far reaching implications for HR.
One Article addresses the religious sentiments of minority groups at workplace: The reputation of the industry for giving low priority to personnel matters is reflected in an almost universal disregard of the code of racial equality. Discrimination in recruitment, training, motivation, and promotion can have a bearing on life chances. This can also be referred to in 'Religion and Belief, Dec 2003.
Can employers monitor their employee's e-mails This can be termed as a violation into the privacy of an individual and can be referred to discrimination of human rights.
Are personal relationships at work grounds for dismissal This depends upon the nature of relationship and the context in which, if it does, affects performance. Personal relationships are fine as long as they don't come between duty and quality. However, it is advisable to have personal relationships outside working hours and work premises.
Can an employer insist on a dress code or uniform