Employee Relations and High Performance Work Practices

Question: Discuss about the Employee Relations and High Performance Work Practices. Answer: Introduction Employment relation is related with development and maintenance of relationship in between the employer and the employees. It is the responsibility of the employer to implement the efficient human resource practice in the organization to enhance their performance. In the given situation it is identified that the previous owner of the company is not worried about the employees. He was more concerned in retrieving the productivity. The employers were not paying attention towards the safety of the workers. This situation suggests that the organization need to implement efficient strategies in order to attain long-term sustainability (Hendry, 2012). Situational analysis As per the case study, it is observed that the Top Trucking Company is doing well in its business. The employees were not satisfied with the company norms regarding the Human Resource Policies. The dominating nature of the employee has lead to high employee turnover. The duties were delegated to the workers according to the convenience of the manager. The employees were not allowed to share their views in decision making. The company was not making expenses on improving the infrastructure. This resulted in an increase in the number of accidents in the factory. It is increasing the concern related to the safety of the employees. The employees are continuously showing dissatisfaction towards the management due to their ignorant behavior. The current scenario has become worse due to the behavior of old owner. The current owner has handover the ownership which requires major changes in the Human Resource Management. Changes Required In the given situation it is required that the changes are necessary in the company in order to develop the current structure. It is seem that the employees at the Top Truck Company are highly dissatisfied with the HRM policies. According to the employees it is the worst place to work looking at the current situation. The organizational structure doesnt pay attention towards the employees grievances (Armstrong Taylor, 2014). Their only desire is to increase the overall productivity without paying any consideration to the employees. This requires a proper investigation into the matter and changes need to be implemented in order to retrieve the maximum benefit. It is necessary that the changes are introduced in a systematic manner so that employees can incorporate the changes in their daily life. The employees can only work for a short period if they are asked to work under extreme pressure. The owner of the company has already created so many complications in the organization. This h as led to an increase in the employee turnover. The dissatisfaction among the employees is considered to be one of the major reasons that have created disparities (Sparrow, Brewster and Chung, 2016). Employees need to be given basic facilities so as to be capable to achieve their targets. There is a situation where employees are facing a high amount of pressure due to the irrational approach of the management. The irresponsible behavior at their end has led to serious accidents in the factory premises. Thus the organization requires changes in the human resource management so that the targets can be achieved (Armstrong Taylor, 2017). Risk associated with sustaining changes The changes in the organization are difficult to manage for the manager. The employees are not every time ready to accept the changes introduced in the organization. In the given situation George and the new manager were not in the same line while implementing the changes. George helped in supporting the organization in incorporating changes. It is important to sort out the differences in between the manager and George to figure out the differences. The majority of changes related to the changes are related to reduction of strikes done by the workers. George being the representative of the union has the potential to manipulate the manager in order to retrieve maximum results. It is necessary for the management to introduce changes in a systematic manner by convincing the union leaders. It will be easy for the individual to imply the changes by organizing the efforts by focusing upon the new changes. The primary focus of the organization is to convince the union representative to init iate changes (Wilton, 2016). Changes and new practices The appointment of new manager has bought in new changes in the organizational culture. The new organizational structure adopted by the organization is more focused on delivering individual output rather than organizational output. Previously the organization was focused on increasing the productivity without giving any concern to the employees. The initial change was regarding the improvement in the working environment. It is important to notice that there was an increase in the rate of accidents under the previous ownership. It is observed that the company has made considerable expenses on the infrastructure of the company (Aswathappa, 2013). This has helped in developing the overall target of the company. Individual interest is now given more preference over the organizational interest. The new owner has enough funds to develop the infrastructure to provide efficiency at the workplace. It is observed that the trucks were not functioning properly. Efforts are made in the correct di rection by improving the overall infrastructure in order to provide safe work environment. Employees were given proper training I order to cope up with the unsafe situations. The efforts are helping employees in realizing their importance in the organization. The new ownership has created a sense of belongingness for the organization. Employees feels more motivated and are focusing on improving the overall yield (Shields et al 2015). The given case study also focuses on the positive changes that have happened in the organization after the transfer of the ownership. There is a need to make an extra effort for the benefit of the employees so that they are able to give effective results. The managerial approach in the organization has changes to a large extent .this has helped in creating a sense of belongingness. Employee now feels safe to share their views about the organizational change (Storey, 2014). More employees are not participating in the decision-making approach. The managers are now considering the opinion of the employees before implementing a change in the organization. The employees have now freedom to speak their heart in an efficient manner. Now the manager takes proper step before implementing any change in the organizational structure. Employees feel more focused and can concentrate towards their job in order to provide maximum outcome. The safety is given more concern at the organization and chan ges were implemented according to the requirements of the employees. The management is now providing effective training and development procedure so as to develop the employees for a better future. The support provided by the manager has helped the organization to grow in a diversified manner (Gennard Judge, 2010). The organization change is necessary in the given situation due malpractices done by the previous owner. There is a necessity to align the strategies in an efficient manner so as to achieve goals. Now the organization feels more comfortable and content with the new changes (Albrecht et al 2015). Complementing effective HRM practices The new approach introduced by the management has helped the employees in realizing their goals. Now the organization is giving more attention towards the employee interest. The new changes has helped inn realizing the different goals. The new practices introduced by the management have helped in incorporating positive changes. The new system in organization has helped in motivating the employees. The new training and development program introduced has helped the organization in realizing various objectives. The new participative approach has helped the management in incorporating effective changes in the organization. Employees feel more focused and can concentrate towards their job in order to provide maximum outcome (Ntalianis, Dyer Vandenberghe, 2015). Union is considered as the group of people who works in an organization. Every union has a particular representative who acts as a mediator in between the management and the union. This helps in communicating the ideas in the organization in an efficient manner (Gill Meyer, 2013). Involvement of Union at Workplace change As per my understanding, Blue Collared union members are the one who are not allowed to share their views in decision making. They are not educationally much qualified and work as per the direction given by the management. They belong to a very low economic background and generally receive wages and salary. They are very less involved in the decision making in an organization (Gill Meyer, 2013). On the other hand Public sector Union is the one who belong to a job and service level employment. They are well educated and receive proper acknowledgement from the employer. They are more educationally qualified and eligible to give their views at the time of decision making. They are known for the specialized knowledge in the field. Accordingly the company takes suggestion from the Public sector Union due to their knowledge regarding the subject-matter. The management observes their suggestion as appropriate against the blue-collared transport Worker Union (Gill Meyer, 2013). Conclusion This is necessary to understand that managing efficient employees relation in the organization is important in order to receive desired result. There is a necessity as per the case study to incorporate new ideas and features to derive maximum results. As per the above analysis it ensured that the organization requires effective approach in decision making. It is necessary in an organization in order to develop long-term sustainable relationship in between the employer and the employee. References Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), 7-35. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. 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