Hr Practices Essay

2545 words - 11 pages

Supporting Good Practice in Managing Employment Relations



2 internal factors which impact on the employment relationship

Pay -

It is well known that pay helps to motivate and even retain staff in most cases, but nowadays it is not just the financial rewards that employees are seeking, its possibility of career enhancement and training opportunities. If employees know that they are being appreciated and groomed for greater things then this could have a positive impact on employee and employer relations.

Organisational culture –

A company’s organisational culture can have a huge impact on employment relations. Some companies may be very strict about work ...view middle of the document...

Some employees may be told that due to bad economic climate their roles are reduced from full time to part time. This could have a negative impact between employers and employees; especially if the employee in question has been in the same role for a long time at the company.


Defining the following work contracts

Permanent –

A permanent contract is the most common type of contract in employment. It does not mean that the job is for life as there can be factors that may cause the position to be taken away from the employee, redundancy for example. The main features of this include the employee having to undergo an interview before employment commences, signing a contract of employment and undertaking induction training. Also the contract includes the employee getting paid monthly wages, being part of a pension scheme if offered and having to give a notice period of at least 4 weeks if they decide to leave their current employment.

Temporary -

Temporary contracts are usually issued by job agencies to people who are looking for temp jobs. A person may be asked to start a temp job at very short notice, and they may also be told that they are no longer needed after just a day of employment. It is not the most stable of contracts but it is convenient for employers as there is no interview process for them to go through. Temporary contract employees mainly get paid by the agencies, and the companies pay the agency to find employees for them.
Temp staff get paid weekly, do not qualify for a pension scheme and can be released from their contract with basically no notice at all.

Fixed term

Fixed term contracts are offered to employees by the companies that they work for, not by job agencies. Fixed term contract means that an individual is in employment with a company until a specific date which is agreed beforehand, or until a certain project has been completed. A fixed tern employee could be with a company from 3 months to a year, or even longer depending on the role or project that needs completing. This type of contract is used a lot as maternity cover because it is already established how long the pregnant employee will be off for, therefore someone is bought in by the company as a fixed term cover. A company may keep on the fixed term employee after their contract is up if they wish.


An individual’s employment status is important to determine because

• It will determine how much tax is to be paid
• To determine the wages the employee will get
• When the employee would get paid. Weekly or monthly.
• Leaves such as paternity and maternity are only granted to certain contracted individuals (Permanent)
• Only certain contracted individuals would be protected and disciplined under company disciplinary acts.
• Temp employees cannot appeal when they have been let go but permanent employees can
• Rights of...

Other Papers Like Hr Practices

Comparing And Contrasting The HR Practices In China And South Korea

3006 words - 13 pages convergence of HR practices between countries as pressure increases to conform to a uniform model (Rowley & Benson 2002). In order to explore this proposition, this essay will examine the HRM in China and South Korea.The HRM in China will be examined firstly. In the past two decades, the way enterprises in China manage their human resources has changed dramatically. Since the early 1980s, China has launched extensive reforms to move away from its

Translating Strategy Into Hr Policies & Practices: The Hotel Paris Case

289 words - 2 pages Cara Baisden Week 6 Assignment: Application Case Introduction to Human Resource Management Gregory Gryzcan 1. I believe that this interview was purposely constructed to throw Maria off, to see if she could handle stressful situations. I do think that jobs of this type can be very stressful so I believe that the interview strategy is not a well thought out interviewing strategy on the part of the firm, but it can also make them miss out

Biz & Management

961 words - 4 pages company. They occur in both predictable and unpredictable ways. They affect all aspects of business from how to fund a firm to how to position the firm in customer minds and how to engineer and deliver products. They also affect human resources. HR practices are becoming more integrated, aligned, and innovative. HR departments are operating more like a business within the business with a clear strategy and channels of distribution. HR

Hr Metrics

2268 words - 10 pages Analysis of LMB hotel in HR metrics perspectives Introduction The raising importance of human resource in organizational operation has increased the needs for contemporary HR to become a strategic partner as finance and marketing do (Lawler III, Levenson and Boudreau, 2003). Therefore, rather than just understand and introduce HR activities and practices, it is more vital for organization to test all aspects of them (in efficiency

Project Management

555 words - 3 pages ANUM RIAZ 1432-211040 SUBMITTED TO AIR(CDR) ANWAR SAEED Identifying and Understanding HR Competencies and their Relationship: Researchers in the field of strategic human resource management have emphasized that human resource (HR) practices may lead to higher firm performance and be sources of sustained competitive advantages. Competing in today’s tumultuous global economy provides


324 words - 2 pages the health of its human resource function . “An HR Audit can help clarify the roll of the HR department; stream line and improve management practices and HR system; advance recruitment policies; understand the leadership style at the top; reduce HO cost; implement cost effective training; increase focus on human competencies; strengthen accountability through sound performance appraisal systems and other initiatives,” points out Bhaskar Bhandary

Strategic Management

974 words - 4 pages , promises than acts, and concepts than results. • Explicitly define the deliverables from HR , and hold HR accountable for results - A company has a much better chance of achieving its goals if senior managers state specifically what they expect from HR and then track, measure, and reward performance. • Invest in innovative HR practices - Investing in new HR practices is another way to signal to the organization that HR is worthy of

Human Resource Management

3284 words - 14 pages strategy. HR is often viewed as the organization’s “cop”, ensuring that benefits are properly administered and hiring/firing is handled to the letter of the law. In contrast to the HR administrative function, strategic HR practices are more contemporary concepts. Consequently, organizations are less likely to expect these practices to have an impact on bottom line business results (Huselid, Jackson, & Schuler, 1997). A definition of strategic HR

A New Mandate

1122 words - 5 pages achievingits goals if senior managers state specifically what they expect from HR and thentrack, measure and reward performance. Investing in innovative HR practices isanother way to signal to the organisation that HR is worthy of the companiesmoney and attention. Finally, the hardest but perhaps the most important thingseniors managers can do to drive forward the new mandate for HR, is to improvethe quality of the HR staff itself.HR professionals

Core Hrm Activities

956 words - 4 pages . * Employment and Personnel/HR Administration: * Incorporates administration of employees’ records * Employment policies and practices * Working conditions * Personnel/HR information systems * Data protection. Impact of Scale * Larger Organisations: * Broader range of HRM activities and more complex HR administration * Greater formality and sophistication in HR policies and procedures * Basic

Line Management - Hr

1789 words - 8 pages going to discuss about the support of line management in an organization on the effective functioning of HRM practices. This paper illustrates how line managers carry out their HR activities. Nidhi Gautham, Management Consultant, Bikanerwala Foods Pvt Ltd. Frontline managers play crucial roles on the implementation and enacting of HR policies and practices. HRM is an approach planned to manage people in the organization effectively for better

Related Essays

Hr Practices Essay

1941 words - 8 pages competition in the global economy is the reason of transfer of HR practices. For gaining competitive advantage, MNCs transfer & recombine new Knowledge and practices across-borders (Bartlett and Ghoshal, 1995; Kogut and zander, 1993; Taylor 1996; Kostova, 1999). Minbaeva (2007) introduced HRM practices that help MNCs to overcome knowledge transfer barriers. He argues that MNCs can institute various HRM practices that impact knowledge

Hr Practices Essay

1704 words - 7 pages important organizational variables is then presented including the HR best practices of Indian companies. The researchers have also developed a conceptual framework on the basis of review of the present studies and implications have been suggested for HR departments. At the end of the paper a synthesis of the review of literature has been given. II. Types of HRM Practices Many researches on HRM practices have been conducted from time to time

Hr Practices In Unilever Essay

630 words - 3 pages HR Practices in Unilever Our total employee strength, as of December 31, 2009, was 15,466. We also had 18,210 variable manpower including 800 fixed-term and temporary contract employees. We encourage employment of local residents in our manufacturing operations depending upon availability of skills. Our employee relations policy recognizes the freedom of association and collective bargaining. Our company follows a collective bargaining

Hr Practices For New Generation Essay

851 words - 4 pages Resource Management) is the policies and practices one needs to carry out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising1. Thus HRM seems to be the most important support function amongst these four since you need right, engaged and motivated people in first place to perform the primary activities. The increasing importance of HR in any company today goes beyond the