Premium Essay

Employees Relations Program

In: Business and Management

Submitted By Enid
Words 667
Pages 3
Employee Relations Program
HRM531 PR – Human Capital Management in Puerto Rico
University of Phoenix
May 8, 2012

Employee Relations Program
According to Mondy (2007) to ensure that workers with the proper skills and experience are available at all levels, constant and concerted efforts are required to maintain good internal employee relations. Internal employee relations comprise the human resource management activities associated with the movement of employees within the organization. These activities include promotion, transfer, demotion, resignation, discharge, layoff, and retirement. Discipline and disciplinary action are also crucial aspects of internal employee relations. In addition an employee’s relations include a compensation program, a dispute resolution program, a performance management program, and a labor relations program.
For employees one important aspect is to be properly compensated; that is been paid according to his productivity and performance, and to value the KSA she or he brings to the organization. A method of accomplishing this is by ensuring salaries are competitive when comparing with other companies or competitors; linking their performance with a rewards system, and rewarding those employees who meets productivity goals. All these efforts promote enthusiasm, high performance and productivity. At a minimum good compensation program will attempt to keep quality employees from leaving the company. Another important aspect of an employee relations program for an employee is to have an effective Alternative Dispute Resolution program. Conflict is inevitable in any organization. At one point or another conflict will take place and the best way to deal with conflict is quickly and with the outmost seriousness and confidentiality. An effective ADR program should guarantee that employee’s issues will be heard and dealt with under...

Similar Documents

Free Essay

Eco203

...AFGE 2013 Issue Papers Table of Contents Another Manufactured Crisis: What’s Next in the Fiscal Showdown………1 Federal Pay……………………………………………………………….…..…..4 Federal Employees’ Health Benefits Program……………………………….15 Official Time for Federal Employee Union Representatives………….........22 Arbitrary Cuts in Civil Servants………………………………………………..26 Sourcing: Complying with the Law……………………………………….......31 Capping Taxpayer-Funded Service Contractor Compensation……………43 Transportation Security Administration and TSOs…………………………..46 Domestic Partnership Benefits……………………………..………………….49 Employment Non-Discrimination Act……………………………………..…..55 Paid Parental Leave………………………………………………..…………..57 One America, Many Voices Act………………………………………….…....60 Department of Veterans Affairs…………………………………..……………62 Department of Defense……………………………...……….………………...71 Federal Prisons………………………………………………………………….90 Social Security Administration ……………………………………….…...…103 National Guard/Reserve Technicians ………………………...……….……108 D.C. Workers’ Issues …………………...……………………………..…..…117 Equal Employment Opportunity Commission. ……………………..……...120 Another Manufactured Crisis: What’s Next in the Fiscal Showdown? Background At the beginning of January, President Obama signed a tax deal that restored higher Clinton-era rates to those making over $450,000, and funded an extension of unemployment insurance benefits to the long-term unemployed, extended for another year the $240 monthly transit subsidy, but did......

Words: 54164 - Pages: 217

Premium Essay

Healthcare Ecosystems

...Medicare for services they must meet requirements stated in the conditions of participation. Section 482.11 of the Conditions of participation states that Hospitals must be compliant with federal laws and licensed with the state or other responsible party for licensing and that the hospital must also ensure that personnel are also licensed by applicable state laws. (ECFR, 2015). Section 482.22 of the conditions of participation goes on to say providers must be authorized by State laws and licensed in the state to work. (ECFR, 2015). Hospitals must undergo an inspection by state surveyors or hospitals can choose an accreditation agency such as The Joint Commission or The American Osteopathic Association/Healthcare Facilities Accreditation Program. These other accreditation agencies have been approved by CMS and are required to be equivalent or higher in their standards. (CMS, n.d.). The Affordable Care Act enacted a requirement that all Health and Human Service agencies develop quality standards. CMS further developed quality initiatives such as Value Based Purchasing and Physician Quality Reporting System to obtain data that could measure the quality of healthcare being given to Medicare beneficiaries. Physician Quality Reporting System or PQRS is a system through which healthcare professionals submit reports on quality measures. This gives patients and caregivers information on healthcare providers to make better...

Words: 1275 - Pages: 6

Free Essay

Week 2 Assignment Mgmt 520

... I choose “Federal Employees Health Benefits Program Coverage for Certain Intermittent Employees”. The Office of Personnel Management controls this proposed regulation. I am pursuing my MBA with a concentration in accounting, but my second choice would have been HealthCare management so by choosing this regulation I will have a better understanding of the type of regulations currently in place or being proposed. At this time the regulation proposed does not have a direct impact on myself, nor the business I am in. I have attached a copy of the proposed regulation at then end of this assignment. The Office of Personnel Management is proposing to temporary adjust the Federal Employee Health Benefits Program regulations to make sure employees who work sporadic schedules are eligible to be enrolled in a health benefits under the Federal Employees Health Benefits Program (FEHBP). The Office of Personnel Management intentions on proposing this regulation is to allow agencies such as the Federal Emergency Management Agency also known as FEMA to apply to OPM for “authorization to offer FEHBP coverage to intermittent employees engaged in emergency response functions.” The Office of Personnel Management is proposing to provide health coverage to those who work as temps/part time in emergency response functions. This proposal should be passed not only temporary but permanently. Agencies and companies look for employees as temps or part time workers because......

Words: 2361 - Pages: 10

Premium Essay

Business

...compensation plans consists of paying for medical expenses. This program allows compensation for the employee if their injury or illness was caused by their employment. The second plan offers compensation for the employee’s wages that are lost during the time the employee is physically unable to work. The state workers’ compensation fund puts premiums into one state based insurance fund. This fund is the source of payment for all claims. In the private plan—which is favored by most employers—employers enter into contracts with private insurance carriers. One of the four federal compensation plans is the Longshore and Harbor Workers’ Compensation Program. This program offers individuals that are working in the maritime industry some coverage. People that develop certain diseases like cancer because of exposure to radiation while working at federally-owned facilities where radioactive materials are accessible are covered under the Energy Employees’ Occupational Illness Compensation Program. Employees of the federal government are eligible for coverage under the Federal Employees’ Program. The Federal Black Lung Program was established for those who work in coal mines in the United States. This program gives coverage to those workers through the Federal Black Lung Program. As long as employees remain on the job, all workers shall be covered. Federal and state compensation plans are both very important. Through these programs the state is capable of controlling its expenses and......

Words: 308 - Pages: 2

Free Essay

Worker Compensation

...Characteristics of Workers’ Compensation Plans University of Phoenix FOOTING THE BILL HCR 230 Barbara Hopkins July 12, 2013 Workers’ compensation was developed to benefit both the employer and the employees. It provides employees who are injured on the job with compensation for their injuries, and it protects employers from liability for employees’ injuries (Valerius J., Bayes..L.N., Newby.C., Blochowiak. L. A., 2014,). Work-related illnesses or injuries suffered by civilian employees of federal agencies, Including occupational diseases they acquire are covered under various programs administered by the Office of Workers’ Compensation Programs. OWCP is part of the U.S. Department of Labor (Valerius J., Bayes..L.N., Newby.C., Blochowiak. L. A., 2014,). The four workers’ compensation plans that provide coverage to federal government employees are: 1. The Federal Employees’ Compensation Program 2. The Longshore and Harbor Workers’ Compensation Program 3. The Federal Black Lung Program 4. The Energy Employees Occupational Illness Compensation Program States provide two types of workers’ compensation benefits .One pays the worker’s medical expenses that result from work-related illness or Injury. The other pays for lost wages while the worker is unable to return to work. In some states, state benefits just won't be enough to help an injured or ill worker to......

Words: 332 - Pages: 2

Premium Essay

Riordan Problem Solution

...University of Phoenix Problem Solution: Riordan Manufacturing In this paper will attempt to construct a problem statement that will assist Riordian Manufacturing in transforming their current human relations model. After establishing the company’s issues and opportunities that may arise as a result of attending to their current problems, the paper will discuss the influences that the stakeholders have during this process. After assessing the challenges, there will be a reflective analysis of primary and secondary alternative solutions that will facilitate the course to reaching the end state goals of the company. Finally, after creating mitigating factors and techniques that will help battle any conflicts, the paper will itemize a strategic implementation plan that will allow the successful implementation of changes and solutions to the conflicts. Situation Analysis Issue and Opportunity Identification Riordan is facing numerous issues within this scenario. The diversity with the employee pool is a challenge because of the span of ages and experiences. Each of the groups has extremely different opinions and desires in regard to rewards and motivation. A challenge exists for the leaders to come up with motivational techniques that will be well received by all the employees. The next issue that Riordan has to recognize is the fact that the leadership is not cohesive and collaboration is not present. There are concerns that the programmers are grossly......

Words: 4534 - Pages: 19

Free Essay

Lima Tire Company

...Strategies in U.S. Organizations A key strategic issue for all corporations in the United States involves labor relations (Mello, 2009, p. 540); the programs utilized within U.S. organizations may impact employee morale, productivity, adaptability and cooperation. Labor relations involve management’s ability to or strategies utilized to prevent and resolve workplace issues with employees. For example, Germany's Volkswagen utilizes a program called, Works Councils (Finkin, & Kochan, 2014). This program allows employees to share their work to reduce working hours rather than allow management to lay off employees at the company. On the other hand, Southwest Airlines, and Kaiser Permanente tailored programs specific to fit their individual company needs (Finkin, & Kochan, 2014). Lima Tire Company, a subsidiary of Treadway Tire Company was having issues with high operational cost and high turnover among foremen. Although the programs that were designed to control labor relations for the company; they were not effective as the company hoped. The company still faced the issue of a dysfunctional organization (Skinner, & Beckham, 2008). So, what are some of the strategies utilized by U.S. union free organizations today and why is it critical to the success of an organization to meet its goals and mission? This paper presents a summary of Lima Tire Company, a non-unionized organization, provides an alternative to handling its major problems, and provides a recommendation to......

Words: 1230 - Pages: 5

Premium Essay

British Airways Case Study

...References 7 Abstract This report is based on the employee relations at British Airways (BA). It includes four main HR strategies which are applicable to British Airways for resolving employee relation issue. Moreover, other HR strategies are also highlighted which are used in the organization. Moreover, merger of BA with Iberia is also discussed and its impact on strategic HRM. Introduction Employee relations with employer have been remained a biggest challenge to British Airways. Due to outsourcing and cost cutting business strategy, BA experienced industrial disputes. Employees go on strikes. It hits the passengers during the peak seasons of New Year or Christmas. Employee relation is a biggest issue. BA employs a diversified workforce, therefore, disputes between employees and employer occurs frequently. There are some HR strategies that are applicable to BA for strengthening relation between employees and employer. 1.1 HR strategies for an organisation There are various HR strategies designed for organization to attract and retain the employees. These strategies are rewarding, learning and development, engaging employees, training, managing high performance, and managing employee relations. It is observed that human resource management department must bring new and strong ideas in order to encourage their employees and retain them. It is noticed that if acknowledgment is not given then employees get de-motivated, disappointed...

Words: 2142 - Pages: 9

Premium Essay

Emplyee Involvement

...Labor Relations Practice in Business and Employee Involvement The Industrial Relations approach to managing the employee/employer relationship has been losing the battle against the Personnel Management school practices. Most integral to the recent personnel management approaches is Employee Involvement. “Fifty-two percent of employees in the Workplace Representation and Participation Survey reported that some form of employee participation program operates in their workplace and 31 percent indicate that they participate in an employee involvement program” (Commission on the Future of Worker-Management Relations). Employee Involvement and empowerment practices are thought to weaken labor unions; as the approach to rewards and empowerment is distributed to individuals instead of being collectively bargained. While employee involvement has demonstrated to bring enhanced productivity and effectiveness, there is concern that employee involvement programs violate Section 8(a)(2) of the NLRA; this section of the law states: “Sec. 8. [§ 158.] (a) [Unfair labor practices by employer] It shall be an unfair labor practice for an employer--(2) to dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it: Provided, That subject to rules and regulations made and published by the Board pursuant to section 6 [section 156 of this title], an employer shall not be prohibited from permitting employees......

Words: 3155 - Pages: 13

Premium Essay

Career Development Plan Summary

...opportunity to offer new solutions based services to its current and future clients. For this merger to be successful and generate the most benefit for the company, the human resources department (HR) has been tasked with creating a new career development plan. This plan is multi faceted and includes job analysis and selection, employee training, performance and career management and employee compensation. As sales and customer service are the customer’s first and continual contacts, HR has focused on this newly merged department to be both test subjects and provide feedback. Job Analysis, Job Description and Specification Combining two individual companies into one industry powerhouse has created the need to evaluate the jobs performed by employees of both companies and develop new job descriptions that will maximize success. This evaluation process is known as job analysis. Anthony, et al. (2002) and Dessler (2003), as quoted by Safdar, Waheed and Rafiq (2010) states “With increasing recognition of the HR-performance linkage, it has been suggested that organizations that actively pursue job analysis as a Human Resources Planning (HRP) strategy are likely to gain a competitive edge” (p. 18). By establishing core competencies and skills required, InterClean/EnviroTech will draw and retain the talent required to make the company successful. From these core competencies and skills developed through the job analysis (communicated in an earlier report) and communication......

Words: 2181 - Pages: 9

Premium Essay

Ups Case Study

...empathy from a 1 month CIP program because it shows the individual what his/her workers face every day by showing their struggles and challenges or something the manager did not know about the employee. The manager can learn some understanding of individuals who are less fortunate than he/she is. In the meantime that manager can learn a thing or two about himself/herself that can lead to her being a better manager. If a person doesn’t show empathy from a CIP program, then that person isn’t human 2) A CIP program can help the organization manage better work life conflicts because this leads to a better bridge of understanding between the manager and the worker. For example if a manager understands his/ her employee’s emotions and satisfies their needs, you will create a happy employee who will appreciate their job and generate profit for your company. This CIP program is designed to create more supportive managers who understand work-life conflicts of their employees. 3) The CIP program in many ways can improve its response to diversity in the workplace. By understanding their employees, managers who have undertaken in the CIP program can show recongnition to their employees. By doing this is celebrating the differences and cultural bridge they bring to your workplace. The program also helps the manager to be more fair and respectful of diversity in the workplace. An example can be issuing a mandatory meeting on a date in which one of your employees consider a......

Words: 562 - Pages: 3

Premium Essay

Labor Relations

...Labor Relations Name University of Phoenix Human Resources Management 431 Instructor January 23, 2011 Abstract Research will offer information that research provides about unions and labor relations and the effect on organizations. Most employees in the workforce are acting as independents. What this means is that the employee will negotiate all of the work conditions. Negotiations of how much the employer pays, flexible hours, and benefits received are an independent labor negotiates. Some employees use a union as protection from disputes from employers. Research will show the effect from the changes in employee relations strategies, policies, and practices on organizational performances. The final stage of negotiations involves finding facts, arbitration, and mediation. Labor unions date back for centuries and have endured struggles from economic up’s and downs with industrial workers in the 1970s and 1980s. Another decline of union members decline became more prevalent in society during the 2000s because of the number of blue-collars workers. The purpose of a union is to assist individuals when problems arise between employees and organizations the union interest is to resolve conflicts for employers. Unions have a role because some degree of conflict is inevitable between workers and companies. More information is given about labor relations within this document. An association, combination, or organization...

Words: 795 - Pages: 4

Premium Essay

Organizational Theory Final Paper

...Introduction Campbellsville University, also known as CU, is a private Christian college located in heartland region of Kentucky, Campbellsville, KY. Currently it enrolls more than 3200 students with student and faculty ratio of 12:1 and over 70 percent of our faculties have Ph.D. or highest recognized degrees. It is open to students of all religions and denominations, thus, more than 300 international students from all over the world are studying in CU. Campbellsville University has locations in Clay Hill Memorial Forest, Elizabethtown, KY, Hodgenville, KY, Louisville, KY, Somerset, KY, Pineville CCBBC, and Beijing, China. In its main campus, CU offers 63 programs of study at undergraduate level, 17 graduate degree, five post-graduate programs, ESL(English as a Second Language) program and eight pre-professional programs. Currently the president of the university is Michael V. Carter. “CU has been ranked 19 consecutive years with U.S. News & World Report. The university has also been named to America’s Best Christian Colleges. To G.I. Jobs magazine as a Military Friendly School and named a Champions of Character Institution by the NAIA.” (University, www.campbellsville.edu, 2011) History It was founded in 1906 as Russell Creek Baptist Academy. The first principal, William Gardner Welborn was elected in March 12, 1907. The second president of the Russell Creek Academy was William Jones. In 1924, Russell Creek Academy became 2 year Campbellsville Junior College. In......

Words: 1851 - Pages: 8

Premium Essay

Community Relation Scenario

...Community Relations. Any organization must be seen as a good community citizen and should have the goodwill of the community in which it operates. An effective community relations program will need to be continuing and comprehensive. Organizations can implement various programs to improve community relations on a regular or even ongoing basis. So, clearly, one of the major functions of public relations is to bridge the business/community gap. When organizations support activities and programs that improve quality of life in their communities their image and reputation will be enhanced. Employee Relations. Maybe the most important resource that a company has are its employees and the customer service they provide. The functions of public relations in regards to the company’s employees is the maintenance of employee goodwill. The image and reputation of a company among its employees is also another responsibility of public relations in its function of employee relations. Product Public Relations. When new products are introduced to the market the role that public relations plays is crucial for creating awareness and differentiating the product in the public’s eyes from other similar products. When existing products need a push public relations is often called on the improve product visibility. Sometimes there are changes instituted in existing products and public relations has to focus the attention of consumers on the product. If a product needs to be positioned in the......

Words: 450 - Pages: 2

Premium Essay

Human Resource Managem

...the development of Human Resource Management (HRM) from a historical perspective and explains the debate between HRM and personnel management. Thus, the paper identifies the historical developments and their impacts on HRM, outlines the development and functions of HRM, explains the differences between HRM and Personnel Management, evaluates ‘hard’ and ‘soft’ approaches to HRM, illustrates how diversity is an issue in Human Relations (HR) practice and finally considers HRM as an international issue. It concludes with a discussion about ‘hard’ and ‘soft’ models of HRM and its implications for the human resource manager. INTRODUCTION The term "human resource management" has been commonly used for about the last ten to fifteen years. Prior to that, the field was generally known as "personnel administration." The name change is not merely cosmetics. Personnel administration, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned the technical aspects of hiring, evaluating, training, and compensating employees and was very much of "staff" function in most organizations. The field did not normally focus on the relationship of disparate employment practices on overall organizational performance or on the systematic relationships among such practices. The field also lacked a unifying paradigm. HRM developed in response to the substantial increase in competitive pressures American business organizations began experiencing by the......

Words: 4678 - Pages: 19