Human Resource Management Challenge 21 Century

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ANSWER FOR SECTION ONE (A)
As human resource development manager, will make a meeting with main office staff and discuss to create new policy rules and regulation according company working basement and working time, strict rules to department supervisor and line leader must be responsible on product operating and department cleanness environment, main leaders must coaching new operator the basic rules and company working style well. Fixing CCTV camera at whole area of company environment to avoid illegal activities and control the situation every time. Arrange company official bus transport to all the staff to make easy facilities to cover the duration of travelling for those staying far and cover accident. According to company rules all the staff need be corporate with management and department leaders to run the company well and helping each other during working time, any information regarding company issues, product, celebration must be arrange a meeting to inform all the stuff to avoiding misunderstood and conflict. Each every time department supervisor have taken action on neglect working stuff and inform to the management and always make daily working report to show the production result and situation, good working stuff will be offer special features, as increasing wages and much more, arrange canteen or rest room to all staff to they safety. The human resource or HR department is instrumental in implementing effective organization development. The human workers of an organization are perhaps its most important assets. The successful management of these valuable human resources will drive the organization to optimum success. The various roles of HR organization development must be implemented in alignment with the overall strategic planning of the organization. As employers and workers and trade unions representing them for several responsible for good industrial relations, the first step is for both management and trade unions to accept the highest level, the same degree of person responsibility for industrial relations as for other functions within their respective organizations. Good industrial relations need to be developed within the framework of efficiency of the establishment or undertaking. As such, a major objective of management must be to develop and effective personal and industrial relations policies which engender the confidence of all employees, subject to the purpose for which the establishment or undertaking was establish and its social obligations to the nation equally trade unions should ensure that the policies and practices that they adopt are not only fair in relation to the function and purpose for which they been formed but also take into consideration national interest. Ground rules are established to keep an organization guided and controlled. At times that certain rules are choking to the neck. This may be gorunds for conflict between employees and the management. Whenever and individual feels that there are inconsistencies and irrationalities in the workplace, tendency is the person truggles to break free from such process. For employees, it may take an effort to really understand that such rules is a way of maintaining standards in the company. But this should be well-implemented andproperly disseminated by the management in a way that will not seem like a threat to the inviduals. To build inclusive and harmonious workplaces, both employees and managers play important roles. Organisations should equip them with the relevant knowledge and skills, and encourage them to display attributes and behaviours can build competencies to foster inclusive and harmonious workplace by embedding them in formal HR practices recruitment – hiring candidates which in with fit in which the organisation’s values on inclusiveness learning and development – equipping employees with the knowledge and skills to work effectively in diverse teams performance management – assessing employees on their ability...
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