"Unions and HR Management Challenges " Unionization has been on a rela
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Question
"Unions and HR Management Challenges "
Unionization has been on a relatively slow yet study decline. Given the change in the
workforce dynamics, speculate what segment(s) or types of employees would likely
gravitate toward unionization in the current market. Scale the top three (3) reasons for
this. Discuss what this means to you as an organizational leader and what you would do
with this information.
Predict two (2) challenges that HR management may face in the future. Suggest one (1)
strategy that HR management could use to mitigate these challenges into a competitive
advantage for a company.
Explanation / Answer
A ) Unionization gravititate mostly workers in manufacturing firms, labours in Warehouses, workers of transporters , labours inside the company whose benifits are same.
Top three reasons for unionization
1) insecurity and woking terms: workers in the company feel insucure or over burdened with work presure . In such cases Union would like to negotiate the working terms and negotiate the worker contracts with employers. Union ensures job of the workers is safe and do not let workers feel insecured.
2) Wages : Union negotiate the salary structure of the workers in every financial year to ensure workers get enough salary and get satified.
3) Policies of Company and its terms : Union negotiate on company policies and terms such as leave policy , exit policy, safety /security policy etc. This will help employees to get the maximum benifits and facilities in job.
As an organisation leader , one must know that unionization is unavoidable , if all the employees agreed to form the union . It cannot be easily broken if the union leader is talented enough to handle things to fulfill the wants of the workers. As an organisation leader one must try to understand the requirements of organisation and requirements of worker . One must try to establish the strong bond with worker union and organisation. He should be able to satisfy union considering the organisational requirements. If there is confict of interest , the he should analyse the impact on organisation , if organisation do not agree the terms of the Union. He needs to take decision based on organisational interests keeping the effects on organisation bare minimum during confict of interest.
B) HR management face following challenges:
1) creating labour laws in unionized work environments and implementing them is a challenge to HR departments. 2) Bargaining the policies , wages , health benifits , retirement benifits etc will be challenge .
3) Employee Grievances would be difficult when organisation needs to negotiate on the specific guideliness given by union . HR team needs to work with union leader in handling employee commplaints and issue about working conditions.
4) Union organisation would be a challenge, where HR team needs to ensure union free organisation.
Strategy that HR management could use to mitigate these challenges is
HR team needs give strict guideliness to managers or leaders and policies are constructed in such a way that there is strict prohibition of forming uinion in union free organisation. If organisation contains union, there HR team should hire a one point contact who will negotiate terms with union leader and forms the best bonding with the union. He should be able to handle the labour management issues and should be able handle the questions of union.
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