Running head: HR DISCUSSIONS 1
HR DISCUSSIONS 2
Institution of Affiliation
Human resource management deals with a variety of issues affecting employees. Some of them relate to performance, labor unions, laws and regulations as well as compensation. The issues affect the daily activities of human resources personnel and managers involved in the evaluation process. This essay will explore the discussion questions on grade-point average student evaluation, pay-for-performance, effects of deregulation as well as foreign competition on bargaining power and unions in the healthcare sector.
The measurement of student performance solely on Grade-Point Average (GPA) is contaminated because there are factors that could have made it impossible for all students under the GPA evaluation to access the same opportunities. For instance, some students may have a high GPA score because they had access to special training, which gave them an edge over others. Therefore, it is inappropriate to base success of the students on GPA only, while it may not reflect the actual capabilities of the students. Additionally, measuring students success on the basis of GPA alone is deficient. In schools, teachers insist of training skills such as leadership and integrity as part of student development to improve his/her ultimate success in life.
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Consequently, the measurement of success should have parameters that reflect the non-academic aspects of students, which influence their success. Students performance should reflect the entire learning experience, which include social skills such as effective communication and prowess in other activities such as sports. The latter instill vital values such as teamwork that are essential in work environments. As such, students success should be measured using a multi-faceted approach that includes the entire learning process.
The article on Pay-for-Performance (PFP) highlights both the merits and reasons for the failure of PFP. The impact of PFP on productivity is on two levels. On the first level, it provides incentives for employees to increase productivity. Secondly, it leads to a fit between the workers and their jobs, thus they improved performance. The reasons why the PFP may fail include lack of funding, the nature of jobs, poor evaluation and feedback, evaluator training, unforeseen negative consequences, as well as ethical and legal repercussions. The compensation may be expensive as organizations need it continuously. The nature of some jobs limits the ability of the employees to do more than they are required. Some have limitations on the room for improvement while others have a wide range of job tasks. Individual compensation is counterproductive to the team spirit. Some jobs are highly risky that discourages employees from performing exceptionally. Poor performance evaluation and feedback may render the PFP ineffective due to inappropriate task definition. The evaluator should be well trained, especially when dealing with subjective factors to avoid bias. Magnification of minor dismal performance levels create conflicts among employees and stifle teamwork. When doing the right thing is not part of the PFP, the workers are likely to be unethical. Sometimes, employees under the PFP system may feel discriminated against and can seek legal redress, which is expensive for the organizations. The implications of the incentive pay plans information on my thoughts are numerous. First, I have gained deep understanding of both the merits and demerits of the system. Secondly, I have understood the requirements for a functional pay incentive plan, which is vital in the creation of compensation packages.
Bargaining power refers to the ability of employees to advocate for their welfare that they achieve through labor unions. Regulations set a legal basis for employees to seek benefits such as adequate wages and safe work environments. When deregulation occurs, employers have increased freedom to make decisions relating to labor. Consequently, employees bargaining power reduces for lack of legal support. Foreign competition has increased with globalization and workers from low-wage countries have become accessible to corporations. These workers do not have bargaining power and rarely seek to unionize. Consequently, employers prefer the non-unionized workers, which further decrease the negotiation abilities of the employees in the labor unions. The labor sector is thus more affected by the changes than the management. The managers of firms have gained the power to decide how to structure labor policies within their companies while the labor sector has lost its power to advance employees welfare.
The article about unions in the healthcare industry explores their historical perspective, appropriate bargaining units, negotiations between unions and employers, current union landscape and the impact of unionization on healthcare. The rights of healthcare workers were recognized by the National Labor Relations Board (NLRB) in 1967 and Congress amended the National Labor Relations Act to include non-profit organizations. Unionization of appropriate bargaining units is possible when the majority of employee wants representation and sign authorization cards. About 30% must express interests after which the employer may voluntarily recognize the union. The absence of voluntary recognition leads to a secret ballot election by NLRB where the majority carries the day. Negotiations should be in good faith. Currently, healthcare workers are aggressively seeking representation because of the friendly government in office. Some of the takeaways from the article include the importance of dealing with a single union for companies with multiple facilities. Secondly, the management personnel should be ready for changes by employing workers who can deal with unions.
In conclusion, measuring students success using GPA alone is contaminated because of access limitation to specialized training by some students. It is deficient because it does not capture the totality of the students success in both academic and non-academic activities. The success of PFP depends on increased productivity and job fit among employees. Factors for PFP failure include lack of funding, the nature of jobs, poor evaluation and feedback, evaluator training, unforeseen negative consequences, as well as ethical and legal repercussions. Deregulation and foreign competition reduce the bargaining power of employees and their unions. The labor sector is the most affected. Unionization in the healthcare sector is currently aggressive and seeks to revive the unions during the current governments office tenure.