Business // HR Questions from the Sage
HR Questions from the Sage
1-Is compensation equitable, generally, in the US economy? The US economy is always initiating a positive circumstance to value all equitable trade within its American marketplace. So the answer is yes, compensation is equitable in the United States as well as its economic structure. The reason behind is that the US economy has been playing an important role to restructure the rules and regulations affecting the equitable form of its employment and organizational framework. In this case, there are regulations applied by the lawmakers to improve the quality of control and measure to maintain the equitable structure of the US economy. If there are equitable issues that are not regulated by a certain agency, it is likely that the organization fails to fulfill their duties and responsibilities for keeping the welfare of the company intact (Bacon & Snell, 2010).
2-Is there a relationship between employee engagement and corporate performance? Yes, there is a relationship because engagement and performance falls under one jurisdiction, which is the ability of a person to accomplish a task. Employee is the basic unit of a corporation or organization. If employees perform efficiently and accurately, the company becomes productive and competitive in both local and international target markets. The core group of a company is also employees in the higher aspect because they are the executives responsible for controlling the task and having the position to improve their lifestyle. An employee is always responsible for fulfilling the roles and responsibilities of their organization. In this case, the relationship of employee engagement and corporate performance is symbiotic and consistent with each other (Marquis & Tilcsik, 2013).
3- Should HR be involved in promoting workplace safety and health, or is that the function of some other department? The HR is involved in a multi-disciplinary approach that affects most structures of the organization’s agencies. Workplace occupational and safety is the main priority of the HR managers because the welfare of the employees provides an ambiance that is conducive to the physical environment of the stakeholders. The HR is indeed involved in the promotion of workplace safety because they are considering the health of the employee (Marquis & Tilcsik, 2013). They provide both psychological and physical training through the collaboration of the company’s clinic. Collaborating with other agencies is an important action made by the HR to ensure that the participation of other professionals in the medical field can generate a contributory factor to promote workplace health and safety to the company.
4-Do unions provide a valuable service in the US economy today? Unions are important to every company or organization. They always verbalize feedbacks towards the performance of their targeted organizations. This procedure is normal for every company who wants to ensure that the dignity as well as the issues regarding the productivity of the institution is exposed to the public. The main purpose of unions is to allow the public to identify possible irregularities that are currently impacting the condition of the company as a whole. Unions are capable of ensuring the complexity of an organization, which seeks to improve the quality of the institution’s performance as they are always engaged in a productive manner. Unions are usually controlled by both the authorities and the corporations where its members are affiliated as employees to prevent conflicting interests with the rules and regulations of the involved institution (Bacon & Snell, 2010).
5- Is the HR function undervalued in the US economy? The HR function is valued in the US economy because there are existing rules and regulations that exists to ensure that proper rights are given to the employees. The HR function processes all necessary legal and ethical considerations applied towards employees to ensure that violations are minimal while working with the company. However, one cannot deny the fact that political factor influences the value of HR functions due to bipartisanship between conservative and liberal groups across the United States. This is why there is an independent function of every institution not to be affected by the influence of political parties who are aiming to control the responsibilities and actions of the organizations of interests (Marquis & Tilcsik, 2013).
6- Does the view of HR need to change in today’s business environment? HR views are constantly changing due to the rapid improvement of research. Together with the impact of new technology, HR views are influenced by the application of new technological institution responsible for improving the lifestyle of every individual in our society (Bacon & Snell, 2010). This limits any restrictions or violations that impact the welfare of employees and stakeholders. Any obsolete functions must have to transform into an adoptive as well as accommodating structure to become compatible with the interest of the institution. Transformation is always a constant productive output for the reason that it is responsible for influencing the laws and the norms of the society to become productive.
7- Where does the HR professional’s primary responsibility lie with regards to ethics? Ethical consideration is the core responsibility of every employee. Any negligent actions can destroy the reputation of the brand to the institution. In this case, the applicability of HR function is to refresh the skill and knowledge of stakeholders so that they will start appreciating their roles and responsibilities at work. The HR constantly reminds every stakeholder that anyone who was caught violating ethical laws is subjected to both legal and ethical apprehensions. This is because they are at risk for causing damages to the rights of the clients as well as ruining the reputation of the company’s brand (Becker & Huselid, 2010).
References
Bacon, Redma & Snell (2010). Understanding Performance Management and Appraisal: Supervisory and Employee Perspectives: New York: Sage Publications.
Becker, Brian & Huselid, Mark (2010). 21 Strategic Human Resources Management: Where Do We Go From here? New York: Sage Publications.
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