Business // HR Questions
HR Questions
1-What are the primary drivers of change to the HR field? The price of commodities and raw materials are the main drivers of HR field. Expenses are responsible for changing the culture and style of the HR to revitalize HR strategies. Laws affect the culture and norms of the HR field because there are values and norms that should be followed. Rules and regulations carry the legal and ethical identities of the operating institution as a whole. In addition, the cultural driver enhances the operating organization to show their customs and traditions that impacts their routine at work. Culture is important because it helps the HR manager to identify a certain taboos and acceptable norms being practiced by the stakeholders.
2-Is compensation equitable, generally, in the US economy? Yes, compensation is equitable because finances are regulated by the accountants as well as the agencies that balance the expenses of the company. In the US economy, equities affect the flow of assets and liabilities between companies and representatives. The reason behind is that there are trading activities that every company must have to involve. The purpose is to circulate their assets, products, and liabilities to the markets so that they can generate a regular returning investment. The US economy heavily relies in stock equities that are usually equitable between companies that are trading their goods and assets virtually.
3-Is there a relationship between employee engagement and corporate performance? Yes, employee engagement and corporate performance are engaged with each other because the production of the company’s services relies with the performance of the employees. Employee engagement is the ability of the stakeholders to cooperate and unite with each other so that they can attain similar goals of the company. This is when there is a unification process that employee follows so that they can easily accomplish a certain task in the company. On the other hand, corporate performance is based on the achievable outcome that a certain employee provides to that company. It is when the skill and knowledge are rendered to produce a reliable workload within the company.
4- Should HR be involved in promoting workplace safety and health, or is that the function of some other department? HR’s role is important for promoting workplace safety and health. This is a function that has to balance between facilities and the stakeholders. Workplace safety is always ensured when the HR manager always instills proper responsibilities that every worker must comply and monitor. The HR manager inspects the facilities and services available to provide an immediate medical intervention to the employees. The workplace environment is always measuring the amount of having a balanced framework to ensure that the credibility of the institution becomes available and attainable.
5-Do unions provide a valuable service in the US economy today? Unions do provide valuable services in the US economy today. Unions’ acts as mirrors to every institution to monitor their services applied to their stakeholders. These are reflections where there are facilities and treatments that have been essential to stimulate the company’s ability to change their routine or laws. Unions may help scrutinize inefficient provisions that impact the credibility of the organization. This means that they represent the rights of employees to make a significant change in the employment industry. Unions are able to find solutions to workplace challenges that impacts any work-related problems experienced by companies (Hale, 2014).
6- Is the HR function undervalued in the US economy? Yes, the HR function is undervalued in the US economy because it is not part of the financial department of every organization to deal with the transactions. In this case, the value of organizations are more focused on the statement of accounts, cash flows, and balance statements, which reflects the capability of the company to become productive and competitive. HR function is also hampered by the immense influence of politicking, which degrades the structural values of human resources that are based with the political and legal issues concerning with the regulation of responsibilities (Hale, 2014).
7- Does the view of HR need to change in today’s business environment? Yes because change can always make a significant transformation to the HR values and principles. The views on changing the values of the HR are a normative process that aims to stabilize the framework of the operating organization in general. In this case, there is an improvement that can be applied whenever the core principles as well as the elements of the rules and regulations of HR become feasible and applicable to the stakeholders. Change is an essential norm to balance the gap between work and social norms. Without change, there is a stagnation that can cause incompatibilities with the responsibilities between workers and other stakeholders such as clients.
8- Where does the HR professional’s primary responsibility lie with regards to ethics? This is applied through the application of ethical principles. Managers have to be benevolent with other stakeholders because they can easily establish a good working environment when they can practice a good way of promoting a welcoming ambiance at work. Applying the principle of non-maleficence is an ideal way of preventing any conflicting interests with other stakeholders. Doing no harm is important because every workplace needs to value their interests as well as norms to improve their productivity at work. In this case, any harm can be subjected with ethical apprehensions by both the company and the authorities. Ethical and legal issues are always applied to ensure that the company as well as the community becomes safe for everyone to continue their routine and work at the same time.
Reference
Hale, Henry E. (2014). Patronal Politics. Problems of International Politics. Cambridge University Press. p. 49. ISBN 9781107073517.
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