Turnitinoriginality Analysis: Strategic HR Approach

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Strategic HR ApproachBy Carlos Stakely Similarity Index
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include quoted include bibliography exclude small matches downloadrefreshprint mode: 3% match (Internet from 02-Mar-2008) http://whistleblowers.org Strategic HR Approach HRM/552 Strategic HR Approach The well-being of their employees is a primary concern for a company because they are the one that make the company alive. Hence, it’s vital for the company to ascertain that the needs of the employees are provided. The following circumstances are means into how the employee’s need occur and the procedures to guide the employees. Often, companies need to deviate from the norms to guide an employee. Medical Bills An employee who already stayed in the company for many years and who’s been confined in the hospital for two months had requested the company for the assistance in its medical bills. Meanwhile, the company is already adhering to the state law policies with regards to ensuring health insurance and disability. Except if the employee presents some evidence, the employee was uninjured at work causing the cancer; the company is not liable from any financial assistance from the employee. Nevertheless, the company should give some effort to help and seek means to assist the employee particularly because the employee has been with the company for almost 25 years. The company can try to implement fundraising activities, asking donations for the employee from its co-employees or give some of its funds as donations to cover the medical bills. The company’s decision to help the employee, aside from the health insurance would boost employee relations and illustrate to the employees that the company really does care for its employees. New Management and Accidents A new manager was hired by the company over a group of 10 employees under the help of a supervisor yet various accidents still occurred. Also, the employees who have stayed with the company said that the manager micromanages and the supervisor criticizes that the employees have no respect because of his age and stay in the company. The supervisor also complains about the team’s performance is under the projected standard performance. The first procedure of the company is to try to talk to the supervisor regarding his management capabilities. Clarify to the manager that the micromanagement of the team will not gain any respect and productivity within the team. The company also needs to remind the manager and his members to be careful so that accidents in the work environment will not occur particularly when the standards of the Occupational Health and Safety Board requires that this company must take good care of its employees. OSHA particularly provides “54 Fed. Reg. 3904 (Jan. 26, 1989) OSHA implemented regulations that comprise of protection and health management procedures utilized by employers to uphold the security and health of their employees.” (“Injury and Illness Prevention Programs,”, n.d.) If the company was unable to implement the guidelines, it will be liable for penalties and lawsuits for unhealthy work environment. Unable to provide safety in the work environment will result to more accidents and deaths. Employees will be reluctant to work in a condition that is dangerous and will affect the credibility of the company not only its manager. Also, the manager should attain respect through a more effective management procedure rather than micromanaging. Tardiness The company has a female worker who was fired for being tardy for more than eight times. The employee asked help from a union member, which is recognized by OSHA, alleging male employees who have tardiness same as her were not fired and another female with the same circumstance also was not fired for the reason that he is a wife of