planning for HR results

Human Resource Management
Name
Institutional Affiliation
Date
Abstract
This research paper is meant to explain the role of the Human Resource Management department in handling employees’ welfare and concerns. It also gives the procedural approach of Human Resource Manager that will be taken to handle the requests raised by the employees in accordance to the rights that employees enjoy in the workplace as well as the reasons for factoring in the union grievances system. This paper focuses on a journal on management that was written by Scott on management governance theories of justice and liberty 1998. He explains the theory of management and the roles of the liberty as well as the principles of justice in management. He also outlines basic steps to undertake when setting up employee benefits or allowances. Furthermore, gives an insight into the procedural approach system that involves the union if the company in question is qualified to have its employees join a union.
KEY WORDS: Management, Principles, Procedure, Human Resource
Planning for HR Results
Apparently, it is a serious challenge to companies of all sizes when it comes to identifying the right compensation and benefits policies. Therefore, steps to undertake when establishing this particular benefits are necessary. For instance, in providing health benefits, there are two; health insurance reimbursement plan in which employees are entitled to a fixed amount of allowance that the employer can use to buy health insurance in which they would receive the same money if they really buy the health insurance and taxable health benefits stipend which it provides an employee a taxable stipend fixed that can be used to purchase a health insurance individually (Scott, 1998).

As the HR, there are three types of procedures to undertake regarding setting up employee benefits allowance. Firstly, whenever there is need to revisit the company’s benefits provision plan, the HR will need to cancel group health insurance so that an employee can be able to qualify for enrollment in health insurance coverage that is offered individually (Scott, 1998). Secondly, it becomes important to establish a reimbursement plan which may involve using a reimbursement software if the reimbursement plan is formal and the last one is educating employees about the options that are at their disposal. However, the size of the company matters too by the types or levels of insurances that the company offers. This is because employees can demand benefits that will paralyze the financial status of the company. For that reason, the HR also has put that into consideration.
The company has been a member of the union for three years now. The reasons behind joining the union are because there is collective bargaining and better conditions; that is, unions assist in negotiating terms and conditions for benefits like holiday privileges, unions help provide lawful advice as well as free lawful representation and lastly unions always are leaders in fighting for equality for instance, against discrimination. However, as the HR the union affects my job in that one cannot make decisions without complying with the union’s procedural scheme for example when firing an employee. Joining a union as a worker is important since union jobs apparently pays significantly better than non-union jobs, there are several benefits that are provided like pensions, paid vacations and medical insurances (Scott, 1998). Furthermore, unions are champions in campaigning for workers’ safety.
Later, conduct a feasibility study of the other companies or institutions that the employees are citing that they are providing better allowances and compensation plans as well as insurance covers to uncover the employees’ reasons of citing those companies. This because all the cited companies are in the same locality with the company in question. As a result of that, the Human Resource can add other benefits that are not provided by the company and are offered in other companies such as house and transport allowances.
References
Scott, W. G. (1988). The management governance theories of justice and liberty. Journal of Management, 14(2), 277-298.