HRM and Organizational Analysis-Free-Samples-Myassignementhelp

Questions: 1.If an Employee in your Organisation lodged Workers Compensation claim, what type of human resource specialist advice would you seek and why? 2.Explain the Key Objectives of the Industrial Relations Act 1996. 3.Explain the main Components of an Internal Employee Assistance Program (EAP). 4.Explain the unfair dismissal Rules and Processes for Organisations with 15 or more fulltime equivalent Employees. 5.Research and outline a Performance Measurement System that would be suitable for Adept Owl Games Company. Answers: 1.By considering the scenario, it is seen that the employee of the organization has claimed for the worker compensation and also the human resource expert has given the advice to seek and to notify the supervisor. The manager of the organization will analyse the mail or the document of the employee. It is related to the issues and also the proper evaluation should be made to find out the reason for the compensation. If the reason is valid, then the justice should be given to the worker by considering the code of conduct. The investigation should be done at right time and also the records should be kept: The investigation should be conducted so that the fact can be obtained about the accident. There are many employees who file a fraudulent claim, never reject the claim before making a proper research. The legal advice should be taken from a person who is qualified enough to make the correct decision. Avoid Accidents in the workplace: To avoid accidents, proper training should be given. It is also necessary to implement the safety-oriented culture and also to create a team leader that takes into consideration proper safety programs (Cook, 2016). 2.Key Objectives of the industrial relations act 1996 are: The company should consider the rules and regulations for trade union and employee of the organization for minimizing the disputes between the employer and employees. The objective is to control the process of top management and to establish an industrial tribunal. It defines the functions according to the international process in managing the relations with the staff members. This act also assists to reserve the practices within the organization and also to encourage the legal activities in the favour of the employees (Sparrow, Brewster and Chung, 2016). 3.The main components of an internal Employee Assistance Program are: Organizational Analysis: This component is one of the employee assistance programs in an organizational analysis. At the time of the process, an employer has to perform an analysis to identify the correct areas that provide assistance to the employees. Orientation: It is also one of the essential components of the employee assistance program. The training helps the employees to conduct the activities in an effective manner and also to enhance the knowledge of the staff by considering all the aspects (Armstrong and Taylor, 2014). Case management: The counsellor is appointed by the company for the employee assistance. The counsellor evaluates the employee work in a proper manner. This is only done by considering the interviews of the employee as well as to stay in regular contact with the vendors. The main objective is to consider that the issue is resolved and considered in a proper way. The rules and regulations are also considered to resolve the issues. It is one of the essential components that assist the organization to search for the responses and also the progress of the team members is considered. It helps to attain the goals and objectives in an effective manner (Hillier, Grinblatt and Titman, 2011). 4.Unfair dismissal rules and processes of the organization are: Unfair dismissal is also considered in a situation when the employee is dismissed in a harsh manner. There are many employees who claimed for the unfair dismissal that should be considered by the organization. It is considered as unfair when the employer does not give any reasons that are logical behind the formal procedures. To conduct protected disclosure act 2014 it is also accepted as an unfair disclosure. The liability is of the employees to sue a case against the employer in case of the unfair dismissal (Frey, Bayn and Totzek, 2013). 5.The performance management system gives an effective way to conduct the activities of the organization. It is related to the social impacts to collect and utilize the information related to the operations and programs. It is one of the tools that consider the procedures of development and also sharpen the new solutions. The social issues are related to poverty, and also the success gap within the company. In Adept Owl Company the best performance can be contemporary performance system in which it consists of the proper utilization of the financial and non-financial performance measurement system. It also has the connection with the business strategy of the company. The system assists the organization to make effective decisions and also to consider the organizational and managerial performance. It helps in enhancing the improvement level and also considers the performance level of the company (Gruman and Saks, 2011). References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Cook, M., 2016.Personnel Selection: Adding Value Through People-A Changing Picture. John Wiley Sons. Frey, R.V., Bayn, T. and Totzek, D., 2013. How customer satisfaction affects employee satisfaction and retention in a professional services context.Journal of Service Research, p.1094670513490236. Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.Human Resource Management Review,21(2), pp.123-136. Hillier, D., Grinblatt, M. and Titman, S., 2011.Financial markets and corporate strategy. McGraw Hill. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge.