Foundations of Human Resource Management Essay Example | Topics and Well Written Essays - 1500 words

Foundations of Human Resource Management - Essay ExampleMoreover, the globalization in the business atomic number 18na diverted the attention of managers and owners of companies towards comprehending sexual relationships and interests of customers with the federation. For this reason, many times employees interests were ignored and the increasing pressure of competition and customer satisfaction further amplified this practice of managers (Marchington, 2008). HRM practices of many companies illustrate that, companys success is not solely dependent on its quality of product and services but also on its workplace surroundings and employer-employee relationship. On this basis, it is pertinent to develop an apprehensiveness regarding the nature of employment relationship within an constitution, and it effects on the perception of employees about the company (Sisson, 2010). In comparison of right aways corporate environment with that of some four decades ago, a major change in emp loyees practices can be observed. Employee unions have been weakened in the new-fashioned times and their power over companys policies has also been reduced. Low wages and more work argon consequences of the change in business environment and have changed the attitude of employees towards their company too. Moreover, the turnover ratio of employees has also increased significantly over the years, particularly in the Western countries. These factors amplify the need of understanding employment relations in the light of contemporary environment and challenges in the globalized business society (Sisson, 2010). Nature of the Employment Relationship An existing dilemma in the corporate environment today is choosing between production-oriented management and people-oriented management. For production management, the hiring and firing of personnel are on the basis of target meeting and providing benefits to the sales or reputation of the company. On the other hand, people oriented managem ent is concern with the code of conduct and personal practices of the labor force. These management practices define the nature of the organization and its interest towards employment relationship. The problem with the nature of the employment relation is that at any time either the interest of employees or the interest of the organization are been compromised (Williams & Smith, 2010). When the company is outsourcing resources, it is paying for the quality of the product the other company is offering. However, in the case of employment, the deal is between wage and the work done by the employees. Therefore, considering this relation between the employer and employees as solely contractual is not appropriate. It is because in a commercial contract, both parties have more or less equal get in the contract and have the power of denial or asking for accountability. Contrary to this, employees working in an organization have fewer power in the contact and are oblige to perform whatever been asked for the sake of money. The commonly heard terms of work pressure, offensive work environment and negligence of employee rights are thus the consequences of an imbalance in the contractual standings of the two parties (Budd, 2004). Interests of both employer and employees also hold an important place in formulating the nature of the employment relation. Interests of the employer are to show the companys product to its customers at the right quality, price and time. On the other han