The Harvard framework is being introduced in the organization. It is the model which describes that the line manager of the company needs to perform more work with responsibilities (Jackson, et. al., 2014). The main aim of this model is to focus on the employees and their performance. The Harvard framework majorly focuses on four human resource policies such as recruitment, selection, termination and appraisal. Due to acquirement by the big national transport group, the old manager has been retired and new manager was hired. A huge amount of changes was done in the company. On rejuvenating the fleet new owner invest a huge amount of their capital. The yard was being cleaned up. The model would have been helpful to create the productive environment for the staff. New manager is very supportive and in case of any issues he does not blame to drivers directly instead of reacting and scolding he tries to check out the reason of issues and examine the situation. Manager of the company introduced the planning as per the employee relations.
Human resource management appointed a new yard manager who knew about the conflicts of the company. He was broad minded and initiates the flexibility of working. His selection was made by keeping in mind that he would be able to handle the situation and irate union members (Storey, 2014). Along with them he should have been capable to handle George who was very old in the company. Yard manager introduced the cost saving projects. Various kinds of legislations was being introduced by the yard manger to their staff which motivated to the staff that they were working in safe environment and could take action against any issues and problems (Ford, 2014). Instead of blaming others yard manager preferred to have the discussion with drivers.
The workers, drivers and union delegate were working with company for a long period. Training and development program has been introduced by the manager to the staff that brought a huge amount of changes in the organization (Jehanzeb& Bashir, 2013). Skills of the staff have been improved through training. There were two types of training such as technical training and customer services training. These kinds of programs helped manager to bring the positive environment in the company. (Brewster, et. al., 2016).
Occupational health and safety program had been introduced by the yard manager which enhances the safety environment within the company. The company was having number of trucks. It was necessary to run the safety program. The manager spent a lot of money to keep the yard clean. Infrastructure had been changed by new management. The new system and uniforms of drivers had been brought through spending a huge amount of money (Glendon, et. al., 2016).
It is very difficult for the human resource management to handle aspects which is moving in the new organization or to a new level in the same organization (Stone &Deadrick, 2015). In the given case study manager as well as George is the most important key sources of the company. The manager has challenging task and being able to achieve it while George is very old employee but he did not get any promotions. In case George and manager move from the organization, it will bring the difficult situation. The risk is mentioned below in case of movement of one of them:
If the key sources of the company moves on than there may be risk arise of imperfect project that were maintained by the manager and George for the beneficiary point of company. They both are having efficient knowledge about the task of the company and in the case of movement in near future may bring the disturbance.
The new manager of the company did his best and put his all efforts to enhance the confidence of the workers (Abed, et. al., 2013). The movement of manager or George can create the risk of insecurity regarding the potential growth and the flow of operation in the organization.
The delegate of the union has high level of confidence of workers over him in labor union. The movement of George can bring the situation of miscommunication and less confidence towards delivering the task.
The yard manager is habitual to share the information regarding yard performance to the drivers and other staff on continuous basis. The concept of sharing the information is new and able to amplify the coordination among workers in the company (Wang, et. al., 2014).
Employee retention is the important aspect for the human resource because it make assures that talent of the organization will be remained in the organization (Sparrow, et. al., 2016). There might be several reasons when person want to move out or forwards for changing. Reason can be considered such as remuneration, employee dissatisfaction, higher profile and opportunity to perform the challenging task.
The workers of transport are more adjustable and adaptable towards the changes in the situation in the comparison of public and private sector. Blue collar unions are known as labor who takes use of their hands to accomplish the task. Electrician, plumber, drivers, fire fighters are some example of blue collar union (Schwensen, et. al., 2014). These kinds of workers have the great support from the union support in comparison of private and public sector. The blue collars workers are mainly have the high manual skills but lower academic skills. The paying criteria of blue collar unions are different. They get pay out as per monthly, weekly or sometime day basis. It is depending upon the structure of their work. The demand of blue collar unions are most demanded because they perform their task manually which is not possible done by everyone. It has been analyzed that in some countries blue collar unions are getting more paid in comparison of white collar unions (Form, 2015). They are professional to accomplish the task regarding production. Union representative is the profile which communicates on behalf of them to higher authorities in case of problems.
The working style of employee in the private and public sector has been categorized as per the academic qualification and professional experience. Their professional degree helps out to understand the job role in the particular company but they are less attached with union support. Their views and perception regarding changes in work practices are different in comparison of union working like transport worker union. The people who are working in public and private sector can participate in the decision making in the organization in comparison of transport workers union people. In terms of transport union the management has the rights to bring the change in the organization like they did in top trucking company. The workers of that union accept the changes with no demands. While in private and public sector people has the right to take the decision with company (Kearney &Mareschal, 2014). The transport unions are more adaptable and adjustable in comparison of public and private sector workers. Therefore, the workers of transport union accept the changing environment without making any arguments.
Conclusion
It has been concluded that employee relation must in the company because it maintains the relations between employee and the employer. With maintaining the relationship it also take care of laws and legislations which keep assured staff that they are working in healthy and safe environment. It has been accessed that new management has adapted the Harvard framework model to introduce the new changes in the work place. A change has been occurred in the management through replacing the computers, manager, uniforms of drivers and channel of communication. The contribution of the new manager and the union delegate George has been critically analyzed.It has been concluded in the end that the workers of transport union were acceptable and adaptable towards the situation in comparison of private and public sector.
Job retention is the major aspect of the human resource management. It is the source which has the ability to keep the employee of the organization for a long time. It is necessary to provide the proper training and development program to the staff so that their confidence level can enhance. The blue collar worker should be provided salary or wages as per their performance and should do motivate them time to time. Blue collar worker should get respected as same white collar worker.
References
Abed, H. S., Wittert, G. A., Leong, D. P., Shirazi, M. G., Bahrami, B., Middeldorp, M. E. &Abhayaratna, W. P. (2013). Effect of weight reduction and cardiometabolic risk factor management on symptom burden and severity in patients with atrial fibrillation: a randomized clinical trial. Jama, 310(19), 2050-2060.
Armstrong, M. & Taylor, S. (2014). Armstrong’s handbook of human resource management practice.Kogan Page Publshers.
Brewster, C., Mayrhofer, W. & Morley, M. (2016). New Challenges for European Resource Management.Springer.
Ford, J. K. (2014). Improving training effectiveness in work organizations.Psychology Press.
Form, W. H. (2015). Blue-collar stratification: Autoworkers in four countries. Princeton University Press.
Glendon, A. I., Clarke, S., & McKenna, E. (2016). Human safety and risk management. Crc Press.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014).An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.
Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study. Training and Development, 5(2).
Kearney, R. C., &Mareschal, P. M. (2014).Labor relations in the public sector.crc Press.
Schwensen, J. F., Menné, T., Veien, N. K., Funding, A. T., Avnstorp, C., Østerballe, M. &Danielsen, A. (2014). Occupational contact dermatitis in blue?collar workers: results from a multicentre study from the Danish Contact Dermatitis Group (2003–2012). Contact dermatitis, 71(6), 348-355.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.Routledge.
Stone, D. L., &Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145.
Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals).Routledge.
Wang, S., Noe, R. A., & Wang, Z. M. (2014).Motivating knowledge sharing in knowledge management systems: A quasi–field experiment.Journal of Management, 40(4), 978-1009.
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