Employment Relation At Top Trucking Company: Analysis And Implications

Role of Human Resource Management

Discuss about the Employment Relation at Top Trucking Company.

This business report is the discussion about various applications and implications of Human Resources Management with an analysis of HR case study titled ‘constructive relation at top trucking company’. This analysis will evaluate the significance of the Human Resource Management in the organization. Furthermore, it evaluates various employee behavior, practices and labor and transport workers union laws. It will analyze the given case study and problems mentioned in this. Moreover, this will emphasize on the practices, which are introduced by the top trucking company’s management to proliferate the coordination among employees and managers and on the important role played by the new manager and related risks with their actions. This will further analyze that whether the employees will accept and adapt the changes in the organization.

Human Resource Management is an important process, which is used by the organization. It is a process, which helps in organizing all the resources and man power for increasing their productivity.  According to the case study, the human resource management in the Top Trucking Company is in the transition stage (Xesha, Iwu, Slabbert & Nduna, 2014). As mentioned in the case, the Wollongong yard of the trucking organization was very famous and good performer in the area. The union delegate, George Psaros is an important contributor to its better performance. George has observed the transition stage of the organization and assisted both the union workers and management. However this organization was very popular but it was very hard place to work because the managers are dominating and autocratic (Tran, 2016). The management was not willing to give funds for the infrastructure of company, so it was bought out by the big national transport group. The organization under old management is facing various challenges related to the manager’s attitude as he was unwilling to accept views of other people. The truck drivers were undesired to accept the change resulting to the less participation of management to get changes.

In this case, the organization is applying Harward framework model for monitoring and controlling the man power in the company. This model of HRM states that the management must focus on the individuals (Ngui, 2016). It includes some areas of HR policies, like; human resource flows, work systems, employee impact and reward systems. These four policies lead the organization and its employees to the cost effectiveness, competence and commitment and enhance the overall performance of the organization. The major strength of this model of HRM is that it expresses the consistency of internal human resource policies.  

New Work Place Practices

Using this model, the Top Trucking organization focused on the employees and brought new practices to establish a better environment. In the beginning, the management appointed a new yard manager. He has to understand the issues related to the last manager. This new manager is very positive and always welcomes new ideas and opinions from the workers. He won the confidence of the workers and never put pressure on the subordinates. Alternatively, he wished to motivate the drivers, who are hesitant and he assisted them to be confident to the changes (Leat, 2008).

After that, the new manager made decision to give funds for changing the infrastructure of company, like; he approves the organization to purchase new trucks. This is the thing that the previous manager did not do. Furthermore, the new manager also spent money on buying uniforms for drivers and he installed the new computer system in the ware house. In the beginning, the worker’s union did not admit the changes, but later they looked at the improvement in the things. Then, they accepted (Levy-Garboua, Montmarquet & Simonnet, 2007). As it is said that training and development is an important thing in the HRM, but the previous manager did not oversee at the value of training and development. New manager introduced an improvement and development program to enhance the ability and attitude of workers.

There are some another basis needs of human, i.e. health and safety. These are the significant things to keep the employees more confident at the workplace. For making this thing better, the yard manager made efforts for improving their security and welfare (Cania, 2014). The management of trucking company spent the money in the cleaning of yard to provide better working environment for the drivers and other workers. The new practices applied by the new manager and George are in the interest of both the organization and workers.

There are so many risks to sustaining these changes if George or yard manager move on. If the key human resources of the trucking company make movement, then there will be the risk related to incomplete task. This is the major threat for the organization’s management. If the tasks, which are designed by George and yard manager for benefits of organization, are incomplete, then it will be a challenge for management (Irefin & Mechanic, 2014). Both of them are well-established in the system and their action will disturb the future plan of the organization. The yard manager, who was not very old in the company, gave his lot of energy and time to win the trust of the employees or workers. If he moves on, then it can develop the insecurity among workers related to the growth in the future. It will also affect their insecurity sense regarding the operations between workers and management.

Risks Sustaining from the Movement of Union Delegate and Manager

As George Psaros is the union delegate and he has won the confidence of the labor and has high respect from them. If he plans to move on, then the problems will be unresolved and there will be issues in the communication among workers (Muogbo, 2013). The required information will not be communicated on time. In the organization, the manager often shares the information about the performance of yard with the truck drivers. This was a new concept and this increased the coordination among managers and workers. He made communication very easy and straight.

For an organization, employee retention is very important part of the human resource management (HRM). This aspect of HR ensures that the best man power stays in the organization otherwise it has to spend time and money to train a new member. There may be many reasons why the human resource may choose for moving on from the organization (Klehe, 2004). The reasons may be job dissatisfaction, compensation, promotion, opportunities to deal with the challenging task, bad relationship with the colleagues and seniors etc. considering all these reasons, the management must design an employee retention policy for keeping best talent in the organization.

According to the HR management literature, transport workers union is more adaptive towards the changes at workplace as compared to the public or service sector union (Bach & Grugulis, 2015). The blue collar union includes the workers, who work as drivers, firefighters, shop workers etc. This type of workers gets greater assistance from union than other employees, who are working in private or service sector. Generally, these people have lower literacy rate and academic knowledge, but they possess higher manual skills. Their payments are made on daily or hourly basis. There is a huge demand of the blue collar workers. These workers are more close to the union than the management.

 If the changes are applied at the workplace, then these people easily engage to them in comparison to other class of employees, because blue collar workers often did not get better working environment and facilities (Aldamoe, Yazam & Ahmid, 2012). So, they expect better things from these changes. They think that it will upgrade their status. When the employees feel more motivated and respected, then they become more loyal and productive at the workplace. It is found right by researching the books and journals of human resource management and employee relations. In the case of public and services sector unions, the management has to utilize some effective ways to convince them to accept the changes in the working environment. They have to communicate the union before the new implementation at the workplace; otherwise they try to resist the changes. If there are some technology alterations, then the organization has to conduct the training and development program for the employees (Ngui, 2016). It may be very expensive for the company.

Acceptability and Adaptability of the Changes at Workplace

Conclusion

As the human resources are the most important asset of an organization, so the management must make efforts to keep best talent in the organization. If the organization wants to work with the best asset, then it must maintain a distance from the danger. In the report, it was caused that the key human resources working for the transport union were considerably more valuable. It is concluded that the organization must implement the policies for the employee retention. From the above report, it is assessed that the organization must focus on the different aspects of workers, such as; their abilities, attitude, wages, job, information and their communication with the management. If workers are not satisfied with these above mentioned aspects, then management must apply changes and motivate the workers to accept them for their own benefits and improvement.

References

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