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Under a decentralised approach, explain the role of the Human Resource Manager in employee relations. - VCE - SSCE Business Management - Question 4 - 2014 - Paper 1
Question 4
Under a decentralised approach, explain the role of the Human Resource Manager in employee relations.
Worked Solution & Example Answer:Under a decentralised approach, explain the role of the Human Resource Manager in employee relations. - VCE - SSCE Business Management - Question 4 - 2014 - Paper 1
Step 1
Decentralised Approach to Employee Relations
Answer
A decentralised approach to employee relations involves the negotiation and terms of employment being discussed and decided at different levels, that is, within the organisation. The role of the Human Resource Manager (HRM) under this decentralised structure is crucial as it requires the HRM to facilitate discussions between management and employees at various levels. This includes negotiations regarding workplace conditions, contracts, and other employment terms.
The HRM serves to mediate the discussions about working conditions, ensuring that employees' voices are heard and considered in decision-making processes. Furthermore, the HRM must also represent employee interests while balancing the organisation’s goals, fostering a collaborative environment where employees feel valued and consulted.
Step 2
Keeping Informed on Legal and Regulatory Matters
Answer
The HRM is also responsible for keeping up to date and informed of any legal requirements or work agreements. This includes understanding labour laws and regulations that may affect employee relations. The HRM ensures that the organisation complies with legal standards and informs employees about their rights and obligations, ultimately creating a fair and transparent workplace.
Step 3
Conflict Resolution and Support
Answer
Lastly, the HRM plays a pivotal role in conflict resolution. When disputes or disagreements arise, it is the responsibility of the HRM to facilitate discussions or negotiations between the involved parties. They need to be adept at mediation and may also need to arrange for formal processes, like arbitration or conciliation, if necessary. By managing these conflicts effectively, the HRM contributes to a positive organisational culture and workforce stability.