Page 632 - Business Principles and Management

Chapter 23 • Managing Human Resources

Teamwork tip
Finally, if the company cuts back on the number of employees, eliminates a
department, or undergoes a major change in its business activities, it may help
the employees who will be terminated prepare for new jobs. Some of those jobs
may be in other parts of the company that are adding employees, but the educa- HR employees must be
tion and training may be for jobs in other companies. It may seem strange that aware that the importance
companies would spend money to educate employees to work for other compa- of each of their services is
nies. However, progressive employers view these programs as a responsibility different for managers, new
to employees who have contributed to the company’s past success. They also employees, employees with
believe that people are more likely to work for a company that demonstrates families, and employees
this level of commitment to its employees. nearing retirement. Each
manager and employee
EMPLOYEE RELATIONS needs to be treated as an
individual client with specific
Human resources plays a major role in employee relations by ensuring effective needs. HR must work as a
communication and cooperation between management and employees. If a labor team to provide the range of
union is organized within a company, a very formal set of relationships exists specialized services required
between employees and management. The human resources workers responsible by everyone in the business.
for employee relations assist in negotiating labor contracts with the union and
deal with employee activities and problems that relate to the contract. If employ-
ees are not represented by a union, human resources still performs the same types
of activities, but usually in a less formal way.
The flattened organizations of today mean fewer managers. Businesses expect
employees to take more responsibility for their own work. Work teams made up
of employees and managers are taking responsibility for many decisions once
made only by managers. These decisions include hiring, determining how work
will be performed, and improving work procedures. Human resources personnel
help to prepare people for their new responsibilities and develop supporting
materials, training, and computerized forms and procedures to help the teams
successfully perform their new tasks.
Another important area of employee relations is assuring that the company
complies with all equal-employment and affirmative-action laws. In addition,
human resources personnel work with employees and managers to prepare
people for future job openings and promotions, as well as help them work coop-
eratively with each other despite individual differences. Companies are most
successful when all employees have access to any job for which they are quali-
fied and when discrimination is not a part of employment decisions or the daily
work environment.

HEALTH AND SAFETY

Illnesses and injuries among employees are expensive for companies. If employees
are unhealthy or injured, they may not be able to work. Other employees will
have to complete that work, or the company must hire temporary employees to
do it. Also, the cost of insurance and health care rises as the number of employee
illnesses and injuries increases. Expensive insurance is harmful to both the em-
ployee and the company.
Substance abuse can greatly increase injuries on the job. Workers under the
influence of illegal drugs or alcohol have reduced dexterity and impaired judg-
ment. As a result, they may ignore safety procedures or be unable to perform
them properly. Substance abuse also lowers worker productivity and increases
absenteeism.
The human resources department is responsible for maintaining safe work
areas and work procedures, enforcing laws and regulations related to safety and
health, and providing adequate education and training in health and safety.

619