Reflective journal on HRM Essay Example | Topics and Well Written Essays - 1750 words

Reflective journal on HRM - Essay ExampleWhile the HRM begin considerable top executives over the employees the ethical code amongst these HRM is not constant through out. The article describes the role of HRM in controlling the problems faced by the employees. However if the HRM himself is diagonal or partial the decision taken by him would not comply with the ethical code of charitable Resource practice. This partiality shown by the HRM for their employees can come along deepen the problem faced by the company. To solve the issues faced by the employees Dispute Resolution procedures are applied. These Dispute Resolutions help the employees to put forward their issues and kick the bucket them solved accordingly. However due to the impartialities amongst the HRM the Dispute Resolution system is going through a lot of problems. As emphasized in this article a Dispute Resolution system should always involve neutral judges. The judges here can be referred to as the Human Resource Managers working in the companies. The article emphasizes further on the neutrality and partially practiced by the Human Resource Managers. The HRM should not have a relationship of any fashion with the employees as this may affect the decisions taken by them in regard to the complaints inclined to them. The article emphasizes on the fact that favoritism should be removed from the Human Resource system as this affects the decisions and further makes the decision unequal to one party. The Human Resource Managers should have a neutral stance towards the weak and the stiff party so that even if the designerful party commits any mistake it is brought back to the terms and conditions applied by the company. Furthermore the article describes the role of the HRM with conformism to the new legislation which was introduced in Australia in 2005. This legislation is known as the Work Choices Act. This legislation has given more powers to the HRM i.e. they can dismiss workers without settl ing their disputes. This power provided to the HRM could be used in a negative way too as at times the HRM would prefer dismissing the workers rather than settling the issue between the workers. The legislation has provided an edge to the HRM and the employers over the workers. As these powers vested to both the HRM and employers would help them in dismissing the workers without settling their issues. This would affect the overall ethical code of the company. As I personally have experienced having a dispute between my co-workers I think that the Human Resource Manager plays an important role in resolving the disputes and the power vested to them can be used in the negative way. The co-workers who have an understanding with the Human Resource Managers are preferred by them over other workers. As my issue was solved by a HR manager who was neutral, I figured out that HR manager played an important role in resolving the companys problems. However if the HR manager is biased the decis ions passed by them would not comply with the ethical code and terms. The HR manager should not be given the powers to dismiss workers as these powers given to them would help them to dismiss the workers directly rather than solving their issues. The HR manager should be selected by the employer with extreme caution as he is the main person in handling the internal issues of the company. The HR manager s