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

Reflective journal on HRM - Essay ExampleWhile the HRM bring forth considerable powers over the employees the estimable code amongst these HRM is not unremitting through out. The clause describes the role of HRM in controlling the problems set about by the employees. However if the HRM himself is biased or partial the decision taken by him would not comply with the ethical code of Human resourcefulness practice. This partiality shown by the HRM for their employees give notice further deepen the problem faced by the comp some(prenominal). 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 get them work out 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 al meanss involve indifferent(p) judges. The judges here can be referre d to as the Human alternative 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 sort with the employees as this may affect the decisions taken by them in regard to the complaints given 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 powerful party so that even if the powerful party commits any mistake it is brought back to the terms and conditions applied by the company. Furtherto a greater extent the article describes the role of the HRM with accordance to the sensitive canon 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. t hey can dismiss workers without settling 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 decide 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 favourite(a) by them over other workers. As my issue was solved by a HR autobus who was neutral, I figured out that HR manager played an important role in resolving the companys problems. Howeve r if the HR manager is biased the decisions 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 without delay 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