Human resource management (HRM) assignment approach:

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Component two (2)
What are Human resource management (HRM) and employment-related issues, problems, and challenges, and what impact would they likely impose on the employees and professionals?
Human resource is act of managing people with a goal of achieving a better performance. This involves looking for people who meet one’s culture and the skills required to perform a particular task. The process of managing involves, hiring, motivating, training and firing of employees at any given working institution. However, in most working institutions, there are issues related to the employers and employees in that facility. The analysis conducted in this approach would be irrespective of any critical factor and the nature, intensity, or type of any organization. On the Contrary, the main issues that cause these employment-related issues are the type of frameworks globally followed up across different organizations. Our analysis would centralize across the international frameworks imposed by the various and different businesses, causing employment issues, dissatisfaction, and the deviant behavior of employees in the workplace. The international frameworks that we would readily retain to take forth or follow up across this aspect are the legal dimensions, e.g., Human Rights, Collective Bargaining, Equality Act. Moreover, we will also discuss the health and safety practices, and data protection acts, family requirements, pension provision acts, and the other related acquisitions in this approach.
Among the employment related issues are when the family and medical leave act is not upheld, which negatively affects the employers. The family medical leave act (FMLA) explains about the four significant health-related situations have been presented over this law through which the employees should get paid or unpaid leave. However, the primary phrase of this law which results in causing the employment issues is that this law of the paid and unpaid health leaves is only applicable to organizations with more than fifty (50) operating employees (Arleo, 2022). The organizations with less than 50 employees do not have any of the regulations – it depends on them whether they provide their employees leave during their health conditions or not. Some organizations’ HRM department with less than 50 employees does not acknowledge this aspect of health issues. Though, this law of employment causes issues for the employees that they might not get leave even if they are facing severe health issues or problems in any possible way. A similar regulation for the family medical leave act (FMLA) should also be implemented across organizations with less than 50 employees.
In addition, harassment and discrimination are highly rated as such complains have greatly increased from the employees. Therefore, the national labor relations act is highly undermined as people from this workplace are not treated right. The National Labor Relations Act (NLRA) entails the laws and rule that govern the rights of employees from any harassment, mistreatment from the institution or the employers (Fergus, 2022). The Collective bargaining act is the right given to the employees to bargain with the organizations for their employment, pay, health and safety, pension, and other related rights. As per NLRA rights – the employees are given the most exclusive rights to create unions and associations. The employment issue arising from this right is that the employees who do not participate in unions could not bargain appropriately with the organization as the majority is formed amidst employees. As unions and associations do not let the minority of employees gain their rights, this also causes the employment issues that the collective bargaining carries importance rather than that of the individual bargaining of the employees. Therefore, the HRM department of the organizations should also focus on individual bargaining rather than collective bargaining. These are the employment acts from 1998 to 2015 specified by the Government of Ireland. As per this set of laws and regulations, discrimination should not be done only across the nine grounds. The nine grounds in this approach include the context of (gender, marital status, sexual orientation, believes, or disbelieves, e.g., religion, race, age, nationality, or membership of traveler community). This aspect should be considered valid because discrimination should not be followed on these nine grounds.
However, this law does not empathize with the discrimination in the workplace, e.g., the employees and professionals do get discriminated against on their work capabilities. The employee with a higher skill set would be discriminated against from the lower skill set. Though it is known to be the primary approach, the employment issues have occurred to a greater extent that the employees are discriminated against based on their work skills and capabilities over this consideration. However, no matter what the other employees’ skill set is, all employees should possibly be treated equally. To sum up, this law of employment causes employment issues that it does not have any regulation of the discrimination based on skillset. The HRM (human resource management) department of the organizations should acknowledge the issue and assure that any discrimination would not occur based on the skill set of employees as a whole.
The Occupational safety and health Act (OSHA) is promulgated that the organizations should let their employees know about the risks or issues at the workplace. As far as the construction industry is concerned in this manifestation – it does not follow this law (Seminario, 2020). Thus, many of the vast injuries happen at the workplace in the construction industry, and it even leads to death at the workplace. This aspect probably results in the danger of life, and it is the biggest issue in this consideration as a whole.
Furthermore, to cope with this issue – a regulation should also be added to the occupational safety and health act (OSHA) that the construction industry should also make their employees aware of the workplace health and safety issues. For the workers of the construction industry, a complete workplace health and safety policy should be devised as per which they could be holistically facilitated, and a dire focus should be kept on the acquisition of their health. A piece of complete protection equipment should be provided to the employees working in the construction industry.
The data protection act has been validated that all of the employee’s sensitive information should be protected. The sensitive information does include the contact information of the employees – the address-related information and credentials of the employees, which is stored in the organization’s records amidst which they are working (Spencer, 2019). Though, as per this law, DPA – is the right of the organizations to protect their information. However, some of the organizations which operate digital media, e.g., social media and the internet, do cause a breach of the sensitive information of their employees. Such that their information is not protected by the organizations even. This is why these issues have been caused amongst the employees that their information is not protected in any possible way.
The pension policy has been provided to the employees and professionals after the era of their retirement. The various organizations have specified a minimum and maximum stipend. Simply, it does differ from organization to organization. Some of the organizations have stated significantly lower stipend for the pensioners (Lurie, 2018). Thus, the organizations which have launched a lower percentage on a pension. This is why employment issues occur in this context, and the employees do not get satisfied with the pension policies. As per this policy, a minimum stipend in the form of pension should be clarified amongst the policy by which the retired employees and professionals should gain the financial security they are likely to gain across this acquisition.
In semester 1, there are various semester assignments, and Professor Hakeem was our lecturer during Strategic Human Resource Management.
Mr. Hakeem’s assignment consists of group tasks as well as individual tasks. The second part of the individual assignment required reflection on teamwork and our personal experiences throughout the course.
In this approach, I have followed up on the usability of the GIBBS MODEL for the reflective essay in this context as it is beneficial for the understanding and importance of teamwork. It can identify how we worked together in a group and what improvements can be made in the future.

Definition of reflective essay
Reflective essay is an individual or group-based essay that deals with identifying, questioning, processing or even assessing the deeply held assumptions. The type of essay is mostly based on self-observation and self-analysis.
Reflection is all about what has been experienced in this approach and what skills and knowledge have been learned in this session. My reflective essay describes my personal experiences and challenges I faced working with a team of four members during the completion of our work. Challenges faced when working as a group were unclear roles allocations (Narisetty, 2018). Among the participants of the group, some of us were not well familiarized with the roles they were supposed to partake in leading to confusions and leaving some tasks undone. In addition, cultural diversity was also a major threat in the group. cultural diversity was the biggest reason the conflicts occurred as the people from a similar ethnocentric, e.g., cultural and geographical background, preferred to work more effectively as a team.

Evaluations made were that individual understanding could contribute the most to learning rather than teamwork. Because it was a complex case for me, but then I realized teamwork could be the best possible way to do things better.
Each member was supposed to complete the assigned tasks on time and effectively, but we also faced some issues. We tried to schedule some meeting sessions between all the group members to work effectively, but unfortunately, the idea was not taken forth due to the cultural diversity and absence of better communication skills in our group members.
I think the group leader must adopt good leadership skills, and all the members could be more cooperative to get better results, but instead, with the proper guidance of our instructor Mr. Hakeem, the workflow went well.
The strength of our team was team work. Despite the diversity in the group, people were able to share their ideas and give opinions in relation to their beliefs and norms. The skill and the knowledge I have also gained in this term is that the various international frameworks have been implemented across our course; this was the excellent aspect of this approach. No matter what type of international frameworks have been implemented across our workforce, the skill we have developed in this course is how we can mold our workplace environment to gain the best efficiency and effectiveness. The lousy aspect that I have learned in this context centralizes the challenges caused by teamwork.
It was pretty hard when I started my studies as I was very late due to some traveling issues. I started in the seventh week. In teamwork, it was not easy to find accurate data for this assignment, and then Mr. Hakeem made us understand again about the work. Moreover, I was coming up with individual assignments and lectures as well. However, with time things get sorted one by one.
In this term, I also have gained this knowledge that I have overlooked the presentation, and our related efforts are what we have focused on as a team.
Working with a team has higher strengths and lesser weaknesses. Being a student, the core strength of working in a team is that we can focus on the managerial challenges as a whole (holistically) in this manifestation. Strategic management is the main contribution that is considered a strength over this approach.
Considering weaknesses, we have clearly stated that teamwork having higher cultural diversity could not work in a better way. Though I faced many clashes and difficulties working with my team members at the initial stage, the issues were sorted
later on with time.
The skill which I gained in this course is that – how we can manage the demanding situations and could result in solving the problems. Furthermore, one more major skill that we have gained in this context is communication and negotiation skills.
As per this knowledge, the better the communication skills would be – improvised would be our professional existence. The communication skills do involve this aspect that within workplace any of the slang languages should not be used; it should strictly be professional, this is what we have recognized in this context.
Over this term, I have learned and recognized that the communication skills and capability to perform the operational and functional tasks concerning HRM have also been gained.
Teamwork is an excellent effort for a team to accomplish a goal or complete a task. It is a better framework for a group of individual members to work together for a common goal to maintain good performance.
In this term, we also have gained the knowledge that six (6) major types of skills are technical, conceptual, interpersonal, decision-making, human, and communication skills.
Action Plan:
I will look forward to implementing this plan; how can we perform the four (4) major managerial tasks. These managerial tasks include the following acquisitions; planning, leading, organizing, and controlling. Initially, a team has to plan about every aspect no matter the approach; without planning, a team could not serve effectiveness across their task force. These skills of group members would be a part of our action plan.

Arleo, E. K., & Porter, K. K. (2022). Paid family/medical leave in radiology: The time is really now. Clinical Imaging.
Fergus, E. (2022). Reimagining employee representation in the context of collective bargaining under the Labour Relations Act 66 of 1995: The imperative of substantive equality and decent work. South African Journal on Human Rights, 1-21.
Seminario, M. M. (2020). The Occupational Safety and Health Act at 50—A Labor Perspective. American Journal of Public Health, 110(5), 642-643.
Spencer, A., & Patel, S. (2019). Applying the data protection act 2018 and general data protection regulation principles in healthcare settings. Nursing Management, 26(1).
Lurie, L. (2018). Pension privatisation: Benefits and costs. Industrial Law Journal, 47(3), 399-430.
Narisetty, N. N., Shen, J., & He, X. (2018). Skinny Gibbs: A consistent and scalable Gibbs sampler for model selection. Journal of the American Statistical Association.

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