论文代写：人力资源管理
对提供的案例研究,管理的责任,人力资源管理专家和员工管理就业关系可以在工会和non-unionized分析环境。在工会的环境中,管理有巨大的责任参加需求和支持工会工作。这是因为工会的需求本质上是公司的员工的声音/公司。它也是公司的人力资源管理专家的主要责任有交感神经对工会的态度。通常是指出,在工会工作场所形成,人力资源部和工会之间保持和谐成为一个巨大的挑战。然而,它的主要责任应该是人力资源管理专家工作符合工会的利益。此外,员工应该真诚而形成了工会。工会有权成败。因此,员工应该锻炼尽职调查在建立一个联盟和操作,并确保没有不道德的或压力的要求工会在公司(蕨类植物,1994)。
论文代写：人力资源管理
With respect to the case study provided, the responsibilities of management, HRM specialists and employees in managing employment relationships can be analysed in both unionized and a non-unionized environment. In a unionized environment, the management has a huge responsibility to attend to the needs and support the unions at workplace. This is because the needs of the unions are essentially the voice of the workers of the firm/company. It is also the primary responsibility of the HR specialists of the firm to have a sympathetic attitude towards the unions. It is often noted that in workplaces where unions are formed, maintaining harmony between the HR department and the unions becomes a huge challenge. However, it should be the primary responsibility of the HRM specialists to work in line with the interest of the unions. Besides, the employees should be genuine while forming the unions. A union has the power to make or break the company. Thus, the employees should exercise due diligence in forming a union and operating it and ensure that there are no unethical demands or pressure by the unions on the company (Ferner, 1994).
