No, the questions don\'t have to be answered. Just your thoughts on the informat

Question

No, the questions don't have to be answered. Just your thoughts on the information. Thanks! :-)

Share your thoughts in 250 words on the most important principles from HR Perspective in Chapter 15 (p.582). Additionally, please discuss how you see these principles at work within your current job or former job?

***(please provide an original response due to plagerism purposes)*** THANKS

Setting Up an Alternative Dispute Resolution Process inita design. Use focus groups, town hall meet ings, suggestion systems, or email polls eating an intermal process to settle employment- 5. Get feedback trom employees on the ted disputes and conflicts can benefit both the organization and its employees with faster resolu- tion of complaints and issues. An a ternative dis pute resolution (ADRI process can address issues such as employee discipline matters, violations of policy, and employment termination decisions Share all the details so that employees can effectively evaluate the proces Design the rollout strategy and commun tion plan. Determine whether to "go live right from the start or to use a pilot test of the process first. Decide how to get 6. ADR can take a number of forms, including arbitration, peer review, ombuds, and mediation It is not necessary to include all forms of ADR managers can choose the approaches that make the most sense for the organization. Here are some suggested steps in developing an ADR process 1. Determine the organization's readiness for 7 Remind employees about the process pe- the word out to managers and employees so that they understand how the process works and what types of disputes are appropriate to bring to the ADR pro ADR, Is ADR consistent with the organiza tion's culture and other HR processes? There needs to be a good match between cuiture and process for ADR to work Identify key stakehoiders among both formal and informal leaders. Top executives must sup port an ADR program. Don't ignore the infor mal leaders, since they can influence the rest of the employees, and their support is critical Research the various ADR options to de- termine which ones are the best fit for the organization. For example, peer review is most successful when there is a high level of trust within the workforce riodicaly, such as once a year, so that they know it is operational and effective ADR can be effective only if all managers and employees understand the process and trust it to resolve their issues. The benefts it can provide mean that employers and employees wll not be tied up in a lengthy, drawn-out process 2. of resolving problems. Speedy, fair resolution allows everyone to move on from a situation and get back to productive work.18 As you consider 3. the process of ADR, discuss these questions 1. Have you worked at a job where ADR was used? If so, what type of ADR was there and how effectively did it work? 4. Design the program by using a cross functional team that includes HR, line 2. If you were a manager, what would you see managers, and senior managers. This way input from many different areas of the as the advantages and disadvanta using the various forms of ADR to resolve employment disputes? organizations is provided KEY COMPETENCIES: Relationship Management, Business Acumen; HR Expertise Structure of the HR Function, Organization/Employee Relations

Explanation / Answer

Yes, I have worked at a job where ADR was used and type of ADR was peer review because in that organisation, there was a high level of trust. In peer review process employees bring their disputes in front of panel of managers to make decision

There are different forms of ADR process, those are dispute systems design, facilitation, mediation, partnering, ombuds, peer review process, mini-Trials, Arbitration, neutral evaluation and these forms have some advantages and disadvantages

Advantages

With using ADR, we can save time and we can take a final decision, it may costs less money and people can understand and choose required rules to solve their disputes at the same time they have some disadvantages

Disadvantages

These forms have some disadvantages, , for suppose, arbitrators can settle disputes which based on money and they can't give any orders which should followed by one party

Human resources are most important assets of every organisation. As a employer of the organisation, you should keep them happily and provide them safety and security. Attract them by creating excitement in the work. There are some principles to handle the human force carefully, those are

Handle all activities from recruitment to retirement

Give more importance to men rather than machine because machinery useful to reduce time and they should follow men instructions, without men, , there is no use of machine, in other words, men should control machine,

Recruit the skilled people,

Employer should recruit the effective human force and develop them to reach organisational goals

Take time to recruit the right personal but don't take time to remove the unethical people

Lead people by serve them

To lead people effectively, we should serve them first and understand their feelings and thoughts then automatically they will mould to organisation

Design a simple organizational structure because people are not willing to work under bosses, they want to work as a team or group

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