Compensation and Benefits – The area of Compensation and Benefits belongs to the most specialized areas in Human Resources Management. Youssef (2015) noted “Pay and benefits are critical factors in the attraction, motivation, and retention of talent” (p. 196). There are several reasons that an employer or organization will offer benefits and services to their employees. For example, Youssef (2015) noted, “According to the Bureau of Labor Statis¬tics, Organizations spend billions of dollars a year voluntarily providing their employees with numerous additional benefits in the hope of gaining a competitive advantage in attract¬ing, retaining, and motivating the right talent” (Youssef, 2015, sec 9.1 p. 222). In order to retain the best talent,
…show more content…
Youssef (2015) noted, “Labor relations refers to the relation¬ship between management and union¬ized workers regarding employment conditions” (p. 15). In the United States, labor relations were profoundly affected by the National Labor Relations Act passed in the 1930’s, which addresses issues such as employee representation rights, interfering with union affairs, and discrimination in employment Youssef, 2015, sec 1.6, p. 15). HR managers must work toward employee satisfaction and claim resolution to preserve the integrity of the orga¬nization. Youssef (2015) noted, “Labor relations within the realities of a global economy is another major potential area for unions to contribute to. Global corporations employ workers around the world, but the extent to which these workers’ rights are represented varies from one country to another (p. 254). The presence of a union directly affects most aspects of Human Resources Management, including recruiting, selection, performance evaluation, promotion, compensation, and benefits. HR managers must work hard to listen to and inter¬pret employee complaints and create and develop strat¬egies to rectify complaints in order to create cooperative relations with unions (Youssef, 2015, sec 1.6, p.
Youssef (2015) noted, “Labor relations refers to the relation¬ship between management and union¬ized workers regarding employment conditions” (p. 15). In the United States, labor relations were profoundly affected by the National Labor Relations Act passed in the 1930’s, which addresses issues such as employee representation rights, interfering with union affairs, and discrimination in employment Youssef, 2015, sec 1.6, p. 15). HR managers must work toward employee satisfaction and claim resolution to preserve the integrity of the orga¬nization. Youssef (2015) noted, “Labor relations within the realities of a global economy is another major potential area for unions to contribute to. Global corporations employ workers around the world, but the extent to which these workers’ rights are represented varies from one country to another (p. 254). The presence of a union directly affects most aspects of Human Resources Management, including recruiting, selection, performance evaluation, promotion, compensation, and benefits. HR managers must work hard to listen to and inter¬pret employee complaints and create and develop strat¬egies to rectify complaints in order to create cooperative relations with unions (Youssef, 2015, sec 1.6, p.