Human Resource Management for Traditional Career - myassignmenthelp

Question: Discuss about theHuman Resource Management for Traditional Career. Answer: Stages Exploration is the stage wherein all the critical choices that are made by the individuals regarding the careers is done before entering into the organization or workforce. From the early childhood, the parents and teachers try to narrow the different alternatives and this leads us to the certain directions in our lives as well. Exploration is essential in nature and it ends for most in the early twentys and there is transition from the college to the work life. This period is relevant in nature as there are different kind of career choices that are made by the individuals. Establishment is the period that begins with work search and it includes the first job along with acceptance from the peers in the workplace as well. This is the phase wherein the individuals learn from the job experience along with the success or failure from the job as well (England 2017). Mid-Career is the stage wherein the severe kind of dilemmas can occur in the mid-career stage and this is the time when the different individuals continue the different kind of improvements in the performance or it can deteriorate as well. This is one of the point in the career, the employees will be provided with different kind of apprenticeship to the status of the workers (Low, Bordia and Bordia 2016) Late career is the stage wherein this will continue to grow and it is the pleasant time when there is respect and luxury provided to the different employees. In this particular stage, the individuals are not learning any more and they provide knowledge to others on the basis of the knowledge they have gained previously. Decline is the final stage wherein it is the hardest of all the different phases and it has continued success in the earlier stages. This is the stage wherein there are continuous kind of arrangements wherein the individuals are high levels of performance and this is the time for retirement as well (Hogan and Jonas 2016). Job Evaluation Job evaluation is the systematic manner of determination of the worth or the value of the job in comparison to the other jobs in an organization. The job evaluation helps in making proper, accurate and systematic kind of comparison between the jobs as this will help in assessing the relative worth of the job for establishing a rational pay structure. There are different kind of methods of job evaluation that includes classification, consideration, ranking along with points (Cooper and Mishel 2015). Pay Structure A pay scale is known as the salary structure that helps in determining the extent to which the employee is paid as salary or wage. This is based on several kinds of factors that include the level of the employees along with the status and rank of the employees within the organization. There are different kind of pay structures that include internal and graded pay structure. It is defined as the amount of salary that is paid to the employees in the organization as the compensation and it includes different kind of allowances that include the dearness allowance along with travelling and entertainment allowance (Troy 2016). Process of Collective Bargaining Collective Bargaining is described as the process of the negotiation between the employers and the group of the employees who aimed at the different agreements as to regulate the different kind of working salaries along with working benefits and compensation and rights that is required to be provided to the workers to secure the employment (Granato and Haber 2017). The process of collective bargaining is as follows: Preparation is wherein proper choice is done between the negotiation team along with representatives of both the employer along with the unions. The parties have to be skilled in the different kind of negotiation along with labour laws and determination is required to check whether they have any proper kind of negotiation that is strong in nature Discussion is wherein both the parties meet in order to settle the negotiation process rules and regulations efficiently Proposal is wherein the both representatives make different kind of open statements that will outline the options and suggest possible solutions to the issues at hand Bargaining is wherein the following of the proposals; the different parties will discuss the different compromises that is potential in nature. The bargaining is done in order to create agreement that is acceptable to both the parties and this is effectual in nature as well Final agreement is wherein the agreement is confirmed between both the parties and it is required to be done in writing and this will help them in putting into effect. References Cooper, D. and Mishel, L., 2015. The erosion of collective bargaining has widened the gap between productivity and pay.Economic Policy Institute, Washington, DC. www. epi. org/publication/collective-bargainings-erosion-expanded-the-productivity-pay-gap/. Accessed,10. England, P., 2017.Comparable worth: Theories and evidence. Routledge. Granato, A. and Haber, S., 2017. State Commercial Bank Pay Structure and Industry Metrics in Response to Bank Branching Deregulation. Hogan, B. and Jonas, G.A., 2016. The Association between Executive Pay Structure and the Transparency of Restatement Disclosures.Accounting Horizons,30(3), pp.307-323. Low, C.H., Bordia, P. and Bordia, S., 2016. What do employees want and why? An exploration of employees preferred psychological contract elements across career stages.Human Relations,69(7), pp.1457-1481. Troy, L., 2016.Beyond unions and collective bargaining. Routledge.