Answer To: Assignment 3—Choosing Practice from a Range Choose the practice (from a range of ‘best practice’...
Soumi answered on Oct 15 2020
Running Head: CHOOSING PRACTICE FROM A RANGE 1
CHOOSING PRACTICE FROM A RANGE 10
EDUC9604 (2018 S2) COLLEGE OF EDUCATION, PSYCHOLOGY AND SOCIAL WORK
EDUC9604 MANAGING HUMAN RESOURCES
SEMESTER 2 2018
ASSIGNMENT 3—CHOOSING PRACTICE FROM A RANGE
[TOPIC: CHOSING A COMPENSATION STRATEGY TO REDUCE THE LAYOFFS IN D.A.V COLLEGE, JALANDHAR, INDIA]
Table of Contents
Introduction 3
Argument and articulation for chosen practice 3
Synthesising the ideas from experiences, thoughts and literature along with suggestion of policies and practices 4
Explanation of the manner, in which the practice helps in dealing with mentioned human resource issues 5
Demonstrating insight in proposing new ways of thinking about the practice 6
Critically reviewing the literature and identifying the challenges 8
References 10
Introduction
Human Resource is one of the most important resource of an organisation. Firms spend a great deal of money in maintaining a healthy work environment to ensure that the efficiency of the employees can be increased. Excessive Layoffs leads to a negative impact on the morale and motivation of the employees, thereby leading to fear and inefficiency. This assignment deals with the layoff related to adhoc/temporary/casual lecturers at D.A.V College, Jalandhar, India. This assignment deals with identification of an appropriate solution for the issues that has been mentioned above. The human resource department in dealing with such issues faces a number of challenges.
Argument and articulation for chosen practice
The main issues in the given scenario identified in assignment 1 is the excessive laying off adhoc lecturers. The main reason behind such layoffs is to control cost. In addition to that, there is high work pressure on adhoc lecturers in comparison to the permanent lecturers. The adhoc employees are laid off during the holiday period so that the organisation can save ample amount of funds. On the other hand, this practice is negatively affecting the morale of the remaining employees. There is an urgent requirement on the part of the human resource management to deal with the issue. According to Wilson, Reardon, Srivastava and Massad (2015), if the human resource issue is not dealt with at the earliest, it may lead to drain of talent, which is the talented lecturers may feel insecure and leave the organisation.
The solution for the above issue can be reducing the compensation of the employees during the holiday period. This will reduce the fear of existing employees that will help in dealing with inefficiency of the existing employees. Reducing the extra part of the adhoc employee will enable the firm in reducing the burden of compensation on the organisation. The reduction can be used to pay the adhoc employee during the holiday period. This will balance the additional expense and saving in relation to the adhoc employees. Employees can also be offered extra days of unpaid leave during the holiday season. Vacation help in reducing the work pressure on the employees. According to views of Lazear (2018), employees do not mind vacation after heavy work pressure, even if such vacation is unpaid. Introducing a variable component across the organisation will be helpful for the adhoc employees in dealing with the pressure form permanent lecturers. If a variable component is inserted in the compensation scheme, the permanent lecturers will be encouraged to do their own work, rather than delegating the same.
On the other hand, the compensation of the adhoc lecturers can be directly linked to the number of hours of lectures. This will enable the adhoc lecturers to earn as per their work. In addition to that, they will not be responsible for any work allocated to them by the permanent lecturers. This will reduce the burden on adhoc lecturers. Along with that, it will provide them the flexibility to associate themselves with other organisation. This will enable them to earn money during the holiday period. Linking the compensation directly with the number of hours of lecture will provide satisfaction to the lecturer. The adhoc lecturer will try to devote more time towards lectures to earn more. This will improve the satisfaction level as well as efficiency of the adhoc lecturer.
Synthesising the ideas from experiences, thoughts and literature along with suggestion of policies and practices
In the current situation, the adhoc lecturers are employed for a short period of time and then laid off. However, linking the compensation with the number of lectures given will lead to a transparent mechanism of compensation. As per the views of Uzuner and Englander (2015), the human resource management can frame a proposal regarding such scheme and forward it to the higher authority. The higher authority should be explained about the advantages of the system. The adhoc lecturers...