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Le rôle des ressources humaines dans une entreprise (texte en anglais)

Dissertation : Le rôle des ressources humaines dans une entreprise (texte en anglais). Recherche parmi 259 000+ dissertations

Par   •  10 Mai 2013  •  3 534 Mots (15 Pages)  •  852 Vues

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Table of Contents

Executive summary 3

Introduction 4

Discussion 6

• The reasons behind the changing role of the Human Resource Department: 6

• The legal issues that the dismissed employees might need to take up: 6

• the Legal/Ethical issues that the company might consider: 7

• Advice for the meeting with the Trade Union Representation: 8

Conclusion 9

References: 11

Executive summary

The debate on mandatory drug testing for employees as a way to ensure workplaces free of drugs and alcohol is increasing in the UK, particularly in safety critical areas, and largely due to the influence of the United States, where such testing is much more widespread.

Proponents of mandatory testing in the workplace generally insist on the importance of safety and productivity.

Some argue that such individuals for whom screening reveals the presence of drugs and alcohol in the workplace are absent more often and have a lower yield than other employees and that they pose a threat to safety and, on occasion, to the public (which is clearly not the case in the case discussed below). By cons, opponents of drug testing believe that while it is commendable to want to ensure a healthy workplace safe and productive, mandatory testing social costs are too high. They emphasize that drug testing is a violation of the physical integrity of the person and the right to privacy. They also argue that screening programs are discriminatory because they are based on actual or perceived disability. Therefore whether it is possible to find a balance between the need for safety and security of the public, and the privacy and rights of individuals is debatable. The question, however, suggests that the country is a major problem of drugs and alcohol in the workplace and drug testing is the best way to address them.

This paper aims to provide an overview of the legal framework related to mandatory drug and alcohol work and test, and look with more detail into the role HR department plays in the whole process and how its role and responsibilities changes, with the example of a company called ‘Medwell Chemcare’ a company that markets legal controversial drugs, we will discuss the implication of drug testing on the HRM department (since they implemented a new program ‘Substance Misuse Policy’). And also some of the legal and ethical issues related to the subject both the ones in favor and in opposition of the process. Then we’ll look into how the trade union might help the dismissed employees and how to prepare for that particular meeting. And last but not least an alternative to the drug testing including EAP programs that include training supervision… awareness, communication and so on.

Introduction

Presumably, practices and ways of managing men resources in the broad meaning goes back to the dawn of time and most likely corresponds to one of the oldest ‘jobs’ of the world; every community erects its rules of organization and management, implicit or explicit, systems of sanctions, rewards exclusion, etc…

Until the Second World War: HR had an essentially administrative role, the staff services appear in business at the end of the nineteenth century with the event of the Industrial Revolution and wages. At the ends of the nineteenth century, wages are low, working largely unregulated, and the turnover is very high.

It is in this context that the Personnel function will emerge, becoming gradually, especially after the First World War, an integral function part of the company, with the definition of specific areas of intervention. The main concerns are when the organization and control of the work, the application of labor law, conflict management and employee relations.

The period 1945 - late 1980: introduction of social concerns and professionalization of the function after the Second World War, the function grows with the introduction of new concerns about living conditions in the company and the association of employee goals and business performance. This period is marked by the influence of the work of the School of Human Relations (Mayo, Maslow, Herzberg ...) showing the impact of psychosocial factors on productivity and work performance.

At the same time, while the structures become more complex movements with strong concentration and growth of enterprises, according to staff professional. Training and specific skills tools and techniques appear to develop this area.

The 1990s: the HR function becomes a strategic function for the company with strategic business priorities:

- The effectiveness of the organization of work;

- The development of human capital, anticipation and skills development based on the development of skills and business needs;

- Social dialogue, prevention and settlement of conflicts.

The human resource management is as we know it today the set of activities that enable an organization to handle the human resources corresponding to its needs in quantity and quality. The Activities in question are recruitment, remuneration, appraisal, mobility and career management, training, collective bargaining...

This definition allows to quickly present the field in question. However, it is not certain that human resources is like other fields as passive and docile as the definition would suggest. This definition says nothing about how the human resource is yes or not called / invited / associated to participate in the adjustment of needs or resources. Is it considered as an object or as a subject with thought, autonomy and free will?

If one considers that the human resource is conditionable, management is then just a matter of techniques. It thus simply consists on knowing and defining what we want to achieve and mobilizing tools and approaches appropriate to do so. If the implementation is correct, the results will follow and come of it. In other term results will be consistent with this intention as this vision suggests no obstacles other than choosing the right tools.

If we consider instead that the human subject is an actor relatively autonomous, human resources management becomes a much more negotiated. HRM becomes an organization of decision

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