Learning portfolio | Human Resource Management homework help

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Course Reflection

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Institution Affiliation
Course Code and Name
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Part 1
Employee relations management within Canadian organizations has enabled me understand various policies for dealing with workplace aggression and violence. The policies statement recognizes aggressive and violent behaviors as unacceptable in the workplace. The policy applies to all employees, including the members of the public. All forms of discrimination on employees are not tolerated encompassing intimidation, more decisive disciplinary action, restriction, coercion, and interference. Equally, discrimination of employees based on gender identity, emotional handicap, color, cultural norms, or gender or marital status is highly disbanded.
Employees are given the privilege of reporting issues or complaints associated with the work environment or the employment terms. The new Canada standard for psychological safety and health in the workplace sets the expectation of the Canadian organization to strive for a psychologically healthy work environment and helps identify strategies for promoting and sustaining psychological health at the workplace. Individual employees and organizational management work together to offset and avoid adverse outcomes by taking an approach referred to as preventive stress management (Trif & Paolucci, 2019). The process is founded on the principle that individual health and that of an organization are interdependent. An organization that emphasizes the health of the workers has a probability of succeeding. Therefore organizations need to provide pleasant working conditions for productive and healthy individuals—employees who experience unfairness in the workplace experience an increased level of stress. According to research, exposure to injustice at the workplace is linked to a high risk of death resulting from cardiac events and increased insomnia. Researchers have long known that injustice undesirably influences employee attitudes, comprising their obligation to the association. However, surveys of the association between injustice at work and worker health are comparatively new.
Additional, I learned a lot from the live sessions in class. Instructors always provided frequent answers; hence we as students could remain active throughout the live session. Equally, the use of polls, asking questions, and having students posting thumbs up or down in the chatbox was an effective way for students to indicate their understanding of the content. The typical responses helped maintain the students’ involvement and interest in the session and eliminate students’ inaction. Live lessons helped me to hold myself accountable for my learning, practice effective time management, develop and establish a shared study space and stay well organized by eliminating all forms of distractions during the sessions. Throughout the live session, I figured out the best way to learn and ensure active participation in the session by staying attentive and answering questions. Most importantly, the live class session was beneficial to me as they provide ample time for interaction between students and the instructor. The use of video lectures and the online course material was helpful. One of the most effective teaching methods was live discussions.
Self-directed learning immensely assisted me to learn the materials most comfortably. Self-directed learning enabled me to learn at my own pace, independently, and in individualized learning. All form of education is ultimately self-directed and hence assisted me in retaining the content. Working at my convenient time and pace helped me in researching and utilizing the vast internet resources. I accessed online materials such as textbooks and peer-reviewed scholarly journals, which greatly assisted me in my assignments. Further online discussion helped us in discussing content, sharing ideas, and solving problems. These have enabled us to present individualized ideas and elaborate on other arguments put forward by others. This helped me in gaining a variety of opinions on the subject. Live sessions provided me with numerous opportunities for interaction. The multiple communication modes in the online learning environment enabled me to work closely with my colleagues to exchange information and ideas on projects with students worldwide.
One of the extra-curricular activities in the workplace that greatly assisted me is participating in entrepreneurial societies and various educational programs. The entrepreneurial organizations usually offer access to mentoring facilities to help entrepreneurs kick start their business ventures and an opportunity to compete for funding. The programs also provide a chance to handle business, solve problems and explore various business case studies. The societies and programs have also allowed me to gain commercial awareness and understand the commercial principles with a problem-solving mindset.
Another extra-curricular activity involves joining entrepreneurial programs and enterprise partnerships with employers. These encompass several practical workshops where we devised and implemented a business idea, solved business problems, and worked through case studies involving engaging in talks and networking groups with business experts. These have enabled me to gain various skills and knowledge encompassing proven business interest, business concepts and understanding how business works, gain experiences on a business project and make essential business decisions, project management skills, problem-solving skills and creative thinking skills, team-working skills, communication skills and to have an innovative and entrepreneurial mindset (Samwel, 2018). The best assignment that was the one on Canada Post Corporation enabled me to carry out comprehensive research on the corporation. This helped me understand the importance of the Canadian union postal workers and how it facilitates safety and health measures.

Mind Map Diagram

Assignments such as Canadian post corporation, human resource management
Online discussion self-paced learning, collaborations, learning independently
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Live sessions sessions

Learning experience from the course

Entrepreneurial programs and enterprise partnerships
Surveys on employee satisfaction involving questionnaire
Extracurricular activities

Part 2 – Future Learning Plan
What I need to learn more about this subject: the effects of injustices in the workplace and how the injustice results in increased work strain amongst the employees. There is a close relationship between job satisfaction and engagement in the workplace leading to high workplace turnover. High employee tune results in wastage of energy and time. Injustice and unfairness at the workplace cause a high level of strain amongst the employees. Inequity also has some adverse effects on employee’s attitude encompassing organizational commitment to the organization (Long & Singh, 2006). In the workplace, fairness is categorized in distributive justice, procedural justice, and interpersonal treatment. Interactional injustice is linked to increased work strain and stress, while perceived injustice causes psychiatric symptoms, including sickness caused by absences from work and high blood pressure. Employees often judge an outcome as unfair if they do not receive the reward or recognition they deserve. For instance, the injustices accorded to women in various world civilization stages offer a reasonable ground on promoting gender pay parity amongst the soccer players.
  Some of the topics that we did not discuss in class and are involved in employee relation management include safety behavior, Hazardous situations, Workplace rights, Training, Workplace harassment. Safety behaviors entail avoiding incidents in the workplace that put employees in danger. Implementation of unsafe decisions and behaviors are the major contributing factors in employee accidents; thus, employees are always encouraged to follow safe techniques that do not expose them to hazardous situations. On the other hand, workplace harassment encompasses derogatory jokes, ethnic slurs, personal insults, and other forms of expressions towards a specific race or gender (Khoreva & Wechtler, 2018). Abuse ranges from employee mocking to intimidation of employees psychologically through threatening them or displaying discriminatory symbols. Employee training involves enhancing the abilities, skills, and knowledge of workers for undertaking a specific job. The training process molds employee thinking leads to the quality concert of employees and an influential by-product of augmented performance and commitment through training leading to employee retention.
 Amongst the above topics that I am interested in the workplace rights. Employees have a right to work in an environment free from all forms of harassment and discrimination. An employee has a right to work in a safe workplace that is free from dangerous conditions, toxic substances, and other probable safety hazards. Also, employees have a right to retaliation for filing a complaint or claim against an employee. In most countries, employees are also afforded the right to privacy. This worker right relates to individual possessions, comprising handbags or briefcases, accessible storage desks, and personal mail sent to the employee. Employees also have a right to private telephone discussions, including voicemail mails. Employees have very restricted rights to an e-mail conversation and another Internet usage while using the company’s computer system. Nonetheless there are three main basic rights for employers. Every employee has a right to refuse unsafe work (Kloutsiniotis & Mihail, 2018). Each worker must be informed on the workplace dangers by having access to safety information and basic health. Lastly employees have a right to contribute in health and safety debates and health and safety boards.
References
Khoreva, V., & Wechtler, H. (2018). HR practices and employee performance: the mediating role of well-being. Employee Relations.
Kloutsiniotis, P. V., & Mihail, D. M. (2018). The link between perceived high-performance work practices, employee attitudes and service quality. Employee Relations.
Long, R. J., & Singh, P. (2006). Strategic compensation in Canada. Thomson/Nelson.
Samwel, J. O. (2018). Effect of employee relations on employee performance and organizational performance-study of small organizations in tanzania. Global journal of management and Business Research.
Trif, A., & Paolucci, V. (2019). Employee Relations in Context: Globalization, Uncertainties, and Dynamics of Change. In International Comparative Employee Relations. Edward Elgar Publishing.

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