Discussion Questions on HRs Employee Issues for HR

What are some of the specific employee relations issues a member of this group might bring to HR?

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Employees will be concerned about health care insurance group options, life insurance, leave arrangements and policies and retirement benefits and these are some of the issues that they might bring forth to the HR.

Supervisors will most likely need HR support and advice on employee training and development, both in-house and external, to address new and challenging skill sets that are necessary for the dynamic work environments.

How would HR "the enforcer" respond?

Employee benefits, which are the issues that the employee will forward to the HR, are non-mandatory non-wage compensation that the company provides to its employees besides their standard remunerations (Raofi, & Taheri, 2014). It is the responsibilities of the employees, therefore, to apply for these benefits, check payroll deductions for all group insurance benefits, provides the required claim information to enable processing of these applications and to issue a written notification in case they do not want to continue enjoying the services among others (Raofi, & Taheri, 2014).

The HR department will provide training to the most talented employees and offer a guide to the supervisors on when it is appropriate to conduct an in-house training and when they should consider external training (Raofi, & Taheri, 2014). Depending on the nature of the challenge in the work environment, the HR will help the supervisors in identifying trainers, identifying training practices that do not violate laws and policies and ensure that there a favorable working environment for both the trainees and the trainers. If training is to be done externally, the HR will organize for all the expenses to be incurred and select an appropriate time for the same.

How would HR "the strategic employee relations partner" respond?

There are many inherent benefits that accrue to the company as a result of providing employees benefits (Raofi, & Taheri, 2014). Although they are expensive, the increase the chances of finding and keeping highly qualified personnel and increasing productivity that is a plus for the organization's success. These benefits also help employees have a peace of mind at their workplace and reduce the rate of absenteeism from work. Although a little expensive, the benefits of these plans outweigh the costs and is necessary for the company to provide such to its employees (Raofi, & Taheri, 2014).

Although proper employee training and development is critical for the enterprise's success, the company needs to have a thorough research of its current situation to determine which training method is appropriate. The HR will consider the possibility, cost and appropriateness o of getting trainers to conduct the training in- house training and compare it with that of having it done from the outside (Raofi, & Taheri,2014).. The HR department needs time to select training topics that match the requirements of the companys work environments.

Part Two

Select one of the issues from Part 1, and post your thoughts about your comfort level with the difficult conversation you would need to have.

Considering the listed issue about employees health care insurance group options, I would be comfortable inquiring if the cover is only for me as the employee or it extends to my family members or spouse. If the benefits are extended to other parties, e.g., my family, I would want to know whether they are wholly or partially covered. I would also wish to know the precise rules and regulation governing my coverage and my insurer.

As a supervisor, it would be within my comfort to know whether the company intends to keep training its staff or it is doing it for a limited period.

Bibliography

Raofi, N., & Taheri, A. (2014). Strategic Human Resource Management in the Public Service.