(Mt) – Georgia State University Roles of A Human Resource Director Case

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Attached. Please let me know if you have any questions or need revisions.1Roles of a Human Resource DirectorStudent’s nameInstitutional affiliationCourseInstructor’s nameDate2Roles of a Human Resource DirectorEvery industry has got the freedom for union organization since there is no minimumnumber of members required to form a union that will look into employees’ welfare. However, theHuman resource director can use strategies to reduce the chances of a collaboration beingwelcomed by the employees without indicating any form of biasness (Vernon #038; Brewster, 2013).Employees’ unions play a critical role in ensuring that they are satisfied with the management.Every team member believes that through unionization, they can make their working conditionsbearable at the workplace.Employees’ unions are often formed when there is an alarming situation from themanagement threatening their working rights. Human resource directors should not just welcomeunionization by employees because it may result from the management’s failure to deliver goodservices to their employees. The human resource director should employ strategies to minimizeemployees’ opinions to form unions without showing biasness. According to Cristiani and Peiro(2015) unions are created to address employees’ pay and benefits when the company is reluctantto solve employees’ problems. Unions are mostly not accepted by human resource directors sincethey can initiate strikes, bringing everything to stand still.As a Human resource director, you should always minimize unionizations since it cannegatively impact the company. The following strategies can make employees change the mind offorming a union:•Updating policies and practices that are fair•Gaining employees recognition and trust•Creating benefits and competitive payments3•Opening your door for new management policiesA right working environment with a good relationship between the employees and theemployers is less likely to push employees into unionization.4ReferencesCristiani, A., #038; Peiró, J. M. (2015). Human resource function strategic role and trade unions:exploring their impact on human resource management practices in Uruguayan firms. TheInternational Journal of Human Resource Management, 26(3), 381-400.Vernon, G., #038; Brewster, C. (2013). Structural spoilers or structural supports? Unions and thestrategic integration of HR functions. The International Journal of Human ResourceManagement, 24(6), 1113-1129.Attached. Please let me know if you have any questions or need revisions.Running head: ORGANIZATION …

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