Addressing Employee Relations And Human Resource Management

Addressing Employee Relations As she sat in her office in Winnipeg, Britney MacPherson thumbed through a textbook on human resource management. As manager of the Winnipeg location of Maple Leaf Shoes, she was responsible for the day-to-day operations of the facility. However, Britney was finding her job particularly challenging—although she had a B.Com., which she received in 1994 from a well-known Ontario university, her training had been focused on accounting and finance and she had had only one course in human resource management. Things were unravelling in Winnipeg, and Britney knew that she needed help. Unfortunately, her phone calls and emails to head office in Wilmington, Ontario, brought little assistance. The company policy regarding employee communications was quite simple: â€Å"What goes on at the company stays at the company.† This policy was communicated regularly to all employees. However, Joan Jorgenson, a clerk in the office, had violated this policy. A couple of weeks ago, Joan had struck up a conversation with a coworker, Natalie King. During their talk, Natalie had mentioned that she had recently moved from Wilmington to Winnipeg, because, according to Natalie, a senior member of management in the Wilmington office had become enraged when Natalie refused his sexual advances. He had threatened Natalie with dismissal, but after a short discussion an agreement was reached that Natalie would move to the Winnipeg location. Joan became enraged when she heard NatalieShow MoreRelatedThe Importance of an Organizations Performance Management System1538 Words   |  7 Pagessystematic and purposeful. In order to explain the impact that a performance management system can have on other areas of human resource management, it is necessary to define the relationship between a performance management system and human resource management. First, a performance management system is one area of human resource management. 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