Significance of the Human Resource Management

Question: Discuss the work place issues faced by Tolu and implication of good Human Resource practice? Answer: Introduction: The human resource management is actually a process for improving performance of the employees through the recruitment, training, performance appraisal and termination process. According to this case study it has been observed that the company has elevated different issues against Tolu. Finally it has been found that the organization has terminated Tolu due to her mis conduct in the work place. Tolu felt that she has been treated unfairly. The human resource manager asked Tolu about her future activities. At that moment the company regularly followed Tolus social networking profile and found that Tolu has posted something which was actually against the organization (Armstrong and Taylor 2014). The human resource manager of the travel and tourism organization has told Tolu about the critical issues raised by the company after monitoring the social media post like I think Ill an in sick because I just cant face working for that idiots with this headache. It was claimed that the staff d estroyed the reputation of the organization, they did not maintain the staff communication rules, they did not maintain the privacy at work and also did not show the required conduct. Therefore, the human resource management has to look for the legislation against Tolu and treat such a sensitive case to be in the neutral condition (Ulrich 2013). As per the rules, the organization should not interfere in the personal views of the employees in their social media profile. The human resource management has to investigate some other relevant examples and case laws to support the actual judgment. Work place issues faced by Tolu: As per the following case study, it has been found that Tolu, the 25 years woman worked as a customer service assistance of the popular holiday company. She has provided the support to the customers about the online flight and holiday package booking. One day her supervisor misbehaved with her in the human resource managers office. Tolu protested against that incident in the social media (Renwick et al. 2013). On other hand, it has been observed that the organization regularly followed the employees social media account. The organization has found that Tolu has written a post about her absence in the office due to illness, but in reality she was actually not sick (Alfes et al. 2013).The organization has considered the social media post as official information, which was actually wrong. According to the management decision, she is going to be terminated for providing wrong information for taking leave. As stated by Kehoe and Wright (2013), the wrong information of the employees affects the reputation of the companys employees communication, alleged conduct and work privacy. Jabbour et al. (2013) argued that the reputation of the organization depends up on the ethical consideration, employee behavior, and financial performance of the organization, leadership quality, management strategy, social responsibilities, customer focus and reliabilities. It has been noticed that the service industry is concerned about the brand image and the relationship with the public. Therefore, the wrong post of Tolu may affect the company reputation. It has been observed that a customer has posted on Facebook that Applebees restaurant has charged 18% as a tip from the customers (Boella and Goss 2013). Some customers have given the comment like I give God 10% so why do we pay 18% tip (Marler and Fisher 2013). After that the organization has claimed that it was printing mistake and they made the correctio n. It has been observed that more over 10,000 customers have given the negative comment. Then the organization has deleted the negative comment and has blocked those profiles (Marler. and Fisher 2013). After that more over 19,000 new posts has been generated. After considering such case, the Travel organization has identified that the wrong information in the social media site may affect the reputation of the organization. On other hand, the organization has encountered the employee conduct issues. The organization always expects the proper behavior from their staffs in workplace. As argued by Morgeson et al. (2013), the human resource management also develops the corporation rules about the limited behavior of the employees. As per the old news report it has been observed that Joan Orie Melvin was terminated from her company on February 2013 due to her unethical behavior in the office premises. The organization has claimed that Joan had unethically taken their service and misused the organizational facilities like excessive telephone bill, fuel cost and lunch bill. The organization terminated her and ordered to pay $55,000 as a fine for the misuse (Antonioli et al. 2013). Therefore, the human resource management needs to consider the financial loss of the organization. It has been observed that the human resource management was quite confused about the use of social network in the work place related policies of the tours and travel organization. Hoch and Dulebohn (2013) argued that the employees have less privacy rights in their professional life than their personal life. The organization has already implemented the rules that the employees cannot check their personal email, social networking site in workplace (Lengnick et al. 2013). Some Californian company has implemented the Information system to track employees activity and send notification email to the higher authority. According to this new information technology system, an email is automatically generated when the employee log in their personal email or any social media account. On other hand the US Supreme court has passed the rules that the organization or the management can check the employees personal networking profile (Chuang et al. 2013). Therefore, in this case study it has been obs erved that the Travel organization has followed Tolus Faebook account..The company has identified the unethical information of Tolu. According to Tolu it was a casual comment that she had taken sick leave. On other hand, this post is totally unethical to the management because Tolu provided wrong information about the companys leave policy on social media site. After considering the above issues it can be suggested that Tolu has to take some legal steps against the organization. Tolu can appeal in the court regarding the human rights (Martn et al. 2013). As per the US government rules and regulation, the organization can check the employees social media profile to investigate against any criminal offense or terrorist activities but the employees should have the freedom of speech in the social media sites. Implication of good Human Resource practice: The human resource manager has critically observed that more over 1,550 million people are regularly active on Facebook and 320 million people regularly follow the post on Twitter all over the world (Kerlinger et al. 2013). Therefore, maximum employees also maintain their profile in those popular social networking sites. More over 65% employees regularly use social networking site almost 2 hours per day. It has been observed that more over 25% employees were terminated regularly due to poor performance (Armstrong and Taylor 2014). As stated by Tone and Dulebohn (2013), the involvement of the employees in social media affects their professional career. It has been noticed that some organizations follow the contemporary human resource management theory and the human resource management monitors the employees performance through social media, which decreases the performance of the employees. As stated by Armstrong and Taylor (2014), the Social Media Performance Monitoring Process distru sts the employees from their work and their performance level decreases. It has been observed that the human resource management strictly follows the Code of Ethical Conduct to implement the social media monitoring strategy. According to the policy the human resource management, the human resource management should allow the social networking sites like Twitter , YouTube, LinkedIn, Facebook, forums and blogs in the workplace to maintain the communication with the employees (Ulrich 2013). The human resource management strictly notified that the employees can not share the organizational data or information in the social media sites. The employees should be instructed not to post any kind of obscene, threatening, abusive, harassing, defamatory, pornographic or other illegal picture or related links in the social media sites (Renwick et al. 2013). In the service industry, the human resource policy is related with two different properties such as respect and relation. The human resource management has to ensure that the employees maintain respect with each ot her as well as the customers. On other hand the employees must have the tolerance level to handle the customers and public criticism (Alfes et al. 2013). It has been observed that the service industries like restaurants, airlines industry, travel and tourism organizations and restaurants terminated their employees for posting some unwanted comment about their organization on the Facebook page or Twitter. It has been observed that some employees have posted injustice video on YouTube. The video destroyed the reputation of organization. As argued by Kehoe and Wright (2013), the human resource management should be careful when they allow the employees to use the social media in workplace. It has been noticed that the new joiners signed a code of conduct form where it is mentioned that the employees cannot share any kind of work place related information in social networking site. Therefore, the employees like Tolu should be conscious about the sick leave related post in social networki ng site. As opined by Jabbour et al. (2013), in service industry, the human resource management strategies strictly depends upon the social networking sites and the human resource managers have to maintain their strategy in a specific process. The human resource management has to follow the attribution theory. As per the attributing theory the human resource management has to understand the internal and external attribution of the employees. Internal attribution: The employees have to be more conscious about their conversation which they have posted in the social networking site to collect the public opinion. For example, a sales executive has shared the secret critical discount policy of the organization (Boella and Goss 2013). The employee has found that the organization has cheated the customer through their fake discount strategy. After observing such post, employee was terminated for sharing the secret policy of the organization in the social media. The human resource management has to ensure that the employees do not create confusion, harassment and discrimination through their post. It has been observed that the Tolu has posted that she is sick but in reality she was absolutely fine condition. Therefore, the human resource management has to ensure the discrimination free and harassment free work environment. As stated by Marler and Fisher (2013), sometimes that employees use vulgar comment against a post. It harms the brand image of th e company. Therefore, the good reviews and comments of the employees about the managers or supervisors improve the internal communication system of the organization. External attribution: The human resource management has to maintain the external attribution of the organization. It has been observed that the employees of the popular service industry like the travel and tourism industry, hotel industry, hospitals and transport sometimes posted unauthentic comment in the social networking site (Antonioli et al. 2013). Therefore, the unauthentic and negative comment of staffs affects the brand popularity of the organizations. It has been observed that some people have posted totally wrong post against the organization. Such posts also damage the brand image of the organization (Hoch and Dulebohn 2013). Therefore, the human resource management has to develop the effective human resource program based on the social media because it will help them to monitor both internal and external progress of the organization. Conclusion: This assignment is based on the case study of Tolu. Tolu was terminated due to her social networking related post about the sick. The organization has claimed that Tolu was not sick when she posted that comment. Then the organization has terminated the employee to share the wrong information and leave related information in the social networking site. Therefore, this assignment is based on the critical review about the understanding of the scope, significance and legal framework of human resource management practice in the performance of the organization. The human resource management critically examines those factors which influence the staffs or customers. Lastly, the suitable human resource management strategy has discussed which helps the human resource management to establish their strategy by avoiding the social media related issues and reduce the risk of both such as employees and organization. Reference list: Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. 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