UK Employers and Human Resource Management Essay

UK Employers and Human preference Management - Essay ExampleAccording to the discussionman advocate cannot be totally replaced by machines. notwithstanding the technological advances, the globalization swamping businesses worldwide has necessitated an ever more strategic approach to human resource management. Therefore, it is important that managers are able to decipher trends that may impact their companies. Still, it is also equally important to note that in manpower management, the people are a very crucial consideration as this plays go forth potently in the companys image. Empowerment has been very crucial to enhancing the productivity of these workers. However, to empower workers means that at that place must be a certain degree of participation on the part of these employees.From this paper it is get in thatthe respective unions of employees have been very crucial in helping the labourers of a company to voice out their concerns. However, through the last three decades, there has been a weakening of these social structures which has enabled UK employers to have a firmer postponement on their employees to the detriment of their Labour force. The gradual weakening of the system has significantly weakened the once redoubtable unions of the country pave the guidance for companies to further flex their influences over their employees. This weakening eventually resulted in a gradual tack of human resources strategies to favour a more unitarist approach to human resource management.... Howell (2005) laments nearly the weakening and eventual demise of the once mighty Labour movement which bannered a significant mastery for politicians against the various unions in the state. It seems that there has been a potent combination of various judicial and legislative actions as well as various forms of administrative measures coupled with various crises to forge a new way of relating to the Labour force. The gradual weakening of the system has significantly weakened the once formidable unions of the country paving the way for companies to further flex their influences over their employees. This weakening eventually resulted in a gradual shift of human resources strategies to favour a more unitarist approach to human resource management. Indeed, according to Howell (2005) the state has play a very pivotal role in this development. As mentioned. The various legislations and even the crisis of 1979 have been subservient in the decades long transformation of the employment conditions of the UK. Slowly but surely, the balance of power gradually tilted sharply towards the employers. As the hold of the employers strengthened, they are able to impose additional regulations and procedures with bantam or even no dialogues with their employees. Bennet (1997) stresses that this can be detrimental to the firm as it is equal to forcing the will of the organization to the employees. In so doing, important suggestions and signals may be lost wherei n the employees are unsloped made to follow the orders of the company. Unfortunately, these tend to be detrimental since they are able to foster resentments rather than encroach resolutions when the employees are by passed by these procedures.