Industrial Relations Integrated Project (Human resource) Essay

industrial Relations Integrated Project (Human resource) - Essay ExampleThe report then gives recommendations that could be applied to ameliorate industrial relations especially in the context of employee disciplinary policies and termination of employee services. Danway electrical and mechanical technology has been in the engineering industry since 1976, the firm provides engineering services in a variety of lord in engineering, industrial and construction sectors. The company offers a variety of engineering services ranging from mechanical, electrical and orchestration works. The company also offers quality services in infrastructure construction, maintenance and upgrade, and is involved in projects from figure to completion of quality structures (Danway, n.d). Danway guarantees the delivery of high quality services to client, a mission they have achieved enabled by a highly competent staff, effective project management that ensures timely completion of projects while unbos om ensuring the safety during and after the project. Projects atomic number 18 very labor intensive require the coordination of professional engineers, architects, project managers, skilled and semiskilled workers participating in planning and erection of projects. There is need for clearcutness in attendance to the projects and constructions since errors in this field would be fatal for users of any faulty facilities put up. To achieve this there atomic number 18 a set of policies and procedures set up to monitor activities within the company. Usually the adherence to these regulations is closely monitored by operations manager and the human resource manager. Importance of discipline procedures Operations in either scheme are governed by a set of guidelines and policies to ensure efficient delivery of quality products and services. Jex and Britt (2008), read the need to establish a code of conduct which creates a favorable environment for performance of duties for both(pren ominal) the employee and the employer. The employer through the coordination of the human resource manager and the operations manager has the responsibility of constant and timely parley with their employees. It is essential to keep them updated on their responsibilities, for motivation and correction whenever duties are not well attended. It is the responsibility of all manager to ensure that both the employer and the employee understand the rules on which the organization runs. Ambiguous rules are often unfastened to misinterpretations and can cause a great difference between the parties involved (Jex and Britt 2008). To achieve this every organization has a set of disciplinary policies which guide operations of human resources in factory operations. These policies are well communicated by the human resource management (Bjorkman and Stahl 2006). It is important for every employer to establish good disciplinary policies for their organization. These are meant to ensure efficienc y in operations while still protecting the rights of the employee. With the knowledge of their duties and priggish code of conduct expected from them, employees are expected to responsibly perform duties and deliver in their positions with precision to ensure the achievement of the organizations mission and vision. According to Bates (2002), a good disciplinary