Factors Which Explain Variations in Employee Voice Essay

Factors Which Explain Variations in Employee Voice - Essay Example The sole concern of these bodies has been to render adequate support to the employees in availing their rights depicting precise notions of the employers’ duties in given political, societal and economic situations (Donado & WÃ ¤lde, 2012; Serrano & et. al., 2011). Â  Theoretically, employee voice is often depicted as a notion of replicating the involvement of employees or laborers in the decision-making process of any organization. The concept tends to be a multidimensional approach towards employee-employer relationship and thus it acts as a phenomenon related to employee engagement (Kular & et. al., 2008; Dundon & et. al., 2004). As stated by Budd (2006) in this framework, at the industrial level, three basic interlinked objectives exist behind the establishment of employment relations and as determinants, these aspects also signify the degree of variations between employee voice related practices in different countries. These three objectives are efficiency, equity, and voice (Budd, 2006). Efficiency, in this context, refers to the balance between employers’ objectives and employees’ needs. To be specific, employers are always driven towards greater profits and simultaneously, employees operate towards the achievement of grea ter wages.

Human resource management Essay Example | Topics and Well Written Essays - 1000 words - 4

Human resource management - Essay Example 39). In short, it will act as the roadmap to all the processes required in the recruitment process. The idea of an organisation chart is to ensure that there are no regrets after the process such as having hired the wrong persons, or ending up with people who cannot adhere to the organisation’s demands and objectives. Jobs in different fields will have different [market] demands. In short, a job in medicine will not have the same recruitment descriptions as in the technological sector. Therefore, recruitment theories dictate that for effectiveness in interviewing, recruiting, and retaining employees, it is mandatory to have a specific job description for every available position. For instance, in this technological context, there may be a system administrator’s job vacancy. As such, it will be the duty of the human resources department to make it known to potential applicants that they should possess skills such as computer networking, knowledge in operating systems, computer security, and the ability to make other IT-related solutions. In having the specific required job descriptions, the organisation will attract applicants who know what is required of them, who are competent, and those who will not require extra resources before deciding on whether or not they fit the job. Job descriptions not only simplify the task for the organisation but also for the applicants. According to the subjective factor theory, job applicants will require more than just the financial offer of job descriptions. They will also demand to learn about an organisation’s reputation and what it requires of them before they present their applications. This is because a job should fulfill the financial, psychological, and emotional needs of employees (Yu & Cable 2013, p.49). Therefore, in presenting the required descriptions, applicants will be able to judge whether the job is all-round, that is, whether it will fulfil all their needs. This is important in that it will