Unit One Scholarly Activity: Sources of Information Report (Assessment)


The responses reported on this paper are from a dialog I had with an HR consultant of an organization coping with electronics and fast-moving client merchandise. The firm has 60 everlasting staff and recruits employees on momentary and contractual phrases relying on arising wants. The abstract paragraph synthesizes the knowledge contained within the dialog to establish helpful insights and suggest areas for enchancment.

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Apart from finishing a Bachelor of Science Degree in Human Resources, the HR consultant stated that she has acquired specialised certificates coaching in administration, industrial psychology, labor legislation, collective bargaining, and compensation. She has additionally skilled in interpersonal abilities, customer support, management, and efficiency administration.

Training on Statutes

The HR consultant acknowledged that she has acquired coaching on statutes similar to Title VII, Pregnancy Discrimination Act, Equal Pay Act, and Americans with Disabilities Act. The consultant stated that she has attended a number of conferences and in-house coaching applications to realize sufficient information on these statutes and the way they might be successfully utilized in modern work environments. Lastly, the HR consultant stated the corporate has invested closely in publishing an HR coverage booklet that particulars these statutes and gives hypothetical examples to boost understanding.

Most used Statute

From the dialog, it was clear that the HR consultant offers with the Title VII Act as a result of nature and composition of staff within the firm.

Most Challenging Employee Problem

The HR consultant remembered one event when among the everlasting staff within the firm brought on a piece go-slow for 4 consecutive days as a consequence of considerations related to race-related discrimination in remuneration and profession development. The disgruntled employees argued that staff of Caucasian origin have been favored by the corporate’s administration when it comes to compensation as they acquired extra pay than coloured staff for equal or much less work. Additionally, they have been promoted to increased positions with out following procedures and in whole disregard for the profession development ladder. This downside is expounded to Title VII Act, which makes it unlawful for any personal or public firm with 15 or extra staff to discriminate in opposition to its staff on the grounds of ethnicity, shade, non secular affiliation, nationality or gender (Sloane & Witney, 2009). The downside was resolved by creating a complete coverage that enabled the corporate to control and regulate problems with worker compensation and promotion within the firm.

Most Common Employee Relations Issue

The HR consultant admitted that the most typical kind of worker relations situation that she offers with is battle administration. The firm experiences many conflicts as a result of it drives its gross sales by giving commissions to staff for gadgets offered, along with the standard compensation and advantages. The commission-based compensation coverage triggers quite a few disagreements as staff combat over commissions in joint or collaborative gross sales, resulting in suboptimal working relationships.

Interaction with Legal Counsel

The HR consultant stated that she interacts with an in-house authorized group when requested to offer worker data or to present proof in court docket. However, the HR consultant underscored the truth that her interplay with the authorized group is just not fixed as the corporate has put in place methods which are typically relied upon to escalate worker points earlier than authorized redress is sought. In instances the place the worker sues the corporate in court docket as a consequence of points similar to perceived wrongful dismissal and disciplinary actions, the HR consultant has to satisfy with the in-house authorized counsel to offer the wanted data and take the required steps.

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Dispute Resolution Mechanisms

Finally, the HR consultant acknowledged that the corporate makes use of a number of dispute decision mechanisms to take care of worker points and considerations. These mechanisms embody sustaining an open-door coverage to permit staff to voice their considerations and have the problems addressed internally, mediating between conflicting events, peer tribunals, arbitration, and negotiating pursuits. These dispute decision mechanisms, in keeping with the consultant, are used in keeping with the context of worker issues and events concerned.

Summary Paragraph

The dialog is insightful when it comes to offering data on coaching necessities for HR representatives, statutes governing labor relations, modern worker relations points, and dispute decision mechanisms utilized by firms to handle worker considerations. Indeed, a serious studying level that may be synthesized from the dialog is that HR professionals have a major function to play in addressing many of the points that have an effect on staff. These points have the capability to result in different antagonistic outcomes for the group if they don’t seem to be addressed correctly. However, in my opinion, the HR consultant must advance her information on battle decision and compensation points as a result of many of the issues which have been reported originate from these two core areas. For instance, the consultant can enroll in an alternate dispute decision (ADR) course to realize essential insights on learn how to take care of worker battle with out negatively affecting the events concerned. Additionally, it will be significant for the consultant to acquire extra information on present employment legal guidelines and practices to make sure that she is ready to take care of modern worker considerations as they come up (Walsh, 2013). Lastly, it will be significant for the HR consultant to develop an sufficient understanding of how the dynamics of the United States labor legal guidelines function to make sure that the rights of staff will not be violated as the corporate makes an attempt to satisfy its profit-oriented goals.


Sloane, A.A., & Witney, F. (2009). Labor relations (thirteenth ed.). New York City: Pearson.

Walsh, D.J. (2013). Employment legislation for human useful resource follow (4th ed.). Mason, OH: South-Western.

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