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Think about and respond to the following using the findings of the research assigned in this unit’s study. Make sure you provide your analysis and reasoning for each point listed:

Does incentive pay work? How does group incentive pay work? What about person-focused pay?
Provide an example for each of the following:
In what type of job would incentive pay be appropriate?
In what type of job would a person-focused pay approach be appropriate?
Are these approaches identified and assessed in your effectiveness improvement plan? Why or why not?
Is the pay structure of your organization impacted by your plan? Explain.

Make sure you include a brief description of your HRM Effectiveness Improvement Plan.

Health Care in the workplace/FMLA Discrimination

A female engineer sued her employer based on discrimination based on her Family and Medical Leave Act (FMLA) and her age. The case involved unfair dismissal, which can be found in the supervisor’s poor evaluation of the worker, failing to apply the required procedures. The supervisor used her FMLA leave as a basis for giving her a low-performance score. This paper will provide an effective improvement plan for the company to ensure their mistakes are not repeated in the future.

The company could have avoided violating the law by following the recommended procedures and policies in employee termination and appraisal. There are five Human Resource Management (HRM) models that a company can adopt. These models include the Warwick, Ulrich, 5Ps, ASTD, and Warwick competency model (Lapina 2014). The current human resource has been streamlined using various management software such as Human Resource Information Systems (HRIS) (Noe et al., 2017). These systems are incorporated with the company HR models and help streamline employee delivery and process. The human resource process includes employee training, hiring, compensation, performance appraisal, and employee termination. Managers can terminate employees based on layoff, firing, dismissal, or voluntary termination. The HRIS needs to be incorporated with up-to-date policies that regard employee layoffs to avoid discrimination.

The existing HRM models such as the Harvard model could be applied in this situation. The model five frameworks include stakeholder situational factors such as unions, HRM policies, outcomes, and long-term effects (Bondarouk & Brewster 2016). HRM policies include key HR activities such as training, reward systems, recruitment, performance appraisal, and retrenchment. Applying this model to the situation, the company should train their supervisors and managers on employee rights and obligations under FMLA and other employment laws. Training can help the managers show that they acted in good faith when making their decisions. Furthermore, a strict non-discriminatory policy would help ensure employees are not discriminated against based on race, ethnicity, age, and gender. Following termination, a proper chain of command would ensure that the top-level managers and supervisors followed all the guidelines before laying off an employee.

To ensure employee non-discrimination and employee equality are applied and developed into the organization, factors such as proper performance appraisal, training, and compliance with employment laws are necessary. Training ensures staff members know their rights and can report to senior managers when discriminated against (Becton 2017). Training supervisors and managers also ensure they are not biased on employees and follow the required guidelines (Dessler 2016). A proper model of performance appraisal helps rank employees without favors. The company should establish well-defined evaluation criteria that should be used to rate all employees. Finally, the policy should comply with all employment laws regarding fair compensation, FMLA leaves, employee equality, and fair dismissal (Veirs 2017).

HR practitioners have various roles in the company. These roles include change with management, consultation, and leadership, to name a few. As a leader, HR practitioners direct the company’s mission, goals, values among staff. HR manages people in the business to help accomplish organizational goals. HR practitioners can ensure all employees and managers comply with the policies and employment laws. HR practitioners also serve as leaders of change and with helping the organization make necessary changes in regards to strategic needs (Alfes, Truss & Gill 2010). For example, in this situation where low profitability required a reduction in force, HR could help the organization make this transition effectively to avoid legal battles. HR practitioners act as practitioners’ consultants who provide career assistance to employees and assist in organizational development and planning. As a consultant, HR practitioners could give the organization recommendations and advice on resolving issues and legal battles.

Human resource is made of various disciplines such as training and development, talent management, compensation and compliance, and work safety. Employee satisfaction can be increased with proper payment and training (Anik 2013). To be effective in HR, individuals need to combine all these disciplines when managing employees. When using various human resource theories such as human capital theory, HR can effectively manage human resources. The human capital theory views employees as valuable organizational assets worth investing in (Storey 2016). Effective HR practitioners need to invest in employees through talent development, fair compensation, and employee training. When doing so, this can help HR can help achieve the company’s vision while ensuring employee growth.

In conclusion, organizations should not tolerate discrimination in the workplace. Companies should ensure managers are well conversant with current HR employment laws and policies. To ensure non-discrimination, the company should re-train its managers, re-check appraisals and ensure the company is compliant with all employment laws. An effective HR practitioner should manage all human resources disciplines to ensure the company’s vision is achieved while enhancing employee satisfaction.