美国代写论文：人力资源管理
关于所提供的案例研究，管理人员、人力资源管理专家和员工在管理雇佣关系方面的责任可以在工会和非工会环境中进行分析。在一个工会化的环境中，管理层有一个巨大的责任来关注需求和支持工作场所的工会。这是因为工会的需求本质上是公司/公司工人的声音。对工会持同情态度也是公司人力资源专家的主要责任。人们经常注意到，在工会形成的工作场所，保持人力资源部门和工会之间的和谐成为一个巨大的挑战。然而，人力资源管理专家的首要责任应该是与工会的利益保持一致。此外，在组织工会时，员工应该是真诚的。工会有权决定公司的成败。因此，员工应该在组织工会和经营工会时进行尽职调查，并确保工会对公司没有不道德的要求或压力(Ferner, 1994)。
美国论文代写：人力资源管理
另一方面，一个没有工会的环境也有它自己的挑战。管理和人力资源管理专家的责任在这里增加了多方面。这是因为员工没有办法表达他们的意见和担忧。因此，它成为管理和人力资源管理专家的责任，倾听个人的关注，并将他们应用到更广泛的背景下的公司，因为一个员工的关注可能是一个大的所有员工的关注。在非工会环境中，员工也有责任向相关部门表达他们的关切，因为组织可能没有意识到员工所面临的挑战。因此，每一种环境，无论是工会化的还是非工会化的，都有自己的挑战、优势和劣势。这是所有三个主要组成部分的生态系统，即员工、管理人员和人力资源管理专家的责任，以尽职尽责的方式行使他们的职责，并最大限度地利用公司现有的约束和资源。他们应该茁壮成长，带来最好的可能的结果-无论是一个工会环境或一个非工会环境，应该与公司的价值观尤其一致，应该在整个社会的共同利益(Sverke & Hellgren, 2001)。
美国essay代写：人力资源管理
With respect to the case study provided, the responsibilities of management, HRM specialists and employees in managing employment relationships can be analysed in both unionized and a non-unionized environment. In a unionized environment, the management has a huge responsibility to attend to the needs and support the unions at workplace. This is because the needs of the unions are essentially the voice of the workers of the firm/company. It is also the primary responsibility of the HR specialists of the firm to have a sympathetic attitude towards the unions. It is often noted that in workplaces where unions are formed, maintaining harmony between the HR department and the unions becomes a huge challenge. However, it should be the primary responsibility of the HRM specialists to work in line with the interest of the unions. Besides, the employees should be genuine while forming the unions. A union has the power to make or break the company. Thus, the employees should exercise due diligence in forming a union and operating it and ensure that there are no unethical demands or pressure by the unions on the company (Ferner, 1994).
代写英文论文：人力资源管理
On the other hand, a non-unionized environment has its own challenges. The responsibilities of the management and the HRM specialists’ increases manifold here. This is because the employees do not have a method to voice their opinions and concerns. Thus it becomes the responsibility of the management and the HRM specialists to listen to individual concerns and apply them on a broader context in the company since the concern of an individual employee might be a concern at large of all the employees. It is also the responsibility of the employees in a non-unionized environment to stage their concerns to the concerned departments since the organisation might not be aware of the challenges faced by the employees at large. Thus every environment, be it unionized or non-unionized, has its own challenges, advantages and disadvantages. It is the responsibility of all the three major components of the ecosystem i.e. the employees, the management and the HRM Specialists to exercise their duties with due diligence and make the most of the available constraints and resources of the company. They should thrive to bring out the best possible outcome – be it a unionized environment or a non-unionized environment which should align with the values of the company in particular and should be in the common interest of the society at large (Sverke & Hellgren, 2001).
