Running heading: A Reflection on HRM, MGT 360:

A Reflection on HRM, MGT 360:

Working with Professor Ball
Zachary Medrano
Siena Heights University

Author Note
This paper is being prepared for Human Resource Management 360, led by Professor
Ball. The author would like to thank Professor Ball and all of his fellow classmates for their
assistance in furthering his knowledge and understanding of HRM principals.

A Reflection on HRM, MGT 360:

A Reflection on HRM, MGT 360:

Working with Professor Ball
It was a cold day in January as I prepared to login to my account, prepared to breeze
through the next eight weeks because I felt that I knew all that could be known about HRM, but I
was wrong. With the help of Professor Ball and through the class discussions, I was enlighten to
new and unique perspectives that made me question my own understandings and preconceived
notions. Being allowed to freely apply what was being taught to the Bartleby case allowed for
this twisting and turning stream of knowledge to bounce throughout the discussion boarded,
leading to many moments of further understanding. Maybe Harry S. Truman said it best, Its
what you learn after you know it all that counts.
The truth is being part of my unions executive board; I mistrusted my employers HR
department, so I came to class with preconceptions and misconceptions, but was still willing to
be open minded to the learning process. I was hoping to be able to gain the knowledge or
perspective to bridge the chasm that has been forming between the company and the union for
years. This is not to say that I will not still defend the collective bargaining agreement (CBA) at
every turn, but what I have learned in this class is helping me to understand the reasoning and
purpose of some of the actions that the company has taken, while also making me question the
current CBA. The current climate at my employers plant has been a loss of volume of greater
than ten percent, consistently for the past few years, which has led to layoffs and reduced hours
for many employees. One action that the company has attempted to do to increase hours and
return some employees that have been displaced to work, was to offer cross-training
opportunities, but in the eyes of the union this included a hidden bonus of overtime elimination
through straight time coverage. While it is true that cross training is not covered in the CBA, the

A Reflection on HRM, MGT 360:

ethics and social justice of the issue has since perplexed me. Now that I better understand and
that while yes going through with and agreeing to cross-training was an issue as it applies to the
CBA, but when looking at the HR side of it, I can now see that not only was it an attempt to cut
cost, but it was also an attempt to increase moral and reduce turnover. Nothing can bring down
moral like major layoffs, and with dropping volumes, the uncertainty for those that are still
working thinking that any moment they could be next could be countered by having the faces of
those that are on layoff back in the plant, this sense of recovery can lift the moral. This policy
applies to turnover in the sense that every employee was a skilled member that held a specific
bid, and if the company were to lose these members and business picked up, not only would they
be struggling to fill the gaps, they would cause burn-out in the rest of the body due to excessive
overtime. This is just one example on how this class has helped me look and approach the union
and management relationship differently, and how I am more incline to look at HR decisions
from more than just a management oppressing the body perspective.
When it comes to dealing with social injustices in the work place, the duty falls almost
wholly on HRM, whether it is due to laws imposed on the business or for the purpose of creating
an environment that is fair and just for all involved. HRM is an ever-evolving practice that is
continuing to make drastic improvements, but still faces many issues, and it is my hope that these
issues can be dealt with without government interference. For if, a company is to truly be
socially just, they must have a willingness to confront the injustices without being told, and too
do what needs to be done in the best interest of the business and its employees. The Family and
Medical Leave Act (FMLA), is an example of law that came about due to the failures of HRM.
This law entitles an employee up to twelve weeks of unpaid leave for reasons like the birth of a
child, to care for an immediate family member with a serious health condition, or due to a

A Reflection on HRM, MGT 360:

serious health condition inflicting the employee (Henderson, 2015). Another such instance when
HRM should have taken action is when it comes to compensation. While payroll is one of the
highest expenses that many businesses face, the importance of a livable wage is of great
importance, as the employees are also consumers. Being forced to pay a minimal wage curbs the
ability of a company to motivate their workforce and is one of the many causes of the
unionization movement. Although there are now laws governing wages, HRM has reacted
positive and now better understands the importance of compensations through the development
of retirement programs and other important benefits sought by many Americans (Sturgill, 2015).
An area that is still freely in the domain of HRM is work life balance, especially as it applies to
the millennial workforce, and their increasing demand for more flexible work schedules. With
the baby boomers, making their exodus from workforce a void will emerge leaving many
companies scrambling to fill the gaps of lost skills. It will become imperative for HR managers
to cater to the needs and desires of this new class of employees, in unique and competitive ways
if they hope to maintain a competitive advantage over competitors (Ponos, 2015)
Moving forward with my professional career, I will take in to account the human factor
of any company that I end up working for. Whether I work in the HR department or as a
supervisor, I will look at the importance of business goals and agendas, but take in to account the
importance of work life balance, the importance of life altering events, and the importance of
making a livable wage. I will constant look for ways to keep employees motivated, engaged, and
trained. I will always remember to listen to what needs to be heard and ask what needs to be ask,
because of all the different task that fall to HRM, communication is the most important; it is the
only way to address the needs of your employees and the needs of change. I think Steve Wynn
says it best, Human Resources isnt a thing we do. Its the thing that runs our business.

A Reflection on HRM, MGT 360:

References
Henderson, E. (2015, February 26). Family and Medical leave act. Retrieved March 1, 2015,
from http://familyandmedical.weebly.com/
Ponos, J. (2015, March 2). My Site. Retrieved March 3, 2015, from http://jtponos.weebly.com/
Sturgill, K. (2015, March 1). Info. Retrieved March 3, 2015, from
http://hrmcompensation.weebly.com/info.html