New Employment Relationship vs. the Manual Investment Approach Essay

New Employment Relationship vs. the Manual Investment Approach - Essay Example The new relationship that was now formed is one that employers give their employees challenging tasks, fixed salaries and opportunities to increase their expertise so that they can be benefit their businesses (Losey, Meisinger, & Ulrich 45). Therefore, this obligates employees to pay the employer with job performance, and this somehow undermines the employee commitment to the organization. This new relationship between employers and employees has changed from the loyal one that existed before globalization and increased competition, to one that based on economic exchanges. The authors urge organizations to uphold the mutual investment relationship so as to gain competitive advantage because workers will be committed to attaining the organizational goals. They argue that many organizations today are focused on achieving high profits and are not considering the welfare of their employees. I believe that organizations should take care of the needs of their employers and offer them job s ecurity. This will be a motivation for the workers to work hard and achieve the goals set by the organization because they are comfortable. Organizations need to invest in their employees because they are the ones who make the organization make profits and if everyone in the organization is catered for it will thrive. Research shows that the human resource department should take the responsibility of catering for the needs of their employees. Motivation of employees is key to success of any organization. Rewarding and giving employees benefits goes a long way in creating commitment to the job and this increases efficiency operations (Losey, Meisinger, & Ulrich 50). Job security and satisfaction are vital for any employee because it makes them comfortable in the job environment and they are able to undertake their duties efficiently (KnowWPC). Employers need to invest in their workers by offering benefits and training to improve their skills, so that efficacy in business operations c an be attained. This mutual investment employment relationship has been supported by other professionals in human resource as they see employee job security and skill advancement as vital in ensuring business success (S.R. de Silva 6). Chapter8: Life after Outsourcing: Lessons Learned and the Role of Human Resources as a Strategic Business Partner (Mirian M. Graddick-Weir) In the recent past, human resource management activities outsourcing has grown tremendously and more in the manufacturing and service industries. Outsourcing is in the payroll, benefits, recruiting and training sections of most organizations. The major reason for companies to outsource is because they have limited internal investment in the area of concern. Outsourcing is done in the light of ensuring business operations go on smoothly without interruptions because of lack of efficient resources to carry out assigned tasks (Losey, Meisinger, & Ulrich 71). However, it is evident that most organizations use outsourc ing to make use of external experts who will see that efficacy in operations is achieved. Emerging and already established organizations are continuously outsourcing various human resource activities from providers outside the business. Outsourcing is beneficial to the organization for various reasons, the