Manufacturing Case Study

Manufacturing Industry Case Study Challenges in Manufacturing Industry Unions HR teams essential be familiar with contract language, when working in a organised facility. In a non-union plant, an HR representative fecal matter tell directly with any member of the workforce when discipline issues arise, such as absenteeism or dress-code concerns. But when employees be union members, the union steward has to be present during those same discussions.Those cases that could be settled with a face-to-face reproof between HR and the employee now accept to be resolved by means of grievance procedures between the union and the HR department. At the same time, HR professionals find that enforcing employee policies are sometimes easier in a union shop, because unionized workers tend to be more familiar with the rules, according to the Society for gentle Resources Management (SHRM). Safety Safety awareness is a major HR issue in manufacturing, because of the considerable risks for jobre lated injuries or fatalities. In an office, someone might trip over a file cabinet. Here, tribe can get pulled into the machines and lose arms or legs. People can get killed, HR Manager Kristi Schmidlap tells SHRM. Human Resource specialists devote a considerable amount of time in training employees to be proactive in keeping their work areas safe. HR departments convey to be restless in enforcing safety policies, such as dress-codes in factories, where long fingernails and sensory hair represent danger among workers using heavy machinery.Human Resource employees also have to set examples, by consistently wearing hardhats, goggles and safety boots, when they travel through the plant. Communication Most laborers in a manufacturing plant do not have computers or desks, which eliminates emails and on-line publications as methods of disseminating information. Instead, HR professionals must rely on bulletin board postings, notices stapled to paychecks or employee meetings. With thre e shifts in operation, the HR representative must schedule 530 A. M. essions to realize that the third shift hears the same message as their first- and second-shift peers. HR departments perish more time explaining common policies than their counterparts in white-collar companies, because manufacturing employees cannot access handbooks and guides that are published on the Internet. This means more interaction between HR employees and the general workforce, especially during benefits enrollment periods, when factory employees who do not have access to company computers, need HRs guidance in entering their selections on-line.