Real-life organization that uses both human relations and human resources principle

Sample Solution

Example: Google and the Balancing Act of Human Relations and Human Resources

Based on your preference for an organization I may not be familiar with, I'll use Google as an example. While I haven't been directly involved, it's a well-known company employing both human relations and human resources principles, offering a clear case study.

(1) Organization and Brief Description:

Google, a multinational technology company, is known for its innovative products and collaborative work culture. It employs thousands of employees worldwide across various sectors like software development, marketing, and customer service.

(2) Application of Principles and Impact:

• Human Relations: Google fosters a strong sense of community through initiatives like team-building activities, employee resource groups, and open communication channels. They emphasize employee well-being with on-site amenities like gyms, healthy food options, and flexible work arrangements. This human-centric approach reportedly promotes job satisfaction, teamwork, and creativity.

Full Answer Section

• Human Resources: Google employs traditional HR practices like competitive salaries, comprehensive benefits packages, and career development opportunities. They utilize performance management systems, training programs, and internal job postings to ensure employee growth and engagement. These practices provide structure, stability, and a sense of career progression, boosting morale and retention.

Impact on Productivity and Worker Satisfaction:

Google consistently ranks high in employee satisfaction surveys and is recognized for its innovative and productive work environment. This suggests that both human relations and human resources principles contribute to a positive work culture, enhancing both productivity and satisfaction. It's difficult to conclusively say one approach is more beneficial, as they seem to work synergistically in this case.

(3) Pros and Cons of Each Approach in Google:

Human Relations:

Pros:

• Fosters collaboration and innovation.
• Improves employee morale and engagement.
• Reduces stress and increases well-being.

Cons:

• Can be informal and unstructured.
• May not work equally well for all employees.
• Management style may not appeal to everyone.

Human Resources:

Pros:

• Provides structure and stability.
• Ensures fairness and transparency.
• Supports career development and talent management.

Cons:

• Can be perceived as rigid and bureaucratic.
• May not fully capture individual needs and preferences.
• Focus on metrics and performance can create pressure.

Overall, Google's example highlights the potential benefits of combining human relations and human resources principles. By striking a balance between fostering a positive work environment and providing structure and support, organizations can enhance both productivity and worker satisfaction, creating a desirable and thriving workplace.

Remember: This is just one example, and the application and effectiveness of these principles may vary depending on the specific organization and its industry.

I hope this helps! Let me know if you have any other questions or would like me to analyze a different organization.