Introduction
Organizational success greatly depends on Human Resource Management. This is the authority within a company that deals with employee wellness and thus greatly contributes to how effective they are in their work environment. Notably, Human Resource Management carries the responsibility of creating a productive work environment for all their employees including work-study staff. Unfortunately, HRM departments in different organizations do not ensure that all employees are well treated and are properly compensated. As a result, they staff output is poor. Consequently, it is important to study the challenges with work-study programs and some effective HRM solutions.
Work-Study Programs around the World
Work-study programs are limited-fund financial aid programs where students are paid for their time at a work-study job. Students are not paid to study but they get directly paid for work they do while they study in a foreign country (Mondy, Noe & Premeaux, 2005). Notably, work is not guaranteed for students with a student-work visa. They must apply for a position on and off campus. In most countries, employers prefer hiring work-study employees because they only pay 50% of the wages and the other 50% is paid by the work-study program. This arrangement was done deliberately to help foreigner secure jobs more easily.
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Students apply for the work-study program because living in a foreign country is expensive. They must be concerned about rent, food, getting reading material for their classes and pocket money for personal things. Consequently, there are millions of students around the world who opt to find employment while they study. Also, employment is an ideal way to get exposure in a foreign country. Through dealing with employers and customer, they get to understand the region they are in much better and understand the values that most people live by. Therefore, such an opportunity is valuable.
Employers also enjoy the work-study program for various reasons. As mentioned, it is particularly affordable because they only cover half the remunerations. Also, they get an opportunity to utilize young and fast-learning labor in their business ( Armstrong, & Taylor, 2014) . Since foreign students rely on this work to help them survive, they are more motivates and thus put in more effort to arrive on time, take on extra shifts and put the customer first. This diligence allows employers to trust that their work-study employees are motivated to execute organizational goals and grow with the business as well. For these reasons, employers are willing to recruit and hire work-study employees.
The work-study program is very elaborate. The jobs offered are either on-campus or off-campus. Notably, if one gets a job off campus it must be for the benefit of public interest. As a result most of these students work in a public agency, or private non-profit organization. However, learning institutions may have an agreement with for-profit organizations for work-study employment. Ideally, these for-profit opportunities should be related to one’s are of study. If a student is part of a propriety school the restrictions on job opportunities actually increases. Therefore, it is a privilege and struggle to be in the work-study program.
Challenges of the work-study program
Student in the work-study program endure a number of challenge that Human Resource Management should address. These challenges include:
Poor pay
The greatest challenge with the work-study program is the poor payment culture. Theoretically, there are clear guidelines on how students receive timely pay from their employer and the student’s program. Unfortunately, these guidelines have a number of loopholes. For instance, work-study employees rarely get their pay on time. In fact, they receive their wages in an irregular time yet they depend on the money to pay their bills and sustain themselves through school. This approach kills the morale and affects their productivity at work ( Brewster, C., Chung, & Sparrow, 2016) . This is especially because students in this program have financial needs that surpass other students working in their home country.
Discrimination
Work-study employees also face the challenge of discrimination because they are from foreign countries and speak foreign languages. In light of the global racial tensions, people are more apprehensive about foreigners and carry the opinion that foreigners are taking away jobs that ‘belong’ to nationals. As a result, work-study employees are the target of racial discrimination. They are denied work opportunities and promotions because they are from a different country. Also, they endure verbal abuse because they are different and have to survive in hostile work environments because their options are limited to non-profit organizations and public agencies. This is a situation created in a company the Human Resource Management is ineffective.
Cultural Barriers
Work-study employees face a significant challenge because their varying cultures impede them from being fully involved in the day to day activities of their work environment. These students come from different religious and cultural backgrounds. Not only does this include different holidays, but also varying relations in their interaction with others. For instance, foreign students may not interact freely during team building sport activities or parties because their culture prohibits a certain type of dress or other foods. Unfortunately, employers are rarely willing to make adjustments and work-study employees are completely left out.
Ideally all solutions for the work-study programs will stem from understanding HRM and it roles within an organization as is indicated below.
Definition and Roles of Human Resource Management
Human Resource Management or HRM is a term for formal systems within an organization that deals with organizing the human labor. Ideally, HRM purposes to maximize productivity by prioritizing its employee needs (Schuler, & MacMillan, 2007). Despite the dynamic nature of the business world and HRM strategies, the bottom line will always be employees first for a successful company. Previously, HRM duties were limited to recruiting and hiring. However, its role has extended to sustaining the well-being or an organization throughout the year. Thus, businesses of all sizes and capacity need Human Resource Management to function.
It is important to note that there is a difference between the Human Resource Department (HRD) and Human Resource Management (HRM). While the HRD refers to continuous functions aimed at improving employee productivity, HRM is the application of management principles for the purpose of managing people in an organization. Also, HRM is reactive meaning it act in response to a situation but the HRD which means creating and controlling the employee environment prior to any incidents. In most business settings, the terms are used interchangeable but are different.
The following are the main roles of Human Resource Management (HRM):
Training
HRM focuses on training employees on their roles and responsibilities within the work environment. Training is done at different intervals and for various reasons. For instance, entry level employees are receiving training to understand their duties and the company’s expectations. Seasoned employees may receive training to refresh their skills and address other arising concerns such as changing market needs. HRM is responsible for ensuring employees receive this information and apply it in their work.
Compensation and Benefits
Compensation refers to remunerations for work done and benefits are the extra perks and allowances that make employees feel appreciated (Ulrich, Brockbank, Yeung, & Lake, 2005). This aspects are both paramount and the cause of many disputes between employees and management. HRM is responsible for ensuring that staff members get fair pay for their work and that benefits are evenly distributed. Proper execution of this responsibility encourages employees to stay focused and motivated to work.
Performance management
HRM has the responsibility of monitoring productivity or performance management. This is done in varying ways such as setting goals and monitoring the progress. Also, using appraisal forms from managers, supervisors and employees helps determine the effectiveness of the organization as a whole. Through performance management HRM can determine the company’s progress and purpose to improve effectiveness
Employee motivation
HRM is responsible for employee motivation. This term is defined as deliberate efforts to appreciate employees work and urge them to continuously put in effort. Employee motivation is a source of work satisfaction that encourages the work force to put in more effort and better the company in their own ways. Motivation may be in the form of financial compensation such as larger allowances, promotions, title recognitions such as ‘employee of the month’, and verbal commendation. HRM dedicate majority of their efforts in this area because it sustains the well-being of the employees.
As a result of these roles and responsibilities it clear that HRM is an organizational culture and not duties allocated to a specific group of people in the organization. Human Resource Management is fulfilled by all employees including higher management, mid-level manager, supervisors and employees. Everybody contributes to the effectiveness of the organization when they apply principles of proper management when dealing with each other in a work setting. These fundamentals ensure that employees give their maximum output and sustain a productive work environment. As a result all employee must learn the efficient approach that is Human Resource Management.
Solutions for Problems in Work-Study Programs around the World
Crucially, these problems can easily be resolved if Human Resource Management policies are properly enforced. In fact, the prevalence of these issues suggest a faulty HRM and is a call for improvement. Part of the HRM practice is recognizing the needs of all employees and ensuring the company can accommodate them. Making deliberate efforts to correct the situation will improve the company’s productivity. Therefore, the following are some of the steps that Human Resource Management should take to address the problems that work-study employees face in the work environment for a more effective team:
Ensure proper induction training is carried out for work study employees.
HRM can make the work place more productive by carrying out proper induction training for work study employees. This induction should include clear job descriptions, and work expectations. Unfortunately, most jobs assume that these workers are aware of what to expect. Such assumptions lead to poor results because the employee is taking chances instead of working towards a specific goal. Through HRM, mistakes at work can be avoided if work study staff are taken through the learning process at their pace. Most importantly, the induction process helps employees integrate into the system more fluidly. Without the induction process, the company will not know how to maximize on individual strengths. This is crucial information that the organization can channel to improve the worker output and customer satisfaction
Conduct proper cultural awareness training for all employees
Evidently, it is crucial for all employees to be aware of each other’s background. Essentially, this information helps understand peoples’ views, personalities and values. Thus, it is easier to relate with a person once you understand where they are coming from. Cultural awareness improves work relationships and thus how effective an organization is in setting goals and meeting targets. On the contrary, lack of cultural awareness creates distress in the workplace which limits the success of a company. Thus HRM should motivate cultural awareness for better results in sales and customer satisfaction. In fact, cultural awareness training should be a basic requirement.
Set policies to ensure timely pay for work-study employees
Compensation is a key motivation factor for all employees including those on the work study program. Therefore, HRM must give timely pay to work study staff as they would other employees ( Bailey, Mankin, Kelliher, & Garavan, 2018) . Without pay, these individuals are unlikely to put in any effort. They are de-motivated and result to unproductive behavior such as arriving late and doing the bare minimum at work. These habits evolve into an ineffective and unproductive work environment. However, by setting policies that guarantee timely pay, HRM promotes a positive mindset among employees and encourage them to put in extra effort and extra hours in the work place.
Promote team-building opportunities with equal participation for all employees
Inclusive team-building is another way to make the professional place even more effective in the long-run. HRM recognizes that workers are stigmatized especially if they are from a different region and cannot relate with the majority group. Thus, the organization must plan an activity that allows people to bond away from work ( Brewster, Chung, & Sparrow, 2016) . Here, they can interact and learn from each other without the pressure of deadlines. Bonds built here will carry on to the office and translate to proper and functioning work relationships. Employees will learn to maximize on each other’s strengths instead of focusing on weaknesses or stereotypes.
Honor unique cultural holidays celebrated by their culturally diverse staff.
Primarily, organizational management tends to focus on holidays of the majority of their staff. For instance, if majority are Christians Christmas and Easter are strongly embraced. These leaves people from other religions and cultures feeling sidelined. Such a perspective is unhealthy to the goals of the establishment. Thus, HRM can achieve better results by honoring important cultural milestones for all employees. It does not always have to be a day away from work. However, small tokens like a memo or gifts mentioning the holiday are enough. This proves that the company is considerate and cares for all employees.
Encourage cultural sensitivity in the work place.
It is crucial that culture sensitivity is encouraged for an effective work place. This term refers to awareness of people’s beliefs and respect of these diverse aspects. People could be aware of varying practices and use them against employees. This creates a hostile environment with people sidelining and segregating themselves. Consequently, they will not work well in group projects or planning the future of the company. Thus, HRM should demand respect for all persons in the work environment. With cultural sensitivity, it’s essential to review policies and set penalties for people who choose to violate them and interfere with the flow of the workplace.
Set proper complaint channels in case of discrimination or lack of pay.
Notably, even with all these policies cases of lack of pay or discrimination will occur at intervals. If they go unresolved, the work study employees will not be as productive. To avoid this, HRM must enforce communication channels for the resolve of these issues. The channel can start from the immediate supervisor to the Human Resource Department and finally upper management. The channels should be open to all individuals including those at the grass root levels. Also, appropriate feedback is necessary to ensure that the issues are addressed to the fullest capacity. Such communication will translate to an effective and goal oriented staff.
Accommodate work-study employee school schedules.
Employees should make an effort to accommodate work study employee school schedules. Those especially in higher education institutions have demanding homework and tests to study for. Employers should allow them to attend classes and tests. They can further this effort by having designated reading areas or flexible shifts that allow them to juggle their life. This may seem like a demanding request for employers but in gratitude the work-study employees will dedicate their efforts and creativity to give back. This is a proper HRM approach because it recognizes a unique need in the staff and satisfies it.
Work with work-study employees to collect ideas on how to improve the work environment.
Evidently, HRM reacts to arising situations and purposes to make them better. This is possible through active discussion with work-study employees. In these discussions, the staff can air their views on the business, the challenges they face and provide probable solutions. These sharing opportunities should be carried out in safe situations where they do not feel attacked as this would limit the truths they share. There suggestions should be implemented as well, as proof that management takes them seriously and follows up on the discussion. This active exchange will improve productivity and encourage employees to be solution makers in the work place.
Conclusion
In conclusion, Human Resource Management can make organizations more effective by improving the standard treatment towards work-study employees. HRM focuses on policies that improve the professional environment for all employees. Therefore, it is not fair that work-study staff are subjected to discriminatory acts and lack of timely pay. These unfair treatment actually limits the results of the entire company because employee are distracted from the main goals and the consumer needs. Therefore, HRM has a mandate of making the work place more productive. Thus, they must take initiatives that promote the wellbeing of work-study employees. As mentioned, these strategies include proper induction training, promoting cultural sensitivity and using policies that encourage equal treatment. The application of these approach is time and cost demanding but benefit the organizational culture in the long run. Essentially, Human Resource Management involves all personnel in the organization. Consequently, having all employees on board and working together to resolve the challenges that work-study employees face will prove more beneficial for overall growth and success. In the long-run, these employees should be judged on the quality of their work instead of the diverse traits or cultures they come from. Proper HRM can ensure such sensitivity.
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