Describe the Role of Hr Professionals in Designing

access This question asks to address how boss around policies and procedures argon a task of HR to implement in the oeuvre therefore this answer entrust mold ex modus operandily what determent is, what policies should be in place and any recommendations for the position of bullying in the change by reversalplace. Relevant case examples will be employ to support the argument along with relevant referenced authors, on this topic. On concluding, how bullying stub be prevented will be reflected on after stating what the future may hold for bullying in the workplace.What is bullying? Since the dismissal from Uni-cultural societies to multi-cultural societies in recent times, there has been a signifi bedt decrease in perceived inequalities in the workplace. However, the issue of bullying is still prominent in many organisations, (especially throughout Ireland today). Baillien et al. (2009) defines bullying as persistent negative doings at work in which the victim is subject t o psychological, physical or sexual acts by the perpetrator and a great script find themselves in a position where they are unable to defend themselves.The analysis carried out strand that bullying, or some form of harassment, was likely to occur out of star of three pathways interpersonal frustrations, interpersonal conflict and intragroup level. The problem with the last mentioned is that the culture of gossip in spite of appearance organisations has become a norm and and then the certain behaviors by perpetrators may much be overlooked. Although bullying is often associated with actions that people carry out, it also includes actions that individuals fail to do such as providing necessary training to a particular employee. For example, if new technology is introduced into the firm, exceptional training will be required. Hence, if bullying of a certain employee was occurring, this may drop dead to their deprivation of sufficient training which in turn will have a negati ve consequence for the entire firm. ) Within Mas number 1 (1943) hierarchy of needs framework, safety needs are crucial to all employees and the victimisation due to bullying will prevent the fulfilment of this need in the workplace. As a result, low productivity and low morale may be throw within the workforce.Policies/Procedures As the question states, it is the task of the HR department to ensure the design & implementation of policies and procedures to prevent or deal with the occurrence of workplace bullying. The event hierarchy of the bullying (reference) intervention run has three levels the prevention partition which involves policy enquiries by the target, the intervention zone which begins with an informal complaint and may lead to a formal complaint, and the mishap zone where legal action is chargen.In order to prevent an employee reaching the highest level and engaging in legal action, it is the responsibility of HR to assist in dealing with the problem immediate to the first complaint. Bullying/Harassment essential be occurring in the workplace as opposed to personal sustenance conflicts between workers in order for HR to manage the situation yet studies carried out in this area have shown that senior level management are often weak in dealing with issues of bullying or harassment. (Baillien et al. 009) Consequently, when HR is implementing practices, they need to ensure the co-operation and comprehension of senior level managers in this area. There are three main actions HR can take in order to reduce bullying situations. Firstly the implementation of clear, compact policies needs to be carried out which state insufferable behaviours classed as bullying or harassment and the procedures an individual may take if found subjected to this behaviour. In addition to this, a Code of Conduct should be established in order to set out training procedures for employees and management as a means of preventing 7workplace bullying.Within management training, conflict resolution and mediation skills need to be provided in order to act effectively. During the recruitment of management in an organisation, it is merry to ensure they have people management skills along with task relate competence. Finally, often the most important thing HR and senior managers can do is lead by example. If policies and procedures are implemented but managers are not behaving in a way that complies entirely with these, then this could lead to adverse effects by subordinates. ExampleOne primary example of where HR fai lead to act on behaviour of a new employee that initially was unacceptable by the firm but resulted in unacceptable behaviour to moral decree was in relation to Rob Parsons within Morgan Stanley. (Burton, 1998) Parsons was hired to achieve a growth implementation strategy as Nasr believed he was the man to do it. However, a culture of strict policies and procedures within the organisation meant that Parsons Non-compliance immediately stood out. Initially, he was not involved with bullying but was seen as a lone(prenominal) wolf within the firm, significantly seen through his inability to perform within a team.As time lapsed, HR and Parsons Management failed to con apparent motion him on his behaviour and essentially allowed the collapse of their organisational policies for him due to the fear he may break the firm. Eventually, he was fired as a result of a bullying case that occurred at a client meeting. He had been making unacceptable critical remarks to a fellow female employee of the firm, humiliating her in front of the client. Hence, the occurrence of Parsons psychological bullying was finally pellucid and may have been prevented if HR followed through with their policies with all employees including Rob Parsons.Future of study Bullying Due to the increase of technology, the working environment now often extends into the realm of personal life. In effect, this may cause the enabling of workplace bullyi ng to stretch further than the perimeter of the four walls of the organisation and in particular, social networking sites are a primary target for the extension of this bullying. However, since present policies and procedures focus on workplace bullying, victims may be moderate to the actions they can take.With the growth in the integration of personal and work life, HR may be unable to re-address their policies to include outer work boundaries due to legal constraints. Although, conversely it may be easier to identify and hire the perpetrators of bullying or harassment if the behaviour extends to personal life, such as through social networking sites. Conclusion Bullying and harassment is often a topic ignored within the workplace as victims sometimes recover ashamed and managers choose not to deal with the problem. However it is the responsibility of HR to ensure these practices are implemented and abided by all, including management.Failure to do this will doubtlessly lead to extensive consequences such as reputational damage to the firm, direct cost including replacement costs and indirect costs such as low productivity. Although not a continuing case of bullying, the Morgan Stanley case briefly highlights how the failures of HR and senior management to address his unacceptable behaviour from the outset led to undesired effects, including his removal from the firm and legal action by a fellow employee. All in all, the prevention of workplace bullying can be assisted by appropriate practices carried out by HR.