Introduction
HR management is essential for the sustainability of an enterprise. This paper is aimed at examining a set of initiatives that an organization plans to implement. It is vital to evaluate this policy from ethical, legal, and practical perspectives. These are the main aspects that should be examined more closely.
The policy, which is advocated by the senior manager, can be legal because there is no requirement that can prohibit a company from paying lower wages. However, the compensation that these employees can receive must not be lower than the minimum wages (Neumark, 2008, p. 9). This is one of the aspects that can be identified. Furthermore, an organization has the right to employ recent college graduates.
However, one should take into account that a company can be responsible for the actions of incompetent workers. This case does not contain specific details that can throw light on the activities of this business. It is possible that this enterprise can face a lawsuit filed by clients. This is one of the pitfalls that should be avoided by this organization because litigation can be time-consuming and expensive.
Main Body
Furthermore, this plan is not quite ethical. The thing is that by hiring unqualified employees, the management will place an extra burden on other workers who will have to train new-comers. These people may not be able to cope with their duties effectively. Secondly, this strategy can create many inconveniences for the clients who rely on this business. Finally, one should not forget that very often the lack of employee’s skill can pose a threat to the health and life of other people. Therefore, this irresponsible attitude to HR management cannot be called ethical. It seems that the management should consider the impacts of this strategy on other stakeholders such as employees, business partners, or clients. This is the main recommendation that can be made.
Finally, it is important to remember the practical aspects of this strategy. First of all, one should remember the risks of increased turnover. In many organizations, employees do not stay for a long time because of poor working conditions or low salaries (Phillips, 2008, p. 7). As a rule, such people are not committed to the goals of the organization. Thus, the performance of this enterprise can eventually decline (Phillips, 2008, p. 7).
Additionally, businesses that attempt to reduce the cost of HR management find it difficult to retain the most talented candidates (Deb, 2005, p. 10). This is another problem that should be taken into consideration. Finally, such a strategy can be successfully implemented provided that a business develops an effective orientation program (Deb, 2005, p. 10). Nevertheless, such programs also require some investment. Thus, one should not suppose that this business can easily avoid extra costs.
Conclusion
On the whole, this discussion indicates that the strategy advocated by senior management is not effective. Much attention should be paid to the practical aspects of this strategy. The decision can increase the direct and indirect costs of the state. Nevertheless, one should not overlook the ethical aspects and legal aspects of this strategy. These are the main issues that can be singled out. It is possible to say that HR management is critical for the performance of a business, and the management should not disregard the role of recruitment and retention.
Reference List
Deb, T. (2005). A Conceptual Approach to Strategic Talent Management. Delhi: Indus Publishing.
Neumark, D. (2008). Minimum Wages. Boston, MA: MIT Press.
Phillips, J. (2008). Managing Talent Retention: An ROI Approach. New York, NY: John Wiley & Sons.