Agriculture Reference
In-Depth Information
The labor union and organized labor are a well-established part of the American business
economy. Their continued success and growth seems likely, since managers' and workers'
ideas of the ideal split of power and profi ts from business activities will always be different.
Collective bargaining offers a process whereby these divisions are determined while the free
enterprise system is maintained.
Summary
People are the most important asset of any agribusiness. The human resource function of
management is concerned with administering the mechanics of employment, and creating a
working environment that helps employees feel valued, growing both personally and profes-
sionally. The larger the agribusiness, the more formal and complex the process, but the HR
function must be accomplished in any agribusiness.
HR management begins with determining employment needs. This usually requires defi n-
ing the job and developing job specifi cations and a job description so that the right person
can be recruited. Recruiting involves searching for qualifi ed candidates, interviewing, and
assisting in the selection of the best person. And, once a new person is on the job, it is an HR
function to see that he or she gets off to a good start with proper orientation, training, and
follow-up.
Another HR function is the development and administration of employee benefi t pro-
grams. Insurance, retirement, health care, safety, continuing education, and related programs
are all designed to increase the welfare and productivity of employees. And a well-designed
benefi ts program represents a signifi cant investment of both time and money by manage-
ment. The HR manager is also responsible for ensuring that the fi rm meets complex govern-
ment and labor union regulations concerning employees and working conditions.
In most agribusinesses, the human resource function also includes regular evaluation of
employee performance and ensuring continued professional growth through ongoing train-
ing or formal seminars, but regardless of source, the goal is greater productivity, and more
satisfi ed employees. The HR manager must also become involved in the termination of some
employees. In this case, the manager must ensure that employees' rights are not violated and
that there is just cause for dismissal.
HR managers are often designated to coordinate the agribusiness's relationship with labor
unions. Negotiating union contracts and carrying out contract specifi cations are diffi cult but
important human resource management functions.
Discussion questions
1. Discuss the functions of human resource management.
2. At what point should an agribusiness hire a full-time HR manager? What are the specifi c
reasons a fi rm should invest resources in a full-time HR manager?
3. Draw up a set of job specifi cations and a job description for a food or agribusiness job
with which you are familiar. (This could be a job you have recently held.) Contrast and
compare them. What are the main differences? Are there any similarities? How are
these two HR tools related?
4. What are the key elements of a good job application?
5. Explain the steps involved in job orientation. Think about the most recent job you have
held. Were these steps followed when you were introduced to the job? Which ones were
