Contemporary Challenges And Solutions In Applied Artificial Intelligen

Question: Describe about the Contemporary Challenges And Solutions In Applied Artificial Intelligence? Answer: Redeployment Procedures Effectiveness of the procedure: Redeployment procedure is effective to retain valuable skills and knowledge within an company and provide effective support to train the staff members where it is needed (King, 2013). However, the effectiveness of redeployment depends on the full cooperation of al members involved in the process. Advantage of this type procedures: According to Ali (2013), a well defined redeployment procedures facilitates retention of the valuable skill within the organization premises. The implementation of redeployment procedure in STAR industries contributes a positive working environment and meets organization legal obligation that ensure recruitment of new skills and talents as required. Key aspects of this redeployment procedure: Redeployment procedure enables an organization to meet its legal obligation to redeploy an employee who fails to perform their current role in a most appropriate way, into some other suitable available alterative role (UCL HUMAN RESOURCE. 2015). Balancing the needs of the company and staffs within their legal obligation is one of the prime aspects of redeployment procedure. Evaluation procedure of the information that of these policies and procedures: Firstly, one has to implement policies and procedures to check accuracy and validity of the informationSecondly, check whether the implemented policies and procedures meets organizational objectives and requirements (Min, 1990).Thirdly, check whether the policies and procedures comes under the regulatory obligations.And lastly check whether the policies and procedures successfully meets requirements of both, the employer and employees Importance to review this process regularly: It is important to review the redeployment process regularly as to maintain and enhancing the efficiency of the organizational operation and at the same time providing safeguard job security to the employees (Bilgrami, 2003). According to the STAR industries, reviewing the redeployment process regularly is important to avoid compulsory termination of its employees on the ground of possible redundancy. Ways of termination at STAR industries: If a suitable alternative based on the skills and ability of an employee cannot be found in the company during the redeployment procedure, the employee can be terminated. After redeployed, it is obvious that the new prescribed salary will be lower than the previous rate. In this situation, if the employee does not satisfied with the new salary, they gets terminated Finally, if a suitable position is available, but the company needs to spend huge amount to make the staff members retrained, STAR industry terminated the employee. Consolidate method used in STAR industries: Range of method used in STR industry to reduce termination rate are redeployment procedure, retrenchment, retraining and relocation (Cartwright, 2005). In addition to that, STAR industries also can implement give major focus on employee selection process and create appropriate employee selection processes so that recruitment of the wrong employee can be avoided. This is the initial stage to avoid termination rate. Implication of Anti-Discrimination legislation: Anti-Discrimination legislation on STAR Industries policies and procedure implies that no employee will be terminated from the company on the grounds of discrimination. The redeployment procedures, retrenchment, retraining procedure are implemented by prohibiting discrimination in employment on the basis of sex, marital status, age, sexual orientation and disability. Ways to access current information on separation and termination policies: The employees access current information on the organizations separation and termination policies from the official notification of General Manager. In STAR Industries, the policies and procedures communicated to the employees through General Manager Human Resource. Factors that Fair work Commission takes into account in determining fairness of dismissal: The dismissal was unjust, harsh or unreasonableThe person has been dismissedThe dismissal was not a case of genuine redundancyIf the employer is in a small business, dismissal not consistent with the Small Business Fair Dismissal Code (Faramin and Renaud, 2012). Factors covered in warning when an employees unsatisfactory performance: In warning an employee for poor performance, there are mainly five steps that needs to be covered and these are a formal oral warning, a formal written warning, a formal final warning, a pre-termination hiring and final termination of the employees. Employees being disciplined for poor performance should be given minimum of 1 month to correct their performance. Six grounds on which an employee can be dismissed: Capability: Competency Qualification Conduct Redundancy Contravening the law Redundancy Arrangement Retraining and support: Before dismissal is being considered, the employer in government or large companies provide sufficient retraining and support to its employs so that they can overcome shortcomings of an employee. Role of union and employee association: The union and employee association provide enough support if a worker is dismissed unfairly or asked to do something which is not a part of their job. They provide advice on maintaining employment law, taxation law and discrimination to influence government or employer decision. Grievance procedures: Under this procedure an employee has the full rights to be accompanied by the trade union representative at any meetings (Newfoundland Labrador. 2015). If an employee raise personal grievance after being dismissed for redundancy from the company, the authority code will look at the reason of dismissal from both sides and check whether the redundancy is genuine or not. Severance payment: The employment contract in government or large companies contain an explicit provision for severance payment in case of redundancy. Even though it was unusual in past decades, presently it is becoming common factor in modern organization. Summary of dismissal: Dismissal signifies termination of employees by its employer against the will of employment contract. An employer can make such decisions for verities of ways such as performance related problem, economic downturn, low performance on the ground of employees and employees fault. The dismissal is unfair if an employer dismiss its employee without providing any justified reason for firing. Necessary skills and knowledge of HR team to take disciplinary action: The skill level of the HR team to take disciplinary action can be check through their decision making skills, reflection on discriminatory activities, analytical and organizational skills to plan for redundancies and redeployment, communication skill to support disciplinary process and properly counselled, to conduct negotiation terms and termination condition, to perform exit interview and so on. References: Ali, M. 2013.Contemporary Challenges And Solutions In Applied Artificial Intelligence. Cham: Springer. Print. Bilgrami, A. 2003. 'A Trilemma For Redeployment'.Philosophical Issues13(1). pg. 22-30. Cartwright, S. 2005.The Blackwell Encyclopedia Of Management. Malden, Mass.: Blackwell Pub. Print. Faramin, M. and Renaud B. 2012. A Propos Des Contestations D'ordre MeÃÅ' dical Par Les AssureÃÅ' s Sociaux. Print. King, B. 2013. 'Redeployment Packing Checklist'.Prairie Schooner.87(4). pg. 72-73. Min, H. 1990. 'A Multiple Objective Approach To Workforce Redeployment Planning'.Omega18(4). pg.425-432. Newfoundland Labrador. 2015. Human Resource Secretariat. [online] Available at: https://www.exec.gov.nl.ca/exec/hrs/working_with_us/termination.html [Accessed: 10 March 2015] UCL HUMAN RESOURCE. 2015. Redeployment Procedure. [online] Available at: https://www.ucl.ac.uk/hr/qatar/policy/redeployment_procedure.php [Accessed: 10 March 2015]