CALL CENTRE TENGO

Call Centre at Tengo Ltd.

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Call Centre at Tengo Ltd.

Introduction

Organisations in United Kingdom are getting creative and innovative in recruitment and retaining process and policies of employees so as to develop a diverse workforce, in order to deal with customers of different diversity. Moreover, the professionals of Human resource management are trying their best to be more strategic (Golden & Figart, 2000, pp.67-80). They are ware of the fact that technological skills are required to be renewed and these skills need to develop systems so as to manage technology based virtual organisation. This paper will critically analyse the Trade union system of United Kingdom with the focus on HRM issues and challenges faced by Tengo Ltd, a computer manufacturing company. Moreover, this paper will carry out the analysis of the culture of Tengo Ltd. and their employee relation at work place.

Discussion

Tengo Ltd. is a computer manufacturer and seller located in the United Kingdom. They produce notebook computers for both students and businesspeople. The student laptop is very cheap and is accordingly very famous and successful. Likewise, the business laptop which has more specifications is also doing well. The company sells in many countries in Europe and in the Far East. About 30 countries are represented. The manufacturing, production, research and development, and other support functions which include human resources, procurement, information technology, finance, marketing, etc. are located in the United Kingdom. The company has had sizeable growth in the past years.

Critical Analyses

The company is facing several challenges and some of the challenges are related to the organisational workplace culture. It was clear that the employees moved from one level to the other. The consistency of behaviour is a critical factor to the success of an organisation when the environment is stable however; it becomes a challenge in the dynamic environment of business. This means if Tengo brings in changes in the organisation structure they need to change their HR policies as well in order to cope with the changes effectively. In order to analyse this case, Different perspectives and theories have been used (Ravishankar & Pan, 2012, pp. 35-56).

The system of collective bargaining regulation in all countries with a market economy based on common principles and has identical targets, with the historical roots of the system; even within the European community of states is different. Hence some differences in approach to the negotiations between employers and employees (Pattanayak, 2005, pp. 221.298). UK experience is of particular interest not only because of the fact that the country is home to trade unionism, but also because it was purposefully and systematically towards building effective market economic model. (Driffield, 1996, pp. 45-56).

Accordingly, the trade unions have adapted to social and economic conditions, and the law can be considered to some extent settled. However, before the short answer to the question posed in the title, please refer to the historical practice of collective bargaining regulation in Great Britain (Pattanayak, 2005, pp. 221.298).

As already noted, collective bargaining in the UK has deep historical ...