Human resource management in Foxconn Essay Example | Topics and Well Written Essays - 1000 words

Human resource management in Foxconn - Essay Example It began in 2009 where a factory by the name of Sun Dayong, committed suicide just because he lost an iPhone 4 prototype in his posession (Barbosa 2008). It was followed by 14 suicides 2010 until 2012, the latest in June of 2012 where suicides were directly related to wage. Obviously, there is something very wrong in the human resource management practice of Foxconn which needs to be addressed. Human resource issue The kind of technology that Foxconn supplies to Apple may be cutting edge and its client, Apple Inc may be a revolutionary company but the human resource practice of Foxconn is medieval that even predated classical management theorists whose theorists were already debunked by modern practice of management. Foxconn workplaces were often described as labor camps due to the horrible treatment of its employees that include abuse and illegal overtimes to the point that employees commit suicide. Worst, Foxconn also make their employees sign waivers that gurantee that Foxconn wil l not be sued by its employees up to their descendants if something happened to them whether they died, get injured and committed suicide (Malone 2010). In its Mexico plant, it was even alleged that the bus that was supposed to take the workers to and from the plant were deliberately delayed by Foxconn so that the managemend could force its employees to do an overtime work without pay while waiting for the bus. This issue had been compounded until riot broke loose in February 19, 2010 where employees set fire in the company’s gymnasium. These actions only manifests how callous and abusive Foxconn in treating its employees. Their human resource practice virtually breaks every rule in good human resource management. Their human resource practice did not even conform to the basic tenet of Taylor’s scientific management which is the most basic management concept available today. Taylor management theories may have been dismissed as outdated but at least, Taylor had the mot ivation concept that if employees will be paid well, they will also be motivated to work well (Butler 1991). Foxconn is notorious in this aspect that its employees are even driven to suicide out of frustration of the company ‘s level of pay. It would find ways where it can force its employees to work overtime without pay such as delaying their commuter bus. It may be a cheap strategy but Foxconn would resort to it for as long as it can make more money out of its employees never mind if they will commit suicide later. Foxconn has also no regard for its employees welfare. Instead of addressing the root cause of its suicide issues in the company which is mismanagement and oppressive pay, it instead made its employees sign a contract that would deter them in suing the company if anything happen to them in the company. This is Foxconn’s response to its human resource issue which is to protect itself from legal complications instead of mending its management practice (Dalrymp le 2009). What Foxconn should have done? Applicable human resource theories. Had Foxconn been a conscientious company, it should have addressed the employees grievances instead of seeking legal protection. If the issue is pay, Foxconn should have increased the wages of its workers at least for it to become competitive industry and not at its current level where it drives employees to suicide. Second, it should have conducted leadership and management trainings to its