Legal Environment of Human Resource Management Ppt

2 2 Labour law All laws, administrative decisions and precedents dealing with the statutory rights of employees and their employers. The field of human resource management is heavily influenced and shaped by federal and state employment laws. In fact, regulations and legislation govern all aspects of human resources management, recruitment, replacement, development and compensation. (Encyclopedia, 2013). Federal agencies responsible for human resources administration include the EEOC, OSHA, the Office of Federal Contract Compliance Programs (OFCCP), and the Department of Labor`s Payroll and Hours Division. The EEOC and OFCCP are the primary agencies responsible for enforcing discrimination laws in the workplace, OSHA enforces safety regulations, and the Department of Payroll and Hours enforces minimum wage and related laws. Many companies employ affirmative action and safety officers to ensure compliance with anti-discrimination and health and safety laws. The Wagner and Taft-Hartley Acts governed the relationship between union and management, in part through the functions of the National Labor Relations Board. The law gives workers the right to form and join trade unions and obliges the employer to deal fairly with the union. Human resource management is a new way of thinking about how people should be managed as employees in the workplace (Pinnington & Edwards, 2000). 5 5 Manager`s review of important employment legislation Clayton Act, 1914  Union: An organization acting on behalf of its members to negotiate with management the wages, hours of work and other terms and conditions of employment of members. Railway Labour Act of 1926 õ Interstate trade: Commercial trade or transport of persons or goods between or between States. Methods outside the workplace – here trainees leave their workplace and focus all their time on training objectives.

Nowadays, training methods in free workplaces have become popular due to the limitations of workplace training methods, such as facilities and environments that do not have group discussion and the participation of trainees from different disciplines. (Randhawa, 2007). A number of federal statutes (see figure)) relate to human resources management. Federal law prohibits discrimination on the basis of age, race, sex, color, national origin, religion, or disability. The Americans with Disabilities Act prohibits discrimination against workers with disabilities and requires employers to accommodate the work environment for people with disabilities. The Family and Medical Leave Act requires employers, with some exceptions, to grant their employees up to 12 weeks of unpaid leave per year. The leave may be for the birth or adoption of a child or due to a critical illness of the employee or a family member. By signing an employment contract, you agree to be legally bound by its terms. The proposed employment contract has certainly been carefully drafted by the employer`s lawyer in order to fully protect the employer`s interests while paying less attention to your objectives.

(Todd, 2011). Relations between work and enterprise l Federal legislation: labour-management power »Trade unions l Labour policy and legislation »Wages and income security. Human resources employees need to be aware of all laws that affect the workplace. An HRM professional could work with some of these laws: Caption: Knowledge of the Employee Protection Act is usually the job of the human resources department. In some industries, this is extremely important; In fact, it can mean life or death. In today`s global marketplace, companies face a variety of human resource management challenges, including personnel selection, employee training, managing culture shocks, ethics, and personal behavior. At Toscan`s tool, every worker receives fair wages and salaries. You also benefit from insurance plans such as life insurance, supplementary health benefits, dental care, disability insurance.

They also receive social benefits; Old-age pensions, employment insurance, etc. Members of the organization also have a good work environment, so employees feel comfortable and have all the resources they need to achieve the organization`s goals as well as individual goals. The legal environment for HRM is constantly evolving, so HRM must always be aware of changes that are occurring and then communicate these changes to the entire management organization. Instead of presenting a chapter focused on HRM laws, we will cover these laws in each relevant chapter. 15 15 The international legal environment of multinational hotel companies Expatriate manager: citizen of one country who works as an executive in another country. Specific international human resources concerns:  Accumulation of holidays  Quality of training Õ Availability of qualified staff  Attitudes of employees and managers towards gender equality, appropriate clothing, work ethic, religious tolerance and minority rights The Federal Mediation and Conciliation Commission assists trade unions and employers in negotiating collective agreements. The Agency`s specialists, acting as impartial third parties between the union and the company, use two procedures: conciliation and mediation, both of which require expert communication and persuasion. In conciliation, the specialist helps management and the union to focus on contentious issues and acts as an intermediary or communication channel through which the union and the employer send messages and exchange information. The specialist plays a more important role in mediation by proposing compromises to the organizations in dispute.

Federal laws help ensure that applicants and employees are treated fairly and are not discriminated against. Recruitment, training and placement must be impartial. Promotion and compensation decisions must be results-oriented. These laws help all Americans who have talent, education, and the desire to move forward. The main laws currently affecting human resources management and industrial relations are listed in the figure (figure). A business is a legal entity formed or designed to manufacture goods, sell goods or provide a service. Many businesses are for-profit organizations as opposed to non-profit work or hobbies. Headhunting – Headhunters are recruiters who offer a more specialized approach to recruiting key employees and/or executives. In addition to these main roles, good communication skills and excellent management skills are key to successful human resource management as well as general management. We discuss these issues in Chapter 9 “Successful Communication with Employees.” Human resources management is considered strategic; it concerns all managers (and in particular CEOs); He regards the human being as the most important organization of individual wealth; is proactive in dealing with people; and it aims to improve company performance, employee “needs” and social welfare (Blyton & Turnbull, 1992). According to (Armstrong, 2008), strategic human resources management is an approach to developing and implementing HR strategies and enabling the organization to achieve its objectives. Ethics and correct behavior – It`s scary that most companies don`t seem to be aware of their obligation to provide ethics and compliance training to all their employees.

Of the 2,000 legal, ethics and human resources professionals surveyed, more than seventy were unaware that such training was required by federal law. Due to a lack of resources when entering the research, it took some time to complete the project. Human resources management (HRM) is the process of employment, training, compensation, policy development and retention strategies. As a field, HRM has undergone many changes over the past twenty years, giving it an even more important role in today`s organizations. In the past, HRM meant processing payroll, sending birthday presents to employees, organizing company outings, and making sure forms were filled out correctly – in other words, an administrative role rather than a strategic role critical to the organization`s success. Jack Welch, former CEO of General Electric and management guru, sums up HRM`s new role: “Get out of parties, birthdays and signup forms. Remember, HR is important in good times, HR is defined in difficult times” (Frasch, et al., 2010). Intercultural and global challenges of human resources management. Have you ever had to work with a human resources department in your work? How was the interaction? What role did the department play in this particular organization? HR Budget and Planning Analysis – There are several other ways for planners to estimate future human resource needs. Once the approach is through budget analysis and planning. If a new business complicates job planning, planners can use a new risk analysis.

Civil Rights Act of 1964 – This law made it illegal to discriminate against employees or potential recruits on the basis of race, color, religion, sex, and national origin. It requires employers to follow and often document equity practices in hiring, training, compensation, benefits and virtually all other HRM-related activities and responsibilities. The 1964 Act established the Equal Employment Opportunity Commission to enforce the Act and provides for civil penalties for discrimination.