...Resource Process The Oxford English Dictionary defines Humane as being characterized by sympathy with and consideration for others; feeling or showing compassion towards humans or animals; benevolent, kind (2011). The safety, legal, and regulatory influence on the human resource department differs by organization and different types of employees. HRM is the most important department an organization can possess because the department involves employing, developing, utilizing, managing and understanding the staff in an organization. According to Gomez-Mejia, Balkin, and Cardy (2010) legal concerns can play an important role in staffing, particularly in selection. Many legal constraints, particularly federal legislation such as Department of Labor, the U.S. Equal Employment Opportunity Commission, and the Americans with Disabilities Act of 1990 affects the HRM process. This paper will discuss the effects of legal, safety, and regulatory requirements have on the HRM process. Safety Requirements According to the Bureau of Labor, statistics indicate that more than 4.1 million people were hurt or injured on-the-job in 2006 and 5,488 were killed in 2007 (Gomez-Mejia, Balkin, & Cardy, 2010, p. 511). Organizations that succeed in meeting their goals and accomplishing daily work have in place safety policies and strategies to eliminate or reduce injury or illness to an employee. Because of safety laws and regulations, employers...
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...Employment Laws and HRM Strategy For Dr. Geri Puleo HRM530 November 14, 2012 Employment Laws and HRM Strategy Scenario The Scenario that I chose was: “Introduction of new technology for employees who may experience physical limitations.” The employment law that corresponded with this scenario was ADA or Americans with Disabilities Act. The Americans with Disabilities Act “Provides Protection for individuals with physical and mental disabilities” (Stewart, 2010). Some of the physical disabilities that would fall under this act would be the loss of an arm or leg, or a chronic illness such as cancer or diabetes. A few mental disabilities that would fall under this act would be learning disorders, depression or phobias. It is important that employers provide their employees with the accommodations that are needed to perform their essential job functions. This paper will outline some of the important factors that come along with being ADA compliant such as, the laws in my particular state (Maryland) and how they relate to the scenario, my recommended plan to manage the scenario, justifying my approach on managing the scenario, competitive advantages that may be gained by ensuring HRM practices as well as what might happen if the law is not followed accordingly. The Americans with Disabilities Act (when it comes to employment) ensures that all employees that are experiencing any type of physical or mental disability are being treated fairly...
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...Trends in the Workplace: HRM, Laws, Aging, Diversity, and Flexibility Dornisha Freeman Dr. Jo-Rene Queensberry HRM 500 Human Resource Management Foundations January 25, 2014 Trends in the Workplace: HRM, Laws, Aging, Diversity, and Flexibility Functional Areas It is necessary in today's time that organizations have a HR unit. The HR unit started off as a department with less duties and responsibility. Now the HR unit has evolved. According to McNamara, Human Resource Management (HRM) includes an array of functions and activities. Some activities include compensation, employee records, policies, and managing approach. “Human resource management refers to the practices and policies you need to carry out the personal aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employees” (Dessler, 2009, p.2). According to Dessler, such practices and policies include recruiting applicants, selecting candidates, train employees (new and current), job analysis, and planning. The major functional areas of Human Resources Management are planning, staffing, employee development, and employee maintenance. These areas and their contributions share the same objective to furthering organizational goals. In the planning function, the number and types of employees are determined. Planning requires collection and analysis of information to predict needs...
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...Management (HRM) XXXXXXXX BUS303: Human Resources Management Instructor: Conni Whitten September 7, 2014 Throughout history Human resource management (HRM) has had many very different job descriptions. The main purpose for Human resource management is managing people within an organization with a very thorough and structured process. HRM, complex as it is, is constantly evolving with the ever changing times every businesses faces. “The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources,” according to reference to business. Within this paper many areas of Human Resource management such as the EEO and affirmative action, the planning and recruitment process, the selection and development process, the compensation and benefits process, the safety, health, and employee and labor relations will be examined. Every business big or small should have long and short term goals and a strategic plan to achieve those goals in order to increase the market value of that organization. When you speak of HRM, you speak of people, every business has to have people, and having a well-developed HRM department will allow the business to gain their employment, develop their skills, and keep them motivated and happy while working for the organization. Listed below are the major everyday strategic HRM tasks; •planning...
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...will discuss the following on human resource management (HRM) Overview: What is human resource management, what is the primary function of human resource management and what is the role of human resource management in an organization’s strategic plan. Within any organization, then HRM must be well prepared to handle the effects of the forever changing work world. These changes require understanding the many implications of technology, globalization, workforce diversity, changing skill requirements, labor shortages, constant improvement initiatives, decentralized work sites, the contingent workforce, and employee involvement (DeCenzo & Robbins, p. 4, 2007). HRM is the part of the organization concerned with the “people “dimension. HRM can be viewed in one of two ways. First, HRM is a staff or support function in the organization. Its role is to provide assistance in HRM matters to line employees, or those directly involved in producing the organization’s goods and services. Second, HRM is a function of every manager’s job. Whether or not one works in a formal HRM department, the fact remains that to effectively manage employees all managers must handle the activities (DeCenzo & Robbins, p. 34, 2007). Heathfield (2012), Human Resource Management (HRM) is defined as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers. In order to conduct...
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...of Contents Letter of Transmittal 1 I. Introduction 3 II. Objectives of the report 3 III. CSR Model 3 a. the selected Model: 3 b. Reasoning: 4 c. the model: 5 IV. Justification 5 a) Justification by the product life cycle and Carroll's CSR model : 5 b) Justification by increasing company's value: 6 c) Justification by the income statement: 6 d) Justification by forestalling legislation: 6 e) Justification through increasing loyalty of the employees: 7 f) Justification through increasing productivity: 7 V. Problems to be addressed 7 a) HRM issues to be targeted while formulating policy for managers: 7 b) HRM issues to be targeted while formulating policy for non managerial employees: 8 VI. Human Resource Management Policy 8 VII. Policy for the Managers 9 a) Policies regarding workplace environment and safety: 9 b) Policies regarding Hiring: 10 c) Policies regarding promotion: 11 d) Policies To Reduce Presenteeism: 11 VIII. Policy for the Non-Managerial Employees 12...
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...with e-business and how it is done, and how it may affect the ethical standards of the organizations. About Human Resource Management Firstly, in order to explain the different roles of human resource management or (HRM) the author has to define what human resource means. Now according to "HR Certification Institute" (2010-2012), “Human Resources refers to the individuals and support systems within an organization responsible for personnel hiring and firing, applicant tracking, skills development, training, benefits administration, and compliance with government regulations. Management is all about managing people. All together human resource management means managing the availability of limited and scarce skilled people in the organization” (What is Human Resource Management). In order for the human resource manager to succeed within an organization, HRM has to understand the environment the work is done. The role of HRM is to; (1.) Be the enforcer, which means to make sure that everything is in compliance with state and federal and local laws. (2.) Be a compliance officer, by mitigating employee’s complaints. These can be anywhere from harassments to discrimination to wrongful discharge. (3.) Strategic partner is a new role that has come about within the HRM....
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...Employment Law Compliance Plan HRM/531 MEMORANDOM To: Bradley Stonefield, Owner From: Date: June 8, 2015 Subject: Employment Law Compliance Plan Thank you for taking the time to speak with us today. Per our discussion, I would like to address the employment laws that are specific to both Texas and federally. The consequences for noncompliance of these employment laws will be addressed as well. Laws we will discuss are • Title VII of the Civil Rights Act of 1964 • Americans with Disabilities Act • Age Discrimination in Employment Act of 1967 • Federal Fair Labor Standard • Texas Minimum Wage Law • The Immigration Reform and Control Act of 1986 Title VII of the Civil Rights Act of 1964 Title VII of the Civil Right Act of 1964 was designed for non-discrimination in hiring processes. Hiring cannot be based on race, religion, sex, nor national origin. Your goal of hiring 25 people in the first year, you must comply with this employment law. Non-compliance can result in employees filing a lawsuit if he/she feels they have been discriminated against. Full understanding of this will make sure that you ask appropriate questions during the interview process; inappropriate questions to ask would be marital status, birthplace and anything related to religion. Americans with Disabilities Act Americans with Disabilities Act prohibits any discrimination that is based on a qualified disability. A qualified individual is any person who meets the legitimate...
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...turn contributes to organizational effectiveness. Human Resource Management (HRM) is the process of hiring and developing employees so that they become more valuable to the company. HRM has always played a part in contributing to the success of the company either directly or indirectly. It is important for companies to be more strategic in the way it operates in order to meet the business needs of the company. At the same time, it cannot lose sight of the critical value and importance of people in the process. Like other areas of management, HRM is involved in setting policies, formulating plans and trying to make decisions for the benefit of both the company and the employees. Above all this, the driving force that drives the success of the company is its people. They provide the company with the competitive edge and are the most valuable asset to the company. It is therefore important for HRM to assist the company to effectively and efficiently manage its human resources and having activities that would complement and promote business growth. HR practices such as skill enhancement, job design, selection measures, compensation-linked appraisals, merit promotions, and training have all been found to enhance firm performance. According to Fortune, Wegmans Food Market, Inc. is number five on the top 100 Best Companies to Work For. Every Wegmans has one HR in every store throughout the country. Wegmans HRM practices such as skill enhancement, job design, selection measures, compensation-linked...
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...This paper is focused on understanding diversity management by the principles of Human Resource Management (HRM). Researches throw light on the fact that there are still problems existing at workplaces regarding equality, and HRM has focused only on just meeting up with the requirements of Equal Employment Opportunity (EEO), there has been negligence visible in managing diversity in an organization. The proposed framework here is of how to manage workforce with diversity and especially when people with disability are involved in the workforce of a company. In such condition, special care needs to be taken in order to make them feel at par with other employees by providing them with equal opportunities. It is for any organization to attract,...
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...PAKISTAN EDUCATIONAL FOUNDATIon RIMS PESHAWAR -------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------- Assessment Brief 1. Unit and Assessment Details Course Title: HND Business Unit Name: Human Resource Management Unit number: 21 QCF Level 04 Assessor: Mr. Assad Ullah Internal Verifier: Syed Kashif Shah Assessment Title: Traditional view of Personnel Management and the new approach of Human Resource Management Procedures and practices used for obtaining suitable employees Assessment Method: Assignment Assessing in: Individual Number of Words: 2500 words max Outcomes Covered: 1st and 2nd Issue date: February 05, 2014 Due Date: March 12, 2014 College No. | Learner Name | Learner Signature | | Mohammad Asim | | | | | Learner’s Declaration: I confirm that the work submitted for this assignment is my own. | Date | | Outcomes Covered Outcome | Description | 1 | Understand the difference between Personnel Management and Human Resource Management | 2 | Understand how to recruit employees | Table of Contents AC 1.1: Distinguish between personnel Management and human resource management. . . . . . . . . . . . . . . . 3 AC 1.2:Asses the function of human resource management in contributing to organizational purposes. …..5 AC 1.3:Evaluate...
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...than two drinks at a time HRM plays key role in determining survival, effectiveness, and competitiveness of US businesses Competitiveness: a companys ability to maintain and gain market share in its industry · Related to company effectiveness o Satisfies needs of stakeholders HRM help support business strategy and provide services the customers value. Value of a product: determined by its quality and how closely the product fits customers needs. HRM: policies, practices, and systems that influence employees behavior attitudes, and performance · “People practices” Strategic HRM consists of: HR Planning: analyzing and designing work, determining HR needs Recruiting: attracting potential employees · Interviewing, testing Selection: choosing employees Training and Development: teaching employees how to perform their jobs and preparing them for the future· Orientation, productivity enhancement Compensation: rewarding employees Performance Management: evaluating their performance Employee Relations: creating a positive work environment Effective HRM practices are strategic · enhances companies performance by contributing to employee and customer satisfaction, innovation, productivity Typically 1 HR employee for every 93 employees HR departments are considered a business within the company with three product lines: 1) Adminstrative Services and Transactions: o Compensation, hiring, staffing...
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...Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers (Heathfield, S. M.). Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives (Heathfield, S. M.). Planning Human resources managers try to project how many employees will be necessary. They look at how many good workers are staying with the company and how many leave. Ideally, they want a low turnover ratio, where more people are staying than leaving. Planners try to identify good workers from the applicant pool, and use them to replace people leaving the company. The ultimate goal is to increase highly skilled and experienced personnel each time there is turnover. If a company is going to reduce employee numbers, planning tries to look for positions that could be trimmed without harming the company. Pay People in human resources...
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...Assignment #1 1) Define HUMAN RESOURCES MANAGEMENT and outline what HRM does. 2) Briefly discuss the External Environmental Influences on HRM. 3) Outline a brief history of HRM. Discuss the three stages through which HRM has evolved. 4) LIST (!) the main prohibited grounds of discrimination common to all Canadian jurisdictions. Assignment 1 - Answers 1. The book Human Resources Management in Canada briefly defines Human Resources Management (HRM) as “the management of people in organizations”. The Educational Portal, however, offers a more detailed definition of the same subject: “Human Resources Management (HRM) is the process an organization undergoes to manage people in order to achieve goals”. In order to accomplish the aforementioned goals, “HRM involves formulating and implementing HRM systems (such as recruitment, performance appraisal, and compensation) that are aligned with the organization’s strategy to ensure that the workforce has the competencies and behaviours require to achieve the organization’s strategic objectives” (Dessler). In other words, “Human Resources Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels” (http://www.businessdictionary.com). 2. The external Environmental Influences discussed...
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...history of human resource management Written by Jodonna Green In the 1700s , the Industrial Revolution started in England that brought a transformation in the practices of production. The machine-made goods replaced hand-made goods, large factories replace cottage industries, and small-scale replaced large-scale production. The US economy converted from agri-based to industry-based. This new system required an well-organized structure, and led to recruitment of a large number of immigrants. Employment were created for the immigrants, recruitment and management of individuals gained vitality. Managers were higher than the employees. This system created a gap between the labour force and the management. Social welfare approached in the early HRM helped the immigrants to get adjusted to their jobs and to 'American' way of life. The programs was assigned to ensured an increase in productivity. In the 1790s, employees empower considerably and increased at a quick pace .In the 1800s and 1900s the advent of Labour Union led HR department more capable in politics and diplomacy. HR department has management, labour unions, and Frederick W. Taylor's (1856-1915) theory of 'Scientific Management'. In 1902, National Cash Register was formed to handle employee grievances, record keeping, wage management and other employee-related functions. In 1913, the US Department of Labour promoted the welfare of employees. In 1920s and 30s, the impact of the Hawthorne studies enhanced the physical work...
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