...A Brief Overview of Human Resource Management Issues in the Public Sector Kurt Sager University of New Mexico Abstract This paper is based on interviews with professionals in the human resources and management/supervisory fields soliciting their views as to what they considered to be the main issues confronting them in their jobs from a human resource management point of view. Open ended questions were asked of each respondent in an effort to solicit knowledgeable responses from informed sources. Although human resources and management issues are diverse and seemingly innumerable, a few basic issues rose to the forefront during the separate interview sessions. These basic issues are discussed in some depth, and a short work biography is given for each respondent with the intention of putting the basic issues mentioned in context to the interviewees’ respective work situations. Keywords: human resources, recruitment, retention, training, legal compliance, politics A Brief Overview of Human Resource Management Issues in the Public Sector Respondent Introductions Since the topics discussed in this paper were taken directly from responses gleaned from face-to-face interviews with a Human Resources Director and two managerial level supervisors, a brief description of their respective work environments, positions and responsibilities may help the reader understand relationship(s) between...
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...Introduction As the developing of economy in the world, human resources can be paid further more attention to the tourism industry that before. Good human resources management can help the organisation to be successful. Line managers are the important aspect of HR department that can accomplish the organisation’s objective. There are three major level of management structure in the organisation, respectively top level (i.e. president and CEO), middle level (i.e. marketing vice president, finance vice president, and human resources vice president), and bottom level (i.e. different line managers of training & development). There is a possible evolving HR organisation example, which will be indicated the following article. Business policy and code of ethics are very important to the organisations that can help the firms to be more competitive. Human resources department is responsible for formulation of policy, approved by senior management, and the daily implementation of this policy and the monitoring of its effectiveness, and employment and career development of all individual employees in the organisation. Line managers should monitor and correct the situations of training staffs and normal working of staffs. The Role of Line Managers and (HR) Human Resources • Roles Line manager should authorise to direct the work of subordinates and has the responsibility to accomplish the organisation’s objectives (Stone, 2005). As the traditional work of HR managers decreases, line...
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...As the newly appointed Director of Human Resources for Wilson Brothers you discover that since implementing an employment test at one of the plant locations the percentage of visible minorities selected for employment has dramatically changed. You believe the test may be culturally biased, which has resulted in discrimination against visible minorities. Post your responses to Part A and Part B shown below: Part A: 1. Explain your ethical responsibilities as an HR professional. (5 marks): As an HR professional I often need to navigate the often complex matter of ethics in relationships with clients, management, workers and the broader society. As a certified HR Professional I am guided by the Code of Ethics prescribed by the Human Resources Professionals Association (HRPA). Committing to these ethical codes ensures that myself and other HR professionals will abide by certain standards like competency in the field, legal requirements, human rights in the workplace, balancing organizational and employee needs, hold confidential information, avoid conflicts of interest and commit to personal and professional growth. 2. What principles set out by the HRPA/CHRP Code of Ethics or other Human Resources Professional organization apply in this situation? (5 marks). By implementing an employment test that may be culturally biased, the Wilson Brothers organization is violating human rights, denying employment equity, and is engaging in discriminatory practices. Part B: ...
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...The purpose of this report is to describe three employment laws and the consequences of non-compliance. The three employment laws covered are Title VII of the 1964 Civil Rights Act, The Civil Rights Act of 1991, and The Americans with Disabilities Act; all three employment laws written about are an explanation of non-compliance. There is also an assessment on how an organization can ensure compliance with employment laws. Title VII of the 1964 Civil Rights Act Title VII of the 1964 Civil Rights Act was one law instated to ensure equal employment opportunities for all people no matter his or her race, religion, color, national origin, or gender. The 1972 Equal Employment Opportunity, Title VII states that showing any discrimination towards an employee by an employer bases on the applicants or employees race, color, religion, sex, or national origin is discrimination and will be viewed as unlawful. There are two major functions of the Act regarding discrimination: 1. Showing failure to hire an individual or refusing to hire an individual based on the terms outlined in the act are discrimination. In addition to the hiring process, relieving an individual from his or her duties within an organization, refusing benefits or compensation, changing one’s terms of employment or privileges of employment including any employment conditions of said employee based on race, color, religion, sex, or national origin is viewed as a company practicing discrimination. 2. Practicing...
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...HUMAN RESOURCE MANAGEMENT HNC/HND and Business Contents LO1. Understand the difference between personnel management and human resource management 5 1.1 Distinguish the difference between personnel management and human resource management. 5 1.2 Access the function of human resource management in contributing to organisational purposes of Tesco. 6 1.3 Evaluate the role and responsibilities of line managers in human resource practices of Tesco. 7 1.4 Analyze the impact of legal and regulatory framework on human resource management of Tesco 7 L.O 2 Understand how to recruit employees 8 2.1 Analyse the reason for human resources planning in organisations 8 2.2 Outline the stages involved in planning human resource requirements 9 2.3 Compare the recruitment and selection process in two organisations 9 2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organisations 11 Task 3 Understand how to reward employees in order to motivate and retain them 12 3.1 Assess the link between motivational theory and reward 12 3.2 Evaluate the process of job evaluation and other factors determining pay 13 3.3 Assess the effectiveness of reward systems in different contexts 14 3.4 Examine the methods organisations use to monitor employee performance 15 Task 4 16 Know the mechanism for the cessation of the employment 16 ...
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... While this handbook is a broad guide as to how to conduct yourself you will receive additional training regularly. In the event there is any question as to how standards are to be followed or of the proper ethical choice in a situation please reach out to Human Resources. They will help address your questions and guide you in the right direction. Ethical Responsibilities: All employees, management, and directors of Company X should make it their top priority to operate on a daily basis with honesty, integrity and without malice. Unfortunately, all ethical decisions are not easy and the right answer isn’t always apparent. In situations such as these, reach out to Human Resources. Beyond unusual circumstances we must treat all other employees as well as customers and people of the community with respect and dignity regardless, age, sex, origin, or different abilities. Staff Schedules: Directors and management of Company X are responsible for creating employee schedules. Work schedules are to be taken very seriously. Schedules are created two weeks in advance. If you are requesting time off you must submit your request in writing to your department manager no later than two and a half weeks prior to requested date. In the event situations arise that you are unable to provide proper notice consult with other employees to cover your scheduled activities and inform your department manager immediately. All efforts will be made to accommodate special circumstances but...
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...Assignment 1 Employment at Will Doctrine 1. Describe what steps you would take to address the following scenario involving skills, competence, and abilities: "Employment at Will" basically means that an employer may terminate an employee without notice or cause. While companies generally adhere to progressive discipline, it is not bound or obliged to do so. It is up to the company's sole direction to terminate at any time with or without a cause. The situation that the employer is facing with this employee is somewhat difficult however it is manageable. The employee is unable to use the computer tools to be productive and efficient in completing the required tasks of her position. I would inform the employee of her performance particularly her deficiencies abilities and reiterate the skills necessary to fulfill the job she was hired to do. Typically, most corporations have a policy compliance handbook which rest with human resources department to describe the actions to be taken in this situation. Management must familiarize themselves with these policies. “Progressive discipline is an employee disciplinary system that provides a graduated range of responses to employee performance or conduct problems”(nolo.com). When there is a lack of performance, management typically will follow the policies guidelines in the handbook and do the following, an analysis of performance and areas of improvement. Usually this is done twice or once a year, but if it is necessary...
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...Introduction The objective of this research is to determine the convergence, divergence and cross-vergence of culture in IHRM, by looking at recruitment and selection in Nigeria as well as the Pension Scheme. It will also focus on the political, economic, social, technical and legal environment a number of factors that influence human resource policies and practice in Nigeria. International human resource management(IHRM) is the term used to refer to the instance where an organisation`s HRM entails managing employees in more than one nation .(Ngo et al 1998 cited in Lloyd and Hartel ,2004, pg60) .According to( Dowling et al, 2008) IHRM covers a wide range of human resource issues faces MNCs in different parts of their organizations additionally ,we include comparative analysis of HRM in different countries.(Capelli and Croker, 1996) argues that international human resource practices is a crucial factor in creating unique organisational competences ,in turn help companies differentiate their products and services and thus build competitive advantage. International HRM refers to relatively separate areas of practice and research (Dowling and Welch ,2004) HRM policies and practices are carried out within an economic, social, political and legal environment .Thus there is a need for considerable historical and cultural insights into local conditions to understand the processes, philosophies and problems of national models of HRM (Hofstede, 1993) .The indigenous Nigeria system is...
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...April 16, 2012 Alejandra Sipion Legal, Safety, and Regulatory Requirements Paper Human resource departments must comply with federal laws, state laws and international laws. These laws cover health, safety and legislations applicable to where organizations are located. State laws and local governments have their own employment related laws which cover a wider range than federal laws. Federal laws cover a full scope of employment and sets standards for wages, hours, safety, health benefits, retirement, workers compensation and working conditions. Human resource management is tasked with making sure organizations comply with these laws. During the 1930’s the general focus of the human resource department was to ensure that employees’ skills were efficient and to keep payroll records. Human resource departments quickly evolved into becoming responsible for a wide range of tasks that include several types of laws. Human resource focuses on employee related regulations that the Department of Labor administers and enforces. Therefore the human resource department is greatly influenced by these laws and many times litigations regarding laws outweigh common sense and compassion. Laws and court rulings play a major role in the human resource department. Common sense and compassion in the workplace has been replaced by litigations because there are so many laws and regulations. Human resource litigations are legal issues that arise in the work place. The department of labor helps...
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...Human resources policies are a set of practices and procures used to manage interactions between the employer and employee. In general, human resource is primarily focused on employee management, which includes recruitment, hiring, managing, and termination. All companies have human resources policies, as they are typically required by law. In the United States, the Labor Standards Act provides a list of required procedures for all employers. These procedures cover all the major life events for an employee and are mandatory. (Jucious, 1963). There are four generic areas of human resources policies: recruitment, employment standards, discipline, and termination. The Labor Standards Act provides a basic framework, on which all human resource policies are built. The purpose of human resources policy is to clearly communicate the company’s internal procedures, requirements, and consequences. It is worth noting that almost half of all civil lawsuits are a result of a dispute surrounding human resources issues. In recruitment, there are four common human resources policies. When a position is vacant, the length of time applications will be accepted and who can apply is provided in policy. Prioritization of applicants and the granting of preferential status during the application process are common in both union and non-union environments. Non-discriminatory hiring practices based on race, religion, and gender is standard. Checking of references as part of a condition of employment...
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...Assignment #3: Employment Laws and Strategy HRM 530 Benita Ellis-Young Feb 17, 2013 Prof. Kenneth Lewis Employment Laws and Strategy Describe the scenario that you have selected and its corresponding employment laws. Benefit decreases for the entire employee population. There are several laws that influence benefits in the state of Maryland. From the website www.md.gov, fringe benefits include minimum wage, overtime, meals and breaks, vacation, holidays, sick leave, jury duty, severance, medical/hospitalization coverage, dental coverage and pension and retirement plans. The laws for the state of Maryland do not require that employers offer all of these benefits. Employers are able to select which benefits they will offer. The required benefits are minimum wage, overtime, and meals and break times. All other benefits are at the discretion of the employer. Companies are not always able to offer a variety of benefits and may decrease the benefits being offered in order for the company to remain profitable. Economic hardships affect the organizations operations and cause employers to layoff, cutback, or shutdown. Minimum wage for the state of Maryland is currently $7.25 and the Federal wage is also $7.25. Employers are obligated by law to pay at least the minimum wage. The state requires employers to pay overtime to employees that work 40 hours or more at a rate of 1 ½ times their normal salary. Salaried employees may be exempt. Employees under the age of 18 are required...
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...Company X Code Of Ethics Section I: Standards and Procedures 1. Equal Opportunity Employment Employment with Company X is based solely on individual merit and qualifications directly related to professional competence. Discrimination or harassment of any kind is strictly prohibited, including discrimination or harassment on the basis of race, color, religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity or expression, age, marital status, mental or physical disability, medical condition, sexual orientation or any other characteristics protected by law. 2. Positive Environment Company X prohibits unlawful harassment in any form – verbal, physical or visual. If an employee believes they have been harassed by anyone at Company X, they should immediately report the incident to their supervisor, Human Resources or both. Supervisors and managers who learn of any such incident should report it to Human Resources immediately. HR investigates and take appropriate action on all complaints promptly and thoroughly. 3. Drugs and Alcohol Company X takes a Zero Tolerance policy related to drug use. Due to the threats to the health and safety of our employees, it is not permitted. Consumption of alcohol is banned while on company property, although it may be consumed on company outings. Company X requires its employees to use good judgment and never drink in a way that leads to poor awareness, inappropriate actions, endangers the safety...
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...Running head: Labor and Employment Law Labor and Employment Law As a Human Resource Director for Company X, I come across situations every day that challenge my decision making. These situations need to be handled in a delicate matter to make sure that the company is following the guidelines that are setup and established by the federal government to make sure that companies and employees are treated fairly. I would like to discuss three situations that recently have challenged my leadership as a Human Resource Director and show the diversity of the laws and why they were created and how they work. Situation A – FMLA The first situation I am about to describe is an unfortunate set of circumstances, but the law is very clear and the company position is easily seen. Therefore, it was not hard for me to make this decision. The employee was presented with a difficult family situation his twin children were born premature. He made the decision to take leave from work to attend to his spouse and the needs of his family. This is ok and totally understood by the company. Here is where the unfortunate part comes, the department manager at the time agreed to the let the employee take a leave of absence, but the proper paperwork was not filed for Family Medical Leave Act. Now to complicate matters worse, the department manager that was in charge of this employee left during the employee’s leave. Eleven weeks have gone by and the employee wants to...
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...and Regulatory Requirements Human resources was created to make sure the organization reaches its goals, which is to maximize returns on investment from the organization’s human capital and minimize financial risk, providing the organization with well trained and motivated employees, to ensure all reconciliation of individual goals with those of the organization, developing overall personality of each employee in its multidimensional aspect, and ensuring effective utilization and maximum development of human resources. Along with these responsibilities the human resources department also have regulations they have to follow such as the Equal Opportunity Commission (EEOC). This commission established on July 2, 1965, and is listed under the Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA),[7] the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990, and the ADA Amendments Act of 2008.The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit...
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...Module: MGT 3000 Human Resources and Entrepreneurship Title: “Owner-managers of SMEs can determine the employment relationships within their own business.” Considering both the internal and external influencing factors, draw on relevant literature to discuss this statement critically Word Count: 2162 (excluding references) Employment relationship is a legitimate concept commonly adopted around the globe refering to the link between employees, or workers, and employer, which employees are performing work or services under certain conditions in return for remunerations. It has been a paramount concept of a ‘industrial relations perspective ’ on contemporary employment and management over the past two decades (Trevor and Mike, 2010: 7). When considering employment relationships in small and medium-sized entreprises (SMEs), we are mentioning largely about how these firms recruit, supervise, train, reward, manage disputes with and separate from employees as well as the more extensive relationship between employers and employees (Ram, 1999: 604). Being the main vehicle that employees gain access to their employment rights and benefits associated with social security and labour law, as well as the determinant of the scope and structure of employers’ authorities towards their employees (ILO, 2011), obligations and reciprocal rights between employee and employer are constructed via employment relationships. Looking into this fast-growing economy with ever changing...
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