...Human Resources/Legal Environment MGMT 634 June 30, 2013 Abstract In every company, the ramifications of conducting unethical workplace standards according the “Equal Employment Opportunity” (EEO) whether there exist a human resource department (HR) or not, there exist a legal environment given people are interacting with one another within the workplace. The majority of companies in existence desire that everyone (employees and non-employees) will work together as a team, providing efficient and productive work ethics that will lead to future profit, lesser loss runs (accidents), and generate a safe workplace environment. Nonetheless, conflict develop between personalities, especially when inappropriate behaviors reminiscent of sexual harassment, gender, sex, and color discrimination develops and/or is present in the workplace. Human Resources personnel have a huge responsibility to address the legal issues as soon as they occur. HR should eliminate any type or forms of discrimination as they are damaging, demeaning and have led to many consequences such as legal lawsuits. Legal lawsuits surrounding an employers failure to provide an “Equal Employment Opportunity ” workplace environment has led to devastating financial losses for companies who refuse to adhere or address their pre-existing legal environment that exist in every company. Human Resources and the Legal Environment The Human Resource Department (HR) within the organization where I serve as...
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...Ethical Decision Making and Hiring My Name MGMT314 Management Ethics University Instructor Abstract Established morals identified by an organization is a vital step in the ethical decision-making process and ultimately its success. The development of a Code of Ethics is the pivotal point in establishing what an organization stands for ethically and morally. From business decisions to hiring processes, ethics will drive all of these decisions. There are multiple facets to the development of the Code of Ethics and there is not a one size fits all approach to the development process. Once the Code of Ethics has been identified a Code of Conduct must be established. Both of these aspects do not amount to anything if the people upholding the code choose to not act accordingly. A well-established Code of Ethics can build a strong workforce through advertisement and hiring. This paper explores the development of the Code of Ethics, Code of Conduct, and applicable hiring processes that guide a company’s vision and success. Ethical Decision Making and Hiring Every day there a businesses identified in the news that have been caught up in scandals. Those scandals are usually ethical violations such as misappropriation of funds, conflicts of interest, lapsed licensing, improper or fraudulent billing, sexual harassment, discrimination, safety violations, and poor work conditions. These incidents are direct violations of an organizations Code of Ethics. ...
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...enormous legal and fiscal repercussions for organizations. Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA) are a few of the laws and regulations which make discrimination unlawful in the conditions and terms of job, for example hiring, leave policy, performance evaluation, and promotion. It's important for administrators to identify different types of discrimination and defend against them in the place of work. (UOP Simulations: Preventing Workplace Discrimination 2011). This simulation in this type workplace discrimination is to focuses on types of discrimination in place of work, hiring, work environment clashes, performances and appraisals evaluations in a company of advertisement. The evaluation of each scenario of different situations are study carefully as an Human Resource Manager (HRM) and decide whether discrimination can be prevented by resolving any conflicts of interest emerging from discrimination. The measures a company or this advertising company may take to reasonably accommodating people with disabilities, or those with a known drug abuse problem, shows the views on how the simulation demonstrate these results. The employees with a known drug abuse problem, the companies must have an arrangement on announcing a pre-employment in addition to a post-employment alcohol and drug test. A drug free environment indeed will be enforce do to the nature of the work environment. An employee...
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...is a comprehensive evaluation of the entire gamut of HR activities:- • HR Cost • HRD activities • Health, Environment & Safety • Legal Compliance • Quality • Compensation & Benefits Areas of Human Resources Audit The human resources audit must evaluate the personnel functions, the use of procedures by the managers and the impact of these activities on the employees. A human resources audit covers the following areas as identified by Robert L .Mathis and John H. Jackson:- 1. Audit of various functions of human resources 2. Audit of managerial compliance 3. Audit of environment culture in the industry 4. Audit of corporate or industrial strategy 1. Audit of various functions of human resources This covers all human resources activities including: • Determination of objectives of each activity and identification of responsibility of performance, Review of performance, developing an action plan to correct deviations between results and goals and follow-up of action plan. • It also combines all the Functional areas of Human resources process carried out in the manufacturing process. 2. Audit of managerial compliance Legal Provisions is most important as any violation makes the management guilty of an offense. This covers Audit of managerial compliance of personnel policies, procedures and legal and welfare provisions. 3. Audit of Environment Culture in the industry The working culture in any industry as an impact on employee motivation, morale,...
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...revolving personnel. The new expansion of the organization prompted the CHRO to outline a course of action to fulfill newly created key positions. Individual positions, educational and experience requirements along with the hiring practice have been provided as a defined process. Unit 5 Individual Project As the Chief Human Resource Officer (CHRO), it is essential to carefully plan all actions involving a business expansion. The CHRO must lay out a detailed course of action to ensure successful growth. First, it is very important to understand that all prospective job applicants have legal rights before they become employed by a company (Legal Rights During the Hiring Process, 2013). In accordance with federal law, employers cannot discriminate based on the applicant’s: religion, disability, gender, race, ethnic background and in the case of female applicants, pregnancy. Furthermore, the location of the new business expansion could also add additional state and local laws defending the applicant’s sexual orientation. (Legal Rights During the Hiring Process, 2013). Interviewers must have a clear understanding of acceptable interview questions. Questions relating to previously stated topics must be avoided. The CHRO should be deeply engaged in the interview process in order to avoid the possibility of unlawful questioning. Secondly, a business expansion generates the necessity for new key personnel. With the assistance of upper management, the CHRO will determine which positions...
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...Employment Laws Related to Anti-discrimination Bus 670 Legal Environment August 4, 2014 There is always the task that leaders of a company must face and that is the attracting and recruitment of new employees that are superior performers in their field. Even though this is a daunting task most employers still run advertisements are unattractive in the description of the job that needs to be filled and for the most part is bland. So they sit back with their fingers crossed in hopes that an ideal candidate will walk through the door that is a fit for the position and the company. According to Adler (2013), the leaders of the companies are focusing on 17% of those that are looking for work while hoping to employ the 83% that are not looking. In their quest to hire the top candidates, employers must find the most effective way to do so without violating laws such as anti-discrimination and others that are significant. “There are a variety of reasons that hiring managers have a hard time finding the best recruits, including that: employers depend on a surplus of candidates during the hiring process, but seek them in a talent scarce environment; candidates do not know how to engage in the hiring game; and few hiring managers take responsibility for attracting quality candidates because they are focused on attracting quantity, hoping to discover that diamond in the rough. These are all significant issues that need to be addressed, dissected, understood, and reframed...
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...unit 13 assignment 1 planning recruitment Indtroduction 1.1 what is recruitment? Ans. The action or process of hiring someone. Ans. The process of adding new individual to a population or sub poplation. 1 what are reason for vacancy? An A) employee leaving B)High turnover C )Extra work D )Sickness E ) Got different work F) Maternity cover References from level 3 book 3 what happen in recruitment planning? Ans . Receiving applications: Acknowledge any communication immediately; your responsiveness will show candidates that their application is being taken seriously. If a request is made for an application pack, it is not sufficient to send it and hope it is returned. Selection and interview: Review CVs and select candidates for interview within a maximum of 24 hours. In your plan, the review process was diarised in advance so you should have time to complete it as scheduled. It takes very little time to review a CV; the delays are typically down to this task being put off. Making an offer: Make any offer as soon as possible after interviews and include accurate information on the salary and other benefits. Be ready with answers to questions that are commonly asked. This keeps the recruitment process running smoothly and shows candidates that you are interested in hiring them. (Corke, n.d.) 4 what are the factors influencing recuirment planning? Ans the factors influencing recuirment planning are...
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...Anti-discrimination Laws Related to Employment BUS 670 Legal Environment February 17, 2014 Anti-discrimination Laws Related to Employment An important task that leaders face is attracting and recruiting employees that are top level performers. Most companies still post bland, uninteresting job descriptions, crossing their fingers in hope that they will find the ideal individual who is an organizational fit. In addition, the most shocking aspect of this is that most business leaders focus their resources and efforts going after the 17% of candidates who are actively seeking employment, yet desire to employ the 83% who are not looking for work (Adler, 2013). Employers want to hire top performers, but most are not cognizant of doing so in effective ways and avoid violating anti-discrimination and other significant employment laws. For example, Adler (2013) informs that there are a variety of reasons that hiring managers have a hard time finding the best recruits, including that: employers depend on a surplus of candidates during the hiring process, but seek them in a talent scarce environment; candidates do not know how to engage in the hiring game; and few hiring managers take responsibility for attracting quality candidates because they are focused on attracting quantity, hoping to discover that diamond in the rough. These are all significant issues that need to be addressed, dissected,...
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...and it is vital it operates by some ethical principles. The responsibility project video that I will be discussing will be on Greyston Bakery. Greyston Bakery was founded in 1982 and provides local products that can sustain the community. The bakery is also a benefit corporation. “A Benefit Corporation is a new class of business; a legal entity that is required by law to create a general benefit for society as well as for its shareholders” (http://greyston.com/). First I will go over the important issues discussed in the video, the external social pressures and how they are relevant to personal and organizational decisions. Also the relationship between legal and ethical issues talked about in the film. The Greyston Bakery is showing how an organization can be more than a profit driven company, by addressing some important issues. The bakery first takes on the issue of unemployment by having an open hiring process. This policy gives citizens in the local community an opportunity to get employment they might not get at other businesses. The unemployment by people with no skills, drug problems, and criminal background is a drain on society, so hiring them reduces the burden on society. The Greyston Bakery also addresses the issues of housing, healthcare, and childcare by offering these services to their employees. Providing good housing to the employees will help allow their employees have safe housing and the ability to save money for the future. Healthcare is always a problem...
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...the need and demand of an optimized labor force is critical to the success of any organization. Businesses are consistently searching and recruiting for qualified and retainable personnel. I will discuss in detail the process of interviewing and selecting that has proven to be both rewarding and successful for the organization. Interviewing and Selection Process Before the interviewing process, potential candidates, whose resume’s and applications have been reviewed and found to have met the qualifying factors for the positions, may be called by the hiring official for a brief notification and/or phone pre-screening. Step 1: Develop Behavior Based Interview Questions These questions gives the hiring officials insight on how the candidate would act in specific knowledge and experiences as related to the position being filled; Step 2: Conduct Behavior Based Interview The behavior based interview is one of the most important tools DHS uses to assess the qualifications of the potential candidates, it is a thorough indicator of the candidates future performance and aids in the detection of how an employee will perform, once hired, in certain situations. Step 3: Assess the Candidate In this step the hiring official evaluate the candidate’s personality and professional skills to determine which candidate(s) are best fit for the position. “Responses to the behavioral based interview questions are rated using established DHS...
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...that are made by us are influenced by some portion of the law that are believed to be understood by an individual. For example stealing is against the law and many of us refuses to do such a thing. Not only because it is wrong, but because it is against the law; and individuals are aware of the consequences of breaking this law. Within this paper a discussion on what the functions and the roles of laws are will be addressed. According to Melvin law is “a body of rules of action or conduct prescribed by controlling authority, and having legal binding force” (2011). If laws were violated or even broken the strict rules that are associated with these laws are enforced. The law very much so effects the way business are structured and formed. Business owners have to ensure that their organization is following the law when hiring employees. “It is a violation of Title VII of the Civil Rights Act of 1964 to make hiring decisions based upon race. Under the Age Discrimination in Employment Act, meanwhile, it is illegal to discriminate against job applicants who are age 40 or older” (Garcia, 2010). Employers have to hire employees based on their qualifications and not their race, gender, age or disabilities. The roles and functions of the law within a business setting are design to protect the business owners as well as the protection of the employee working at that business. The law is design to...
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...Legal, Safety, and Regulatory Requirements Valencia Simpson HCS 341- Human Resources Management March 24, 2014 Author Note This paper was prepared for Human Resources Management- HCS341, taught by Alejandra Sipion. Safety, legal, and regulatory requirements in any organization is the most important law because the department involves developing, employing, 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 restraints, particularly federal legislation such as Department of Labor, the U.S. Equal Employment Opportunity Commission affects the Human Resource Management process. This paper will discuss the effects of legal, safety, and regulatory requirements have on the Human Resource Management process. Laws and regulatory requirements are currently in place for state and federal divisions to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents keeping employees safe, decreased workers’ compensation claims and lawsuits and lesser accident-related expenditures for employees who go out under worker’s compensation. (Gomez-Mejia, et al, 2010, p. 511). The Human Resource Management department must take into consideration when hiring new employees the many legal requirements that are set in place by the United States government , state, and federal...
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...A Business Proposal to Make Ethical and Diversity Considerations to Improve the Strategic HRM Planning Process. Prepared for Jane Doe HR Director ABC Restaurant & Pub Prepared by XXXXX Personnel Director ABC Restaurant & Pub December 24, 2012 ABC’s Restaurant & Pub Ethical and Diversity Considerations to Improve the Strategic HRM Planning Process. I have gathered information over the last five weeks about department policies and best practices pertaining to ethical and diversity considerations. Based on these findings, the following proposal is presented to improve the strategic planning process. Diversity and ethics are buzzwords and are used frequently around the workplace. There are areas within both where making small changes could result in large benefits for the company’s HR strategic planning process. These considerations are important for the strategic plan because they encourage a positive company culture and decrease legal risks that could otherwise result in the demise of the company. Diversity As a restaurant and bar located in the middle of a military-base town, our personnel records indicate management has been hiring primarily a specific demographic type (women ages 18-30). Management has hired this demographic type over other demographic types more qualified. Even in an effort to appeal to specific customers, this bias can come off as discriminative and reflect negatively on the company. Two areas in need of consideration...
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...Legal, Safety, and Regulatory Requirements Gary Allford HCS/341 8 August 2011 Lee Hoffman Legal, Safety, and Regulatory 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). Laws and regulatory requirements are currently in place to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents, decreased workers’ compensation claims and lawsuits and lesser accident-related expenditures (Gomez-Mejia, et al, 2010, p. 511). This paper discusses the effects of legal, safety and regulatory requirements in ensuring employee safety and welfare in the workplace. In addition, it will also discuss other employee-related legal regulatory requirements and topics pertaining to human resources process in hiring employees to prevent costly litigation. Safety and the Law Many Human Resources (HR) experts and managers have implemented HR strategies to comply with federal regulations to supervise efficiently employee health and safety in the workplace. An organization has the responsibility as mandated by all levels of government to offer all employees the assurance of a working environment free from health hazards. The two important workplace regulations in place that affect employees at all levels are workers’ compensation laws at the...
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...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 the role and responsibilities of line Managers in human resource management………….10 AC 1.4:Analyze the impact of legal and regulatory framework on human resource management?..............12 AC 2.1: Identify reasons why organizations involve in Human Resource planning……………………… ...15 AC 2.2: You are required to identify the steps in planning Human Resource requirements……………….17 AC...
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