Human Resources Policies And Practices

There are many different functions and roles of law in the business society. When describing employment law, there is a broad area that governs how employers interact with their employees, former employees and applicants for employment. These laws and regulations are not meant to be described in a short paper. They are detailed laws that require application to an employee’s specific situation and should be discussed at length to ensure the correct interpretation of the regulation. As an office manager that was put in charge of the Human Resources department of my organization, I was thrust into a world of complex laws that took many hours to

Human resource department is the field that takes control of training and overseeing employees. Therefore, it is important for HR personnel to develop and maintain some skills and knowledge in that field. Based on the CIPD HR professional map, there are some strategies, insights and solutions that can be followed. One of them is to ensure that Individuals understand the organization 's external goals and objectives and the different functions within it. Through understanding what should be done, employees will be able to focus on what they can do to help their organizations. Moreover, promoting leadership among teams and encouraging people to lead and make decisions is one of the most successful strategies used nowadays to

In contrast to workers’ compensation, OSHA does not provide payment to injured workers. However, OSHA implements safety policies and standards by company inspections, citations, and fines. In addition, OSHA mandates employers to educate and train employees regarding the specific dangerous substance regulation called the Hazard Communication Standard

• Leaves such as paternity and maternity are only granted to certain contracted individuals (Permanent)

Along with education, the labor market also undergoes profound changes. The flexibility and dematerialization of work, through the ubiquity of the Internet and the portability of the machines generates new kinds of professionals. One of the most obvious consequences is the contamination that work has on all areas

The human resources department has numerous responsibilities. The success of a company is depended upon the adequate functionality of the human resources department because it serves as the source of workforce. There are 10 top best practices recommended for the human resources.

Technology is going to disrupt the very nature of work in the next five to seven years, as it is beginning to today. Of the many global trends influencing and modifying careers over the next five to seven years, the major disruptions of social networks and the critical need for math and science skills will forever change the composition of the American and global workforce. As many futurists and pundits have long said, many of the more advanced economies are shifting quickly to service economies. As this shift occurs en masse in more advanced economies that have outsourced manufacturing, innovation will follow. This is not particularly good news for many of the advanced nations that have economies predicated on a relatively high per capita net income. Yet paradoxically this shift to service-based economies and lower salaries will isolate and make even greater the demand (and salaries) for professionals who have advanced skills in collaboration, distance learning, math, science and the ability to quickly accomplish complex tasks as part of a virtual team (Gajendran, Harrison, 2007).

While it is true that often time’s companies choose new technology or manual labor, the results heavily favor the new technology. Nobody wants people to be laid off or lose their jobs to a machine, but in this day and age companies have to

Employment at Will law is highly relevant to the Personnel Planning functions of Human Resources Management. Personnel Planning sometimes involves the termination of competent and otherwise desirable employees due to financial or organizational challenges coming from the employer's side. In at-will employment relationship, the employer and employee agree at the outset that the employer may terminate the employment relationship for any time at any reason. In the case of at-will employees, employers are not required to show "good cause" for termination, meaning that they do not necessarily have to prove that the employee did anything to deserve termination.

As the variation of workers’ income levels, status and values about business and the character of the U.S. government, significant social impacts are generated from these changes (Earl, as cited in Knapp, Sharma & King, 2007). First social impact involves changing career models. According to Sullivan (as cited in Terjesen, 2006), conventionally, careers have followed an upward, linear series through one or two firms or consist stable employment in one progression. Terjesen (2006) claims that globalization and technology have changed the essence of careers and of the psychological employment agreement which was initially regarded as exchange of employee loyalty for job security, and this contract has moreover been damaged by the pressure of outsourcing, particularly when employees are required to train individuals from overseas who are possibly take their jobs. A study of technology laborers found that 20% of them had trained an individual from overseas (Terjesen, 2006). Therefore, for the purpose of maintaining employability in the new career model, the U.S. workers are individually required to exploit portable, specific knowledge, skills and core competencies. Furthermore, the offshoring of jobs in the U.S. has generated the backlash, which can be defined as a strong negative reaction by a large number of people, such as one reaction to something that has recently changed in society (Oxford Learners’ Dictionaries, 2015). According to Terjesen (2006), the considerations

What is Working Online? Jesaffi (2015) says that, working online is working through the media of the internet as an intermediary between us with network client or people in need of our services. In fact, online work almost the same work in the real world, which distinguish about space and time. If working outdoors, we should set off in the morning and return in the evening, but working online can be done anywhere, especially at home, as long as they have an internet connection. Working from home already a distinctive trend in this era of technology nowadays. In fact, there are many enterprise require employees who do not have to come to the office normally. The sophistication of technology at this age is possible can be done online, easily,

The Influence of Culture on Human Resource Management Processes and Practices. Dianna Stone and Eugene Stone-Romero, eds. New York: Psychology Press, 2008. 340 pp. $38.25, paper. Although national and international workforces have become increasingly culturally diverse, human resource systems and processes often lag in adapting to multiculturalism in ways that will reduce the cultural bias of existing human resource systems and enhance organizational effectiveness. Nearly 15 years ago Sharon Lobel and I developed a framework for our edited book, Managing Diversity, on the human resource implications of managing the growing diversity of the workforce (Kossek and Lobel, 1996). Although some changes have been made to account flexibly for

Over the years we have seen massive changes not only in our personal lives, but as well as in the workplace. These drastic changes are due to the rise in technology and how it will continue to affect the way the economy works when looking at unemployment rates, economic growth, and inflation. It is becoming quite clear that the future of the workplace will be less centralized, more flexible, more mobile, and with a stronger use of AI. These along with other trends will continue to grow with the increase in mobile technology, the never-ending race for top talent, and economic volatility. The future of the work place will not only grow and attempt, but it will continue to influence the way the economy functions.

that can motivate the employee to reach greater heights of productivity within the limited time period. Thus through motivation, the HR professional could improve the efficiency and the effectiveness with which the employees work. Alongside the HR policy should in particular focus on employees‟ innovation through managing motivating and rewarding the employees at the right time to enhance the competitive advantage (Gupta and Singhal 1993).

Matt Bai, (2007), Political Writer for the New York Times (NYT), states that “in [Mark Penn’s] new book, “Microtrends”, [Penn]…notes that 4.2 million Americans now work exclusively from home (a nearly 100 percent increase from 1990), while some 20 million do it part time. Some of these workers are employees who telecommute to traditional offices, but most represent a kind of modern, untethered American work force”. Bai goes on to say that “[these people] do most of their work in the comfort of their own homes, or in their cars, or maybe at Starbucks”. One question that needs answered is if a person wants to work from home and their job duties allow them to work from a remote area, then why shouldn’t companies help the employee make this happen? Bai, (2007),