Questions On The Human Resources Administration

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

Organisations of all kinds face changes in their environment, and there is a need for individuals who are capable of turning strategy into reality. This “change agent role” is often located within the Human Resource function. There are several reasons for this trend:

However, the ruling in this case and others like it prove that employers can, in fact, be bound by articles written in an employee handbook when disciplining or discharging an employee. An abysmally written handbook can greatly jeopardize an employer’s right to terminate at will. Trends show that courts are increasingly acknowledging enforceable promises in the past employment practices of firms, in employer handbooks and in oral commitments. In addition to including an at-will disclaimer in employee handbooks, employers should also require employees to sign an acknowledgment confirming that they understand and agree to employment-at-will and that at-will employment can at any time be modified by a written agreement. Personnel manuals should explicitly state that the employer reserves the right to terminate employment at will. All written policies should also be free of any language that could be considered as a guarantee of job security. To be sure that these common pitfalls are avoided employers must retain the service of a labor attorney to draft and air-tight employee manual and acknowledgment

When we are dealing with the employment relationship between employers and employees, ethical issues are most likely to emerge. Especially, if a manager fires a worker without a proper reason, critics will follow this employer’s behavior. In Patricia Werhane’s paper, “Employment at Will and Due Process”, discusses two doctrines which are Employment at Will (EAW) and Due Process. It also addresses some justifications and objections for EAW, and shows Werhane’s supportive view to Due Process. In contrast, EAW is defended by Richard Epstein in his article “In Defense of the Contract at Will”. In my paper, I will attempt to develop my argument in favor of Employment at Will that could improve flexibility and efficiency of

The ruling of this case shows that employees need to pay close attention to their employment contracts. They need to fully understand the implications or effects of the employment at will doctrine before signing the offer

Human resources involves workers who are in charge of the organization and responsible for implementing strategies and policies that relate to the management of individuals. It is a very important part of a company’s success and ultimately decides how much the company can grow and achieve (Vasquez, 2003). Human resource managers seek to achieve this success by arranging the supply

This paper examines the impact of legal, safety and the regulatory requirements of the human resources development in an organization. This aspects look at the rights of the employee and the employer and how they are secured. This human resources process affects the lawful, well-being, and governing guidelines inside a business while the privileges of those employers and workers are protected by the U.S. Department of Labor, Equal Employment Opportunity Commission, Americans with Disabilities Act of 1990, and the Department of Homeland Security. The employee-related regulations are to guard the privileges of a company and worker. The U. S. Department of Labor gives organization an excellent

The general principles of contract law rule the structure of the contract of employment. A contract of employment is a contract by which a person, the worker, takes on for a limited or undefined period of time to do work for payment according to the instructions and under the direction or control of another person, the employer. Inside the structure of a contract of employment, a person carries out the service of work, gets payment and the work is carried out according to the direction and supervision of the employer. "The terms of the contract may be either in writing or given orally, but both are equally binding and enforceable. When a person is hired to be an employee, the person enters into a contract of service, which is an employer/employee relationship" (Determining the Employer/Employee Relationship - IPG-069, 2012).

I am currently working as a floor manager in Futong restaurant in Footscray. We specialise in providing the set menu for low to medium priced and focus on improving the sales by increasing the sales volume. The daily average turnover rate for the restaurant is $2500 and we aims to achieve the daily sales by $3500 per day. To achieve these we need to work as a supportive work team.

Human Resource Assistants is the most important executives in a company. They are the advisors of the director, and the powers of among others belong the evaluation of any financial or personal affairs of the Company (Armstrong, 2006). Human Resource Assistants manage the company's image in the international network of companies, formed the relationship with Social Media (Feldman and Khademian, 2007), examines future workers seeking a job, dismissal, salaries, the relationship between the officials and employees, and solve problems arising within the workplace (Lepak et al, 2006). Important basis for human recourse assistants is the research that done regarding their role and whether it is valid for decisions in the workplace where they belong.

Between the disparities, the economic areas of supply and demand of occupations globally, international organizations will soon need to compose their staff with a workforce that is highly diverse, and will need to manage thoroughly in order for then to work together. The human resource departments of these organizations will need to implement new recruitment strategies that can effectively match talent with the correct task even if it’s located on the other side of the world.

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

1. For Christine, this scenario is a difficult one to address. While this situation appears uncomfortable, I do not know that it rises to the level of a hostile work environment. The law is very clear that it does not prohibit simple teasing, offhand comments or isolated incidents or minor significance. Christine wore the little black dress to a work-related function; they are not asking her to dress in a manner other than how she willingly chose to dress for work. Moreover, advertising is a very visual business; asking her to dress in a particular manner could be considered part of the selling that is required of anyone in the advertising business. Furthermore, even if this behavior could be construed as creating a hostile work environment, without information about the size of the firm and all of the applicable local rules against gender-based discrimination, I am not certain that Christine would have any legal recourse. Title VII of the Civil Rights Act of 1964, 42 U.S.C.S. ยง 2000e et seq., only has jurisdiction over larger organizations, and I do not know if Scot Wayne More has a sufficient number of employees to trigger coverage. Therefore, I think that Christine should document the incident, see how that evening's meeting goes, and, if she is asked to do anything inappropriate at the meeting, immediately go to human resources.

A business is defined as an organisation or economic system in which goods and services are exchanged for one another or for money. Businesses often have common goals for employees to strive toward in order to better the business holistically. These goals often include to grow and expand the business, to better customer service and the meeting of customer needs, to build a relationship with the community and build a good reputation and finally, to have a strong business culture in order to engage and build employee loyalty. Ultimately all of these goals will lead to the increase of profits for the business- most businesses key goal. The goals of a business tightly link to the motivation employees within the business attain. In order to achieve the business goals, employees must be content in their workplace and be motivated to achieve and strive toward these goals.