Human Resources Legal Liability
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A strategic business role of human resource members is guiding the organization through defining and implementing policies and procedures that ensure a safe, equitable, and compliant workplace. Organizations should have a range of policies and procedures in place to monitor the workplace and actions taken by leaders at all levels.
Review and evaluate the current policies, procedures, and standards the organization uses to guide leaders in the following areas:
Managing employee performance including effective disciplinary policies
Compliance with EEO regulations
Maintaining ADA compliance
Ensuring a fair and equitable workplace where employees are selected, promoted, and managed based on qualifications and performance
Prepare a Word document that addresses each of the following:
- Using the areas researched above, describe the current policies, procedures, and standards the organization uses to ensure a fair and equitable workplace.
- Provide detailed analysis on at least 3 current policies, procedures, or standards that are effective.
- What are the subjects of these policies, procedures, or standards?
- Describe the guidance they provide.
- How are they effective at meeting the organization's needs?
- Give a specific example of how they guide leaders in their actions
You are to provide detailed analysis on 3 current policies, procedures, or standards that are effective from your current place of employment.
Include a cover page/slide/header and APA formatted reference page/slide that reflects a min of 2 reliable and credible cited sources
Then add the following to the final revision:
Pick 2 policies, procedures, or standards that might be more effective.
What is the subject of these policies, procedures, or standards?
Describe the guidance they provide.
How might they be more effective in guiding leaders in their actions?
Provide suggestions on how to rewrite them to be more valuable to the organization
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Solution Summary
Prepares a strategic plan for reducing legal liability in the human resources department.
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Introduction
Human resource management (HRM) is sometimes considered a soft skill because it requires effective management, people skills, and negotiation abilities. However, there are also economic and strategic factors that can be considered hard skills in HRM. Effective HRM requires a strategic focus coupled with people skills to facilitate the achievement of goals. HRM also deals with managing risk and ensuring legal compliance.
Read this synopsis for information on factors that strategic HRM can address:
"In organizations, it is important to determine both current and future organizational requirements for both core employees and the contingent workforce in terms of their skills/technical abilities, competencies, flexibility etc. The analysis requires consideration of the internal and external factors that can have an effect on the resourcing, development, motivation and retention of employees and other workers.
Current Policies and Procedures
External factors are those largely outside the control of the organization. These include issues such as economic climate and current and future labor market trends (e.g., skills, education level, government investment into industries etc.). On the other hand, internal influences are broadly controlled by the organization to predict, determine, and monitor-for example-the organizational culture, underpinned by management style, environmental climate, and the approach to ethical and corporate social responsibilities." This is a quote from Kelly D, 2001, Dual Perceptions of HRD: Issues for Policy: SME's, Other Constituencies, and the Contested Definitions of Human Resource Development, http://ro.uow.edu.au/artspapers/26, so you should paraphrase as necessary.
To effectively create a climate of change in an organization, HRM must envelope both soft and hard skills. The most important aspect is probably developing a culture that is conducive to solid relationships between employees and managers and between all levels of employees at the organization. People should be treated as assets, not as tools.
Price, A., 2007. Human Resource Management: in business context.3rd ed. London. Cengage Learning
Managing Talent
HRM is also about managing talent. Organizations should seek to get the best people possible for jobs and pay them ...
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