Identify and discuss the employer-employee relationship. Make sure you include the following points:
o The point at which a prospective applicant becomes an employee
o The difference between a contractor and an employee
o The legal implications and obligations of the employer-employee relationship
o The laws that address the employer-employee relationship.© BrainMass Inc. brainmass.com October 25, 2018, 5:22 am ad1c9bdddf
The employer employee relationship is a lot different and much, much, much more complex now than it used to be even a generation or two ago. By definition, an employee is a person who is hired to give some sort of specified work and or service to a company. That said company can be of almost any size. This service or work done by the employee is performed at specified, scheduled and or at set intervals. These work intervals are done on a pre-arranged basis for the employee's and employer's scheduling purposes. The employee's work and or services are done in trades for compensation. This compensation is monetary in nature. At least part of it is anyway. It could include a salary, an hourly wage rate, an hourly rate of wage and or a salary plus a commission base too. The total compensation package may also entail other pre-specified benefits such as paid vacations, health and dental insurances (and possibly vision) and a retirement plan of some sort. The employee, while working for the said organization, is considered to be a part of the company he works for, and not someone who owns his own business and is by the whole, a separate and independent entity.
An employer would be an institution or person/people that employs employees or workers which represent them and not just temporarily (like a temp, who often works for ...
The solution discusses the legal environment of human resource management.
Human Resources Strategic Poisitioning Plan Part 2
Human Resources Strategic Positioning Plan - Part 2
Prepare a 3,000-3,500-word paper integrating theories and concepts from your text and other sources as you review the Riordan Manufacturing virtual organization on your rEsource page. Based on your researched information, create a Human Resource Strategic Positioning Plan for your client. Include a summary of Part 1 in addition to the following elements in order to support your recommendations.
a. One-page executive summary
b. Recruiting and Retention
1) Analyze methods for recognizing and retaining key employees and workers
2) Identify a process to replace key executive talent
3) Develop a process to identify high-potential employees; develop a process to "fast track" these employees
c. Legal Ramifications
Legal implications of issues covered in this assignment (e.g., as you consider your proposal, have you thoroughly researched any legal implications)?
d. Training and Development Program
Identify elements of an effective training and development program.
e. Technical infrastructure
·Apply the elements of an effective technical infrastructure. Include application of information (such as requirements and considerations) provided by an HRIS.
·How is your strategy affected by the company's decision to "go global" with its plant in China? What are the HR-related implications? Assess the challenges and opportunities of multinational cultural diversity and international talent management.
Make final recommendations to the client.