In this document we will identify and outline the key guidelines procedures, laws and concepts pertaining to Human Resource Management. Before we explain the different guidelines procedures, laws and concepts, it is important discuss the strategic role of human resource management. Human resource management is defined as the utilization of individuals to achieve organizational objectives. Essentially, all managers get things done through the efforts of others. Thus, managers at all levels must be involved in human resource management. Those who deal with human resource matters face a variety of concerns, ranging from a constantly evolving workforce to government regulations, the rapid changes of technology, and the economy of both the United States and the world.
First, we will examine the legal implications of human resource management. We will follow that by discussing job analysis and human resource planning. Next, we will look at the recruitment process. Then we will look at the selection process. Following that, we will examine the training and development process. Next, we will discuss performance appraisals. After that, we will look over direct and indirect financial compensation. Lastly, we will examine issues of safety and healthy work environments.
Legal implications for any firm are an important consideration. Following are a brief synopsis of the laws and their implications for conducting business in the United States. All hiring and selection policies and practices should be reviewed for any discriminatory elements. Not only can large fines be levied against the company that is found to have discriminatory practices, it can also lead to civil lawsuits from employees that experienced discrimination, and loss of federal contracts.
Equal Pay Act
The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal. All forms of pay are covered by this law, direct and indirect, in addition pay is not allowed to be lowered to meet the law; this is an important factor to consider as it can greatly increase the cost of doing business and an evaluation should be done on a yearly basis to prevent any inequalities from forming, regarding pay and benefits.
Title VII of Civil Rights Act
Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin. It is important to understand what is protected under law and what is not. While all discrimination could have negative consequence to the firm, discrimination against a protected characteristic can have very significant implication, both from civil litigation and federal fines.
Age Discrimination in Employment Act
Age discrimination involves treating someone (an applicant or employee) less favorably because of his or her age. The Age Discrimination in Employment Act only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, however it is important that company policies do not discriminate against employees younger than 40. While it is not legally protected, it is a good policy to ensure all employees are treated fairly.
Americans with Disabilities Act
An individual with a disability is a person who: Has a physical or mental impairment that substantially limits one or more major life activities; has a record of such an impairment; or Is regarded as having such an impairment. A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Reasonable accommodation may include, but is not limited to: Making existing facilities used by employees readily accessible to and usable