Duties and Responsibilities Human Resource Management is a very important component as it relates to an organization, whether it the business in government, public as well as in corporate. Many companies trust Human Resource Management to make decision relating to personnel as well as employee issues. Some companies such as Southwest Airlines involve HARM in their Executive meeting because they rely on them for their expertise, and to consult them when necessary.
Concept of Human Resource Management Human Resource Management (HARM) is the function within an organization hat emphases on employment, management, and providing course for the people who work in the organization. Additionally, HARM deals with matters related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HARM is also a strategic and comprehensive approach to managing people and the workplace values and environment.
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Effective HARM empowers employees to contribute effectively and productively to the inclusive company direction and the achievement of the organization’s goals and objectives. Duties and Activities of Human Resources According to author Aura Bianca, it’s the individuals in an organization that carry out many important work activities. HER Managers have the important job of establishing people so that they can effectively perform these activities. This requires viewing people as human assets, not costs to the organization.
Looking at people as assets is part of modern-day human resource management and human capital management. The human resources management team proposes to the management team how to strategically achieve people as business resources. This includes managing recruiting and hiring employees, coordinating employee benefits and suggesting employee training and development strategies. In this way, HER managers are consultants, not workers in an isolated business function; they advise managers on many issues related to employees and how they help the organization achieve its goals.
HER managers work collectively with managers to advance employees’ skills. For example, HER professionals instruct managers and supervisors how to assign employees to diverse roles in the organization, thereby helping the organization adapt successfully to its environment. In a flexible organization, employees are shifted around to different business functions based on business priorities and employee preferences. How Globalization has affected Human Resource Management A human Resource manager challenges to business particularly those operating across the national boundaries as multinational or global enterprise.
Competing in the global markets involves several factors and centralization of its human resource practices; however, it is certainly vibrant to improve global competitiveness and encourage employees for global assignments. To achieve success in the global market place, regardless of the organization size, it is important to understand global corporate cultural differences and invest in human resources. The keys concerns involves staffing policy, selecting and retaining talented employees, training and development, cultural barriers, and legal framework; additionally, at the same time encouraging employees to be innovative and creative.
Other issues include understanding the challenges of living and working conditions, performance appraisals from a distance, training and management velveteen, compensation and labor relations and organized labor laws. Employee Rights Employees are a key component to any organization; however, they can help a department to become successful, as well as generate revenue for private industries, and provide great customer service for public or government jobs.
Employees also have particular rights as well as protection under the law that is design to protect their rights. Six laws designed to protect the employee There are several laws that are design to protect employees. Legislation that have been put in place was key in affecting Employee Rights. One Of the Employee Rights includes, Title VII of the Civil Rights Act of 1 964 protects against discrimination based on Race, Religion, Color, Sex, and National Origin. Secondly, Equal Pay Act of 1963 protects against sex-based wage discrimination.
Third, Age Discrimination in Employment Act of 1967 protects against discrimination against people who are 40 years of age or older. Fourthly, Title I and Title V of the Americans with Disabilities Act of 1990 protects against discrimination against individuals with disabilities. Fifth, is the Equal pay Act 1963, amendment to ELSE. Last, the Pregnancy Discrimination Act 1978. Finally, affirmative action and discrimination laws are design to protect all employees within the organization.
Title VII of the Civil Rights Act of 1964. Title VII of the Civil Rights Act of 1964 prohibits discrimination or segregation on the basis of race, color, religion, gender, or national origin; establishes the Equal Employment Opportunity Commission; covers employers with 15 or more employees, employment agencies, and labor unions. It prohibits discrimination against protected classes, and makes it unlawful to deny employment opportunities, training, or rarer advancement to protected classes. Equal Pay Act of 1963.
Secondly, Equal Pay Act of 1 963 protects against sex-based wage discrimination. Prohibits unequal pay for males and females with equal skill, effort, and responsibility under similar working conditions; no employers are exempt. Age Discrimination Act of 1967. Third, Age Discrimination in Employment Act of 1 967, amended 1978, 1 986 protects and prohibits against discrimination against people who are 40 years of age or older. Identifies compulsory retirement for some workers; covers employers with more than 20 employees.
Title and Title V of the Americans with Disabilities Act of 1990. Protects against discrimination against individuals with disabilities, and prohibits discrimination against qualified individuals with disabilities. It applies to companies that have more than 15 or more employees. It also requires reasonable accommodation unless the employer can show undue hardship. No pre-employment medical examination except after a job offer; additionally, accessibility is required to new public transportation facilities and buildings. Equal Pay Act 1963.
Fifth, is the Equal Pay Act 1963 which rabbits unequal pay for males and females with equal skill, effort, and responsibility under similar working conditions no employers are exempt. Pregnancy Discrimination Act 1978. Last, Pregnancy Discrimination Act 1 978; it defines pregnancy as a short-term disability and states that employees must receive the same benefits as for any other short-term disability; however, it falls within Title VII prohibition of sexual discrimination; employers with 1 5 or more employees are covered.
Affirmative Action and Discrimination Finally, affirmative action and discrimination laws are design to protect all employees within the organization. Affirmative action is necessary to prevent discrimination and to address stereotypical thinking and biases that still impede employment opportunity. It was introduced through the Employment Equality Act, 55 in 1 998, 4 years after the end of Apartheid. This act was passed to promote the constitutional right of equality and exercise true democracy.
The idea was to eliminate unfair discrimination in employment, and to ensure the implementation of employment equity to redress the effects of discrimination, to achieve a diverse workforce broadly preventative of all people, to promote economic development and efficiency in the workforce and to give effects to the obligations of the Republic as a member of the International Labor Organization. All in all, many embraced the Affirmative Action Act; however some concluded that the act contradicted itself.
The act eliminates unfair discrimination in certain sectors of the national labor market by imposing similar constraints on another. In order for employees to work effectively on their jobs daily, all of the laws mentions earlier are intricate and are necessary in maintaining intro and well as order to carry out the day to day business. Job Description Job Title: Security Director Location: Los Angels, California Department: Homeland Security Division Reports to: Mr..
Frank Security, CEO Position Supervises: 15 Job Summary: The Security Operations Director will be responsible for providing a visual security presence to ensure visitors, clients, and employees have a safe and pleasant experience while inside the Facility. Deter and detect suspicious activities or site infractions which may pose a threat to the property, client or employees at the site. Provide excellent customer service to all individuals that enter the facility and further employee/management relations, goodwill and public relations to keep our customers for life.