Influence Of Employment Laws On Human Resource Management
In any organization, the human resource department is the section of the organization that is charged with the responsibility of executing employee policies and strategies. This department is in charge of the establishment and application of strategies regarding an organization’s workforce with the functions ranging from hiring of employees to performance management and compliance with labor laws. Imperatively, employment laws refer to the laws regulating conduct in the workplace, as well as, employee civil rights. Conduct refers to employee behavior in the workplace and some of the laws that relate to conduct include employment-at-will and equal pay, among other laws. Civil rights laws, on the other hand, refer to laws that promote the provision of equal opportunities for employees in the work setting. These laws discourage employee discrimination and harassment, thus reducing conflict in the workplace.
Employment laws have an appreciable influence on human resource activities in the workplace as they determine human resource practices. For that reason, all human resource professionals need to ensure that their respective organizations comply with employment laws for the promotion of proper working environments.
This paper examines the influence of employment laws on Human Resource Management in the workplace. The paper explains the greatest ways through which human resource professionals can ensure that their organizations are complying with employment laws.
Organizational Compliance with Employment Laws
To ensure that organizations comply with the employment laws, human resource professionals need to establish various rules and regulations to be adhered to by all workers in the organization. Because employment laws are determined by the state and federal employment legislations, the rules and regulations developed by the head of human resources need to relate with federal legislations. Four main steps have been identified for the assurance of organizational compliance with employment laws including creating awareness, supervising performance, retribution, and amendment. Creation of awareness involves employee training on employment laws and their significance to the organization. Here, both management and subordinates are informed of the various components of employment laws to ensure that they all understand the demands of these laws. Supervising performance is the second step for organizational compliance, and it involves follow-up by human resource personnel on the observance of the employment laws.
Agreeably, follow-up is the only way that human resource professional can guarantee that employees in all departments are performing their day-to-day duties in accordance with these laws. It is the most significant step of ensuring organizational compliance to the employment laws, and it requires plenty of commitment from the human resource department. Retribution and amendment go hand in hand, and they involve the provision of penalty for those employees who do not adhere to the laws, while at the same time, making relevant changes in relation to this. Retribution is meant to demonstrate the effects of lack of compliance with the laws to employees. Going against the laws provided can lead the organization into facing various legal problems and for that reason; retribution assures that there is no such occurrence in the organization. Conclusively, amendment by human resource professionals is crucial to guarantee that the employment laws are followed to the latter. Human resource personnel make changes with the rules and regulations to accommodate any changes that may occur with the employment laws. By doing so, human resource professionals make certain that their organizations are kept up to date with the most current employment laws.
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