… Research Paper
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¶ … Workplace: HRM's Role
Trends in Workplace: HRM's Role
Trends in Workplace
The HRM is responsible for many essential roles in organizations (the main ones are described below). Other department managers, over and above their core competencies and assigned responsibilities, also carry out some of these functions (Dias, 2012).
One of the major HRM roles in organizations is staffing that involves a process from advertising a job to negotiating on salary (Dias, 2012). It also involves the growth of a staffing plan. Staffing plan make it easier for HRM to anticipate how many persons should be hired depending on their revenue expectations.
Workplace Policies Development
In every organization, various policies are introduced in order to ensure fair work and flow. It is HRM's job to create the verbiage associated with these policies. HRM, executives and management take part in the development process of these policies (Dias, 2012). For instance, HRM should identify if there is a need for a strategy change, asking ideas related to policy, document them, and convet them to employees. The HR department needs to involve other sectors in these matters, as they cannot work alone (Dias, 2012).
Benefits Administration and Compensation
Compensation means any form of payment made to an employee for his services. HRM specialists need to ensure whether compensation is paid fairly, meets the standards of industry and is enough to motivate the people to work and perform well. Additionally, they also need to ensure that payment is equivalent or close to what others are being paid for similar jobs. This can be done by creating a system that calculates the pay based on working years with business, education, experience and other related measures (Dias, 2012).
Training and Development
Once the employees are hired, HRM need to ensure that not only are they trained to fulfill the job responsibilities but also continue to improve and learn new skills. This can increase employee's motivation as well as productivity for the business. Employees who develop their skills and grow in their jobs tend to be much happier, which also helps increase retention of workers (Dias, 2012).
Protection of Employees
Safety is one of the major aspects in organizations. New laws are often implemented with an objective of setting standards of state or federal to guarantee employees safety. Unions and their contracts can also affect the need of employees' protection in organizations. It is the duty of Human Resource Manager to be up-to-dated regarding worker safety requirements and make sure the organization is meeting all the safety principles (Dias, 2012).
Employment Laws of Equal Opportunity
Religion, Race, Sex, Color, National Origin
According to the amended Title VII of the Civil Human Rights Act of 1964, employees and applicants are protected from discrimination in contracting, upgrade, pay, fringe benefits, discharge, training, referral, classification and employment aspects based on their race, religion, nationality, sex, pregnancy or color. Religious discrimination occurs when employee's religion practices are not welcomed where the accommodation does not enforce any difficulty (Federal Contract Compliance Programs (OFCCP), n.d.).
According to the amended Title I and V of the Americans with Disabilities Act of 1990, employees and applicants are protected from inequality on the basis of physical/mental disability in employing, promotion, pay (including perks), discharge, training, referral, classification and other employment aspects. Disability discrimination occurs when a person with disability who can be an employee or an applicant face difficulties and is not accommodated properly (OFCCP, n.d.).
The amended Discrimination of Age in Employment Act of 1967, protects workers and applicants who are 40 years of age or older from intolerance on the basis of age in hiring, promotion, pay, fringe benefits, discharge, training, referral, classification and other employment aspects (OFCCP, n.d.).
Sexual category (Wages)
Besides the sex discrimination forbidden by Title VII of the Civil Rights Act, the amended Equal Wage Act of 1963, forbids sex discrimination in paying wages to men and women performing equal tasks in jobs that requires equal talent and strength and under equivalent working conditions at same workplace (OFCCP, n.d.).
According to the Goldman Sachs' Policy of Business Behavior and Ethics, HR policies should be entirely made on the basis of merit that includes devotion, capability and accomplishment rather than race or gender. The organization runs a policy where equal employment opportunities are given and diversity across business functions and structures is appreciated.
Particularly, according to the Goldman Sachs seventh rule of… [END OF PREVIEW]
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