Political and Legal Environment in Hrm

Political and Legal Environment in Hrm

Time tracking is one of the core functions of HR. Therefore, it is important to ensure that HR managers comply with all relevant legal requirements for recording employee time. Another important legal issue in human resources is the prevention of harassment. Companies must develop anti-harassment policies aimed at creating and maintaining a work environment where people are treated with dignity, decency and respect. These policies must be easily accessible to all new and existing employees. In addition, training should also be provided to all managers to ensure that they are able to identify potential instances of harassment and behaviour, fair, impartial and thorough investigations in the event of an employee complaint. Effective human capital management will be critical to an organization`s ability to survive and thrive. (www.anderson.ucla.edu) Political and legal factors influence the overall management of human resources. Human resource management went global when companies began shipping their products and setting up companies overseas.

Entrepreneurs have found it cheaper to manufacture products and offer services in other countries. Where is the fairness in an American entrepreneur who outsources jobs internationally and deprives the American people of jobs to live on and care for their families? Globally, organizations are likely to get even bigger. With increasing globalization, it is becoming increasingly difficult for human resource management to ensure compliance with all relevant human resources laws and regulations. To ensure that the rules and regulations of many organizations are supported by international secondment programs. This type of program is put in place to ensure that no part of the organization is overlooked, under-managed or misunderstood. If these issues are not resolved quickly, it can quickly damage the company`s reputation and brand. There are many countries that operate under turbulent and different legal and political systems. As a result, personnel laws differ in character and stability. Compliance with laws on wages, benefits, union relations, employee privacy, workplace safety and others demonstrates the importance for human resources professionals to conduct a comprehensive review of the policy environment and labour laws before operating in a country (Roberts, 2006). Cultural factors are also another important concern affecting international human resources management. All organizations or employers are required by law to provide a safe and supportive workplace for all employees. This is provided for in the Occupational Safety and Health Act of 1970, commonly known as the OSHA Act, which states that all employers must provide work environments that are free from danger or harm to their employees.

Organizations are required by law to provide certain benefits to their employees, including workers` compensation, social security, and unemployment insurance. Joseph Campbell said, “Economics and politics are the driving forces of life today.” (Campbell, 2006). The main difference between domestic human resources management and international human resources management is the additional knowledge and responsibilities required as a result of operations abroad. This usually includes language; local and national regulations and laws governing business relations with a foreign country; Exchange rate; Career opportunities; benefits and incentives for businesses; and above all, the ethical and ethical expectations of foreign business contacts. (McNamara, C., 2007) The consideration of political and legal factors influencing global human resource management is linked to international business practices. Understanding the legal environment will also help hiring managers focus on issues relevant to business growth, rather than wasting time on litigation related to labor law violations (Ulrich & Brockbank, 2005). Talent management requires HR to research, nurture and motivate employees to maintain high performance rates. Performance management would require HR to focus on creating a welcoming and motivating environment so that all employees can improve their performance. The first focuses on individual performance, while the second focuses on the performance of the Group`s employees.

The U.S. legal system views these three benefits as ethical requirements for organizations and therefore requires that they be provided. In general, the HR department makes decisions based on the following points. First, it`s important to consider legal issues and the benefits that come with them when hiring employees. Second, the human resources department must take into account the accommodation of employees and the procedure for terminating employees. Third, it must determine whether or not to pay compensation and, if so, what policies and procedures to follow. The main functions of the human resources department are to provide professional services, establish recruitment, develop promotions, maintain selection, communicate HR policies to the entire company, promote the representation of loyalty for personal control over time, assist, advise and consult with the company`s employees. (McCormick, 2000) Company employees should view the human resources department as neutral ground on which to raise grievances; ask for help and information; expect a fair and impartial hearing; and are convinced that HR offers a learning theory and an environment of trust and confidentiality. (Robbins, 2003) If human resources management is effective, employees will have no problem with their expectations. The ultimate task of the HR department, which stands out from all others, is above all to meet the needs of the company`s management. A number of federal statutes (see figure)) relate to human resources management. Federal law prohibits discrimination on the basis of age, race, sex, color, national origin, religion, or disability.

The Americans with Disabilities Act prohibits discrimination against workers with disabilities and requires employers to accommodate the work environment for people with disabilities. The Family and Medical Leave Act requires employers, with some exceptions, to grant their employees up to 12 weeks of unpaid leave per year. The leave may be for the birth or adoption of a child or due to a critical illness of the employee or a family member. With a variety of legal requirements, it`s easy to overlook the importance of staying informed and regularly adjusting workplace policies. There are a lot of legal issues in human resources. This article serves as a guide to highlight why HR compliance is so important, what laws affect human resource management, and best practices for managing legal issues and lawsuits. Nevertheless, it is important to create an environment in which both the employee and employer feel comfortable fulfilling their roles within the organization (Jonathan, 2010). Executives can easily feel inundated by the maze of laws, court decisions, and regulatory statements that companies must navigate today and tomorrow. However, to help their organizations achieve their goals and gain a competitive advantage, leaders need to understand how the legal environment affects HRM and what they need to do to ensure they comply with local, state, federal and international labor laws. Based on the above discussion, it is important for HR managers to comply with labour laws as well as other legal requirements related to human resources to ensure that employees work in a supportive environment.

It also allows all parties to recognize and understand the limitations of their work, as well as gain knowledge about legal services in their areas of activity. The legal factors associated with this issue relate to consumer protection, product policies, contracting and liability. There is a strong demand for international business lawyers who can use their skills and knowledge internationally to combat the legal factors of global human resource management. The purpose of the research In addition, in occupations where they tend to be at high risk of danger, employees should have protective equipment at all times in the performance of their duties. If employees feel that the conditions in which they work are not safe enough, they have the duty and right to ask OSHA authorities to inspect the premises and environment in which they work. In fact, sexual harassment is an illegal act or a punishable criminal offence. If such cases occur in employment, it is important to comply with the terms and conditions of employment prescribed by law. This is because such behaviors always cause problems in the workplace that lead to poor performance and later bring a hostile work environment. Cultural factors are also another important concern for international human resources management.

Cultural differences lead to another problem affecting international human resources management. Culture is a set of community forces that influence the values, beliefs and actions of a particular group of people. Cultural differences exist between nations and cultural differences also exist in terms of religion or ethnicity in some parts of the world. Convincing people from different religious, ethnic or tribal backgrounds to work together in a global business can be difficult in some parts of the world. There are many organizations operating in the United States, Europe, and other countries that have reasonably stable political and legal systems (Roberts, 2006).

Share this post