Introduction
Many issues surrounding the human resource department are crucial in effectively managing the workforce of an organization. In this regard, hiring and firing are critical. These two actions can be as a result of issues ranging from under-performance, breaching the terms and conditions of employment, or even lay-offs because of various company problems. However, they should always be done in a professional and a dignified way so as to maintain the organization's good standing.
Concept 1
Hiring and firing are some of the most sensitive areas in human resource management worldwide. Due to their potential in affecting both the performance of other employees and the public image of a company, they should be handled with utmost care. According to the 'Lectric Law Library (2011), there are high chances of conflicts between an employer and an employee at the termination of a contract by an employer. Therefore, when an employee has to be fired, this should be done in a professional manner, with the authority doing the firing having involved human resource personnel. The employee should be provided with the reason for dismissal, and proper documentation of the termination should be made.
Concept 2
It is should always be made clear to employees on what terms and conditions they have been employed ('Lectric Law Library, 2011). Disagreements are likely to occur when a controversy emerges because of what seems to be unacceptable actions by either party. For example, the “work for hire” issue and the involvement of “non-compete” clause before expiry of a certain stipulated period of time are likely triggers of employer–employee squabbles if they are not well documented in the contract. Therefore, there is a need to have a we...
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... lessons that are provided in the bible. These lessons include those on justice, honesty, and faithfulness in all aspects of our work.
References
Keimig, C. (2008). Hiring and Firing Best Practices. What you need to know before making the decisions. Retrieved September 12, 2011, from http://www.remodeling.hw.net/hiring/hiring-and-firing-best-practices.aspx
Moti, G. U. (2011). Human Resource Management (HRM) in the Global Perspective: Theory and Practice. Retrieved September 12, 2011, from http://abujanigeria.academia.edu/UKERTORMOTI/Papers/232502/Human_Resource_Management_HRM_in_the_Global_Perspective_Theory_and_Practice
The 'Lectric Law Library. (2011). Hiring. Retrieved September 12, 2011, from http://www.lectlaw.com/files/emp24.htm
The Holy Bible, New King James Version. (1982). Matthew 7:12 and Acts 5:1-10. USA: Thomas Nelson, Inc.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
1. I believe the criteria that should be used to determine potential layoff candidates are job seniority, job performance, acquired skills, and the ability to further develop and assist the company in moving forward. With seniority, employers can determine which employees are the most loyal to the company and those that are the most familiar with their jobs and the objectives of the company. Performance is also an important facet to consider; it makes no sense to retain a poor to average performing employee because they have more seniority than recently hired, exceptionally performing employee that is more likely to contribute to the company’s advancement. I also believe that employees with useful skills should be given preference over unskilled employees who may not be preforming adequately or require additional training to attain the skills needed to do their jobs. Finally, in their ultimate decision of who to layoff, companies
There is growing tension between the financial goals of an organization. The human resource departments focus on the employees and their behaviors. As such, the task of defining the ethical codes of conduct and the task to communicate these ethical codes rests upon the department. In addition, it is important to note that the factors affecting human capital can be categorized into factors affecting the employee economic situation and the factors affecting the employee economic situation directly (Kincade Oppenheimer, 2013). Another issue affecting the human capital in light of the changing global economy is employee turnover and separation. There is always a particular percentage of the employee turnover in every organization. People quit jobs under different reasons and circumstances. Notably, the separations and turnover differ significantly from the normal personnel loses in which the company lays off some employees and do not replace any of
A contract of employment is an agreement between an employer and employee, forming the basis of an employment relationship; enforceable by law. Contracts of employment may be given orally or in writing: Employment Rights Act 1996 s 230(2) and commence immediately. Actual written contracts require an employee's signature and the signature of a company representative. Contracts of employment can involve both express and implied terms and can appear in many forms. The express terms, being those which both parties have agreed to, whether by signing a contractual document or acting in a particular way are seldom found in just one document. Terms are repeatedly found in an array of documents, whether they be from the actual formal contract, written statements or an employee handbook. The two latter documents are just some examples of prima facia non contractual documents.
relationship at a job where the employer holds certain rights and has the right to fire the employee whenever.
Research differentiates the domestic human resource management strategy as, “simpler and easier for manager structure because the business is done on a particular territory, inside specific national culture and business environment,” (Slavić, Berber, & Leković, 2014). On the other hand, globalized companies have trouble with such things as observing the host country’s national cultures, their local regulations, and working around the impact of any new technologies that are required to do the job. Both strategies require effective communication, implementation, and performance
Human resource management and the organizations in which it takes place are facing challenges from a changing environment. Hiring the proper people with the appropriate skills is an essential part of maintaining the workplace. Economic issues which include downsizing, organizational culture, productivity, ethics, demographics, and diversity plays a significant role when redesigning a company 's Human Resource Department. Success in the field of Human Resource requires an update of knowledge continually. Training, certifications, hands-on experience, and tactic knowledge helps to perform a difficult redesigning task with speed and sensitivity. Human Resource actions are comprised of but not limited to equal employment, staffing, compensation, benefits, labor relations, and safety. Ethical issues are
BNA, Inc. "SHRM-BNA Survey No. 66: Human Resource Activities, Budgets & Staffs, 2000-2001." Bulletin to Management, June 28, 2001, pp. S-5, S-15, S-23.
Nowadays, Good managers are not only effective in their use of economic and technical resources, but when they manage people they remember that these particular resources are special, and are ultimately the most important assets. On this occasion, this report is written to explain the reason why Personnel Management has changed to Human Resource Management and how the functions and roles of Human Resource Department differ from Personnel Department.
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
Tayeb, M. H. (2005). International human resource management: A multinational company perspective. New York: Oxford University Press.
In recent years due to the factors like globalization and removal of trade restrictions have created fierce competition in the domestic market for the well-established domestic firms. So, this competition has encouraged many domestic producers to enter into the international business through exporting their product to the different parts of the world or licensing or joint ventures to gain higher profit. By following the paths of international business may encounter the new challenges that are coming along with international human resource management. International human resource management is the set of distinct activities, functions and processes
It’s a common understanding that a given business organization is established with the main aim of making profits. In order to realize the set goals and objectives of such a business organization, there are certain departments charged with distinct roles within the organization. Furthermore these goals and objectives are usually defined in terms of economic prosperity that is manifested through huge volume of sales as they reflect huge returns. One of these departments includes the human resources department which has a responsibility of interviewing, hiring, remunerating as well as promoting employees. It’s one of the most important department in a business organization as the employees working under it are the ones who provide the required human labor to the organization. Since the human
Lewis, Clive (2007) Human resource management international digest. Bradford: 2007. Vol 15, Iss.4: pg. 3.
Willy McCourt & Derek Elridge (2003), Global Human Resource Management, pp 311 - 315. Edward Elgar publishing.