Report of ITB Essay


The Legal Context of HR System.Submitted to:Nadia RiazPresented by:Sajjad Ahmed (40529)Huzaifa Rehman (33524)Ahsan Shahid (24615)Qazi Fahad (41494)Table of Content INTRODUCTIONPage 3HUMAN RESOURCE MANAGEMENT Page 4LEGAL CONTEXT OF HR Page 4-6Employee ConcernsEmployee Separation ProcessAcquiring New EmployeesImproving Employee MoraleEmployee StrengthsCONCLUSION Page 7Introduction:Human resources are both, the people who work for a company or organization and the department responsible for managing resources related to employees. Human Resource is a contemporary, umbrella term used to depict the administration and improvement of representatives in an association.

However, Human Resources includes administering everything identified with dealing with an association’s human capital. The HR system is regulated in many contexts such as Economical context, Political context, Social context, technological context, legal context and more. The goal is to elaborate the Legal context of Human Resource Management, the legal issues that affect the practices of HRM are Which employee to hire, how to compensate the employee, what benefits to offer, how to handle conflicts, How and when to hire and fire an Employee.

In any case, as of acknowledgment of the significance of HR is to an organization’s general wellbeing has developed drastically. This acknowledgment of the significance of HR reaches out to independent ventures, for while they don’t by and large have an indistinguishable volume of HR prerequisites from do bigger associations, they too confront work force administration issues that can decisively affect business welfare. The HR is responsible for all the departments of the company or an organization, who has to report to the board or to the MD of a company or organization.Human Resources Management:The legal regulation of human resource is sort of comprehensive and sophisticated. This applies to all of an employment relationship, from registering through to once when the employee is fired from the organization, or perhaps once when the worker leaves the organization, the HR department regulates it all. Human resource and its major areas of working: Recruiting and staffingCompensation and benefitsTraining and learningLabor and employee relationsOrganization developmentThe Legal context of HR:Human Resource includes creating and controlling projects that are intend to expand the capability of an association or business. It includes the whole range of making, overseeing, and developing the business worker relationship.Addressing current employee concerns: Different company’s managers who oversee the day-to-day work of employees however, the HR department dealswith employees concerns such as:Benefits Pay Employee investments Pension plans Training Their work may also include settling conflicts between employees or between employees and their managers.Managing the employee separation process:The HR management team must complete a specific set of tasks if an employee quits, fired, or laid off. Paperwork must be completed to ensure that the process was completed legally. Severance pay may be offer or negotiated benefits should be settle and access to company resources should be severe via the collection of: Keys Badges Computers Sensitive materials from the employee.Acquiring new employees: The human resource management team recruits potential employees, oversees the hiring process (background checks, drug testing, documentations etc.) and provides new employee orientation and introduce to the department so that the employee can work easily under the supervision of manager or any other senior person in the office. Improving morale:Effective HR teams encourage company employees to give and to do their best, which contributes to the overall success of the company. Their work often involves rewarding employees for good performance and creating a positive work environment for other employees and to encourage them to work even harder than before.Focus on employee strengths:Companies must make every effort to understand what candidates and employees do best and put them into roles where they can play to their strengths as much as possible. That is good for the company to give an example of that employee to others so that they can also give their best to their own departments. Conclusion:The role of HR managers must parallel the needs of changing organizations; successful organizations are becoming more adaptable, resilient and quick to change direction and are customer centered. The HR functions are increasingly outsourced to free the department to recommend and implement meaningful and value-adding programs that impact the business in positive ways. Functions typically, include payroll administration, employee benefits, recruitment, background checks, exit interviews, risk management, dispute resolution, safety inspection and office policies. So every organization should have to face and solve the challenges for the sustainability of the organization.

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