At least 4-6 lines summarizing the following discussion: 1. Explain how differen

Question

At least 4-6 lines summarizing the following discussion:

1. Explain how different employment laws affect human resouce practice.

2. Explain how companies use recruiting to find qualified job applicants.

3. Describe the selection techniques and procedures that companies use when deciding which applicants should receive job offers.

4. Describe how to determine training needs, and select the appropriate training methods.

5. Discuss how to use performance appraisals to give meaningful performance feedback.

6.Describe basic compensation strategies, and discuss the four kinds of employee separations.

Explanation / Answer

1. Laws affecting human resource practice

Knowledge and practice of employment laws are integral to their human resource function. The payroll function in HR will engage with laws relating to minimum wage, payroll tax, retirement income security and insurance. On workplace environment, HR interfaces with laws on health and safety (OHS), anti-discrimination and sexual harassment laws. HR practice is involved in interpreting and complying with labour laws related to unions, collective bargaining and following fair labour standards.

2. Recruitment

Recruiting is a process by which job requirements are publicised, applications are invited, candidates are shortlisted based on set criteria and then processed for selection. Companies use recruitment process to find qualified job applicants using several channels. The most common method is to advertise the job in the media (newspapers, magazines, TV, online job portals) by giving a detailed job description and skill expectations. Social networking sites like LinkedIn are used to recruit through known references. Companies participate in campus recruitment to hire interns and freshers from University departments that match the field of specialisation. Job fairs are career road shows are avenues for recuirting Andy conducting walk-in interview of job aspirants. Internal recruitment practices are adopted in comoanies that have a large talent pool within their organisations. Recruitment agencies and headhunters are hired to recruit job applicants.

3. Selection techniques

Most common selection technique used by most companies is the interview. Interview can be face-to-face or telephonic. One-on-one interviews may be conducted or a panel interview may be used as a technique to select the qualified candidate for a job. If there are several candidates, comoanies may use Tehran technique of shortlisting by using an aptitude test or case study assignment. Most companies will have multiple rounds of interviews before selecting a candidate. First round may be done by the reporting department and the subsequent rounds may be done by the senior executives. Interviews also may be technical round and personality round. Selection may also happen through employee referral programs or through contests.

4. Training

Training needs may be identified at the time of selecting the candaidate itself or during the probation period. Performance appraisals done on a periodic basis can help determine the skill and competency gaps, which may lead to training needs. Change in business, technology or any other external environment may trigger new training requirements.

Appropriate training methods include on-the-job training for a fresher, coaching and mentoring for a new recruit, lectures for gaining academic knowledge, role playing and management games for skill development, group decsussions for training on concepts and job clarification, and simulation techniques for initiating work place experience.

5. Appraisals

Performance appraisals can be used to give meaningful feedback if it is done periodically and progress can be tracked. Measureable indicators (KPIs) are used in the appraisal to compare actual performance with the planned targets. Comoanies use 360 degree appraisal to give holistic qualitative feedback on performance from supervisors, peers and juniors. Goals are set for the future during them appraisals with corresponding rewards upon achievement.

6. Compensation and Separation

Compensation strategies include pay-for-performance policy wherein employees are rewarded based on their appraisals. This may be a percentage increase fixed across the organisation or may be based on benchmarking of their top performers. Companies may chose a strategy of low basic and high bonus strategy to get their employees to perform high. Alternatively, compensation strategies may be based on non-monetary benefits like paid vacations, leaves, promotions, etc.

Separation of employees may be due to retirement after attaining a particular age typically 60 plus. Employees may separate due to voluntary resignation due to several reasons like working at another job, moving from the city or family reasons. Layoffs are employee separation caused due to management decisions typically during recession or financial losses of the employer. Dismissal is an involuntary separation caused due to the bad behaviour or violation of employment terms.

Related Questions

Navigate

• Browse (All)
• Browse A
• Subjects

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.