Human Resource Management

Description

1. Human Resource Management

(Original Content Only) (500 words per post) (APA citation) (in-text citations are a must)

Laws that Influence Human Capital Practices

The purpose of this discussion is to help you achieve Course Outcome 1 and Module Outcomes 1, 2, & 3.

During this week you have learned about laws that influence Human Capital practices. For this week’s discussion, select ONE of the following prompts to answer:

1. How do laws impact Human Capital practices in your organization? Explain and give an example.
2. Select one country that you like, and explain how the laws in that country are different from the ones in U.S. Give an example.
3. Think about a regulation that is in place in your organization but is not in another. Why was this regulation created and how it impacts the work environment in your organization? Explain and give an example.
4. If you had the opportunity to create a regulation at your organization, what will it be and why? How will your regulation impact the work environment? Explain and give an example.

2. Human Resource Management

(Original Content Only) (350 words per reply) (APA citation) (in-text citations are a must)

Laws that Influence Human Capital Practices

Jerick Flores

Nov 18 7:09pm| Last reply Nov 19 7:12am

Manage Discussion by Jerick Flores

Reply from Jerick Flores

Module 2 Discussion – Impact of laws on Organizations

One law that impacts the Human Capital practices in my organization is the Colorado Equal Pay for Equal Work Act. This law, passed in 2019, dictates that similar roles must be compensated similarly regardless of identities, and it also has rules around what information needs to be shared when a job is posted and what information needs to be shared with an organization when a new hire is made (Equal Pay for Equal Work Act, n.d.).

The first part of the law which requires equal salary regardless of gender is not much of an impact as we have this in practice and only implement raises and salary differences based on performance increases. However, the second part is more complicated. Part of the law simply dictates that new job opportunities must be posted to internal members of an organization, and when someone is hired, an announcement of the new hire needs to be made with information on how to find opportunities (Equal Pay for Equal Work Act, n.d.). If someone internal receives the role, we must announce their previous role with the organization. We do these intentionally to build culture. However, it also requires disclosures around opportunities for promotions and internal opportunities, along with certain language when an internal hire is made or someone is promoted (Webster & Rosseau, 2019).

Because of new requirements for documentation when inputting for an appointment or promotion, my organization has been cautious around causing any issues which may raise a discrimination complaint. The way my organization has dealt with this is to limit internal-only opportunities and require a lot more documentation around promotions. Though I appreciate the openness and do not believe that direct appointments should be exercised often, it has changed some career paths. The opportunity for promotion is a lot more difficult, and even when there is a good case, sometimes the role needs to be posted for applications, so it changes our ability to use promotions as a retention or career growth tool – they are items that can never be guaranteed. We have changed some of our career pathing conversations and resources around being prepared for any opportunity, including an internal one, to be the best candidate in case there is a search. We also work closely with supervisors to better their documentation around performance so we can make cases for equitable pay and promotions. We also make sure we follow all of the announcement protocols, which now include language on how someone can find new opportunities. Some people have been frustrated by the limiting of promotions, but a majority of people seem to understand we are following a new Colorado law. Additionally, I believe the way we are helping folks get experience and skills to back up their strong performance has helped our employees.

References:

Equal Pay for Equal Work Act. (n.d.). Colorado Department of Labor and Employment. Retrieved November 18, 2024, from https://cdle.colorado.gov/dlss/equal-pay-for-equal…

3. Human Resource Management

(Original Content Only) (350 words per reply) (APA citation) (in-text citations are a must)

Laws that Influence Human Capital Practices

Terry Gilliss

Nov 18 5:57am

Manage Discussion by Terry Gilliss

Reply from Terry Gilliss

Laws significantly shape the landscape of Human Capital (HC) practices within organizations by providing a framework for compliance, promoting equity, and influencing organizational culture. In my organization, which operates within the healthcare sector, several laws directly affect our HC practices, particularly those related to employee rights and workplace safety.

The Occupational Safety and Health Act (OSHA) is one of the most impactful laws. This federal law mandates that employers provide a safe working environment for their employees. In response to OSHA regulations, our organization has implemented comprehensive safety training programs and regular audits to ensure compliance. For instance, we conduct biannual safety drills that prepare staff for emergencies, fostering a safety awareness culture. This meets legal requirements and enhances employee morale and productivity as staff feel secure in their work environment.

From another perspective, labor laws such as the Fair Labor Standards Act (FLSA) influence our compensation practices. FLSA establishes minimum wage standards and overtime pay regulations that must be adhered to avoid legal repercussions. Our organization has adopted transparent pay structures that align with these regulations while also striving for internal equity among employees in similar roles. This approach helps attract top talent while mitigating risks associated with potential lawsuits regarding wage discrimination.

Moreover, anti-discrimination laws such as Title VII of the Civil Rights Act play a crucial role in shaping our hiring and promotion policies. By implementing rigorous training programs on diversity and inclusion, we not only comply with legal mandates but also create an inclusive workplace culture where all employees feel valued regardless of their background.

In conclusion, the intersection of various laws with Human Capital practices is profound; they guide organizational policies around safety, compensation, and inclusivity. By proactively addressing these legal requirements through structured HC initiatives, organizations can enhance both compliance and employee satisfaction.

References

U.S. Department of Labor. (n.d.). “Occupational Safety and Health Administration.” Retrieved from [https://www.osha.gov] (https://www.osha.govLinks to an external site.)

4. Human Resource Management

(Original Content Only) (PowerPoint Presentation, 7 slides)

Module 2: Critical Thinking Assignment (150 Points)

Development of a New Policy

Imagine you are the HR Director of your organization or of an organization you are familiar with or like. Recently, a few employees brought to you their concerns about discrimination in the workplace. After a detailed investigation, you found their claims were real. There is discrimination in relation to Diversity, Equity, and Inclusion (DEI) when work teams are created and when ideas are collected. This is impacting the motivation and the sense of belonging of many employees. To stop this from escalating, you decided that the best step is to develop a policy in relation to discrimination in the workplace and DEI. Now, to be able to implement your policy at the organization, you first need to follow some steps.

For this assignment, create a PowerPoint video presentation for the stakeholders of the organization to gain their approval to implement your policy using the steps below:

Steps to Develop New Company Policy

1. Identify the need for the policy.
   
   • Create a brief paragraph identifying the reasons for needing this new policy as well as the benefits it will bring.
2. Determine Policy Content
   
   • Identify the law from which the policy will be created.
   • Create a purpose statement.
   • Define the sections that the policy will cover and include a brief description of each.
   • Include an effective date for the policy.
   • Add a glossary of terms found in the policy.
   • Remember to avoid absolute, rigid, and confusing wording.