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.
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
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:
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.
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
Willy McCourt & Derek Elridge (2003), Global Human Resource Management, pp 311 - 315. Edward Elgar publishing.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
...ems to be normal practice now for employers. As long as both parties agree and it does not go against public interest it would seem that restraints can be valid. The courts do not like getting involved in changing the clause to make it valid and therefore enforceable. There have been many tests to make sure that employers make the clauses reasonable and therefore would not have to go to court.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
In management, effective leadership involves the daily responsibilities of monitoring employee productivity, dealing with customers and handling the technical aspects of business. Being a manager can be fun, rewarding and socially interesting. A good manager is positive and provides support and motivation for employees. However, one of the responsibilities of a manager, along with hiring, is firing. It is commonly accepted that “employment termination is usually excruciating for everyone involved” (Zins). However, by using a structured method this process can go smoothly and with as little stress as possible.
In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.