Employment Laws and HRM Strategy
Dr. Daniel Frost
November 18, 2012
Employment Laws and HRM Strategy
Describe the scenario that you have selected and its corresponding employment laws. The human resource scenario the writer selected is the need for seasonal employees who may be from another country. Employment laws for the state of Mississippi will be a base used to solve this issue. Mississippi Wage and Hour Laws from the Employment Law Handbook insures that seasonal workers are provided with a minimum wage, meals and breaks, vacation, sick leave, severance and holidays. Mississippi currently does not have any state laws requiring or regulating these requests. Mississippi uses federal guidelines as a base for establishing employment laws. The federal law as of today requires a minimum wage of 7.25 dollars. The federal law for overtime is also followed by Mississippi. Meals and breaks according to federal law are not defined. Breaks taken by an employee that are less than twenty minutes must be paid and lunch breaks thirty minutes or more do not need to be paid as long as an employee can do whatever he or she likes during this period according to the Department of Labor. Vacation leave is determined to the employer since Mississippi legislature does not have any established guidelines on this matter. Sick leave, Severance pay and holidays are all determined by an employer in the state of Mississippi due to established laws in this state (Mississippi Wage and Hour Laws, 2012). In August of 2012 Mississippi held a committee meeting on immigration reform. Governor Phil Bryant wanted to reaffirm a law preventing undocumented immigrants from recovering public benefits. The Mississippi Senate will have to take into consideration the United States Supreme Court rulings and federal appeals when drafting Mississippi legislature for immigration laws. The Mississippi state immigration law would have to comply...
The revolutionary trends of computerization have reached the peaks achieving global goals in all fields and sectors. The HRMS systems getting computerized are leading to a new and innovative way to approach to above said. With the major organizations hosting services of HRMS our project specifically aims to the total computerization of the HRMS.
With the total automation of HRMS, the manual dependency is minimized to a large extent. It inherits all the properties of computerizing a system which includes quick response, less processing time, fast recovery, robustness, flexibility, reliability, scalability.
Today’s trend demands high rate of automation for the HRMS as the organizations are growing in exponential form and maintaining employee records in a consistent format. To satisfy the needs of clients, today’s organization need more and more of workforce. The HRMS system takes care of this by taking in resumes from new aspirants and allowing the HR to view them in and do selections there upon.
Aim and Objective:
The main aim of the project is to develop a Human Resource Module for the Intranet Automation of HR Software for an organization. The module enhances good communication facilities between the employees and HR Administrator. To allow the HR of an organization to update the employee details whenever there is a change in the employee profile pertaining to...
...HUMAN RESOURCE MANAGEMENT SYSTEM(HRMS)
A first review report
(Submitted by Candidate’s Name ASWANI KUMAR A, ROLL NO: 1110MBA1012 Reg No : 68311200362)
1 NEED FOR THE STUDY
Researching business technology can be a daunting task and finding a Human Resources Management System (HRMS) that meets the unique needs of your business, and offers ease of acceptance by your employees, can present a challenge. To begin this process, I suggest exploring a Web-based HRMS solution, which avoids the pitfalls of a costly software purchase, internal IT involvement or a lengthy implementation process.
Determining the Need for an HRMS Solution
Prior to selecting an HRMS solution, you must identify your business needs, processes and short and long-term goals. Including HR professionals, who manage your current HR operations, in the process is also critical, as it will impact embracement versus abandonment.
Regardless of the size of your organization, the daily management of payroll, benefits administration, training and other continuously changing HR needs can be challenging as well. Web-based HRMS platforms offer attractive options for many organizations, especially small and medium-sized businesses (SMBs) looking for a centralized, integrated and cost effective solution.
Empowering employees to self serve offers significant time-savings for the administrator or...
...defined as taking services of third party in order to get the solution or task done on time without hiring employees permanently in an organization. This paper is based on a case named “report on outsourcing”. In this case a manger wants to get an advice regarding the future of outsourcing in an organization. As per the current trend in the industry, outsourcing is the best way to get work professionally from experts all over the world. E-HRM is the term that defines “outsourcing HR” more technically. This paper includes academic journal articles and other literary sources; in addition company analysis examples are also included in this task. The issues discussed in particular are the evaluation of HRM factions in terms of outsourcing.
Table of Contents
Executive Summary 1
Concept of Our Sourcing 4
HR Fuctions Generally Outsourced 5
Advantages and Disadvantages of HR Outsourcing 7
Advantages of Outsourcing HR 7
Disadvantages of Outsourcing HR 9
Role of E-HRM in Outsourcing HRM Function 11
Advice to the Client 13
Case Scenario Summary 13
Report on Outsourcing
The Intelligent outsourcing is the use of contracted resources, assets and capabilities of a third party, guaranteed quality criteria, performance and value levels against the cost, as well as an evaluation method in order...
...activities of HRM, especially in recruiting and selection covers from advertising positions, receiving applications, initial screening to final section. This particular search can be for entry level, middle level and high level position as appropriate, according to the external and internal factors of an organization.
Huge cost reductions in HR have also been experienced through technology application, while, they have also led to adverse impacts such as redundancies and lay-offs. Communication development technology contributes furthermore, from the recruitment process to career development process through training and development, and creates resource personnel in the organization. Computer based testing leads to unbiased selections, arbitrating to effective and efficient Human Resource Management.
Access to Human Resource Information systems (HRIS) has also helped to automate most of the functions of HRM to a greater extent and allows the HR activities to run in a less cumbersome and efficient manner. This report further outlines the adoption of virtual work and outsourcing as a result of modern technological evolution, and the benefits and impacts that technology has embraced towards Human Resource Management.
2.0 What is Human Resource Management?
According to Samson & Daft, “Human resource management refers to the activities undertaken to attract, develop and maintain an effective workforce within an...
...of e-HRM to
the business organizations in the HR area
In today’s, with the develop of the information technology, information systems and the internet are become more and more important and revolutionizing the Human Resource Management in the organization, increasing the efficiency of the operation and supporting the HR professionals in those HR functions. Therefore, the e-HRM systems was derived which is use of web- based technologies for human resources management practices. It is obviously that the e-HRM can benefit the organization in the HRM area. For example, it is a more efficiency way to recruiting worker, motivating employee to work so that it can achieve the company object, etc. However, there are someone still not clear or query about the advantage or importance of the e-HRM. Therefore, in this article, we will fully explain how the e-HRM systems contributes to HRM effectiveness in a two major HR process:(1) employee recruitment and selection (2)Performance appraisal. In order to support the article, in the following part, we will mention some real case. The article is structured as follows: first explaining the contribution of e-HRM to the HR recruitment part, second we will focus on the performance appraisal. The article will finishes with conclusion and the discussion part.
Contribution of e-HRM to the...
...HRIS, HRMS - Is There a Difference?
Posted by Scroggin, Clay at Friday, 04/03/2009
As an HRIS Solution, a.k.a. HR software, HRMS solution, HR Payroll Software, web vendor, I am anyone in this industry are constantly searching for new keywords to improve our rank and thus, bring more users to our websites. Currently, we track over one hundred and fifty unique HRIS solutions keywords. The problem is many of these keywords define the exact same thing. So I ask the question: -Are we confusing the HR profession by refusing to offer a language of terms that is more consistent?- With this article, my intention is to provide definitions to many of the terms those in the HR profession are likely to hear regarding HR software.
Perhaps the reason for so many terms for HRIS software is online advertising itself. The vendors who market online are constantly searching for new terms with which to rank well and attract vendors. There have been some vendors who have a brand strong enough to create their own terms and then everyone else jumps on the bandwagon. The terms 'Talent Management' and 'Talent Acquisition' are the two best examples I have seen. This improvement of terms by marketing gurus happens in other industries as well. My father owned a Chevy blazer known today as a sport utility vehicle. Now every auto manufacturer has jumped on the band wagon and uses the same term. The new term is cross over. What will the new term be for HR management...
...CHAPTER 2 – TRENDS IN HRM
Internal Labor Force - An organization’s workers (its employees and the people who have contracts to work at the organization).
External Labor Market - Individuals who are actively seeking employment.
High-Performance Work Systems - Organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and processes).
Knowledge Workers - Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession.
Employee Empowerment - Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.
Teamwork - The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.
Total Quality Management (TQM) - A companywide effort to continually improve the ways people, machines, and systems accomplish work.
Reengineering - A complete review of the organization’s critical work processes to make them more efficient and able to deliver higher quality.
Outsourcing - The practice of having another company (a vendor, third-party provider, or consultant) provide services.
Offshoring - Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available.
Expatriates - Employees who take...
...HRM vs. HRD
Starting any career is tough--you don't want to start in one job, find out you don't like it and then start over with another. But as an HR professional, your experience in the field, regardless of its type, will always be valuable. A good way to start an HR career is to determine what side of HR you want to work on: Human Resource Management (HRM) or Human Resource Development (HRD).
HRM means just what it says--human resource management--the management of people or resources in an organization. Almost every working organization has to have some form of HRM staff to take care of basic employee management tasks. HRM encompasses the traditional areas that most people think of as HR, including compensation and benefits, recruiting and staffing, employee and labor relations and occupational health and safety.
An HRM professional might start out as a generalist, then choose a specialty area of HRM such as benefits and become a benefits manager. After that, she may choose to remain in the specialty area, perhaps running all benefits programs at an organization, or move into an HR leadership role as an HR director or VP overseeing both HRM and HRD tasks.
If you like systems, analytics and processes, a career in HRM might make sense. While serving the people in an organization, HRM professionals are typically given ownership...