Government laws and regulations Union procedures and requirements Economic

Government laws and regulations union procedures and

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Government laws and regulations Union procedures and requirements Economic conditions The labor force However, the HR planning of a firm must operate within guidelines, limits of available resources, and competencies HRM is one important function among others: Finance Accounting Research and development Marketing Production The interaction of these internal programs sets the tone of the entire organizational system.
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Chapter 02 - A Strategic Management Approach to Human Resource Management 2-16 Government Law and Regulations Government regulations must be considered when making decisions about: Hiring Promotion Managing diversity Performance evaluation Downsizing Discipline Major areas of legislation and regulation: Equal employment opportunity and human rights legislation (recruiting, selection, evaluation, and promotion) Employment of illegal aliens Discrimination based on sex, age, and disability Compensation regulation (pay, hours of work, unemployment, and similar conditions) Benefits regulation (pensions and retirement) Workers' compensation and safety laws (health and safety) Labor relations laws and regulations (collective bargaining) Privacy laws Government regulation has increased substantially. In 1940 the U.S. Department of Labor administered 18 regulatory programs In 2007 it administered more than 140 And that is just one government agency Government regulation impacts a manager’s job in these ways: Regulation encourages simplistic thinking on complicated issues Designing and administering regulations is a complex task, leading to slow decision making Regulation leads to complicated legal maneuvering Many regulations are out of date and serve little social purpose There is regulatory overlap and contradiction among regulatory agencies
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Chapter 02 - A Strategic Management Approach to Human Resource Management 2-17 The Union The presence of a union directly affects most aspects of HRM A union is an organization that represents the interests of employees on such issues as: Working conditions Wages and salaries Fringe benefits Employees' rights Grievance processes Work hours There are cooperative unions and combative unions, just as there are sensitive organizations and socially irresponsible organizations. At one time, unions were concentrated in a few sectors of the economy, such as mining and manufacturing. Today, the fastest-growing sectors for unions in the United States are the public sector and the third sector. It is no longer useful to think of the unionized employee as a blue-collar factory worker. Engineers, nurses, teachers, secretaries, salespersons, college professors, professional football players, and even physicians belong to unions.
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Chapter 02 - A Strategic Management Approach to Human Resource Management 2-18 Economic Conditions Two aspects of economic conditions affect HRM programs: Productivity The work sector of the organization Productivity is the output of goods and services per unit of input of resources used in a production process Inputs are such things as labor, capital, materials, fuel, and energy Before productivity can be managed and improved, it must be measured.
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