This includes; hourly wages, salaries, and group or team bonuses. Moreover benefits packages also serve as bargaining tool utilized by Human resource department. These benefits include; corporate-sponsored daycare, health care packages, stock options, attractive retiring plans and many others. However, these items do not give employees direct financial or monetary compensation, though it saves employees money, convenience, and time, which are all catered for by the employer in order to get the best out of the human resource. On this account, I am going to delve on reasons as to why workers’ compensation laws were developed.
Elections are a major part of union organizations today. The NLRB supervises union organizing campaigns and representation elections. According to Cascio, “Collective bargaining is the cornerstone of the U.S. labor movement, and anything that threatens its continued viability will be resisted vigorously by organized labor” (p. 537). Resistance occurs in the form of strikes or
First, they ensure that there is unity among the employees, by providing them with the influence and powers to negotiate on their working conditions and wages. In this way, the union ensures that the employees are fairly treated. Secondly, trade unions are able to organize workers. They make decisions and arrangements as to whether there is going to have things like strikes, organizing
Spatelli Pizzeria Case: Payroll Section Corporate Governance: With us gaining possession of the Spatelli Pizzeria we mean to implement a different ambiance of the work place. Instead of just paying our bills every month we are going to look into and provide ethical and disciplined reasoning in every business decision in order to ensure the best interest of the company. We move to cultivate and establish the integrity of the business environment through honest accountability and fairness to all employees and vendors. Just as we expect each other to follow a Code of Conduct to ensure the compliance of company guidelines and procedures, we expect that of all our employees as well-so that together we can achieve a superior company. If we can show our employees what we want them to do by doing it ourselves, they will be able to open up to those ideas and more.
Yes, the law will allow the use of temp agencies and independent contractors. The EEOC has published various resources which outline coverage under federal laws for staffing agencies. According to the EEOC, “an employment agency, such as a temporary staffing agency or a recruitment company, is covered by the laws we enforce if the agency regularly refers employees to employers. This is true even if the employment agency doesn’t receive payment for this service, and the agency is covered no matter how many employees it has.” http://www.eeoc.gov/policy/docs/conting.html Temp agencies perform recruitment and selection process for employers that do not have the time nor resources to manage it. Using temp agencies will result in lower costs that are associated with the hiring process such as pre-employment testing, background investigations and drug screenings.
1.Know the statutory responsibilities and rights of employees and employers within own area of work. 1.1 – List the aspects of employment covered by law. Every aspect of employment is covered by law. Every employee must be given a contract of employment the laws which relate to the conditions of employment are: * Minimum wage * The hours worked by the employee * Discrimination * Health and Safety * Holiday entitlement * Redundancy and dismissal * Training * Disciplinary procedures * Union rights 1.2 – List the main features of current employment legislation The main features of current employment are: * Employment rights * Equality and Diversity * Discrimination * Health and Safety 1.3 – Outline why legislation relating to employment exists Legislation exists in order to stop the exploitation of the workforce. It protects both the employer and the employee by providing rules and regulations which must be adhered to.
Recruitment is informed by human resources planning, job analysis, and job design and it serves as the foundation for effective selection, compensation and benefits, as well as for training, development and performance appraisal (Youssef, 2012). Then there is the Equal Employment Opportunity act and Affirmative Action act that focus on the laws and regulations that all organizations have to abide by. Also there is the selection method which is the process of choosing the right candidate to fill each position that best suits every employee. Human Resource development consists of two types of development leadership and career. Benefits and compensation is what they have to offer the best candidate that will fill the position.
Recruitment and Selection Plan Each organization, manager, and HR department has a different approach to recruiting and selecting employees for open positions. Most companies have developed an employee performance evaluation plan. As an employer it is good to always have a recruitment and selection plan in place. Having a plan can be the difference between hiring anybody and hiring the “right” candidate for the position. (Taboola) According to the articles recruitment plans go hand in hand with the selection process.
They must create a recruiting strategy that’s online with the organizations goals for diversity. If diversity is not present in their organization they must start out by recreating their strategy for recruiting. Steps like attending functions with other companies that support groups with diverse environments. Get the organization to register with local job career offices. Stay in contact with academic schools and update them when the organization has job slots available to attract the upcoming graduating students.
Employees join the organization, make investment decisions, interact with customers, design new product and assemble components. Therefore, organization should know how to better satisfy individual needs and preferences. * Union preferences Pay strategies need to be adapted to the nature of the union management relationship because unions have different interest. In addition, compensation deals with unions can be costly to change. Step 2: Map a total Compensation Strategy Often use in marketing to clarify and communicate a product’s identity.