Employment Laws and HRM Strategy - Research Paper Example

Employment Laws and HRM Strategy Abstract: This paper will focus on disciplinary action training for supervisors of diverse employees in relation to Texas labor laws. The field of human resource management has realized that human personnel form the most important aspect of an organization. Therefore, different policies and strategies have been formed in order to ensure smooth running of this important tool in an organization. Disciplinary action training for supervisors of diverse employees The manner in which disciplinary action training for supervisors of diverse employees is conducted has a large impact on the performance of employees in an organization. Small, medium and large organizations all have diverse employees who should be treated with respect and appreciated according to their differences (Cihon, & Castagnera, 2010). Globalization in the world has resulted in diversity in all regions of the world. The diversity is reflected in all areas of the workforce such as when hiring and recruiting employees. The law is very strict in protection of employee rights as specified in the different labor laws of different states. Nowadays, most organizations also ensure that they give employees from either gender an equal chance in employment for all available positions. The needs of both groups need to be taken into consideration since both are different in their own ways (Armstrong, 2011). The state of Texas is no exception and requires all employers to refrain from discriminating from individuals based on their race, gender or any physical features (Texas Employment Law, 2012). Individuals from different backgrounds have different beliefs, values and traditions. Some of these values might be reflected in the way that they work hence affect the work place. However, no employee at the workplace should be treated differently just because they have different values, beliefs or traditions from other employees. Diversity in the workplace improves the image of an organization in the eyes of the customers. With the growth of information sharing in the world, target clients of an organization can easily rate an organization in terms of employee treatment (Cihon, & Castagnera, 2010). Customer awareness groups are likely to boycott the products or services of an organization that does not promote diversity. Many human resources management gurus have also cited that diversity in the workplace encourages innovation and creativity among employees. HRM Plan to manage the HRM situation within the confines of the law The human resources management department of the organization should develop relevant classes for their supervisors on current issues in the workplace. The classes should be interactive to ensure that there is complete understanding of relevant issues. The human resources department should also conduct periodic demographic monitoring to ensure that the workforce is balanced. The workforce should have diversity in terms of gender, ethnicity and physical traits (Cihon, & Castagnera, 2010). The disciplinary action that is taken by the supervisors on the employees should be uniform among all existing employees in the organization. Such an action sends a message of equality even in diversity. The human resources department should also communicate the importance that it attaches to equal opportunities and diversity in its workforce. Current and potential employees of the organization should have access to the opportunities that are available in the organization. The human resource management part of the organization should use modern methods of managing the employees. The top management and executives’ should be close with employees to encourage them achieve the set objectives in the organization. To ensure inclusion of the diverse group of employees, the human resources management department can come up with a culture day. The culture day should be held regularly such as on Fridays. On this day, a certain culture should make a brief presentation of their culture to the rest of their colleagues. Such a move would serve to encourage appreciation and valuing of each other’s diversity and differences. Such an event in the organization would assist the human resources department to learn about the different values and beliefs that relate to employees from diverse backgrounds. The human resources management department of the organization should also have an open door policy for its members. Employees should be encouraged to speak out on disciplinary actions that they feel are too harsh especially if it is related to their cultural or ethnic background. Research conducted by the human resources management department should give a clear picture of labor laws, cultural diversity aspects and a comfortable working atmosphere. The training of supervisors should be keen on informing and educating them of culturally congruent practices that are in line with Texas labor laws (Cihon, & Castagnera, 2010). 3. Justification of approach to your scenario to HR management. The proper environment provision for human personnel in an organization is necessary for mission and vision achievement in an organization. There is no labor law that directly tells employers that they should be culturally sensitive to employees. The Texas labor laws require employees to avoid discrimination of employees based on their ethnic, physical or gender nature. Organizations that break their law are highly likely to have legal action taken against them in a court of law. Litigation due to breach of labor laws is bound to negatively affect an organization (Cihon, & Castagnera, 2010). Highly qualified employees would not apply to such an organization because they would not want to be associated with it in future. Therefore, the human resources department would lack access to a highly qualified pool of applicants to choose from when hiring and recruiting new employees. Human resources management departments that take their time in training their supervisors on how to treat employees from diverse backgrounds are bound to gain favor with important stakeholders. Business stakeholders like to feel that their money is invested in an organization that has legally and ethically aware human resources management strategies and policies. Supervisors play a big role in motivating employees that are under their leadership. If the supervisors in the organization feel that they are well equipped in handling employees, they are bound to be more confident hence more productive. 4. Gaining of a competitive advantage through ensuring HRM practices meet the necessary employment laws. Organizations that have labor abiding HRM practices save money that they would have to pay in the form of government fines if they failed to abide to set rules. This gives an organization a competitive advantage since they can concentrate on the other issues related to their growth and stability in their respective industry. Through, following set labor laws, a human resources management department ensures that the organization can concentrate on achieving its business strategy, mission and vision (Kate, 2010). Such an organization also reduces or eliminates any costs that are associated with litigation based on breach of employment laws. Sexual harassment and discrimination based on ethnicity are some of the most common legal issues that organizations face. However, an organization that has already covered such an issue in court is bound to have minimal legal issues to worry about. An organization that trains its supervisors on handling employees from diverse backgrounds ensures that it reduces the complaints and time spent trying to solve them by the HRM department. Such training also promotes understanding among employees’ thus encouraging creativity and innovation which have a positive effect on an organization’s productivity. The organization can focus on its positive factors such as new marketing strategies to attract target clients using more aggressive ways. Organizations that offer training for their supervisors on diversity in the organization are bound to attract a large pool of potential employees. Highly qualified and experienced employees give an organization a competitive advantage especially when benchmarked with other industry players. Ensuring that HRM practices meet the set legal requirements ensures that the employees feel motivated (Quarles & Cordon, 2003). Employees are likely to be more productive if they know that action can be taken if they are harassed or are uncomfortable in their work stations. An organization with motivated employees can maintain high productivity leading to revenue maximization while minimizing on costs. 5. Speculation of what might happen if the situation was not handled in accordance with the appropriate employment laws. There is likely to be a lot of litigation if an organization does not incorporate labor laws into their HRM practices. Litigation usually wastes a lot of time and money on legal fees and settlement fees for employees. Such money spending might lead to a poor financial situation for an organization. Such litigation cases are also likely to create bad publicity for an organization. Bad publicity is likely to equal to a poor market reception by the target clients. Such a situation could be the start of a poor financial performance for a previously profitable organization. Lack of training of supervisors on disciplinary action in accordance with the appropriate laws might lead to high employee turnover from an organization. If employees feel uncomfortable or they feel that their needs are ignored, then they are likely to look for alternative workplaces. Lack of training of supervisors on disciplinary action when dealing with diverse employees might also lead to low morale levels among employees. Such employees would feel that their concerns are not handled appropriately according to the law. The result would be low productivity in an organization due to lack of appropriate human resource management practices. Low productivity has a negative effect on the revenue that is generated by an organization. A firm might find itself in a situation whereby it is just breaking even or making losses. References Armstrong M. (2011). A Handbook of Human Resource practices. 11th edition. London. Kogan Cihon, P.J. & Castagnera, J.O. (2010). Employment & Labor Law. Ohio. Cengage Brian. http://www.twc.state.tx.us/customers/bemp/employment-law.html Kate, B.R. (2010). Your right in the workplace. Berkeley. NOLO Press. Quarles, B.D & Cordon, M.C. (2003). Legal research for the Texas practitioner. New York. W.S Hein. Texas employment Law. (2012). Retrieved on 16th Nov 2012 from http://www.twc.state.tx.us/customers/bemp/employment-law.html Read More