Employment Laws and HRM Strategy - Essay Example

Employment Laws and HRM Strategy of Employment Laws and HRM Strategy Employment laws and HRM strategy are critical aspects of management of any given organization. The two aspects are inseparable and they ought to be aligned in order for an organization to achieve its goals and objectives (Walsh, 2012). Employment laws refer to a set of statutes, legislations, administrative rules, and law rulings that make up the interpretation and practice of employment (Moran, 2007). It covers areas such as unemployment compensation, employment discrimination, employee benefits, workplace standards and safety, as well as employees’ rights and responsibilities. HRM strategy refers to a particular approach that is used in the management of human resources with the aim of providing a strategic framework to support short and long term strategies of an organization (Dessler, 2010). Employment law is one of the essential functional areas that provide organizations with the foundation for effective development of workforce that will support the organizational goals and objectives (Moran, 2007). In order to have a better understanding of the subject of employment laws and HRM strategy, this essay will apply the employment laws of the Virginia State to one of the HRM strategy problems. In particular, the essay will apply the employment laws of the Virginia State on the HRM strategy problem of introduction of new technology for employees who may experience physical limitations. The subject of physical limitations of employees is one of the most comprehensive in the employment laws in the United Constitution. This issue is covered under the Americans with Disability Act (ADA), as well as under the U.S Equal Employment Opportunity Act (EEOA) (Walsh, 2012). The ADA is designed to protect the rights of people with physical limitations including in the employment environment. This Act provides framework within which people with physical limitations can fully access and participate in all aspects of employment. It requires that employers should provide facilities and means through which employees with disability can access and participate in activities with as little difficulty as possible. The Act requires that the employer should do enough to remove the barriers that might deny people with disability with equal opportunity in accessing and using the facilities and services within an employment set up (Dessler, 2010). The provisions of the ADA are enforced by the U.S Equal Employment Opportunity Commission. The employment laws related to this subject prohibits employers against discrimination of any kind to people with physical limitations in federal, state, and local services, activities, and programs. The selected HRM strategy problem corresponds to employment laws; introduction of new technology for employees who may experience physical limitations is very critical in ensuring that the provisions of the ADA are not violated and that those with physical limitations enjoy equal opportunities and services (Moran, 2007). The HRM strategy of introduction of new technology for employees who may experience physical limitations can be managed effectively within the confines of the law. An organization can manage this HRM situation by introducing technology that enhances reasonable accommodation (Walsh, 2012). The technology introduced should be designed in such a way that it enables qualified employees with physical disability to participate in all the activities that they are mandated to undertake in the organization. Also, it should be in such a way that it provides employees with equal opportunity to perform all the essential functions. Besides, the technology should be designed in such a way that it provides equal privileges and benefits of employment to the employees with physical limitations. In order to manage this situation effectively, an organization should do it extensively, substantially, reasonably costly, and in a way that would change the essential or fundamental functions (Dessler, 2010). In addition, this HRM situation can be effectively managed within the confines of the law by providing the types of technology that enhances reasonable accommodation of the employees with physical limitation. The types of technology should modify the work schedules in such a way that it enables the employees with physical limitations to perform essential functions (Moran, 2007). Also, the technology should provide auxiliary services and aids that enable employees with physical limitations to fully participate in the activities of the organization. Since the law requires that employees with physical limitations should be given equal opportunity to compete with others within the organization, the management of this HRM situation should be geared towards properly modifies training, programs, and examinations in such a way that it does not disadvantage that category of people (Dessler, 2010). The kind of technology that should be introduced should be that which make the facilities to be accessible to every employee with physical limitations. More importantly, the introduction of technology should be aimed at modifying or acquiring technological equipments that enhances the ability of employees with physical limitations to perform essential functions (Walsh, 2012). This approach of managing introduction of new technology for an employee who may experience physical limitations is justified because it is facilitates ways in which this category of employees can be enabled to perform essential functions (Dessler, 2010). It is no doubt that physical limitations of employees may significantly affect their ability to perform their functions effectively, a situation that may significantly affect the productivity and performance of organizations. Therefore, this approach is appropriate in managing this HRM situation because it provides a clear-cut way of making changes in an organization through introduction of new technology to help persons with physical limitations to enjoy equal opportunities and services (Moran, 2007). The approach ensures that the situation is managed effectively within the confines of the law as it provides for equal chance, privileges, and benefits for this category of employees to perform essential functions. Moreover, the approach takes into account the cost of managing this HRM situation, and the extent to which this situation should be managed in order to comply with employment laws and improve the performance and productivity of the organization (Dessler, 2010). This approach takes into consideration the fact that employees with physical limitations cannot function effectively if the work schedules are not designed in a way that enables them to perform essential functions. Equally important is the fact that this approach acknowledges that introduction of new technology may require the provision of auxiliary services and aids in order to make them effective. These services and aids may include qualified readers and qualified interpreters among others (Walsh, 2012). Also, the approach is justified as it provides a mechanism through which employees with physical limitations may compete equally. It provides that training, programs, and examinations be modified in such a way that all employees regardless of their physical status enjoy equal chances. A competitive advantage may be gained by ensuring that HRM practices meet the required employment resources. Walsh (2012) argues that several studies have shown that organizations that ensure that HRM meet the required employment laws tend to gain more competitive advantage compared to the organizations that do not. HRM strategies that meet the necessary employment laws enhance the capability of an organization to implement innovative strategies without finding itself on the wrong side of the law (Moran, 2007). As a result, the organization would be able to recruit and retain fresh and competent talents as prospective and existing employees would feel more satisfied. Also, it helps the company to predict company HR needs thereby giving it a competitive edge over other organizations. Along with that, HRM meeting the necessary employment laws helps an organization to enhance its employee proficiency and efficiency, as well as workforce collaboration as there is reduced likelihood of reduced cooperation and sabotage. More importantly, when an organization’s HRM strategies meet the necessary employment laws it will avoid legal tussles with the government and employees. Legal battles between an organization and other parties have been cited as one of the factors that can affect the overall performance and productivity of the organization. Therefore, if an organization can comply with all the require employment laws and rules, it would be in a better position to enhance its performance and productivity, while at the same time reduce or totally avoid legal costs that may arise from legal battles (Dessler, 2010). If the HRM situation of introducing new technology for employees who may experience physical limitations is not handled in accordance with the appropriate employment laws, it is possible that an organization might engage in legal battles with employees and the state. The employment laws, the ADA and EEOA in particular, require that all employers should comply with the laws that relate to people with physical limitations (Walsh, 2012). These laws dictate that employers should provide equal opportunities to employees and remove all the barriers that may disadvantage employees with physical limitations. Therefore, if the situation is not handled in accordance with the appropriate employment laws, the aggrieved employees may institute legal case against the employer. Also, if the state deems it fit to institute a legal case against a particular employer, it can do that to ensure that the employment laws are met. Legal case against an employer, particularly as a result of violation of employment laws may have very detrimental effects on the employer such as incurring high legal costs (Moran, 2007). Therefore, it is advisable that the employer should ensure that this situation is handled in accordance with the appropriate employment laws. References Dessler, G. (2010). Human Resource Management. Upper Saddle River, NJ: Prentice Hall. Moran, J. (2007). Employment Law. Upper Saddle River, NJ: Prentice Hall. Walsh, D. (2012). Employment Law for Human Resource Practice. South-Western College Read More