Mississippi Employment Laws and HRM Strategy - Research Paper Example

? Mississippi Employment Laws and HRM Strategy: Introduction of new technology for employees who may experience physical limitations Task Date Mississippi Employment Laws and HRM Strategy: Introduction of new technology for employees who may experience physical limitations Introduction Employment laws are regulations set by the authorities to safeguard employees and the employer’s rights. In Mississippi, the laws are set to ensure maximum cooperation and respect for human capital because it contributes to the organizational performance. International set laws that guide employment procedures in various settings. The laws provide clear guidelines on the minimum wage levels that employees are entitled to, infrastructural support for the disabled, working hours, vacation, hospitalization coverage and sick leave plans. The guidelines enable employees to work under favorable conditions that are not discriminatory. The laws are equally set to ensure that employers do not infringe the individual’s rights. This is vital since some employers subject workers to unconventional practices that affect the employee’s dignity and rights. According to the international labor organization (ILO), employment laws protect each stakeholder’s rights. The laws recognizes everyone as equal partners and state that employers are obligated to provide requisite working equipment, pay favorable remuneration, set excellent working conditions and provide effective support equipment to the disabled. The employers have the right to administer their employees and to receive the best from them in terms of performance. Indeed, the disabled have been neglected in diverse settings with their employment rights being compromised based on their conditions. This has prompted the international labor organization (ILO) to design intervening guidelines with full recognition that everyone should be treated dignity. This paper explores the significance of the initiation of new technology for employees who may experience physical limitations in institutions. Description of the scenario selected The introduction of the modern technological systems for the disabled is crucial in the quest to empower them. This will ensure that the physically challenged who have been neglected regains their appropriate position in the society (Landy, 2005). Their participation in the economic development and growth, in institutions, has been dismal because they fail to receive similar employment opportunities compared to stable individuals. This distorts their performance and confidence levels. According to Landy (2005), disabled individuals have been facing prejudice during the employment process. The authorities within their workplace often fail to adhere to their working rights and support systems. This has led to the development of general rules in Mississippi. These rules ensure that employers employ the disabled individuals and treat them with dignity and respect. They should also provide them with the pertinent rights in terms of remuneration, favorable working conditions, provision of meals and technological equipments to facilitate their operations. The technological equipment should include reading gadgets for the deaf, walking sticks and logistical equipment to facilitate their movement. The administration should also recognize their efforts; thus, boosting their ego and social engagement (Perkins, Shortland & Perkins, 2006). Currently, technology is a significant force with the capacity to transform operations in institutions. This calls for the training of employees on the use of technological equipments. Mississippi laws provide clear legal procedures that ensure that the rights of the disabled are respected. The laws recognize the disabled and states that they should not be denied the opportunity to serve in various capacities based on their conditions. The law requires employers to provide them with modern technological equipment to enhance their working conditions (Perkin et al, 2006). Indeed, most institutions including the government bodies are improving their systems with the intention of hiring the disabled. This is a measure to recognize their worth and significance in the society. A plan to manage the HRM situation within the confines of the law Effective management of the human resource capital especially individuals with physical limitations requires proper planning and adoption of reliable operating strategies. The strategies should be technologically informed and nondiscriminatory to ensure that the disabled are not neglected. The human resource department in the institutions should adopt a democratic strategy of performing employee recruitment, deployment, assigning work, employee empowerment, designing of working conditions and determining the remuneration packs (Landy, 2005). These elements are critical in ensuring employee retention and the realization of exemplary performance. To ensure adequate provision of the elements, HRM department should follow set guidelines as defined in the labor laws. The guidelines state that clear-cut procedures that should be followed during recruitment, determination of remuneration and designing of working conditions. The laws require adoption of favorable working conditions, provision of working materials and equipments that are technologically driven especially in the current environment. HRM officials should adopt a viable strategy that ensures balanced employee recruitment as set in the Mississippi labor regulations (Perkins et al, 2006). This means that they should hire the physically challenged because they have the potential to steer growth in institutions. The law in Mississippi recognizes the function of the disabled in the society; thus, it focuses on eliminating discriminatory acts that have been hindering their performance. Therefore, HRM officials should adopt nondiscriminatory strategies when recruiting employees, developing working conditions and providing the technological support. This is the best approach to facilitate equality and staff balance. Justify the approach to HR management. Adoption of nondiscriminatory and equal HR management practices is critical in enhancing cohesiveness and respect for human rights. The practice would ensure that human rights are upheld irrespective of status. This will enhance the status of the disabled who have been subjects of marginalization and neglect in diverse institutions (Miceli, Harvey& Buckley, 2001). The nondiscriminatory strategies are significant in identifying the needs of various individuals in institutions especially technological needs that may compromise their performance. This facilitates the provision of the needs as a means of executing activities. It is necessary to treat the disabled with caution; furthermore, they should be supported technologically to boost their performance. Therefore, the introduction of the new technological systems is an excellent step in enhancing the working conditions of the disabled. Competitive gains of HRM practices Gaining competitive advantage requires adoption of crucial and nondiscriminatory labor policies. Adherence to the labor laws that ensure equality in the labor industry remains a major competitive tool. The laws set clear guidelines that improves employee’s confidence and attracts various stakeholders in the institutions. It facilitates employee retention and empowerment. Institutions become competitive when they adopt noble human resource practices that are guided with the labor principles (Miceli, et al, 2001). They must execute their activities under mutual respect and recognize the effort of employees irrespective of physical capacity. Indeed, acquiring competitive advantage in the job market entails the integration of working conditions that satisfies employee’s needs. The conditions should be favorable and ideological to safeguard individual rights. This is critical since potential employees prefer associating with institutions that provide fair and equitable services that enhance their morale. In particular, the disabled prefer working in institutions that give them fair recognition, employment benefits, technological support, favorable working hours and good lay off packs. Such institutions with nondiscriminatory HR practices retain employees for extended periods. Furthermore, they also attract potential workers in the job market compared to the corporations with inferior operating policies. Therefore, excellent HR practices that satisfy employees of the diverse nature are significant in enhancing the institutions competitiveness (Miceli, et al, 2001). “What might happen if the situation was not handled in accordance with the appropriate employment laws?” Labor laws define the roles of employers and the responsibility of employees with the aim of ensuring fairness in the work places. The absence of the laws may lead to discriminatory acts where employers could exercise extreme authority over the employees (Miceli, et al, 2001). The employees may experience unfair condition of work, unfair remuneration, working overtime, no vacation, retirement packs and technological support. Inferior laws may also lead to unfair dismissal of the employees since their working terms would be subject to the regulation of the employers. Lack of proper recruitment guidelines would also hinder the disabled from consideration when hiring of new employees (Ozaki, 1992). The discriminatory hiring would continue because individuals without physical complications would be hired. However, the labor laws seek to streamline job market in Mississippi State. The laws state that everyone has a right to work and to receive fair terms of employment from the employers. The laws seek eradicate discriminatory acts and empower the disabled to enable them realize their potentials. Conclusion The disabled have been neglected in varied employment settings because their employment rights have been compromised based on their conditions. This has prompted the international labor organization (ILO) to design intervening guidelines with full recognition that everyone should be treated with dignity. The laws provide requisite guidelines to ensure that employers respect the physically challenged. The regulations also seek to ensure absolute eradication of the discriminatory acts to guarantee to employment. The regulations propose that institutions and government department should close to a third of the disabled individuals. This facilitates equality and eradication of discriminatory acts that have been a major impediment to the disabled in realizing their potential. The labor laws will ensure adoption of fair HR practices that foster mutual understanding and respect to the rights of employees. The laws recognize the plight of the disabled; thus, setting clear guidelines to empower them. Therefore, the HR officials in various institutions should embrace the new regulations and provide the disabled with the pertinent technological support to enhance their performance. References Miceli, N. S., Harvey, M., & Buckley, M. R. (2001). Potential discrimination in structured employment interviews. Employee Responsibilities and Rights Journal, 13(1), 15-15. Retrieved from http://search.proquest.com/docview/219360780?accountid=45049 Landy, F. J. (2005). Employment discrimination litigation: Behavioral, quantitative and legal perspectives. San Francisco: Jossey-Bass Ozaki, M. (1992). Technological change & [and] labor relations. Geneva Perkins, S. J., Shortland, S. M., & Perkins, S. J. (2006). Strategic international human resource management: Choices and consequences in multinational people management. London: Kogan Page Read More