Background Jennifer Lau and Pierre LeBlanc are principal owners of a website called LearnInMotion.com. The purpose of LearnInMotion.com was to “list a vast array of web-based, CD-ROM-based, or textbook-based continuing education-type business courses for working people who wanted to take a course from the comfort of their own homes” (Dessler, Chhinzer, & Cole, 2014, p. 23). The website started off as a final project for a class the two had back in university and has since grown to be a successful business. However, as their business grew, the items pertaining to human resources (HR) that of which included employee manuals, policies, and all HR related matters lagged behind (Dessler, Chhinzer, & Cole, 2014, p. 54). As Jennifer and Pierre were
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The absence of proper HR guidelines has the potential to cause issues and misunderstanding in dealing with workplace education, training, human rights, discrimination, harassment, and even the enforcement of the policies. This could be seen when the pair began their screening and interview process for new openings. Both Jennifer and Pierre had confirmed that they were not prepared to handle the “spirit of equal employment opportunity laws” (Dessler, Chhinzer, & Cole, 2014, p. 54). The use of vulgarity in the office was also a common issue that was present in the workplace. Without employment laws, other employees were unsure if the vulgar language constituted as harassment. The LearnInMotion.com business also lacked the support for some sort of Human Resource Information System (HRIS). Keeping track of employee information, payroll, and even benefits were prone to error with the manual entry and recording the company currently practiced. Lastly, the lack of HR document leaves jobs with little to no actual defined duties. Thus, the hiring process is a hindrance for the company and its owners if they cannot fully communicate the talent needs that the business …show more content…
The first step in solving the HR issues within this organization is to analyze the current situation with the documents and guidelines of the HR section. Jennifer and Pierre as owners could update the HR policies that are currently in use within the organization. As the owners have limited HR experience, they have the ability to familiarize themselves with the process of equal employment opportunity, and should do so through taking courses pertaining to human resource management. The vulgarity that is live within the office could be resolved by a means of defining the unacceptable behaviors of discrimination within the HR policies. The current routine of monitoring and managing employee personal information and work related data could be transferred onto a computerized setting. Lastly, the owners must sit down and officially assign duties to job positions. The primary solutions to these issues are to revise the HR policies as well as to promote the use of a HRIS within the
The absence of proper HR guidelines has the potential to cause issues and misunderstanding in dealing with workplace education, training, human rights, discrimination, harassment, and even the enforcement of the policies. This could be seen when the pair began their screening and interview process for new openings. Both Jennifer and Pierre had confirmed that they were not prepared to handle the “spirit of equal employment opportunity laws” (Dessler, Chhinzer, & Cole, 2014, p. 54). The use of vulgarity in the office was also a common issue that was present in the workplace. Without employment laws, other employees were unsure if the vulgar language constituted as harassment. The LearnInMotion.com business also lacked the support for some sort of Human Resource Information System (HRIS). Keeping track of employee information, payroll, and even benefits were prone to error with the manual entry and recording the company currently practiced. Lastly, the lack of HR document leaves jobs with little to no actual defined duties. Thus, the hiring process is a hindrance for the company and its owners if they cannot fully communicate the talent needs that the business …show more content…
The first step in solving the HR issues within this organization is to analyze the current situation with the documents and guidelines of the HR section. Jennifer and Pierre as owners could update the HR policies that are currently in use within the organization. As the owners have limited HR experience, they have the ability to familiarize themselves with the process of equal employment opportunity, and should do so through taking courses pertaining to human resource management. The vulgarity that is live within the office could be resolved by a means of defining the unacceptable behaviors of discrimination within the HR policies. The current routine of monitoring and managing employee personal information and work related data could be transferred onto a computerized setting. Lastly, the owners must sit down and officially assign duties to job positions. The primary solutions to these issues are to revise the HR policies as well as to promote the use of a HRIS within the