Human resource is a term used to describe the individuals who comprise the workforce of an organization, although it is also applied in labor economics. It is also the name of the function within an organization charged with overall responsibility for implementing strategies and policies relating to management of individuals.
Human resource law is related to labor and employment law and encompasses the various laws and regulations specific to HR professionals. Therefore every workplace has to potentially apply the use of local, state and federal law when it comes to hiring a new employee, relationship between employer and employee, a discrimination in every form, and sexual harassment.
Therefore, there are two types of sexual harassment: Quid …show more content…
Continuous efforts to recruit offer the advantage of keeping the employer in the recruiting market. It may also lead to constant Internet job postings, contact with recruiting consultants, and other favorable market-related actions. On the other hand, intensive recruiting may take the form of a vigorous recruit campaign aimed at hiring a given number of employees, usually within a short period of time (Mathis, 2013).
An effective recruitment is the process of having the right person in the right place, at the right time. It is crucial to organizational performance. Therefore recruitment is critical activity and should be done with some careful steps. The description of the job is always plays an important role in the recruitment. For instance the employer or the specialist recruiter should take the necessaire amount of times to make available the content ( such as tasks) making up the job, its purpose, the output required by the job holder, and the skills and personal attributes needed to perform the role …show more content…
High employee turnover hurts a company’s bottom line. Experts estimate it costs upwards of twice an employee’s salary to find and train a replacement (Unknown).
Employer can lower a high employee turnover rate by carefully interviewing candidates not just to ensure they have the right skills but also that they fit well with the company culture, managers and co-workers. Also, the company should hire the right people from the start, most experts agree, is the single best way to reduce employee turnover. Also, the company should set the right compensation and benefits and pay attention to employee’s personal need and offer more flexibility where they can. The employer should avoid wasting time with old employee engagement initiative (Heathfield).
Disciplining employees is a difficult part of supervision and management. It is important that the employer address performance issues as they arise and pursue a progressive approach to discipline. The term discipline is used to cover any action by an employer in relation to an employee which is designed to correct the employee’s behavior. For instance, an employee should be aware of his or her rights and responsibilities in the workplace. An employee can be fired or demo due to
Human resource law is related to labor and employment law and encompasses the various laws and regulations specific to HR professionals. Therefore every workplace has to potentially apply the use of local, state and federal law when it comes to hiring a new employee, relationship between employer and employee, a discrimination in every form, and sexual harassment.
Therefore, there are two types of sexual harassment: Quid …show more content…
Continuous efforts to recruit offer the advantage of keeping the employer in the recruiting market. It may also lead to constant Internet job postings, contact with recruiting consultants, and other favorable market-related actions. On the other hand, intensive recruiting may take the form of a vigorous recruit campaign aimed at hiring a given number of employees, usually within a short period of time (Mathis, 2013).
An effective recruitment is the process of having the right person in the right place, at the right time. It is crucial to organizational performance. Therefore recruitment is critical activity and should be done with some careful steps. The description of the job is always plays an important role in the recruitment. For instance the employer or the specialist recruiter should take the necessaire amount of times to make available the content ( such as tasks) making up the job, its purpose, the output required by the job holder, and the skills and personal attributes needed to perform the role …show more content…
High employee turnover hurts a company’s bottom line. Experts estimate it costs upwards of twice an employee’s salary to find and train a replacement (Unknown).
Employer can lower a high employee turnover rate by carefully interviewing candidates not just to ensure they have the right skills but also that they fit well with the company culture, managers and co-workers. Also, the company should hire the right people from the start, most experts agree, is the single best way to reduce employee turnover. Also, the company should set the right compensation and benefits and pay attention to employee’s personal need and offer more flexibility where they can. The employer should avoid wasting time with old employee engagement initiative (Heathfield).
Disciplining employees is a difficult part of supervision and management. It is important that the employer address performance issues as they arise and pursue a progressive approach to discipline. The term discipline is used to cover any action by an employer in relation to an employee which is designed to correct the employee’s behavior. For instance, an employee should be aware of his or her rights and responsibilities in the workplace. An employee can be fired or demo due to