Employee rights and employee responsibilities Essay

Employee rights and employee responsibilities - Essay ExampleHuman Resource Management (HRM) Departments face six challenges.First,HRM must(prenominal) curriculum for organizations,jobs,and people. An organizations top management works with HR managers to seamlessly link alternatives to organizational strategies and objectives. A alliances human resources is a vital, if not the most vital component of the organization, and this human resource pool must function in a way aligned to the organizations goals. Second, HRM must be able to get the required human resources into the organization. New employees indispensability to be recruited, positions must be filled either through new recruits or by transferring or promotion from within the organization. In performing this function, the company through HRM must comply with employment laws, such as the equal opportunity law. Third, HRM should build employee performance. Employees must be trained either formally or informally on methods. They must be motivated to improve their performances through total quality management programs, self-management programs and other programs that enhance the quality of work. Fourth, HRM should reward employees for redeeming(prenominal) performance. Employee appraisal systems should be developed and monitored. Fair and effective ways to reward good performance should be developed and implemented. Direct and indirect compensation programs must be put in place to form part of rewards. Fifth, HRM should oversee its human resources with health and safety programs, good employee relations, participation in collective talk terms with unionized employees, and control employee turnover such that valued employees ar kept in the payroll. And sixth, HRM must manage resources at the multi-national or multicultural level. With increasing change in the workplace coupled with the globalization of line of merchandisees, HRM must be able to integrate HR practices that atomic number 18 applicab le in various cultures and legal systems (Burnham, 2003).2. What are some of the reasons why affirmative action remains controversialAffirmative action involves taking positive steps to increase the representation of women and minorities in areas of employment, education, and business from which they have been historically excluded (SEP, 2005). When affirmative action involves preferential treatment by basis of race, gender, religion or ethnicity, affirmative action generates controversy. While some experts deliberate that preferential treatment of women and other racial minorities sort of compensates for discrimination against them in the past tense, other experts believe that preferential treatment of minorities today, benefits individuals who have not experienced past wrongs while burdening individuals who were not responsible for past wrongs, thus tantamount to reverse discrimination. Another reason for the controversy is that the Civil Rights Act provides that no person shal l be discriminated upon or denied employment on the basis of sex, race, religion or national origin, but it does not actually mandate affirmative action. And thus, the debate and controversy goes on, since different legal and administrative rules require affirmative action yet this is not grounded on the provisions of the constitution.3. Compare and contrast three approaches to job analysis (1) useful job analysis (FJA) (2) the position analysis questionnaire (PAQ) and (3) the critical incident technique (CIT). The functional job analysis (FJA) approach was developed by the U.S. Training and trade Service. It utilizes an inventory of the various types of functions or work activities that can constitute any job. FJA assumes that each job involves performing certain functions related to data, people and things. The three categories are subdivided to form worker-function scales. The position analysis questionnaire approach (PAQ) is a quantifiable data collection method covering 194 different worker-oriented tasks. Using a five-point scale, the PAQ seeks to determine the degree, if any, to which the different