elaborative summary about Labor Management Relations, Basic Labor Law Affecting Employer-Employee Relationship, and Employee Relations and Employee Discipline.
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- What are some of the key regulations that human resources must manage compliance with?Critically analyse the instances in which an employer can dismiss striking employees. Evaluate the fairness of this in your opinion. Focus and formulate your answer under the following headings: • Introduction • Dismissal for taking part in an unprotected strike • Dismissal for misconduct during a strike • Dismissal of strikers based on the employer’s operational requirements • ConclusionHighlight various techniques for improving Quality of Work Life of employees, with suitable illustrations.
- 10 - Persons who act on behalf of the employer and take part in the management of the business, workplace and enterprise are called? a) Human resources specialist B) Employee NS) Employer representative D) Employer TO) Personnel managerHow does a job analysis support the various Human Resources Management functions (Recruitment and Selection, Training and Development, Performance Appraisal, Compensation Management, and Legal Compliance)?From the employer's view, argue whether personal information such as arrest record, medical records, or sexual orientation is appropriate to be asked in the employment application, and ethical impact of this practice to the employees
- 32. In a sheltered workshop the primary emphasis is on: a. Vocational readjustment and reentry into the competitive labor market b. Placing a person in a protected work environment when they are not able to work at a “competitive” level c. Making sure the client receives at least minimum wage d. Meeting the requirements of the various contracts for work-Define Ethics and explain the types of ethics. -Explain the ethical issues that may arise in HR departments of organizations.When managers and union representatives work together to resolve conflicts associated with working conditions, hours, wages, and job security, they are participating in Multiple Choice collective bargaining. unionization. performance evaluation. human resource planning. job design.
- Mangement Employee training and development are critical components of human resource management aimed at enhancing employee skills, knowledge, and capabilities. Training involves providing employees with specific skills and competencies required to perform their current roles effectively, while development focuses on preparing employees for future responsibilities and career advancement. Various training and development methods can be employed, including on-the-job training, workshops, seminars, e-learning modules, mentoring programs, and leadership development initiatives. Effective training and development programs not only improve employee performance and job satisfaction but also contribute to organizational growth, innovation, and competitiveness by ensuring a skilled and adaptable workforce. Question: How can organizations measure the effectiveness of their employee training and development programs to ensure they are meeting organizational goals and objectives?Develop a Job Description for the position of Human Resource Manager. You are required to include duties and responsibilities, reporting line, special duties and working conditions.HUMAN RESOURCE MANAGEMENT 1. Define training 2. Differences between training and development. 3. Why management must consider training as one of its major functions? 4. What are the responsibilities of the personnel department and supervisors in the orientation program? Chapter 5