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Role of human resource management and organizational compliance
Thesis: This critical analysis report will detail the duties of human resource professionals in
ensuring organizations comply with federal labor laws. It includes the role of human resource
professionals in equal employment, employee satisfaction, and retention of talent to confer a
competitive edge while leveraging government support and the challenges of ensuring
organizational human resource management appeals to the labor market and the federal
standards. It will also detail a reflection of the role of human resource professionals in managing
legal issues.
A. Introduction
i.
ii.
iii.
Description of critical concepts
•
Labor markets, laws, and regulations
•
Compliance and government support
Further description
•
Ethical recruitment
•
Employee consideration
•
Central role of HR professionals
Topics to be covered
•
Outline of topics
B. Human Resource Management and Corporate Compliance
i.
ii.
Description of role in corporate compliance
•
Front line of defense
•
Fostering positive work environments
Further description
iii.
•
Culture of accountability
•
Compliance issues still norms
Regulation and compliance
i.
ii.
iii.
iv.
Overview
•
Legal frameworks
•
Reconciling federal regulations with the company policies
Employee health and safety
•
Workplace safety
•
Hazard management
Primary legal framework
•
Influence of OSHA
•
Description of the regulation
•
Identifying and understanding OSHA standards
Maintaining employment standards
1) Overview
•
Outline of the legal framework
2) Description of influence of frameworks
•
FLSA
•
Description and influence
3) Further description of the influence of other frameworks
•
ADA & ADEA
•
Workplace discrimination
4) Role of HR professionals
•
Reconciling company talent needs with the federal
employment regulations
•
Recruitment processes that comply
5) More justification
v.
•
Deterministic factors of corporate compliance
•
Integration of practical onboarding processes
Hiring and layoffs
1) Overview
•
Labor relations laws
•
Adoption and integration of INA
2) Influence of INA
•
Eliminating bias
•
Continuous amendment to reconcile with the regulatory
landscape
3) Role of HR professionals
vi.
•
Identifying all the government regulations
•
Employees as vital assets
Role of compliance training and audits
a) Training
•
Imparting lacking skills
•
Insights for compliance
b) More description
•
Proactive approaches from HR professionals
c) Further description
•
Efficacy assessment
•
Role of audits
d) More benefits of audits
vii.
•
Identifying issues before they occur
•
Best practices
Compliance culture value creation
•
Open and effective communication
•
Creating awareness
•
Increasing employee buy-in
C. Compliance Challenges among Human Resource Professionals
i.
Overview
•
ii.
iii.
iv.
Description of limitations of challenges
Workplace harassment
•
Ineffectual reconciliation of corporate policies with legal regulations
•
Effective onboarding processes
Limited diversity and inclusion
•
Substandard human factor management
•
Effective recruitment frameworks
Compliance with federal law changes
•
ACA
•
Staying updated
•
Women as a minority
v.
Employee wellness and mental health
vi.
•
Role of OSHA
•
Causes of compliance issues
•
Employee wellness programs
Competitive employee benefits
•
Influence of FLSA
•
Limiting advancement of compliance culture
•
Benefits of employee benefits
D. Reflection
i.
Avoidable legal issues
ii.
•
stay ahead of the issues
•
high value on compliance
Influence of government and employees
•
Government regulations to protect employees
•
Aligning needs of both stakeholders
E. Conclusion
•
Summary of main points
1
Role of human resource management and organizational compliance
Student’s name
Institution affiliation
Course
Professor’s name
Date
2
Introduction
The labor markets have changed human resource management considering the
government involvement in ensuring workplace safety and effective management of the human
factor complying with the stipulated laws and regulations. Human resource professionals are at
the center of the organizational compliance structure since they attract, select, and retain
employees and other labor relations. Compliance with federal laws reinforces the compliance
structure conferring advantages in competition and global expansion (Järlström, Saru, &
Vanhala, 2018). Government support facilitates the sustainability of organizations; therefore,
human resource managers have vital roles in coordinating the employment culture and human
resource management with the federal and international standards.
Ethical hiring, selection and onboarding processes, employment equity, employee
involvement, satisfaction, and compensation reinforce an organization's compliance structure.
The human resource professionals require effective management of employee-oriented factors to
foster a positive work environment that is employee-oriented and engages inclusion and diversity
(Järlström, Saru, & Vanhala, 2018). Furthermore, human resource professionals are responsible
for creating safe and positive work environments, considering the workforce’s health, and
complying with the federal standards (Järlström, Saru, & Vanhala, 2018). In this light, human
resource professionals have a central role in organizations’ compliance structure since they are
the first point of interaction between the organization and the workforce. Human resource
profe...
