- June 21, 2020
Human Resource Management Skills.
HUMAN RESOURCE FUNCTIONS. 1
HumanResource Management Skills.Name
Ban the box is a check case containedin employment applicants that seek to know if the candidate has anycriminal history. Although the laws of ban the box wants the hiringmanager to avoid asking the candidate about his or her criminalhistory, the organization is in full support of legislation ofprohibiting the box since it wants to guarantee the safety of thestakeholders and their wellbeing. The law wants the question aboutcriminal history to come after the interview or after an extendedoffer has been made on the job (Maurer, n.d).
A total of 24 states has adopted theidea of banning the box on employment application because noorganization would want to risk the security of the stakeholders to aperson with a criminal record. To prepare and implement thelegislation of ban the box in the organization the following will beobserved. First is to determine the laws that apply to the company soas not to go against them while implementing the idea. Consult widelyabout the local and state laws from the employment counsel and whatthey stand on the issue of ban the box.
The second thing to do is to reviseand reprint forms for job application. If the form had no ban thebox, the newly revised form should have it so as to know the criminalhistory of the applicant before hiring. Thirdly, destroy all theapplication forms that are outdated and ensure only the new ways areused. Lastly, internal human resource policies should be reviewed andupdated to the changes made.
On implementing this new system ofthe hiring that includes the check box the application form shouldhave that part asking the criminal history of the candidate. Hiringmanagers should also be trained on how to ask that question so as toget the best answer that will be convincing (Pinfield, 2013). Keep adocumentation of all the hiring decisions that are made and make apoint of understanding how to read background checks to differentiatebetween conviction and arrest.
The staffing procedures will beaffected since there will be a screening of the applicants wherebyonly the qualified candidates will proceed to the next stage. Humanresource managers will have enough easy time since only the qualifiedcandidates will be chosen for an interview. Upon the selection forthe job, the candidate will be oriented, and training commence.
My advice to Vice-president Financeis first she needs to come up with a schedule on how the employeesare supposed to work. The program should contain some hours to worktasks to accomplish and in case there will be overtime, a new wageper hour should be applied as the policy dictates. Each employeeshould be given the particular task to accomplish within stipulatedtime to as to deliver the results on time. On issues to do with theerrors, the finance department should invest in training theemployees on how to sign the documents without making mistakes.Continuous training will eventually help the employees to developlong-term skills that will be useful in the department (Goldstein &Ford., 2002)
Finance committee should work closelywith the Human Resource department to ensure that time records arenot changes. There should be an accurate time record that thecontractors should adhere to as indicated in the contract theysigned. Changing of time records will bring confusion to theorganization and not all the employee will know theirresponsibilities or leave work. After training, employees should beevaluated on whether the knowledge they have acquired has anybenefit. They should be given tasks related to what they have beentrained for to assess them. The schedule should not be changed beforethey put in practice what they have learned. This makes them feelappreciated for their work and give them morale.
Time records should never interferewith the overtime hours. The department should clearly indicate theworking hours and past that, the rest should be automatic overtimethat is payable as the law states (McGillivray et al. 2011). Dutiesshould not conflict to take up the overtime of the contractors.Overtime rules should be respected, and employees should be aware ofthem.
How such a system would affect the HR department
Differentorganizations adopt HRIS for effective techniques. HRIS is useful ina company as it helps to save time and money while evaluating variousprojects. The design is very flexible, and it helps in carrying outefficiently the operations in the human resource department. It givesa complete combination of characteristics and great functions ofreporting and analysis assisting HR in managing the workforce. Theadoption helps in recovering the hours lost by the HR in assessingthe employee requests.
Theadoption of HRIS creates a better working environment for both themanagement and employees and also attracts many individuals to theorganization. Trust is developed in the HR department since workbecomes easy and task execution is faster. The introduction of HRIShelps the development of HR and entire growth or the organization(Maier & Christian, 2013. Pg. 201).
Thecommunication process is also perfect for a company that adopts HRIS.There is reduced paperwork since the system provides a platformonline that is readily available to all the employees and managementand they can get the information they need.
Advantage for the employees and theorganization
Theadoption of HRIS is cost effective for an organization especially onthe issue to do with data storage. When the personnel records arecomputerized, there is less paperwork which saves on the cost ofbuying the papers. The documents are also easy to retrieve from thecomputer whenever needed. HRIS improves the general performance ofthe organizations and assists in providing management with betterdecisions to make in performing their duties (Perez, 2013. Pg. 214).
HRISenhances the productivity of the employees since it featuressimplifies the work making the operations in the organization smooth.It provides a better working environment for the employees and makesthem more efficient in their undertakings. The employees can easilylearn the software program and get conversant with which greatlyassist them in their duties.
Ethical and legal issues
In every organization, there are legal and moral matters, especiallyon the salaries and employees annual incentives. HR is found underpressure to give more incentives to the top management of theorganization, but keep the record of the payment and also ajustification of the same. According to (Gupta, 2015 pg. 145), HRgets in an ethical dilemma when it comes to paying long-termcompensation to the employees. HR is under pressure to favor thesenior managers over the other employees when paying incentives.
Employeesneed their privacy to be respected while in their workplace. HRISprovides privacy to all the workers and monitors their actions in thecompany. Through mail scanning, HRIS can know an employee who doesthings that are not of value to the enterprise. The personal life ofthe employee like social beliefs, political affiliation and religionare not disclosed to the public.
Maurer, R. Ban-the-Box Movement Goes Viral. Society for HumanResource Management. Retrieved from:http://www.umuc.edu/writingcenter/writingresources/exec_summary_sample.cfm
Penfield, L. T. (2013). The operation of internal labor markets:Staffing practices and vacancy chains. New York: Plenum Press.
Gupta, Ananda Das. (2015) "Issues in Social Impact Managementand Sustainability." Corporate Governance, Responsibility,and Sustainability. Palgrave Macmillan UK. 140-157.
Goldstein I.L. & Ford K. (2002) Training in Organizations: NeedsAssessment,
Development and Evaluation.Belmont: Wadsworth.
Maier, Christian, et al. (2013). "Analyzing the impact of HRISimplementations on HR personnel’s job satisfaction and turnoverintention." The Journal of Strategic Information Systems22.3:193-207.
McGillivray, G. K., Borgen, D., & American Bar Association.(2011). Wage and hour laws: A state-by-state survey.Arlington, VA: BNA Books.
Perez, Hilla. (2013). "Information Technology Systems in theHuman Resource Management Area." Global Trends in HumanResource Management. Palgrave Macmillan UK. 214-236.