- June 6, 2020
Human Resources Essay Questions
HumanResources Essay Questions
“Banthe Box” is a policy that seeks to eliminate employers frominquiring about the eligibility of criminal background for their jobapplicants. It is clear that some people applying for various jobshave got criminal records which limit their chances of gettingemployed. The use of the box helps them to eliminate such people atearly stages so as to remain with those that have no such records.
However,it is regarded as a limiting factor to the applicants who have hadprevious criminal records. It becomes an unfair job selectionprocedure to the ex-offenders, hence the need to implement the “Banthe Box” legislation. This legislation aims at providing theex-offenders a reasonable chance at employment by letting them beassessed on their qualities and values (Armstrong & Armstrong,2012). The rationale for this is that company executives have longmaintained the policy of hiring individuals with a clean backgroundand ex-offenders have been held with a lot of skepticism.
Thiswill enable them to be hired by employers after they have had apersonal contact. The management should promote the self-esteem ofall workers by embracing fair-chance employment strategies. Theprocess will help to dismantle the structuralthe organizational discrimination faced by people with criminalhistories in the work market. Additionally, fair hiring strategieshave a lot of benefits to the communities in terms of improved taxrevenue and public well-being. Most particularly, Ban the Boxstrategies benefit the private companies by enhancing their output,as well as the maintenance of competent, well-trained employees.
Toimplement this process, there is need to consider it as part of thecompany’s policies. All the existing employees should be made awareof the arrangement to implement it. Any questions concerning thecriminal records in the job application forms should be done awaywith them and eliminated from these forms. This includes papersubmissions, online applications through tracing schemes and ensuresthat criminal eligibility is not discussed at the interview process(Biech & Bingham, 2015). The applicants who are ex-offendersshould be given chance to attend a job interview and express theirpotential in job performance. The panel should consider the policyregarding ex-offenders.
TheHR Personnel will be required to adopt new policies of recruitingemployees and means of assessing them for their abilities andqualifications. Banning the box will enable the employers to selectthe most appropriate applicants for various posts in theirorganization without the barrier of criminal records. Someex-offenders have high skills in needed for improved performance ofan organization. Giving them an opportunity is, therefore, abeneficial plan to the firm in meeting the market competition.
Thelegislation will inhibit the human resources department from takingadverse actions towards them unless it has a direct impact on theemployee’s duties and responsibilities in the job category (Dimon,2013). It is a beneficial plan since it will help in economicdevelopment through increased tax incomes and improving thelivelihoods of people. This is through assisting people with criminalrecords to obtain jobs and add value to their employers. The HRdepartment will have to adjust the staffing procedures by changingthe company’s policy. However, regular monitoring and ensuring aconducive environment for the workers that does not discriminate themin any way will be instrumental in maintaining a healthy workforce.
Q2.Training and Development
Payrollerrors may arise in the existing system of the company which callsfor the need to correct them before resulting in enormousmisappropriate nesses and losses. The errors may arise in variousforms like inaccurate time records, misclassified employees orviolations from the existing payroll system. This chapter addressesthe most common errors and the tips on how they can be dealt with.These errors include failure to submit time records weekly, changingof time records to reflect schedules and changing of employees’work before they complete their scheduled paperwork (Dimon,2013).
TheVP should try and implement appropriate time recording systemsslowly. This is through maintaining accurate time records by usingtime clock systems. They should consider introducing electronic timeclock system to replace the one being used in case it is noteffective. They may also implement new payroll procedure which willrequire a proper time keeping as a requirement for the new service(Bradyet al., 2011). A supervisor-approved time sheet should beimplemented with another handbook which will enhance proper trackingof employee attendance.
Changingtime records to reflect schedules that violate overtime rules iscaused by misclassification of employees leading to wage and hourclaims. The employers should maintain a proper record of the totalhours worked by each employee in a workweek. Furthermore, theemployers must be keen to avoid exemption from overtime necessities.They should follow the work regulations which allow the employers whoplace employees on a permanent program to retain records showing thelist of daily and weekly hours that the employee usually works, andin weeks, in which the workers follow the schedule, specify by checkmark or other report that such hours were in fact actually worked. Inweeks during which an employee works more or less than his or herplanned hours, the employer must show the exact number of hours thatwere actually worked (Durai, 2010).
Theemployees should record the hours worked each week, sign thetimesheet to verify its accuracy and hand in the time sheet to thesupervisor to review and approve it. The supervisor should in returngo through the time sheet and compare it with the already establishedtime schedule to ensure that the employees and the supervisors havesigned to indicate the accuracy of the records. This will reduce thechances of workers being compensated for unfulfilled tasks. Also, thetime sheets are the modest methods to use when exercising disciplinemeasure to errant workers who may not be reporting to work on time.Using it can also assist the supervisors to count the number of manhours lost and plan for efficiency.
Additionally,the VP should advise the supervisors to ensure that the employeescomplete their regular work before shifting to other duties. Theyshould develop a system which will deter them from leaving their workuncompleted. Employers should implement changes in work schedulesespecially in opportune times like the start of a new year (Bradyet al., 2011). Employers may consider using an employee’s annualreport review to assess the employee’s immune status. During thereview, the employee may offer information that advocates that it isthe appropriate time to reclassify the employee because his or herjob duties have transformed enough to have an impact to the currentarrangement.
Q3.Performance Management & HRIS
Inany growing company, the implementation and use of HRIS has become anecessity, especially in modern business world. This is due to demandto track all the activities carried out in the organization as itundergoes expansion. The system eases the functions of the HRdepartment hence increasing its efficiency in execution of duties. This includes obtaining data pertaining employee performance andidentify them for future management posts. A lot of informationregarding the employees can be retained in databases without havingto keep numerous files and cabinets which occupy much space. Thisbecomes economical in terms of space and maintenance cost, andenhances neatness of the office. Some factors like the effects of thesystem to the HR department, benefits to the employees and legalissues are to be considered to implement it (Durai,2010).
Thesystem provides numerous benefits to the HR department by easingtheir duties and responsibilities. This is through providinginformation regarding employee absence and leave management issuesand methods of controlling them in an efficient manner. It willprovide a powerful tool for managing human resources by making iteasy to obtain and circulate information that pertains to the HRpolicies (Dimon,2013).The managers will also be in a position to maintain the right numberand type of proficient employees in the right departments. It alsoenables them to assess the employees’ performance and track theirefficiency for determining their job promotions or demotions. Themanagers are also able to implement changes as the need arises in thework policies in an easy and efficient manner.
Thesystem has various advantages to the Employees and the OrganizationThe system allows the employees to question the HR related data andinformation and be able to perform some HR tasks through the system.They are able to track their attendance records from the systemwithout having to enquire from the HR department. The system willease the processes of recruiting, training and absence management ofemployees (Bradyet al., 2011).It also enables them to efficiently and effectively administer datato regulatory compliance. The system enhances neatness of the officethrough replacement of cabinets which occupy a lot of space in theoffices with automated information. Tracking of employee performanceis a key factor in determining ways to improve the returns of theorganization since non-performing employees can easily be identifiedand replaced. The system also enhances the image of the organizationwhich helps to gain competitive advantages.
Severalethical and legal issues are pertinent with the application of HRIS.The system enables managers to access data and information that isneeded to support the performance of the employees. It enhancessimplicity in the job performance of the managers and helps instoring information about how to acquire skills and monitor the skilldatabase. In case the firm faces any violations of the laws, themanagers are able to use the data saved in their databases asevidence for court proceedings (Descherer,2015).However, there is an ethical issue of appraising the employees.Managers should ensure that only the correct data is entered into thesystem without any favoritism. In addition, failure to company withthe state and federal data management guidelines can attract heftyfines and make the company susceptible to unnecessary audits.
Armstrong,M., & Armstrong, M. (2012). Armstrong`shandbook of human resource management practice.London: Kogan Page Press.
Biech,E. (2015). Trainingand Development for Dummies.New York N.Y.: John Wiley & Sons.
Brady,J. A., Monk, E. F., & Wagner, B. J. (2011). Conceptsin enterprise resource planning.Massachusetts University Press: Amherst.
Descherer,D. D. (2015). Wagehour compliance handbook 2016.Place of publication not
Dimon,R. (2013). EnterprisePerformance Management Done Right: an operating system for yourorganization.New York N.Y.: John Wiley & Sons.
Durai,P. (2010). Humanresource management.Chennai: Pearson.
identified:Chicago: Wolters Kluwer Law & Business Publishing.