MHR 6401 Unit I Article Review.edited
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Running Head: UNIT I ARTICLE CRITIQUE
Unit I: Article Critique
Columbia Southern University MHR 6401: Employment Law
Lioel Rudolph
Professor: Richard Bell
Running Head: UNIT I ARTICLE CRITIQUE
Introduction
The purpose of this article was to provide an overview of the diverse stimuli or driving force. With the forever changing organic environments, HR teams are forever facing new laws and regulations, adjusting to the constant new automation of the management process. The findings of fact were discovered based on detailed surveys within the HR profession. Revealing a
roadmap of common trends across all spectrums of organizations regardless of size and industry. Both national and European laws have forced our hand in the way we view our workforce management strategies (Moschetto, 2013). Within employment law our modern workforce management tools have become technologically advanced, allowing business solution systems to
cross-pollinate within all lines of businesses within an organization.
Organizations that work to fully embrace a fluent workforce management system and strategy find that the organization is better equipped to effectively and efficiently mitigate risk while increasing productivity (Moschetto, 2013). With a modern-day workforce management system, a
company and its HR team can streamline the process of caring for the welling being of its employees and the organization. However, to stay competitive one must stay aligned with the ever-changing regulations and legislative mandates in hopes of upholding a viable edge.
Findings of Fact
One key factor found was how HR tools can provide a large amount of analytics about the integrated workforce within an organization. The moral and retention of the individual
Running Head: UNIT I ARTICLE CRITIQUE
employees can be the direct reflection of an HR team's influence by way of their management tools. Modern workforce management systems provide employees with the dexterity of
On-demand collaborations, alternative work, and simple schedules. Personnel within an organization are your most valuable assets and resources while keeping and maintaining those top tier employees become highly competitive. Organizations that mold their workforce management system in a way that increases their employee’s morale while positively affecting their daily performance traditionally see an increase in retention of its top tier talent. Within this article it accounts for a widespread approach to workforce management, this details the discipline according to organizational size, the various types of employees, and its ability to adapt to modern automation. Companies must lawfully comply with the local, state including the federal government. This can muddy the waters at this time since the communication can be lost in translation between the aforementioned organizations. While many
HR partners in any organization are highly motivated when safeguarding their daily duties and compliance functions. It's simply impossible for them to cover down on every single task required by law during a normal workday. However with the new automated systems in place providing an upper hand in assisting with the most complex issues within a company. It minimizes any legal and financial risks any company may face due to malefic. In my opinion, this article is very broad in its approach for an employee to employer workforce management. Based on this article as well one would determine that there can never be a one size fits all organizational approach to the needs and objects on both sides of the aisle. One example that comes to mind would be the last organization I worked for. All employees working for the company received benefits except for the remote military team. We were not allowed to accrue vacation, sick or PTO time like 99% of the company only because we were veterans working
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Running Head: UNIT I ARTICLE CRITIQUE
remotely around the world. However, the traditional remote, as well as in-house representatives, accrued vacation, sick, and PTO time. We as the military remote team essentially ran like contractors and not traditional employees, nor were we in the traditional organizational workforce management system. The remote reps only showed under the payroll systems for tax purposes for the organization as they received the tax break for hiring our team. This resulted in a very high turnover rate within the organization as we were treated subpar (Hassan, 2016) Conclusion Establishments, who legally and lawfully operate within a modern workforce management system, that integrates with HR and its automated system making a streamlined approach employee and employer satisfaction. Being able to provide a set of metrics to not only the employee promptly but the organization speaks volumes. This provides clear optics on the workforce management system's legal and regulatory compliance. From the standpoint of compliance, this can become a very complex and complicated evolution when someone is either, underpaid, not paid or they become ill. This can cause stress on all sides and serves as a reminder
that all organizations have the responsibility to hire the right HR professionals that will be neutral and loyal to all sides ultimately ensuring all parties involved receive the best customer service available.
Running Head: UNIT I ARTICLE CRITIQUE
References
Hassan,
K. (2016, March 3).
A Critical Analysis Of Employment Law
. Welcome to European/American Journals - EA Journals.
https://www.eajournals.org/wp-content/uploads/A-
critical-Analysis-of-employment-Law1.pdf
Moschetto, M. (2013). Key trends in workforce management and new challenges for HR. Employment Relations Today, 40
(4), 7–13. Retrieved from https://libraryresources.columbiasouthern.edu/login? url=http://search.ebscohost.com/login.aspx?
direct=true&db=bth&AN=93926433&site=ehost-live&scope=site