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You did an adequate job of framing the main requirements of this assignment. You also put forth several salient points that you view as relevant in your effort. While you did a good job of framing the overall topic, I did not see any type of analysis as relates to supporting your position and the key point of your assignment. Again, your points seem to be relevant but in the absence of analysis, examples, insight, among other items, it is hard to tell what exactly you’re trying to accomplish because it does not make a logical point and close out the point. You need to understand that WOW premise as it is so incredibly important as you put together paragraphs because not only will affect you in this class but in your future academic endeavors. You must support your point with academic evidence as well as analysis, insight, examples, among other items. When this does not occur then the effort seems be very vague and the paragraphs fragmented and incomplete. Lastly, there were a number of mechanical errors in this project.
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************************************************************Original Instructions**************************************
The Legal Environment and Diversity
For this Capstone assignment, you will identify 5 legal and diversity factors that impact an organization. Then, you will create and present 5 strategies HR can implement, based on these factors that will increase productivity in the workplace.
Develop a well-written paper that addresses the following:
Requirements:
A scholarly or peer-reviewed journal article
A government-based website or publication
A trade or industry journal article, publication, or website, including those from trade organizations such as SHRM.org and TD.org.
To view the full requirements of the Capstone Project visit Module 8.
Running Head: HUMAN RESOURCE STRATEGIES
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HUMAN RESOURCE STRATEGIES
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Module 2 Capstone Assignment: Human Resource Strategies
Introduction
The legal and diversity factors that exist in different countries across the globe have effects on global organizations. This will usually have an effect on the human resource department since the global organization has to stick to the legal and diversity factors. This article will examine employment regulations and policies, tools to help identify issues before they arise, and the strategies a human resource manager can take to create an inclusive culture in the organization.
Employment Regulation and Policies
The first employee policy that may vary from country to country across the globe, therefore impacting the organization, is the health law. The health law is in place to promote employee health improvement and protection. An example of a health insurance policy that influences global organization is the Affordable Care Act. The ACA is a policy in the United States that works towards lowering insurance costs for employees, especially the low income and poor employees. In this case, the employer mandate requires employers to provide a minimum of 95% health insurance cost to the employees and the kids until they turn 26 years of age (Starkman, 2017). Failure to comply with this policy as an employer in the United States is subject to penalty. Health insurance is, however, different in other countries, depending on the existing health laws. In some countries, the employer is just a minor contributor to health insurance, with the employee being the major contributor to health insurance.
Equal pay equality is another policy that varies from country to country, and this has a major effect on the global organization. In some countries, it is required that equal pay is extended to all employees who are at the same level. A violation of this may result in the employee going to the court and sue the company for this. If this is successful, the law requires employers to pay back the lost amount of money and accumulated penalties to the employee. In other countries, the equal pay equality law majorly focuses on equal gender. For this reason, the human resource manager has to aware of the employment regulations and policies specific to a country to avoid legal violations.
Employment policy on religious rights. There are different religious rights that exist across the world due to the differences in religious beliefs. It is essential for a human resource manager to be aware of the differences to ensure they do not end up in religious discrimination cases. An example of a religious right that exists is for the middle east countries. These countries are well known for their heavy concentration of Islamic religious groups. Their religious rights have to be taken into consideration when taking them in for employment. For Islamic religious rights, they mostly require employers to create time during the day for them to do go about their worship and prayer routine. This will mostly require the employees to get at least 10 minutes for 3-4 times in a day (Nair & Vohra, 2015). The major Islamic religion countries will also require the employees to be relieved of their duties on Fridays from around midday, for this is their official day of worship. For other groups, there are different religious rights that must be observed by the employer, and failure to this will result in a violation of their rights.
Employee wage and working hours law is another policy that varies from country to country across the globe. Generally, the wage and working hours policy covers the employer’s salary threshold for the employee’s work in a specified period of time. If the employee involves themselves in work after meeting this threshold, it is considered overtime, and the employer has to pay more. An example, in the United States, the employee wage and working hours law stood at $913 a week during Obama’s administration (Starkman, 2017). This will vary from country to country, and the human resource should be aware of the specific country policy to ensure no violation of the law
The employee use of social media is another diverse policy in global organizations. In the current age, employers are concerned with how employees use social media while at workplaces and after this. Therefore, the company will continue and draft social media policies that are to be enforced on the employees. In their drafting and enforcement, they have to ensure that they don’t infringe upon employee rights to discuss certain topics. The different topics that make up a violation of the company’s rights vary from countries across the globe. The employer, therefore, has to take this into consideration in drafting and implementation.
Tools to help identify Issues
As a human resource manager, one should ensure they help identify issues that relate to diversity and inclusion in the workplace before they arise. The tools to be used in this case come from the inclusive workplace model. The first tool to be used is a collaborative environment. According to Hamill, this requires the company employees across different company levels to work as teams to achieve common goals (2020). This collaborative environment will help employees raise issues comfortably and reduce the occurrence of violations.
The second tool to identify issues before they arise is giving the employees a voice. When the employees in a company are given a voice, they will address issues openly, which helps solve issues before they go so far.
Another tool that can be used is the evaluation of the executive team on issues concerning diversity and inclusion. Considering that top-level management has a great effect on the employees under them, values they hold are easily passed down across the organization. Results showing a non-inclusive executive team is an alarm for violation of diversity and inclusion in the company and therefore calls for corrections to be made (Hamill, 2020). The particular executive team members should also be of diverse and inclusive nature to make it easy for these to be brought into the company.
Another tool to identify diversity and inclusion issues before they arise is creating open dialogues on inclusion and diversity. This can be done through meetings to let the employees be open about issues they face on diversity and inclusion issues. Making the meetings a routine will help the employees be more comfortable raising inclusion and diversity issues.
The last tool that can be used is creating communication channels that help the employees be more open about inclusion and diversity issues. Some employees will be hesitant to raise issues directly to the human resource manager in a meeting. For this reason, a safer channel like the use of a suggestion box will help employees be fearless to address the issues that need to be solved on matters of diversity and inclusion.
Inclusive Culture Strategies
The strategies to be used in this case are closely related to the inclusion and diversity identification tools. The first strategy to be used is teamwork. With teamwork, it creates a conducive working environment, which helps eliminate the fear that employees may have. This will help be more open about issues in the company.
The second strategy to be used is inclusivity in the executive teams. It has to be ensured that the executive team’s composition shows some inclusivity (Hamill, 2020). This will help employees with various differences to feel included since they are well represented at top management levels. This will also bring in inclusivity in the decision-making process.
Another strategy that can be used to make the workplace inclusive enough for the diverse groups is to find it more friendly. An example of this is making a prayer room for the Islamic religious group to be making their daily prayers. This will help them feel that they are more included in the company, which helps create a more conducive working environment.
The creation of more effective communication channels is another strategy that can be used to bring in inclusion at the workplace. This is all an effort to make communication more effective by enabling the employees to use their most comfortable communication channels. This will help in addressing inclusion issues that go-ahead to create inclusion.
The last strategy that can be used is encouraging more diverse thinking at the workplace. This, therefore, makes the employees more open and bring their ideas in problem-solving. Encouraging this makes every employee’s contribution feel appreciated, which creates an inclusive culture.
References
Hamill, L. (2020). Council Post: What An Inclusive Workplace Actually Looks Like, And Seven
Ways To Achieve It. Forbes. Retrieved 15 October 2020, from
https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/02/04/what-an-inclusive-workplace-actually-looks-like-and-seven-ways-to-achieve-it/#51c32766316b
.
Nair, N., & Vohra, N. (2015). Diversity and inclusion at the workplace: a review of research and
perspectives.
Starkman, J. (2017). Bizjournals.com. Retrieved 15 October 2020, from
https://www.bizjournals.com/bizjournals/how-to/human-resources/2017/09/9-employment-law-issues-you-need-to-watch.html
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