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Copyright: Mela, http://www.sxc.hu
2021/4/8
12
Human Resource Management Practice 2009-9-1
1.2 Summary of Key Legislation
• The Sex Discrimination Act (SDA) • came into force in 1975 and was amended in 2003. The SDA makes it unlawful to discriminate on the grounds of sex. It is unlawful to discriminate because someone is married. It is also unlawful to discriminate in the employment field on the grounds of gender reassignment. • The SDA applies to two kinds of discrimination: • Direct discrimination, which means treating someone unfairly because of their sex • Indirect dicrimination, which means setting conditions that appear to apply to everyone,but in fact discriminate against one sex and are not objectively justifiable
• Assessment task 1: Prepare a report which includes comprehensive guide to recruitment and selection policies.
• Assessment task 2: Prepare a report advising managers on the most appropriate approach to remuneration at A G Bell Ltd.
• National Minimum Wage Act 1998 – increases the rights of workers by determining a national minimum wage in line with other European Union states.
2021/4/8
4
Human Resource Management Practice 2009-9-1
What is HR management?
• HRM is not easy to define.
– HR management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employees.
Employment Legislation
• Increasingly important aspect of the HRM role
• Wide range of areas for attention
• Adds to the cost of the business
Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.
• Familiar with the main employment legislasion
• Explain the employment legislasion how to affect HRM practices
2021/4/8
8
Human Resource Management Practice 2009-9-1
2021/4/8
13ቤተ መጻሕፍቲ ባይዱ
Human Resource Management Practice 2009-9-1
1.2 Summary of Key Legislation
• The Equal Pay Act (EPA) 1975 – was amended in 2003. The EPA says women must be paid the sane as men (and vice versa) when they are doing equal work, similar word that has been rated as equivalents, and work that is of equal value.
2021/4/8
11
Human Resource Management Practice 2009-9-1
Discrimination
• Crucial aspects of employment legislation:
– Race – Gender – Disability
Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.
Human Resource Management Practice
liyinlongimut@163.com
2009-9-1
Introduction to the Unit (2)
• Assessments Information
– To achieve this unit you must successfully achieve each of the four assessments based on a case study that covered each of the four outcomes:
• ---Michael Armstrong. A Handbook of Human Resource Management Practice; 8th edition. London, Kogan Page, 2001.
2021/4/8
5
Human Resource Management Practice 2009-9-1
Human Resources Management
2021/4/8
6
Human Resource Management Practice 2009-9-1
Section 1
Employment legislation
2009-9-1
Learning objectives:
After you have read this section,you should be able to :
2021/4/8
2
Human Resource Management Practice 2009-9-1
let’s begin the unit learning
2021/4/8
3
Human Resource Management Practice 2009-9-1
For many organizations, talented employees are the cornerstone of a competitive advantage. If the organisation competes based on new ideas, outstanding customer service, or quick, accurate decisions, having excellent employees is critical.
2021/4/8
10
Human Resource Management Practice 2009-9-1
1.1 Introduction
• You should try to make time to use the web links in order to become familiar with the legislation and with the official websites where information is usually updated on a fairly regular basis. – Equal Opportunities Commission www.eoc.org.uk – Commission for Racial Equality www.cre.gov.uk – Advisory,Conciliation and Arbitration Service (ACAS) www.acas.org.uk – Disability Rights Commission www.drc.org.uk
2021/4/8
9
Human Resource Management Practice 2009-9-1
1.1 Introduction
• Every employer has a legal responsibility to ensure that no unlawful discrimination on the grounds of sex, race or disability occurs in the workplace.Equality of opportunity is an integral part of human resource management activities,and employers should ensure that everybody who participates in managing people,and not just huaman resources specialists,are aware of their responsibilities in this area.
• ---Gary Dessler, A Framework for Human Resource Management; 3rd Edition.
– Human resource management can be defined as a strategic and coherent approach to the management of an organisation’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives.
• Assessment task 3: Prepare a report in which you discuss appraisal and make recommendations for an appraisal scheme at A G Bell Ltd..
• Assessment task 4:Prepare an information leaflet for all staff which outlines both employee and manager responsibilities for health and safety at A G Bell Ltd
2021/4/8
12
Human Resource Management Practice 2009-9-1
1.2 Summary of Key Legislation
• The Sex Discrimination Act (SDA) • came into force in 1975 and was amended in 2003. The SDA makes it unlawful to discriminate on the grounds of sex. It is unlawful to discriminate because someone is married. It is also unlawful to discriminate in the employment field on the grounds of gender reassignment. • The SDA applies to two kinds of discrimination: • Direct discrimination, which means treating someone unfairly because of their sex • Indirect dicrimination, which means setting conditions that appear to apply to everyone,but in fact discriminate against one sex and are not objectively justifiable
• Assessment task 1: Prepare a report which includes comprehensive guide to recruitment and selection policies.
• Assessment task 2: Prepare a report advising managers on the most appropriate approach to remuneration at A G Bell Ltd.
• National Minimum Wage Act 1998 – increases the rights of workers by determining a national minimum wage in line with other European Union states.
2021/4/8
4
Human Resource Management Practice 2009-9-1
What is HR management?
• HRM is not easy to define.
– HR management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employees.
Employment Legislation
• Increasingly important aspect of the HRM role
• Wide range of areas for attention
• Adds to the cost of the business
Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.
• Familiar with the main employment legislasion
• Explain the employment legislasion how to affect HRM practices
2021/4/8
8
Human Resource Management Practice 2009-9-1
2021/4/8
13ቤተ መጻሕፍቲ ባይዱ
Human Resource Management Practice 2009-9-1
1.2 Summary of Key Legislation
• The Equal Pay Act (EPA) 1975 – was amended in 2003. The EPA says women must be paid the sane as men (and vice versa) when they are doing equal work, similar word that has been rated as equivalents, and work that is of equal value.
2021/4/8
11
Human Resource Management Practice 2009-9-1
Discrimination
• Crucial aspects of employment legislation:
– Race – Gender – Disability
Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.
Human Resource Management Practice
liyinlongimut@163.com
2009-9-1
Introduction to the Unit (2)
• Assessments Information
– To achieve this unit you must successfully achieve each of the four assessments based on a case study that covered each of the four outcomes:
• ---Michael Armstrong. A Handbook of Human Resource Management Practice; 8th edition. London, Kogan Page, 2001.
2021/4/8
5
Human Resource Management Practice 2009-9-1
Human Resources Management
2021/4/8
6
Human Resource Management Practice 2009-9-1
Section 1
Employment legislation
2009-9-1
Learning objectives:
After you have read this section,you should be able to :
2021/4/8
2
Human Resource Management Practice 2009-9-1
let’s begin the unit learning
2021/4/8
3
Human Resource Management Practice 2009-9-1
For many organizations, talented employees are the cornerstone of a competitive advantage. If the organisation competes based on new ideas, outstanding customer service, or quick, accurate decisions, having excellent employees is critical.
2021/4/8
10
Human Resource Management Practice 2009-9-1
1.1 Introduction
• You should try to make time to use the web links in order to become familiar with the legislation and with the official websites where information is usually updated on a fairly regular basis. – Equal Opportunities Commission www.eoc.org.uk – Commission for Racial Equality www.cre.gov.uk – Advisory,Conciliation and Arbitration Service (ACAS) www.acas.org.uk – Disability Rights Commission www.drc.org.uk
2021/4/8
9
Human Resource Management Practice 2009-9-1
1.1 Introduction
• Every employer has a legal responsibility to ensure that no unlawful discrimination on the grounds of sex, race or disability occurs in the workplace.Equality of opportunity is an integral part of human resource management activities,and employers should ensure that everybody who participates in managing people,and not just huaman resources specialists,are aware of their responsibilities in this area.
• ---Gary Dessler, A Framework for Human Resource Management; 3rd Edition.
– Human resource management can be defined as a strategic and coherent approach to the management of an organisation’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives.
• Assessment task 3: Prepare a report in which you discuss appraisal and make recommendations for an appraisal scheme at A G Bell Ltd..
• Assessment task 4:Prepare an information leaflet for all staff which outlines both employee and manager responsibilities for health and safety at A G Bell Ltd