The Macroeconomic Modeling Law Employment Essay

Published Date: 02 Nov 2017

Intercultural Challenges

Communication

Differences appear in the language people use. Language can become a problem in workplaces where some people speak Spanish or another foreign language. To limit confusion, Spanish-speaking employees shouldn't use jargon and slang. As a general rule, people should be encouraged to use the language of their choice during breaks and lunch hours.

Diversity

A policy is put in place to hire a certain number of people from different ethnic groups. This quota-based mentality doesn't allow you to get the most out of workplace array. Glenn Llopis, writer for "Forbes," reports that "the diversity challenge is to embrace differences right to the root of the organization". Managers have to listen closely to the ideas that people from different cultural, race and age groups have to say. Consider giving workers at all levels the chance to run lunchtime learning seminars for their fellow colleagues.

Discrimination

Some people would dare say an offensive slur in the workplace. Discrimination can lurk in a more sinister structural form that goes unnoticed by managers. You may have women and visible minorities present at your organization. Small businesses can disguise bias in the bud by providing support and equal opportunities to all employees. Base promotions and pay decisions on objective criteria; such as sales numbers or performance review statistics whenever possible.

Global Challenges

Advances in Technology

Advances in technology will likely impact on healthcare human resources on three separate insertions:

Changes in efficiencies brought about at local institutions leading to the removal of some positions and creation of others.

Changes in types of medical care provided, such as gene therapy and minimally invasive interventions, which will have an impact on shifting of medical healthcare professionals from one subspecialty to others.

Decentralization of the healthcare delivery system, which will shift significant resources from tertiary care facilities to primary and community care institutions and home healthcare

There will be an elimination of a number of clerical and other "low-tech" positions.

There will be a dramatically increased need for health informatics specialists trained specifically to meet the complex ICT needs of healthcare organizations. 

An overall shift will occur within the healthcare industry toward positions requiring more education and training and commanding higher salaries, which will be funded through cost savings made possible by reducing waste, repetition and costly medical errors.

Job Analysis

A human resources planner must forecast what kinds of jobs the company will need to fill in the future. This might include replacing employees who leave and finding employees to fill positions that don't yet exist in the organization. Job analysis ensures that HR planners know the skills needed to fill positions and, when employees join the organization, what kinds of qualifications and personal traits successful workers exhibit.

Macroeconomic Modeling

Forecasters can also use computer macroeconomic modeling programs to predict future workforce needs. This type of program uses various economic indicators to determine how a workforce must grow or shrink in response to changes in the labor market. A program may or may not include analysis of past economic trends.

Computerized Forecast

The determination of future staff needs by projecting a firm’s sales, volume of production and personnel required to maintain the output using computers and software packages.

Human Resource Budget and Planning Analysis

Race or Color Discrimination

Equal employment opportunity cannot be denied any person because of his/her racial group or perceived racial group, his/her race-linked characteristics or because of his/her marriage to or association with someone of a particular race or color.

Sex Discrimination

Sexual harassment—this includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender, including same sex harassment.

Pregnancy-based discrimination-Pregnancy, childbirth, and related medical conditions must be treated in the same way as other temporary illnesses or conditions.

The Employment (EQUAL PAY FOR MEN AND WOMEN) Act

The Minimum Wage (GARMENT-MAKING TRADE) ORDER, 1974

This act created minimum wages for different professions. Each profession has its own base minimum wage. The wage changes with hours and with people whose income is a household income. Workers must also be paid more on holidays, Sundays and Good Friday.

Casual worker- a worker whose total period of employment in any week in any garment-making establishment does not exceed eighteen hours;

Garment-making establishment- an establishment in which the garment-making trade is carried on whether exclusively or in addition to any other trade or business;

Garment-making trade- the trade or business of making or manufacturing, altering or repairing garments, whether for profit or not;

Rest day- means in relation to a worker such day of the week as may be excluded from single-time work in respect of such worker;

Single-time work- means work (not being done on any Sunday, Good Friday or Christmas Day) done during any period not exceeding  eight hours on any standard day. Forty hours in any one week of five standard days.

The Holidays With Pay Act

"Casual worker" means any worker who is employed from day to day

for the performance of a particular task which normally cannot be performed in less than one working day;

Holiday remuneration-the amount of remuneration payable to a worker during any holidays with pay to which he may be entitled under any order.

Worker’s earnings-the regular amounts paid by an employer to a worker in respect of the worker’s services, but do not include any amount paid in respect of overtime work or by way of bonus unless any payments by way of bonus form part of such regular amounts.

Power to provide for holidays with pay, sick leave, gratuities and sick benefit in any occupation

3. Subject to the provisions of this Act, the Minister may by order direct that workers, including casual workers, in any occupation shall be entitled to be allowed such holidays with pay, such sick leave with pay, such gratuities benefit in and such sick benefit as may be determined in such order.

4. Any order relating to workers other than casual workers may make provision for the conditions on which, and the time at or the periods within which, any holiday with pay to which the worker is entitled shall be allowed and for the conditions on which and the period for which the worker shall be entitled to sick leave with pay, and shall make provision for the duration of, and the minimum holiday remuneration payable during, any such holiday, and shall make provision for the duration of, and the minimum remuneration payable during, any period of sick leave.

Recruitment and Selection Process

The person is qualified and come with experience

Competent workers- always willing to do work and should not shy away from helping others.

Asses the need for the job and ensure adequate funding is in place.

Draft the advertisement and select the medium.

Interview and test the short listed candidates.

Validate references, qualifications and conduct necessary background checks.

Training and Development

Train the staff effectively and efficiently to carry out their jobs.

Department specialization( kitchen, auxiliary, dining room)

Training staff members to be respectful

Kitchen- training staff to cook and prepare meals professionally, train them to work under pressure, how well you interact and be a team player.

Auxiliary- teaching the staff how to move quickly and quietly while doing their daily operations, how to use their judgment to see if other departments need to be clean and sanitized.

Dining- train staff how to be polite and have good manners, always have a welcoming smile when addressing customers, make sure that customers are seated and comfortable.

Contract of Employment is an agreement between an employer and employee and is the basis of the employment relationship.

The employer has a right to give reasonable instructions to the employees for work at the job. These rights and obligations are called contractual terms.

A contract of employment will usually be made up of two types of contractual terms. These are:

Expressed terms

Implied terms

Most employment contracts do not need to be in writing to be legally valid.

A contract 'starts' as soon as an offer of employment is accepted. Starting work proves that you accept the terms and conditions offered by the employer.

Most employees are legally entitled to a Written Statement of the main terms and conditions of employment within two calendar months of starting work. This should include details of things like pay, holidays and working hours.

An existing contract of employment can be varied only with the agreement of both parties.

Some people might assume that a contract of employment consists of only those things that are set out in writing between an employer and an employee. It's true that many of the main issues, such as pay and holidays, are usually agreed in writing.

Express contractual terms- Express terms in an employment contract are those that are explicitly agreed between employees and employers.

Implied contractual terms- Implied terms in an employment contract are those which are not specifically agreed between the employer and employee.

I chose express contractual because I can monitor amount of wages, including any overtime or bonus pay.

hours of work, including overtime

Holiday pay, including how much time off employees is entitled.

sick pay

redundancy pay

Because a contract will still exist even if there is nothing written down, anything which was said to employees by the employer about their rights, and anything which are agreed verbally, should be recorded. It is best to put a contract in writing - it saves a lot of potential misunderstanding further down the line. Simple misunderstandings over what is or what is not in a contract can often be the main cause of employment tribunal claims.

Methods of Compensation

Total compensation is the complete pay package for employees including all forms of money, benefits, services, and in-kind payments

Direct compensation refers to the actual salary rates paid to employees for the work they perform.

System rewards are automatically given to all employees for merely being members of their organization. System rewards can be defined as being the basic wage rates. 

Individual rewards are given to employees based on the quality and quantity of their performance. Performance related pay (PRP) is seen as an individual reward policy, where pay is rewarded in relation to the volume of output. PRP can cause divisions amongst workers, where employees become more worried about the fact that their colleagues are being paid more than them.

Growth rewards are received by employees for job innovation, learning and improvement.

The key to managing performance through rewards is linking the desired performance with the appropriate reward.

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