HRM may not successfully applied in another country.

HRM has 
to develop all the policies related to equal employment opportunity,
employee compensation, labor relations, employee safety and health, sexual
harassment and employee privacy keeping in mind all the legal and regulatory
framework. They develop policies to make sure that managers and employees are
aware of these legal restrictions and know how to deal with potential
violations.       Most HR
Functions operate under similar pressures from stakeholders. The top
management demands the execution of the business strategy and the HR Strategy.
The line management demands the perfect support from HR Processes. Employees
demand a quality of employee services. HR has many stakeholders and the HR
Organizational Structure has to fit with all requests.  The organizational
structure should be set as the result of the HR Management Goals and the
defined HR Model. These two components define the importance of HR Processes
and they set clear priorities. The priorities
should be reflected in the organizational structure and workforces assigned to
particular HR Processes. Research by
Newman
& Nollen
(1996:753) indicated
that organization performance is better in the companies where there is
congruency between national culture and human resources practice. In the unit
business level, where its manager consciously practice human resource policies
in accordance with country’s value, the performance of business unit i.e.
return on assets (ROA), return on sales is better and employee bonus is bigger.       A number
of human resources policy that successfully practiced in a certain country, may
not successfully applied in another country. For example, pay for performance  schemes which
is very popular and effective
in
the United States and United Kingdom, it cannot successfully be a practiced in
another country.
National
culture also influenced on the strategic decision making dan leadership style
(Schneider & DeMeyer, 1991:308), and
human resoure management practices such as 
performance appraisal (Luthans, Welsh & Rosenkrantz,
1993:743). Diversity
management
is the key to growth in today’s fiercely competitive global marketplace. Organisations
can no longer hide behind their lack of cultural
intelligence.  Organizations that seek global market relevancy must
embrace diversity – in how they think, act and innovate.

        Kathy Hannan
(National Managing Partner, Diversity & Corporate Responsibility, KPMG LLP
says, “Companies
must take a long term strategic approach to engage diverse talent. 
Companies must define their role in the global marketplace.       Cognitive diversity
has been defined as differences in perspective or information processing styles.
The power
of having cognitive diversity in the workplace is the same power that
companies try to attain through strong leadership and great communication. It’s
a more inclusive, collaborative, and open space where people feel empowered to
create and implement ideas.Employment law
covers many areas of law that are related to employees,
employers, employment, independent contractors, and
workers compensation. Employment law includes both federal and state law that
employers and employees must follow.        Employment
law
covers a broad range of areas that exist in the workplace. An experienced
employment law
or workers compensation lawyer can assist an employee or an employer in the
following areas:

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• Employment
discrimination

• Workplace
harassment

• Disability
accommodations

• Restrictive
covenants and confidentiality agreements


Severance agreements

• Family
& Medical Leave Act Compliance

• Unemployment
benefits

• Wage
and hour issues

• Human
resources policies and handbooks

• Disciplinary
and termination issuesEmployment
discrimination
laws apply to all procedural steps of employment, including interviewing,
hiring, advertising, promoting and terminating employees.

     Employment discrimination
laws state that an employer cannot discriminate against an employee or
potential employee on the basis of certain characteristics like race, gender,
age, national origin, disability, and religion. As an
employee, you are protected by basic rights, including:

• Right
to fair compensation

• Right
to a safe workplace

• Freedom
from discrimination and retaliation.Benefits
of a Safe and Healthy Workforce:

vHigher
productivity

vIncreased
efficiency
and quality

vReduced
medical
and insurance costs

vLower
workers’
compensation rates and payments

vImproved
reputation
as an employer of choice Data Protection
is an important area for employers who run substantial risk for non-compliance
with the Data Protection Act 1998 (“DPA”). Whilst
the code is not law itself, any breaches of the code may be relevant to the way
the Courts might decide a particular issue or how the ICO itself decides how to
act when taking investigatory or enforcement action.        The DPA
protects personal data. Personal data is information from which an individual
can be identified. Therefore, anonymised data is almost certainly not going to
be personal data under the DPA and is therefore not protected.
Documents that
have someone’s name on them and have information about them will almost
certainly be protected, e.g. a worker’s contract of employment or their
timesheet or pay records.        A family-friendly
workplace or employer is one whose policies make it possible for employees to
more easily balance family and work, and to fulfill both their family and work
obligations. While this definition often applies to government, a major
employer, as well, government has another function in promoting family-friendly
policies. ØMaternity/paternity leave. Part
of an employee benefit package may be paid or unpaid leave for the birth,
adoption, or acceptance of the foster placement of a child. A combination of
paid and unpaid leave is also a possibility.

ØFamily medical leave. An
employee would use this kind of leave to take care of an aging parent or a
family member with a long-term illness, or to tend to her own chronic or
temporary medical problems – anything from cancer treatments to arthroscopic
surgery to mental health. ØEmployee and family health benefits. These
may include not only generous health and dental insurance, but on-site wellness
centers, on-site fitness centers or subsidies for joining a gym, and even
health-and-fitness-oriented programs for employees’ children or spouses.

ØChild care. On-site
day care isn’t the only option here. An employer might subsidize employees’
child care, paying all or some part of approved arrangements. Other
possibilities are to provide referrals to reliable child care, or reserve slots
at particular facilities for employees’ children.      There is no
legal obligation on an employer to set up or contribute to a pension scheme. If
your employer doesn’t have a pension scheme or if you are an ‘excluded
employee’, your employer will need to provide you with access to at least one
Standard PRSA. Millions
of workers are being automatically enrolled into a workplace pension by their
employer. Saving into a workplace pension is easy – you don’t have to do
anything. Once you’re enrolled by your employer, not only will you pay into the
scheme, but so will your boss and you may also get tax relief from the
Government. 

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