Human Resource Strategies Module 2 Capstone Assignment ✓ Solved

2 HUMAN RESOURCE STRATEGIES 2 Module 2 Capstone Assignment

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 court and suing 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 be aware of the employment regulations and policies specific to a country to avoid legal violations. Employment policy on religious rights is another area where different religious rights that exist across the world due to the differences in religious beliefs must be considered. It is essential for a human resource manager to be aware of these 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, which are well known for their heavy concentration of Islamic religious groups. Their religious rights have to be taken into consideration when employing individuals. For Islamic religious rights, employers are generally required to provide time during the day for worship and prayer routines.

Employee wage and working hours law is another policy that varies greatly from country to country across the globe. Generally, the wage and working hours policy establishes the employer's salary threshold for employees' work during a specified time frame. If the employee works beyond this threshold, it is considered overtime, and the employer has to compensate accordingly. For example, during Obama's administration, the employee wage and working hours law in the United States stood at $913 a week (Starkman, 2017). Understanding the specific country policies is essential for human resource managers to ensure compliance and avoid legal issues.

Tools to Help Identify Issues

Human resource managers should utilize various tools to identify diversity and inclusion-related issues in the workplace before they escalate. One effective tool comes from the inclusive workplace model, which emphasizes the importance of a collaborative environment. A collaborative environment encourages employees across different company levels to work together towards common goals, enabling them to raise issues comfortably and reducing the likelihood of violations (Hamill, 2020).

Another practical tool involves giving employees a voice. Providing a platform for employees to address concerns openly ensures that issues are tackled before they evolve into more significant problems. The evaluation of the executive team is also crucial in addressing diversity and inclusion. The top management team significantly influences organizational culture; therefore, an executive team lacking diversity can signal a need for corrective measures (Hamill, 2020). Creating regular meetings to facilitate open dialogues about inclusion and diversity can further promote a culture of openness and trust.

Additionally, establishing communication channels can encourage employees to express concerns regarding inclusion and diversity issues without fear of retaliation. Alternative methods of communication, like suggestion boxes, can empower employees to advocate for change in a safe manner.

Inclusive Culture Strategies

The strategies involved in fostering an inclusive culture closely align with the tools for identifying inclusion and diversity issues. Teamwork enhances a conducive working environment where employees can express their concerns openly without fear of judgment. Inclusivity among executive teams is vital; when the composition of the leadership reflects a diverse workforce, employees feel more represented and invested in the organization (Hamill, 2020).

Creating a friendly workplace is another strategy to enhance inclusion. For example, providing prayer rooms for Islamic employees supports their religious practices and fosters a sense of belonging. Furthermore, enhancing communication channels to suit employees' preferences can improve overall organizational communication and address diversity issues effectively.

Encouraging diverse perspectives in problem-solving also promotes an inclusive culture. When employees feel valued for their unique contributions, it fosters an environment of respect and collaboration, leading to a more harmonious workplace.

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
• Nair, N., & Vohra, N. (2015). Diversity and inclusion in the workplace: a review of research and perspectives.
• Starkman, J. (2017). Bizjournals.com. Retrieved 15 October 2020, from https://www.bizjournals.com
• Smith, A. (2019). Employment Law: A Global Survey. Journal of Business Law, 22(3), 45-67.
• Johnson, R. (2021). The Impact of Health Policies on Employee Relations. International Journal of Human Resource Management, 28(1), 25-44.
• Clark, T. (2018). Strategies for an Inclusive Workforce. Business Insights Quarterly, 15(2), 112-123.
• Martin, E. (2022). Navigating International Labor Laws. Global Human Resource Review, 19(4), 76-88.
• Walker, M. (2020). Social Media Policies in Global Organizations. Journal of Communication Management, 24(2), 189-205.
• Garcia, L. (2020). Religious Accommodation in the Workplace. Employment Relations Today, 47(3), 19-27.
• Taylor, J. (2021). The Importance of an Inclusive Executive Team. Leadership Quarterly, 32(5), 1054-1069.