Master's Degree Must Pay Attention To Detail Deliverable 7 R

Masters Degreemust Pay Attention To Detaildeliverable 7 Risk Prevent

Evaluate the safety and security compliance of organizational and employee work environments. Analyze organizational practices as they relate to union-related and labor relations laws. Design reasonable accommodations to meet the needs of employees and the organization. Appraise the workforce relations of an organization to ensure optimal performance. Integrate negotiation strategies with legal decision-making to ensure policies and practices reflect ethical values.

Design an organizational risk management plan. Scenario You have been hired as the new Vice President of HR for your organization. One of the first areas in which you need to familiarize yourself with is in how well (or not) the organization manages and prevents risk. Upon review, you realize that there is no comprehensive policy for risk prevention and management currently in place. You report your findings to the CEO, who agrees that this lack of documented policy must be corrected immediately.

The CEO has instructed you to develop a policy document to protect the organization and its employees from risk. As part of your role as VP of HR, you will need to research your organization, note that it is publicly-traded. Instructions Based on your research, prepare a policy document for the company that: Outlines standards for employee safety and security. Designs measures for reasonable accommodation. Designates critical components that must be addressed to assure business continuity in the event of a natural disaster.

Describes how management decisions must align to the ethical values of the organization. Illustrates the impact of labor laws and unions. Incorporates a Human Resources audit. Provides attribution for credible sources used in the policy document. Resources Article Databases: Business Source Complete via EBSCO Business via ProQuest Regional Business News via EBSCO

Paper For Above instruction

The development of a comprehensive risk prevention policy is imperative for publicly-traded organizations to safeguard their operations, employees, and stakeholders. As the Vice President of Human Resources, crafting a policy that addresses safety, security, legal compliance, and business continuity requires a thorough understanding of organizational practices, legal frameworks, and ethical standards.

Standards for Employee Safety and Security

Fundamental to the risk prevention policy are clear standards that ensure a safe and secure work environment. These standards should align with Occupational Safety and Health Administration (OSHA) regulations, industry best practices, and company-specific safety protocols. Implementing regular safety audits, providing adequate training, and establishing reporting procedures for hazards are essential components of this framework. Additionally, the organization must incorporate cybersecurity measures to protect sensitive data, especially considering its publicly-traded status, which increases the importance of safeguarding financial and proprietary information.

Measures for Reasonable Accommodation

Legal mandates such as the Americans with Disabilities Act (ADA) require organizations to provide reasonable accommodations for employees with disabilities or health conditions. The policy should outline procedures for requesting accommodations, criteria for determining feasibility, and mechanisms for ongoing evaluation. Ensuring accessibility in physical facilities and digital platforms promotes inclusivity and aligns with organizational ethical values. It also enhances workforce morale and reduces potential legal liabilities.

Business Continuity During Natural Disasters

Natural disasters pose significant threats to organizational stability. The risk management plan must identify critical components such as data backup systems, communication channels, and supply chain contingencies. Developing an emergency response plan, including evacuation procedures and crisis communication strategies, ensures rapid response and resilience. Regular drills and continuous review of the plan are vital to maintaining preparedness.

Alignment of Management Decisions with Ethical Values

Management decisions should prioritize transparency, fairness, and social responsibility, reflecting the organization’s ethical standards. This encompasses ensuring equitable treatment of employees, honest communication with stakeholders, and adherence to both legal and moral obligations. Ethical decision-making fosters trust, enhances reputation, and supports sustainable business growth.

Impact of Labor Laws and Unions

The policy must consider labor laws governing employment rights, collective bargaining, and union relations. Recognizing unions' role in advocating for workers’ rights, the organization should foster collaborative labor relations, comply with legal stipulations, and ensure fair negotiations. Respectful engagement with union representatives promotes a positive workplace culture and mitigates conflicts arising from legal or contractual issues.

Incorporating a Human Resources Audit

An HR audit evaluates existing policies, procedures, and practices to identify gaps and areas for improvement. Conducting regular audits ensures compliance with legal requirements and effectiveness of risk mitigation strategies. The audit should review safety protocols, accommodation processes, emergency preparedness, and adherence to labor laws. Findings should inform continuous policy updates, aligning organizational practices with evolving legal, ethical, and operational standards.

In conclusion, a well-structured risk management policy enhances organizational resilience, promotes ethical practices, and ensures legal compliance. By clearly defining safety standards, accommodation measures, business continuity procedures, and labor relations strategies, the organization not only protects its assets but also fosters a culture of trust and accountability. As the organization advances, ongoing assessment and adaptation of policies will be vital to navigating emerging risks and sustaining long-term success.

References

  • Crane, A., & Matten, D. (2016). Business Ethics: Managing Corporate Citizenship and Sustainability in the Age of Globalization. Oxford University Press.
  • Occupational Safety and Health Administration (OSHA). (2020). Guidelines for Safety and Health Programs. U.S. Department of Labor.
  • U.S. Equal Employment Opportunity Commission (EEOC). (2021). ADA Compliance and Reasonable Accommodations. Retrieved from https://www.eeoc.gov/laws/guidance/ada-compliance-and-reasonable-accommodations
  • De Cieri, H., et al. (2015). Human Resource Management in Context: Strategy, Practice, and Theory. Routledge.
  • Kesner, I. F., & Sebora, T. C. (1994).Executive Succession: Past, Present, and Future. Journal of Management, 20(2), 327-377.
  • National Labor Relations Board (NLRB). (2022). Employee Rights and Union Relations. United States.
  • Power, M. K., & Hewison, K. (2013). Risk, Regulatory, and Ethical Management in Organizations. Routledge.
  • ISO 45001:2018 Occupational health and safety management systems — Requirements. (2018). International Organization for Standardization.
  • Fisher, C., & Ury, W. (1991). Getting to Yes: Negotiating Agreement Without Giving In. Penguin Books.
  • Williams, C. C. (2018). Corporate Social Responsibility in Development. Routledge.

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