Reflective Post By Anthony Johnson, April 2, 2020, 3:18 Pm

Reflective Postanthony Johnson Posted Apr 2 2020 318 Pmthe Readings

Reflective Postanthony Johnson Posted Apr 2, 2020 318 Pmthe Readings

Reflective Postanthony Johnson posted Apr 2, 2020 3:18 PM The readings and assignments throughout this course have been very important in enhancing my skills and knowledge about human resource management both in the public and private sector. Based on these readings, I was able to learn about the various legal measures that have been established to enhance the welfare of employees across the country from the actions of their employers. In addition, the readings and assignments enabled me to learn about the various approaches that are used by the employers to motivate their employees and ramp up productivity. some of the key concepts that I believe are applicable to my work experience, profession, and career plans for the future include the use of total rewards to motivate employees, the role of employment at will and other legislations, as well as the changes that have been made in employment laws to improve the working conditions for the employees.

Employee motivation has a key role in ensuring that individuals are able to achieve high standards of performance and productivity. Employers use different approaches to ensure that their employees remain fully committed and satisfied with the workplace environment. Lack of satisfaction is likely to negatively impact their performance, which in turn affects the performance of the entire organization. The various legislations that have been passed by the government such as the employment at will, aim at protecting the interests of both the employees and their employers. From the readings and assignments, I was able to learn the rights and obligations that I have as an individual as well as what I should expect from my employer.

Such knowledge is important not only for my present career but also for my future career plans. The government, through the Department of Labor (DoL) has made significant efforts to ensure that the interests of the American employees are adequately protected. At the same time, the government seeks to ensure that the employers are acting in a manner that benefits the economy while focusing on the interests of the employees. Over the years, the regulatory environment has changed, in a bid to adapt to the changes occurring in the workplace. This has ensured that effect HRM practices are adopted across the board thereby enhancing the welfare of all the employees.

One key part of the course that helped shape my perception of the role of HRM in the private sector was the Module 3 Assignments. These assignments enabled me to evaluate some of the tasks carried out by the HRM in private organizations and how they rhyme with the practices in the public sector. Based on the assignments, I was able to learn how legislation such as Employment at Will Doctrine, Immigration Reform and Control Act (IRCA), and the Uniformed Services Employment and Reemployment Rights Act (USERRA) have impacted the private sector human resource management practices. Module 1 - Background EQUAL EMPLOYMENT OPPORTUNITY & HRM Required Reading Critical Thinking: Cornell University. (2017).

Paper For Above instruction

The course on human resource management has provided me with a comprehensive understanding of the legal and practical frameworks that influence employment practices in both the public and private sectors. Central to my learning was the recognition of the importance of legal measures in safeguarding employee welfare, such as the Civil Rights Act, Americans with Disabilities Act, and the Family Medical Leave Act, which create a fair and equitable workplace. These laws not only protect employees but also guide employers in establishing compliant and ethical HR policies. Understanding these legal contexts is crucial for my current role and future career aspirations, as it enables me to uphold employee rights and foster a compliant work environment.

Another vital concept gained from this course is employee motivation through total rewards systems. These encompass compensation, benefits, recognition, and development opportunities designed to enhance employee satisfaction and productivity. A well-structured reward system aligns organizational goals with individual aspirations, fostering motivation and commitment. From analyzing various case studies, I observed how effective reward strategies can mitigate turnover, improve engagement, and promote a positive organizational culture. Incorporating these insights into my professional responsibilities can enhance my ability to contribute to employee retention and organizational success.

Additionally, the course emphasized the significance of employment-at-will doctrine and other legislative protections like USERRA and IRCA. Employment at will allows employers or employees to terminate employment with minimal notice unless specified otherwise in contracts or union agreements, which provides flexibility but also risks for employee security. Conversely, laws like USERRA protect military service members' re-employment rights, reflecting a balanced legal landscape. Understanding these laws enables me to navigate complex employment scenarios ethically and legally, ensuring that organizational practices respect employees’ rights while maintaining operational flexibility. These insights will inform my strategic HR decisions to foster lawful and fair employment practices.

The module on HRM’s role in the private sector particularly reshaped my perceptions by illustrating how legislation influences HR practices across different organizational contexts. Previously, I viewed HR primarily as a support function, but now I recognize it as a strategic partner integral to legal compliance, employee engagement, and organizational performance. The assignments analyzing laws such as IRCA and USERRA demonstrated how legal frameworks shape HR policies on recruitment, employment rights, and workplace integration. This understanding underscores the importance of legal literacy and proactive HR management in fostering workplaces that are compliant, inclusive, and productive.

References

  • Cornell University. (2017). Equal employment opportunity & HRM. Critical Thinking: Cornell University. Retrieved from https://www.cornell.edu
  • Cornell University. (2017). Critical appraisal and analysis. Retrieved from https://www.cornell.edu
  • Cornell University. (2017). Evaluating web sites: Criteria and tools. Retrieved from https://www.cornell.edu
  • U.S. Equal Employment Opportunity Commission. (n.d.). Enforcement guidance on reasonable accommodation and undue hardship. Retrieved from https://www.eeoc.gov
  • Katz, H. C., Kochan, T. A., & Colvin, A. J. S. (2017). Employment law: An introduction to U.S. collective bargaining and labor relations. Ithaca: Cornell University Press.
  • U.S. Department of Labor. (n.d.). Major laws of the Department of Labor. Retrieved from https://www.dol.gov
  • Society for Human Resource Management. (2016). Latest HRM topics and certifications. Retrieved from https://www.shrm.org
  • Blumner, N. (1998). The role of cooperative structures in workplace transformation. Cornell University. Retrieved from https://www.cornell.edu
  • Korshak, S. (2001). Good union relationships are best. Workforce. Retrieved from https://www.workforce.com
  • Devinatz, V. G. (2013). The crisis of U.S. trade unionism and what needs to be done. Labor Law Journal, 64(1), 5-19. ProQuest.

Related Assignments