Course Content
HR Management Foundation
Human Resource Management (HRM) Foundation encompasses the fundamental principles and practices that form the basis of effective HRM. Understanding these core concepts is essential for anyone involved in managing human resources, whether they are new to the field or seeking to reinforce their knowledge.
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Introduction to HR Management
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HRM Functions and Processes
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Legal and Ethical Considerations
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HR Technology and Systems
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Employment Law in
Employment Law is a critical aspect of Human Resource Management (HRM) that governs the relationship between employers and employees. It encompasses a range of legal requirements and regulations designed to protect employee rights, ensure fair treatment, and maintain a lawful workplace. Understanding and adhering to employment law is essential for HR professionals to prevent legal issues, ensure compliance, and foster a positive work environment.
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Key Areas of Employment Law in HRM
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HRM Practices for Compliance with Employment Law
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Performance Management
Performance Management is a critical component of Human Resource Management (HRM) that involves evaluating and enhancing employee performance to align with organizational goals and improve overall effectiveness. It encompasses the processes and activities that ensure employees’ work contributes to the achievement of organizational objectives, while also supporting their personal and professional development.
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Key Components of Performance Management
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Steps in Implementing Performance Management
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Benefits of Performance Management
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Professional Training in Human Resource Management (HRM)
About Lesson

Key Areas of Employment Law in HRM

  1. Employment Contracts

    • Contract Formation: Understanding the legal requirements for forming employment contracts, including offer letters, terms of employment, and conditions of work.
    • Contract Terms: Ensuring contracts include key terms such as job responsibilities, compensation, benefits, and termination clauses.
    • Contract Modification: Knowing the legal process for amending employment contracts and addressing changes in job roles or terms.

  2. Anti-Discrimination Laws

    • Equal Employment Opportunity (EEO): Ensuring compliance with laws that prohibit discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.
    • Harassment Prevention: Implementing policies and training programs to prevent workplace harassment, including sexual harassment and bullying.
    • Reasonable Accommodations: Providing accommodations for employees with disabilities or religious practices, as required by law.

  3. Wage and Hour Laws

    • Minimum Wage: Adhering to federal, state, and local minimum wage laws to ensure employees are paid at least the minimum wage.
    • Overtime Pay: Complying with regulations regarding overtime pay for non-exempt employees, including calculation and payment of overtime wages.
    • Pay Records: Maintaining accurate records of hours worked, wages paid, and deductions made.

  4. Family and Medical Leave

    • Family and Medical Leave Act (FMLA): Understanding employee rights under the FMLA, including eligibility for unpaid leave for family and medical reasons.
    • Leave Policies: Developing and communicating policies related to sick leave, parental leave, and other types of employee leave.

  5. Workplace Health and Safety

    • Occupational Safety and Health Administration (OSHA): Ensuring compliance with OSHA regulations to provide a safe and healthy work environment.
    • Workplace Safety Programs: Implementing safety programs, training, and procedures to prevent workplace accidents and injuries.
    • Reporting and Recordkeeping: Maintaining records of workplace injuries and illnesses, and reporting incidents as required by law.

  6. Employee Privacy

    • Privacy Rights: Understanding and respecting employee privacy rights, including personal data protection and confidentiality.
    • Monitoring and Surveillance: Adhering to legal guidelines for monitoring employee communications and activities in the workplace.

  7. Termination and Employment At-Will

    • Termination Policies: Developing clear policies and procedures for employee termination, including grounds for dismissal and severance packages.
    • Employment At-Will: Understanding the at-will employment doctrine, which allows either party to terminate the employment relationship at any time, with or without cause, subject to legal exceptions.

  8. Union and Labor Relations

    • Collective Bargaining: Navigating the process of collective bargaining with labor unions, including negotiating contracts and addressing grievances.
    • Labor Laws: Complying with laws related to unionization, such as the National Labor Relations Act (NLRA), which governs labor relations and collective bargaining.

  9. Employee Benefits

    • Benefit Administration: Ensuring compliance with regulations governing employee benefits, including health insurance, retirement plans, and other employee perks.
    • Affordable Care Act (ACA): Adhering to ACA requirements related to health insurance coverage and reporting.

  10. Employee Rights and Protections

    • Whistleblower Protections: Protecting employees who report illegal or unethical activities from retaliation.
    • Workplace Investigations: Conducting investigations into employee complaints and ensuring fair treatment during the investigation process.
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