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Unit 5-2

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33 views15 pages

Unit 5-2

Uploaded by

Shri harini
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HR regulations and reporting requirements

 Recruitment and Hiring.


 Wages and Hours. It is relevant for organizations to comply with federal, state,
and local wage laws, related to minimum wage and overtime regulations.
 Employee Benefits and Leave.
 Workplace Safety and Health.
 Employee Relations and Discipline
Human resource policies

 Human resource policies are continuing guidelines on the approach of which an


organization intends to adopt in managing its people. They represent specific
guidelines to HR managers on various matters concerning employment and state the
intent of the organization on different aspects of Human Resource management such
as recruitment, promotion, compensation,[2] training, selections etc. They therefore
serve as a reference point when human resources management practices are being
developed or when decisions are being made about an organization's workforce.
 A good HR policy provides generalized guidance on the approach adopted by the
organization, and therefore its employees, concerning various aspects of
employment. A procedure spells out precisely what action should be taken in line
with the policies.
 Each organization has a different set of circumstances and so develops an individual
set of human resource policies. The location an organization operates in will also
dictate the content of their policies.
Policies and procedures serve a number of purposes
They provide clear communication between the organization and their employees
regarding their condition of employment.
They form a basis for treating all employees fairly and equally.
They are a set of guidelines for supervisors and managers.
They create a basis for developing the employee handbook.
They establish a basis for regularly reviewing possible changes affecting employees.
They form a context for supervisor training programs and employee orientation
programs.
HR Guidelines
Workplace discrimination laws
Hiring and onboarding procedures
Fair Labor Standards Act (FLSA)
Employee benefits regulations
Keeping employee information private
Workplace safety laws
Key regulations and reporting requirements
 Human Resources (HR) departments are responsible for ensuring that organizations comply with
various labor laws, regulations, and reporting requirements. These regulations can vary by country,
state, or region, but there are some common ones that most businesses need to be aware of, especially
in the U.S. Below is an overview of key HR regulations.
 1. Equal Employment Opportunity (EEO) Laws
 These laws prohibit discrimination in hiring, firing, promotions, compensation, and other employment
decisions based on race, color, national origin, sex, disability, or religion.
 2. Occupational Safety and Health Administration (OSHA)
 OSHA sets and enforces standards to ensure a safe and healthy workplace.
 3. Fair Labor Standards Act (FLSA)
 The FLSA sets standards for minimum wage, overtime pay, recordkeeping, and
child labor.
 4. Family and Medical Leave Act (FMLA)
 The FMLA entitles eligible employees to take unpaid leave for certain family and
medical reasons while maintaining job security.
Key regulations and reporting requirements
 5. Employee Retirement Income Security Act (ERISA)
 ERISA sets standards for the administration of employee benefit plans, including health insurance, pensions, and
retirement plans.
 6. Health Insurance Portability and Accountability Act (HIPAA)
 HIPAA sets standards for the protection of health information.
 7. Affordable Care Act (ACA)
 The ACA mandates that employers provide health insurance to full-time employees or pay a penalty.
 8. National Labor Relations Act (NLRA)
 The NLRA protects employees' rights to organize and form unions.
 9. Worker's Compensation
 Workers' compensation laws require employers to provide insurance coverage for employees
injured on the job.
 10. I-9 Employment Eligibility Verification
 The I-9 form is used to verify the identity and employment authorization of individuals hired
for employment in the U.S.
 11. State-Specific Labor Laws
 Each state may have its own employment laws, which can include specific requirements
around wage laws, paid leave, workers' compensation, and more.
Key Areas of HR Regulatory Compliance
1. Hiring and Recruitment
2. Wage and Hour Regulations
3. Benefits Administration
4. Workplace Safety and Health
5. Recordkeeping and Reporting
Connecting missions or goals to HR Benchmarks and metrics
 A benchmark metric is based on the average performance of a group. Benchmarks are often
used to compare between different companies or industries, and they can be useful for setting
expectations and creating goals.

 HR benchmarking uses both quantitative and qualitative data to make comparisons between
and within organizations, sectors, industries, roles, practices, and processes. It is used to
provide feedback to organizations for continuous improvement to their people practices and
challenge existing processes.

Connecting missions or goals to HR benchmarks and metrics is a


crucial step in aligning an organization's human resources efforts
with broader strategic objectives. This process ensures that HR
activities not only support but actively drive organizational success.
Connecting missions or goals to HR Benchmarks and metrics
1. Align Goals with Organizational Strategy
 2. Select Relevant HR Metrics
 3. Common HR Metrics for Different Goals
 4. Set Targets and Track Progress
 5. Evaluate and Adjust
 6. Integrate Technology

By systematically connecting your missions and goals to HR benchmarks and metrics, you create a
structured, data-driven approach that keeps your HR efforts aligned with the overall strategy,
ultimately improving organizational performance.
Reporting & Advising
 HR Reporting and Advising involves the collection, analysis, and dissemination of human resources
data to support decision-making and improve organizational performance. HR reports provide insights
into key workforce metrics, while advising helps translate those insights into actionable strategies for
management and leadership. Here’s a breakdown of the key components and processes.
Types of HR Reports
 Workforce Analytics Reports
 Compensation and Benefits Reports
 Performance and Development Reports
 Recruitment and Talent Acquisition Reports
 Employee Engagement and Satisfaction Reports
HR Advising
 HR Advising is the process of helping leadership and HR departments interpret the data and
make informed decisions. Key areas where advising is crucial include.
 a. Talent Management Strategy
 Succession Planning: Using performance data to identify high-potential employees and plan
for future leadership needs.
 Career Pathing: Advising on how to create clear growth paths within the organization to
improve employee retention and engagement.
 b. Compensation and Benefits Strategy
 Compensation Reviews: Helping leadership determine if current compensation structures are
competitive and equitable.
 Benefits Optimization: Recommending changes to benefits programs based on utilization
data and employee preferences.
HR Advising
 Employee Engagement and Culture
 Engagement Initiatives: Using survey data to advise on actions that could improve employee morale
and retention.
 Diversity & Inclusion Strategies: Advising on how to increase diversity in hiring and promote an
inclusive workplace culture.
 d. Organizational Development
 Change Management: Helping guide the company through major transitions, such as mergers,
acquisitions, or restructurings.
 Workforce Planning: Advising on how to structure teams, roles, and departments to meet future
business needs.
Four key rules of HR Analytics
 When reporting on HR analytics, it’s crucial to ensure that the information is accurate, actionable, and
presented clearly. Here are four key rules to follow when reporting HR analytics.
 1. Align with Business Objectives
 Ensure that HR analytics reporting is aligned with the broader goals of the organization.
 2. Be Data-Driven and Objective
 The data should be accurate, reliable, and free from biases. Avoid drawing conclusions based on
anecdotal evidence or assumptions.
 3. Make Insights Actionable
 Reporting should focus on actionable insights, rather than just presenting raw
data. Provide recommendations or suggested actions based on the data.
 4. Ensure Transparency and Clarity
 HR analytics reports should be clear and transparent, avoiding jargon and
overly technical language that may alienate non-technical stakeholders.
Importance of data visualization
 Data visualization is the graphical representation of information and data. By using visual
elements like charts, graphs, and maps, data visualization tools provide an accessible way to
see and understand trends, outliers, and patterns in data.
 Data visualization translates complex data sets into visual formats that are easier for the
human brain to comprehend. This can include a variety of visual tools such as:
 Charts: Bar charts, line charts, pie charts, etc.
 Graphs: Scatter plots, histograms, etc.
 Maps: Geographic maps, heat maps, etc.
 Dashboards: Interactive platforms that combine multiple visualizations.
 The primary goal of data visualization is to make data more accessible and easier to interpret,
allowing users to identify patterns, trends, and outliers quickly. This is particularly important
in the context of big data, where the sheer volume of information can be
overwhelming without effective visualization techniques.
Importance of data visualization
 1. Analyzing the Data in a Better Way
Analyzing reports helps business stakeholders focus on the areas that require attention.
 2. Faster Decision Making
Humans process visuals better than any tedious tabular forms or reports. If the data communicates
well, decision-makers can quickly take action based on the new data insights, accelerating decision-
making, and business growth simultaneously.
 3. Making Sense of Complicated Data
Data visualization allows business users to gain insight into their vast amounts of data. It benefits them
to recognize new patterns and errors in the data.

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