There are various obligations on employers when they relate with their employees according to the American laws. They range from tax to monetary relationships such as salary and wages as well as associated benefits with the employment. However, the main issues in this relationship is the certainly according to law whether the employee is recognized as an employee. The main relationship therefore involves compensation, safety and standards at the workplace, fair wages, benefits, and pension and retirement benefits (Singh, 2011). The relationship also covers the actions and the responsibilities the employee and the employer have in a legal perspective (Herbert & Tim, 2005).
Protection against disparate treatment involves regulations and laws that prohibit an employer form treating recruits, applicants or employees as being different from other because of them being members of a class that is protected. The ruling and regulations are set based on whether the actions of an employer are motivated by a intention of being discriminatory. This can be avoided by:
a). training the supervisors about the legal obligation they are to observe under the federal law regarding employee treatment
b). the business will have policies that address the enforceable conduct that managers are obligated to show that may constitute discrimination against employees. Such a policy will address: a definition of what a manager and their responsibilities are, a broad definition of a stereotype or a bias against an employee, prohibited treatment, prohibit retreat against a harassment or discrimination against an employee. The recruitment and promotion policy should be able to address: prohibition against questions that refer to children, family plans to determine if they constitute disparate treatment, auditing the business policies and procedures that relate to payment, hiring and promotion to determine if they discriminate employees, barriers are identified and removed to re-entry for individuals who abscond their duties. Lastly, the business should have employment terms and conditions that have a complete elaboration of the company (Herbert & Tim, 2005).
External influences that hinder staffing
There exist several elements and variables in the external business environment that impact the business in its practices, processes and their employees. These influences can be grouped into economical, technological, stakeholder and environmental variables. The elements have a direct effect on the business operations and the performance of the employees (Roger, Mainers, & Frances, 2011). The economic effects affect the extent to which a business can carry out its projects. The technological effects affect the way the business operates efficiently and effectively. Normally, they have a positive effect on the employee action and growth. This can be used to store employee details and profile as well as their behaviors (Herbert & Tim, 2005).
Another external influence is the law and regulations of the country that affect the working hours, affirmative action, harassment, compensation and benefits, as well as the health and safety. The environmental factor is another external factor that affects the government and the community in which the business is located. The environmental factors include the conservation of the environment and pollution as well as the health related issues with the employee’s physical health (Herbert & Tim, 2005).
The cultural background such as history, ideology, norms and values as well as the spoken and written language influence the view of employees on the human resource roles in a company. The aspects of employment such as tasks, duties, rewards and the communication between employees are affected by this. The demographic factor is also another factor that affects the staffing. The nature of the human resource that can be available for the hotel in terms of their age, sex, skill levels, education and their geographical distribution affects their management (Herbert & Tim, 2005).
Create a plan that you can use to deal with employee shortages and surpluses
When there is a shortage of labor some steps can be taken to deal with surplus or shortage of labor. First, a recruitment of employees who are to be employed on a permanent basis deals with the problem on a long term scale. This also ensures that they bring in creativity and the prior experience in their last workplace.
Secondly, in case of labor shortage, employees can be offered incentives that will help them such as postponing retirement. Another method of dealing with labor shortage is to rehire the retirees on a part time basis and this also helps the business keep around its talents and use it even more wisely to the good of involved parties. If the labor shortage is very extreme the current employees can be worked on an overtime basis (Singh, 2011). If the shortage of labor persists the employees can be subcontracted whereby the business reduces the cost as well as fulfilling short term labor needs.
In the case of a surplus in labor, the first step in planning for it is reducing the week in which employees work. Secondly, the manager may accumulate the inventory of the surplus number of employees. Thirdly, the workers who are less or have extra skills may be reassigned to temporary tasks. The plan may also involve attrition whereby the workers may not have to be necessarily replaced but instead improve talents on the current workers. Lastly, the workers may be offered early retirement incentives (Singh, 2011).
Establishing workforce diversity in the workplace
The first step in creating diversity is identifying the needs of the business and thus create a program that will enable the business achieve this. First, the manager liaises with local organizations in the business world to help connect with favorite candidates such as churches and colleges. Secondly, the employees may be asked for referrals since they may have other people that can be employed in the new diversity program.
An equal employment opportunity may be established through a business policy that has stipulated guidelines. Lastly, the job the business offers should be made more attractive for applicants to get enticed. This may also involve offering training on diversity at the workplace (Roger, Mainers, & Frances, 2011).
Job requirements analysis for the store managers and coffee servers
Store managers
1. The academic requirements the candidate uses
2. The method the candidate uses to get information
3. The mental processes such as reasoning that the worker uses
4. The work output such as the physical activities and tools used on the job
5. The relationship with the other people
6. The experience the worker has on other jobs
Coffee servers
1. The academic level the candidate has reached
2. The skills learnt from prior employment
3. The communication skills the candidate has learnt
4. The natural talents the candidates posses
5. The languages the candidate can communicate with
References
Herbert G & Tim J., (2005), Staffing Organizations, London: Mendota House
Roger E., Mainers, H., & Frances L., (2011), The Legal Environment of Business, London: Cengage Learning
Singh P., (2011) Employee Relations Management, New Delhi: Pearson Education India
