Legals Issues for HR Professionals Each day, HR professionals implement a variety of state, federal and local laws associated

with various employment-related situations. This course will assist y ou in becoming better informed about how your role and responsibilities can impa ct the organizations overall bottom line. Youll also learn how written policies an d procedures impact employees and the organization, and how you can minimize the companys exposure to costly employee lawsuits and administrative fees. Workplace Applications: Realizing the various legal considerations of hiring, promotion and termination issues Correctly structuring employee handbooks, documentation and employment policies Distinguishing between state and Federal regulations and guidelines for anti-dis crimination laws Conducting workplace investigations and effectively dealing with employee privac y issues On the job Employee training at the place of work while he or she is doing the actual job. Usually a professional trainer (or sometimes an experienced employee) serves as the course instructor using hands-on training often supported by formal classroo m training. It is cost effective for the employer because the person continues to work whils t learning. Training time is reduced when compared to traditional off site learning. Structured OJT provides for evaluation of employee progress and supports ISO pro grams. It has been tested for techniques ranging from milking cows by hand to brain sur ger Job rotation is a management technique[1] that assigns trainees to various jobs and departments over a period of a few years.[2] Surveys show that an increasing number of companies are using job rotation to train employees. There are both p ositive and negative effects involved with job rotation that need to be taken in to consideration when a company makes the decision to utilize[3] this technique. [edit] Positive Effects There are different reasons a company may choose to utilize job rotation such as using job rotation as a learning Mechanism. Research suggests that there are si gnificant benefits that may out weigh the costs involved with training employees for diversified positions.[4] As a learning mechanism, employees are given the opportunity to learn necessary skills which can help them to advance within a co mpany. This employment opportunity also has the effect of boosting morale and se lf efficacy.[5] The company may benefit from using job rotation by having the ab ility to staff key positions within a company. This practice may allow a company to run more efficiently, and as a result, become more productive and profitable . Job rotation can also be used to alleviate[6] the physical and mental stresses e ndured by employees when working the same position, year after year. By allowing employees to rotate to other positions, the risk factors for some types of musc uloskeletal disorders may be reduced.[7] Job Rotation is also believed to have t he ability to decrease the amount of boredom and monotony[8] experienced by empl oyees who work the same position for extended periods of time.[9] To increase the commitment level of employees and growth in quality movement (co ncepts of HRM), senior management team is now increasing the role of training. S uch concepts of HRM require careful planning as well as greater emphasis on empl oyee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in moti vating employees, achieving their professional and personal goals, increasing th e level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses.

Role of HRD Professionals in Training This is the era of cut-throat competition and with this changing scenario of bus iness; the role of HR professionals in training has been widened. HR role now is : 1. Active involvement in employee education 2. Rewards for improvement in performance 3. Rewards to be associated with self esteem and self worth 4. Providing pre-employment market oriented skill development education and post employment support for advanced education and training 5. Flexible access i.e. anytime, anywhere training In this era of cut throat competition , a constant injection of new ideas keep s a company progressive and gives them an edge in the marketplace, especially in todays global marketplace. It is only the innovations that provide company oppor tunities to gain competitive advantage over its competitors. As globalization ad vances and we move into the information age, organizations need to adapt to the changes in technology and the changing issues in management of people so success ful innovation must be a ready weapon in every Companys arsenal. In order to surv ive the competition and be in the race, HR department should consciously update itself with the transformation in HR and be aware of the HR issues cropping up. This article focus on innovative HR practices that can used as building blocks o f the HR Departments to ensure sustainable growth by attracting and retaining the people in the organization A facilitator is someone who helps a group of people understand their common obj ectives and assists them to plan to achieve them without taking a particular pos ition in the discussion. Some facilitator tools will try to assist the group in achieving a consensus on any disagreements that preexist or emerge in the meetin g so that it has a strong basis for future action A healthy HR function in an organization is as important as the physical and men tal well being of a human body. Typically the basic reason why organizations pre fer to conduct an HR audit is to get a clear judgment about the overall status o f the organization and also to find out whether certain systems put in place are yielding any results. HR audit also helps companies to figure out any gaps or l apses and the reason for the same. Since every company plans certain systems and targets, an HR audit compares the plans to actual implementation. The concept of HR audit has emerged from the practice of yearly finance and acco unting audit, which is mandatory for every company, to be done by external statu tory auditors. This audit serves as an examination on a sample basis of practices and systems f or identifying problems and ensuring that sound accounting principles are follow ed. Similarly, an HR audit serves as a means through which an organization can m easure the health of its human resource function. Organizations undertake HR audits for many reasons: 1 To ensure effective utilization of human resources. 2 To review compliance with tons of laws and regulations. 3 To instill a sense of confidence in the human resource department that it is w ell-managed and prepared to meet potential challenges and opportunities. 4 To maintain or enhance the organization s reputation in a community. An audit is a systematic process, which examines the important aspects of the fu nction and its management, and is a means to identify strengths, weaknesses and areas where rectification may be warranted. An audit is done on sampling basis. And in sampling, not every instance or situation can be examined. An HR audit can be used by an organization for multiple purposes. Some of the mo re common reasons are: To identify and address HR-related problems.

 To seek out HR-related opportunities. To conduct due diligence for mergers and acquisitions. To support initial public offerings. How an audit is conducted is very often determined by its intended use. For inst ance, the type of audit used to ascertain HR practices may be significantly diff erent from the type of audit used to support an initial public offering. Althoug h the areas examined may be similar, the process used and the depth of inquiry w ill vary from the intended outcome