Professional Practices

Course
Javed Iqbal
ji.rajpoot@gmail.com
 Week 6

• The Framework of Employee Relations Law and Changing Management

Practices

• Human Resource Management and IT

 The Framework of Employee Relations Law and
Changing Management Practices

The framework of employee relations law and changing

management practices are two essential aspects that
shape the relationship between employers and employees
within an organization. Let's discuss each of these
components separately:
 Employee Relations Law

• Employee relations law covers the legal framework that

governs the relationship between employers and employees.
• It consists of various laws, regulations, and legal
responsibilities that protect the rights of workers and ensure
fair and unbiased treatment.
• Some key areas covered by employee relations law include:
 Employee Contracts

Laws regulate the formation and enforcement of

employment contracts, ensuring that both parties
understand their rights and responsibilities.
 Labor Laws

These laws cover areas such as minimum wage, working

hours, overtime pay, leave entitlements, and workplace
safety. They aim to protect employees from exploitation
and ensure fair working conditions.
 Anti Discrimination Laws

Laws against discrimination prohibit unfair treatment

based on factors such as race, gender, age, religion,
disability, or sexual orientation. Employers are required
to provide equal opportunities and a non-discriminatory
work environment.
 Employment Termination

Employee relations law includes regulations regarding

fair termination practices, notice periods, severance pay
(golden handshake), and protection against wrongful
dismissal. It ensures that employees are not unfairly
dismissed or discriminated against.
 Collective Bargaining and Unionization

Employee relations law also governs the rights of

employees to join trade unions, engage in collective
bargaining, and participate in strikes or industrial
actions.
 In Nutshell

Compliance with employee relations law is crucial

for organizations to avoid legal disputes, maintain
positive employee relations, and uphold ethical
standards.
 Changing Management Practices

Management practices have grown over time to adapt to

changing business environments, workforce demographics,
and societal expectations. Some key trends and practices
that have emerged in recent years include:
 Employee Management and Empowerment

Organizations have recognized the importance of engaging and

empowering employees to drive motivation, productivity, and
job satisfaction. Managers are adopting practices such as open
communication, participatory decision-making, and providing
opportunities for skill development and career growth.
 Flexible Work Arrangements

With the increased focus on work-life balance and the rise of

remote work, organizations are implementing flexible work
arrangements such as homeworking, flextime, compressed
workweeks, and job sharing. These practices promote work-life
integration and help attract and retain top talent.
 Performance Management Shifts

Traditional performance management practices, such as annual

performance reviews, are being replaced with more frequent and
ongoing feedback and coaching. Performance goals are often
aligned with organizational objectives, and a culture of
continuous improvement and learning is promoted.
Emphasis on Diversity, Equity, and Inclusion
(DEI)

Organizations are recognizing the value of diverse and

inclusive work environments. They are implementing
strategies to attract and retain diverse talent, eliminate
biases, and foster inclusive cultures that embrace different
perspectives and backgrounds.
 Technological Integration

The integration of technology in management practices has

transformed various HR processes. Technology enables
more efficient communication, data analytics, talent
management, and remote collaboration.
 Agile and Adaptive Management

In response to rapid changes in markets and industries,

organizations are adopting agile management
methodologies. These approaches prioritize flexibility,
collaboration, and iterative decision-making to navigate
uncertainties and respond quickly to market dynamics.
 In Nutshell

By embracing these changing management practices,

organizations can enhance employee satisfaction,
productivity, and organizational performance.
Human Resource Management and IT
 HRM and IT

• Human resource management (HRM) and information

technology (IT) are two interconnected fields that play
crucial roles in the modern workplace.
• IT has significantly transformed HRM practices, enabling
more efficient and effective management of human
resources.
• Here are some keyways in which HRM and IT intersect:
 HR Information Systems (HRIS)

HRIS refers to the integration of HRM and IT with software

applications and databases. HRIS systems streamline various HR
processes such as employee data management, payroll, benefits
administration, performance evaluation, and training. They provide a
centralized platform for storing, retrieving, and analyzing HR-related
information, enhancing data accuracy, and simplifying HR tasks.
 Recruitment and Applicant Tracking

IT has revolutionized the recruitment process by enabling online job

postings, resume submission, and applicant tracking systems (ATS).
ATS software helps manage candidate information, automate
screening processes, and track applicant progress throughout the
recruitment cycle. This technology enhances efficiency, improves
candidate evaluation, and supports effective talent acquisition.
 Employee Self-Service (ESS)

ESS portals or systems allow employees to access and manage

their personal information, benefits, training materials, and other
HR-related tasks online. ESS reduces administrative burdens on
HR personnel, increases employee autonomy, and improves
access to critical information.
 Performance Management and Feedback

IT solutions facilitate performance management by providing tools

for goal setting, performance tracking, and feedback. Digital
performance management systems allow managers and employees to
track performance metrics, provide real-time feedback, and conduct
performance reviews efficiently.
 Learning and Development

IT plays a vital role in the delivery of training and development

programs. E-learning platforms and Learning Management Systems
(LMS) provide online training modules, virtual classrooms, and
interactive learning materials. These systems enable organizations to
offer flexible and personalized learning experiences, track employee
progress, and assess the effectiveness of training initiatives.
 Data Analytics and HR Metrics

IT enables HR professionals to collect, analyze, and interpret vast

amounts of HR data. HR analytics tools help identify trends, patterns,
and insights from employee data, facilitating evidence-based decision-
making. By influence IT capabilities, HR departments can measure
employee performance, engagement, turnover rates, HR metrics to
drive strategic initiatives and optimize organizational outcomes.
 Remote Work and Collaboration

The integration of IT in HRM has become even more critical

with the rise of remote work and virtual collaboration. HR
systems and digital communication tools enable remote
onboarding, virtual team collaboration, and effective
communication across geographically dispersed teams.
 Conclusion

In summary, IT has revolutionized HRM by automating processes,

enhancing data management, improving efficiency, enabling remote
work, and supporting strategic decision-making. The integration of
HRM and IT empowers HR professionals to focus on strategic
initiatives, employee development, and enhancing organizational
performance.