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Emerging Trends in Human Resource Management

Instructor: Trunnis Goggins

Trunnis earned a PhD in public policy administration with a concentration in nonprofit management from Walden University. He also earned an MBA from Anderson University and a BBA with a major in human resource management from Marian College. Dr. Goggins is a faculty facilitator of Ivy Tech’s business club and is the college’s representative for the City of Columbus multiethnic advocacy group CAMEO. Dr. Goggins is a veteran of the US Navy. Earning five Navy and Marine Corps Achievement medals. He works in his spare time to develop veteran programs designed to assist in the transition to civilian life by active duty soldiers, sailors, airmen, and Marines. He is married and has 9 children (one deceased) and one grandson.

Government regulations, staffing demands, and improved technology have led to new trends in human resource management. This lesson highlights some of those trends.

Human Resource Management Is Evolving

On your first day at a new job, you usually have to deal with a lot of paperwork for human resource management. You provide information to the company such as emergency contact information, and you receive information such as payroll and benefits options. Typically, you also receive an employee handbook containing additional information on topics such as company policies, holidays, and corrective action and grievance procedures.

Let's face it. Paperwork isn't fun, especially when you're eager to get going on the job. But human resource policies and procedures are important, not just for your employer, but also for you. These policies and procedures were created to conform to state, federal, and local laws and regulations, all designed to keep labor fair and safe.

Human resource management (HRM) consists of an organization's policies, practices, and systems that influence employee behavior, attitude, and performance. Human resource management is an ever changing system as it responds to an ever-changing business environment. This lesson looks at human resource management trends related to government regulation, staffing demands, and improved technology.

Government Regulations

Government regulations are laws that dictate how businesses operate. In the case of human resources, these laws deal with such issues as overtime, safety, and wage policies. One of the most defining pieces of employment legislation in the United States is Title VII of the Civil Rights Act of 1964. This act forbids companies from discriminating against employees based on race, religion, color, sex, and national origin. Basically what this law means is that a company cannot deny you employment based on the color of your skin, your religious beliefs, whether you're male or female, or based on your family's country of origin. In addition if you are already working for a company, that company cannot make corrective action or promotion decisions based on those characteristics.

Since this law was enacted in 1964, there have been several modifications. The most significant modification is the Civil Rights Act of 1991.The Civil Rights Act of 1991 protects employees from age discrimination and protects employees with disabilities from work-related discrimination. The Civil Rights Act of 1991 incorporates regulations enacted in the the Americans with Disabilities Act of 1990 and the Age Discrimination Act of 1967 in order to enforce those protections.

Though these Acts added certain protections for those employed in the United States, one must keep in mind that the workforce is constantly evolving. As a result, employment law is often reviewed and modified, and companies must keep pace with current regulations.

One new government regulation that has had a profound effect on human resource management in the United States is the Affordable Care Act of 2010.The Affordable Care Act requires companies to make health insurance available to all its full-time employees. This also redefines what a full-time employee is and it also extends health benefits to family members up to the age of 26. This law has required the human resource departments of virtually every company to make modifications to the benefit packages they offer their employees. This law is in its infancy and is still being modified by its proponents and challenged by its opponents at both the state and federal levels.

The ever-evolving American family also has compelled local, state, and federal governments to re-examine government policies that regulate employment in the United States. This re-examination has also compelled organizations in the United States to look at their organizational human resource policies. The increased number of domestic partnerships and the legalization of same-sex marriage in the United States require companies to reevaluate their family leave benefits and other benefits such as health, retirement, and education tuition reimbursement.

Staffing Demands

Another issue affecting human resource management in the twenty-first century is staffing demands. Staffing demands are the present and future staffing requirements necessary for an organization to effectively execute its mission. The ever-changing demands in the economy coupled with the fluid desires and needs of the consumer have required companies to devise innovative ways to meet their staffing requirements. These requirements are met by a combination of:

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