Jun 2003 - Present
Industry Analysis: Human Resources & Benefits Administration: The US Market
April 10, 2014
Are you a business owner who feels it’s hard to hire the right person for the job? The Human Resource and Benefits Industry can help alleviate that uneasy feeling. The industry provides a variety of office administrative services to clients which includes, personnel, billing and record keeping, logistics and financial planning just to name a few. The Human Resource and Benefit industry help guide companies to find the best fit for their company’s needs. It is likely that the need for the development of the Human Resource Industry derive from the Labor Union and early labor laws of the United States of America. Unions were put in place to protect the companies’ employees, unlike the human resources industry which not only help the employees but the companies as well. When the Human Resource Industry is structured as part of your day to day operation it will have a huge impact on all aspect of one’s company.
Factors that affect growth
Companies moving forward are essential in today business world. It may help determine whether a company will succeed or fail. Having a human resource team on hand is critical when recruiting employees, developing leaders and managing costs which are some factors that is affecting grow. Recruiting the best employees for the jobs is top propriety for human resource personnel. It allows companies to focus on maximizing their profit margin and lowering the employee’s turnover ratio. Employees are likely to stay longer on their job when human resource personnel make the right call for placement of employees.
Developing leaders can be a difficult task for any company, but not for the human resource industry. As companies continue to grow human resource personnel will be working around the clock to implement different leadership programs that help prepare participants on how to delegate, communicate, motive and inspire in their workforce.
Managing cost is imperative. An unproductive employee is a drag on a company bottom line. Having human resource personnel implement a benefit program relieves some of the stress for a company, which has become a high concentrate area of interest. Losing money is not a part of most business practices. Many companies have in place benefit programs which focus on wellness and preventative care which may lower the frequent need for medical and hospital visit among employees. Managing cost is the ultimate goal among companies and human resources personnel.
Some rules are not meant to be broken especially, when it includes the government implemented rule. Partnering with human resource personnel will insure that your company adheres to those policy and procedures. Human resources personnel are very knowledgeable on the wide range of regulation which includes:
- Anti-Discrimination of the Civil Rights Act of 1964 prohibits discrimination against employees on the basis of race, color, religion, sex, or national origin
- Wages and hours: The Fair Labor Standards Act (FLSA) establishes the amount of the federal minimum wage, which is revised on a periodic basis.
- Leave Provisions: The federal Family and Medical Leave Act (FMLA) allow eligible employees with the ability to take up to 12 weeks of unpaid leave in a 12 month period for a vast amount of reasons including health condition of the employees, spouse and having a child.
- Davis-Bacon Act of 1931—this law requires the payment of minimum wages to non federal employees.
- The Norris-Laguardia Act of 1932—this law protects the rights of unions to organize, and prohibits employers from forcing job applicants to promise not to join a union in exchange for employment.
- The Wagner Act of 1935—this law, also known as the National Labor Relations Act, is the main piece of legislation governing union/management relations, and is a chief source of regulation for HRM departments.
- Social Security Act of 1935—this law was enacted in order to protect the general welfare by establishing a variety of systems to assist the aging, the disabled, and children.
- The Walsh-Healy Public Contracts Act of 1936—this law was designed to ensure that employees working as contractors for the federal government would be compensated fairly.
- Fair Labor Standards Act of 1938—this important law mandated employer compliance with restrictions related to minimum wages, overtime provisions, child labor, and workplace safety.
- Taft-Hartley Act of 1947—these laws created provisions that severely restrict the activities and power of labor unions in the United States.
- Landrum-Griffin Act of 1959—also known as the Labor-Management Reporting and Disclosure Act (LMRDA), the Landrum-Griffin Act deals primarily with the relationship between a union and its members. This law grants certain rights to union members and protects their interests by promoting democratic procedures within labor organizations.
- Age Discrimination in Employment Act of 1967—this legislation, which was strengthened by amendments in the early 1990s, essentially protects workers 40 years of age and older from discrimination.
- Occupational Safety and Health Act of 1970—This act, which established the Occupational Safety and Health Administration, was designed to force employers to provide safe and healthy work environments and to make organizations liable for workers' safety. Today, thousands of regulations, backed by civil and criminal penalties, have been implemented in various industries to help ensure that employees are not subjected to unnecessarily hazardous working conditions.
ØHuman Resources Administration
oRecruiting the best that benefits both employees and companies
ØEmployee benefits Administration
ØRegulation Compliance Administration
The Human Resource Industry is readily available for any company who want the best for their company now and in the future. The Human Resource Industry will get the best fit employee for your company. It will provide as well as implement wellness programs to help your company save money. Join our industry today and give your company a fighting chance.Bibliography
- Human Resources Manager and the Law. “Menu INC Information” Available from http://www.inc.com/encyclopedia/human-resources-management-and-the-law.html
- Human Resources & Benefits Administration in the US: Market Research Report. Available from http://www.ibisworld.com/industry
- Rowena, Odina & Demand Media. “Legal Regulatory Requirements on the Human Resource Process” Available from http://smallbusiness.chron.com/legal-regulatory-requirements-human-resource-process-20590.html
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Detail-oriented HR Associate with excellent analytic skills and experience with benefits and payroll administration.
Results-focused recruiter who sources highly sought-after technology candidates ranging from entry-level to executives.
HR associate who is a dynamic leader, team player and motivator.
Sherene Ivey Reed
12108 Troulon Dr., .Houston, TX 77072 Cell: 832-921-7809 email@example.com
·Detail-oriented HR Associate with excellent analytical skills and experience with benefits and payroll administration.
·Results-focused recruiter who sources highly sought-after technology candidates ranging from entry-level to executives.
·HR associate who is a dynamic leader, team player and motivator.
·Audit preparation and reporting
·Training programs development
Lead Bookkeeper, 08/2005 to Current
Kroger Co. – 9325 Katy, TX
·Resolved employment-related disputes through proactive communication.
·Coordinated work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations.
·Handled under staffing, disputes, terminating employees and administering disciplinary procedures
BBA: Management, Current Texas Southern University - 3600 Cleburne Houston, TX
Associate of Science: Science, 2005 Houston Community College - Alief Campus Houston, TX