Employment Laws in Developing a Strategic Workforce Plan

HRMT 485 UNIT 1 INDIVIDUAL PROJECT
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Introduction
When it comes to human resource and the process of hiring, an organization usually needs a lot of mastery when it comes to the employment laws of a jurisdiction as well as a country. These are usually the fine margins that can save or destroy a company’s business operations in a given locality. Understanding the finer details involved when hiring new workers is integral in ensuring a fruitful and productive relationship between the management and the staff. Coming up with a strategic workforce plan means that an organization can effectively handle its human resource in the most professional way possible.
What employment laws must be considered when developing a strategic workforce plan?
Employment laws, as initially noted, are the backbone of any functional human resource department and the larger workforce in an organization. It is therefore worth handling it with the care it deserves to prevent issues related to the workforce. The development of a strategic personnel plan should take into account various employment rules. The first and most important is the anti-discriminatory law. This one usually helps to prevent any form of bias against the employees, relating to either their demographic or personal characteristics (Joubert, 2020). This will also ensure that the organization embraces a cosmopolitan environment at its workplace with everyone feeling accepted. This goes hand in hand with the Fair Labor regulation, which is also geared towards helping employees to be treated with fairly and with respect.
Second is the law concerning family and leave breaks. Every employee deserves time to rest and be with family. It is upon the organization to recognize this important law and be granting their employees time away from work, time to go on leave, holiday and even medical allowance. Third is the law concerning employees’ safety while at the workplace. These are the OSHA (Occupational Safety and Health Administration) laws. The safety of employees while at the workplace is important since it means that the organization values them. Often, companies tend to get mired in endless and costly lawsuits as a result of ignoring this very important law.
Which e-recruiting methods would you recommend and why?
With the technological and digital explosion that has continued over the past few years, the current generation is quite techno savvy and hence more inclined towards online content. As a result, the best e-recruitment strategy would be to place the vacancies on online job boards (Pribanic, 2020). There is a high likelihood for the current generation of job seekers to view job advertisements online due to them spending much of their time online than on physical, offline billboards. There are great online job boards such as Indeed and LinkedIn, which have broad viewership and can attract great talent of applicants.
Placing the job adverts on these online job boards is better than placing them on other e-recruitment places such as the social media, since it will help to attract only those who are serious and committed to searching for a job, and eliminate too much traffic from those who might not be so qual...