MHR 6401
Article Critique
Columbia Southern University
MHR 6401
Employment Law
Article Critique
I don’t work for you; you can’t fire me! Employee- employer relationships can vary from
great to terrible relationships. In today’s workforce we have seen a dramatic shift from
traditional work to the temporary norm, telework. Regardless the size of your business, Human
Resources has become a vital part of it. From this article “Key Trends in Workforce
Management and New Challenges for HR”, I will discuss key findings regarding compliance
with laws and regulations as a component of workforce management. I will cover how the
employer-employee relationship factors into legal compliance with workforce management laws.
I will then summarize various employer-employee relationships in workforce management and
provide my opinion on workforce management.
Compliance with Laws and Regulations
Laws and regulations are meant to be black and white on paper. However, there are those
businesses that operate in the “gray area”. What that area is, and how far can it be pushed is for
the human resource department to know. Laws or regulations can be changed often but they
require a process to change. It will not just happen overnight. The human resource department
must stay up to date with these changes and become knowledgeable with them. According to
Moschetto (2013), 71 percent of respondents cited keeping pace with changing laws and
regulations as their biggest challenge. Yes, it takes time but the thousands of different laws and
regulations for different areas can play its toll on even the seasoned human resource department.
I agree with Mr. Moschetto point of view regarding compliance with laws and regulations
as a component of workforce management. It does have a major influence in employee morale.
Your employees will have heard or know of pending change(s) to laws before the human
resource department. Why? If it deals with pay and/or entitlements, they become very interested
in it. The three areas your never take lightly with employees are: time, money, and food. The
instance you cut employees hours (time), you put a strain on their income (money). These two
actions have a third effect on providing for their family (food). This will cause bigger issues
within the workforce.
For the businesses that receive imports, knowing the laws and regulations for those
countries is another key in workforce management. Indonesia allows children starting at 15 to
work in factories what the United States considers a full workday. While in the United States
children under the age of 18 are not allowed to be employed in hazardous occupations (DOL,
2021).
Employer-Employee Relationship
Article Critique
Columbia Southern University
MHR 6401
Employment Law
Article Critique
I don’t work for you; you can’t fire me! Employee- employer relationships can vary from
great to terrible relationships. In today’s workforce we have seen a dramatic shift from
traditional work to the temporary norm, telework. Regardless the size of your business, Human
Resources has become a vital part of it. From this article “Key Trends in Workforce
Management and New Challenges for HR”, I will discuss key findings regarding compliance
with laws and regulations as a component of workforce management. I will cover how the
employer-employee relationship factors into legal compliance with workforce management laws.
I will then summarize various employer-employee relationships in workforce management and
provide my opinion on workforce management.
Compliance with Laws and Regulations
Laws and regulations are meant to be black and white on paper. However, there are those
businesses that operate in the “gray area”. What that area is, and how far can it be pushed is for
the human resource department to know. Laws or regulations can be changed often but they
require a process to change. It will not just happen overnight. The human resource department
must stay up to date with these changes and become knowledgeable with them. According to
Moschetto (2013), 71 percent of respondents cited keeping pace with changing laws and
regulations as their biggest challenge. Yes, it takes time but the thousands of different laws and
regulations for different areas can play its toll on even the seasoned human resource department.
I agree with Mr. Moschetto point of view regarding compliance with laws and regulations
as a component of workforce management. It does have a major influence in employee morale.
Your employees will have heard or know of pending change(s) to laws before the human
resource department. Why? If it deals with pay and/or entitlements, they become very interested
in it. The three areas your never take lightly with employees are: time, money, and food. The
instance you cut employees hours (time), you put a strain on their income (money). These two
actions have a third effect on providing for their family (food). This will cause bigger issues
within the workforce.
For the businesses that receive imports, knowing the laws and regulations for those
countries is another key in workforce management. Indonesia allows children starting at 15 to
work in factories what the United States considers a full workday. While in the United States
children under the age of 18 are not allowed to be employed in hazardous occupations (DOL,
2021).
Employer-Employee Relationship
