HumanResourceDepartment.edited.edited1.docx

Running head: HUMAN RESOURCE DEPARTMENT 1
HUMAN RESOURCE DEPARTMENT 5

Human Resource Department
By
[Name of Student]
June 15, 2021

Introduction

Compassion and common sense are two things that are gradually wiped out of businesses and workplace operations. The workplace is an example of experimental processes in our lives where we lead. The emergence of technology and advancement stopped us from using our common sense, whether in our personal or professional lives. Along with common sense, we are also depriving of compassion. There is no compassion but dependence on their own needs while they become ignorant towards each other. The world is evolving practically based on the use of resources and advancement happening around. Along with technology and improvement, another reason that impacts common sense and compassion is rules and regulations enforced at workplaces. Strict rules and regulations impact our common sense and feelings of compassion at work (Joubert, 2020).

The Effect of Legal, Safety, and Regulatory Requirements on Human Resource Process

Along with every other department of an organization, the human resource process abides by specific rules and regulations that define their responsibilities and duties at work. The human resource department must follow legal terms regarding labor relations, wages, recruitment, and employment. Rules and regulations imposed over human resource processes bring both positive and negative for organizations. The benefit of regulations on the human resource department is that it makes them responsible and punctual at work. Research says that legal and safety rules imply positive impacts upon the practice of the human resource department by minimizing legal risks for the healthcare organization (Joubert, 2020). Legal and safety regulations enhance human resource managers’ knowledge and help them show compliance with workplace laws and policies. When human resource managers know that they are restricted by law in certain situations, they will align their practices according to legal standards and safety rules. Although human resource plays a crucial role in managing workplace operations and procedures simultaneously, department members would have to follow specific rules and regulations while making management decisions. Rules and regulations bring positive or negative influences that vary based on the size of the industry. Research also indicates that regulatory measures such as the Equal Employment Opportunity Commission (EEOC) and HIPAA affect the performance of individual businesses in the market and impact the entrance of new businesses. Sometimes regulatory measures impact market competition, and the majority of organizations fail to reach the competing demands. Few modern organizations state that regulatory measures such as sustainable products are conservative regulations (SHRM, 2019).

Common Sense and Compassion is Replaced by Litigation

Litigation replaces common sense and compassion over time. Research says that over time the implementation and acceptance of laws and policies have replaced common sense and feeling of compassion. Laws and policies were essential to control workplace operations and the role of members of the workplace. Several laws are implemented overtime to control organizational processes and limit the presence of members of an organization. Humans become practical to meet changing workplace standards, and the practical mindset does not allow them to wonder and use common sense to make decisions. Legal instruments and tools are available to help managers make decisions, and thus, there is no need to use common sense and basic ideas. Legal practices are making the workplace compassionately legal, having objectives aligned with laws. It is also evident that the implementation of laws and legal responsibilities results in the loss of freedom and a friendly workplace environment (Murray, Thurman, & Keeler, 2000). The formal structure of organizations because of the implementation of laws and strict regulations. It is difficult to operate in a highly formal and rigid environment because in such condition’s employees lose motivation and productivity to operate in the background. Human resource managers sometimes propose strict limitations and restrictions over workers who do not expand and grow outside the organization. These legal restrictions and regulations limit expansion, either vertical or horizontal, which is one of the most damaging outcomes of laws, rules, and safety policies over organizations. An increase in litigation leads to a rise in conflicts and reduces productivity (Freeman, 2011).

Conclusion

In conclusion, legal, safety, and regulations play a crucial role in eliminating common sense and compassion from human resources processes. Implementing laws regarding limitations and regulations of employees and the human resource department contributes to creating a strict and formal workplace. It also contributed to the abolishment of social and cooperative workplace structures affecting workplaces in different ways. Thus, law-making institutions need to make laws that do not restrict or over-bound workers. Laws and regulations are alright if these are used to control illegal actions, but when it comes to employee development, laws and regulations should be flexible.

References
Freeman, R. (2011). Labour Market Institutions Without Blinders: The Debate over Flexibility and Labour Market Performance. National Bureau of Economic Research, Inc, https://econpapers.repec.org/paper/nbrnberwo/11286.htm.
Joubert, S. (2020). Laws and Regulations Every HR Professional Should Know. Northern University, https://www.northeastern.edu/graduate/blog/hr-laws-to-know/.
Murray, B. C., Thurman, W. N., & Keeler, A. (2000). Adjusting for Tax Interaction Effects in the Economic Analysis of Environmental Regulation: Some Practical Considerations. U.S. Environmental Protection Agency, Office of Air Quality Planning and Standards, 1-36.
SHRM. (2019). Introduction to the Human Resource Discipline of Safety and Security. SHRM, https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/introsafetyandsecurity.aspx.