Assessment item 1 - Individual assignment Essay

Assessment item 1 - Individual assignment - Essay Example Though times have changed and organizations getting less hierarchical, yet importance of understanding legal requirements in employment relationship remain intact. The only difference is while earlier, they were transactional in nature, now they have turned more relational today. However, laws still guide the managers through their way to recruitment, selection, labor and procedural justice, compensation and other human resource functions. Legislation in employment does not follow at the time of recruitment and selection alone; they pave the way for successful and hassle-free work bargain and also extend after the human resource selection in maintaining the informal relationship according to the formal regulations. These legislations span across aspects such as providing equal opportunity rights, diversity management, accounting for health and safety of employees, relations at workplace, wage and child-related laws and illegitimate discrimination (Nankervis et al. 2009:153). Gillilan d (1993:696) assert that inclusion of laws into recruitment and selection process imparts fairness and objectivity to the entire function. Serving as a means to establish tenets of equity, laws put in place provide for substantial distributive and procedural justice in the organization which helps develop the attitude of employees and also infuse motivation in them. Evidence of fulfillment of labor and compensation laws discards the feeling of inequity between inputs and outputs and establishes symbiotic relationship between employers and employees. Elaborating further on the positive perception, implementation of procedural justice gains more grounds if legal requirements are duly complied within an organization. In the presence of proper regulations, employees tend to believe that they have a voice and an equal opportunity in affecting the decision making process and use of procedures to arrive at conclusions or verdicts. In exercising the procedural justice, if laws are in place, it obligates employers to account or justify for any of the repercussions. Legal provision of creating a two-way communication channel and justification lowers down the negative effect associated with the negative consequence. As such, laws also help develop interpersonal relations between employers, employees and related parties as they tend to involve the components of procedures, decision making and communication in recruitment and selection. Realizing the importance of legal requirements in work place settings, HR managers are now making increased use of psychometric tests in selecting apt candidates from applicants’ pool. Wolf & Jenkins (2006:201) opine that this exercise is guided more on a defensive note than a pre-requisite staffing practice. Use of different tests do provide equal opportunity rights to applicants of varied intellect, education and capabilities, but more importantly, these tests serve as evidence that organization had been fair and justified in its r ecruitment process when there were no clear job descriptions or specifications. External environment and