hnd人力資源管理實(shí)務(wù)outcome-預(yù)覽頁
【正文】 e Disability Discrimination Act 1995 The Disability Discrimination Act makes it unlawful to discriminate against disabled individuals without justifiable reason, and requires employers to make reasonable adjustments to the workplace or working arrangements to acmodate disabled people. 6. The Asylum and Immigration Act 1996 The Asylum and Immigration Act makes it a criminal offence for an employer to offer employment to a person who does not have permission to work in the UK. The employer must check before confirming employment. Under the terms of the Race Relations Act 1975, employers should implement into their recruitment procedures a means of checking with all employees whether or not they have permission to work in the UK. 7. Trade Union and Labour Relations Act 1992 Trade Union and Labour Relations Act stated that employers must not discriminate against job applicants on grounds of trade union membership or nonmembership of a trade union. 8. Employment Rights Act 1996 Employment Rights Act protects employees’ rights with regard to deductions from pay. An employer must not, for example, make deduction unless: Supported by law, . tax, national insurance or maintenance payments: a) Consented in writing by the worker, . deductions for charitable donations b) Overpayment by the employer c) Absence through industrial action d) Cash or stock deficiency (not exceeding 10%of pay) within a retail business. There are four ways in which discrimination may occur in recruitment: a) In the way decisions are made on who should be offered the job. This could refer to the interview process, selection testing etc. A person who feels discrimination is taking place in an anisaation does not need to have applied for a job in order to make a plaint to the EOC. b) In relation to the terms and conditions offered. c) By refusing or deliberately omitting to offer a person employment. d) In the recruitment advertising literature and job descriptions. Section 2 Job analysis is the procedure through which you determine the duties of jobs and the characteristics of the people who should be hired for them. It includes two main parts: Job descriptions and Person specifications. Job analysis plays a central role in HRM. It is the basis for several interrelated HR management activities. Various techniques are used to do a job analysis has: Interviews。 person‘s attributes (education, skills, experience, abilities and petencies required of a person who is likely to do the job successfully
范文總結(jié)相關(guān)推薦
鄂ICP備17016276號(hào)-1