Human Resource Compliance ...by Mohammed Faisal Maulana Azad University, Jodhpur

1. Session : 2017 - 19
Submitted by:
Mohammed Faisal
MBA Ist Semester
Roll No./Enroll :
M. 9782524913
Submitted To:
Dean
Faculty of Management
MAU, Jodhpur

2. Introduction
The human resources (HR) function is at the center of
most employers' efforts to identify, hire and retain the
people the organization needs to execute its strategy and
achieve its goals. But the HR function is a key player within
the organization's compliance structure as well.

3. Meaning
A business that isn't aware of its HR responsibilities is,
clearly, headed for trouble.HR compliance is a process; and
there are several rules, laws and acts to consider, such as the
Fair Labor Standards Act (FLSA), OSHA, Office sexual
harassment Act, and more.

4. Privilege Practice
Primarily, employers conduct periodic employment audits as a
proactive measure to ensure that their policies
and practices are in compliance with applicable federal, state,
and local laws. Employers that ... Whether the attorney-
client privilege applies to an audit often depends on why the
employer conducted the audit.

5. Utilization / Uses
The human resources (HR) function is at the center of most
employers’ efforts to identify, hire and retain the people the
organization needs to execute its strategy and achieve its
goals. But the HR function is a key player within the
organization’s compliance structure as well.

6. Conducting Scheduled HR Compliance Audits
– Many HR functions are typically understaffed and
overworked. As noted, non-compliance can be the basis for
financial and reputational risks for
organizations. Conducting scheduled HR compliance audits
should be a part of an organization’s overall strategy to avoid
any legal liabilities.

7. Five Steps For Improving
HR And Productivity
1.Training
2.Communication
3.Scheduling
4.Productivity/Compliance
5.Turnover Management

8. 1.Training
• The employee handbook should be a set of
guidelines that are specific to your practice.
• Your guidelines should be clear enough for all
employees to follow.
• You should also prepare to edit your handbook at
least once a year to fit with any changes at your
practice.

9. 2.Comunication
• Poor communication between managers
and subordinates can seriously damage
the productivity of a business and result in
employee frustration, low morale and
worker departures.
•Your HR efforts should include creating
written job descriptions for each employee
to ensure each staff member knows what’s
expected so that critical jobs get handled.

10. 3.Scheduling
• Office efficiency starts with your front desk
staff
• Understand how to schedule a physician
– Check-in
– Visit
– Check-out
– Follow-Up

11. 4.Productivity/Compliance
Productivity means getting more
work from the same number of
employees or fewer, or for the
same amount of payroll or less.

12. 5.Turnover Management
• Have a plan in place for when
turnover happen.
• If you are diligent about your hiring
process, you can reduce the
incidence of turnover.

13. The Problem / Disadvantage
When compliance is not met
liability risks and lawsuits increase,
workplace productivity decreases,
and the company cannot function.