I UPLOADED A TOPIC PROPOSAL FILE BELOW, PLEASE FOLLOW IT FOR THIS 7 PAGES TOPIC PAPER. PLEASE DON’T COME UP WITH NEW TOPIC. MUST USE THE TOPIC/IDEAS FROM MY TOPIC PROPOSAL FILE.The topic must be focused on a piece of legislation relevant to HRM (Human Resource Management). (focus on laws, although there are others you can work with).Have thesis statement, rationale for why the topic is relevant to managing human capital.This is a formal, written assignment, but the format is free flowing and may use any narrative style to accomplish the objectives. At least one source must be an academic/scholarly source (peer reviewed journal article) and the other may be from anywhere legitimate (SHRM, textbook, trade journal, etc.). Given the vast amount of available research there is no value in using Wikipedia as a main source for this project.The formatting for the topic paper is in true APA style so please spend some time with your APA manual (library) or the Purdue Owl site. The following list comprises the APA style/formatting/mechanics elements of the grade for the final draft of the topic paper. I will publish a rubric in the Module 5 ‘final draft’ instructions so you have a mechanism to revise. Title page (APA or creative approach depending on who you are)No abstract or table of contentsThe page limits are 7-10 pages. This does not include references or title page. References must be on a separate page and in APA format.Double-spaced, professional 12-point font. Check your paragraph settings to avoid excessive spacing. Remember to use only double-spacing between paragraphs, and not extra spacing.Avoid first- and second-person references/perspective. Headings are not required, but the better papers tend to use them.Graphics are not required, but the better papers tend to use them. All tables and figures should be listed in an appendix and referenced in the paper where they would occur.Please upload documents either in doc or docx compatible. If working with a Mac then export from Pages to a compatible file type.
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Running head: LAW BEHIND HUMAN RESOURCE DISMISSAL
Law behind Human Resource Dismissal
LAW BEHIND HUMAN RESOURCE DISMISSAL
Law behind human resource dismissal
Human resources are critical aspects of the company. They are company backbone
whereby they determine all processes and growth of the company. Sometimes in the workplace,
some issues are raised due to differences among employees or between an employer and
employees. People will only work effectively and efficiently when there is clarity plus right
procedures to be followed when dealing with issues. Therefore, due to such differences among
these groups in the workplace, some laws regulate and attempt to solve the problems that often
arise at the workstation. This paper highlights vital aspects that relate to the code behind
employee dismissal that acts as guiding principles which direct people when executing their
respective obligations. Finally, the rationale for why the topic is relevant to managing human
Law behind human resource dismissal includes various aspects such as firing and
transferring workers to foil them to gather sales commissions. This is one way in which human
management takes into a wrong cause of action, and it entails selfish interest of top management
that would transfer employees at their own will due to payments and more explicitly collecting
sales commission. Additionally, another law behind the control of the human resource is the law
that protects employees when they are being misled on issues about their promotions as well as
wage increase chances. These laws speak a lot, and it advocates for a better dismissal and would
as a firm follow right procedures when dealing with employee discipline and their respective
According to Bratton & Gold, (2017), Law behind human resource dismissal includes
also fabricating reasons to fire a member of staff when the authentic inspiration is to reinstate
such a member of the team with somebody else who works for lower pay. Soft-pedaling the
awful aspects of a particular job, like the need of traveling through unsafe neighborhoods at night
and very late, and frequently transferring workers to remote, dodgy. Or else objectionable
assignments to pressurize the human resources into quitting devoid of collecting disjointing pay
plus other benefits which would usually be due in due course.
The rationale for why the topic is relevant to managing human capital is that issues
involving human capital are critical when handling and needs formidable procedures for one to
follow when acting on them. When the right procedures are followed then every element at its
disposal will have a positive effect when an action has to be undertaken behind it. This topic,
therefore, offers an apparent explanation which has been conducted to meet all the requirement
of the favorable working atmosphere. Additionally, the law behind human resource dismissal is a
portent to managing human capital because such laws speak a lot and it advocates for a better
removal and would as a firm follow right procedures when dealing with employee discipline and
their respective management (Morozov, Murashova, Lustina, Panova, & Danilova, 2017).
In conclusion, human resources are vital aspects of the corporation. They are business
backbone whereby they find out process and development of the business. Sometimes in place of
work some issues are raised due to differences among employees or between an employer and
employees. On the other hand, law behind the management of the human resource is the law that
protects employees when they are being misled on issues concerning their promotions as well as
wage increase chances. This subject matter, therefore, offers the obvious explanation that has
been undertaken to meet all the requirement of the favorable working atmosphere.
LAW BEHIND HUMAN RESOURCE DISMISSAL
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Morozov, V. Y., Murashova, Y. V., Lustina, T. N., Panova, A. G., & Danilova, V. A. (2017).
Formation of Human Resource Management System in Organizations. European
Research Studies, 20(2), 408.
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