Why should HR know Labour laws?

Why should HR know Labour laws?

The HR has to ensure that employees have the necessary amenities, safety, and hygiene at the workplace. The work environment should be conducive to the output. The HR has to ensure that the workplace is adhering to the standards assured under the labour laws. HR personnel work closely with the employees.

What is HR employee engagement?

What is the Definition of Employee Engagement? Generally speaking, employee engagement is a workplace method designed to improve an employee’s feelings and emotional attachment to the company, their job duties, position within the company, their fellow employees, and the company culture.

What HR should know?

What are the basics of Human Resource Management? Recruitment & selection, performance management, learning & development, succession planning, compensation and benefits, Human Resources Information Systems, and HR data and analytics are considered cornerstones of effective HRM.

What are the rules of HR?

These tips should serve as a good introduction or refresher for any HR professional.

  1. Employment Contracts.
  2. Wages.
  3. Termination of employment.
  4. Maternity and paternity leave.
  5. Prevention of sexual harassment in the workplace.
  6. Public holidays and work weeks.
  7. Restrictive clauses in employment contracts.
  8. Gratuity and Provident Fund.

What is new labour act?

The most prominent rule under the new labour codes is the plan to cap employee salary allowances at 50 per cent of CTC (cost-to-company). This means the basic salary of an employee has to be at least 50 per cent of CTC.

What are the new labor codes?

As per the new labour codes, allowances are capped at 50 per cent, which implies that half of the salary would be basic wages and contribution to provident fund is calculated as a percentage of basic wage that involves the basic pay and dearness allowance (DA).

How can HR increase employee engagement?

Six HR strategies for improving employee engagement

  1. Communicate deliberately and regularly.
  2. Invest in wellbeing.
  3. Invite feedback – and act on it.
  4. Define your organisation’s purpose – and share it.
  5. Empower your people.
  6. Recognise good work.