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INTRODUCTION OF DIFFERENT TYPES OF MANAGEMENT DISCIPLINES AND DESCRIPTION OF THEIR JOB DUTIES IN RELATION TO THE LAW AND LEGAL KNOWLEDGE THAT IS RELATED TO THEIR WORK.
AUTHORS: MEYSAM TARIGHATI MARAMA, MILAD NOURALIB, SAEID FARAHABADIC, MONA TAHMASEBI LARIJANID, HOMEIRA TAHMASEBI LARIJANIE, ROSTAM MOGHILANF, YASAMAN GOUDARZI ASKIG, PARMIS GOUDARZI ASKIG, SEYED POUYAN SHAHIDIH, BETTY SAFARZADEHI, AISAN JABBARIJ MAHMOOD TAHMASBI LARIJANI*
a Graduated with a Master's degree in Executive Management, Faculty of Literature and Humanities, Islamic
Azad University, Kermanshah Branch mtarighati2@gmail.com b Engineering and Construction Management from Iran University Science and Technology
Milad.Nourali@G mai l.com c Industrial engineering in field of the System Management & Productivity from Payam Noor University
En.farahabadi@gmail.com d Graduated with a Master's degree of Business Administration from Payam Noor University
mona.tahmasbi123@gmail.com e Graduated with Master's degree in Sport Management from Islamic Azad University
hotahmasebi@yahoo.com f Governmental Management from Islamic Azad University, National Id Number: 1972121693
moghlianrm@gmail.com g Bachelor of Science in Business Administration from Carnegie Mellon University yasaman.goudarzi@yahoo.com Parmiss 1374@yahoo.com h Graduated with a Master's degree MBA from Imam Khomeini International University
pooyanshahidi@gmail.com ' Payam Noor University, Department of Language, Bandar Abbas, Iran
safarbetty5@gmail.com j Exercise physiology of Islamic Azad University Science and Research Erfanjabari.1375@gmail.com Mahmoodtahmasebi3@g mai l.com
Abstract
Examining the necessity of having legal knowledge to advance managerial goals in relation to the laws governing the country, in order to prevent material and moral losses of employees and employers in line with advancing goals and preventing possible irreparable mistakes and possible conflict with the law in the workplace And on the other hand, it is the development and improvement of job performance, because the decisions of a human resources manager are directly influential, and compliance with it can increase the effectiveness of managerial duties with correct decisions in different trends, and alert the awareness of wrong consequences, and by recommending the method right and specifically about why it is necessary to be surrounded by laws and to learn and teach them to others, to be able to have the highest efficiency, to avoid the conflict of their decisions with the law by considering human and work justice.
Keywords: Human resources management, Law, Justice, Education, Learning, Legal knowledge.
1. Introduction
The relationship between management disciplines and legal issues is a complex one, as there are many areas where the two intersect. Management disciplines such as human resources, finance, and operations all have legal implications that must be taken into account in order to ensure compliance with relevant laws and regulations. For example, in the field of human resources, legal issues could arise in relation to employment law, discrimination, workplace safety, and privacy. Managers must be aware of these issues and taken steps to ensure that their company's policies and practices comply with the law. Similarly, in finance, managers need to be aware of legal requirements surrounding
financial reporting, taxation, and securities regulations. Failure to comply with these regulations can lead to severe consequences for both the company and its individual employees. In operations, legal issues could arise in relation to product safety, environmental regulations, and intellectual property. Managers must ensure that their operations adhere to all relevant laws and regulations in order to avoid legal liability and damage to the company's reputation. Overall, it is important for managers to have a strong understanding of the legal issues that affect their area of management expertise, and to work closely with legal professionals to ensure that their company operates within the bounds of the law.
Executive Management-overseeing all aspects of an organization's operations and strategy Financial Management-managing an organization's financial resources Human Resource Management-managing an organization's workforce Marketing Management-managing an organization's marketing activities Operations Management-managing an organization's production and delivery of products or services Strategic Management-creating and implementing strategies to achieve organizational goals Information Systems Management-managing an organization's technology infrastructure Project Management-overseeing the planning, execution, and closing of projects Supply Chain Management-managing the flow of goods and services within an organization Risk Management-identifying, analyzing, and mitigating potential risks to an organization Entrepreneurship and Innovation Management-developing and managing new business ventures Leadership and Organizational Development-developing leadership skills and improving organizational effectiveness Nonprofit Management-managing nonprofit organizations Public Administration - managing public sector organizations Healthcare Management - managing healthcare organizations Education Management-managing educational institutions Library and Information Science-managing and organizing information resources Environmental Management-managing environmental sustainability initiatives Urban Planning and Management-managing development and growth in urban areas Law and Legal Management-managing legal affairs for organizations International Business Management-managing global business operations Retail Management-managing retail stores and operations Hospitality and Tourism Management - managing hotels, resorts, and travel-related businesses Event Management-managing large-scale events and conferences Sports Management-managing sports teams, venues, and events Cultural Management-managing cultural institutions and events Arts Management-managing arts organizations and events Music Business Management-managing music industry operations Film and Entertainment Management-managing film and entertainment industry operations Fashion Management-managing fashion industry operations Real Estate Management-managing real estate assets and operations Construction Management - managing construction projects and sites Engineering Management-managing engineering projects and teams Information Technology Management - managing technology infrastructure and operations Cybersecurity Management-managing cybersecurity risks and policies Data Science and Analytics Management-managing data science and analytics initiatives Artificial Intelligence Management-managing artificial intelligence initiatives and teams Digital Marketing and E-commerce Management-managing digital marketing and e-commerce strategies and operations Social Media and Community Management -managing social media accounts and online communities Sales Management-managing sales teams and operations.
Competent human resource managers play a crucial role in the development of organizations. They are responsible for managing the organization's workforce, which are contained hiring, training, and developing employees. By recruiting and retaining talented individuals, they help ensure that the organization has the necessary skills and expertise to achieve its goals. Human resource managers also help to create a positive and productive work environment by ensuring that employees are treated fairly and with respect. They develop policies and procedures that promote employee engagement, innovation, and job satisfaction, which can lead to increased productivity and profitability. In addition, competent human resource managers are often responsible for identifying and addressing issues related to diversity, equity, and inclusion within the organization. By promoting a diverse and inclusive workplace culture, they can foster creativity, collaboration, and better
decision-making. Overall, competent human resource managers are essential for organizations looking to develop and maintain a competitive advantage in today's fast-paced business environment. There are several types of trends in the field of management, and these trends can have significant implications for other fields of work. Some of the major trends in management include: Digital Transformation with the rapid advancement of technology, many organizations are embracing digital transformation to streamline processes and improve efficiency. Employee Engagement-Companies are placed more emphasis on creating a positive work environment that encourages employee engagement and productivity. Sustainability. There is an increasing focus on sustainability in management practices as companies strive to reduce their environmental impact. Agility, in today's fast-paced business environment, agility has become critical for success. Organizations need to be able to adapt quickly to changing market conditions and customer needs. Diversity and Inclusion. Companies are recognizing the importance of diversity and inclusion in the workplace and are taking steps to create a more inclusive culture. These trends are closely connected to other fields of work. For example, digital transformation is also impacting fields such as marketing and sales, while sustainability is closely linked to environmental science and policy. Similarly, diversity and inclusion efforts are related to social justice and human resources. Ultimately, all of these trends are part of a broader movement towards more effective and responsible management practices across a range of industries and sectors.
Knowing legal rules is important for HR managers because it helps ensure that the company's policies and procedures are in compliance with the law. This can benefit employees in a number of ways, such as: Protection from discrimination: Legal rules prohibit discrimination based on factors such as race, gender, age, and disability. By following these rules, HR managers can help ensure that all employees are treated fairly and without bias. Safe working environment: Legal rules require employers to provide a safe working environment for their employees. By adhering to these rules, HR managers can help reduce the risk of workplace accidents and injuries. Fair compensation and benefits: Legal rules require employers to pay their employees fair wages and provide certain benefits, such as health insurance and retirement plans. By following these rules, HR managers can help ensure that employees receive the compensation and benefits they are entitled to. Overall, by understanding and following legal rules, HR managers can help create a work environment that is fair, safe, and supportive for all employees.
HR leaders play a crucial role in ensuring compliance with employment laws and regulations. They must be aware of the legal requirements that relate to hiring, managing, and terminating employees. Failure to comply with these laws could result in costly lawsuits, penalties, or fines. Additionally, HR leaders need to stay up-to-date with any changes or updates to employment laws to ensure they are following current regulations. This requires ongoing education and training on legal matters. Moreover, being aware of the law helps HR leaders protect the interests of both the employer and the employees, ensuring that all parties are treated fairly and equitably. It also helps them make informed decisions when dealing with complex employee relations issues, such as discrimination complaints, harassment, or workplace safety concerns. Ultimately, understanding and adhering to the law is critical for maintaining a positive work environment, protecting the organization's reputation, and avoiding legal liabilities.
An organization leader should know about legal protection laws of work because these laws govern the rights and responsibilities of employers and employees in the workplace. Understanding these laws helps leaders ensure that their organization is operating within the boundaries of the law, and can help prevent potential legal issues. Legal protections for employees cover a wide range of areas including discrimination, harassment, wrongful termination, minimum wage and overtime pay, safety and health, and worker's compensation, among others. If an organization violates any of these laws, it can face legal action from employees, government agencies, or both. In addition, knowing and complying with legal protections for employees can also have benefits for the organization. For example, creating a safe and respectful work environment can help reduce turnover and increase productivity, while paying fair wages and providing benefits can help attract and retain top talent. Overall, understanding legal protection laws of work is essential for any organization leader to ensure
compliance with the law, maintain a positive work environment, and protect their organization from legal risks.
Knowing legal rules is important for HR managers because it helps ensure that the company's policies and procedures are in compliance with the law. This can benefit employees in a number of ways, such as: Protection from discrimination: Legal rules prohibit discrimination based on factors such as race, gender, age, and disability. By following these rules, HR managers can help ensure that all employees are treated fairly and without bias. Safe working environment: Legal rules require employers to provide a safe working environment for their employees. By adhering to these rules, HR managers can help reduce the risk of workplace accidents and injuries. Fair compensation and benefits: Legal rules require employers to pay their employees fair wages and provide certain benefits, such as health insurance and retirement plans. By following these rules, HR managers can help ensure that employees receive the compensation and benefits they are entitled to. Overall, by understanding and following legal rules, HR managers can help create a work environment that is fair, safe, and supportive for all employees.
Knowing the legal rules on the part of an HR manager helps the employer in several ways. First, it ensures that the company is complying with all applicable laws and regulations related to employment. This reduces the risk of the company facing litigation or penalties for non-compliance. Second, having an HR manager who is knowledgeable about legal requirements can help the company avoid costly mistakes in areas such as hiring practices, disciplinary actions, terminations, and employee benefits. This can save the company time and money in the long run. Third, an HR manager who is up-to-date on legal requirements can provide guidance to other managers and supervisors in the company, helping to ensure that everyone is following best practices and avoiding legal pitfalls. Overall, having a knowledgeable HR manager who is well-versed in legal requirements is essential for any employer that wants to operate legally and efficiently while minimizing risk. Human resource leaders face a wide range of issues in their day-to-day work, including but not limited to: Recruitment and retention - finding and keeping top talent is an ongoing challenge for HR leaders, as it requires developing and implementing effective recruitment strategies, creating enticing compensation and benefit packages, and ensuring that the organization's culture aligns with the needs and values of employees. Talent development and training - HR leaders need to provide employees with opportunities for growth and development by offering regular training programs, mentoring, job rotations, and other career advancement opportunities. Compliance and legal issues - HR leaders are responsible for ensuring that the organization complies with labor laws and regulations, such as those related to workplace safety, fair treatment of employees, and equal employment opportunity. Employee engagement and satisfaction - HR leaders must ensure that employees feel valued, motivated, and engaged in their work by fostering a positive workplace culture, recognizing employee achievements, and providing regular feedback and communication. Managing diversity and inclusion - HR leaders need to create an environment that supports diversity and inclusion for all employees, regardless of their race, gender, sexual orientation, or other personal characteristics. Compensation and benefits - HR leaders need to design and administer compensation and benefit packages that attract and retain high-performing employees while also managing costs effectively. These are just a few of the many challenges that human resource leaders face on a daily basis.
HR leaders play a crucial role in ensuring compliance with employment laws and regulations. They must be aware of the legal requirements that relate to hiring, managing, and terminating employees. Failure to comply with these laws could result in costly lawsuits, penalties, or fines. Additionally, HR leaders need to stay up-to-date with any changes or updates to employment laws to ensure they are following current regulations. This requires ongoing education and training on legal matters. Moreover, being aware of the law helps HR leaders protect the interests of both the employer and the employees, ensuring that all parties are treated fairly and equitably. It also helps them make informed decisions when dealing with complex employee relations issues, such as discrimination complaints, harassment, or workplace safety concerns. Ultimately, understanding and adhering to
the law is critical for maintaining a positive work environment, protecting the organization's reputation, and avoiding legal liabilities.
Recruitment procedures for an HR leader typically involve several steps, including: Identifying the need for a new HR leader: This may be done when there is a vacancy in the position or when the organization is expanding and requires additional HR support. Developing job description and qualifications: The organization should develop a clear job description and qualifications for the HR leader position that align with the needs of the organization. Posting the job advertisement: Once the job description and qualifications have been developed, the organization can post the job advertisement on various platforms such as company websites, job boards, social media, and professional networks. Screening resumes and cover letters: The organization should review all resumes and cover letters received from interested candidates and shortlist those who meet the minimum qualifications. Conducting initial interviews: The shortlisted candidates should be invited for an initial interview to assess their fit for the role, competencies, and experience. Conducting further assessments: Depending on the role and the organization's requirements, candidates may be asked to complete additional assessments such as skills tests, personality assessments, or cognitive ability tests. Checking references: Before making an offer, the organization should conduct reference checks to verify the candidate's previous work experience and performance. Making an offer: Finally, the organization can select the most suitable candidate and make an offer that includes compensation, benefits, and any other relevant terms and conditions of employment. HRM leaders need to be aware of the latest changes in the law of the land because it directly affects their organization's compliance and legal obligations. Staying up-to-date on changes in laws and regulations can help HRM leaders ensure their organization is complying with all relevant rules and regulations, avoiding potential legal issues. Additionally, being aware of changes in the law can help HRM leaders make informed decisions about hiring practices, employee benefits, and other workplace policies. For example, if there is a change in employment law, such as a new requirement for paid sick leave, HRM leaders must ensure that their organization is in compliance and adjust their policies accordingly. Moreover, being knowledgeable about changes in the law can also help HRM leaders anticipate and mitigate potential legal issues before they arise. This can save the organization time, money, and reputational damage. In short, staying informed about the latest changes in the law is essential for HRM leaders to ensure their organization operates legally, ethically, and effectively. Organizational leaders should be knowledgeable about laws protecting labor rights for several reasons: Compliance: Knowing and following the labor laws ensures that the organization is operating within legal boundaries and avoids potential legal consequences, such as lawsuits, fines, or penalties. Reputation: An organization that respects and values its employees' rights creates a positive reputation. This can attract top talent, increase employee satisfaction and loyalty, and enhance the organization's overall brand image. Employee morale: When employees feel that their organization respects their rights, they are more likely to feel valued and motivated. This can lead to increased productivity, higher retention rates, and a better work environment. Avoiding discrimination: Labor laws protect employees from discrimination based on race, gender, age, religion, disability, and other characteristics. By understanding and following these laws, organizational leaders can create an inclusive workplace that values diversity and promotes fairness. Overall, knowledge of labor laws is essential for any organizational leader who wants to create a positive workplace culture, avoid legal issues, and achieve long-term success.
The task of awareness of administrative leaders is a crucial aspect of effective leadership in any organization or government. Administrative leaders must have a clear understanding of the policies, procedures, and regulations that govern their organizations, as well as an awareness of how these rules impact their employees and stakeholders. Experience and legal knowledge play critical roles in enhancing the awareness of administrative leaders. Leaders with more experience will have a better understanding of the challenges and complexities inherent to their roles. They will also be better equipped to anticipate potential risks and opportunities associated with their decisions. Legal knowledge is equally important, as administrative leaders need to be aware of the laws and regulations that pertain to their organizations. This includes employment laws, tax codes, regulatory
frameworks, and industry-specific regulations. A deep understanding of legal requirements and obligations helps leaders make informed decisions and minimizes the risk of legal disputes. Overall, the task of awareness of administrative leaders requires a combination of experience, legal knowledge, and ongoing education and training. By cultivating these skills, leaders can create a culture of compliance and responsibility within their organizations, leading to better outcomes for all stakeholders involved.
Risk management is critically important for human resource (HR) management leaders, particularly when it comes to avoiding financial risks. HR leaders are often tasked with managing a wide range of financial responsibilities, from overseeing employee benefits and compensation packages to budgeting for recruiting and training programs. Without a solid understanding of risk management principles and practices, HR leaders may inadvertently expose their organizations to a variety of financial risks. One key area where risk management knowledge is critical is in managing employee benefit plans. HR leaders must ensure that employee benefit plans comply with applicable regulations and are properly funded to meet future obligations. Failure to properly manage these plans can result in legal and financial penalties, as well as damage to the organization's reputation. Another area where risk management knowledge is important is in managing the costs associated with employee turnover. High turnover rates can be costly for organizations, both in terms of direct expenses such as recruitment and training, as well as indirect costs such as reduced productivity and morale. By implementing effective risk management strategies, HR leaders can identify potential turnover risks and take steps to mitigate them before they become major issues. Overall, risk management is an essential skill for HR leaders who want to ensure the long-term financial health of their organizations. By staying informed about emerging risks and implementing effective strategies to manage them, HR leaders can help minimize financial risks and position their organizations for long-term success. There are some general tips that HR leaders can follow to avoid employee complaints: Clearly communicate policies and expectations: Make sure employees understand the company's policies and what is expected of them regarding behavior, performance, and workplace conduct. Provide training and development opportunities: Offer regular training on harassment prevention, diversity and inclusion, and other relevant topics. This can help create a positive work environment and reduce misunderstandings. Foster open communication: Encourage employees to express their concerns and feedback openly and respectfully. Provide opportunities for feedback and actively listen to employee concerns. Conduct fair and consistent performance evaluations: Make sure evaluations are based on objective criteria and fairly evaluate all employees, regardless of their position or tenure with the company. Respond promptly to complaints: Take employee complaints seriously and investigate them thoroughly. Address any issues that are identified and take appropriate action to prevent similar incidents in the future. Create a culture of respect: Encourage employees to treat each other with respect and create a positive work environment where everyone feels valued and supported. By following these tips, HR leaders can help build a positive workplace culture and reduce the risk of employee complaints.
Human resource managers are responsible for overseeing a company's workforce, and as such, they should be knowledgeable about various rules and regulations that impact the employment relationship. Here are some of the key areas that HR managers should be familiar with: Employment Law: data HR managers need to know federal, state, and local employment laws, including but not limited to, anti-discrimination laws, minimum wage laws, and overtime laws. Health and Safety Regulations: HR managers must follow Occupational Safety and Health Administration (OSHA) regulations. Benefits and Compensation: HR managers must be knowledgeable about employee benefits programs and compensation plans to ensure compliance with applicable laws and regulations. Employee Privacy: HR managers must maintain employee privacy and confidentiality according to legal requirements. Recruitment and Hiring: HR managers must understand how to conduct legal and fair interviews, background checks, and reference checks, and comply with relevant immigration laws. Performance Management: HR managers should have knowledge of performance management and disciplinary actions processes, including termination procedures.
Workplace Harassment: HR managers must be aware of sexual harassment and other forms of discrimination and take appropriate measures to prevent and address it. Employee Records: HR managers must keep accurate and comprehensive records of all employees' data, including payroll information, attendance, and performance evaluations. Labor Relations: HR managers may need to manage labor relations and union negotiations if applicable. Social Media Policies: HR managers should have knowledge of social media policies and guidelines to ensure employees are aware of what is expected of them online and how their online behavior can impact the company. There are general laws and regulations related to the use of all and data privacy that can apply to any individual or organization using all technologies, including HR managers. In terms of privacy, many countries have enacted laws such as the General Data Protection Regulation (GDPR) in the European union and California Consumer Privacy Act (CCPA) in the United States. These laws mandate that organizations using Al for HR purposes must protect personal data and ensure that individuals have control over their own data. Additionally, there may be ethical considerations when using Al for HR decisions. For example, HR algorithms that rely on historical data could perpetuate biases and discrimination if data is biased. Therefore, it is important for HR managers to ensure that their use of Al is fair and unbiased. It is possible that new laws and regulations related specifically to Al and HR may be developed in the future, as Al continues to play larger role in HR processes. They must also implement policies and procedures to ensure the safety of employees in the workplace. There have been several legal cases that have had a significant impact on the decisions of senior human resources managers. Here are a few examples: Title VII of the Civil Rights Act: This law prohibits discrimination in employment based on race, color, religion, sex, or national origin. Cases related to Title VII have had a major impact on HR decision-making, particularly with regard to hiring practices, promotions, and terminations. Americans with Disabilities Act (ADA): The ADA prohibits discrimination against individuals with disabilities in all aspects of employment, including hiring, promotions, and terminations. HR managers must be careful to provide reasonable accommodations to employees with disabilities to ensure compliance with this law. Family and Medical Leave Act (FMLA): The FMLA requires covered employers to provide eligible employees with up to 12 weeks of unpaid leave per year for certain family and medical reasons. HR managers must navigate complex regulations related to the FMLA to ensure that they are meeting their obligations to eligible employees. National Labor Relations Act (NLRA): The NLRA protects the rights of employees to engage in collective bargaining and other concerted activities for their mutual aid and protection. HR managers must be aware of the NLRA's provisions when dealing with labor unions and other employee organizations. Fair Labor Standards Act (FLSA): The FLSA establishes minimum wage, overtime pay, recordkeeping, and child labor standards for employees in the private sector and in federal, state, and local governments. HR managers must ensure that employees are paid in accordance with these standards, among other FLSA requirements. Overall, HR managers must carefully consider the legal implications of their decisions and actions to avoid potentially costly litigation and regulatory penalties.
2. CONCLUSION
Administrative and organizational leaders have a responsibility to ensure that their organizations operate within the framework of the law. Knowing the law allows leaders to make informed decisions, understand regulatory requirements, and avoid legal risks and liabilities. For example, a leader who understands employment law will be able to create policies that comply with anti-discrimination laws and wage and hour regulations. This knowledge can help prevent costly lawsuits and protect the organization's reputation. Another example is in the area of data privacy and security. Leaders who are knowledgeable about data protection laws and regulations can develop policies and procedures to safeguard sensitive information and avoid data breaches. In addition, knowing the law can also help leaders identify potential legal issues and seek guidance from legal experts when necessary. This proactive approach can help organizations avoid legal problems before they arise. Overall, environment. It can help leaders make informed decisions, minimize legal risks, and ensure that their organizations operate ethically and within the bounds of the law.
3. ACKNOWLEDGMENTS
The authors grateful from for their support. Conflict of interest
The authors have no conflict of interest.
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