FMLA and Its Impacts on Organization Term Paper

FMLA and Its Impacts on Organization - Term Paper Example The law does give the employee time off but the time given is not paid by his or her organization. The passing of the law has since covered the time which uses to be given to pregnant mothers before. Conversely, some employers have not been happy with the law since they see that they are losing some part of the working force in the company. Employers conclude that the law collides with other unforeseen happenings to employees which might need time off when they are sick. They have also realized that the law is not in line with working schedule of the firm, in addition the firm has had to increase the financial status of their companies so as to train or recruit the best human resource to deal with issues of FMLA (Bovee, 2001). Paid Sick Leave and its Impact on the Organization Paid sick leave is the compensation to an employee by an organization when they take time off to be with their family when either he or she is sick or one of the family members is sick. Paid sick leave is not p assed as a law like the FMLA, it has gained value since consideration by organization because it seen to be related to the economic growth of the country (Earle and Heymann, 2006). In addition, it is also a pillar to the human rights of an employee since the organization values the health of an employee. ... Impacts on the economy could be due to the health condition of the worker which could contribute to a smaller number of forces working in a firm or sick working force. For example, the workers in the USA had to work when they were sick, which made their health condition and the health of others worse due to a combination of the work force who were sick and the ones who were not sick; this increased the spread of the H1N1 virus among employees. The impact on the economy was that sick workers contributed to low productivity (Watkins, 2011). The impact of using the Family and Medical Leave (FMLA) The law has positive impacts on the organization if employers are informed early. The organization will have time to plan well on how it will do with the small number or without the number of some employees who have taken the FMLA leave. The advance notice has also seen to help the firms know the number of the employees who are to go for FMLA hence will give them time to balance the financial s tatus of the company due to the low productivity they would have to incur when the workers go for leave. The issues of the workers not giving enough information about the conditions would be solved. This is because, an individual who has to apply for FMLA has to present all the information to the firm about the need for FMLA leave, for example, the time of needed and the reason for taking leave, from there the organization will consider the case (Silverman, 2010). The impact of advance Notice of FMLA leave According to Hayes & Ninemeier (2009) the FMLA leave regulations binds the employer to give information to the employees 30 days before leave is granted and the workers are also warranted to give information about the day they would like

Strategic Fit between HR Strategy and Business Essay

Strategic Fit between HR Strategy and Business - Essay Example Strategic fit is basically related to a review of organizational resources in consideration of the fact that the important aspect to profitability is not only achieved by industry selection and positioning, but also through a strategy that seeks to utilize resources and capabilities. Capabilities and resources, which have unique characteristics, are matched to develop a competitive advantage in the long run. Fit as Strategy Integration Fit as strategy integration provides organizations with assess criteria with which integrations transactions may be optimized for achieving production frontier before, during, and after integration. The strategy elaborates how well an organization can meet the merger criteria without compromising on performance success. Organizations under mergers process and plans need to put into consideration smooth operations in merging deals, alongside maintaining successful asset combination production through strategy. Strategy integration comes in handy to enab le organizations to effectively manage added asset combination value and leverage positioning. Strategy integration, alongside due diligence, goes a long way in maintaining an organization’s profitability during mergers (Gleich, Kierans & Hasselbach, 2010, p.5). Strategy integration allows an organization to exercise more control performance measures and value added integration, rather than mere integration that may compromise on performance. Backward strategy integration may be undertaken to enable organizations access needed raw materials from a more dependable source. On the other hand, forward integration strategy enables a manufacturing company to build a more reliable market to its products. The integration strategy also allows an organization to gather more control on how it sells products and services and pursue product differentiation to build competitive advantage. The strategy generally outlines a clear perspective on what particular activities organizations should engage in with relation to its situations and visions to achieve increased profitability and success (Tan, 2002, p.48). The processes enable an organization to evaluate viability of mergers prior to proceeding with the transactions. More so, the process seeks to establish best practices that would enable growth, improvement, and attainment of better profitability prospects, alongside possible performance success obstacle identification and elimination. Strategic fit basically enables organizations to successfully launch merger integration amidst continued present successes, value added asset combination, and long-term performance success. Through strategic fit, organizations are able to optimize available technologies, human resources, and operation systems. Fit as an Ideal Practice Strategic fit is the best practice between human resource and business, although a number of practices may still be wanting for an organization. The human resource is widely actualized for its commitmen t and competencies that need to be governed by strategic focus that forms the best practice available. Through strategy, the organization is able to actualize its potentials with regards to complexities and multiple dimensions involvement of organizational human resource capabilities matched with available resources. Considering