THE ROLE OF HUMAN RESOURCE MANAGEMENT IN BUILDING COMPLIANCE WITH LABOR REGULATIONS
DOI:
https://doi.org/10.31949/ijoehm.v6i1.185Keywords:
Employment regulation, Human resource management, Regulatory compliance, Employment relations, Worker protectionAbstract
Compliance with employment regulations is essential for establishing fair, harmonious, and sustainable employment relationships. Within organizations, compliance extends beyond legal functions and represents an important responsibility of human resource management (HRM), particularly because HRM oversees employment practices related to recruitment, employment agreements, wages, working hours, employee rights, performance management, competency development, and termination. This study aims to examine HRM's role in establishing employment regulatory compliance, identify how regulatory requirements are implemented in HRM practices, and analyse the factors that support or hinder compliance and the strategies used to address them. The study employed a qualitative literature study based on relevant laws and regulations, books, scientific journal articles, institutional documents, and academic sources. Data were analysed by identifying, classifying, interpreting, and synthesising them to develop an integrated understanding of employment compliance within HRM practices. The findings indicate that HRM bridges employment regulations and organisational practice through compliance monitoring, internal policy development, employee education, documentation, supervision, and employment risk management. Compliance is primarily reflected in managing employment agreements, wages, working and rest hours, worker protection, social security, dispute resolution, and termination procedures. Leadership commitment, HRM competence, information systems, organisational compliance culture, and access to legal information support effective implementation, whereas regulatory changes, limited understanding, excessive efficiency orientation, weak internal control, and gaps between formal policies and actual practices remain significant barriers. The study concludes that effective employment compliance requires a preventive, integrated, documented, and continuously monitored HRM system that connects regulatory requirements with everyday organisational practices.
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