What are the key aspects of labor laws and organizational practices in HR?

What are the key aspects of labor laws, taxation, business management practices, organizational behavior, and HR-related consulting in HR?

As an HR professional, it is crucial to have a comprehensive understanding of labor laws, taxation regulations, business management practices, organizational behavior principles, and HR-related consulting. Here are some practical steps to enhance your knowledge in these areas:

1. Labor Laws: Stay updated with the latest national and international labor laws that impact your organization. Regularly review and understand laws related to employment contracts, working hours, wages, discrimination, and health and safety standards.

2. Taxation: Familiarize yourself with tax laws concerning employee benefits, payroll taxes, and other relevant tax implications for employees and the organization. Consult with tax experts to ensure compliance and efficiency in tax matters.

3. Business Management Practices: Explore various business management models and practices to improve organizational efficiency and effectiveness. Learn about strategic planning, performance management, and change management techniques.

4. Organizational Behavior: Understand the psychological aspects of employee behavior in the workplace. Study motivation theories, leadership styles, team dynamics, and conflict resolution strategies to create a positive work environment.

5. HR-Related Consulting: Develop strong consulting skills to provide valuable HR insights and solutions to organizational challenges. Enhance your ability to analyze data, identify trends, and offer strategic recommendations for HR improvements.

By focusing on these key areas, you can elevate your HR expertise and contribute significantly to the success of your organization.

Dear Deepak Kumar Lad,
The Industrial Employment (Standing Orders) Act, 1946 is the primary law that, in its Central Schedule I-B, specifies 58 years as the retirement age for workmen in manufacturing units.
This act, alongside others like the Employees' Provident Funds and Miscellaneous Provisions Act, 1952, shapes retirement policies in India.
All the above acts do not prohibit the employment beyond the age of 58.
You haven't mentioned about your establishment i.e, Factory, Mines or Shops and commercial establishment. You can amend your company policy and fix the retirement age 60 or 62 according to the working conditions of the establishment.
One more thing that contribution to employees pension fund is seized after 58 but can contribute to EPF.
You can hire the person above 58 on contract of consulting and pay in voucher than pay roll.