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New immigration reform and its effects on HR

By Anna Naveed


It is a beginning of a new era, especially when you see the president telling you that you can stop hiding and come out and be proud of who you are.

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It is a beginning of a new era, especially when you see the president telling you that you can stop hiding and come out and be proud of who you are. It is not a crime to be an immigrant and is certainly not one to hope for a better future, as it is a basic right of every human being. In fact it is not even a question of rights anymore when it comes to the skills of survival and only the fittest will.

The mind boggling scenario that pops up is how the HR is going to tackle this situation when things would start getting a bit too loud and out in the open. There will be a whole lot of legal framework that would need to be shaped up accordingly. The demand for an evolved much comprehensive solution is on the rise, everyone wants to know if their existing system has the capacity to deal with this. The answers aren’t quick and comforting. With a huge influx of people that would shift towards a legal status, they would require paper work for job entitlement as well. The quest for a larger more equipped mechanism is not a blurry farfetched dream, it has to be met on urgent basis or it can result into a major crisis. The work is tedious and fruits to reap are immense if done on the emergency basis.

The workload would pose a mega challenge but if the situation is so dire, there is also a promise of new and upcoming comprehensive Human Resource Management solutions in the market .Which means a whole lot of new wave of startups in that direction. The old fishes if they want to stay afloat will have to beat the upcoming tide with innovation. However, the problem lies solely in the hands of new companies and their tactful outlook at the policy introduced. The buzz word is that the investors are looking into it and are more than ready to take this task up, provided the company involved has the right amount of dedication to make it up to the mark. The gold standards are not just performance over here, it is about the cutting edge technology that would go behind it. Those that get their hand dirty now would prove to know that the timing is right.

As per the law all employers and hiring firms are essentially required to authenticate both the identity and employment eligibility of all regular, temporary employees, temporary agency personnel, and student employees which is called the INS I-9 form . Failure to act in accordance with with these requirements may cause in both civil and criminal liability with the nuisance of considerable fines ranging from $100 to $1,000 per hire. We can do the math! The hiring firms can get backfired at if they don’t deal with this promptly. What is the requirement of this new era? A system that catches all things HR under one platform that fulfills the needs of a company from Hire to Retire. The market as per our research falls short of such systems and need for one at the moment is far greater than ever.

There seems to be an emotional angle to it as well, all this might create a racial bias and disturbing conflicts can inflict grave disasters. It would require managers and HR legislative body to engage in conflict decree. It is about time the HR heads realize that avoiding bias is the way to go, it is best to revert to communication and neutralization.

All that illegal immigration plaguing the nation had to be dealt one way or the other and now is the time to introduce immigrant labor policies vividly so that long term implications regarding the reputation of the employers and hiring firms could be avoided as much as possible. Their will have to be a strong focus on diversity and issues regarding discrimination are going to be highlighted again and again.