INTRODUCTION
Human Resource Management is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives.
HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce using an integrated array of cultural, structural and personnel techniques (Storey, 2001). Beer et al, (1984) defined HRM as a strategic approach to the management of human resources that involves all management decisions and actions that affect the relationship between the organisation and employees.
John Storey (1987) believes that HRM can be regarded as a ‘set of interrelated policies with an ideological and philosophical underpinning’. He suggests four aspects that constitute the meaningful version of HRM:
1. a particular constellation of beliefs and assumptions;
2. a strategic thrust informing decisions about people management;
3. the central involvement of line managers;
4. Reliance upon a set of ‘levers’ to shape the employment relationship.
In today's litigious workplace environment, being on top of legal issues that directly affect individual employees and organization is critical to the success of the HR profession. In this study, we will critically analyze and evaluate legal issues as it affects the functions of HRM in Nigeria and USA.
LEGAL ISSUES AND HUMAN RESOURCES MANAGEMENT IN THE USA
In the USA, some laws regulate various aspects of employee-employer relations. These laws, which are relatively stable, facilitate the work of HR managers. Examples are:
1. The Equal Employment Opportunity Act of 1964 forbids discrimination in all areas of employment. The law is to ensure that employment decisions are made on the