HUMAN RESOURCE MANAGEMENT

Human Resource Management

Human Resource Management

Introduction

HRM is an active field, evolving rapidly from its early focal point on understanding the outlines of impact of HRM systems and practices on performance to accepting the mediating instruments linked with persons and the societal situation in which Human resource systems function. This paper discusses how the HR aspects such as EEO, Affirmative Action, Recruitment and selection, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations work together to perform that primary function. I will also be discussing, if any aspect is more important than the others and the HRM role may be optimized for shaping organizational and employee behavior or not.

Discussion

EEO

EEO is a principle that employees should not be subject to discrimination. Specific reference is usually made to discrimination based on race, gender, age, religion, national origin, color, or disability and in some cases also marital status and sexual orientation. The principle may be embodied in legislation (e.g. the US Civil Rights Act 1964) and/or workplace policies. The aim is to ensure all qualified people have the same access to jobs, and will be treated the same way once in those jobs (especially in terms of pay and conditions). Also embodied in the principle is that employees do not suffer 'harassment' as a result of their gender, race, color, etc. European Union legislation has tended to focus on the prevention of discrimination and harassment (through, for instance, the British Equal Employment Opportunity Commission) employment law. (Torrington, 2005)

In the USA, the procedure has been taken more to take in affirmative action programs, where employers are required to take active steps to recruit and hire specific groups (notably women and members of minority groups). While this has made human resource management in USA exceptionally legalistic, equal opportunity remains something of an elusive goal. (Beer, 2005)

Affirmative Action

Affirmative action is a strategy functional in the USA and other countries that intends to improve career and educational chances for women and minorities by gifting them more preference in promotions, contract awards and graduate & college school admissions. followers of affirmative action uphold that it essential to restore injustices of past, in their vision generated in part by conventional shapes of actual affirmative action (such as "legacy" admissions in university) that have advantaged only fortunate privileged people.

Its critics disagree that a plan of supporting some ethnic and races factions over others not simply promotes conflict and resentments but also concedes professional and educational principles by thinking ethnicity or race prior to purpose criterion of qualifications and achievement. (Torrington, 2005)

Recruitment and Selection

Recruitment and Selection is a procedure of filling job vacancies in an organization by hiring fresh employees. It is a recurring process for most organizations since new applicants will be needed to replace those leaving. The challenge is to discover and employ people with skills, knowledge and experience which match those needed by the organization, and whose future performance will be favorable to the good of the ...