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Fundamentals of Human Resource Management Strategic HR Management

   

Added on  2021-04-17

11 Pages3531 Words230 Views
Fundamentals of Human Resource Management

Strategic human resource management implies proactive management of the personnelworking in the organization. It can be further explained as the process of hiring, discipline,and payroll (Hendry, 2012). It also involves working with staff in a cooperative manner toincrease retention, improvise the quality of the work practice and maximise thereciprocated benefit of employment for both the parties involved; employees and theemployer.There are many problems faced by workers in the workplace such as interpersonal conflicts,gossiping, harassment, discrimination, performance issues, communication problems, lowmotivation and other related problems. Currently, sexual harassment is one of the majorissues faced by women at their workplace. Almost 95% of the women has fall victim ofsexual harassment at their workplace. Sexual harassment can be explained as the uninvitedsexual advances, appeals for sexual favours and other vocal or physical behaviour of asexual nature (Australian Human Rights Commission, 2018). For example, in the companyUber; a former engineer of the company named Susan Flower had faced sexual harassmentmany times by the managers of HR departments. This is the reason that she describes thecompany as incomplete and unkind as no action has been taken by the company toeradicate this issue. Therefore women employees do not feel safe to work in this kind oforganization (Kenneth, Winkler and Daniel, 2014).There are many theories by which problems at work place can be solved such as root causeanalysis and method of Kepner and Tregoe. Root Cause analysis can be defined as theanalysis which aims at eradicating the main root of the problem. It includes some stepswhich ultimately help in solving the problem as it is backward looking detective work. Thesteps are problem definition, task analysis, change analysis, control barrier analysis, conductinterviews, and determine root causes, recommend corrective actions and reportconclusions. These steps are helps in destroy the main root of the problem. The othermethod of Kepner and Tregoe can be explained as the method which helps in analysing thestate of the problem (Storey, 2007). It also aims at solving the problem by proper analysingthe cause of its generation. These problem solving methods helps in solving many problemsat work place for example, decrease in sales, decrease in profits, decrease in demand of theproducts and services of the organization (Ullman, 2010). The theory called Root Causeanalysis has been very helpful in case of problem like decrease in sales. This analysis checks

the depth of the problem and finds main point of error from where the problem has beengenerated. There are also several policies followed by human resource managers to prevent womenfrom sexual harassment. Written policy regarding sexual harassment is the key aspect ofprevention of women employees from harassment. The policy should make clear that sexualharassment will not be endured under any conditions. Many of the employers includesinformation regarding sexual annoyance into a general workplace annoyance whichconsiders other types of illegal harassment for example, disability, sexual preference,harassment on the grounds of race or age (Koritsas, Coles and Boyle, 2008). On the otherhand there are employers who decide that there should be stand-alone policy of sexualharassment. Therefore if sexual harassment problem is very common in the organizationsthen both the options are right and can be included in the policy. In anyways, it depends onemployers what they want to include in the policy. In case of general policy, the termsregarding sexual harassment and the types of sexual harassment are to be clearly defined.In case the policy is extremely broad then its influence and clarity may be compromised(Hall, and Moorhead, 2011). Guidelines for employers are that they should officiallyintroduce the policy of sexual harassment among full staff. The policy should be endorsed bythe chief executive or senior executive and they should make sure that all the employeesmust follow the policy. The written policy should be mailed to every employee working inthe organization (Einarsen, Hoel, Zapf and Cooper, 2010). The employers should provide thepolicy to newly recruited people as a usual part of orientation. The copy of the policy shouldbe displayed on the main notice board and also be included in the orientation manuals ofthe organization. In order to sustain the policy in organizational environment, employersshould take signature from the employees on copy of a policy so that the policy getsacknowledgement by every employee working in the organization. There are many functions which have been performed by human resource manager in anorganization such as knowledge of laws, manage HR department, employee relations andmaintaining good working conditions. The HR manager should have all the knowledgeregarding laws set by the organization. By considering these functions it can be said that it isthe duty of HR manager to maintain the good working conditions in the organization. Aswomen employees in the organization usually faced many challenges such as unequal pay

and sexual harassment (Schneider, Swan and Fitzgerald, 2009). Sexual harassment can befound in many different forms such as obvious or indirect, repeated or one-off, physical orverbal and enacted by men and women against individuals of the same or opposite sex.Sexual harassment involves staring or leering, undesirable touching, suggestive commentjokes, insults or taunts related to sexual nature, presenting posters, magazines or screensavers related with sexual nature, sending vulgar text messages and emails and others.Australian organizations adhere to some rules according to which there are somecircumstances under which sexual harassment is unlawful. According to the Act of Sex Discrimination, it is unlawful when a person sexually harassesthe other person in the areas such as employment, education and accommodation.Whether it is a small or large business, the employer must take the steps to prevent theemployees from sexual harassment (Victorian equal opportunities and human rightscommission, 2018). This further implies that the employer should proactively implementpreventive measures to decrease the threat of sexual harassment. The employer shouldtake instant action when harassment does occur. According to the Act of Sex Discrimination,a proprietor is responsible for sexual harassment if the proprietor has not taken thenecessary steps to inhibit the sexual harassment in the organization. The Act of SexDiscrimination has not defined the actual steps involved in preventing sexual harassment asit depends on the nature and size of the business (McLaughlin, Uggen and Blackstone,2012). It is not necessary that steps which are reasonable for large organization arereasonable for small organization also. Therefore the employer should decide the steps byconsidering the nature and size of the business which includes the following points. In case of large organizations, the employer should conduct formal information sessions andsome training sessions to create awareness among employees regarding the policy of sexualharassment. In case of small business organizations, the employer should make copies tomake sure that every employee gets to know about the policy being followed in theorganization (Storey, 2009).In case of large organization, it also depends on the availability of resources in theorganization. It might possible for the large organizations to send each and every employeefor the training regarding sexual harassment but in case of small organizations there are

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