Equal Employment Opportunity in Human Resource Management
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Added on 2023/02/03
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This presentation discusses the concept of equal employment opportunity in human resource management, including its importance, issues and challenges, anti-discrimination employment laws, and recommendations to reduce barriers to equal employment opportunity.
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HUMAN RESOURCE MANAGEMENT
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INTRODUCTION Human resource management is department of business enterprise that considers the following things as hiring, managing and firing the staff. It is one of the effective things that puts major consideration over function of people that ensures best work practice. The present report is based on the HR issue as Equal employment opportunity. This can be termed out as hiring, firing, promoting and treating employees without any discrimination. It is illegal for employee to make discrimination against things as are race, age, gender, colour sex, religion and national origin.
WHAT IS EQUAL EMPLOYMENT OPPORTUNITY The one of the main principle of equal opportunity is in relationtoeducation,employment,advancement,benefits, resource distribution and all other areas are needed to be considered. In this, treating all employees and applicants for employment equally without making discrimination in terms of sex, race and religion etc. The inequality in working opportunities creates the negative working environment and organisation finds its difficult in terms to achieve desire goals.
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Issues & challenges to equal opportunity There are number of factors in which entity is facing issues and there is need to improve opportunity in workplace so that there can be creation ofrecruitmentandretentionpoliciesinworkplace.Furthermore,the employees are facing discrimination and in this way they are facing issuesintermsequalemploymentopportunityandthishasbeen presented in below context manner as are- Age discrimination-It is kind of practice that should be specifically protected by the law. There are employees who are receiving the same benefits regardless of age. There must be equal opportunity to the younger and older worker to the firm. Unequalpay-Transparencyiscorevalueofmanycompaniesand there are number of wages discrimination to employees. The unequal pay to employees creates major distraction among the mind of the individuals.There should be equal pay rate between man and women.
CONTINUE... Religious discrimination-It is not right to make discrimination on the basis of individualreligiouscustoms.Thecompanyshouldreasonablyaccommodateam employee religious belief. It is essential to maintain positivity at the workplace. Gender discrimination-In salary of the men and women of same qualifications, responsibility skill, level and position employers are forbidden on basis of gender. There must be equalize pay between men and women. Pregnancy based discrimination-In this, it can be said that the pregnancy based discrimination is illegal. Thus, HR of the firm should handle the pregnancy related matter in the same way that can be handle a temporary illness or other non permanent condition. Hostile work environment-This is must be created at time when harassment and discrimination interferes with the performance of employers and work performance. It creates difficult or offensive work environment for an employee or group of employees.
ANTI DISCRIMINATION EMPLOYMENT LAWS There are so many laws and this all are created in terms to prevent the privilege of employment discrimination. These are all framed in order to promote equal opportunities to the employees and it has been defined in below presented manner as are- Sex Discrimination Act 1975-It prohibits discrimination on the basis of ground of sex, marital, status, gender reassignment in field of employment, education and provision of good and services. The race relations 1976-It is amended by the race relations and regulations 2003 and this all prohibits discrimination on the basis of colour, ethnic, national origin in the fields of employment. The disability discrimination Act 1995-It deals with the discrimination on the grounds of disability in employment, education and access to good facilities, services and premises. There must be removal of small employers exemptions.
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Recommendation to reduce barrier to equal employment opportunity On the basis of above thing there are number of ways to in terms to bring systematic equal employment opportunities and it has defined in following manner as are- It is imperative to train all interviewers and managers to be familiar with discrimination laws. The meeting between the manager and current employee are needed to be constructed in terms as discriminating will not be approached. The HR should direct as to put major consideration over core values, beliefs and perceived strength so it can motivate the people to succeed. The human resource manager should not make any difference between pay on the basis of pay to male and female workers. The commission motivates the employerstolookbeyondtotheminimumlegalrequirementsofequal opportunity laws.
CONTINUED... The employee can feel low, unworthy or less important than others. This kind of thing can make the employees feel distracted and it can be barrier to the personal growth of the employees. It can create the issue and it can also leads to negative through and creating issues in terms to maintain the things in adequate manner. Ensure employees to be aware and continue to be aware about the policiesandproceduresinrelationtothediscriminationand harassmentand it is inclusive of allegation of discrimination and harassment. The employer of the enterprise should should develop separate or enhanced program for supervisory and managerial employees.
CONCLUSION From the above report it can be concluded that human resource management plays the essential role in terms to bring systematic arrangement to the enterprise. ThepresentreportisbasedonEqualemployment opportunities in terms to meet out the objective of the enterprise. The report has covered the various things asdiscrimination,Antipoliciesdiscriminationand recommendation to improve it.
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REFERENCES Zafar, A., Memon, A. and Khan, M.N., 2018. Implication of HR components on Employee Performance: A comparative analysis of Public & Private Sector employees. Pakistan Administrative Review, 2(2), pp.223-232. Warner, M., 2018. Human resource management revisited. Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review.InHumanResourceManagement(pp.49-73). Routledge.