Human Resource Management: Impact of a Failed HR Policy Analysis

This essay analyzes the impact of a failed Human Resource (HR) policy within an organization, specifically addressing the detrimental effects of gender discrimination and the lack of equal opportunities. The author recounts a personal experience in an organization where these issues led to employee demotivation and turnover. The essay explores the significance of equal opportunities, highlighting how their absence can negatively affect both individual employees and the overall organizational environment. It delves into a specific case where male candidates were favored over qualified female candidates, illustrating the practical consequences of such policies. The application of rational choice theory is suggested as a means to improve HR practices, fostering a more equitable and productive workplace. The essay concludes by emphasizing the importance of addressing gender discrimination and implementing fair policies to create a supportive and inclusive environment for all employees. References from Armstrong, Bamberger, Biron, Meshoulam, and Cotton are included to support the analysis.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of the University:
Author Note:

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Introduction
Human resource management may be understood as the process by which individuals
in any organisation or company are effectively managed so as to achieve expected
organizational goals (Bamberger, Biron and Meshoulam 2014). It is processed to benefit the
business for acquiring a competitive advantage (Bamberger, Biron and Meshoulam 2014).
Thus, there are some significant drawbacks of such management policies, which may harm
the organization. Therefore, the following essay is going to be structured on the impact of a
failed strategic HR policy in an organization. The main aim of the essay is to present some
critical issues in the policy that may affect an individual along with their employees while
working in an organization. Therefore, some desired consequences and solutions needed to be
discussed so that it clarifies and justifies the failing aspect of human resource management.

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Discussion
Every small, medium and large companies are required to develop and structure its
business ventures by engaging sufficient help from the expertise by distributing effective
services to all the employees belonging to an organization regarding health and safety
measures, employment and age, equal opportunities and lastly, the relationship among the
employees (Armstrong 2014).
I have been working in an organization in Trinidad and Tobago, in Spain, from 2016
till 2019, where after facing such a situation, the ambiance became quite unfit for me to
sustain and generate enough growth in that organization. Equal opportunities were not given
to all the female candidates in my organization. In this way, it impacted all the other female
employees negatively. Half of the employees left the organization and the rest of the
employees got demotivated and still continued to adjust to the situation.
Equal opportunities are one of the vital factors that should be considered in every
organization (Armstrong 2014). Most of the companies often fail to provide equal
opportunities to all the desired candidates or employees, due to which, the position may vary
in between a male candidate and a female candidate.
Yes, it did drastically hamper the organization as well as to the desired female
employees, who deserved to be treated with the same opportunities along with distinctive
positions.
The company prepared a policy for the required post, including assistant team leader,
head of the employee department, and information technology department. It was open for all
the experienced and fresher employees who were eligible to be hired at that designated
position. Yet, gender discrimination had been recognized, where all the male candidates were
accommodated and selected for the distinctive positions. I had two years of experience in

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applying the post for the head of the employee department, but instead, a male candidate
without having enough knowledge on the subject, got selected for the post. Thus, I believe I
would have been capable enough of achieving such a position in my organization.
The rational choice theory should be implied to the organizational analysis so that the
individuals could understand the design, operations, boundaries, and coordination
mechanisms from one’s own rational action (Cotton 2011). In this way, it will help to
develop a better work culture and environment for all the employees and may deserve their
designated position in a company.

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Conclusion
In this way, it was quite hard to deal with gender discrimination or equal opportunities
while working in this competitive world. After utilizing rational choice theory, it will merely
dissolve all the issues and will enhance the policy system by considering all the desired
candidates, whether male or female.

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References
Armstrong, M., 2014. Armstrong’s handbook of human resource management practice.
Armstrong’s handbook of human resource management practice. (Chapter 40: HR policies
and Chapter 41: HR procedures), 13th ed. London: Kogan Page.
Bamberger, P., Biron, M. and Meshoulam, I., 2014. Human resource strategy: formulation,
implementation and impact. Human resource strategy (Chapter 1: Introduction), 2nd ed.
London: Routledge.
Cotton, C., 2011. CIPD Reward Conference, London, UK, May 25-26, 2011. Strategic HR
Review, 10(6).