The Ins and Outs of Human Resource Management

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The Ins and Outs of Human Resource Management
Jasmine Crockett
BUS303: Human Resources Management
Professor Freeborough
August 27, 2012

Human Resource Management (HRM) is comprised of many different components. The way an organization chooses to use their resources for all their different departments is all part of HRM. Since every organization is different, having different requirements and expectations, not every HRM process is going to be the same. The areas in which this paper will focus on are Equal Employment Opportunity (EEO) and the Commission (EEOC) which governs the EEO regulation, human resource planning, recruitment and selection, compensation and benefits, safety and health, employee labor relations, and human resources development. Through all the differences that set organizations apart from each other, the HRM process is the common bond that is the backbone of all organizations regardless of their purpose. Equal Employment Opportunity, EEO, came into view from three developmental changes (1) changes in societal values; (2) the economic status of women and minorities; and (3) the emerging role of government regulation (Ivancevich, 2010). Since the early 1960’s American values have undergone immense changes in society. To some it was not that long ago when one lone African American woman stood her ground on a Montgomery bus that started a movement that would forever change America. The Equal Employment Opportunity Commission was brought to life in the beginning of the historic Civil Rights Act of 1964. July 2, 1965 was the official start of the EEOC. With this monumental step towards equality, more women and minorities were allowed to apply for jobs that were usually held by Caucasian males.

Due to the unfair opportunities that were afforded to minorities, their economic status was substantially less when compared to the majority. The average income of an African American high school graduate was lower than the average income of a white elementary school graduate (Ivancevich, 2010, p.67). These figures alone warranted the need for a program, like the EEO. Through the EEOC the enforcement of fair and just regulations were to limit discrepancies like these as well as those with unfair intentions. Organizations are required to adhere to regulations set forth by the EEOC. Many organizations devote a complete department to handle all of the regulations, and although costly, they fall into a very important part of the HRM process and therefore, worth their investment.

The main priority of the EEO is to protect against discrimination. The EEO programs were not just to protect African Americans or other minority races, against discrimination but, discrimination against age, national origin, religion, disability, sex or sexual orientation. A considerable amount of fines could be given to an organization that chooses to disregard the regulations put in place by the EEOC. Although a costly program for some organizations, the EEOC, in the long run it is better than having law suits brought against them for sexual harassment or to have their reputation tarnished by discrimination. The EEO program has also made it possible for some great people to do great things, and had it not been for EEO, they may have not been given the chance.

In order for an organization to produce excellent products or services, the organization needs to have a recruitment process in place that will attract candidates that will yield positive results. A well-functioning recruiting process will show a direct effect on the types of characters who apply for positions, as well as their many differences. The recruiting process translates environmental scans and labor market analysis externally and internally to attract compatible talent. Linking recruitment to the strategic HRM process is critical to the success of the organization: It ensures that the recruitment process is aligned with organizational strategies (Youssef,...
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