The paper 'Equal Employment Opportunity ' is a great example of a Management Case Study. Human resource management is a strategic and coherent approach to the management of an organization's most valued asset. That is its employees who individually and collectively contribute to the achievement of its goals and objectives. It is therefore the process that consists of acquisition, development, motivation, and maintenance of human resources. HRM's main focus is to deal with individual-related issues such as hiring, training, recruitment, performance management, employee motivation, safety, and compensation. The Human Resource Management aims at creating a climate of harmony, productivity, and trust between the employer and the employee.
However, its main function is to increase the effectiveness and contribution of employees, in the attainment of goals and objectives set by the organization. To achieve this main function, HR managers must consider the following areas of HRM (Sumner, 2005). Equal Employment Opportunity (EEO) and Affirmative Action Equal Employment Opportunity (EEO) refers to the employment practices that prohibit discrimination on the basis of sex, religion, race, color, physical or mental ability, age, and national origin. EEO ensures that all applicants whether male or female regardless of their race, have a fair opportunity in the hiring process, promotion, and equal access to training.
In all hiring situations, human resource managers should employ EEO practices for every vacancy that is being filled. On the other hand, Affirmative action is a remedy that tries to address past discrimination practices. It overcomes the effects of actions done in the past or present and all barriers to EEO. Affirmative action programs promote fairness and ensure equal employment opportunity. The two collaborate with the HRM to increase the efficiency of employees in the attainment of their organizational goals.
This is done by encouraging and attracting underutilized individuals with disabilities and minorities (Mathis & Jackson, 2007). Human resources planning This is the process by which the management of a company ensures that it has the right staff to do the job. It involves analyzing and identifying the need for and the availability of human resources so that the organization can meet its objectives. HRP addresses the needs of human resources both in quantities and qualitative.
That is, the management strives to have and maintain the right number and the right kind of people at the right places and at the right time. HRP aims at attracting and retaining the required number of people with the right skills and competencies. It also helps to anticipate the problems of surpluses or deficits of manpower. Through HRP, management can improve the utilization of people by introducing more flexible systems of work. The process of human resource planning involves; deciding the goals of the organization, estimating future organizational manpower requirements, auditing human resources, job descriptions, and development of human resource plans.
HRP helps the HRM to achieve its primary function by providing the right number and quality of personnel. Through the availability of enough and competent staff, HRM is able to easily attain its goals and objectives (Mathis & Jackson, 2007).
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