Human Resource Policies: Equal Employment Opportunities - Term Paper Example

Human Resource Management and Culture Human Resource (HR) policies alignment with business strategy In today’s dynamic and ever changing environment, organizations have to ensure that they have well-integrated business strategies that take account of all potential and existing obstacles being faced by them such as economic downturn, technological advancements, changing consumer demands, workforce diversity, managing diversity in organization’s culture and many more. Human Resource (HR) department has changed its role in the organizations from simply performing administrative tasks to developing competent and well-skilled workforce that contributes to organization’s efficient and consistently improved performance (Righeimer, 2004). According to Afroz (2010), HR policies need to be aligned with business strategy because they are the key elements that create positive work environment in workplaces. For instance, culture that ensures there is equality between men and women is evident from the policies that are prevailing in organizations such as equal pay systems for same designations, similar rewards for employees on achieving desired goals regardless of gender, fringe benefits given in accordance with job and etc.; hence, organization’s culture along with HR policies is the main determinant of equality among men and women. Strategic plans for any organization can be implemented properly if employees’ participation is encouraged or HR policies are designed keeping in mind the needs and demands of them. If employees are not motivated or feel that they are being treated fairly, then they will show their resistance in the form of decreased productivity which will hamper organization’s performance and goals will not be achieved; as a result, business strategy will be unsuccessful. Therefore, it is important that there is proper alignment between strategic planning and HR activities and it can be done with the help of HR department. HR role has to be expanded so that it focuses on ways in which it can support an organization in strategic planning and its appropriate implementation. When HR employees competencies are enhanced, department’s credibility will increase and also be integrated into the strategic role (Berg, 2010). It is important that top management also realizes importance of HR resources that how they are making valuable contributions in improved performance of their business entity. Hence, HR is ideal for leveraging any organization’s workforce that will implement its strategic plans and assist in successful and effective implementation of its strategy. Hiring and Promoting Women in organization Like men, women employees are important for organizations as they have different perceptions about managing business activities and they definitely help them in achieving their business goals and objectives. In the last couple of years, the number of female employees has increased drastically and policies have been changed to ensure that there is equality among workforce and women are not deprived of their rights (Ransom, 2006). The biggest advantage of having women as employees are that there is discipline in organizations and business activities are conducted in a proper and strategic way. In addition to having a positive work atmosphere, involving women in business decision making has helped various organizations to achieve success in a short span of time. According to McKinsey (2010), women’s work capabilities are totally different from men and they differ in terms of managing business activities, compliance with rules and regulations and critical thinking in business decisions. Since women tend to abide by organizational policies more than men, the organization’s culture is disciplined and every business activity is properly managed. Along with these aspects, women do a lot of analysis and thinking when involved in any decision making process and they prefer to evaluate every option from all critical aspects so that resources are efficiently allocated and organization is able to earn proper return on its investment. Women as employees are important for every business and they need to ensure that they have appropriate number of them within their work environment so that it can follow its business strategy properly. Recruitment and retention plan for female employees In order to make sure that workplace environment supports effective recruitment and retention of female employees, its culture needs to incorporate all the characteristics that will help women take the organization in the right direction. It has been found that organizations that have appropriate workforce, that has both men and women are able to prosper more effectively as each gender has different perceptions about conducting business activities. Both genders have unique capabilities that bring new and innovative ideas within the organization that help it to make effective decisions. Some of the characteristics that are crucial for any organization to attract and retain women with skills and competencies that will help it to enhance its performance comprise of development of cultural norms and values for supporting positive relations in between men and women; avoidance of stereotyping about roles and occupations for men and women; work conditions such as work schedules, titles of jobs and physical environment must be beneficial for both men and women; ensuring that there are more than 30% employees as women within the organization; provide ample opportunities for advancement in their careers and ensuring that there is reduction in unimportant stressful factors such as sexual harassment and family-work conflict (Linge, VanRensburg & Sikalieh, 2010). Obstacles in managing diversity in organization culture In organizations, managing diversity in the form of various genders, races, religions, ethical backgrounds is very crucial and it is important that HR policies are designed considering the workforce that is employed for achieving organization’s goals. In order to manage diversity, there are many problems that need to be addressed but major three obstacles that will be encountered frequently are as follows: 1. Lack of top management support includes women in their workforce. It is possible that top management might not recruit approbation number of women for its business activities and as a result, inequality can prevail in the organization. 2. Jobs and tasks are assigned by stereotyping about men and women. For instance, a manager level position may not be given to a woman as she will not be able to work overtime or she will have to manage her home as well and only secretarial jobs are suited for women. 3. Creating problems for women to make career progression either by not giving them job opportunities for promotion or not highlighting their achievements or fear of work-family conflict will cause decreased productivity of organization. Hence, every organization needs to identify the obstacles that can hamper creation of a diverse environment in its workplace and ensuring that these obstacles are eradicated so that work environment is positive for the entire workforce. Recommendations for improving visibility of female employees Similarly, it is important for organizations to improve visibility of female employees so that they can view their progressions in their careers (Linge, VanRensburg, & Sikalieh, 2010). In order to improve visibility of female employees in organizations, following are the two recommendations: 1. It needs to design and implement programs that will encourage women’s participation in social events i.e. they need to be seen at social functions, play effective roles in professional associations and develop powerful friends which means development of effective networks. HR department will have to develop policies that will mandate women employees to build strong networks. 2. HR needs to design policies that will help women to keep a balance between family life and work responsibilities. For instance, HR can provide child care facilities, child education compensation, medical expenses concession, transportation facility, spouse relocation in case of transfer and etc. Conclusion Considering changes happening worldwide, organization has to ensure that its workforce is diverse and HR policies are developed in accordance with the business strategy. HR department has to make sure that equal employment opportunities are given to both men and women, work culture supports progression of both genders by developing women friendly policies and women’s employment needs to be made visible so that they are motivated to work efficiently for the organization. References Afroz, M. (2010). Effect of organizational governance on women’s participation in decision-making. Retrieved August 23, 2012 from http://mppg-nsu.org/attachments/119_Maksuda_Women's%20participation%20in%20decision-making.pdf Berg, E. (2010). Women, Employment and Organizations – By Judith Glover and Jill Kirton. Gender, Work & Organization, 17, 113-115.  Linge, T.K., VanRensburg, W. & Sikalieh, D. (2010). The role of visibility and career advancement of women in Kenya. The Journal of Language, Technology and Entrepreneurship in Africa, 2(1), 351-359. McKinsey (2010). Women at the top of organizations: Making it happen. Retrieved August 23, 2012 from http://www.mckinsey.com/locations/swiss/news_publications/pdf/women_matter_2010_4.pdf Ransom, P. (2006). Assessing empowerment: the role of women's organizations in global negotiations for Persistent Organic Pollutants. Women Health, 44(1), 43-60. Righeimer, J.P. (2004). Aligning Human Resources and Strategic Plans. Retrieved August 23, 2012 from http://www.maverickec.com/index_files/Aligning%20HR%20Strategy%20epulse.pdf Read More