Equal Opportunities in Human Resource Management - Essay Example

? of the of the Number Human Resource Management Table of Contents Human Resource Management and Human Resource 3 Principles of Equal Opportunities 4 Job Specification of a Junior Sales Person 6 Job Advertisement 8 Outline Script for a Job Interview 9 Works Cited 11 Human Resource Management and Human Resource Human Resource Management is a comparatively new approach in the area of people management. People are considered to be the most important resource in any organisation. Since people working in an organisation form an integral part, their acquisition, enhancement of skills, motivation for promotion and other higher attainments are all considered to be significant activities. Human resource management looks after all these activities. HRM can be considered as a process which involves four main duties. These include acquisition, motivation, development and overall maintenance of the human resource of an organisation. HRM can be considered as that branch of management which is responsible for maintaining relationships among the employees and the organisation. The nature of HRM varies widely and depends on its role in the organisation. HRM is an inherent part of an organisation. From broader perspective, this role is followed by almost all members of an organisation rather than only the department for personnel management. The function of human resource management is pervasive. It has to be performed by managers at all levels and it is not limited to only one department or group. It permeates to each and every department of an organisation regardless of the category and function. Major activities of this department include manpower planning, placement, employment, compensation and appraisal and training of the employees. HRM is a continuous process which is present at every stage of the organisation. The fundamental objective of human resource management is contributing to the goals of the business and organisation. The department functions by ensuring efficient utilisation of the human resource and also increasing the potential of the people in the organisation so that they can fully utilise the resources of the organisation (Maloney). HRM functions can be categorised as managerial and operative functions. The managerial functions include planning, organising, controlling and directing. On the other hand, operative functions include activities such as procurement and development of function, providing compensation and benefits to them, record keeping and maintenance of good industrial relations. The structure of human resource management in UK is very strict. Most of the organisations in UK, have highly delegated HRM departments which looks after the organisation. As early as from the 1980s, the centre has effectively delegated the responsibility of HRM to various agencies and department. This suit has been followed by a majority of public sector organisations in the UK. Big organisations and most of the private sectors are now focussing on maintaining their own HRM department. Human resource management is most evident in the health care sector in UK while local authorities and smaller groups do not have any proper human resource management format. The basic difference between human resource and human resource management is that human resource consists of a group of individuals who constitute the workforce of a business, organisation or an economy; they are tangible assets of an organisation. On the other hand, human resource management includes management of these assets for the best utilisation of the resources of a business or organisation. Principles of Equal Opportunities Equal opportunity in employment refers to equal rights in the field of jobs, services and benefits to all individuals, employees and perspective employees in an organisation (Equal Opportunity). Equal employment opportunity is determined to provide equal and fair outcomes in almost all employment areas which include functions such as selection, recruitment, information access, management and supervision. The principles of equal employment opportunity includes Fair practices in the organisation Unbiased management decisions Respect and recognition for the cultural and social background of all individuals working in an organisation Fair practices in employment which induces staff satisfaction, job commitment and quality service delivery to the clients and customers Improving productivity of an individual by providing fair promotions and recruitment. Retention of skilled and efficient staffs Development and training of employees for the purpose of providing better satisfaction to customers as well as employees Efficient workplace which is free of discrimination and harassment Equal opportunities act was revised in the year 2010. This opportunity protects individuals from discrimination based on their individual or personal attributes and providing redressal to the individuals who have been discriminated. The act also aims to eliminate discriminations, victimisation and sexual harassment as much as possible. Discriminations can be defined as unfavourable and unwanted treatment of an individual in their public life, due to one or more of their individual attributes. These can be age, race, sex or disability (Department of education and early childhood education). Discrimination can be direct or indirect and the equal opportunities act covers both indirect and direct discrimination. The employment opportunity act of 2010 has provided the commission with powers through which the commission can carry out investigation into any kind of discrimination occurring in the place. Systemic discrimination can be described as structural, entrenched or institutional behavioural pattern that affect an individual or a group of people. The commission may probe an investigation through which it can decide on the possibility of a contravention in the act. In such circumstances the commission has the authority to address the issue and work for the elimination of the possible cause of discrimination. Payne is a European security company which follows the strict guidelines of equal opportunities act. The major objective of the selection and recruitment policy of Payne is ensuring the selection of most capable individual for the job. During the recruitment process, no job applicant or employee is unfairly treated on any grounds such as colour, race, nationality, religion, sex, ethnic group, marital status, age, social background or disability. The organisation is committed to promote equal opportunities and develop positive policies in the organisation. The company also commits to a policy that provides equal opportunity to disabled workers. These principles are applicable in all conditions in workplace including areas such as pay, working hours, holidays, shift working and overtime, sick pay, work allocations, recruitment, promotions, training, pensions and redundancy. The managing director of the company is responsible for the overall development of the policy but employees are time and again reminded of this policy. This helps in creating a stress free environment where employees are confident about a fair treatment in terms of salary, promotion and growth opportunities, irrespective of their social and cultural background. Recruitment and selection policies All activities of recruitment and selection in Payne are based on equal employment opportunities act (Payne). It focuses on objectivity and fairness of the process. All applicants are treated fairly regardless of race, marital status, age, ethnic background, religion or disability. The recruitment and selection process of Payne are constructed to comply with the relevant code of laws and practices and appropriate legislation. The company values diversity and accepts applications from all groups in the society. In case of unavoidable personal circumstances of an individual, the company is supportive in providing flexible working environment wherever possible. Managers are provided with training in the selection and recruitment process so that they are made aware of the obligations and rules of the equal employment opportunities act. Job description is drafted in such a way that is non-discriminatory and objective. The internal candidates are also open to the job vacancies wherever possible. All applicants are given access to information which is comprehensive and enables the candidates to increase their competency and knowledge about the open position. The selection process to access the suitable candidates will be fair and objective. Finally, the effectiveness of the selection and recruitment policies will be monitored especially in relation to equal opportunities. Job Specification of a Junior Sales Person A job specification includes the details of job requirements, person requirements and qualifications of the candidate. (Job profiles). Job Duties Develops, establishes and maintains business relationships with current as well as prospective customers in the assigned market segment or territory. Generates new business for the organisation by capturing new clients. Research of sources for developing new clients as well as generating information about the potential of these prospective clients. Developing effective and clear written proposals or quotations for the present and prospective clients Resolving customer complaints and issues Coordinating with the marketing, account, logistics and management team to increase the sales effort. Analysing the territory or the market and finding out the potential of the present and prospective client’s value to the company. Managing and creating a customer value plan for existing as well as prospective customers and clients, highlighting their profile, share in the company and estimate their overall value to the organisation. Requirements Professional, dynamic and creative presence and ability to communication with managers at all levels Excellent verbal and written skills Strong interpersonal skills Time management and ability to manage multiple tasks at a time Should be able to work with team as well as independently Excellent negotiation skills and successfully closing the deals Experience Minimum one year experience in similar field or related industry Experience in client handling and sales pitch Knowledge of MS Excel and spreadsheet Experience in making presentations Qualifications Graduate with minimum 60 percent marks Academic first class Job Advertisement Job Title Junior Sales Person Location London, UK Position type Full time Salary 11,000- 15,000 Euros per year. Job Description Develop, establish and maintain business relationships with current as well as prospective customers in the assigned market segment or territory. Maintain and manage existing as well as prospective customers Work with the sales team for successful sales outcomes Develop effective and clear written proposals or quotations for the present and prospective clients Generates new business for the organisation by capturing new clients Person description Highly motivated, professionally driven and focussed on target achievement. Team player with a flexible approach. How to Apply Mail your resume at hr_biotech@gmail.com or call at 06255-6761166. Outline Script for a Job Interview The script for job interview will contain probable questions and enquiries to be asked from a candidate (EducationsScotland). The aim is to determine the capability of the candidate and weather the candidate has the right skills for the required job (Florida Department of Education). The probable questions are; Questions about the Candidate Tell me something about yourself not written in your resume? Take me through your educational background. Why are you interested in this position? Why did you leave your last job/ why do you want to change your job? Tell me three of your strengths and weaknesses and explain a situation where you had to deal with them in each case. What have your achievements been to date? Tell me a problem which occurred in your workplace and you solved it by using your skills and abilities. Tell me about the most time consuming and difficult sales you have made. Communications Skills How important is listening in an effective communication? What are the characteristics of a good listener? How important is communication while giving a sales pitch? Explain with an example. Technical Skills Gives a sales pitch for an existing/ new customer? How will you handle a disgruntled customer? What do you know about channel management/ distribution/ invoicing/ secondary sales force? What do you know about the company? What are primary/ secondary/ tertiary sales? What are the statistical tools you have worked? Works Cited “Equal Opportunity, Discrimination and Harassment”. Education. Department of education and early childhood education, Nov 1 (2012). PDF File. EducationsScotland. “ Skillsmart Retail”. EducationsScotland. n. d. PDF file. “Equal Opportunity.” Justice. State of Victoria, May 17 (2013). Web. 16 May. 2013 Fldoe. “Module: Job Search”. Florida Department of Education. 2013. PDF file. “Job profiles.” National Career Service. National Career Service. Department for Business, Innovation and Skills, n. d. Web. 16 May.2013. Maloney, Thomas R. “Employee Recruitment and Selection: How to Hire the Right People.” Uvm. University of Vermont. 2013. PDF file. “Mock Job Interview Activity”. Dli.mt. Research and Analysis Bureau. 2013. PDF file. “Recruitment and Selection Policy”. Payne. Carrier Corporation. 2013. PDF file. Read More