Principles of Human Resource Management - Assignment Example

Principles of Human Resource ManagementThere are two basic defenses/exceptions to discriminatory practice allegation. The first one is the bona fide occupational qualification where a given employer could claim that a certain business practice is a bona fide occupational qualification for performing a given job. The employer could claim that a certain qualification relating to age gender religion or national origin is reasonably necessary for the normal operations of the job. The second defense is business necessity which was created by the courts such that it requires proof that there is an important business purpose for a certain discriminatory practice and therefore the practice is acceptable.

It is very difficult to prove this as the courts have made it clear that it does not encompass issues such as avoiding an inconvenience, annoyance or expense to the employer (Dessler 25-49).These practices are cover ups for discrimination and should not be used as defenses in a court of law. They are all forms of discrimination but employers hide in them so as to continue their discriminatory practices. Therefore they should be abolished. My take would be that only religion should be used as a discriminatory factor as some jobs do require people of a certain religion which might be very difficult for someone professing a different religion.

The HR scorecard is both a measurement and an evaluation system for redefining the role of HR as a strategic partner. The scorecard is an important tool because it reinforces the difference between HR do-able and the deliverables, it enables cost control and value creation, it measures leading indicators and the lagging ones to enable improvement, it measures HR contribution to strategy implementation, it provides a chance to professionals to effectively manage their strategic responsibilities and final it is a tool that encourages flexibility and change in the organization (Haridas).

The current trends in jobs are the internet jobs or work at home jobs. The reason for a move towards online jobs is first due to increased connectivity as many people can access the internet. The second reason is that most people prefer flexible schedules where they can work without the influence of the boss around them. They also can organize tasks so that it fits into their schedule so that they can work stress free. This trend is common with the young generation employees who are techno savvy and want peace of mind away from the boring office environment (Haridas).

Succession planning refers to a continuous process that identifies, assesses and develops talents so that an organization is able to keep up with changes in the marketplace and the work place. Succession planning is important because it makes ready an organization for an unexpected or undesired situation for example the death of a top leader. It also ensures that an organization has a pool of the right people now and the future. Succession planning is used to provide support of the current organizational culture so that an organization is stable in case of a void (oregon).

Personality testing refers to a process where an individual is subjected to a series of questions or standardized tasks in order to determine various aspects of the individual’s personality and his/her emotional status. I think it is important because it helps in fitting an individual into the right kind of job at the work place thus increasing productivity (oregon).I have never been to a job interview but I think what makes a good interview is the image an organization portrays to the interview before the interview and during the interview.

The organization should be prepared to interview the individual; they should not harass the individual during the process but give them a chance to express themselves about their skills and qualifications. It speaks a lot to the individual and if treated well they will carry the name of the organization high even if they are not offered a job.Works CitedDessler, Gary,. Human Resource Management. Prentice Hall, 2003, pp.25-49Haridas, Meghna,. "The HR Scorecard." 2010. HR Folks International. 06 09 2011 .oregon. "Succession Planning: 2003 ODOC Demographics." 2011. 06 09 2011 .