White : Human Resource Management - Research Paper Example

ID Lecturer White Paper Case Study in Human Resource Management The human resource management laws remain significant towards an organization as has been witnessed over a period of time. This is the reason why many topics like sexual harassment, wage and salary legislation, recruitment, interviewing, affirmative action, equal employment opportunity and management of international employees are covered under the aegis of the human resource management domains. Each of these topics is covered in detail in the following paragraphs. Sexual harassment is a serious deterrence towards creating a professional bond within any organization of the world. When some employees are treated shabbily based on their gender or when they are misrepresented due to their minority role within the organization, then the subject of sexual harassment comes to the fore. This has been much debated upon and its repercussions are quite strange to state the least. It is a given that sexual harassment is mostly reported by women because they are the ones who feel left out under certain situations. Either they are being given a tough and torrid time by their employers or their peers are creating all sorts of problems for them. The need is to understand where to draw the line and forbid the harassing individuals from what they are undertaking within the realms of an organization. Wage and salary legislation is another important consideration of the human resource management regimes. This is because there are some employees who are being paid well but others do not feel that they are suitably placed within the wage scenarios. The manner in which these wage and salary legislations are being discussed in the time and age of today is something that creates a divide amongst the people, and which essentially is the basis of illogical dispositions at the workplace. Some employees feel that they have been hard done by while others are being paid extravagantly even though they are doing the same amount of work or even working lesser on certain occasions (Kamoche, 1991). Recruitment measures within an organization remain quintessential because old employees need to be replaced with the new ones and this requires a formal process. The new recruits need to be told exactly about the rules and procedures of the organization, and the manner in which they need to carry out their respective chores. Further, they must also be told about the kind of environment that they need to create within the organization which inculcates harmony and camaraderie across the board. Recruitment is therefore an inherent process which brings together people from different walks of life to a single platform, which indeed is this organization where they will work, eat and drink together. There would be good times as well as bad, but the bottom line remains that they need to enjoy their time at the workplace. On the same token, interviewing is a very essential aspect of the recruitment process. The need for the human resource management domains is to make sure that interviewing takes place in a very formal way and that the candidates know the etiquette of interviews before they are ready for such measures. Both the interviewer and the interviewee should be focused towards the position that is to be filled within the organization and hence concerted efforts are required in essence on their part. Interviewing is therefore an act that brings the new candidates in close connection with the organizational employees. They find out where they can be adjusted and what kind of changes they need to bring within them so that they could contribute towards the workplace environment. Within an organizational setting, the role of affirmative action is of paramount significance. What this implies is the need to understand that a sense of optimism always works wonders for the sake of its employees, the freshly hired and the ones who are creating such a change, i.e. the human resource management entity (Lepak, 2006). The role of the senior management is of utmost essence because they are the ones who devise such a change in the first place. Without their input, nothing would materialize and it is only important that they manifest their due role in a quantifiable manner. The affirmative action is therefore a good enough indication of how well things would shape up within an organization and what this business enterprise would achieve with a positive mindset, one that is geared to rake in results that a far reaching outcome in entirety. Similarly, equal employment opportunity within any organization brings the employees on to the same level. They think, act and perceive things based on a given premise – one which ensures harmony and balance across the board. It also brings about success for the sake of the people who are looking for the balancing act as far as their pertinent employment domains are concerned. The equal employment opportunity is therefore a significant aspect of the human resource management module because it brings all the employees on a single footing and gives them the room to understand that the organization cares about them and wants to provide them equal chances of being successful. The role of the employees under such a scenario is an important one because they have to realize where they might go wrong in comprehending the equal employment opportunity and where they can rake in value for the organization in the long term settings. Lastly, managing the international employees is a collective effort on the part of the organization because it provides them room for growth and development in an international context. It helps them to find new pathways globally so that their success could be envisaged in a proper way. The international employees explore new routes where they can progress ahead and determine issues of a magnanimous effect. It allows them exposure towards new dimensions and zones, which would not have been possible elsewhere (Aghazadeh, 2003). In the end, it would be adequately sound to suggest that these aspects of the human resource management essentially are deemed as very beneficial towards gaining its understanding. One must do his best to get acquainted with such norms to bring in success in the long run scheme of things. References Aghazadeh, S., 2003. The future of human resource management. Work Study, 52(4) Kamoche, K., 1991. Human Resource Management: A Multiparadigmatic Analysis. Personnel Review, 20(4) Lepak, D., 2006. A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. Research in Personnel and Human Resources Management, 25 Read More