HRM functions shape employee behaviour Research Paper

HRM functions shape employee behavior - Research Paper ExampleEEO and Affirmative Action The federal government has been making efforts for freedom from disparity on the basis of sex, age, color, religion, nationality and disability through its Equal Employment Opportunity (EEO) mission. Affirmative action plans atomic number 18 deemed moral and social obligations to amend wrongs done in the past while also eliminating the present prepare of past discrimination. Computer technology is increasingly being employ to eliminate or reduce racist practices. The same technology increases discrimination against the disabled. In certain organizations only(prenominal) computer-based employment selection tools are used plainly the visually impaired are at a disadvantage if applications are accepted only through computer systems. It is hence absolutely essential that applicants with such(prenominal)(prenominal) disabilities are provided with alternate solution and methods to fill applica tions. Companies claim to afford policies in place which encourages them to contact the HR department in case they have been wronged but when the application procedure itself has flaws, the question of contacting the HR department does not arise. The visually impaired may have talent that goes untapped. Coates Field Service, Inc has a provision that the contractor is obliged to read out the post-horse to the visually disabled. To some extent this sounds as an affirmative action because the hiring agent would be having applications from the disabled. However, in such cases, the responsibility is passed on to the hiring agent and the organization absolves itself of accountability against discrimination. It really is difficult to ascertain the efficacy of such a method as it depends upon the selfish interests of the agent now instead of the organization. If the organization is not supportive, retentivity of disabled staff becomes a critical issue. proviso, recruitment and selectio n It has become essential to keep abreast(predicate) of changes in the labor market so that recruitment efforts are not wasted or misaligned. Planning entails assessing the future needs, aligning training with requirements, avoiding redundancies, developing a flexible workforce, and controlling staff costs. However, organizations engage in both internal and external recruitment. As far as internal recruitment is concerned, it saves costs but it also stifles creativity (Gros & Sonntag, n.d.). The same resources are shifted from one department to another. Moreover, conflicts among the employees can be expected as promotions are denied based on seniority if they are found to be lacking in skills. in a flash in this case the employee may be lacking in skills possibly because adequate training has not been provided, perhaps due to discrimination. Work-life balance and flexibility are essential to get the best out of the employees. Organizations that straits such benefits are preferred