Lecture 4 (Ch:4) – HRM

From the desk of Teacher

Sir Akhter Hasan (Lecturer)
Business studies & research

This chapter in fact describe:

Q: (HOW EQUAL EMPLOYMENT LAWS AFECTS MANAGERS AND HR
FUNCTIONS?)
Specifically, EEO laws have a broad impact on the practice of HR management.
The challenge of equal employment gives HR professionals more visibility and
power within their organizations.
Affirmative actions plan may lead the HR department; to take actions that
employees and managers do not like which is a serious issue. For example, hiring
and promoting a qualifiable worker rather than qualified ones. Affirmative actions
refer to employers efforts to rectify the result of past discrimination. They are
written systemic plans that outline goal sharing, training, promoting, and
compensating.
Under equal employment perspective, one way to minimize disruption. It is to
consider its impact on other HR activities:
 HR plans must reflect the organization affirmative action goals.
 Recruiting must be done with respect of discrimination.
 Use valid screening devices in selection of applicants.
 Without discrimination ensure TRG & DEVELOPMENT opportunities.
 PA must be free of biases.
 Compensation programs must be based on skills and performance.