Types of Discrimination Direct discrimination Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have or because they associate with someone who has a protected characteristic Indirect discrimination Indirect discrimination can occur when you have a condition, rule, policy or even a practice that applies to everyone but particularly disadvantages people who share a protected characteristic. Indirect discrimination can be justified if you can show that you acted reasonably in managing your business, i. A legitimate aim might be any lawful decision you make in running your business or organisation, but if there is a discriminatory effect, the sole aim of reducing costs is likely to be unlawful. Discrimination by association This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.
Strategic Human Resource planning Introduction: Human resource planning has become the back bone of a profitable organisation.
In this new age all the successful organisations do understand the importance of human resource planning.
To understand HR planning it is said that It is the process by which management ensures that it has the right plan or strategy for there human resources. The purpose of human resource planning is to assist an organization to meet strategic goals by attracting, and maintaining workforce and also to administer them successfully.
Basically the human resource planning assists organization to attract, recruit and retain the work force by keeping the overall goal, organisational working practice or culture and the legal requirements in mind. According to Miller, the key word here perhaps is "fit", i.
Strategic HRM can be regarded as a common approach to the strategic management of human resources in unity with the intentions of the establishment on the future path it wants to take. It is concerned with longer-term people issues and macro-concerns about organization, excellence, society, standards, dedication and harmonizing resources to future need.
It has been defined as: All those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of business. The pattern of planned human resource deployments and activities intended to enable the forms to achieve its goals.
They also point out that strategy is not the same as strategic plans. Strategic planning is the formal process that takes place, usually in larger organisations, defining how things will be done.
However strategy exists in all organisations even though it may not be written down and articulated. In this assignment i would like to take a sporting organisation to explain or rather take as an example to understand the strategic human resource management.
C is among the best football clubs in UK. It is based in Holloway, North London and was founded in The strategic management of the managers over the league is a tough job. But since the football club has influenced the population in the country, it is not that too much pressure to take some actions to bring back the capital they spent.
The arsenal fc increases their profit that is clearly driven by sales of the new driven by sales of the new development Resource based strategy To a big part, the philosophy and attempts for the strategical management of the human resources is based on resource based View.
This points to the fact, that the reach of the resources in an organization, including the human resources which originates her own unique character and a competitive advantage. These resources and capabilities can be viewed as bundles of tangible and intangible assets, including management of a business skills, procedures and organizational routines, and information and knowledge control.
Core competencies Core competences can be defined as opportunities to accomplish competitive advantages in the environment of firms. The first point for the analysis of competences keys is to acknowledge that the competition between firms is so much a running for the strengthening of knowledge, as it is the position of market and a power of market.
The senior managements cannot concentrate on all activities of the firm and necessary competences to undertake. So, objective of the management is to draw attention to competences that really to influence competitive advantage.
Core skills are not considered stable. Core skills should be changed in reply to changes in the environment of the company.
Should Be bendable and change over time. As a business evolves and adapts to new conditions and opportunities, so Core competencies will be updated and changed. Dynamic capability can help in Social organizational skills like helping in activities of new pattern, spotting dysfunctional practice and avoid tactical blind spot.
Shuen,"Dynamic Capabilities and Strategic Management. Way of developing Staffing policies: Targeted training and development: The three main approaches are summarized below. High-performance management High-performance management practices include rigorous recruitment and selection procedures, extensive and relevant training and management development activities, incentive pay systems and performance management processes.
High-involvement management As defined by Benson et al For good hr strategy these hard and soft elements are very important. Also when considering how to integrate business and HR strategies it should be remembered that business and HR issues influence each other and in turn influence corporate and business unit strategies.
It is also necessary to note that in establishing these links, account must be taken of the fact that strategies for change have also to be integrated with changes in the external and internal environments.
Fit may exist at a point in time but circumstances will change and fit no longer exists. Human resource strategy is vital element to the business strategy and also vital element of the resource base. Every organisation runs two strategies side by side long term and short term.Maintaining Ethical Standards.
identifies the boundaries of legal and ethical behavior, and establishes a system to alert management when the organization is getting close to (or crossing) a legal or ethical boundary. or they can be more detailed directives containing specific behavioral requirements. Ethical codes are adopted by torosgazete.com /maintaining-ethical-standards.
Ethical vs. Legal Responsibilities for HR Professionals Even issues that seem straightforward can present numerous hidden traps—both legal and ethical—to the people trying to resolve them. · Legal, Ethical, and Safety Issues in the Healthcare Workplace Learning Objectives difficult situations that involve ethical dilemmas.
It is the responsibility of the human these legal issues. HR management must also train employees with respect to the torosgazete.com Human Resources Management Essay Human Resources Management Overview There are several components that make up an organization, such as accounting, finance, research and development, and marketing.
At the foundation of the components that make up an organization is human resources management. Human resources departments must handle a host of ethical and legal issues. From the regulations of the Equal Employment Opportunity Commission to the standards and practices of organizations such as the Human Resource Management Institute, HR constantly must be monitored to make sure it complies.
· A company's ethical practices will directly impact its reputation in the business world especially among its present and future employees.
Legal issues in HR torosgazete.com