HRMT11011 Human Resource Management

Introduction

In each business, there are different aspects that must work together for the success of the business. The aspects of the company or any other business include management, human resource customers, and other stakeholders. Human resource is an important aspect of a business. Therefore be able to take care of their employee at all cost. In the current situations, we have had employers treating their employees in a very bad way. This shows negligence of human resource policy. It also shows that most of the people who get employed in different companies do not clearly understand the human resources policies. The following research focuses on the anti-discriminative policy in the service providing businesses. It also tries to see whether the employees are aware of the human resource policies and the importance of the policy.

Research aim

In the services industries, there is a lot of discrimination against employees by the employer and the people who are served. Employees are not treated in accordance with the human resource policies.  This is especially those employees who are not permanently employed in the company. These employees are discriminated against in different firms because they are considered as not fully being part of the company. The following research tries to find out why is it that the employees are not treated like the other employees who are permanently employed.

Problem statement

The employee-employer relationship is a very important aspect of a business. The two are involved in the business operations and must maintain a good relationship to be able to successes. However, different issues have been identified in the way the employees are treated.  In very many incidents in the service providing company, employers have been found treating their employees in a very poor way (Brown, 2018). The employee may be treated that because they might not know the policy on human resources, which regulates the way, they should be treated. In addition, the employees might know but other factors might lead to their poor treatment. In our research, we would want to see whether the employees are aware of the indiscriminative.  Are the employees aware of the human resource policy on indiscrimination or not? Are they able to use the policy appropriately to defend themselves form discriminations?

Research questions

Are employees aware of the indiscriminative human recourse policy? Do they know the benefits and the actions related to the policy?

Methodology

To be able to get the most reliable information, different methods had to be applied. We conducted an online survey to different people who are employees in the services industry to be able to get information regarding the awareness of the employees on the indiscriminative policy. The participants of the survey were selected depending on their willingness to provide information. In addition, the participants were selected depending on how easy it was for them to be able to be contacted (Couto, & Olden, 2018). The survey questions were well structured to be able to meet the collect the required data from the employees. Biased questions were avoided at all cost. We also administered survey questions to a number of employers and human resource managers to be able to get their point of view on this policy. Face to face interviews was also used for a number of employees and employers. The use of the above method was more convenient and cheap as compared to other methods.

Analyses method

In the research, we used the qualitative analyses method where we interviewed different employees and employers.  We also administered research questions and in an online survey as discussed in the methodology section.

Secondary data

Most organizations have unlike there before have acknowledged that employees are very important for the organization to attain a competitive advantage over the other organizations. The organizations have also realized that embracing indiscriminative human resources policy has a connection to job satisfaction (Bhatt, 2018). Therefore, in any organization that we studied, they have given priority the indiscriminative human resource policy. The organizations have come up with strategies to be able to embrace the policy because they believe that well-treated labor leads the success of the business

Findings

In our research, we found that most of the managers and employers are aware that a well-written policy on discrimination will lead to better job satisfaction and as a result lead to good performance. Therefore it is very necessary for employers to be able to comprehend what exactly human resource policy is and upheld to the requirements (Olson, et al 2018). The employers in most cases are striving to understand the requirements of the employees so that they can make up to them. They are very much concerned with the way the employees are treated in their organizations. This is because they know that the employees contribute a lot towards the success of the business.

Employee’s awareness of the indiscriminative human recourse policy also defines job satisfaction. Most of the employees who we interviewed are aware of the policy. They understand that they are not supposed to be discriminated at any given time to join the organization. They are aware that they there are actions that they can take in case of any discrimination (Bailey, et al 2018). Most of them do understand that they are the backbone of their organization and if they unite, they will be able to avoid discrimination. This shows that the employees are aware of the policy and are benefiting from such policies.

In addition, most employees claim that they work according to how they are treated in an organization. If their employers seem to be harsh and do not take care of the policy, the employees do not commit themselves to serve the organization. They only work after they have been pushed, and do not give their best to the organization. On the other hand, they are able to commit themselves to organizations that are aware of the indiscriminative policy of human resource and take care of the policy.

In our research, many employees were not aware of the indiscriminative policy. In fact, most of the employees more so those who are employed in private organizations claim that they have been discriminated for long. The employees are discriminated against a lot in the organizations because they are not aware of the indiscriminative policy. They claim that their employees subject even working extra hours, which they are not compensated. This has to lead to a very poor working environment and as a result poor low productivity of the employees.

We also looked at the different ways that can be used to create awareness of the indiscriminative human resource policy to the employees. Conducting seminars is one of the most effective ways that can be used to create awareness. The human recourse board should be able to conduct seminars to be able to train the employees on the policies (Tang, et al 2018). The employees will be able to learn the policy and will no longer be oppressed again. Secondly, the awareness can be created through social media. The social media is accessed m by almost everyone in the world. This would be a better way to reach the employees and notify them on the indiscriminative policy.

In the research, we found that employees have also come up with a strategy to ensure that they are not discriminated against. They have formed an anti-discrimination group that enables them to conduct demonstrations in case there is a violation of the policy. They are also able to air their grievances on the same in a united platform. This has led to the creation of a good and peaceful working environment in different organizations (Haneda, & Ito, 2018).  The employees are also encouraged to join trade unions that advocate for their rights to ensure that the policy is followed and there is no discrimination.

The government has a role to play in the implementation of the policy. It should come up with a policy to regulate the way the employees are treated even in the private sectors. Penalties for discrimination should also be increased to ensure that the employees are not discriminated against in any given circumstances (Motilal, and Prajapati, 2018). The government should also ensure that the policy is properly highlighted in each organization so that all the employees will be aware of the policy. This will reduce the cases of discrimination and as a result, increase employee’s productivity. 

Conclusion

In conclusion, employees are very important in an organization.  They are supposed to be treated well to ensure that they cooperate towards the achievement of the organizational goals. Most of the employees are aware of the indiscriminative policy of human resource. However, many employees are not aware of the policy. Different strategies should be implemented to create awareness among them to create a conducive working environment for them.

References

Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford University Press.

Bhatt, S. R. (2018). Education for Peace, Sustainable Development, and Judicious Consumption. In Philosophical Foundations of Education (pp. 123-129). Springer, Singapore.

Brown, D. A. (2018). Using the Paris Agreement’s ambition ratcheting mechanisms to expose insufficient protection of human rights in formulating national climate policies. In Routledge Handbook of Human Rights and Climate Governance (Vol. 222, No. 235, pp. 222-235). ROUTLEDGE in association with GSE Research.

Couto, T. B., & Olden, J. D. (2018). The global proliferation of small hydropower plants–science and policy. Frontiers in Ecology and the Environment, 16(2), 91-100.

Haneda, S., & Ito, K. (2018). Organizational and human resource management and innovation: Which management practices are linked to product and/or process innovation?. Research Policy, 47(1), 194-208.

Motilal, S. and Prajapati, P., (2018). Environmental concerns and human rights violations. Routledge Handbook of Development Ethics, (p.376).

Olson, E. M., Slater, S. F., Hult, G. T. M., & Olson, K. M. (2018). The application of human resource management policies within the marketing organization: The impact on business and marketing strategy implementation. Industrial Marketing Management, 69, 62-73.

Tang, T. W., Tang, Y. Y., Wang, C. H., & Wang, T. C. (2018). The benefits of high-performance human resource practices in the implementation of an artistic strategy in the hotel industry. Handbook of Human Resource Management in the Tourism and Hospitality Industries, 391