MIDLANDS STATE UNIVERSITY
FACULTY OF SOCIAL SCIENCES
HUMAN RESOURCE DEPARTMENT
(HRM 213) HRPP
8 FEBRUARY 2013
QUESTION: “HRM MUST BE COMMITED TO ENSURING A WORK ENVIRONMENT THAT IS ANTI DISCRIMINATORY, DEMOCRATIC, RESPECTIFUL OF RIGHTS, MINDFUL OF DIGNITY AND LEGALLY SOUND OR LEGITIMATE.” NEL ET AL (2004). DISCUSS THIS STATEMENT WITH PARTICULAR REFERENCE TO HRM POLICIES.
Armstrong, (2006) defined Human Resource policies as continuing guidelines on the approach the organization intends to adopt in managing its people. In addition, it can also be defined as the philosophies and values of the organization on how people should be treated, and from these are derived the principles upon which managers are expected to act when dealing with Human Resource matters. Human Resource policies therefore serve as reference points when employment practices are being developed, and when decisions are being made about people.
Mullins, (2005) highlighted that Human Resource Management must be committed to creating a working environment free from discrimination and where all employees are treated equally with dignity, courtesy and respect. This can be done by putting into place Human Resource policies that shows how people should be treated, and from these are derived the principles upon which managers are expected to act when dealing with Human Resource matters. The most common areas in which specific Human Resource policies exist are HIV and AIDS, discipline, employee development, employee relations, recruitment and selection, equal opportunity, grievances, health and safety, managing diversity, promotion, redundancy, reward, sexual harassment, substance abuse and work life balance and e-mails and the internet.
Cole (1997) argued that this employment equity policy helps in preventing discrimination and promoting equality in the workplace. The equal opportunity policy should spell out the organization’s determination to give equal opportunities to all, irrespective of sex, race, creed, disability, age or marital status. The policy should also deal with the extent to which the organization wants to take affirmative action to redress imbalances between numbers employed according to sex or race, or to differences in the levels of qualifications and skills they have achieved. According to the Labour Act (Chapter 28:01),Section 5 states that no employer shall discriminate any employee or prospective employee on grounds of race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, HIV/AIDS status or subject to the Disabled Persons Act (Chapter 17:01).
Every manager must take steps to promote equal opportunity in the workplace by eliminating unfair discrimination in any employment policy or practice within their sphere of authority. All forms of unfair discrimination, whether direct or indirect, are prohibited and it is the responsibility of all employees to inform themselves about and refrain from perpetrating unfair discrimination. The sexual harassment policy is another policy which aims at preventing and managing sexual harassment in the workplace. Sexual harassment is unwanted and unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that is made either explicitly or implicitly a term or condition of employment; or is used as the basis for employment decisions affecting such an individual. The company must prohibit inappropriate conduct that is sexual in nature at work, on company business, or at company sponsored events. This can be done by prohibiting comments, jokes, or degrading language or behavior that is sexual in nature, sexually suggestive objects, books, magazines, photographs, cartoons, pictures, calendars, posters or electronic communications and unwelcome sexual advances, requests for sexual favours, or any...
References: Armstrong, M. (2006) Strategic Human Resource Management, (3rd Ed), London: Kogan.
Armstrong, M. (2006) A Handbook of Human Resource Management Practice, (10th Ed), London: Kogan.
Cole G.A. (1997), Personnel Management, Theory and Practice, London: Continuum.
Labour Relations Act Regulations (1998), HIV and AIDS, Government Printers: Zimbabwe.
Maund, L. (2001), An Introduction to Human Resource Management Theory And Practice, New York: Palgrave.
Mullins, L. J. (2005), Management and Organizational Behavior, England: Prentice Hall.
Storey, J.(1995), Human Resource Management: A critical text, London: Routledge.
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