The Critical Components of Human Resources

Topics: Human resource management, Human resources, Affirmative action Pages: 8 (2798 words) Published: January 30, 2011
The Critical Components of Human Resources
Richard Richison
BUS303: Human Resources Management
Professor Gallagher
May 31, 2010
Human Resource Management (HMR) is built upon many different areas. The way each organization allocates resources for each area is different. Since every organization is different and has different requirements, not every HRM process is going to be the same. The areas this paper will focused on are Equal Employment Opportunity (EEO) and the Commission (EEOC) which governs the EEO regulation, human resource planning, recruitment, and selection, compensation and benefits, safety and health, employee and labor relations, and human resources development. Even though each industry and organization is different, each of these areas needs to be addressed in the HRM process. Equal Employment Opportunity, also referred to as EEO, emerged from three main factors (1) changes in societal values; (2) the economic status of women and minorities; and (3) the emerging role of government regulation (Ivancevich, 2010, p.66). There have been monumental changes within the societal values of americans since early 1960. It was not that long ago when Rosa Parks was arrested for not giving up her seat on the bus. The Equal Employment Opportunity Comminssion began in the wake of the historic Civil Rights Act of 1964 (Pre 1965: Events Leading to the Creation of EEOC). The EEOC officially began its operations on July 2, 1965. More women and minorities were allowed to apply for jobs mainly held by caucasian American males after EEO programs were manadated by the EEOC.

The economic status of minorities was considerably less when you compared some of the most simplist figures. The average income of an african american high school graduate was lower than the average income of a white elementary school graduate (Ivancevich, 2010, p.67). These types of discrepencies provide enough cause in itself to warrant the need for EEO and the Commission to enforce the regulations.

The EEOC requires organizations to comply with all the regulations which in turn costs the organizations large sums of money. Many organization hire an entire department to handle all the regulations as part of the HMR process.

What do the Equal Employment Opportunity programs protect? Mainly the EEO programs are in place to protect against any discrimination. Discrimination against age, disability, equal compensation, genetics, national orgin, pregnancy, race, religion, retailiation, sex, and sexual harassment. Any violations against any individual because they can be classified in one of these groups is subject to fines in various amounts.

The EEO has been instrumental in providing a safe and productive work environment for everyone. One could only imagine the kinds of inappropriate materials that could be found in some of the work environments across the United States without the EEO programs in place. The EEOC has also been extremely effective in removing the threat of sexual harassment from the work place. I do not know of an organization who does not take this seriously. Not only can the person doing the sexual harassment be held responsible, but the organization can be help responsible as well. Since the organization has more money than the individual charged with sexual harassment, the organization is the one who is typically named in a law suit.

Affirmative action has also provided women and minorities with an advantage in the workplace. There has been a lot of controversy over the past several decades as to whether individuals should be hired based on affirmative action. The majority of the people would agree affirmative action was needed over 20 years ago to help women and minorities get into the better colleges and obtain better jobs. In the past 25 years, black participation in the work force has increased 50 percent and the percentage of blacks holding managerial positions has jumped fivefold. In...

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Ivancevich, I. M. (2010). Human Resource Management 11ed. New York: McGraw-Hill Companies, Inc.
Messerli, J. (2010, April 08). Should affirmative action policies, which give preferential treatment based on minority status, be eliminated? Retrieved May 28, 2010, from
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Pre 1965: Events Leading to the Creation of EEOC. (n.d.). Retrieved May 24, 2010, from U.S. Equal Employment Opportunity Commission:
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