HRM functions shape employee behaviour Research Paper

HRM functions shape employee behaviour - Research Paper ExampleEEO and Affirmative Action The national government has been making efforts for freedom from discrimination on the basis of sex, age, color, religion, nationality and disability through its Equal Employment Opportunity (EEO) mission. Affirmative action plans are deemed object lesson and social obligations to amend wrongs done in the past while similarly eliminating the present effect of past discrimination. Computer technology is increasingly being employ to eliminate or reduce discriminatory practices. The same technology increases discrimination against the disabled. In certain organizations only computer-based employment selection tools are used only the visually impaired are at a disadvantage if applications are accepted only through computer systems. It is hence absolutely essential that applicants with such(prenominal) disabilities are provided with alternate solution and methods to submit applications. Companie s claim to have policies in place which encourages them to contact the HR department in case they have been wronged exactly when the application procedure itself has flaws, the question of contacting the HR department does not arise. The visually impaired may have talent that goes untapped. Coates Field Service, Inc has a provision that the asserter is obliged to read out the notice to the visually disabled. To some extent this sounds as an affirmative action because the hiring agent would be having applications from the disabled. However, in such cases, the indebtedness is passed on to the hiring agent and the organization absolves itself of accountability against discrimination. It really is difficult to ascertain the efficacy of such a method as it depends upon the selfish interests of the agent at one time instead of the organization. If the organization is not supportive, retention of disabled staff becomes a critical issue. Planning, recruitment and selection It has become essential to keep abreast of changes in the labor market so that recruitment efforts are not wasted or misaligned. Planning entails assessing the future needs, aligning training with requirements, avoiding redundancies, developing a plastic workforce, and controlling staff costs. However, organizations engage in both internal and external recruitment. As far as internal recruitment is concerned, it saves costs but it also stifles creativity (Gros & Sonntag, n.d.). The same resources are shifted from one department to another. Moreover, conflicts among the employees can be expected as promotions are denied based on seniority if they are prime to be lacking in skills. Now in this case the employee may be lacking in skills possibly because adequate training has not been provided, perchance due to discrimination. Work-life balance and flexibility are essential to get the best out of the employees. Organizations that offer such benefits are preferred