Human Resource Management
April 23, 2012
Human Resource Management is more than a small room in a dark and dank basement of a company that only portrays some negative and positive traits. HRM is the heart of a company that gathers and maintains the working records of the company. HR is responsible for the keep and updating of all labor, employment and operations laws which the company must run by to remain compliant in this technology world. The discussion throughout will explain Equal opportunity employment, Affirmative action, Human resource development, Labor relations, Safety and Health, Employee and labor laws. This will discuss how employers use HRM in their companies and how all of this is used in the company that I work for.
In the process of looking at how Human Resources Management focuses on equal opportunity employment (EEO), one recognizes that there are many approaches to this notion which makes things more difficult. The “Civil Rights Act of 1964” was the first federal law designed to protect most U.S. employees from employment discrimination that is based upon the employees race, color, religion, sex, or national origin. What this all meant was that every employee would receive the same opportunities for hiring, and promotion possibilities. It is also mandated by law that each and every employer must post the poster in a place where all employees can access it at any given time. “The law requires an employer to post notices describing the Federal Laws prohibiting job discrimination based on race, color, sex, national origin, religion, age, equal pay, disability and genetic information”( archives.gov).
Affirmative Action is defined by Fullinwider (2011) as “positive steps taken to increase the representation of women and minorities in areas of employment, education, and business from which they have been historically excluded’. The Civil Rights Act of 1964 already had made something...