Human Resources Policies
MIDLANDS STATE UNIVERSITY FACULTY OF SOCIAL SCIENCES HUMAN RESOURCE DEPARTMENT
NAME: MAPONGA MERCURY
REG No/ R12023Q
MODULE: (HRM 213) HRPP
LEVEL: 2:1
LECTURER: MRS CHIRASHA
DUE DATE: 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
NAME: MAPONGA MERCURY
REG No/ R12023Q
MODULE: (HRM 213) HRPP
LEVEL: 2:1
LECTURER: MRS CHIRASHA
DUE DATE: 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
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.