The Critical Components of Human Resources
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
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
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