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Assignment based on In depth Analysis of 3 of the Functional areas of Human Resource Management.
Solution
Introduction
The paper has considered three areas of human resource management that are imperative for the success of the organization, namely, EEO, Training and Development, and Employment and Labor Relations. All these elements drive the growth within the organization and improve the focus of the organization towards the employees and their welfare. The chapters ahead have tried to understand the various aspects of all these elements and how they are interrelated with each other.
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EEO Definition and Analysis
Equal Employment Opportunity refers to the program that has been implemented to eliminate the impact of discriminatory aspects within the organizations such as caste, religion and others. There are various instructions that have been presented in the sections of Civil Rights Act 1964 which guides the way organizations should handle the discriminatory challenges such as EEO Models, barrier identification and others (Mayeri, 2015).
The main aim of EEOC is to abolish the discrimination in the workplace. It also includes the Equal pay act 1963 which prohibits discrimination on the basis of gender for the compensation for the same work and conditions. EEOC act as an enforcement guidance on harassment which makes clear that the company is liable for any such practices in the workplace.
The brighter side of Equal Employment Opportunity includes prevention of discrimination on the basis of color, caste, religion, race, nationality and other at workplace. It creates an opportunity for every individual to work in an organization. It also includes the Equal pay act 1963 which enhance equal pay and it directly affects the employee’s satisfaction which directly affects the long term output of a company.
The Equal Employment Opportunity laws prohibits an employer for using neutral employment policies and practices which have a negative impact on the employees of a particular color, religion, rationality, disabled, if the policies are not on the basis of a reasonable factor other than age. For example: job advertisement for college fresher’s which discourage other experienced and men’s, word of mouth recruitment.
Training and Development Definition and Analysis
Training and development are defined as the function of human resource management which mainly focuses on the performances of an employee in a group or individually. According to the Title VII of the civil right act, training and development of faculty include sexual harassment and sexual violence. The training is widely accessible through live online sessions (Ford, 2014). The training is available for full-time faculty, part-time faculty, staff members and students.
Training and development in the title VII are defined as the program which is a primary care training and enhancement program which is owned by title VII. The primary care training and enhancement are used to demonstrate the opportunities for the faculty for their development and growth opportunities.
The brighter side of Training and development involves increment in the efficiency of an employee, helps new employee in the company, and the minimization of supervision. Whereas the drawback of Training and development creates stress among the employees, and loss of interest.
Employment Relations and Labor Relations Definition and Analysis
Employment Relations refers to the professional relation between the employer and an employee and the labor relation explains the relationship between an employer and a group of employees which is a continuing process.
According to the national labor relation act, the right of the employer and employees are being protected. It also supports the collective bargaining process. It shutters the labor of private sector and management practices. The national labor relation act was amended by labor management relations act, 1957 (Fossum, 2014). The national labor act provides the rights of an employee with the purpose of collective bargaining. It gives the rights of collective bargaining which includes bargaining of the salary, working hours and other working conditions. The labor rights are also protected towards the labor practices. The law is basically Made to protect the rights of labor and employees.
The national labor law act includes:
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1. Right of an employee which include the right of self-organization, bargaining by own selections. The employer can be to restrain or imprison for exercising the rights which are guaranteed.
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2. Prevention of unfair trade practices which includes the protection of employees from unfair trade practices which affects the business (Starr, 2014).
The brighter side of employer-employee relation creates a long term retention of an employee in an organization. It also helps in taking better decisions and the involvement of employees create job satisfaction among the employee. Whereas there are certain limitations of employee-employer relation which creates reluctant employee and sometimes retraining of employee become more expensive.
Relationship between EEO, T&D, Employment and Labor Relations
All these factors – EEO, T&D, and Employment and Labor Relations – are oriented towards welfare of human resource in some way or the other. The civil rights act, 1964 prohibits the injustice, discrimination or injustice towards the rights of employees. There is a direct relationship between the employee equal opportunity which is also known as affirmative action, training and development in title VII which includes primary care training and enhancement program and employee and labor relations which is a professional relation that is established under the national labor relation act to protect the interest of an employees and labor unions. All the three functional areas are applicable to the employer who is having 15 or more employees in an organization.
The employee equal opportunity under title VII, civil right act 1964 prohibits the discrimination on the basis of age, color, religion, nationality, sex and sexual harassment in the workplace (Battaglio, 2014). The title VII also prohibits the retribution against an employee who files unlawful partiality. It is an affirmative action which protects the discrimination on any basis among the employees in an organization whereas the training and development under the title VII aims to find the protected class then identify employment practices which are violating laws of antidiscrimination and create working environment which is not aggressive to protected groups. The employee relation under the national labor relation act also emphasizes on the rights of an employee. It includes the rights of collective bargaining. The policy eradicates the obstacles which restrict the free flow of trade. The national labor relation act, 1935 also set the process for the bargaining with the management or trade union (Starr, 2014). According to the policy of equal employee opportunity, the employer can continue sly recruit regardless of color, sex, nationality, religion, caste, disability, sexual orientation, pregnancy, etc.
The objective of all the three human resource function is to grow, retain, develop and protect the rights of an employee which will help directly to achieve the vision and mission of an organization and the highly motivated employee will give high productivity. The human resource functions are interrelated to each other, and the motive of all the functions are directed towards the meeting of needs of an organization. The employee relations and labor relations are concerned to strengthen the relationship between employer and employee which comes from the satisfaction of the job, collective bargaining, and representation of labor issues. The training and development are the basic need which must have to be provided by the employee for the fuller utilization of human resource, and it will help to the employees as well as for an employer.
Conclusion
From all the above analysis it can be concluded that there is a direct relationship between EEO, Training and Development, Employment Relations and Labor Relations. EEO abolish the discrimination on the basis of gender, sex, religion, and other. Training and development enhance the knowledge, skills, social behavior of an employee and labor relation and employee relation impact the motivation level of an employees. The protection of employees interest and collective bargaining encourages employee, so when the employees are protected towards their rights and there is no discrimination on the basis of their gender, caste, nationality etc. then employee feels satisfied which motivates them to work in an efficient and effective manner, and the positive relationship between an employer and employee and labor union creates a positive environment which is very necessary for motivating employee. Thus, a healthy relation between employee-employer directly affects the output.
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Battaglio Jr, R. P. (2014). Public human resource management: Strategies and practices in the 21st century. CQ Press.
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Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
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Fossum, J. A. (2014). Labor relations. Mcgraw Hill Higher Educat.
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Mayeri, S. (2015). Intersectionality and Title VII: A Brief (Pre-) History. BUL Rev., 95, 713.
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Morgan, B. (2015). Compensation Isn't Everything: The Threshold-Remuneration Test for Employment Discrimination Under Title VII. Journal of Corporation Law, 40(3), 779.
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Sady, K., Aamodt, M. G., & Cohen, D. (2015). 10 Compensation Equity: Who, What, When, Where, Why, and How. Practitioner's Guide to Legal Issues in Organizations, 249.
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Starr, I. (2014). National Labor Relations Act. St. John's Law Review, 10(2), 32.
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