HUMAN RESOURCE MANAGEMENT
ENVIRONMENT
CHAPTER TWO
HRM ENVIRONMENT
• Environment is the totality of factors that influence an organization and its
sub systems such as HRM.
External Internal Environment- are concerns
Environment -forces
or problems internal to the organization.
external to a firm that affect
the firm’s performance but Such as: functional activities
are beyond the control of management, culture, structure, rules &
management.
Such as: Technology,
policies…
Economy, Legal, Political,
Social…
HRM ENVIRONMENT
3
STRATEGIC CHALLENGES
• Invest on HR professionalism
• Understanding and Managing people
– How to find, motivate , nurture, develop and keep them
• Learn and adapt to evolving role of HRM
• Discern, create, and adapt organizational culture
• Availing Skilled and motivated workforce
• Maintain cost while retaining top performing employees
• Managing workforce diversity
• Globalization
THE LEGAL ASPECTS OF HRM
EQUAL EMPLOYMENT OPPORTUNITY (EEO)
• The set of laws and policies that requires all
individuals’ rights to equal opportunity in the
workplace, regardless of race, colour, sex, religion,
national origin, age, or disability.
D I S PA R AT E T R E AT M E N T
• It is differing treatment of individuals based on the
individuals’ race, color, religion, sex, national origin, age,
or disability status. (different standards to judge
individuals and same standard not related to the job)
Example:-
• Hiring or promoting one person over an equally qualified
person because of the individual’s race.
• Failing to hire women with school-age children but hiring
men with school-age children.
B O N A F I D E O C C U PAT I O N A L Q U A L I F I C AT I O N ( B F O Q )
• A quality or an attribute that employers are allowed to consider
when making hiring decisions of employees, when considered in
other contexts would constitute discrimination and violation of
employment law. (except race) example: national origin, sex,
religion
Example:
Age limits for bus drivers and airline pilots
Religion of staffs of religious school
AFFIRMATIVE ACTION
• A strategy intended to
• Creates the expectation and achieve fair employment by
program requirements that urging employers to hire
companies make a positive certain groups of people
effort to recruit, hire, train, who were discriminated
and promote employees against in the past.
• Taking extra effort to attract
from groups who are
and retain minority
underrepresented in the
employees.
labor force. • Affirmative action
measures are temporary
interventions
REVERSED DISCRIMINATION
• Increasing the proportion of minority or female candidates hired or
promoted, it necessarily reduces the proportion of majority or male
candidates hired or promoted.
• The act of giving preference to members of protected classes to the
extent that unprotected individuals believe they are suffering
discrimination
HARASSMENT IN THE WORKPLACE
In the work place, improper actions or words of coworkers that cause an
employee to feel persistently annoyed or alarmed. Example: Glass Ceiling,
Nepotism
Sexual Harassment
• In the workplace, improper words or actions that are sexual in
nature or that are directed toward workers of a specific sex or sexual
orientation.
Quid pro quo sexual harassment
• Harassment that occurs when sexual activity is required in return for
getting or keeping a job or job-related benefit.
• Unwelcome advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature in the working environment.
Hostile environment harassment
• Harassment that exists when an individual’s work performance or
psychological well-being is unreasonably affected by intimidating or
offensive working conditions.
READ EACH PROCLAMATION ON
THE ETHIOPIAN LAW ON EEO,
AFFIRMATIVE ACTION AND
HARASSMENT AND ANALYZE
ACTIVITY
• Are you for, against or neutral regarding
Affirmative action? Why?
• What can you do as a human resource
manager to deal with harassment in the
workplace ?
• What would you do to Consensual
Romance at the work place as HR
manager?
