Human Resource policy Essay Example | Topics and Well Written Essays - 2500 words

Human election policy - Essay ExamplePositive action mechanism approach has been adopted by most of the institutions to fasten diversity and gender and racial balance is attained (Roberts & Institute of Personnel and Development, pp 22).Positive action is a termed used to refer to the measures which are wageed by companies and organizations to counteract the negative impacts of discrimination in conflict and also to help reduce stereotyping and this discrimination. However, substantiating action is not meant to bring ab extinct favorable sermon for some masses who are marginalized. While employing people using the positive action, employers are not to employ unqualified individuals. Positive action is an initiative which is used to help employers encourage some trusted groups of people who inequitably represented in the employment sector to apply for promotions and jobs. Due to the previous discrimination in work places, some people feel unworthy or unfit to apply for jobs in certain areas either because of their lifestyle, race or background and at times because of past experiences which such people could agree encountered in other organizations which made them believe that they may not be welcome in other companies as their employees. Positive action initiatives have been made legal by some particular sections of the practice of law although different it raises different questions regarding cases of positive discrimination which can arise charm employing the positive action during recruitment and selection processes (Roberts & Institute of Personnel and Development, pp 28-33).Recruitment and selection techniques While carrying out the recruitment and selection process, the human beings resource department uses different approaches to ensure that the best candidates are selected and appointed for particular posts. While implementing the positive action policy, the human resource department should ensure that the form of technique being employ ed would upraise this practice rather than hindering it. While deciding on the right technique to employ while carrying out the recruitment and selection process, it is vital to ensure that the selection technique would meet the needs of an organization. Also, the technique being employed should meet the requirements of the company. The kind of posts being filled also determines the kind of recruitment and selection process or technique (Roberts & Institute of Personnel and Development, pp 55). One of the major techniques which is employed while carrying out the selection and recruitment process is use of interviews. This process begins with seeising whereby a vacant post is advertise to the public and/ or employees and they are invited to apply for the post. This attracts a pool of applicants from whom a few are selected establish on merits and other qualifications which the company or an organization deems necessary. In cases where positive action is being employed, the advert p ut forward should clearly state so to ensure that the advert attracts the attention of the under represented individuals in an organization. So as to attract the desired individuals while advertising for jobs using positive action policy, an organization may advertise job vacancies in minority ethnic media or other media delegacy which are bound to reach the target group more efficiently especially. This is more so when an organization wishes to attract diverse cultures or races. During the