Category: Human Resource >> Human Resource, the Organization and the Market

Human resource management and managing diversity


Human resource management is related to employee matters. The main aim of building it was; no employee must be forced to do anything which he is not liable to. This reason was enough to create a special kind of a management department which works only for the problems relating to the employees and the employer. There are many conflicts which takes place in a company related to the employer's will over the employee or the employee violating the rules of the company. The HR department prevents both and facilitates both from the solution.


There are certain laws and regulations this HR department follows:

  1. Managing diversity

    2. Managing diversity means to manage the various types of matters and employees in the company. First of all, there are certain matters in the company regarding the salary and the needs of the employees. This salary issue is also in the hand of the HR department to see whether the employee is under paid or is highly paid. For instance there is an employee who is being underpaid, and if this is really the case then the HR departments consider his point and give him a raise. Secondly, there are certain times loans being provided to the employees. Here the duty of the HR department is to see which employees are good enough and what the requirements to get a loan are. Normally, these loans are payback in installments, so the HR department sees whether this employee can pay it back and according to his earning they give him the loan and fix his installments. This is one function of how the HR manages the diversity.


  2. Affirmative action

    3. Affirmative action refers to the hiring and firing of employees not on the basis of their race, color, creed and religion. This means that the HR management department undertakes the responsibility of not to discriminate and treat people on the basis of their work. If a person is good in his work and he is being treated not fairly as he belongs to a different religion than the employer, so this is against the affirmative action rule. The HR department has to take a positive decision here.

    Secondly, there are many other things which should not be forced on the employees. For e.g. making a dress code for the company which is allowed in one religion but prohibited in another, so the employee of the other religion cannot make it up to the mark. This is also a violence of rules. The HR department is responsible of such and much other similar violence of rules.
The above given are some very simple and common steps taken by the HR department to keep a balance in the company.





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