Running Head: EQUAL EMPLOYEMENT OPPORTUNITIES TRENDS AND PRACTICES IN HRM
NAME: MANSOOR KHAN
ID: BUS-18F-029
SECTION: BBA (5B)
COURSE INSTRUCTOR: DR SAIMA TABASSUM
SUBJECT: HUMAN RESOURCES MANAGEMENT
ASSIGNMENT # 01
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EQUAL EMPLOYMENT OPPORTUNITIES TRENDS AND PRACTICES IN HRM
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INTRODUCTION
Equal employment opportunities (EEO) mean that all the people in the business should be treated
the same. EEO prohibits discrimination against anyone in the business. It emphasizes the equality
and rights of each and everyone in the organization to make everyone feel safe about their rights
and job. It is made to eliminate discrimination based on color, religion, sex, and nationality. It
makes prominent that job recruitment process and other things should be done based on ability and
no personal preference will be given to anyone due to their strong appeal or strong background.
But at the same time, many trends relax to discrimination which is going in the organizations such
as; color, gender, case, language, and many more. HRM facing hard times to tackle these situations
still they are trying to adopt some strategies to make candidates feel safe from threats related to
their jobs.
TRENDS AND PRACTICES:
TECHNOLOGICAL HR TRENDS:
1: USING ARTIFICIAL INTELLIGENCE:
Virtually every industry utilizes computerized reasoning (AI) to improve its cycles. HR is the
same. One of 2020's HR patterns is joining more AI devices into regular tasks for better
effectiveness and work process.
• Check insight and schooling recorded on applicants' resumes
• Spot practices that show a representative need to leave the organization
• Oversee representative execution
• Answer representatives' HR questions
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• Alter recommendations for vocation ways, proficient advancement alternatives, and so forth for
every worker
• Distinguish abnormalities in conduct that could demonstrate time burglary, defilement, or other
unfortunate behavior.
2: ORGANIZING VORTUAL TEAM BUILDING:
With representatives situated in various urban areas, states, and nations, you can't depend on
customary group building exercises. HR experts need to get inventive, offering virtual group
building thoughts to directors to help groups bond.
3: DATA-DRIVEN STRATEGIES:
HR experts need to settle on many choices consistently, everyone a decision that might alter the
course of the organization. You need to tolerating or reject up-and-comers, pick benefits plans and
work environment advantages, plan functions, and assess representatives with no direction aside
from your impulses.
EMPLOYEE-BASED HR TRENDS:
1: EMPHASIS ON LEARNING:
In 2020, HR divisions should focus on helping workers accomplish their learning objectives.
Regardless of whether it's close to home or expert turn of events, representatives who feel their
development is upheld by their manager will be more drawn in, spurred, and gainful
2: BETTER ONBOARDING:
Organizations are at last beginning to remember they have to discover, sufficiently train, and keep
their representatives since joblessness is at a low. To put it plainly, organizations will need to
locate the ideal individuals, train them well, and attempt to keep them given the absence of
qualified and accessible workers.
While all its HR expert's objective to recruit the ideal contender for each position, you may need
to "manage" when you're in a rush to fill a job. That is the reason refreshing old preparing programs
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or making new ones is vital to present-day onboarding measures. Great preparing modules can fill
in aptitude holes applicants have when they first beginning working.
RECRUITMENT HR TRENDS:
1: OPEN WORKFORCE:
So as to locate the best ability, numerous HR divisions are going to the open labor force. That is,
employing specialists and self-employed entities dependent upon the situation. These noncustomary workers can fill expertise holes, in-house groups, just as get a move on when you're in
need of help.
HR must be imaginative in their enlisting and maintenance exertion. More conventional enlistment
systems, he says, "don't work for this new period of worker—a versatile, performing various tasks,
gig economy labor force.
2: RECRUITMENT MARKERING:
Recruiting the correct individuals in 2020 requires a "reflection into who the organization is as a
business. HR divisions are currently pondering their manager image To do this, utilization
enrollment advertising.
Enlistment advertising is like the conventional promoting measure, however, as opposed to
attempting to pull in clients, you're drawing in competitors. Dissimilar to ordinary selection,
enrollment promotion is proactive and continuous.
Regardless of whether there are no open functions at your organization, you need to convey what
it resembles to work there through your web-based media and blog. For example, share recordings
of representatives discussing their experience as a worker or in the background photographs of
workers at work.
HR and showcasing offices can team up to make a correspondences system to share working for
your organization.
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DISCRIMINATION:
Discrimination is a type of actin which we sometimes intentionally or unintentionally treat
someone in a good or bad manner concerning another person so it gives the wrong impression on
the opponent because it is done based on self-interest not based on ability so it turns into a reason
of demotivation for anyone and it makes the situation worse for the person.
TYPES OF DISCRIMINATION:
1: COLOR DISCRIMINATION
2: RELIGIOUS DISCRIM8NATION
3: GENDER DISCRIM8NATION
4: REPRISAL DISCRIMINATION
1: COLOR DISCRIMINATION:
Race or color separation can be ruinous to casualties, especially in the workplace. Laborers should
not be managed differently by their partners or organizations taking into account any ascribes
associated with their race including skin tone, hair surface, and so on.
2: RELIGIOUS DISCRIMINATION:
Organizations must hope to treat everyone in the workplace really, paying little brain to religion
or conviction.
While religion is generally bored outside the workplace, there may be occasions when severe life
and working life come into contact, for instance, when people wear exacting attire. Directors can
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constrain a dress norm, anyway it is a satisfactory practice to ensure the rules to be followed think
about laborers to watch exacting practices, where possible.
Supervisors should allow your personal time to watch exacting events and practices if it doesn't
interfere with business. A refusal could amount to division if the business can't explain its
clarifications behind the decision.
3: GENDER DISCRIMINATION:
Sex segregation incorporates treating delegates or up and coming laborers contrastingly as a result
of their sex, sex character, or sexual course. The different treatments may occur concerning
selecting, ending, headway, pay, favorable circumstances, or occupation groupings. This sort of
division is prohibited under government, state, and close by laws.
Regardless of the way that sexual direction and sex are used correspondingly, sex division implies
ascribes that are socially associated with a male or female character, while sex suggests anatomical
character. Sexual direction isolation may occur, for example, when a master perceives as
transgender, and their boss permits the worker to a badger by colleagues in view of this ID.
Additionally, sexual direction division may happen when a confirmed delegate isn't raised to an
organization position since they are gay, and the supervisor has speculations about gay people.
Ending an agent because of their sexual direction progress would in like manner contain sex
isolation.
Sexual orientation segregation partition can be managed less well for being a woman, for getting
it done, being presented to speculations concerning the genders – for example, deceiving a woman
for having a family impulse and anticipating that, since she's a woman, she will be expected by
that obligation, or persecuting a man and tolerating that he won't have certain obligations since he
isn't the basic watchman or parental figure.
A kind of sex isolation is bothering or regardless making sex-based comments to women who
disclose their pregnancy in the workplace, whether or not women reveal that they are pregnant and
they would require vacation later on or whether they're not allowed to return back to work after
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they have had a child. These are such conditions where individuals – women expressly – are being
irritated for their sex in the workplace
4: REPRISAL DISCRIMINATION:
The response is segregation or unpleasant action made against a person who records a complaint
or charge looks into an assessment or charge or repudiates a manager's training made unlawful
Delegates are sheltered from separation in the Equal Employment Opportunity cycle.
EQUAL EMPLOYMENT OPPORTUNITY PRACTICES:
Contrary to the administration laws, Pakistani relationship before long don't offer equal business
events to the up-and-comers and there are instances of abuse of candidate’s dependent on sex,
religion, ethnic root, etc. Since the capability rate in females isn't as much as folks, there is only a
confined female presence in the affiliations and it isn't respected practical or alright for a female
to be used in a fantastically male set-up.
EO in Pakistan is positively not a basic use issue, but rather simultaneously is faced with the trial
of better understanding and guidance at the institutional level. The pioneers should be told that EO
is basically not a typical opportunity issue, and the association between affiliation procedures and
the individual scholarly is complementary. THE current EO crisis in the country has its proposal
both for the organizations and the volunteers and at a more broad scale the whole budgetary level.
With budgetary and proficiency centers as the highest need, an ordinary Pakistani business fails to
fathom that EO use can be for his own personal likely advantage as it will improve the idea of
enrollment and assurance in his affiliation that will add to the monetarily sharp unique.
Pakistani social occasions essentially don't give equivalent business occasions to contenders and
there are instances of supposed maltreatment of delegates dependent on sex, religion, race, and
considering the way that the level of instruction for ladies is higher than that of men. Regardless,
there is a restricted presence. It isn't viewed as fitting or safe to utilize a lady in affiliations,
particularly for men. As it occurs, the circumstance is transforming into huge metropolitan network
affiliations where ladies can beat men, for instance in the Education Sector, material arranging,
and inside plan enterprises. Regardless of the way that the affiliation has perceived the EO
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guidelines, the required "terms" and "affirmation" terms are utilized as a cover for outlandish
partition.
CONCLUSION:
In conclusion, EEO has set some few standards and guidelines for the safety of employees, but
unfortunately these are not getting followed by the management. Employees still go through this
discrimination issue at the workplaces which is violation of rules and it is also threatening their
rights. EEO must focus on this matter by refocusing on their rules and made strong and faithful
team to look upon this so it makes the employees feel relaxed about their rights.