Sunday, February 9, 2020

Positive Action Case Study Example | Topics and Well Written Essays - 2250 words

Positive Action - Case Study Example Because positive action is not geared towards eliminating competition, its initiatives usually end before the selection process is started. During short listing and selection of candidates, the person must show merit and capability to do the job. Positive action can also come in the form of training courses designed for specific groups to ensure they can compete with others on level ground. Yet another mode of action of positive action is through implementing changes to discriminatory practices and policies in light of findings. In the United Kingdom, positive action initiatives include "Tomorrow's planners'" initiative. Positive Action Training Highway, the Department for Communities and Local Government and the Planning Inspectorates together have been working to oversee the success of the Tomorrow's planning initiative (Nancy, 1996). This particular initiative aims at increasing black, Asian and other minority group representation in planning over the coming decade. THE HUMAN RESOURCE FUNCTION IN RELATION WORKFORCE DIVERSITY Employee recruitment and selection is increasingly becoming important with more attention being paid to avoid the costs that are associated with poor selection. Several methods are applied in selecting an organization's human resource and generally include advertising, testing, screening, completing application form, interviews and through correspondences with prospective employees. It is the mandate of the human resource team to recruit and select a team that is effective in the organisation's running. The HR department must also come up with polices that will ensure that the process of employee recruitment and selection is carried out within the laws of the country, is above... This essay focuses mostly on the analysis of the positive action initiatives, that give potential employees from under-represented group’s legal backing for equal opportunity with other applicants. Positive action, however, does not involve treating some people more favourably than others, nor does it seek to eliminate positive competition. It also is not positive discrimination which actually is unlawful in the United Kingdom. The researcher analyzes the initiatives for positive action, that are generally designed to make employers be able to encourage minority groups to apply for promotions and jobs. This is because some members of society tend to feel that they do not â€Å"fit in† because of their backgrounds or lifestyles to some organisations. Some people, due to past experiences in other organisations have come to a conclusion that they are unwelcome to work in certain organisations. The researcher then concludes that it is the primary objective of positive actio n to dispel such untrue notions and show the potential employee how much change has occurred in the way organizations are managed. Positive action creates an emphasis that applications are in particular welcome from people that are considered to be from minority groups. Adopting a recruitment policy that is based on affirmative action while driven by good motives can pose a great challenge to the human resource function. The organization or its employees could quite easily face litigation on grounds of discrimination.

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