ipl-logo

Keith H. Hammonds 'Why We Hate Hr' What Is It About?

1407 Words6 Pages

Keith H. Hammonds’ “Why We Hate HR,” What is it About? In an article written by Keith H. Hammonds published in 2005, he points out the issues of Human Resources and why the public should hate HR. Hammonds brings to the table reasons why HR is unequipped to be strategic business leaders and how they do not work in a way that demonstrates what is best for everyone. Ever since this article came out almost 20 years ago, HR executives have wanted to discuss it, criticize it, and dismember it. Because of this, leaders have remained angry trying to prove this article wrong and do more within their roles in their organization. There are many ways that a person can interpret this article. They can completely agree with Hammonds’ claims and perspective, …show more content…

Three of those reasons include: 1. The Legal Environment: Equal Employment Opportunity and Safety (Chapter 3) 2. Selection and Placement (Chapter 6). Performance Management (Chapter 10) Due to the legalities of HR, everyone has the equal employment opportunity, and the government regulates human resource management to ensure EEO. Some of the efforts to create equal employment opportunities include constitutional amendments, legislation, executive orders, and court decisions. This has been proven in the past to help HR through the 13th and 14th Amendments, Equal Pay Act of 1963, Civil Rights Act of 1866 and 1871, Executive Order 11246 and 11478, and the Office of Federal Contract Compliance Programs. This shows how everyone has a fair shot at HR and without it, there would have been much bigger problems. These legislations and orders are very important to have in the general functioning of …show more content…

In an article, “What your Hiring Process Should Look Like in 2022” the author, Beth Braccio Hering goes into detail of how the process should look like that goes hand in hand with what is mentioned in the previous section. Hering explains how one should use evaluations, interviews, work samples, personality observations, and so much more. These go back to the contents of chapter 6 of how these things are necessary to choose the best candidate for the job. She goes into depth on how businesses need to invest time in determining the kind of talent they require and how to draw in suitable applicants. This debunks some claims made by Hammonds because there is much time clearly taken in talent management for future

Show More
Related
788 Words | 4 Pages

Equality will try anything and everything in an attempt to gain new knowledge. This combination of work ethic and determination is what causes Equality to achieve so

Read More
987 Words | 4 Pages

The last 3 years plus in this role has given me the time to further refine my leadership style – I have embraced the opportunity to build a team within the HR structure – hiring 5 new employees to the Human Resources Business Partner role. I have enjoyed the interactive process of developing each of their unique skills, abilities, and perspectives in HR, and fostering an atmosphere of servant leadership with a “see-one, do-one” philosophy. Each HR case is unique to the person involved, so there is no one size all fits approach to the best resolution. I’ve partnered with each of my team members in the early stages of their role to have them observe and discuss HR incidents that I take lead on – encouraging them to ask questions, praising their intuition, and involving them in the decision-making process. This reinforces their natural abilities while allowing them to ask questions when they’re unsure and developing their experience in researching Collective Bargaining Agreements, Rules and Statutes, program policies and guidelines, and prior case law.

Read More
305 Words | 2 Pages

Numerous laws and Acts were passed that involved women’s rights and though the Equal Employment Opportunity Commission was newly established, it became clear

Read More
853 Words | 4 Pages

The passing of this law saw all employees get treated equally, and the biases that existed ended. Its legislation led to the reduction in the rate of unemployment in organizations. Discrimination based on sex preferences has been the major challenge and this drove the women rights movement to stress for the legislation of the Title VII of the Civil Rights Act (Aiken, Salmon, & Hanges, 2013.) Despite Title VII of the Civil Rights Act helping to alleviate the issue of discrimination especially on women in employment sectors, it did not meet all the needs of women in the

Read More
1248 Words | 5 Pages

First of all, it is important for women to get paid equally to men for doing the same work. Signed by John F. Kennedy on June 10th, 1963, the Equal Pay Act supposedly made it illegal to pay women less based only on their gender. The only way they would be allowed to pay women differently from men would be due to seniority, experience or merit (Holunga). Before this act, women in the 1950s made about 40% less than men (Holunga). However, even though the Equal Pay Act was passed, recent statistics show that women are still not paid equally to men.

Read More
547 Words | 3 Pages

It was formed by Henrietta Dugdale and Annie Lowe which made a big change as other estates started to give women the right to vote. Slide 4 Equal pay, stated in the’ Equal Pay Act of 1963’ in the United States it is sexual Discrimination to pay different salaries for men and women working in the same place doing similar work. After the Second World War II the Trade Unions and the legislatures of the industrialized countries progressively started to make changes for equal pay for equal work. The united nations also support gender equality. Slide 5

Read More
932 Words | 4 Pages

Talent management is one of the strategic fit approach to match Yorklab competences with opportunities and risked created by environment change (Armstrong, 2010,2011; Boxall and Purcell, 2011; Truss, Mankin & Kellier, 2012). Talent management (abbreviated as “TM”) has been targeted as one of the human resource development (abbreviate as “HRD”) conceptual framework to improve the effectiveness of HRD practice (Nilsson and Ellstrom, 2012). Most of the world work has increased interest in adopting the framework, this is apparent the case because with the most recent seventeenth Annual Global CEO Survey had a shown that ninety three percent of CEOs who had participated the surveys are recognizing the need to make a change, or are already changing their strategy for attracting and retaining talent (PWC,

Read More
1177 Words | 5 Pages

The authors in this article describe talent management as an attempt to predict human resources that a company needs, and a possibility to create conditions for its timely involvement.

Read More
919 Words | 4 Pages

This is a huge step towards equality for all human beings. There is also the Women's Bureau which was created in 1920, allowing for there to be standards and policies within workplaces to advance the opportunities for women. The Women's Bureau is something that is still used today to ensure safety within the workplace. The 19th Amendment and Women's Bureau is something that has stuck with the United States allowing for equal opportunities between men and

Read More
239 Words | 1 Pages

There is still an issue today with equal pay between men, women, and other races. The National Organization for Women fought this same problem in 1966 and NOW are still fighting today. NOW has made an impact on a state level in some states, but they have not impacted the federal level law. The Equal Pay Act of 1963 was made, but even today it is not followed through with.

Read More
805 Words | 4 Pages

Annotated Bibliography Gender equality in the workforce is a subject that has been researched throughout the years. Following the Civil Rights Movement in 1964 when sexual discrimination was outlawed, and in 1967 when President Johnson amended the bill in 1967. Researchers believe that discrimination is a thing of the past. Although, in 2012 Walmart faced nationwide lawsuits for discrimination (Hines, 2012).

Read More
1275 Words | 6 Pages

Simply having the right capacity in place to match the development of the company may be the biggest risk Wal-Mart faces. Wal-Mart hires antagonistically from more than 100 universities and targets the colleges with Retail Institutes. People have always been the company’s best asset. Their idea at Wal-Mart is to hire the best, provide the best training and to be the greatest place to work. Strategy 7: How does HR align every functional part with service?

Read More
1111 Words | 5 Pages

(2006). Strategic Human Resource Management: Determinants of Fit, Research and Practice in Human Resource Management, 14(2), 49-60. (‘Schuler & Jackson 1987’) [Accessed 10 October 2015].

Read More
924 Words | 4 Pages

To me this article is very contradictory and I disagree with almost every one of his “statistics” and “opinions”. I feel that they were not well sought out.

Read More
1511 Words | 7 Pages

By providing the proper training and education to all employee’s human resource managers can make sure that there is no discrimination of any form taking place within the workplace. Human resource managers could also prevent discrimination by promoting an educational team work where everyone can learn respects one another, making sure that employees feel valued and are compensated or provided benefits for their hard work. If a company decides to not recognize and prevent these key women issues it could lead to lawsuits costing the company up to millions of dollars and the company could lose their current employees, consumers and prospective

Read More

More about Keith H. Hammonds 'Why We Hate Hr' What Is It About?

Open Document