Criticle reading review Essay Example

  • Category:
    Business
  • Document type:
    Article
  • Level:
    High School
  • Page:
    2
  • Words:
    797

1. Lookism: The New Frontier of Employment Discrimination?

Introduction

Whether you are unattractive, small or impolite, your vocation forecast in the Chinese navy doesn’t seem to plain seafaring. Official says everyone who joins the services in the y 2006 should be good looking, tall as well as respectful. Discrimination is a deliberate feature of entire staffing as well as selection. Some applicants will be provided with hobs as well as other will not get a job. It is accepted that workers filter in substantial workers who are considered to be relevant as well as reject those are less relevant to the company. Nevertheless, the criterion upon which this discrimination is deems lawful whist others aren’t.

Key Points

The justification that Chinese navy sailor should be looking good as well as with good attitude, as per the navy orator in combined practices with other nation, its sailors turn to be envoy of china.

Limitation

The workers are smart but turn to be discriminated in favor of individual believed to be better looking and are assumed to depict the correct look as well as penalize those believed to be less physically attractive or with wrong looking. Lookism is being signaled as the emerging limits in the fight against discrimination at work
(Mahmood, 2014).

Conclusion

Discrimination is an deliberate characteristic of all staffing and assortment. Companies filter in relevant workers considered to be very significant as well as exclude those deemed to be less significant.

2. Devolving HR responsibility to the line: Threat, opportunity or partnership?

Introduction

The paper research on devolution of Hr duties to the range within the food processing business. 13 board level line executives are involved in the research. Document the questionnaires as well as interview data with suggestion to line executive’s insight of engaging human resource activities.

Key Points

Line executives, partners, human resource management, accountability, and plan. The line executives are concerned with deficiency of support from the human resource manager at the time of supply of service which might detract from whole efficiencies.

Limitation

The junior level executive will feel to be less supported by the human resource as well as remark that the study will act as an initial step in understanding the association between wide levels of line executives as well as the human resource equivalent sp as to ascertain if the higher the status of an executive in company would be better in the association with the human resource (Whittaker, 2010).

Conclusion

The main concern is the research on whether line executives claims to be contented with the human resource duties that have been devolved to line executives as well as our concern on activities that concern openly to team development. Most line executives report working closely with the human resource team as well as see the relationships to be fruitful. The line executives key concern is deficiency of support from the Hr at the time of delivery of the service might detract the entire efficiency.

4. Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries

Introduction

The research examines the impact of some significant features of global corporation like the corporate strategies, layout as well as global policy orientation, on subsidiary human resource management practices as well as on workers staffing and selections. The research as well depict that the creation of workers staffing as well as selection practice by subsidiary is not only autonomous on the parent company. The duty as well as ability of subsidiary as well as is impacted by the association with head office and as result, the creation of diverse workers staffing as well as selecting practice at the subsidiary level is appropriate.

Key points

Bangladesh, international HRM, staffing and selection practices.

Limitation

The duty and capacity of subsidiaries impact the association of the head office and the subsidiary as well as the development of diverse workers staffing as well as selection practices at the subsidiary level. A comprehensive analysis reveals that the subsidiaries staffing as well as selection practice were controlled by varying nature of company’s layout, production plans as well as head office international human resource policy orientation (Warhurst, 2009).

Conclusion

The research depict that the development of workers staffing as well as selection practices by subsidiaries isn’t exclusively on their parent company. The duty as well as capacity of subsidiaries as well as impact the association of the head office and the subsidiary as well as the development of diverse workers staffing as well as selection practices at the subsidiary level.

Reference list

Mahmood, M. (2014). Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries. London.

Warhurst, C. (2009). Lookism: The New Frontier of Employment Discrimination? New York .

Whittaker, S. (2010). Devolving HR responsibility to the line — Emerald. New York.