Case#2 HR Decision
Discussion Questions
Part A: How should we live?
Question 1
From a general context, PMJobs (2016) identify the HR managers responsibility as entailing the use of HR and business knowledge to evidence appropriate decision-making skills. In the same font, the HR managers are mandated with a responsibility of guaranteeing equal pay for similarly qualified employees. The rationale of this is that pay structures and systems which are non-discriminatory are both legal obligations (legislations) and a management best practice. The core role of the HR managers would be initiated by making sure they handle any issue linked with unequal pay is granted. As the custodian of the people professionals who represent the most critical asset of an organisation, the HR manager achieves their responsibility which in turn harness the organisation efficiencies and productivity levels. The organisation also gains by attracting the most qualified staff to their teams, lowering the employee’s turnover by increasing the retention levels, harnessing motivation and commitment while lowering health and wellbeing issues leading to increased absenteeism.
The employers through the HR managers representatives do not have to peg the pay and benefits on whether an employee is a male or female. This is under the guise of either being the head of household or being principal wage earners in their respective families. As evidenced in Kelemen et al. (2020), an employee status dictated by their gender has limited implication on their performance on assigned job roles. In this regard, this should not be the basis for discriminating the employees in terms of pay based on their gender for instance females.
Question 2
It is inappropriate for the HR manager to remunerate the employees unequally due to their gender. This is particularly when they are involved in pursuing similar roles in their organisation. The phenomenon can be even more discriminatory if the employees possess similar knowledge, skills and ability to implement their job functions. According to Cruz and Rau (2022) it is appropriate in law ensuring that the work conditions of all gender and remuneration is equalized when they are assigned with similar job functions. In particular, for avoiding being characterized as sexist, the following facilitation would be harnessed with the decision not being unfair discrimination.
Skills- for both genders, this is an attribute of their years of working, capability, qualifications academically, capacity development provided for aiding an improved job roles implementation. The core issue would entail provision of essential job skills demanded as opposed to what is possessed by an employee
Efforts- This entail both mental and physical input the employees offer to executing their job functions
Responsibility- The scope of being accountable in executing their job functions holistically and in tandem with all stakeholders’ expectations
Working conditions- This is categories into the aspects of physical environment which surround the work area, ventilation hazards and safety from COVID-19 pandemic
Question 3
No. irrespective of my gender, the decision would be maintained. Supported in my previous explanation and findings in Huang et al. (2019) the employers or HR managers ought not to offer unequal remuneration to men and women irrespective of the noted justification either in law or in tradition. Provided they are engaged in equal performance of assigned roles, the payment and any other benefit which is issued should be equalized. This would also save an organisation time and resources incurred potential in legal battles and other conflicts potential in workplace.
Question 4 The social context plays a core function in the decision making. This is by improving the decision making by promoting the integration……
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