Human Resource in News Assignment
Article I: CNN-The rise of diversity and inclusion jobs
Link: https://money.cnn.com/2018/08/21/pf/diversity-inclusion-positions/index.html
The central them in this CNN news article is the current trending diversity issues at the workplace. Diversity and inclusivity have been one of the major topics of discussion in human resource management in the recent past. In the new article, the author Julia Carpenter records that various firms have taken diversity as a serious issue and they have begun employing diversity officers. As noted in the article, Julia reveals that Uber hired its first chief diversity officer after several cases of sexual harassment and public relations crisis. Further, Julia notes that NFL posted a job opening for the officer in charge of diversity and inclusion (Carpenter, 2020). Given the above cases, diversity and inclusion become the centre of focus in human resource currently.
According to the news article, most organizations have realized that diversity means a lot to employees, and they have started to employee people in a position of director of diversity, chief equality officer or head of diversity. Julia borrows from Indeed data that shows that demand roles for diversity officers have increased significantly for the past few years. Indeed data reveals that from 2017 to 2018, the position of diversity and inclusion has increased by approximately 20%. This shows how serious organizations are taking issues and how essential it is to organizational performance. Julia noted that diversity and inclusion roles could be understood through a three-prong approach. Employee recruitment, retention and engagement are the basic approaches to diversity at the workplace. It is noted that diversity and inclusion are complementary and should go together. Don't use plagiarised sources.Get your custom essay just from $11/page
Julia derives her points from an example from the Netflix Company that has implemented diversity not only on employees but also in their programs. She noted that the human resource manager at Netflix ensures that holds meetings with all partners, production managers and employees to address issues that impacts on the organization. Further, the manager practices inclusivity by getting ideas from all stakeholders in what they think is the best for the company. This has cultivated the idea of inclusivity in all functional units of the firm. It has reduced underrepresentation of workers, discriminations and oppression at the workplace. This has made the company move forward and be in the limelight for better employee representation.
In a nutshell, the CNN news article written by Julian Carpenter forwards that diversity and inclusivity is one of the emerging trends in human resource. She highlights how employees and employers have taken it seriously to increase the level of representation at workplaces. The article also points some of the benefits that companies that practice diversity and inclusivity have enjoyed. Netflix Company has enjoyed quality of work from motivated employees which increase the organizational performance. Diversity in their programs has increased the rate of sales for the firm since they cover a wide range of users. Diversity and inclusivity create a great reputation for the company, increased profitability and opportunities for workers. Due to the merits of diversity and inclusivity, it has become one of the central themes and trending topics in human resource.
Article II: CBC- Big Data Trend Now Being Applied To Managing Human Resources
This news article is sourced from CBC news and authored by Dianne Buckner. It focuses on how big data trend is now being used to manage the human resource. Dianne reveals that many human resource managers have begun to dig deep into computerized statistical data employees to help them in decision-making. Based on the article, currently, human resource managers extract statistical data on workers to analyze and interpret before making decisions based on sales, promotions and even benefits programs. Most organizations believe that “people analytics” has become very useful for employees and companies. Human resource can track data regarding employees’ salaries, working days, sales figures and other measures. Further, people analytics also help in performance assessment, reviews and appraisals.
The article points out some of the benefits of bid data to companies and employees. For many companies, human’s resource managers have an easy time in tracking employee data that are essential in making vital decisions (Can you and your work be reduced to a number? | CBC News, 2020). For example, with statistical data giving the total number of employees in an organization, human resource managers can determine the number of benefits and rewards that should be given to every worker. Further, the data can be used to access employee performance for a given period. Use of big data enhances overall decision making in organizations by providing a basic framework for decision-makers. Big data also helps firms in examining and managing employee turnover, retention and recruitment process. With the right data about workers, human resource managers can know whom to hire, fire and retain in the firm. The bid data technique has been welcomed by many firms that are geared towards success. It has been quickly embraced by the sales and finance departments to exploit new trends in the market. Companies that fully harness computer power has generated profits through improved sales and marketing efficiencies. Big data helps in human resource management and should be adopted by firms, as noted in the article.
According to Professor Chris MacDonald specialized in business ethics, some firms and employee will not welcome big data. Chris forwards that some people question the application of statistical data for decision making about individuals. They argue that “if that measurement process becomes demoralizing for staff you’ve shot yourself the foot”. It is pointed out that statistics have their uses but cannot be used, to sum up, the entire employee relationship. It will not give a fair and correct perspective of employees. Based on the article, some people argue that big data may be self-defeating and can hardly be applied to assess employee’s performance. Despite the challenges Dianne Buckner, in the article states that big data is still a win to the firms. The benefits overwhelm the demerits, and if firms can correctly implement people analytics, then they can greatly gain.
All in all, the author of the article covers one of the trending issues in human resource. Big data is a new technology applied in human resource management by both startup and large business organizations. By covering this topic, the CBC article tackles the essential area in human resource, providing crucial information to the audience. The article is credible and authentic since it is written and published by recognized and authorized authors and publishers. This makes it essential for drawing human resource trending information.
Article II: CNN- Whose side is HR really on?
Link: https://edition.cnn.com/2018/10/05/success/distrusting-human-resources/index.html
The above article is sourced from CNN and authored by Julia Carpenter. Its central theme is how benefits from human resource. The article address one of the current controversial questions in the field of business, whose side is a human resource? The author tries to understand the credibility of human resource by examining how it works. It forwards that human resource objective has changed and it no longer helps employees the way it was meant to. According to the article, human resource is supposed to help in employee orientation, training, nurturing and development through various processes. The article further addresses how human resource department has failed to help protect women at workplaces from discrimination, oppression and sexual harassment. A good working human resource system lies the responsibility to protect women from incidents of sexual harassments. It is supposed to have a well-defined process through which women are to report such incidences to the authorities and justice to found. However, according to the article, human resource managers ignore reports of assaults, and on the contrary, those who report are undermined.
According to the article, the human resource system for most companies does not maintain the confidentiality of sexual harassment cases which puts women in awkward positions. For example, when women employees file complaints of another colleague’s misconduct, they tell the human resource department not to say. If workers feel that the system is working against them, they are to report to the human resource manager who has the responsibility to solve the problems. However, currently reporting the cases may cause problems to whoever is reporting the incident. This creates a big question of whom benefits from human resource.
The article concludes by highlighting some of the ways through which human resource credibility can be rebuild. Taylor, a human resource professional forwards that people need to work hard to ensure credibility. One way of building credibility for maintaining transparency (Julia Carpenter, 2020). This would mean following up cases and complaints without bias. All the employee should be treated equally, and all cases are taken seriously. Further, women who report cases should make formal complaints. Since formal complaints are easy to follow, they can be easily solved. Besides, the human resource department needs to protect both the employees and the company image. By protecting women and offering a favourable working environment for all employees, firms will be building a better company image.
In conclusion, the article examines how credible human resource is and its ability to protect employees. This is one of the controversial issues in human resource management, as many systems do not favour employees instead of focus on protecting the firms. Specifically, the author highlights how the human resource system has failed to protect women in the place of work. Cases of sexual assaults are not handled in the right manner since human resource favours certain individuals. According to the article, a good human resource system should transparent, accountable and works in favour for all including employer and employees. The author forwards that firms need to examine the credibility and accountability of their systems to ensure that they meet the needs of all employees. All the employee should be treated equally, and all cases are taken seriously. Further, women who report cases should make formal complaints. By focusing on human resource credibility, Julia presents solutions to rebuilding the system.
References
Can you and your work be reduced to a number? | CBC News. (2020). Retrieved 20 March 2020, from https://www.cbc.ca/news/business/big-data-trend-now-being-applied-to-managing-human-resources-1.2971266
Carpenter, J. (2020). The rise of diversity and inclusion jobs. Retrieved 20 March 2020, from https://money.cnn.com/2018/08/21/pf/diversity-inclusion-positions/index.html
Julia Carpenter, C. (2020). Whose side is HR on?. Retrieved 20 March 2020, from https://edition.cnn.com/2018/10/05/success/distrusting-human-resources/index.html