SEXUAL HARASSMENT IN WORK PLACE, E- HUMAN

RESOURCE MANAGEMENT & EMPOWERMENT

 EQUAL EMPLOYMENT OPPORTUNITY
 Protects applicants and employees from discrimination in
hiring, promotion, discharge, pay, fringe benefits, job training,
classification, referral, and
 other aspects of employment, on the basis of race, color,
religion, sex (including pregnancy), or national origin.
Religious discrimination includes failing to reasonably
accommodate an employee’s religious practices where the
accommodation does not impose an undue hardship.
 TYPES OF SEXUAL HARASSMENT IN WORKPLACE

 Physical- Physical violence, touching, unnecessary close

proximity
 Verbal- Comments and questions about appearance, life-
style, sexual orientation, offensive phone calls
 Non-Verbal- Whistling, sexually-suggestive gestures,
display of sexual materials
 EFFECTS OF SEXUAL HARASSMENT
 Sexual harassment at work can have very serious
consequences both for the harassed individual as well as for
other working women who experience it secondhand.
 The consequences to the individual employee can be many
and serious.
In some situations, a harassed woman risks losing her job or
the chance for a promotion if she refuses to give in to the
sexual demands of someone in authority.
In other situations, the unwelcome sexual conduct of co-
workers makes the working conditions hostile and
 REMEDIES
There are no easy solutions to these problems. It may be very
hard to eradicate sexual harassment completely, but the
effort must be made along the following lines.
1. Issue a clear statement by the chief executive that sexual
harassment will not be tolerated.
2. Back up the statement with a policy directive that spells out
in more detail that the organization deplore it, why it is not
acceptable and what people who believe they are being
subjected to harassment can do about it.
3. Reinforce the policy statement by behavior at senior level
 REMEDIES …
 Ensure that the sexual harassment policy is stated clearly in
induction courses and is conveyed to everyone on promotion.
Reinforce this message by regular reminders.
 Make arrangements for employees subjected to sexual
harassment to seek advice, support and counseling without
any obligation to take a complaint forward.
 Create a special procedure for hearing complaints about
sexual harassment. The normal procedure may not be
suitable because the harasser could be the employee’s line
manager. The procedure should provide for employees to
 E- HUMAN RESOURCE MANAGEMENT
 HRM services are being offered through an intranet for use
by employees.
 The e-HRM business solution is designed for human
resources professionals and executive managers who need
support to manage the workforce, monitor changes and
gather the information needed in decision-making.
 At the same time it enables all employees to participate in
the process and keep track of relevant information.
 E-HRM is the relatively new term for this IT-supported HRM,
especially through the use of web technology.

 E- HUMAN RESOURCE MANAGEMENT…
Advantages of the e-HRM business solution:
 Gradual implementation
 Adaptability to any client
 Collection of information as the basis for strategic decision-making
 Integral support for the management of human resources and all
other basic and support processes within the company
 Prompt insight into reporting and analysis
 A more dynamic workflow in the business process, productivity, and
employee satisfaction
 A decisive step toward a paperless office
 Lower business costs
 E- HUMAN RESOURCE MANAGEMENT…
E-HR Activities
1. E-Recruitment: e- recruitment strategy is the integration
and utilization of internet technology to improve the efficiency
and effectiveness of the recruitment process. Most companies
understand this and have begun the evolution by integrating
e-recruitment strategy into their hiring process.
2. E- Selection: The main purpose of selection process is to
distinguish individuals on the basis of important
characteristics. In a changing environment, the speed of
selection process becomes very important.
 E- HUMAN RESOURCE MANAGEMENT…
E-HR Activities …
3. E- Performance Management: Also known as Business
Intelligence. The use of technology in performance management
leads to an increment in productivity, enhances competitiveness,
and motivates employees. This is possible in two ways:
i. Technology becomes a tool to facilitate the process of writing
reviews or generating performance feedback.
ii. Technology may facilitate measuring an individual’s
performance via computer monitoring activities.
4. E-Learning: The use of technology to enable people to learn
 WORKFORCE DIVERSITY MANAGEMENT
 Diversity is generally defined as acknowledging, understanding,
accepting, valuing, and celebrating differences among people with
respect to age, class, ethnicity, gender, physical and mental ability,
race, sexual orientation, spiritual practice, and public assistance
status.
Benefits of Diversity in the Workplace
• Increase productivity
•Reduce lawsuits and increase marketing opportunities, recruitment,
creativity, and business image.
Challenges of Diversity in the Workplace
• There are challenges to managing a diverse work population.
•Managers may be challenged with losses in personnel and work
 HIV AND WORKPLACE
 People living with HIV/AIDS have the right to remain active in
the workplace. However, they often face discrimination in the
workplace when others are aware of their condition.
 HIV is not transmitted through casual contact, such as sharing
seats, utensils, or even hugs.
 As such, no special precautions need to be taken to prevent HIV
infection in normal workplace contacts, other than providing a
safe and healthy work environment.
 An employer should not terminate the services of an employee
living with HIV/AIDS simply because he/she is living with the
disease.
 WORKFORCE EMPOWERMENT
 Employee empowerment is the process of allowing employees
to have input and control over their work, and the ability to openly
share suggestions and ideas about their work and the
organization as a whole.
 Empowered employees are committed, loyal, and conscientious.
 They are eager to share ideas and can serve as strong
ambassadors for their organizations.
 Empowerment is based on the idea that giving employees skills,
resources, authority, opportunity, motivation, as well holding
them responsible and accountable for outcomes of their actions,
will contribute to their competence and satisfaction.