Team communication assignment: An Annotated Bibliography

Question

Task: Write a human resource management assignmenton what is recruitment? Explain the steps in the recruitment process. Find a flowchart to show the steps and explain each step; also explain the importance of each step to the organisation's success. What is selection? Explain the steps in the selection process. Find a flowchart to show the steps and explain each step, and also explain the importance of each step to the organisation's success. Explain (define) the process and purpose of an appraisal system. Also, explain the process in steps by showing the steps in a flowchart and explain each step and how each step can contribute to the success of an organization. Explain the role of HR in the termination of employment. What makes a termination lawful? What makes a termination, unlawful? What are the steps in the termination process? (Include showing in flowchart) and explaining each step. Also explain how each step can contribute to the success of an organisation?

Answer

Introduction
Human resource management deals with managing the biggest strengths of the organisations, human power. The responsibility of these managers is to keep a track of their employees' performances and the requirement of their employers so that they can measure the balance between these two segments. Human resources are responsible for monitoring worker satisfaction and, throughout the hiring process, should learn about the applicants' qualifications. As per the human resource management assignmentanalysis, human resources' job is to figure out what the company needs and then organise the search for new employees. Inclusion of diversity and inclusion strategy comes as another important principle of the human resource team. In case of any discrimination, the managers should have eliminated the discouraging factor from their work environment. Discrimination and inequality limit the desire of employees to work together. They cannot find work motivation that influences their performance hugely. The human resource managers must not appreciate any kind of discriminative attitude in their decision-making and policy formation. The human resource management assignmentis going to analyse the definition of recruitment, selection, offering equal opportunity and other aspects of a human resource manager behind the success of an organisation.

Definition of recruitment explained in the human resource management assignment
Recruitment is a process that deals with enlisting new people to the organisational process according to their organisational expectations. This is a way human resource manager select people who deserve to work for their companies. The concept of recruitment is to identify the most suitable person for a position (Hamza et al. 2021). These managers include a detailed analysis of required job role and match the participants' abilities to appear in those roles. As per thehuman resource management assignmentfinding potential employees for the organisation is HR's responsibility. After sharing the top candidates with the hiring manager so they can choose which ones to invite for interviews, HR carries out the initial assessments to help ensure all educational and skill standards are met. They must take care of their organisational requirement before identifying the suitable candidates for different roles. It is analysed from the human resource management assignmentthat human resource management's five primary functions are talent acquisition and development, compensation and benefits administration, employee learning and advancement regulatory compliance, and protection of employees at work.These are all connected to the hiring process. The first step is hiring. However, once an employee has been hired, HR managers need to provide them with a suitable workspace and involve them in innovative projects. These managers must offer the staff all necessary benefits so that they will be happy in their positions (Lee and Mao, 2020). As per the human resource management assignmentrecruiting employees require a huge focus on candidates’ efficiency, reflex and their intellectuality. The motive of recruiting participants is to improve the productivity and performance quality of the organisation.

Steps of recruitment process and their importanceexamined in the human resource management assignment
They must be given a proper workspace and included in creative projects, according to HR managers. As per the human resource management assignmentfor the employees to be content in their jobs, these managers must provide them with all the benefits they require. The effectiveness, reflexivity, and IQ of candidates must be heavily considered while hiring new personnel. The goal of recruiting participants is to raise the organisation's productivity and performance standards. Recruiters arrange different ways to recruit participants. They follow certain steps to encourage participants in showing their capabilities and skill sets. Participants appear in more than one interview process to price their worth for the company (Hmoud and Laszlo, 2019). A flowchart in the human resource management assignmentis prepared to discuss the steps of the recruitment process.

Figure 1: Flowchart of the recruitment process
(Source: Self-created)

The first step of recruitment as per the human resource management assignmentanalysis deals with the identification of organisational needs. The company tries to figure out their requirements, based on which they identify their potential candidates in the interview process. Secondly, the human resource managers are required to create a recruitment plan. The company will plan the recruitment ideas according to their needs. It is helpful for the organisation to adopt a decent approach to recruiting people within their team. The company gets to prepare the job description based on which the "recruitment plan" will be designed. The third stage includes the search for suitable candidates. Next step is the screening or interview plan. The company arranges this to select their idea and potential applicants for the job role (Herschberget al. 2018). As per the human resource management assignmentfindings, once the interview has been conducted, the company needs to start offering the job to the selected candidates. The entire process of recruitment is helpful for the company to identify trustworthy and talented employees who can bring them competitive advantage.

Definition of selection
Selection comes as a part of the entire recruitment process. This comes in the last step of the recruitment process. Recruitment is a broad process of selecting candidates at the suitable job positions. As per the human resource management assignmentselecting ideal candidates requires great sense and understanding of that candidate's nature. The recruiting team's first priority should be to find the best possible candidate, therefore it's important to follow a tried-and-true process that benefits everyone involved (the applicants, the interviewers, the hiring managers, and HR). Moreover, it may enhance the company's productivity. All aspects of the employment process are already being impacted by technological advancements (Bowe, 2020). The whole process, from first contact to applicant screening through new hire paperwork, is moving online. It is found from the human resource management assignmentthat professionals in human resources have a responsibility to utilise fair and objective methods of candidate evaluation and selection in order to hire the best possible workers.

Selection of candidates deals with the understanding of skill and capabilities of each participant at first. The human resource managers must align the candidates’ interests with their job requirements before selecting them. The team selects participants to bring diversity within their workforce. As per the human resource management assignmenteven though a participant passes the technical rounds, the HR interview is critical as this process allows the employer to testify their candidates’ general knowledge and awareness towards them. This selection process is useful to test their vision and ideologies. The HRs test their candidates’ suitability and intellectual understanding regarding the applied job position (Silva et al. 2018).

Steps in selection and their importance
Human resource managers need to ensure they hire the most qualified people by using effective selecting and recruiting procedures.It is analysed from thehuman resource management assignmentthat understanding each candidate's skill set and competencies is the first step in the selection process. Before choosing candidates, human resource professionals must match their qualifications with their interests. To increase diversity in its workforce, the team carefully chooses its members. Even if a candidate makes it through the technical stages, the HR interview is crucial since it gives the company the chance to verify the candidates' general understanding and comprehension of them. Their vision and ideals can be tested through this selecting procedure. The HR department evaluates candidates' intellectual capacity and appropriateness for the open positions (Blnescu, 2020). The HR managers follow certain steps to conduct the selection process. Below is the flow chart in the human resource management assignmentof the entire systematic process.

Figure 2: Flowchart of “selection” process
(Source: Self-created)

The selection process decides the job position first. Then, the HR managers set up the screening and the pre-selection process. This step is useful to study the nature of each candidate who has appeared in the process. After that, interviewing participants takes place. As per the human resource management assignmentthis step is helpful to assess the technical knowledge of that candidate. Once this step is completed, the employers process though the assessment of the interview results. This step is helpful for them to analyse and compare the interview reports of each candidate who has appeared in that session. After this, the candidates are required to go through the references and background check. Once this step is completed, the HR managers reach at their decision of the final selection (Aungsurochet al. 2022).

Process and purpose of appraisal systemexplained in the human resource management assignment
An evaluation system will assess an employee's performance in relation to a set of predetermined objectives and will pinpoint their strengths and flaws. This procedure is automated by the software to guarantee that it is carried out consistently, fairly, and on schedule. As per the human resource management assignmentthe evaluation process compares employee performance to previously established goals, establishes future goals, and provides staff with advice on their personal improvement and training requirements. They help management keep track of progress and pinpoint areas for development, making them an essential tool for guiding future performance enhancements(Osendo, 2019). A few of these many kinds are combined in some appraisal systems. It is found from the human resource management assignmentthat they combine the finest elements of each: perhaps some "self-evaluation" to serve as the foundation for the review, followed by a checklist to rate improvements in measurable traits like punctuality, with some story for added context, as well as some considerations based on objective criteria.

Appraisals are proposed to motivate employees sometimes. Employees get to work engagingly if they receive monetary support. Performance evaluations are made up of predetermined standards that are used to gauge an employee's behaviour at work. The results are then given to the employee as criticism. Employers can make decisions on motivational tools, compensation, and, in some tragic cases, termination with the use of an appraisal system. "Performance management software" includes a system for evaluating employees' performance, and these platforms are frequently used in tandem with one another (Davis and Mensah, 2020). As per the human resource management assignmentan evaluation system will assess an employee's performance in relation to a set of predetermined objectives and will pinpoint their strengths and flaws. This procedure is automated by the software to guarantee that it is carried out consistently, fairly, and on schedule. When given accurate and timely feedback, 68 percent of workers report feeling satisfied in their positions.

To create employee reviews, process improvement and appraisal software must be used together. The following elements mentioned in the human resource management assignmentare utilised to compile data for every employee assessment. A comprehensive performance evaluation process should include these features. The performance assessment system ensures timely completion of the whole performance review cycle by automating it. The programme also contains terms like “competency-based tests," "personality," "360-degree feedback," and "weighted-scale rankings" (Jaafar and Salim, 2019). This is the fundamental component of performance reviews and the first step in automating them. Aiding in the judgement process for remuneration is one of the main goals of performance evaluations. As per the human resource management assignmentthe programme can coordinate employee remuneration with the business' aims and ambitions. This may be a compensation increase or merely a bonus or reward.

The human resource managers are responsible of offering appraisals to their deserving employees so that they desire to work better. This is a trick adopted by the management team to gain trust from their employees. As per the human resource management assignmentthis appraisal system is created by HR team so that an employee's total performance may be evaluated in relation to the responsibilities given to them. They provide a transparent system that is easy to understand for any employee. HR managers are responsible for explaining the entire system to all of the employees. They must inform the staff that performance goals are not established for them during appraisals (Nchimbi, 2019). It provides opportunities for employees to advance. As per the human resource management assignmentadditionally, an assessment is a way of giving employees feedback so they can be guided rather than just a way to raise their pay. In order to ensure that the appraisal approach has been announced on time and that the deserving candidate receives the appropriate reward, the HR team works in coordination with the evaluating officials.

Steps of an appraisal system and their importance
HR managers offer a clear framework that is simple for every employee to understand. HR managers must explain the complete system to every employee. They must let the staff know that performance objectives are not set for them during evaluations. It offers chances for workers to grow. Each step of performance appraisal is brought for the potential employees. As per the human resource management assignmentthis is set for the best performers of each team within the company. The concept of offering appraisals is to gain trust and satisfy the employees. The companies are to follow “Maslow’s need hierarchy” to offer appraisals to their most trusted employees (Berhan, 2021). The flowchart in the human resource management assignmentof the appraisal process is attached in the below section.

Figure 3: Flow-chart of appraisal system
(Source: Whatishumanresource.com, 2022)

Different steps of appraisal system offer different benefits for the organisation. The initial stage in conducting a performance evaluation is to establish the criteria that will serve as the basis for evaluating actual results. The corporation itself is responsible for establishing what constitutes successful and poor performance from an employee's perspective and how much they influence to the firm's overall goals and objectives (Peng, 2022). As per the human resource management assignmentonce the rules have been created, management is responsible for communicating them to every member of the staff. Workers need to be constantly reminded of and familiar with the expectations placed on them. That way, they may better understand what is expected of them and what specific requirements they must meet. Furthermore, it is anlyzed from the human resource management assignmentthat the requirements must to be conveyed to the appraisers or examiners. At this stage, the standards may also be modified in light of any new information or insights gained by the employees or evaluators. Perhaps the most difficult part of the so-called "effectiveness assessment process" is determining how well an individual did on the job throughout the allotted time frame. Maintaining a method means keeping track of results all through the year. It is found from the human resource management assignmentthat human resources managers are now tasked with selecting appropriate measurement tools, ensuring that participants' preferences do not affect findings and also that the tools really improve workers' efficiency rather than harm it. This comparison reveals the companies whose workers' effectiveness does not meet the standards that have been set (Vidè et al. 2022). It's possible that the conclusion will show that the organization's real effectiveness is either weaker than expected or greater than expected, suggesting a negative variation. It comprises reviewing, evaluating, and evaluating evidence relating to employee output.

Each worker is given a copy of the "performance evaluation" results and given the opportunity to respond in confidence. The emphasis in this discussion is on two-way listening and interaction. The firm meets to talk about the problems and possible solutions in an attempt to reach an agreement. It is analysed from the human resource management assignmentthat giving feedback with a positive frame of mind is crucial since it might have a lasting impact on the recipients' future efforts. Rather than demotivating employees, "performance assessment feedback" from Human resource management should be used through managers to help workers correct their mistakes and improve their performance. Tasks requiring providing performance feedback must be approached with considerable care to prevent emotional outbursts.

Role of HR in employee termination explained in thehuman resource management assignment
Managers of human resources are in charge of making decisions about whether to fire any organisation employees. Every time a manager or supervisor requests a termination, HR should thoroughly investigate the situation to determine the relevance of their decision (Kamieniarz-Gdula and Proudfoot, 2019). As per the human resource management assignmentany termination in a company ought to involve HR in a big way. In addition to saving the company from internal shame, databased and process-driven terminations resulting from business requirements or disciplinary difficulties also serve as proof in the event that a disgruntled employee seeks legal advice. Employers get into issues when they fail to record issues with performance. When such happens, an employee's performance has reached an unbearable level. Human resource managers are permitted to monitor the issues that their staff members are facing so that they can come up with solutions. Termination needs to take place if employees fail to adjust with the work even after offering them solution. As per the human resource management assignmentHR may direct the termination conversation, help influence the process, and lessen any possible harm to the business and the individual. However, it cannot take on the obligation or make everyone's job enjoyable (Hao et al. 2021). HR is required to offer checks and balances, ensuring that business policies and procedures are followed, and, frequently working with the compliance department, verify that all acts are compliant with the law. Termination happens when an employee fails to fulfill the expectations of the employer. Termination is a way of identifying useless or inefficient employees. The human resource tracks down or monitors the performance of each employee, which is why they have a better idea of employees’ responses and their performances. It is advised in the human resource management assignmentthat companies need to follow the laws of termination. Excessive termination can raise question regarding their ethical aspects. The human resource managers must have proper justification of terminating an employee. Theory cannot terminate any employee without any reason (Szczygiel and Emery-Fertitta, 2021). Cases of unethical termination are seen in many cases, which should not be appreciated by the human resource team.

Lawful and unlawful aspects of termination
Employees who do not deserve any position, they can be easily terminated. However, it will be unethical to terminate employees who have potential. Cases are seen where companies terminate employees due to their financial condition. Their inability to pay their employees reflects in their decision of termination, which is heavily unlawful. Companies must abide by the laws of termination (Dewi and Wibow, 2020). As per the human resource management assignmentfindings, excessive termination can lead to concerns about their ethical obligations. An employee's termination must be properly justified by the human resource managers. Theoretically, no employee can be fired without cause. The human resource team should not be accepting of cases of unethical termination, which are frequent. In this regard, each business must adopt its own rules and regulations for maintaining its employees.

As per the human resource management assignmentany of the participants to an employment contract may begin the process of terminating employment. Employment can be terminated legally under common law if it is done so voluntarily. When a contract of work is terminated in conformity with an agreement reached by the employer and the employee (Wang et al. 2019). Not every employeeis recruited in the company with permanent employment agreements. The managers can terminate them once their service agreement is over. As per the human resource management assignmentthe absence of enthusiasm or a poor quality of work are both signs of inadequacy. Complications resulting from disobedience, such as cheating or breaking company rules. Theft, unlawful activities like exposing company secrets, and chronic tardiness or absence all increase the difficulty of the situation. It means, if a worker is terminated, it must be due to performance issues.

Terminating employees without any of their faults is unlawful and unethical. Employees can legally oppose this (Tejayadiet al. 2019). They can put up a case against the company in case such cases. Unlawful termination includes corrupted decision, partiality of employees and other impulsive decisions regarding terminating employees. It is advised in the human resource management assignmentthat no employer should appreciate this kind of activity within his or her workplace. Employers need to follow “Employment rights Act” for the fair decision-making of the termination. Employers cannot deal with poor reputation in their market due to the unlawful termination. In that case, the company may not get potential candidates for future recruitment process.

Steps of termination process and their importanceexplained in the human resource management assignment
Common law allows for the legitimate termination of employment when it is done willingly. When a work contract is terminated in accordance with an understanding between the employer and the employee (Tramontana et al. 2019). The company under long-term employment contracts hires not all employees. Once their service contract is over, the management have the right to terminate them. As per the human resource management assignmentexamples of ineptitude include losing motivation or performing poorly on the job. Problems arising from disrespect, such as cheating or disregard for established procedures. Problems with attendance include things like being absent from work often or being late often. Corrupted decisions, employee favouritism, and other rash decisions about firing employees are all examples of unlawful termination. There should be no tolerance for this kind of behaviour among employers. Some of the steps of terminating an employee are mentioned below in the human resource management assignment,

Figure 4: Flowchart of “termination” process
(Source: Self-created)

Employees must be knowledgeable to understand the termination policies as well as the retention policies of their employers. The human resource managers must arrange meetings for their employees at the beginning to express all their responsibilities so that they can value their role and avoid being terminated. However, when an employee is terminated, the HR managers must inform him or her about the decision of their managers. They may react negatively to this, which is why the managers should deal with their reactions. As per the human resource management assignmentthis shows the sensitivity of human resource managers towards their employees. As they have recruited them, this should be their responsibility to make them aware of their termination and the cause of this decision. Once this is done, the managers must pay out the terms to assist them financially. As per the human resource management assignmentthe company can offer the employees suitable support mentally and financially so that they can find a better option in their career soon (Kang and Lee, 2021).

Human resource managers are bound to answer their terminated employees. Employees will automatically raise questions regarding the decision. In this regard, the human resource team cannot ignore or avoid this, as this would be unethical. Each employee has the right to know the reason behind the termination. This will create a positive impression for the employers. As per the human resource management assignmentthe employees may approach to reconsider the decision. However, the managers should have asked for the time to reconsider this. In request, the managers can offer some time to the employees to show efficiency in the coming days if that option is feasible for them. Otherwise, they can head towards concluding the meeting (Davis and Dolson, 2018).

Conclusion of the meeting needs proper closure from the human resource team. The employers and the employees both should agree on the matter of termination. No employer can terminate an employee of he or she denies the reason shown by the team behind his or her decisions of terminating him or her. Managers may exhale in relief as the person leaves, but their work is not finished. They must record a memo summarising the meeting for the file. Both what they said and what the individual said must be recorded. It is found from the human resource management assignmentthat it is necessary to take note of any inciting remarks or threats to sue made by the employee. The managers ought to keep a record of any confessions that can later be used to refute a claim of wrongful termination (Fink-Samnick, 2018). It is crucial to receive answers to questions the employee asked during the termination meeting, or to enlist the help of the right professional to work on the responses. To ensure that the information reaches the fired employee, they must follow up.

"Equal opportunity" policy and its benefits
The level of cohesion in which employees think and act is impacted by gender inequality. Employees have a history of bullying one another or disobeying the counsel of their female co-workers. It is found from the human resource management assignmentthat female employees' opinions are mocked even by senior management, which gives male co-workers more licence to mistreat female employees (Buribayev and Khamzina, 2019). As per the human resource management assignmentthe failure to take into account female employees' opinions when making decisions is a prime instance of gender discrimination. The chance for women to hold high-profile positions is very limited. It is forbidden for them to express their ideas and opinions in front of a group. Team leaders are frequently compelled to ignore their involvement with and dedication to the group. In other words, it is challenging to integrate gender diversity into organisational structures when there is gender discrimination.

The stereotyped mentality of undervaluing women candidates on competitive social platforms has been embraced by society (Chang and Milkman, 2020). The essential tenet of the society has been that a girl child should never be allowed to participate in any social platform because she is weak. The effects are obvious at the corporate levels. It is analysed from the human resource management assignmentthat equal employment opportunities are one approach to mitigate this idea. The goal of achieving equality is to give men and women comparable priorities in the workplace. Equality is a concept of considering make and female workers with equal eyesight. They are only judged by their performance and skill sets. No other filters of their characters are judged in the work environment in providing equal opportunity. As per the human resource management assignmentthe concept of equal work environment is to remove all kinds of discrimination and inequality from the social system.

Equal work environment is important to bring motivation to the employees. Workers cannot work with less encouraged team members. If employers will appreciate the concept discrimination, the employees will automatically get the courage of disrespecting their female colleagues. Hence, human resource team plays an important role to maintain the equality and diversity within their workplace infrastructure (Wenham et al. 2020). As per the human resource management assignmentwomen workers have been known to quit their employment because of the miserable workplace conditions. Women workers carry a significant workload and obligations with little appreciation. Comparatively speaking, they work just as hard as their male co-workers do. They do, however, not receive much attention. No matter how hard they work, their commitment is never given the upper hand. The major problem with gender inequality is this. These women workers become demotivated and less engaged as a result. The businesses must be aware of their obligation to treat every employee fairly.

As per the human resource management assignmentwomen candidate do not always receive the same respect as their male counterparts in the workplace. Female employees, in contrast, have slow advancement and are not granted leadership roles despite their abilities. For the community of transgender people and women, gender inequality is a demotivating force. Due to the unfair treatment they have gotten from society, they experience oblivion, avoidance, and stress (García Johnson and Otto, 2019). As per the human resource management assignmentin such circumstances, they stop fantasising and having great expectations. Inequality decreases the level of living in society. Living in such a setting makes it impossible for people to think critically. Allowing qualified people to apply eventually inspires others to work efficiently. On the other hand, equal workplace structure represents positivity in employees to work for their employers. They can even spread positivity within their friend circle, which will result in a good response for the company in their upcoming recruitment drives.

Protected characteristics of "Equity Act" and its effectiveness
This act is brought to bring equality and diversity within the workplace. The nine protected characteristics of this act are "race", "gender", "colour", "ethnicity", "religion", "political belief", "marital status", "physical or mental disability" and "family status". As per the human resource management assignmentof these nine characters, an individual is mostly judged. The details of these characters offer a greater understanding of judging a candidate in a corporate world. It is sad that the modern generation also judges their colleagues on the grounds of these nine areas (Peters and Blomme, 2019).

Age
Age is considered as one of the topmost characters of employment. Cases are seen that age defines a candidates' ability or disability to fit in a position. The act allows companies to mention a particular age group for each position. As per the human resource management assignmentthe majority of human rights laws define age. A minimum age is mandated in some situations but not in others. A maximum age restriction has been removed from all federal, provincial, and provincial human rights legislation. As a result, mandatory retirement provisions are discriminatory by default.

Disability
This is generally defined and construed in the context of human rights, taking into consideration the range of circumstances, both obvious and subtle, that may lead to disadvantage. As per the human resource management assignmentwithout limiting the generality of the foregoing, "physical disability" is defined as any degree of physical impairment, infirmity, malformation, or disfigurement that is brought on by bodily harm, a congenital defect, or illness (Baker et al. 2019). Examples include different disease and paralysed candidate. Any mental disorder, developmental disorder, or learning disorder is included in the definition of "mental disability" regardless of the disorder's source or duration.

Handicap-related employment discrimination or harassment claims frequently centre on allegations that an employee's work has been terminated owing to their disability or that their employer was reluctant to provide reasonable accommodations for their disability without causing them undue hardship. It is found from the human resource management assignmentthat the obligation to accommodate is outlined in equality legislation, which also lays out the criteria for determining whether someone's right to be free from disability-based employment discrimination is being upheld. According to this law, a person's right to be exempt from discrimination cannot be violated simply because they are unable to carry out or complete the essential functions or requirements of their employment due to a disability.

Status of married or familyexplained in the human resource management assignment The term "marital status" often refers to the state of being engaged, divorced, and widowed separated, as well as the state of cohabiting with another person (Devillardet al. 2018). All laws pertaining to human rights safeguard "family status." whether or not a parent-child relationship exists. The body of law defining family status discrimination is expanding. It is found from the human resource management assignmentthat nowadays, it is commonly accepted that having childcare responsibilities counts as having a family. However, in order to determine whether there has been discrimination, the obligation in question must relate to the essence of the parent-child relationship and actual legal requirements, as rather than personal preferences.

Gender
Two very recent additions to this act are "gender identity" and "gender expression". According to the Act mentioned in the human resource management assignment, every employee has a right to be free from workplace harassment based on their "sex", "sexual orientation", "gender identity", or "gender expression", whether it comes from their employer, a representative of their employer, or another person.

Religion
As per the human resource management assignmentjudging a person based on his or her sexual orientation is strictly prohibited in this act. This discrimination should not be appreciated by any of the employer (Hebson and Rubery, 2018).

According to the "Employment Equity Act", employers have a responsibility to remove barriers to employment for members of specified groups and to implement good practises to assure the workforce of a government agency. The Act's stated goal is to eliminate discrimination at work through making it illegal to discriminate against anybody based on a protected characteristic or characteristic associated with a protected class, such as race, gender, national origin, sexual orientation, disability, age, marital status, sexual orientation, or gender identity.

Legislation relating to equality and equal opportunity in the workplace
“Equality Act, 2020” has been constructed to offer each employer equal opportunity in the UK-based on workforces. As per the human resource management assignmentpeople are legally protected from discrimination by this regulation both at work and in larger society. The Act consolidates and improves upon previous anti-discrimination regulations, making it easier to comply with the regulations and providing more security in certain cases. It specifies the myriad of abusive behaviours that are outside limits (Warren et al. 2019). Various elements of the Law have been introduced at different times to provide businesses and individuals enough opportunity to deal with the fresh rules. Protecting individuals from "crime," "bullying," and "discriminating" in all areas of life, including but not limited to workplace, school, club, and public meetings, is a primary goal of this legislation. The removal of the requirement for medical supervision in this statute has altered the concept of gender reassignment. As per the human resource management assignmentthe Act was intended to protect individuals who experience racism due to their perceived possession of, or association with someone who does carry, a safeguarded characteristic.Through the harmonisation of the rules allowing voluntary positive action, this Act is able to apply a reliable means of disparate treatment to all protected characteristics (Kaggwa, 2020).

The Act is specifically designed to promote an equal work environment throughout UK-based business sectors. It is analysed from the human resource management assignmentthat if there is no real comparator, the businesses accept charges of direct gender wage discrimination. The Act nullifies pay secrecy agreements and protects "sex", "religion", "pregnancy" and "maternity", and "gender reassignment" in private clubs. The law has given employment tribunal’s unprecedented authority to make suggestions that benefit the entire workplace. In short, the Act mentioned in the human resource management assignmentaims to provide an equal opportunity for each one of the workers. The goal is to identify talented and potential workers only by their abilities and not by any other characters.

Role of equal opportunity in dealing with inequality, discrimination and victimisation
Inequality can be defined as an unequal workplace settings that can judge employees based on their gender, age, race, status, religion and other characters while corporate employees should only be judged by their professional abilities. Unequal workplace formation carries a negative environment for the employers who work in those workplaces (Trianaet al. 2019). As per the human resource management assignmentdiscrimination occurs when one group of people is treated differently than another group because of their characteristics. These both terms are mostly equal in meaning as both of them define the similar meaning. Both of these mean that workers’ freedom to show their creativity is compromised due to some traits.

"Victimization" occurs when their employer because of a step they took to exercise their legal employment rights treats a person unfairly. Workers have robust employment rights, and their employers cannot penalise them for trying to exercise those rights. Because they filed or sponsored a lawsuit over a "protected trait", this is being handled unfairly. All these carry high significance in a worker’s life. These create negative influence to their career in simple terms.

Existence of these elements demotivates workers to show desirable performance (King et al. 2020).
As per the human resource management assignmentteam leaders are usually forced to put their loyalty and contributions to the organisation on the back burner. In other words, when there is gender discrimination, it is hard to integrate women's representation into management processes. Any person who can articulate their ideas and desire to work with motivation has to be professional. Judging a person based on his or her age or gender is completely unethical and this is not a good sign for a successful employer. As per the human resource management assignmenthuman resource managers must work passionately to identify their weak areas in regards to the discrimination. Discriminative mentality lowers the work engagement. Cases are seen where female employees’ ideas have not received priority because of their gender orientation. Team leaders’ decision of ignoring their women employees carries a bad impression on both male and female workers. In the UK, 8.2 million workers believe they have experienced gender-based discrimination (Hampson et al. 2020). In a recent poll, 26% of working women reported having faced discrimination due to their gender issues inside the firm. It is found from the human resource management assignmentthat surprisingly, male respondents were more likely than female ones to report having encountered racism because of their sexual identity. The statistics show a clear picture of discrimination in different UK-based institutes. The percentage of employees who have faced gender discrimination at work varies considerably. In order for organisations to have a brighter future, the gender discrimination case needs to be resolved. To lessen gender discrimination, HRs need to value diversity.

Appreciating diversity and inclusion is the only way of removing discrimination from the workplace. The HRs need to know the value of bringing diversity within their organisation. Diversity is required to increase the variety in their employment, which can be beneficial for creative decision-making (Whitaker, 2019). As per the human resource management assignmenthuman resource team plays an important role in maintaining discrimination. If they instruct the workers to participate in their job without any discriminative mentality, the workers are bound to follow their seniors. However, cases are seen where HRs motivate their workers to treat the female employees with discrimination, which is the main reason behind their existence.

Legal cases of challenging work environment analysed in the human resource management assignment
Several legal cases of challenging work environment have appeared in the UK, which is mostly due to the discrimination. For instance, a worker at "Richemont" (UK), the parent company of luxury labels includes "Cartier" and "Montblanc," experienced racism-based harassment from human resources and co-workers, was observed on by management, and was denied a promotion. As per the human resource management assignmentalso, Cheryl was also passed over for promotion inside the company on three separate occasions despite being a strong candidate for the role each time; the selection techniques all came from the same people.

Other cases of legal challenges are the work stress and excessive pressure on the employees (Verniers and Vala, 2018). Employees find it extremely difficult to work positively in an environment that puts challenge for them. Challenging environment does not allow employees to work freely. They are restricted to show their creativity and innovation, which is the main flaw. A person may be able to make a claim for a breach of that duty. As per the human resource management assignmentan employer may be held liable for negligence if they disregarded warning indications and work-related stress resulted in a significant physical or mental ailment. According to surveys, businesses are required by law to limit their employees' exposure to conditions at work that raise the risk of anxiety. Both contractors and self-employed people are subject to this responsibility. Employers in the UK must eliminate or significantly reduce the danger that stress at work will affect their employees.

Conclusion
The human resource management assignmenthas provided a detailed explanation of the workplace culture and discriminative attitude going around the UK-based companies that restrict individuals from working freely within the organisation. Discrimination is the fundamental area of poor workplace orientation. According to the human resource management assignment, human resources are intended to monitor employees' wellbeing, and during the recruitment and selection process, they must be aware of candidates' strengths. The responsibility of human resources is to plan the hiring drive and comprehend the needs of the organisation. The human resource team's inclusion of a diversity and inclusion strategy is another crucial tenet.

It can be concluded from the human resource management assignmentthat the HR supervisors should have removed the discouraging element from their workplace if there was any prejudice. The desire of employees to collaborate is hampered by discrimination and inequity. As per the human resource management assignmentthey struggle to discover work motivation, which significantly affects how well they perform. When making decisions and developing policies, human resource managers must not tolerate any sort of discrimination as per the data gathered from the report.

References
Journals
Aungsuroch, Y., Gunawan, J. and Fisher, M.L., 2022. Recruitment and Selection. In Redesigning the Nursing and Human Resource Partnership (pp. 31-48). Palgrave Macmillan, Singapore.
Baker, M., Ali, M. and French, E., 2019. Effectiveness of gender equality initiatives in project-based organizations in Australia. Australian Journal of Management, 44(3), pp.425-442.
Blnescu, R.C., 2020. THEORETICAL AND PRACTICAL INSIGHTS ON THE IT STAFF RECRUITMENT AND SELECTION. eLearning & Software for Education, 2.
Berhan, N., 2021. Performance appraisal system and its effectiveness in Ethiopian private bank the case of bank of Abyssinia (Doctoral dissertation, ST. MARY’S UNIVERSITY).
Bowe, S.N., 2020. “Fit” Has a Broader Meaning: Recognizing the Utility of Person–Environment Fit Theory in Residency Recruitment and Selection. Journal of Graduate Medical Education, 12(5), pp.637-638.
Buribayev, Y.A. and Khamzina, Z.A., 2019. Gender equality in employment: The experience of Kazakhstan. International Journal of Discrimination and the Law, 19(2), pp.110-124.
Chang, E.H. and Milkman, K.L., 2020. Improving decisions that affect gender equality in the workplace. Organizational Dynamics, 49(1), p.100709.
Davis, M.S. and Mensah, M.A., 2020. Performance Appraisal of Employees in Tertiary Institutions: A Case Study of University of Education, Winneba (Winneba Campus). International Journal of Human Resource Studies, 10(2), pp.175196-175196.
Davis, M.W. and Dolson, N., 2018. Managing organizational culture and design during succession. Journal of Practical Consulting, 6(1), pp.45-54.
Devillard, S., Hunt, V. and Yee, L., 2018. Still looking for room at the top: Ten years of research on women in the workplace. McKinsey Quarterly, 2, pp.106-115.
Dewi, N. and Wibow, R., 2020. The effect of leadership style, organizational culture and motivation on employee performance. Management Science Letters, 10(9), pp.2037-2044.
Fink-Samnick, E., 2018. The new age of bullying and violence in health care: Part 4: Managing organizational cultures and beyond. Professional case management, 23(6), pp.294-306.
García Johnson, C.P. and Otto, K., 2019. Better together: A model for women and LGBTQ equality in the workplace. Frontiers in psychology, 10, p.272.
Hampson, M.E., Watt, B.D. and Hicks, R.E., 2020. Impacts of stigma and discrimination in the workplace on people living with psychosis. BMC psychiatry, 20(1), pp.1-11.
Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwr, G., 2021. Recruitment and selection: The relationship between recruitment and selection with organizational performance. International Journal of Engineering, Business and Management, 5(3).
Hao, Z., Epshtein, V., Kim, K.H., Proshkin, S., Svetlov, V., Kamarthapu, V., Bharati, B., Mironov, A., Walz, T. and Nudler, E., 2021. Pre-termination transcription complex: structure and function. Molecular cell, 81(2), pp.281-292.
Hebson, G. and Rubery, J., 2018. Employment relations and gender equality. In The Routledge companion to employment relations (pp. 93-107). Routledge.
Herschberg, C., Benschop, Y. and Van den Brink, M., 2018. The peril of potential: Gender practices in the recruitment and selection of early career researchers. In Gender and Precarious Research Careers (pp. 111-142). Routledge.
Hmoud, B. and Laszlo, V., 2019. Will artificial intelligence take over human resources recruitment and selection. Network Intelligence Studies, 7(13), pp.21-30.
Jaafar, N.F.A. and Salim, S.S.S., 2019. Teachers motivation towards job performance appraisal among secondary school teachers. International Journal of Academic Research in Business and Social Sciences, 9(7), pp.646-653.
Kaggwa, M., 2020. Interventions to promote gender equality in the mining sector of South Africa. The Extractive Industries and Society, 7(2), pp.398-404.
Kamieniarz-Gdula, K. and Proudfoot, N.J., 2019. Transcriptional control by premature termination: a forgotten mechanism. Trends in Genetics, 35(8), pp.553-564.
Kang, E. and Lee, H., 2021. Employee compensation strategy as sustainable competitive advantage for HR education practitioners. Sustainability, 13(3), p.1049.
King, T., Hewitt, B., Crammond, B., Sutherland, G., Maheen, H. and Kavanagh, A., 2020. Reordering gender systems: can COVID-19 lead to improved gender equality and health. The Lancet, 396(10244), pp.80-81. Lee, S.W. and Mao, X., 2020. Recruitment and selection of principals: A systematic review. Educational Management Administration & Leadership, p.1741143220969694.
Nchimbi, A., 2019. Implementation of open performance review and appraisal system in Tanzania local government authorities: some observations and remarks. International journal of African and Asian studies, 53, pp.32-40.
Osendo, L.P., 2019. Influence of Teacher Performance Appraisal on Job Performance in Public Primary Schools in Mumias East Sub-county, Kenya (Doctoral dissertation, University of Nairobi).
Peng, J., 2022. Performance Appraisal System and Its Optimization Method for Enterprise Management Employees Based on the KPI Index. Discrete Dynamics in Nature and Society, 2022.
Peters, P. and Blomme, R.J., 2019. Forget about ‘the ideal worker’: A theoretical contribution to the debate on flexible workplace designs, work/life conflict, and opportunities for gender equality. Business Horizons, 62(5), pp.603-613.
Silva, S., Silva, C. and Martins, D., 2018, September. Knowledge management in the human resources recruitment and selection process. In Proceedings of the 19th European Conference on Knowledge Management, ECKM (pp. 773-782). Academic Conferences and Publishing International Limited.
Szczygiel, P. and Emery-Fertitta, A., 2021. Field Placement Termination during COVID 19: Lessons on forced termination, parallel process, and shared trauma. Journal of Social Work Education, 57(sup1), pp.137-148. Tejayadi, I.P.W., Laba, I.N. and Pradana, G.Y.K., 2019. The effect of organizational culture on employee satisfaction in Mercure Resort Sanur. International Journal of Green Tourism Research and Applications, 1(1), pp.63-72.
Tramontana, P., Amalfitano, D., Amatucci, N., Memon, A. and Fasolino, A.R., 2019. Developing and evaluating objective termination criteria for random testing. ACM Transactions on Software Engineering and Methodology (TOSEM), 28(3), pp.1-52.
Triana, M.D.C., Jayasinghe, M., Pieper, J.R., Delgado, D.M. and Li, M., 2019. Perceived workplace gender discrimination and employee consequences: A meta-analysis and complementary studies considering country context. Journal of management, 45(6), pp.2419-2447.
Verniers, C. and Vala, J., 2018. Justifying gender discrimination in the workplace: The mediating role of motherhood myths. PloS one, 13(1), p.e0190657.
Vidè, F., Micacchi, L., Barbieri, M. and Valotti, G., 2022. The Renaissance of Performance Appraisal: Engaging Public Employees Through Perceived Developmental Purpose and Justice. Review of Public Personnel Administration, p.0734371X221116584.
Wang, X., Jeon, H.J., Lee, Y., He, J., Adhya, S. and Lim, H.M., 2019. Processing generates 3 ends of RNA masking transcription termination events in prokaryotes. Proceedings of the National Academy of Sciences, 116(10), pp.4440-4445.
Warren, M.A., Donaldson, S.I., Lee, J.Y. and Donaldson, S.I., 2019. Reinvigorating research on gender in the workplace using a positive work and organizations perspective. International Journal of Management Reviews, 21(4), pp.498-518.
Wenham, C., Smith, J. and Morgan, R., 2020. Covid-19 is an opportunity for gender equality within the workplace and at home. Bmj, 369.
Whitaker, T.R., 2019. Banging on a locked door: The persistent role of racial discrimination in the workplace. Social work in public health, 34(1), pp.22-27. Websites
Whatishumanresource.com, 2022, Performance Appraisal Process, viewed on 24th November, 2022,