Good Research Proposal On Human Resource Management
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Tustin police department in California is one of the biggest law enforcers in the region California. Despite the tremendous growth, there were some human resource issues that the Tustin Police Department is facing. One of the distressing issues has to do with the gender insensitivity that was afforded to employment and promotions. The human resource management has been in the limelight for matters relating to biasness based on gender. For a long time, only men were given considerations for jobs. The department still relies on the notion that the police are more efficient with men as decision makers (Working Woman, 1976).
The Human Resource department has made efforts to rectify the situation, but the number of females, who are awarded senior positions in the department, is still questionable. There are few women employees and even fewer ones in top notch posts. The post of the Human resource management remains so because of the foundation upon which the department started. There have been complaints of the human resource management in the enterprise maintaining hard policies that were rectified with time. One of the policies and issues has to do with the hiring of women. In addition to this, the biasness also extends to black people who are low in number.
The motive could be that the human resource department is still operating under guidelines of its predecessors, thus ridding the department of any notable change. Also, the human resource management under Tustin Police Department has not embraced the issue of a work-life policy (Ball & Tustin Area Historical Society, 2011). The job rotation and the availability of time for employees to attend to personal matters are also wanting.
Ball, G., & Tustin Area Historical Society. (2011). Tustin. Charleston, S.C: Arcadia Publishing.
Working woman. (1976). New York, NY: MacDonald Communications Corp. [etc..
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