scholarly journals How Some Lawyers Prioritise Earnings and Not Necessarily the Best Interests of Their Clients

2021 ◽  
Vol 8 (1) ◽  
pp. 36
Author(s):  
Renier Steyn
Keyword(s):  
Human Resource ◽  
Best Interests ◽  
Labour Dispute ◽  
Human Resource Practitioners ◽  
Legal Fees ◽  
Prospect Of Success

This case deals with an employee seeking justice in a labour dispute and who ends up paying a small fortune in legal fees and still fails to find satisfaction. The case provides food for thought for human resource practitioners and particularly lawyers regarding under the circumstances when they should be ethically bound to advise disgruntled employees to cease pursuing a grievance that has little prospect of success. How and when should the human resource practitioner provide professional and independent advice, and when should the ethical (sic) lawyer refuse to approach the courts with a case containing insufficient merit?

Human resource practitioners as sexual harassment commissioners: Sisyphus amid gender inequalities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shani Kuna ◽  
Ronit Nadiv
Keyword(s):  
Sexual Harassment ◽  
Human Resource ◽  
Power Dynamics ◽  
Gender Inequalities ◽  
Theory Approach ◽  
Academic Education ◽  
Structured Interviews ◽  
Content Type ◽  
Human Resource Practitioners ◽  
Antecedents And Consequences

PurposeThere has been ample research on the antecedents and consequences of workplace sexual harassment (WSH), a volatile issue in contemporary labor markets. There is, however, a lingering gap in the scholarly literature regarding the organizational practices involved in contending with WSH incidents following their occurrence. By exploring the practices and challenges of sexual harassment commissioners, a mandatory role performed by Israeli human resource practitioners, this study aims to unpack the embedded power dynamics, which construct how WSH is both deciphered and handled within organizations.Design/methodology/approachIn-depth semi-structured interviews were conducted with 45 sexual harassment commissioners (SHCs) in various business organizations in Israel to explore practitioners' conceptions of the challenges underlying their role. A grounded theory approach was utilized.FindingsThe findings demonstrate that, while SHCs seemingly are empowered by their exclusive authority to inquire into an intricate organizational matter, counter practices have emerged to undermine their authority and influence. This negatively affects their ability to reduce the prevalence of WSH. SHCs' attempts to approach WSH utilizing a power discourse are eroded by systematic barriers that channel them toward adoption of the default legal discourse. The latter frames WSH in terms of individual misconduct rather than as a phenomenon stemming from and expressive of organizational and societal gender inequalities.Research limitations/implicationsThis study does not represent the voices of WSH complainants or of top executives. The data focused on SHCs' descriptions of their role challenges.Practical implicationsImplications are suggested regarding the academic education and training of SHCs.Originality/valueThis study sheds light on covert and unspoken barriers to gender equality in the labor market.

scholarly journals Perceptions of the role and contribution of human resource practitioners in a global petrochemical company

2011 ◽  
Vol 12 (3) ◽  
pp. 370-384
Author(s):  
H Pieterse ◽  
Sebastiaan Rothmann
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Business Performance ◽  
Internal Line ◽  
Job Requirements ◽  
Petrochemical Company ◽  
Assessment Survey ◽  
Human Resource Practitioners ◽  
Human Resource Personnel

The value-adding contribution of human resources departments in organisations has often been questioned. It is not clear whether human resource practitioners are adding value according to organisational managers’ expectations. The objective of this study was to compare the perceptions of human resource practitioners in a global petrochemical company concerning expected and real contributions to business performance with those of their internal clients. Stratified samples of human resource personnel (N = 128) and their internal line customers (N = 67) were taken. The Human Resource Role-Assessment Survey was administered. The results showed that human resource practitioners and their line customers agree on the importance of the human resources roles that enable business performance, indicating that human resource practitioners have a good understanding of their job requirements. However, both human resource practitioners and their line customers perceive the performance of human resource practitioners to be average, which is lower than the expected level of performance as indicated by importance scales.

Importance of the internet to human resource practitioners in Hong Kong

2007 ◽  
Vol 37 (1) ◽  
pp. 66-84 ◽  
Author(s):  
Eric W.T. Ngai ◽  
Chuck C.H. Law ◽  
Simon C.H. Chan ◽  
Francis K.T. Wat
Keyword(s):  
Hong Kong ◽  
Human Resource ◽  
The Internet ◽  
Human Resource Practitioners
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