Gender inequality is a problem among the workplace globally, female employees tend to be paid fifteen to fifty percent less than male employees when they are working the same job. (Burnett,2010) In terms of the situation in China, although the Constitution in 1982 has reinforced laws and regulations to protect women's rights, the level of unemployment rate of women is still far higher than male employees (ibid).
The development of Human Resource Management implicates a potential progress for gender equality(Sisson,1994). However, the gender equality assumption in HRM model is more like the rhetoric rather than the reality (Dikens,1998). Besides, HRM has received little attention in small companies compared with other areas of management (Deshpande and Golhar,1994). As gender-based discrimination has become increasingly visible in China, in order to create harmony for women in the workforce, HR managers in national companies are well-advised by the society to take great responsibility to change the situation and protect female employees' working rights.
[...] HR managers should give promotion to white-collar females who have technical knowledge and leadership without any hesitation (ibid) New organization of work Cooperative works which involve mixed gender can help companies avoid gender discrimination. Generally, gender division of labor exist in the workforce in national companies, and companies tend to give the essential assignments to male employees in order to pursue a higher productivity, but this situation need to be changed. This new organization means that a complex task can be given to a group which comprises equivalent male and female employees. [...]
[...] Males are considered as labors who can contribute to the high productivity, so companies are willing to hire more male workers or give the essential job positions to male employees. Therefore, some negative results such as gender discrimination and gender inequality are considered to be accepted(Hershatter,2007). The general situation of female employees in China is not optimistic. Discrimination against women workers is reflected in a number of aspects, such as recruitment, earlier retirement, welfare benefits, wage difference and dismiss(Bulger,2008). For example, women are forced to sign contracts to promise will not become pregnant, they can be dismissed because of this, especially for migrant female employees. [...]
[...] Because when women have children to raise or being through a sub-health stage, they are not capable to work at full- time, but still need wages to raise a family. In this circumstance, it will be quite considerate if companies could offer temporary job positions such as typist or hourly-based work to help these females. Reference: Burnett, J. (2010) ‘Women's Employment Rights in China: Creating Harmony for Women in the Workforce', Indiana Journal of Global Legal Studies, 17:2, 289-318. Dickens, L. (1998) ‘What HRM means for gender equality', Human Resource Management Journal, 23-40. [...]
[...] Essentially, HRM in small business such as small national companies tend to be informal, with less and flexible regulations to obey, especially on the basis of gender difference(Kotey and Sheridan,2001). So it is urgent for HR managers in China to take effective measures to protect female employees' working rights, which are included in recruitment and selection, personal development and new organization of work Recruitment and selection HR should offer more employment opportunities to female graduates. For instance, recruitment within the campus tend to be an effective way to recruit employees (Shapior,2002). [...]
[...] Why is it particularly necessary for HR managers in national companies in China to focus on protecting female employees' working rights? Content 1. Introduction Current situation and problems of gender inequality in the workforce in China General situation in gender discrimination Discrimination against young women Discrimination against migrant female workers Compare with the situation in Europe What measures should be taken Recruitment and selection Personal development New organization of work 5 Reference Introduction Gender inequality is a problem among the workplace globally, female employees tend to be paid fifteen to fifty percent less than male employees when they are working the same job. [...]
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