Ensuring the Equality and Non-discrimination of the Recruitment Process, Case: Ponsse Group
Holm, Minna (2018)
Holm, Minna
Savonia-ammattikorkeakoulu
2018
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201804114487
https://urn.fi/URN:NBN:fi:amk-201804114487
Tiivistelmä
Abstract
The purpose of the research was to explore and present proposals on how to ensure equality and non-discrimination in recruitment in the future at Ponsse Group in accordance with legislation, Ponsse Corporate Social Responsibility program and the code of conduct. The objectives of the study were to explain the personal views of Ponsse’s Human Resources professionals about equality and non-discrimination and how it is applied in the recruitment process, as well as to analyze the similarities and differences between the given descriptions.
Firstly, the legislation concerning equality and non-discrimination in employment of each country involved in the research – in addition to the United Nation’s Universal Declaration of Human Rights - were explored. Furthermore, the theory of International Human Resource Management, Human Resource Planning, the Recruitment Process In Multinational Organizations and Culture in International Human Resource Management were explained to acquire elaborate understanding of the strategic value of HRM and the recruitment process in multinational companies.
As far as the empirical part of the study is concerned, this qualitative research was implemented by Webropol survey tool. The questionnaire included practice based questions to achieve as accurate answers as possible. The results were gained through a content analysis of the responses using additionally the facts yielded through prior research.
In conclusion, the results indicate that the HR professionals see equality and non-discrimination in different ways, some of them highlighting the external factors and some of them emphasizing the internal matters in the work environment. Values, such as team spirit and respect towards others, are appreciated by the HR professionals and they consider the recruitment policies important. In view of this, all of the HR professionals highlighted the matter of selecting the most competent candidate in the recruitment process. Moreover, the HR professionals regarded a diverse work environment as important.
The core relations between prior research, theory and results were analysed thoroughly and the outcomes and proposals explicated in the research were consistent with the author’s knowledge about the operations and practices of Ponsse. Based on the present research, further study could be conducted into multiple countries investigating the variety of cultures with legislative considerations.
The purpose of the research was to explore and present proposals on how to ensure equality and non-discrimination in recruitment in the future at Ponsse Group in accordance with legislation, Ponsse Corporate Social Responsibility program and the code of conduct. The objectives of the study were to explain the personal views of Ponsse’s Human Resources professionals about equality and non-discrimination and how it is applied in the recruitment process, as well as to analyze the similarities and differences between the given descriptions.
Firstly, the legislation concerning equality and non-discrimination in employment of each country involved in the research – in addition to the United Nation’s Universal Declaration of Human Rights - were explored. Furthermore, the theory of International Human Resource Management, Human Resource Planning, the Recruitment Process In Multinational Organizations and Culture in International Human Resource Management were explained to acquire elaborate understanding of the strategic value of HRM and the recruitment process in multinational companies.
As far as the empirical part of the study is concerned, this qualitative research was implemented by Webropol survey tool. The questionnaire included practice based questions to achieve as accurate answers as possible. The results were gained through a content analysis of the responses using additionally the facts yielded through prior research.
In conclusion, the results indicate that the HR professionals see equality and non-discrimination in different ways, some of them highlighting the external factors and some of them emphasizing the internal matters in the work environment. Values, such as team spirit and respect towards others, are appreciated by the HR professionals and they consider the recruitment policies important. In view of this, all of the HR professionals highlighted the matter of selecting the most competent candidate in the recruitment process. Moreover, the HR professionals regarded a diverse work environment as important.
The core relations between prior research, theory and results were analysed thoroughly and the outcomes and proposals explicated in the research were consistent with the author’s knowledge about the operations and practices of Ponsse. Based on the present research, further study could be conducted into multiple countries investigating the variety of cultures with legislative considerations.