Dear all,
In view of Human Resource practices, the event on 9/11 and also 7/7 surely somehow rather will give impact to HR's practices. For example, in Airlines business, air mashalls were recruited by Airlines to combat the rise of terrorism which is very sophisticated in this era. Flight Attendant will need to undergo special traning, and different perspective is given towards safety of businesses. Rather than a sabotaj is because of the business, the sabotaj is more likely of the outcome of terrorist act, meaning to say, there is no specific reason for the attack, it could be political, business or race & religion. A factory may be blown up not for the product is no good, or the management is cruel, but for a mere statement that a certain terrorist group exist.
In my organisation, being a multinational organisation, the recruitment of people that comes from a Arab countries is being handle very carefully, thus making the recruitment process to be longer that will upsets certain KRA of key employees. My country being a Muslim country is not very much affected by the new stigma of the Arabs in particular and Muslim in general. But, recently, I attended a Seminar in Singapore, I met few people that comes from Europe, by introducing me as a Muslim have taken them aback. They are quite reserved in their comment. Maybe out of goodwill, they do not intend to hurt my feelings. It really could help if I can understand the following:
1. How does the non-Muslim feels about Muslim people in General?
2. Does these events in the world would effect your selection process? Meaning, will there be reservation in hiring Muslim employees in an International Organisation?
3. What other security measure your organisation put in to ensure you don't employ a terrorist?
4. Could this inferior feeling subside in the future?
In a recent press conference regarding the 7/7 attack, a journalist asked the Deputy Asst Commisioner of Police MR Brian Paddick, "Is there an indication that the attack is from Islamic Terrorist". He answered, "Before I answer, I like to reinterate that that words should not be coined together. These terrorist act is never in line with the teaching of Islam as a faith. These people are using the name of Islam to justify their act."
As a Muslim, I am happy to hear that there are people that understand what the media is doing by calling these terrorist as Islamist terrorist, or Islamic extremist or Islamic fundamentalist. They all should just be called TERRORIST. or maybe Al-Qaeda terrorist. Don't get the word Islam involved as it does give a negative impact to the Muslim worldwide.
Thankfully the people in my country understand as they live in a country where majority are Muslim and they know what Islam stands for. Only after attending the seminar I realize that it is not so in a non-Muslim countries. Just would like you to share does it effect until the employment process? Do you have reservation in hiring Muslims? Did ask this during the seminar, but I do not think I got a honest answer. Hopefully, this forum would provide me with some honest answer. It is important for me as to enable us to understand and help with our Oversea station recruitment.
Thank you and take care.
From Malaysia, Kuala Lumpur
In view of Human Resource practices, the event on 9/11 and also 7/7 surely somehow rather will give impact to HR's practices. For example, in Airlines business, air mashalls were recruited by Airlines to combat the rise of terrorism which is very sophisticated in this era. Flight Attendant will need to undergo special traning, and different perspective is given towards safety of businesses. Rather than a sabotaj is because of the business, the sabotaj is more likely of the outcome of terrorist act, meaning to say, there is no specific reason for the attack, it could be political, business or race & religion. A factory may be blown up not for the product is no good, or the management is cruel, but for a mere statement that a certain terrorist group exist.
In my organisation, being a multinational organisation, the recruitment of people that comes from a Arab countries is being handle very carefully, thus making the recruitment process to be longer that will upsets certain KRA of key employees. My country being a Muslim country is not very much affected by the new stigma of the Arabs in particular and Muslim in general. But, recently, I attended a Seminar in Singapore, I met few people that comes from Europe, by introducing me as a Muslim have taken them aback. They are quite reserved in their comment. Maybe out of goodwill, they do not intend to hurt my feelings. It really could help if I can understand the following:
1. How does the non-Muslim feels about Muslim people in General?
2. Does these events in the world would effect your selection process? Meaning, will there be reservation in hiring Muslim employees in an International Organisation?
3. What other security measure your organisation put in to ensure you don't employ a terrorist?
4. Could this inferior feeling subside in the future?
In a recent press conference regarding the 7/7 attack, a journalist asked the Deputy Asst Commisioner of Police MR Brian Paddick, "Is there an indication that the attack is from Islamic Terrorist". He answered, "Before I answer, I like to reinterate that that words should not be coined together. These terrorist act is never in line with the teaching of Islam as a faith. These people are using the name of Islam to justify their act."
As a Muslim, I am happy to hear that there are people that understand what the media is doing by calling these terrorist as Islamist terrorist, or Islamic extremist or Islamic fundamentalist. They all should just be called TERRORIST. or maybe Al-Qaeda terrorist. Don't get the word Islam involved as it does give a negative impact to the Muslim worldwide.
Thankfully the people in my country understand as they live in a country where majority are Muslim and they know what Islam stands for. Only after attending the seminar I realize that it is not so in a non-Muslim countries. Just would like you to share does it effect until the employment process? Do you have reservation in hiring Muslims? Did ask this during the seminar, but I do not think I got a honest answer. Hopefully, this forum would provide me with some honest answer. It is important for me as to enable us to understand and help with our Oversea station recruitment.
Thank you and take care.
From Malaysia, Kuala Lumpur
Dear All:
I strongly believe that, Islam never ever terrorism and those involved with such activities are not real Muslims. :cry:
I don't know why they are involved with such negative activities but what I believe war never can brings peace and happiness.
Islam always tells people about peace, harmony, cooperation and friendly living with people with other religious believes. But unfortunately those people are going in a wrong way as so called first world people are act. :shock:
Undoubtly 9/11, 7/7 was and will hampered the people normal peacefully life as well as creates so many trouble for the good Muslim people.
I agree with you also. Obviously it will create a lot problem and mass in the job market and HR field. As an HR practitioner, I really feel bad and demoralized when I see such cruel situation. :cry:
But I'm a optimistic one and looking forward for a better and prosperous life. :D
Thanks and regards,
From Malaysia, Ipoh
1I strongly believe that, Islam never ever terrorism and those involved with such activities are not real Muslims. :cry:
I don't know why they are involved with such negative activities but what I believe war never can brings peace and happiness.
Islam always tells people about peace, harmony, cooperation and friendly living with people with other religious believes. But unfortunately those people are going in a wrong way as so called first world people are act. :shock:
Undoubtly 9/11, 7/7 was and will hampered the people normal peacefully life as well as creates so many trouble for the good Muslim people.
I agree with you also. Obviously it will create a lot problem and mass in the job market and HR field. As an HR practitioner, I really feel bad and demoralized when I see such cruel situation. :cry:
But I'm a optimistic one and looking forward for a better and prosperous life. :D
Thanks and regards,
From Malaysia, Ipoh
I've posted the same question in another site, and few Muslim replied and have confess that it does effect them. Especially in promotion activities. Being a Muslim is an disadvantage in promotion exercise. Few of them are from Singapore where the Superior is a non-Muslim. I've also ask them regarding evaluation through perfomance appraisal. They told me that it doesn't work, as they are moved from one department to another and suddenly their review is bad. So, my question to this forum is;
a) If a person's performance review have been all good throughout the years, should HR ask the Superior why the sudden drop in ratings?
b) How do we ensure that the ratings are always based on work performance and not on other factor? In production areas it may be easy as number of product produce may determine the performance, but what if in areas such as HR itself where among other job specs include Disciplinary issue, Conducting interviews, etc.
From Malaysia, Kuala Lumpur
a) If a person's performance review have been all good throughout the years, should HR ask the Superior why the sudden drop in ratings?
b) How do we ensure that the ratings are always based on work performance and not on other factor? In production areas it may be easy as number of product produce may determine the performance, but what if in areas such as HR itself where among other job specs include Disciplinary issue, Conducting interviews, etc.
From Malaysia, Kuala Lumpur
It seems like the topic is about whether or not muslims are being discrimated. That being said I think HR should always review why a sudden change in performance and reviews if there is not a past - and speak to the supervisors - generally speaking at least in North America - Us/Canada such obviousl discrimination can be filed in suit against the company so both Managers and HR are always trying to keep abreast and have a good pulse on this matter.
It almost seems there is alot to ensure - whether one be Muslim due to 9/11, whether one be African- American and the past discrimination that took place, whether one be of a minority group, whether one be a women.
I guess my point is that if an ee feels that they are being judged for whatever the case be - their religion, ethnicity, gender - then it is HR's Role and Responsibility to STEP in and the ROLE AND RESPONSIBILITY of the EE to speak to an HR Rep.
How can anything be solved if there is no CLEAR Communication.
Cheers!
rekha
From United States, Saint Louis
It almost seems there is alot to ensure - whether one be Muslim due to 9/11, whether one be African- American and the past discrimination that took place, whether one be of a minority group, whether one be a women.
I guess my point is that if an ee feels that they are being judged for whatever the case be - their religion, ethnicity, gender - then it is HR's Role and Responsibility to STEP in and the ROLE AND RESPONSIBILITY of the EE to speak to an HR Rep.
How can anything be solved if there is no CLEAR Communication.
Cheers!
rekha
From United States, Saint Louis
I think it is not discrimination as per se. It is more of a after effect of 9/11 and 7/7. Just like in US and Britain where outrage is being shown by throwing stuff at the Muslim houses, mosque, etc. In the same manner, this outrage is also translated through job performance appraisal.
How do us, the HR practitioner need to respond to this situation if the employee do come to us with this problem? We know, once all these cool off, the superior is quite fair, but the balance between being fair to the workman or the superior, can we just monitor the situation then act on it later? Example, see whether the next year's appraisal and compare or make comparison to the non Muslim's Perf review?
From Malaysia, Kuala Lumpur
How do us, the HR practitioner need to respond to this situation if the employee do come to us with this problem? We know, once all these cool off, the superior is quite fair, but the balance between being fair to the workman or the superior, can we just monitor the situation then act on it later? Example, see whether the next year's appraisal and compare or make comparison to the non Muslim's Perf review?
From Malaysia, Kuala Lumpur
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