In South Africa today there are many laws against discriminatory behaviours in the workplace, but there are ne against prejudicial attitudes. Despite government prouncements, some managers continue to act out prejudices in the workplace. Societal negative attitudes found in the workplace today are exacerbated by rapid job-hopping, socio-ecomic privation and lack of career advancement opportunities. The workplace is ripe for eth-violent conflict. Increased diversity - on and off the job - brings discontent and anxiety to many employees. Fear of the unkwn ecomic future, competition for jobs, and competition for partners are some of the reasons for animosity among workers. When people are fearful about their future, particularly their ecomic survival, they look for scapegoats. In our public sector, the fierce competition for positions has led to unethical practices such as nepotism and favouritism, leading to anarchy and thus destroying the possibility for strong administrative leadership so disparately needed in these troubled times. In the light of the intense interest shown in the TVET sector by job-hoppers, it is t surprising that there is a growing criticism of the recruitment-selection-promotion structure. Many serving employees within the TVET sector have fallen victims to the practices perpetuated by acts of nepotism, favouritism, bribery, and so on. This book analyses human resource development practices with the view of exposing and confronting unethical, discriminatory behaviours of HR managers.