The Challenges Of Multi National Companies

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

* Job analysis the examination of specific task that are assigned to each position independent of who might be holding the job at any specific time.

Equal employment opportunity is a policy statement that all individuals should be equally considered for a job and not be discriminated against for reasons such as their race, color, marital status,

The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).

3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data

Equal Employment Opportunity is a series of acts revolved around the belief that you should not be turned away from a job based on race, sex, religion, or creed. The Civil Rights Act of 1964 gave way to the creation of the Equal Employment Opportunity commision, whose job is enforce the laws governing employment. Discrimination of employment includes the following: firing, hiring, promotions,transfer and wage practices. The main acts detailed are as follows.

Federal Equal Employment Opportunity (EEO) Laws-The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies (2009).

According to Juliane O'Gara, Affirmative Action does not mean hiring unqualified women or minorities over qualified white male applicants, nor does it mean quotas. In fact, hiring somebody solely on the basis of race or gender without concern for merit is the very definition of discrimination, be it against women or men, whites or minorities.

Equal employment opportunities (EEO) revenues abolishing barriers to guarantee that all employees are well thought-out for the employment of their optimal and have the fortuitous to perform to their maximum potential. It also makes certain that workplaces are at liberty from all forms of unlawful discrimination and harassment, and providing programs to assist members of EEO, groups to incredulous past or current disadvantage. Equal employment opportunity covers discrimination, privacy and related topics such as harassment, bullying and victimisation.

Equal Employment Opportunity policies prohibit discrimination based on race, color, religion, age, sex, marital or family status, national origin, sexual orientation, disability, veteran status or genetic information. Companies aim to maintain an environment that is free of harassment, intimidation and exploitation. A company should be prepared to take action to prevent and correct such behavior. Individuals who engage in such behavior will be appropriately disciplined. It is important that you feel free to bring complaints concerning harassment to the attention of the Human Resources Management. Affirmative action is to ensure equal employment opportunity by requiring contractors to implement affirmative action plans to assure equal employment opportunity for underutilized minorities and women, people with disabilities, veterans, and disabled veterans. As supervisors, managers, and administrators, are responsible for helping the company fulfill its equal opportunity responsibilities. The Human Resources Department is committed to providing effective, efficient and responsive services by hiring the best qualified candidates in a timely manner, providing staff with a competitive salary and benefits package, providing training opportunities which will help develop employees to their fullest potential and providing guidance and counseling to management and staff.

Many of us have heard of or have been made aware of the phrase Equal Employment Opportunity (EEO). But how many of us genuinely comprehend the criterion of EEO and why it subsists? Equal Employment Opportunity laws are designed to give all workers fair consideration on the basis of job performance rather than any irrelevant personal factors. These laws are in place in order to prevent bias, prejudice, bigotry, and inequity against anyone due to physical abilities, race, religion, gender, or age.

The content and purpose of Equal Employment Opportunity Laws is that everyone should have equal rights and chances at their work place. Equal Employment opportunity laws are made to protect employees and people from any type of descrimination at work and while getting a job. Nobody should have to be descriminated by the way they look, smell, where they come from, their religion, the way they dress, their sking color etc... Opportunity laws are also made to protect the equal pay act in men and women as well as to prevent women and men who perform equal work in the same stablishment from sex based wage discrimination. For example " A african American man employee should not get pay less if he's performing the same equal type of work as a white

Job analysis mention about how fare employee suit with the job. Therefore talent management strategy and practice most important to job analysis. When analysis of the job organization can identify three types of performance level as follows;

Globalisation is the latest business concept through which companies are integrating their business functions, processes and strategies across the globe taking advantage of the economic growth and culture of countries overseas. This approach increased the significance of Human Resource Management in an organization to a great extent in promoting sustainable development, of all aspects in most industries. HRM not only manages the employees of the company, but is also helps managers adapt to the changing global corporate atmosphere (J. C. Bradley, 2014). HRM plays a key role in attaining effectiveness of service deliverables which completely relies on the end product and person delivering the service. It is important that the most