I am the HR Director of Citigroup. As the HR Director I will use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. I will select one job opportunity that I have held or with which I am familiar within the same organization for this scenario. During this process I will develop three recruitment methods for the job opportunity in question, suggest two ways that each method helps one to avoid discriminatory practices. Then an outline of an application process that details the organization’s method of accepting all applicants, as well as its method of validating applicants attainment of the required credentials (reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity. Also a five step procedure for the HR Department to use in order to maintain all applicants records in case a discriminatory charge occurs. I will decide on three background checks that the HR Department must utilize, and justify the relevance of each background check for the job opportunity. Then three employment test (drug test, medical examinations, HIV test, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) will be chosen that the HR Department should use and we will justify the relevance of each selected employment test to the job requirements.
The HR Director will formulate a policy for making both the hiring and
To resolve the disparate impact and to alleviate any discrimination all hiring managers must complete training in Equal Opportunity and diversity, this will emulate the best staffing practices by eliminating general barriers and bias, and reduce chances of unintentionally or intentionally discrimination in staffing. A recommendation to establish
In place of a prospective employee's cognitive ability, the uniform guidelines insists on personality appraises, biographical information, and various consideration based on race and ethnicity as a base to "hire" the "right" number of appropriate racial and ethnic representations. The skills and technical expertise regarding a given job are regarded lowly especially in situations where a significant proportion of persons from the minority group lacks these skills.
As the Vice President of Human Resource for Moore Beer, Inc., it is my duty and responsibility to direct all of Moore Beer, Inc. employees in accordance with the company 's policies and procedures as well as abide by all the laws that are put in place to protect employee’s rights. Moore Beer, Inc. has suffered a decrease in sales profits, as a result the company is reducing its workforce. The President of the company asked me to look into the five employees listed below and decide who to terminate as well as provide the reason why the termination is necessary. My job is to terminate three out of the five employees.
For my interview, I met with Judie Crudo, the Human Resource Director of St. Anthony Foundation (St. Anthony’s). She has worked at the organization as a director for the past 25 years. Prior to St. Anthony’s, she worked in Human Resources for Macy’s and a small startup company. Her desire to work closely in employee relations is what brought her to the non-profit sector after 20 years in the private sector.
Dion Killingsworth has been a Human Resources director for the past four years. After eleven years in education at both public and college levels he decided to move into human resources. He has been in human resources nine years and enjoys the challenges of employment law and helping staff members as well as administrators become successful in their careers. He currently oversees employee relations for 31 elementary schools, recruitment for these 31 schools, transportation, and food service employees in Colorado Springs School District 11 (District 11). Prior to becoming a human resources officer for District 11, Mr. Killingsworth was employed by the Antlers Hilton Hotel as part of their human resources team.
Also, management will examine two laws that must follow during the relationship process, and specify the manner in which each law would help in the relationship building process. Finally, we will evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce, we will outline a strategy for the organization that recognizes affirmative action, and the HR team will include in our plan to migrate both the glass ceiling effect and reverse discrimination within our organization.
3. Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce. Next, outline one (1) strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two (2) examples that illustrate the major benefits of the plan to the organization.
This paper will address the homework assignment in week two. As noted in the Equal Employment Opportunity Commission (EEOC) tutorial, candidates for the Director of Human Resources (HR) position of the newly merged company, ZAB, are being asked to prepare a presentation about Title VII of the Civil Rights Act of 1964, as it pertains specifically to disparate impact and disparate treatment policies that should be implemented to avoid liability for potential Title VII violations. This paper provides the result of my research to prepare for this presentation; answers to the required four questions are below.
We need to identify the barriers to inclusive recruiting, interviewing, and hiring. Our recruiting effort will start with our website, radio and television commercials, newspaper, job fairs, and community events. We will also ask our current employees, who may have experienced bias and cultural misunderstanding in the past, what are diverse applicants looking for in a job and employer and what actions might cause us to lose a qualified diverse applicant Once we have recruited some applicants our interviewing team needs to have an understanding of diversity and cultural competencies for interviewing and hiring. The manner in which people are hired, in a way, constitutes their first impression of the organization, and can contribute to how they feel about it over the long term, and to how good a job they do. We want the best our community has and our hiring guidelines will reflect
Imagine that you are the HR Director at your current organization or an organization with which you are familiar. As the HR Director, you must use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. Select one (1) job opportunity that you have held or with which you are familiar within the same organization for this scenario.
The topic of minorities in the workforce and how the struggle to accomplish equal treatment in today’s workforce is nothing new to our society. For centuries we have been concerned that by bringing together our different backgrounds, skills, and experiences, as well as the many businesses of this great
2.1 Identify the main principles of discrimination law in recruitment and selection and in employment.
Employment discrimination refers to employees who are discriminated by employers because of employee’s race, gender, physical and mental disability, age, and religious beliefs. It is a serious problem since the employment relationship appeared. With the effort of many individuals and organizations and the protection of laws and policies, employment discrimination have been reduced to some extent, while it is still severe in many areas and countries. This paper focuses on common discrimination in employment on the basis of some human resource laws and tries to figure out how to alleviated discrimination by effective human resource management.
Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug
HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy: