Velina Jackson
Assignment 2 Mitigating Legal Issues
HRM 599 Human Resoures Management Capstone
Dr. Thomas Hennefer
February 2, 2017
Abstract
Lehigh Hanson has been supplying cement, aggregates, ready-mixed concrete, asphalt, and other building materials throughout the United States, Canada, and Germany. The high demands on performance and being open minded is what HR and management hold at high demands and they lead by example. To transition the Human Resource department in becoming an innovative and driving force of the organizations to become a driving force of the 21st century, the HR department needs some assistance. This paper covers how the human resource management team will develop a diversity policy for the organization to
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Workforce resources and talents will be nurtured by the organization to encourage all employees to reach their potential in order to increase efficiency within the organization.
Recruitment
All employees recruited into Lehigh Hanson for training or employment should be awarded the position on the basis of merit. This is to ensure that only the people qualified for a specific job are employed and the choice should be done indiscriminately.
Career Development and Promotion
All promotions within the organizations should be awarded to the deserving employees according to their performance. All employees in managerial positions within the organization must go through a training to sensitize them on management of diversity to ensure fair and objective treatment and evaluation of other employees.
Community programs
Lehigh Hanson endeavors to recognize at all times the disadvantaged demographic groups in the divisions we work in. We recognize discrimination problems within our organization and the society and strive to change the situation. We are committed to fighting against discrimination both within and outside our organization. We have set up distinct procedures for our employees to report cases of discrimination within the organization. We have made partnerships with organizations
- "We've got to have rules and obey them. After all, we're not savages. We're English, and the English are the best at everything."
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
- Management of diversity is related to equal employment opportunity; however effective management goes beyond the basic requirements. Management sees diversity s a positive and aims to harness it for business
Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment
The scope of the programme is to address recruitment, training, policy, awareness and behaviour. Develop a recruitment strategy that promotes workplace diversity. Provide training to all employees about unfair employment practices and laws that prohibit discrimination in the workplace. Develop a written organization policy that addresses discrimination in the workplace. In addition to training all employees on diversity at the workplace, include continuous awareness in the workplace that relates to all types of discrimination in the workplace. Overall the importance for the programme to be a success, the leaders of the organization have to demonstrate behaviours that eliminate discrimination in the workplace.
Lehigh Hanson is the company I chose as my business case. Lehigh Hanson has been supplying cement, aggregates, ready-mixed concrete, asphalt, and other building materials throughout the United States, Canada, and Germany. The high demands on performance and being open minded is what HR and management hold at high demands and they lead by example. To transition the Human Resource department in becoming an innovative and driving force of the organizations to become a driving force of the 21st century, the HR department needs some assistance. This paper covers the human resource management strategy
One of the objectives that the team discussed was diversity in the workplace. Major corporations have encountered issues concerning diversity in the work place. Our team can directly relate to this subject in the workplace since all of us are diverse minorities in our individual work place. It was discussed in the group that diversity in the workplace is the manager’s responsibility to insure that the workplace is a diverse environment. Managers in most companies are required to hire a diverse staff. Managers have the ability to use race, religion, and tenure as qualities to inspire success and
Managers will receive diversity training as well as tolerance training and strategies for effective leadership in organizations.
As we enter the new millenium, diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the country.
Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.
L’Oréal S.A. is a global cosmetics and beauty company who initiated several actions over the years to implement a global diversity strategy. Balustre-D’Erneville, Europe diversity director, was working with the various country units and she believed that they faced many obstacles, such as “cultural differences between countries and a low-level awareness of the benefits a diversity strategy could bring” (The University of Western Ontario, 2010, p. 2). Basically, the company had a 5-line diversity strategy, which included Recruitment & Integration; Management; Career Management; Communication; and, Tanning. In order to put its diversity strategy into action, L’Oréal S.A. launched a 2-day training program which is a cornerstone of their overall diversity policy. “Managers were expected to lead diversity initiatives in their office” (The University of Western Ontario, 2010, p. 5) after the 2-day seminar. By 2006, they trained approximately 1000 managers in Europe. The European diversity team received both “positive reactions and significant pushback from manager” (The University of Western Ontario, 2010, p. 5).
This diversity audit begins with a background about the company, as well as some important information about key Diversity executives. What will be addressed in the audit are what efforts Johnson & Johnson made to foster diversity competence and understand, what efforts were made in furthering the knowledge or awareness about diversity, what strategies were used to address the challenges of diversity and how will you ensure that your leaders and managers will be committed to the diversity initiative. The audit concludes with a quote from the vice president of recruiting at Johnson and Johnson, as well as
The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)
Additionally, this report will offer recommendations to companies about how to manage diversity such as inclusion programs as well as benefits to employees in order to have a more productive workplace which will help the company achieve its goals.
The purpose of recruitment and selection is to reduce the risk of poor selection and