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Racial discrimination in the workplace
Racial discrimination in the workplace of america
Racial discrimination in the workplace
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Thomas Gordon October 14, 2015 Human Resource Management HCS/341 Your Learning Team is the Human Resource Management Team B Community Hospital Virtual Organization. The new chief executive officer of your hospital has asked your team to prepare a presentation about human resources at the hospital Describe performance appraisal standards for your hospital. Dependability Job Knowledge Productivity Participation and Teamwork Dependability Attendance in accordance with unit attendance policies
HR will continue to ensure there are no Title VII violations during the recruiting and selection process. To defend the adequacy of the recruitment and testing methods against a possible challenge, the HR department will train all hiring managers in basic employment law best practices. Also, accurate, clear, and complete records will be maintained by the HR department; demonstrating that employment decisions were based on legitimate, non-discriminatory business reasons can help defend discrimination
Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of religion, sex, sexual orientation, or national origin. It forbids discrimination in any aspect of employment, including hiring and firing, compensation, promotion, and benefits. However, there are exceptions to this law, mainly in the form of bona fide occupational qualifications, otherwise known as BFOQ’s. Title VII permits an employer to discriminate on the basis of “religion, sex, or national origin in those instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business or enterprise.”
Human Resource objective is to hire the most qualified applicant for the job preference. The Bona Fide Occupational Qualifications Act is exempt from regulations of the Civil Rights Act of 1964 that protects an employee from discrimination based on religion, sex, age, national origin and color. Under the BFOQ Act employers have to prove the requirements that are necessary to perform the job duty. The principle of hiring under the BFOQ doesn’t not allow for race, sex, national origin, or religion to be a factor for hiring rather for relating to a position essential functions that include mandatory criteria (Kershnar, S.
Management coursework Task 3 Question: Resource management resources, which are time and place, efficient and effective deployment and configuration to their needs. These resources include funds, inventory, human skills, production resources, physical or information technology. Resource management, including planning, resource allocation and scheduling tasks, usually including manpower, equipment, funds and materials. Resource implications and smooth schedule and budget resource management, and distribution.(Tenrox) Target of the management resource is the results or objectives to help achieve its goals. Choosing the right ways that will help event organizers reach their goal.
1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection process Legal constraints The Kingston University abides by the UK laws in recruiting and selecting new staff. Sex Discrimination Act 1975 (as amended by the Sex Discrimination Act 1986 and the Employment Act 1989) This Act outlaws discrimination on the grounds of sex. Sex discrimination by employers is defined as: • Direct Discrimination: this means treating a man or a woman less favourably on grounds of their sex, or a married person less favourably than a single person.
Companies should actively work towards eliminating biases in their recruitment processes and implementing practices that promote diversity and inclusion. This can include blind hiring techniques, where personal information such as race, gender, or age is removed from resumes during initial screening stages. Additionally, organizations can implement diversity quotas or targets to ensure a more balanced representation of underrepresented groups, including African Americans, in their workforce. Furthermore, fostering an inclusive work environment where diverse perspectives are valued and celebrated can also contribute to attracting and retaining African American talent.
Otherwise, they are there to ensure that everyone has an equal opportunity to work. This resource achieved the high standards of the CRAAP test as being a reliable and valid resource. All of the information was completely relevant with what we are learning in class. The author of the article, Lisa Guerin, has written many books regarding workplace discrimination, leaving me to believe that her information is accurate.
Individuals should always have the option to be classified under their own ethnicities rather than be confined to one specific subgroup. However, taking into effect how pan-ethnicity helps political action move forward to building a sense of community through the work force it is important to keep moving forward as many Latinos are being held at a higher position. Latinos are a vital instrument in the working industry as they are leading the decision making more and more. Therefore, I must conclude that Garcia’s criteria should be appropriate to move forward with however allow individuals to be able to express themselves in the work force instead of being put into
1. List and describe three different Equal Employment Opportunity regulations. Affirmative action is one of the most well-known and used Equal Opportunity regulations. Affirmative action is a Government remedy to improve opportunities for historically discriminated demographics. These policies focus on employment and education.
Selection methods deal with the candidate’s applications and resumes, interviews, reference checks, background checks, cognitive ability tests, performance tests, and integrity tests (Bateman & Snell, 2013, pp. 185-187). Throughout the selection process on the video, there were two applicants that were interviewed: Jacqueline and Sonya. The three key components that Robert was looking for was business experience, education, and personality qualities.
The policy could be improved by adding and utilizing a recruiting practice that demonstrates the company satisfies diversity goals by using a targeted recruiting strategy that balances both performance and diversity in the recruitment and application process. The policy should also state how Johnson & Johnson attracts applicants with diverse demographic backgrounds (Newman & Lyon, 2009). References: Cascio, W & Aguinis, H. (2011). Applied Psychology in Human Resource Management (7th ed.) Upper Saddle River, NJ: Prentice Hall.
SP18 MGMT3341.02/03 - Human Resource Planning, Staffing, & Selection Team #6 - Heather Fralish, Craig Gil, Emerald Kormah, Jennifer Restivo, Bianca Tolentino Team Exercise: Chapter 2, Case Study (page 44-45) Integrating McDonald’s Business, Human Resource, and Staffing Strategies This week, we were asked to take a closer look into the business of McDonald’s and to discuss the importance of people to the organization. As we all know, all businesses thrive on one main person: their consumers. Without them, no business could be successful! But in order for the consumers to be happy, a business thus begins with another person: their workers.
Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).
Workforce planning (WFP) is getting the right people, with the right skills, in the right place and at the right time but we may add with the right contract and at the right cost. Right people means the needed number in specific roles, right skills means people with the capabilities needed for those roles, right time means they are available at the time when they are needed, right contract means that their employment situation fits our resourcing strategy. Why is workforce planning important for organizations? Firstly, because being prepared is better than being surprised, workforce planning is an organized, fully integrated organizational process that includes proactively planning to avoid excess or shortage in skills.
