strategy for human resource management lecture 7 hrm 765
TRANSCRIPT
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Strategy for Human Resource Management
Lecture 7
HRM 765
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Last Lecture
• The Motivation Function• Translating HRM Functions into Practice• Does HRM Really Matter?• HRM in an Entrepreneurial Enterprise• HRM in a Global Village• HR and Corporate Ethics
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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Topic
Equal Opportunity Employment
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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Learning Outcomes
• After reading this chapter, you will be able to: • Describe the equal employment opportunity.?• Describe affirmative action plans and protected
group members.• Discuss how a business can protect itself from
discrimination charges.• Define what constitutes sexual harassment in
today’s organizations.• Discuss the term glass ceiling.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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Introduction• Government legislation
affects all HRM functions
• Municipal laws impact HRM, as well as the Federal laws
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What is equal employment opportunity?
• Laws and Policies designed to protect the discrimination among the applicants.– Colour – Gender– Religion– Member of a particular group
• Affirmative Action: The requirement that organizations take proactive steps to ensure the full participation of protected groups in its workforce.
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Guarding Against Discrimination Practices
• Determining Potential Discriminatory Practices– The 4/5ths Rule– Restricted Policy– Geographical Comparisons– McDonnell-Douglas Test
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Guarding Against Discrimination Practices
• The 4/5ths Rule
– Compares selection ratio for minority applicants to that for majority applicants
– If less than 4/5ths (80%), discrimination may have occurred.
– Applies to all steps in a selection process.
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Guarding Against Discrimination Practices
• Restricted Policy– infractions occur when HRM activities result in
exclusion of a class of individuals• E.g., laying off employees over age 40 while
recruiting younger workers
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Guarding Against Discrimination Practices
• Geographical Comparisons
Characteristics of the qualified pool of potential applicants
are compared to
characteristics of employees
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Guarding Against Discrimination Practices
• McDonnell-Douglas Test– Individual is member of a protected group.– Individual is qualified for job.– Individual is rejected.– Organization continues to seek other
applicants with similar qualifications.
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Responding to an EEO Charge
• Employers should discontinue practices which cannot be defended.
• Practice reinstated only after– Careful study– Practice is modified, if necessary
• Three defenses:– Business necessity– Bona Fide occupations qualifications– Seniority System
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Responding to an EEO Charge• Business Necessity
– the right to expect employees to perform successfully
– shown by demonstrating that selection criteria are job-related
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Responding to an EEO Charge
• Bona Fide Occupational Qualifications– Can be use when job requirements are
“Reasonably necessary to meet the normal operation of that business or enterprise”
– prison guards– washroom attendants
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Responding to an EEO Charge
• Seniority Systems– Decisions that adversely affect protected
group members may be permissible if: – Based on well-established and consistently
applied seniority systems– .– Promotion and pay plan.
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Current Issues in Employment Law
• What is Sexual Harassment?– Unwanted activity of a sexual nature that affects an
individual’s employment
• Sexual harassment can occur where: verbal or physical conduct toward an individual:– (1) creates an intimidating, offensive, or hostile
environment– (2) unreasonably interferes with an individual’s work– (3) adversely affects employee’s employment
opportunities.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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Current Issues in Employment Law• Are Women Reaching the Top of
Organizations?– Comparable worth - determining fair pay for both
female-oriented jobs and male-oriented jobs based on comparable skill, effort, and responsibility.
– Glass ceiling - lack of women and minority representation at the top levels of organizations.
– OFCCP has glass ceiling initiative. • The invisible barrier that blocks females and minorities from ascending into
upper levels of an organization.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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Summary • What is equal employment opportunity?• Determining Potential Discriminatory Practices
– The 4/5ths Rule
– Restricted Policy
– Geographical Comparisons
– McDonnell-Douglas Test
• Three defenses:– Business necessity– Bona Fide occupations qualifications– Seniority System
• Comparable worth • Glass ceiling
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins