...Tae-Yoon Mike Kim MGT 301 Human Resources Individual Assignment #2 June 12, 2012 Who is screening the screeners? In a society that claims so heavily on equal representation, protection, and treatment of all its citizens and boasts about the countries so called melting pot, it would be naïve to assume that discrimination is a problem of the past. The reason for the numerous cases that are presented each year about a minority group being treated unfairly, based on a potential plethora of different factors, is mostly due to latent discrimination and a few cases of outright discrimination. Latent discrimination is in some cases more severe because the untrained interviewer or the employer will act like nothing is the problem, but still presumes that certain factors about the interviewee could inhibit their job performance. In this specific case dealing with the screeners of employers, there is an apparent switch of trends to a heavier and often times obtrusive way of gathering information that doesn’t apply to the job criterions. With the growing trends of more intense background checks, many new employee screening companies have emerged and the level of quality and accuracy that these companies provide is unregulated and difficult to access. Lester Rosen, the president of the Employment Screening Resources, summarizes the new industry in a precise and decisive manner stating that this new trend is, “…an unregulated industry with easy money and, ironically, not a huge emphasis...
Words: 920 - Pages: 4
...Most of the companies try their best to avoid discrimination in workplace, because it increase resentment between employees, decrease their morale and good performance, and discrimination occur when the manager takes his decision based on race, gender, religion and age. Most countries have a law that prevents discrimination but unfortunately some companies they just don’t implement it. One face of discrimination is favoritism and according to Business Dictionary website it is defined as “The preferential treatment of a person or group of people over other people or groups in the same unit, such as a classroom, social group or workplace.” As an example of favoritism in the workplace a story of Sara who is 23 years old, and was born in New Delhi and had spent most of her life in Alberta, Canada due to her father work. After she graduated with a bachelor degree in business administration, she started searching for a job and she found one in marketing agency, Sara was so excited and she like the place and her workmate. After one year of working in the agency her manager decided that she deserves a promotion due to her hard work and her unique skills, so he made her unit manager. In the beginning it was hard for Sara to manage all this work and the new tasks, but eventually she overcame these problems....
Words: 802 - Pages: 4
...Another step HR can take to prevent discrimination is to encourage cooperation and friendly, professional work relationships by creating diverse departments or work areas throughout the company. Make sure employees know where to report any incidents of discrimination. Be sure to list the name of the Human Resources staff member that can document the complaint or report and is able to answer any questions or respond to concerns the employee may have. It is important that the HR staff member informs the manager or supervisor about the employees mentioned in the complaint so that the manager is informed and can schedule a private meeting with the employee to explain that they will have to answer the complaint. Be sure that all employees know that discrimination complaints are taken very seriously and addressed in a professional manner. Make any decisions regarding disciplinary action in a timely manner so that employees are not left to wonder what the outcome of the situation will be. Another step HR can take to prevent discrimination is to encourage cooperation and friendly, professional work relationships by creating diverse departments or work areas throughout the company. Make sure employees know where to report any incidents of discrimination. Be sure to list the name of the Human Resources staff member that can document the complaint or report and is able to answer any questions or respond to concerns the employee may have. It is important that the HR staff...
Words: 717 - Pages: 3
...disable) and young males. Companies are trying to aim towards diversity and equality, and are establishing equal chances for everybody of both sexes. The polish labor market is fully implementing equality, but there is still discrimination against women. In this article they talk about why diversity, including gender diversity is so important. Women in Poland represent over half of the population, which is about 52%. The women are educated on various levels than men. The women that are deployed are better education than the working men. It does not matter in Poland because all of the decision making position in business or politics are taken by men. There have been significant changes in the last few years. Women have increase interest in male jobs, like police, transportation, bus and tram drivers. Women advancement has still been hindered. Another problem is that women are discriminated against when it comes to pay. Even if they are in the same positions the man are paid more. This is observed in the European Union. Gender diversity is happening in Poland as far as employment. Not all companies have introduced equal treatment of women and men. They have mechanisms in place but they are not effective. The attempt to eliminate workplace discrimination and sexual harassment has had little success. We can say that women are definitely being ignored and unappreciated in business; both as employer and consumer. Article:...
Words: 2415 - Pages: 10
...The Role of Human Resources in the Efforts to Prevent Discrimination and to Increase Diversity Nuttha Udhayanang PA 741, Spring 2015 West Virginia University We are proceeding toward a world in which barriers of countries and cultures are shrinking due to globalizes in economics and advances in technology. This phenomenon creates an even more competitive world. Capital and physical resources alone could no longer improve efficiency of organizations. Together with the current demographic trend within the United States, I believe that employing diversified workforce is a very essence for every organization. The organizations that employ quality and competitive workforce regardless of their age, attitude, language, and religion can become competitive in the current situation. Human Resource is an important asset in increasing and managing diversity, and preventing discrimination among workforce of any organization. Workforce diversity can be defined as “similarities and difference among employees in terms of age, culture background, physical abilities and disabilities, race religion, gender, and sexual orientation” (Saxena, 2014). It cannot be denied that diversity makes the workforce heterogeneous and is beneficial to any organizations. It can increase workers retention and productivity, as diversity improves interpersonal relationship within the organizations. It can also enhance the organizations’ responsiveness to an increasingly diverse world of customers, improving relations...
Words: 951 - Pages: 4
...[pic] English Language Centre Pre-sessional 2013 Why is it particularly necessary for HR managers in national companies in China to focus on protecting female employees’ working rights Written Project By LI FANGCHEN 30th August 2013 Supervisor: Darren Fox Declaration The work contained in this project is my own and has not been submitted for any other qualification. All sentences and passages quoted from published sources have been specifically acknowledged by referencing to author, work and page(s). Name: Li Fangchen Signature: Date: 30th August 2013 Content 1. Introduction 1 2. Current situation and problems of gender inequality in the workforce in China 1 2.1 General situation in gender discrimination 1 2.2 Discrimination against young women 2 2.3 Discrimination against migrant female workers 3 3. Compare with the situation in Europe 3 4. What measures should be taken 4 4.1 Recruitment and selection 4 4.2 Personal development 4 4.3 New organization of work 5 Reference 6 1. Introduction Gender inequality is a problem among the workplace globally, female employees tend to be paid fifteen to fifty percent less than male employees when they are working the same job. (Burnett,2010) In terms of the situation in China, although the Constitution in 1982 has reinforced laws and regulations to...
Words: 1794 - Pages: 8
...workplace, especially to its upper management officers. My intention here is to find out the proper way of investigation to minimize the possibility of lawsuit. There are possible solutions at the corporate level with effective programs and policies to help preventing similar incident happening again like Maria’s. There are proactive strategies an individual can use to minimize organizational discrimination as well. Now let’s examine the proper way of investigation that can help to minimize a chance of lawsuit. As per the Right Way to Investigate, a supervisor along. with help of Human Resources (HR) to do the investigation immediately after the complaint was filed in writing as facts can be retrieved fresh from other employee’s mind. Timing is very important and prompt investigation would show the filing employee the organization is taking the complaint seriously. It’s crucial to not draw any form of conclusion prior interviewing all persons who have knowledge of the compliant. Interview all persons involved two to three times to get consistent information. Lastly but not least, to advice HR and company lawyer before writing the investigation report and the conclusion on the record as it may be audited in great detail for court use. (The right way to investigate complaints now so they don't wind up in court later, 2012). It important for me as a supervisor to become aware of these important steps to follow as to protect the organization and its fair workplace environment that...
Words: 959 - Pages: 4
...Civil Rights Act of 1866 (http://www.eeoc.gov/laws/other.cfm#cra-1866) Summary of Act's Principle Requirements and Regulations Impacting HR - This law protects the equal right of all persons within the jurisdiction of the United States to make and enforce contracts without respect to race. Governmental Enforcement Agency - Enforced by individuals, not a federal agency Impact on HRM Functions and Policies - This includes all contractual aspects of the employment relationship, such as hiring, discharge, and the terms and conditions of employment. The Supreme Court has held that the statute also prohibits retaliation against persons who complain about race discrimination prohibited by the statute. (http://www.eeoc.gov/laws/other.cfm#cra-1866) Equal Pay Act of 1963 (http://www.eeoc.gov/laws/statutes/epa.cfm) Summary of Act's Principle Requirements and Regulations Impacting HR - Requires that male and female workers receive equal pay for work requiring equal skill, effort and responsibility, and performed under similar working conditions. (http://www.princeton.edu/hr/policies/appendix/a1/1_6/) Governmental Enforcement Agency - EEOC Impact on HRM Functions and Policies - Pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. (http://www.shrm.org/LegalIssues/FederalResources/FederalStatutesRegulationsandGuidanc/Pages/EqualPayActof1963.aspx) Title VII of the Civil Rights Act of 1964, as amended...
Words: 1142 - Pages: 5
...Civil Rights Act of 1866 (http://www.eeoc.gov/laws/other.cfm#cra-1866) Summary of Act's Principle Requirements and Regulations Impacting HR - This law protects the equal right of all persons within the jurisdiction of the United States to make and enforce contracts without respect to race. Governmental Enforcement Agency - Enforced by individuals, not a federal agency Impact on HRM Functions and Policies - This includes all contractual aspects of the employment relationship, such as hiring, discharge, and the terms and conditions of employment. The Supreme Court has held that the statute also prohibits retaliation against persons who complain about race discrimination prohibited by the statute. (http://www.eeoc.gov/laws/other.cfm#cra-1866) Equal Pay Act of 1963 (http://www.eeoc.gov/laws/statutes/epa.cfm) Summary of Act's Principle Requirements and Regulations Impacting HR - Requires that male and female workers receive equal pay for work requiring equal skill, effort and responsibility, and performed under similar working conditions. (http://www.princeton.edu/hr/policies/appendix/a1/1_6/) Governmental Enforcement Agency - EEOC Impact on HRM Functions and Policies - Pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. (http://www.shrm.org/LegalIssues/FederalResources/FederalStatutesRegulationsandGuidanc/Pages/EqualPayActof1963.aspx) Title VII of the Civil Rights Act of 1964, as amended...
Words: 1142 - Pages: 5
...retirement), discipline and privacy, two way communications, dismissals compensating (how much to pay) * Protecting safety & health 3. Training and development (keep them good): Prepare them for the future. Use and develop human assets, learn continuously, exchange knowledge, appraising performance 4. Exit (let them leave in a good way) Chapter 1: Basics of HRM Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of their employer's strategic objectives. HR is primarily concerned with how people are managed within organizations, focusing on policies and systems. What are the main functions of HRM? 1. It describes the body of management activities - “personnel management” 2. It denotes a particular approach to the management of people Main objectives of HRM * Staffing * Performance * Change-management * Administration HRM roles and objectives Achievement of organizational effectiveness Organizational effectiveness | Contributions of HR | Gaining competitive advantage | Mobilizing a workforce, maximizing its...
Words: 9891 - Pages: 40
...Student ID- 84697126 October 17th How has HR changed and what needs to change for us to be successful in the future When a person thinks of HR they might think of many different things. They might think of the person that hired, trained, fired, did the payroll, or told them about their benefits. All of these things are crucial parts of HR but you might ask, “How HR has developed from where it used to be?” It couldn’t have happened in one day and it definitely couldn’t have happened over one night. In this paper I will look at where HR has come from and where it needs to go into the future. HR has changed immensely over the years but one of the main driving forces is the implementation of new laws. HR started at an employee at will state of mind (any employee can be fired or leave the company for any specific manner no matter what the cause.) This meant a company could come in and fire (jo shmo) for being Black, Mexican or even for wearing a green shirt. The way employee at will is now: they can still fire someone for any cause as long as they don’t discriminate against that individual (discrimination in regards to race, color, gender, religion or national origin. Also added in recent years are pregnancy, age, and genetic information) It seems like law makers have made a law for everything now a days. HR’s job is to help coworkers and the business adhere to all of these various stipulations. Since most HR professionals do a fairly good job at this aspect: they have been...
Words: 1134 - Pages: 5
...well as with the clientele that the organization serves. Throughout the HR processes a main priority is the examination of the employment laws and the effects of how they are used. Divisions that house the employment laws such as the US Department of Labor (USDOL), the Equal Employment Opportunity Commission (EEOC), Department of Homeland Security (DHS), etc. are important divisions that all HR departments must maintain up-to-date information from to ensure that the processes are staying in line with the regulatory requirements such as the Americans for Disability Act of 1990 (ADA). All of these laws, acts, divisions, regulations, and requirements are what led to litigation between employees, clients served, and the organization. These types of litigations bring to mind whether or not common sense and compassion in the workplace has been reduced by this type of litigation. Effects of Legal, Safety, and Regulatory Requirements on HR Processes Laws, acts, and regulations have been placed for organizations to follow throughout history. These laws, referred to as HR laws are the main reason that there are HR and legal departments. “Understanding and complying with HR law is important for three reasons. It helps you do the right thing, realize the limitations of your firm’s HR and legal departments, and minimize your firm’s potential liability” (Gomez-Mejia, et al. p.88). Understanding these HR laws will also enable an organization to determine the effects that the laws...
Words: 1149 - Pages: 5
...Cultural and Regulatory Factors When considering the cultural differences between countries there are communication barriers that have to be addressed for a smooth transition into the new partnership. The HR Director must meet with the HR Director in the new location (or send a representative ) to carefully examine their current methods. They should be clearly understand and relayed back to the HR Director to trouble shoot for appropriate implementation and /or revision of the necessary policies and procedures in Office Depot. Examining the equal opportunity laws will ensure the correct adopted policies regarding employment discrimination are put into place. What is considered discrimination in India may not be interpreted the same in America and vice versa. "The principle of employment discrimination enforcement is disarmingly simple: no one should be denied a job or a promotion or be fired simply because of his race. But this simple proposition conceals a nest of thorny legal and political questions about the state's role in defining and enforcing racial fairness in employment; establishing legal guidelines, procedures, and sanctions; and devising coercive mechanisms to ensure compliance. "(Lieberman, R., 1999) It is the goal of the HR Director to create a table consistent working environment. Robert Lieberman (1999) says that, "the patterns of stability and change in policy paradigms that are apparent in both countries even in the short time span under study here. Clearly both...
Words: 463 - Pages: 2
...Review Learning Team B HRM 300 May 18, 2015 Professor E. Hardin Equal Employment Opportunity and Employee Rights Review The Civil Rights Act of 1964 prohibits discrimination in all employment decisions on a basis of race, religion, ethnicity, sex, and national origin (DeCenzo, Robbins, Verlhurst, 2013). Not only does it protect in employment decisions but it also ended unequal application of voter registration requirements. When the Civil Rights Act of 1964 was put in place it ended segregation in schools as well. If this law would not be in place equality in the workplace would not have been possible and many would not be in the place they are in their careers now. The United States Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information (EEOC, 2015). EEOC also makes it illegal for anyone to discriminate against a person who has filed a discrimination complaint or someone that was involved in a discrimination investigation or law suit. With the law in place it gives the EEOC the right to investigate charges discrimination against employers that are covered by the EEOC law. When a person exposes any information or activity that is considered illegal, dishonest, or incorrect within an organization that...
Words: 2071 - Pages: 9
...Carter Cleaning Company Case 1: 1) Make a list of five specific HR problems you think Carter Cleaning will have to grapple with. - non-trained stuff therefore low job performance - controlling labor costs - managing wages between those that work in dry cleaning side (skilled) and attendants (unskilled) - high turnovers - HR rules and protections not being followed 2) What would you do first if you were Jennifer? If I were in Jennifer's shoes the first thing I would do is meet with her father and discuss about how everything HR related was done in the company before she came. Then I would hold a meeting for all of the employees to introduce myself and ask them about their concerns or wants. Then I would analyze the data and map e a strategic plan on how I can motivate the managers to motivate their staffs, how to train new and old employees to make work done more efficiently , and establish a recruiting process. After speaking with managers and her father about what the employees need to be successful I would then run an add for a hiring event, to have candidates come in to the stores and see what motivates them to work. Carter Cleaning Company Case 2: 1) Is it true as Jack Carter claims “we can't be accused of being discriminatory because we hire mostly women and minorities anyway”? It is not true. Statements like this place his company at risk and show that he obviously needs a human resource manager who knows about current laws and regulations. Being the owner, he should...
Words: 885 - Pages: 4
