Post on 25-Dec-2015
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Workforce PlanningWorkforce Planning
and Employmentand Employment
PHR 24% – SPHR 17%PHR 24% – SPHR 17%
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Employment
Discrimination
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Civil Rights
Many have been unfairly treated and discriminated against because of their
age, race, religion, sex, or disability
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Major Laws Prohibiting Race Discrimination
U.S. Constitution, Thirteenth & Fourteenth Amendments
Civil Rights Acts, 1866 & 1870
Civil Rights Act, 1871
New York Fair Employment Practices Act, 1945
Title VII, Civil Rights Act, 1964, amended EEOC, 1972
Civil Rights Act, 1991
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Section 1981
Section 1981 of the Civil Rights Act of 1866, applies to racial discrimination in employment relationships.
What rights are guaranteed by section 1981?
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Civil Rights Act 1964, Title VII
Prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin.
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Civil Rights Act of 1991
Defines which actions are discriminatory and what procedures should be followed in prosecuting them.
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Bona Fide Occupational Qualifications
Allowed to discriminate on basis of religion, sex, or national origin ONLY when these attributes are reasonably necessary for operation of business.
Race is NEVER a legitimate BFOQ.
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Discussion Question:
Under what conditions is sex considered a bona fide occupational qualification?
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Disparate Treatment & Disparate Impact
Two theories available to people who allege they have been the victims of discrimination.
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Plaintiff (Worker) Defendant (Company)
Preponderance of Evidence
1. Prima facie evidence
2. Business necessity or BFOQ
3. Pretext or less intrusive practice
Refute argument
Plaintiff winsDefendant wins
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Racial Harassment
racial epithets
derogatory comments
verbal harassment
graffiti
racist jokes
name-calling
degrading & belittling conduct
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Discussion Question:
What is the employer’s responsibility when an incident of sexual or racial harassment is reported to a supervisor?
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Gender Discrimination
Prohibits sex discrimination regarding any employment
condition.
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Religious Discrimination
According to the Supreme Court, what four accommodations for religious observances
should NOT be required by employers?
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Equal Employment Opportunity Commission
The EEOC was created to enforce Title VII of the 1964
Civil Rights Act.
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Supreme Court Decisions Regarding EEO & Affirmative Action Plans
University of California v. Bakke Steelworkers v. Webber Fullilove v. Klutznick Wygant v. Jackson Board of Education Local 93 v. City of Cleveland Local 28 v. EEOC U.S. v. Paradise Johnson v. Transportation Agency City of Richmond v. J.A. Croson Co. Adarand Constructors, Inc. v. Pena Gratz v. Bollinger Ricci et al. v. DeStefano, et . Al.
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EEOC Procedures: Handling Discrimination Cases
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Discrimination Remedies
back-pay
hiring quotas
reinstatement of employees
immediate promotion of employees
elimination of testing programs
special recruitment & training programs
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EEO Reports
The Civil Rights Act requires employers to make and keep records that demonstrate their compliance with the law.
What are the EEO reporting requirements?
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Four-fifths Rule
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Affirmative Action Plans
What are the requirements of an Affirmative Action Plan?
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Office of Federal Contract Compliance
What is the role of the Office of OFCCP?
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Reverse Discrimination
Many white males complain that AAPs have made them victims
of reverse discrimination.
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Age Discrimination in Employment Act
Protects employees over age 40 from arbitrary & aged-based discrimination in hiring, promoting, training, benefits,
compensation, discipline, & terminations.
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Discussion Question:
How can an employer use early retirement incentives to reduce the size of its workforce without violating the Age Discrimination in Employment Act?
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Early Retirement Programs
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Age-related BFOQs
business necessity
good cause
bona fide seniority system
factor other than age
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Vocational Rehabilitation Act
Increase the employment opportunities for disabled
people.
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Vietnam Era Veterans
Readjustment Assistance Act
Prohibits discrimination against disabled veterans.
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Jobs for Veterans Act
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Americans with Disabilities Act
Protects people with disabilities from job discrimination.
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Discussion Question:
How should an employer respond to a job applicant who has an obvious disability?
What criteria should employers use to decide whether an accommodation requested by a disabled person who is otherwise qualified is reasonable?
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Discussion Question:
What criteria should employers use to decide whether an accommodation requested by a disabled person who is otherwise qualified is reasonable?
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Genetic Information Nondiscrimination Act
Protects individuals on
the basis of their
genetic information.
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Uniformed Services Employment &
Re-Employment Rights Act
Prohibits employers from denying employment, re-employment, retention in employment, promotions or any other employment benefit because of service in the uniformed services.
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Immigration Reform & Control Act
Reduce the number of illegal immigrants coming into the United States for employment.
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I-9 Forms
Requires two types of verifications:
1. proof of identity
2. evidence of employment authorization
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What is the process for securing an H-1B visa?
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Human Resource
Planning
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Human Resource Planning
Human resource planning should accompany and support an organization’s business plans.
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Human Resource Planning
Strategic Business Planning
EnvironmentalScanning
StrategicPlanning
ForecastingOperationalPlanning
Projected StaffingRequirements
Goals andObjectives
Recruitment Planning
Applicant Search
Preliminary Screening
Selection Decision
Placement
Long-range planning
Middle-range planning
Short-range planning
Human Resource Planning
Recruitment
Selection
Staffing Model
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Discussion Question:
What interaction is needed between business planning and human resource planning?
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Strategic Planning Model
What kind of employees are needed
& how many?
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Environmentalscanning
Forecasting
Projected staffingrequirements
Strategicplanning
Operationalplanning
Annual goals andobjectives
HR PlanningBusiness Planning
Long-range planning
Middle-range planning
Short-range planning
Alignment of Business Planning & HR Planning
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Human Resource Information System
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Forecasting Employment Needs
1. What employees will be needed in the future?
2. What kinds of skills and talents will the employees need?
3. When will the new employees be needed?
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Long-term Forecasting
What methods are commonly used for forecasting long-term employment demands?
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Short-Term Forecasting
Typically predicts employment demands for a one-year period.
The responsibility for short-term forecasting usually belongs to the immediate supervisors and unit managers.
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Turnover Analysis
How do you perform a turnover analysis?
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Succession Planning
Deciding how management positions will be filled.
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Store Manager
A D. Cox A. Roberts 1 J. Romano 1
Apparel Div Mgr
D R. Nix M. Nig 2 T. Long 2
Comp & Benefits
B S. Murphy C. Rogers 2 F. James 2
Training & Dev
D D. Lowell K. Krajcia 2 P. Jones 3
Furniture Div Mgr
B J. Ramano L. Nash 3 S. K. Lai 3
HR Director
B A. Roberts S. Murphy 2 D. Lowell 3
A. Need nowB. Probable need within a yearC. Probable need 2-5 yearsD. No foreseeable need
Promotion potential1. Qualified now2. Could be qualified in 6 months3. Could be qualified in 1-2 years4. Qualifications uncertain, best available
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Discussion Question:
How should a company reduce its labor force when it has a surplus?
What would be the effects of different strategies on the attitudes of employees?
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Restructuring: Mergers and Acquisitions
What steps have been recommended for combining two companies?
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Job AnalysisJob Description
Job Specification
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Job Analysis
What are the uses of job analysis?
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Items included in a Job Description
Identification
Job summary
Duties and responsibilities
Job specification
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Job Specification
A job specification identifies the minimum acceptable qualifications required for an employee to perform the job adequately.
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Methods of Job Analysis
What are the advantages and disadvantages of each Job Analysis method?
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Recruitment
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Employment Branding:
Employment branding consists of projecting an image that makes people
want to work for the company.
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Recruitment
Attracting potential job applicants from external labor force.
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Yield Ratios
Help organizations decide how many candidates they need to recruit for
each job opening.
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Internal vs. External Recruiting
What are the advantages and disadvantages of both internal and external hiring?
What measures can be used for evaluating the effectiveness and efficiency of a recruiting process?
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Advantages Disadvantages
• greater motivation• promotion opportunities for EE• opportunity to assess abilities• improves morale & loyalty• little lost time
• narrow thinking & stale ideas• political infighting & competition• requires management dev program• homogeneous workforce
PROMOTION FROM WITHIN
Advantages Disadvantages
• new ideas & new insights• allows changes• does not change the present org• greater diversity
• loss of time• destroys incentive of present EE• ability to fit in unknown• possible non-compete agreement
EXTERNAL HIRING
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Selection
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Discussion Question:
Is past behavior always a good predictor of future behavior?
Why or why not?
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Selection
Informed hiring decisions depend largely on two basic principles of selection:
1. Understanding that past behavior is the best predictor of future behavior.
2. Collecting as much reliable and valid
data as economically feasible.
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Typical Steps in the Selection Process
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Reliability
Reliability refers to consistency of a measure or repeatability.
What does reliability have to do with the employee selection process?
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Reliability-Operational Definitions
Test-retest Reliability Alternate-forms Reliability Split-halves Reliability Conspect (inter-rater) Reliability
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Validity
The extent to which a predictor variable is correlated with a criterion variable.
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Discussion Question:
If a selection procedure is not creating an adverse impact on employment decisions, is there any reason why an employer should validate the procedure anyway?
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Evaluating Validity of a Selection Procedure
1. predictive validity
2. concurrent validity
3. content validity
4. construct validity
5. synthetic validity
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Validating a Selection Process
The Uniform Guidelines describe three major strategies for validating a selection process:
Criterion-related validity
Content validity
Construct validity
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Predictive Validity
Concurrent Validity
Application Hiring Orientation On-the-job Process Training Performance
E M P L O Y M E N T T I M E L I N E
Collect predictor data on job applicants
Application Hiring Orientation On-the-job Process Training Performance
E M P L O Y M E N T T I M E L I N E
Collect criteria (performance data) from present employees
Collect predictor data and criteria data at the same time from present employees
What is the difference between predictive & concurrent validity?
Application Hiring Orientation On-the-job Process Training Performance
Application Hiring Orientation On-the-job Process Training Performance
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Discussion Question:
Can a selection procedure be reliable without being valid?
Can a selection procedure be valid without being reliable?
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Weighted Application Blanks
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Legal & Privacy Issues
The EEOC cautions employers about obtaining certain kinds of information unless they can
demonstrate a business necessity.
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Interviews
The major purpose of an employment interview is to gather information for making a selection decision.
Very few interviews achieve this goal.
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Discussion Question:
Why are employment interviews so unreliable?
What can be done to increase the reliability of an interview?
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Discussion Question:
What are the different types of interviews and when would each be useful?
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Pre-employment Testing
Can significantly improve
the selection process
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Discussion Question:
How would you decide which tests to include in a test battery?
How could you learn which tests are available, and how could you check to make sure you had selected good tests?
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Griggs v. Duke Power Company
Selection procedures such as tests that exclude a disproportionate number of
minority employees are illegal.
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Washington v. Davis
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Assessment Centers
What are some of the activities that may take place in an assessment center?
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Expectancy Charts
A method of illustrating the validity of a test and for interpreting test scores in terms of the probability of successful performance.
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Background Investigations
Investigate the backgrounds of prospective employees.
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References
A growing concern among employers that they could be sued for reporting adverse information.
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Negligent Hiring
Claiming that employers knew, or should have known, that their employees were dangerous.
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Social Media
YouTube
Blogs
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Medical Examinations
What effect can the results of a pre-employment physical examination or drug test have on the selection process?
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Cost/Benefit Analysis
The costs of using a predictor should be weighed against the benefits expected from it;
The benefits are determined by what three factors?
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InternationalHR Management
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International HR Management
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International Workers
International human resource management involves managing three different kinds of workers
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Expatriates versus Local Nationals
What are the advantages & disadvantages in using expatriates?
What about local nationals?
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Selection of Expatriates
Select individuals who will stay the entire duration.
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Expatriate’s Spouse & Family
Success of most expatriates depends more on ability of expatriate’s family to adjust to a new culture than on the skills of the expatriate.