2 discussion “eeo and the law” human resource strategies


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2 Discussion “EEO and the Law”

Human Resource Strategies

EEO and the Law

Question A 

  • EEO legislation was prompted by significant social events. List those events and describe how they influenced the passage of various EEO laws. Cite and describe the major federal laws and court decisions that affect the employment process of both large and small organizations. After receiving several complaints of sexual harassment, the HR department of a city library decided to establish a sexual harassment policy. What should be included in the policy? How should it be implemented?

Question B 

  • As a marketing manager, you have recently turned down Nancy Conrad for a position as sales supervisor. Nancy believes the denial was due to her gender, and she has filed a sex discrimination charge with the EEOC. Explain the steps the EEOC will use to process the charge; include Nancy’s options during the process.


W2 Lecture 1 “Entertain a Story of Diversity”

Human Resource Strategies

Entertain a Story of Diversity

Chapter 3-Equal Employment Opportunity and Human Resource Management

Are diversity and inclusion in the forefront of the needs addressing organizations today? Where do you think it lands on the priority list where you work? What about where you shop?  Recently, I presented on engagement at a regional conference in the Kansas City Metro area. This topic sparked a great deal of interest and passion as many of the participants had their own ideas about how to keep students and employees engaged.  One of the participants posed the question, why aren’t we talking about diversity and inclusion? Couldn’t this issue be a challenge for many of us today? I replied, “Absolutely, we must embrace it in order to engage it”. 

The common denominators for both elements are: Seeing, Understanding, and Valuing. 

  1. Seeing or acknowledging the differences openly without prejudice, using observation and silence as tools of infinite wisdom. 
  2. Understanding by taking a look at data or sharing stories. It is always neat to include or invite people who are different and perhaps share a different network from your own, 
  3. Valuing that there will be a sense of discomfort and conflicts. Through conflict, this is an opportunity to look through a different glass and consider the glass to be half-full instead of half-empty.

Have you ever felt that you were discriminated against in the workplace? If you ever experienced the disappointment, anger, denial, among other others, it can leave an imprint on who you are and how you go about your journey not only in the workplace, but it resonates in other aspect of your life, and can be debilitating in many ways.

Now let’s say that you never experience discrimination, how empathetic would you be to others around you and beyond? How do we address these issues from an HR perspective? As HR professionals, we need to equip ourselves with knowledge of the laws and embrace proactivity and transparency. However, you must be familiar with the different laws.

Another thing to consider is the importance of record-keeping and posting requirements. We can have all the knowledge in our heads, trying our best to remember all steps and processes. But, without proper record-keeping, your efforts will be useless from a legal standpoint.

Chapter 4-Job Analysis and Job Design

How much flexibility is needed when it comes to Job Analysis and Job Design?

“I hate my job!” “It’s not in my job description”. Are they excuses or opportunities to eventually motivate the employees?It we all take a magnifying glass and place it over us as we move along in our jobs, we observe how we can make it better.So, you have plans to pursue the human resource management career? Recently, I heard that one of our cherished employees was the backbone of our department. This employee is like the glue that holds everything together.  We get reminders to take action on certain projects on a regular basis. As we move through Chapter 4, explore and justify the reasoning behind the Cornerstone of the HRM functions?  

The answer is Job Analysis. Job Analysis sparks an umbrella of six alignments 

  1. HR Strategy and Planning
  2. Workflow Analysis and Job Design
  3. Recruitment and Selection
  4. Performance and Appraisal Process
  5. Compensation and Benefits
  6. Legal Compliance (Shell, Morris, and Bohland, 2014)
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